Edel Walsh explores transformative strategies to break free from the grip of constant scrolling  When I feel even the slightest bit bored, I pull out my smartphone. I scroll when queuing for my coffee, taking a break from work or when I should be working. When I wake up, I check in with my smartphone rather than checking in with myself. It is also the last thing I do at night.  After realising what I had been doing with my time, I knew I had to change this habit as I was losing hours to doom scrolling.  When I was taking my Chartered Accountancy exams, I had a mobile phone; however, at the time, mobile phones were only used for phone calls and texting. The phone was not the distraction it is today.  Dopamine hit When a person is scrolling on their phone, dopamine gets released from the brain into the bloodstream. As part of the internal reward system, it makes a person feel happy.  We all want to feel good and are guilty of continuous scrolling. Eventually, 45 minutes pass, and you decide to start studying. Your brain is going from a dopamine trigger to being forced to look at books. It is fair to say your brain will find it challenging to engage in productive study. A 2021 study by Oluwafemi J Sunday, Olusola O Adesope and Patricia L Maarhuis, The Effect of Smartphone Addiction on Learning, shows that smartphones negatively impact students' learning and overall academic performance.  The researchers also found that using mobile phones negatively impacts the skills and cognitive abilities needed for students’ academic success and learning. Here are a few simple tips to make your smartphone less appealing while studying. Remove the phone from your study environment The easiest way to avoid being distracted by your phone as you study is to remove it from the area where you are studying.  Research in 2017 by Dr Adrian Ward et al showed that students who kept their phone on the desk while studying performed the worst on their test. Students who kept their phone in their bag or jacket but still in the study environment performed on par with those who kept their phone on their desk while studying. The highest performers were the students who left their phone in a separate room. Make your phone boring When I reflected on my mobile phone behaviours, one of the first steps I took was to make my phone more boring. I deleted all the social media, news, and other apps that were distracting. When I need to check those services, I use the desktop version.  To start, delete at least one app that distracts you. See how this makes you feel and observe your phone behaviour. After a few days, see how you feel about deleting a few more.  Take a break from it all The purpose of study breaks is to rest your brain so you will feel rejuvenated when you return to the books – for many of us, reaching for our smartphone when on a break is an automatic habit.  To give your brain the rest it genuinely deserves, how about you: sit in silence with a cup of coffee; take a walk around the block; get some fresh air in nature; do a guided meditation or a short yoga pose; or read a magazine or a chapter of a book. In the quest for productivity and focused study, breaking free from the allure of constant smartphone use is of utmost importance. As we navigate the digital age, these strategies can offer a roadmap to balance, ensuring that our smartphones become tools for productivity rather than barriers to success. Edel Walsh is a student and exam coach. She supports her clients with their studies and exams by focusing on academic success and personal development and looking after their well-being. For more information, check out www.edelwalsh.ie

Not achieving your desired exam results isn’t the end. Bernie Duffy, Senior Associate at Barden, explores your employment options, opportunities and interview prospects after you have had to repeat an FAE exam There are two things to remember if you did not get the FAE exam results you were hoping for:  Even though it may seem like it, this is not the end of the world, and there are plenty of options; and  Many highly intelligent and successful people have found themselves in the same situation.  Working with Barden and having the chance to collaborate with some of the most successful accounting professionals in Ireland, I know of at least five CFOs of incredible companies who did not pass their FAEs on their initial attempt, and some of them attribute not passing as pivotal moments in their career.   Not passing your exams is a cloud, for sure, but with many silver linings. Figuring out your employment options After the results have sunk in and you have had time to chat with family and friends, the first step to take is to speak with your employer.  Arrange to have an initial chat with your manager or partner. Make sure it is someone who has worked with you and with whom you have a good rapport – they are likely the person who will support you when putting a case forward to HR to repeat the exam.  Ask if your employer is willing to support you in resitting the exam, both financially and with study leave or time off in lieu. In the best-case scenario, they would be supportive of this. If, however, staying with your current employer isn’t an option, you could use this time off to focus on preparing for the repeat exam.  Understandably, this might not be a financially viable option for everyone, but if you are in a position to put your head down, focus on passing the repeat and look for a role once you have completed the exam, this can take some pressure off. If this is feasible, the January exam sitting could be the most achievable.  If taking time out is not an option, there will be plenty of companies that hire at this level and are happy to support you on this journey.  We would suggest looking at “finalist” level accounting roles, which are generally tailored towards people close to qualification but not yet fully qualified. In most cases, companies will offer exam support and salary increases or even promotions once you have passed the exam. Taking a break You can also use this as a defining time in your career to consider your long-term options and career goals. This will be different for every individual; some people will be more comfortable going into another practice firm, and others will use this opportunity to pivot their career towards industry.  Whether it’s a move to a smaller practice where you can gain accounts preparation experience or a move into a finalist accountant role in industry, you can use the situation to develop your skillset and experience further, providing you with more employment opportunities in the future. Prepping for the repeat Take some time to reassess your plan for success in the repeat exam. There may have been other personal factors contributing to the exam result, but be honest with yourself: do you feel you could have done more?  As noted by Edel Walsh, focus on creating a realistic study plan and exam techniques, timings on questions, organising your notes and folders, speaking to friends or colleagues for advice or considering signing up for some additional revision courses as a refresher.  It may also be worth considering if you have selected the right elective or if you could potentially be more interested in another one. Approaching a repeat during an interview A question we are frequently asked is how to approach the question about not passing an exam in an interview and what employers’ opinions on it are.  We would always advise focusing on the positives from the situation and showcasing what you have learned from the experience and your plan to ensure success going forward.  Answers such as, “It was the first exam I had ever failed and was actually a very important learning opportunity for me. I think I am more resolved and resilient as a result” might be useful. Most employers realise that failure is inevitably a part of life, and it is how you deal with and overcome it that counts. No matter your circumstances, there are plenty of options available to you. Do not let one exam define you. Instead, use it as a motivation to become even more driven and successful.  Remember, you learn more from failure than success.

Having to repeat exams can be a tough setback, but it’s not the end of the road. Edel Walsh shares insights to help you learn how to reflect on your past attempts, reignite your motivation, plan your study effectively, and prioritise your well-being as you embark on your journey to exam success Failing an exam is challenging. If you didn’t succeed in your last exam round, give yourself time to process it and recover before thinking about the repeat exam.  When you feel ready to tackle your studies again, know you are brave. It is hard to tackle an exam for the second or third time around.  However, there is some good news. You are not starting from the beginning. Much of the subject matter will be fresh in your memory. You may need to change your study approach. Reflection  Before you get stuck into studying for the repeat exam, take time to pause and reflect. While it might be difficult, there will be some valuable lessons and insights you can gather from the previous time you sat this exam.  In the words of John Maxwell, author of The 15 Invaluable Laws of Growth, evaluated experience is the teacher of all things.  As you reflect on your previous exams, ask yourself some questions that will help you gain insight into the experience.  Reflections on your study What went well for you as you studied for your last exam? What could have gone better while studying for your exam?  What study strategies might you use this time to get better results? Reflections on the exam Did you have enough time to answer all the questions in the exam? Which topics or subjects were you least/most confident answering? How did you feel during the exam? What did you learn from this exam experience? Motivation For some, motivation and enthusiasm for studying might be low after not passing an exam.  Motivation is not an organic process. Students often wait to become motivated, but you will not wake up some morning and be suddenly motivated.  If you can urge yourself to take the smallest of actions to restart a study schedule again, even though you don’t feel like it, motivation will follow.  I often compare motivation to going for a run. I am never truly motivated to go for a run, but the most challenging part can often be putting on my running gear. Once that is done, motivation tends to follow.  Planning It is important to plan your study in line with your available time.  First, factor in your syllabus or competency statement for the subject by using a simple traffic light system:  Green represents the topics where you are confident; Orange represents areas that need some work; and  Red represents areas that need to be prioritised.  Marking these areas by the traffic light system gives you an idea of the road ahead. Next, consider your weekly plans. This plan should be fluid and flexible. Consider which days you have available for study.  Finally, when it comes to daily planning, always start by setting a learning goal for your study session to keep you on track.  Be sure you are consistently testing yourself on the materials under exam conditions. This is the key to success. Many students avoid testing themselves.  Testing yourself and making mistakes is the key to succeeding in the exams. You might feel uncomfortable seeing the mistakes you have made, but it is better to see them as you study rather than make them in the exam itself.  Lean on your support system If there is support available to you, take advantage of it.  Speak to your lecturers. They may be able to provide invaluable information about what went wrong for most people in the exams.  Speak to your colleagues and classmates. They have been there and will be able to offer you a helping hand.  Your well-being and exams Looking after your well-being in the lead-up to the exams is of utmost importance. You can manage your wellbeing by: planning – we have looked at how to create a simple plan. Planning can help reduce stress levels. scheduling productive deep breaks – This does not mean turning your attention to a phone or social media. A productive deep break is taking ten minutes or so between study sessions to go for a walk around the block, listen to music, do a meditation available on YouTube or listen to a relaxing podcast.  breaking it down – If you are overwhelmed by what you need to cover, break everything down into small, manageable chunks. When we look at the end goal (also known as the performance goal), passing the exams, it can feel overwhelming. If we break this goal down into small learning goals, it feels a little more manageable.  Finally, remind yourself of the bigger picture. Failing an exam is part of your journey. It won’t feel pleasant, but you will learn so much from this experience that you can bring to future exams.  Edel Walsh is a student and exam coach. She supports her clients with their studies and exams by focusing on academic success, personal development and looking after their well-being. For more information, check out www.edelwalsh.ie

Edel Walsh outlines the techniques you can use to destress at work, safeguard your well-being and boost productivity Stress is how our body reacts when we feel under pressure or threatened, usually when in a situation that we don’t feel we can manage or control. Finance professionals have been facing a growing amount of pressure in recent years, and while many will say that stress comes with the territory (they’re not wrong), there are both healthy and unhealthy amounts of stress one should endure. In fact, stress in the short term is not harmful. However, chronic stress can have a major impact on both our physical and mental health and can easily lead to burnout. Our stress system  When your body is reacting to a stressor, your fight, flight or freeze (FFF) response is activated.  The FFF triggers the release of hormones that prepare your body to either stay and deal with a threat (fight), run away to safety (flight) or just stop in your tracks all together (freeze).  The FFF response was very useful to us thousands of years ago when we lived in caves and were fighting off predators such as wild animals. Nowadays, our FFF response can be activated by our email inbox, boss or a too-big workload.  Managing your FFF response The first step in managing your FFF response is asking yourself a few questions: Why are you reacting this way to the stressor? What is within your control? If the situation is outside of your control, can you let it go? Who can help you cope if needed? Once you’ve answered these questions for yourself, take a moment to observe your surroundings. In your head, take note of three visuals, three sounds and three feelings or sensations. When you tap into your surroundings, you can begin to relax.  Next, if needed, give yourself the freedom to walk away from the stressor until you are better able to handle it.  If you are in a conflict with someone in the workplace, for example, you can walk away from the situation – even if it only for five minutes. This doesn’t mean you are ignoring the situation. You are giving yourself at least five minutes to remove yourself from the confrontation to deal with the building emotions before they get out of hand. Finally, it’s important to do some deep breathing. The key to deep breathing is to practise it daily. If you wanted to build up muscle in your arms, you would go to the gym and train. Deep breathing is the same. It needs to be practised so when you do get into those tricky situations your body knows what to do to calm you down.   Practising stress relief Practising stress relief techniques in the workplace is paramount in today’s high-pressure professional environment. The modern workplace is often characterised by tight deadlines, demanding projects and a constant need to stay connected and productive. The benefits of practising stress relief techniques extend to the overall productivity and efficiency of the organisation as well. When you have the tools to manage stress, you can maintain focus, leading to better decision-making and problem-solving in and out of the office. These stress relief techniques can re-energise you, help avoid burnout and maintain a consistent level of performance. In the long term, this not only enhances the quality of work but also reduces the risk of workplace conflicts. Integrating stress relief practices, like deep breathing, into your daily routine is not merely a matter of your well-being; it is a strategic investment that can significantly contribute to your success and competitive advantage. Edel Walsh is a talent and leadership coach at Edelwalsh.ie

As Ireland’s population ages, so too does our workforce. In celebration of Positive Ageing Week, Dee France examines our ageing workforce and how to promote age inclusivity in your organisation Statistics from the CSO’s 2022 Census revealed that the Irish population is growing in size and age. The proportion of the population aged 65 years or over has increased from 12 percent in 2012 to 15.1 percent in 2022. The census also showed an increase in Ireland’s population aged 45 or over and a decrease in those under 45. With an ageing population, life expectancy and the average retirement age rising, people stay in the workforce longer than previous generations. Now more than ever, workplaces are multigenerational, and barriers and opportunities for all come with that. Age diversity is often a topic that is overlooked in the ED&I space. Still, it is an equally crucial aspect, as it is common for older workers to face stereotyping in the workplace, mostly harmful and always unwarranted. In this digital era, many age-related mistruths surround older workers, such as their capability to embrace digital transformation, reluctance to adopt new processes and ways of working, or difficulty shifting to changes in company culture.   In Robert Walters’ 2022 Equality, Diversity and Inclusion report, the lack of progression opportunities for older workers becomes apparent. There was a clear disparity between younger and older generations regarding career progression. Thirty-eight percent of Baby Boomers (aged 57–72) had been offered a promotion at their current company compared with 57 percent of Gen Z (aged 18–26). According to the same survey, Baby Boomers’ main challenges when looking to progress their careers are a lack of opportunities, training and development, and resources or time to go above and beyond. Benefits of age diversity The importance and value of older employees in their workplace are seriously overlooked, and there are many business benefits to having a multigenerational workforce. Some potential benefits of age diversity in the workplace could: improve engagement, retention and motivation; enhance and diversify skill sets;  widen talent pool for recruitment;  improve companies’ reputation and brand by creating an inclusive business; and  provide meaningful and symbiotic mentorship opportunities. An ageing workforce isn’t a burden; it is an opportunity. With age comes a wealth of experience, and with skill and labour shortages currently in play, employers should not overlook older employees but focus instead on actively retaining and retraining. Promoting age inclusivity Embracing age inclusivity is not just a social matter; it is a business matter, too. As Ireland’s demographics evolve, businesses must adapt and embrace the potential an age-diverse workforce unlocks. Here are some methods that can help promote age inclusivity in the workplace: Implement an age-inclusive hiring process by framing and wording job adverts to eliminate bias; Develop programmes and initiatives explicitly aimed at attracting and retaining older workers, such as return to workforce programmes and phased retirement options; Invest in training and development to promote and encourage continuous professional development to ensure employees’ skills match the company’s evolving requirements and older workers don’t miss out on progression opportunities; Provide health and wellbeing support with a positive focus on issues about older cohorts, such as access to health services, menopause awareness and training, financial well-being and pension planning; and Improve flexible work arrangements, as changes in working arrangements can act as an effective retention policy. Dee France is the Wellbeing Lead at the Institute’s dedicated wellbeing hub, Thrive. Thrive offers a range of supports for members and students of Chartered Accountants Ireland at any time in their careers. For more information on the supports Thrive provides, visit https://www.charteredaccountants.ie/thrive-wellbeing-hub/thrive-wellbeing-home

Donal Whelan outlines six essential steps to foster openness, support and well-being in your organisation during Mental Health Awareness Month October is Mental Health Awareness Month, and while the stigma around mental health issues may be decreasing, disclosing problems to others in your organisation might not be getting easier. Many employees hide mental health concerns for fear of being labelled ‘unstable’ or ‘unreliable’. With increased awareness about mental health and a movement toward removing the negative stigma associated with mental conditions, many workplaces are stepping up to change their policies. Improving mental health awareness in your office begins with these six key steps. 1. Increase awareness Training sessions for all employees, particularly those in management positions or who could potentially need to oversee employees with mental illnesses, can make it easier for everyone to communicate, build rapport and react appropriately to situations involving mental health. Topics should include a basic understanding of mental health problems like depression and anxiety and how to recognise signs of mental health issues in yourself and your colleagues while explaining that symptoms can vary widely and may not always be obvious. 2. Provide tools for support The biggest surprise for many leaders when dealing with employees who suffer from mental health issues is that they aren’t expected to ‘fix’ them.  Instead, it’s necessary to provide tools to support those employees, much like the tools and accommodations provided to employees with differing needs. This might include, for example, providing a more flexible work schedule for employees with depression or anxiety concerns. Written instructions, not verbal ones, may prove to be the only accommodation an individual with memory problems needs while removing environmental triggers (such as smells or certain noises) can solve many problems for individuals who have panic attacks. 3. Create a mental health policy See Change has put together a great sample mental health policy that will help you establish clear guidelines for your business. Keep in mind that your mental health policy needs to include information about: Avoiding discrimination due to mental illness; How to establish mental illness and what criteria are required; and How to create accommodations for employees with mental illnesses. Remember that each individual is different. Unique accommodations will be required based on the individual’s skills and strengths, as for employees with physical disabilities. A flexible policy will make meeting every employee’s needs easier. 4. Encourage a healthy work-life balance Employees who have a poor work-life balance are more likely to show signs of depression, anxiety and instability. Promoting good mental health includes preventing employees from working outside their contracted hours, encouraging and supporting life events outside the workplace, and creating policies that do not penalise employees for taking accrued time off. Life outside the office can significantly impact life within it, so supporting employees in their everyday lives is critical. 5. Recognise signs of stress Alongside mental health awareness training, managers and supervisors throughout your business should receive training in recognising signs and symptoms of stress in employees. Learning to alleviate that stress will help make healthier, more productive employees. Some common signs of stress include: acting consistently tired; irritability; an increase in the need to take sick leave, particularly in an employee who has not previously been ill regularly; sudden difficulty completing regular work tasks; and indecisiveness or insecurity. 6. Create a culture of openness Mental health concerns or stresses can appear without warning. In many cases, employees will hide or minimise those concerns to prevent discrimination. On top of worrying about the condition itself or the things that have led to it, they’re also concerned that they’ll lose their job or be labelled incompetent as a result. Encouraging a culture of openness throughout the office will enable employees to open up , from admitting when they’ve taken on too heavy a workload or have been working too many hours to keep up to sharing mental health concerns with their supervisors. Supporting mental health in your office is critical to maintaining a safe, healthy environment for all your employees. By creating an environment where people are encouraged to thrive regardless of mental health concerns, you’ll find happier, more productive employees who are firmly committed to your organisation. Donal Whelan is Managing Director at Lincoln Recruitment