As tensions rise in Ukraine, now more than ever is the time to make sure your staff know about the wellbeing supports available to them, writes Moira Grassick. With the crisis unfolding in Ukraine a source of concern for millions worldwide, employers will need to be mindful of the needs of employees from the impacted countries or with relatives and friends who may be in danger. Equally important will be the needs of those staff members whom, although not directly impacted by Russia’s invasion of the Eastern European country, may also be experiencing heightened stress or anxiety at this time. As with any personal or collective crisis, there are a few steps you can take to help and support your employees: Communication Proactively identify workers affected by the crisis and issue company-wide communications outlining the support options available to them and the wider workforce. This information can be disseminated by email, intranet sites, notice boards, or through discussion at team meetings. Ask managers to check in on the wellbeing of their team members regularly. At times of crisis, it's essential to reach out to staff and let them know your support is there if they need it, either informally or via an employee assistance programme. Make sure your managers maintain regular one-to-one catch-ups with all team members. Such meetings give employees an important opportunity to discuss any problems they might be facing. Create a culture of support by communicating clearly to staff that their health, safety, and wellbeing is a priority for the organisation. Let them know how to go about accessing support, and signpost any wellbeing services you have in place. Encourage senior leaders to communicate all available supports to their teams. This will help to set the right culture and tone from the top of the organisation down. Flexibility Where employees have friends or family members abroad, it may be reasonable to temporarily change work conditions to allow them to maintain regular contact. Helpful changes might include flexible start and finish times, more or longer breaks, and/or amended duties. Encourage employees to raise and discuss any concerns they may have, both in their professional and personal lives. This can improve staff satisfaction and motivation, which contributes towards increased employee productivity and higher staff retention. If an employee is affected by any crisis, they may be struggling to stay engaged and productive. You may wish to offer reasonable time off to help them manage. Impartiality People with family and friends in Ukraine and Russia may be struggling right now, and it's important to recognise and support everyone impacted — politics should not be part of the workplace. Whatever a staff member discloses about their situation, management should remain supportive and non-judgemental. With any crisis, an open conversation about mental health is the best approach to take. Trauma and crisis can have devastating implications if ignored, and recovery can be more easily achieved with open discussion and understanding. By taking the time to create a culture of support and communication, employers can give their employees the best chance of recovery. Moira Grassick is Chief Operating Officer at Peninsula Ireland.

Dee France, Member & Student Support and Well-being Lead, explores why students use the hub and what they can do to support their own mental health.  Being an accounting student is challenging. You have to contend with work, lectures, study, the pressure of exams and new ways of learning in a remote or hybrid working world. At the same time, you may be experiencing personal obstacles. Over time, these duties and responsibilities combined can give rise to sustained pressure, to the detriment of your well-being.  Why do people need help? Our lives and past experiences shape us, affecting our mental health, and the factors that can cause a decline in our well-being differ for everyone. Students come to us for help for various reasons, but the primary motivators tend to centre on exam pressure and stress, workplace grievances, poor work-life balance, and other personal circumstances, such as illness, grief or family and relationship matters. In 2021, we witnessed a significant increase in the number of students contacting Thrive for help.  Most seek support during study leave or exam periods. It is encouraging to see so many take the brave and difficult step to seek help, but earlier intervention in the student journey is important. We want to help prevent students from becoming too overwhelmed and offer support before they falter under the pressure and demands.  Numerous factors can negatively impact our mental well-being. Some we can control. Here are five steps you can take yourself to help your mental health: 1. Nourish your mind and body  Good nutrition and regular physical activity can offset and relieve stress and feelings of anxiety. Simple things like staying hydrated, reducing caffeine intake, and walking in nature can help. 2. Rest The power of sleep in helping to regulate our stress levels should not be understated. Stress and anxiety can lead to sleeping problems, and a lack of sleep can affect your general well-being.  3. Practise mindfulness and meditation  Practising mindfulness allows you to become more aware of your emotions and help manage them. Mindfulness can become a valuable tool for easing stress and anxious thoughts with regular practice.  4. Engage in self-compassion and self-care  Be kind and encourage yourself. Being hard on ourselves is an all-too-common pattern. Self-compassion is the ability to treat yourself with the same care and kindness as you would a good friend who is going through a difficult or stressful time. Developing compassion within ourselves can help us cope with adversity and make difficult situations more manageable.  5. Seek out professional services, like Thrive  How we feel can become all-consuming. If you are struggling, the best thing you can do for your mental health and well-being is to reach out and talk to a professional. Seeking professional support can help you manage stress and poor mental health.  The Thrive well-being hub provides a comprehensive mental health and well-being programme that offers a wide range of services tailored to our students’ well-being. All services are delivered in complete confidence and are available at any stage of your journey with the Institute.  For more advice or information, check out Thrive’s dedicated well-being hub. Alternatively, you can contact the well-being team by email at: thrive@charteredaccountants.ie or phone: (+353) 86 0243294.

Getting ready for your FAE exams can be overwhelming, but it doesn’t have to be. Ross Duffy, Tax Associate at PwC, delves into the study routine that earned him second place in the 2021 FAE summer exams.  Before joining PwC, I completed UCD’s Master of Accounting programme so when it came to my FAE exams, I was well used to studying technical content and how it could be applied in practical setting.  At FAE level, however, you need to get to grips with how to apply your technical knowledge in a commercial scenario.  In the study technique I adopted for the FAE exams, I took the theory I was learning and tried to apply it to real world business scenarios, always with an eye to the commercial considerations that should be front-of-mind when advising clients.  Choosing study material It’s essential to develop a strong understanding of the underlying content that will be assessed in the exams. Starting out, I studied all of the relevant manuals and textbooks, and reviewed lecture notes and slides.  Once I had a good grasp of the basics, I felt more confident attempting case studies and, over time, I was able to use them exclusively for study. I also practised with previous exam papers. Applying the technical FAE content to real-life commercial scenarios can make a big difference to your exam result.  I would also recommend keeping up-to-date with current affairs and business developments by taking ten minutes at the end of every day to read some of Ireland’s key media reports. PwC supports its students by providing training programs and workshops and, for me, they were a tremendous resource used in conjunction with the Institute’s  online lectures.  Routine and planning There is more to doing well in your exams than just learning the material. You have to give yourself enough time to study and practice case studies. Good time management is crucial so you can enjoy yourself while balancing work and study.  Routine is critical here. While many firms will give you ample time to prepare for the exams, you will have a large volume of examinable content to get your head around.  Get into the habit of waking up early enough to prepare for the day ahead. Block off specific times to review your notes, practice your exam technique on previous papers, and work through case studies. Repeating this routine every day of study leave will help you cover all the necessary material in time for the exams. Pacing yourself It is a long road to the exams, so it’s important to remember that it’s a marathon, not a sprint. Make time for yourself outside work and study. Not only will this help relax your mind, but it will also mean you get the most out of the time you spend preparing for the exams.  Don’t be afraid to reach out to friends and colleagues to talk through any issues or challenges that might arise. Sharing knowledge and insights can really help to prepare you for the exams and connect you with others going through the same experience.  Taking a step back Finally, remember that feeling anxious before any exam is par for the course. For me, working while studying meant I was always very busy and sometimes felt the pressure. That’s why it is so important to keep things in perspective. If the nerves set in, take a step back and remember that you are not the first to sit these exams and won’t be the last. Reach out and lean on your family, friends and colleagues when you need it and use their support to help drive you through.

Emigrating and settling into a new and unfamiliar life, culture and place is an exciting adventure but it can also be a difficult adjustment process. Change and acclimatising to new challenges and places can cause significant emotional and psychological distress. Here, Thrive speaks on how to adapt and flourish in your new home. In the year to April 2021, 54,000 people emigrated from Ireland (CSO). Ireland has a deep and long history of emigration, and we are no strangers to its effects - both for those who leave and those left behind. Moving to a new country is challenging but even more so in the past few years, where local lockdowns and social restrictions have limited people’s ability to settle and integrate into a new country. Certain people find emigration easy to deal with, but others find it hard to cope. Even those who have lived away for decades, settled down and had families can still deal with feelings of yearning for home. Building a new life in an adopted country can be a huge adjustment. It can take a long time to feel truly settled and feel a sense of belonging. Here we look at ways that can help you integrate into your new surroundings. Connect with home Being so far away from home can be difficult especially when milestones are missed or you aren’t surround by those close to you during joyous and difficult times – those celebratory events we miss out on, the birthdays, the weddings, the get togethers.   Keeping up and maintaining a strong link with home can help you feel connected as you begin to forge a new path in a new place.  The past pandemic years have shown us the creative ways we can keep in touch – arrange a monthly catch up with all the family, arrange a virtual pub get together with your friends. As life and time goes by, the relationships with those at home can falter but keeping in steady contact can help strengthen and reinforce your sense of identity and self. But it is also important to come to terms with and process the inevitable - lost and redefined relationships. Build a community When in an unfamiliar territory, it can be easy to begin to withdraw from others and retreat. Building new connections and relationships can conjure up anxiety and nervousness. However, establishing a sense of community in your new settings can help achieve feelings of belonging. Around the global, there is always an Irish diaspora network group. If you want to feel connected to home and re-establish your sense of identity, find that Irish connection. Having face-to-face support of others who can relate to how you are feeling helps foster closer relationship and deep connection. Joining a club, group or volunteering can also help you build your sense of community and belonging. Immerse yourself It is important to immerse yourself in your current environment. Go out and explore your surroundings, travel around, wonder and connect with your adopted country. This can be very therapeutic and provides an appreciation and gratitude for your new home. It can also help you reflect on your journey and remind you of your why. So, get out there, connect, explore, and most importantly find joy. If you are struggling with any kind of emotional struggle, please know the support of Thrive has no borders or bounds. The Thrive wellbeing hub provides free emotional supports to members, students and family members both home and abroad. We offer a confidential space for you to talk, whether you need a listening ear, wellbeing advice or professional counselling, we are here for you. You can contact the thrive wellbeing team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294.

The way we work has changed dramatically in the past two years, from fully in the office, to fully at home and now onto hybrid working. Moira Dunne shares her top tips on how to get the most out of the latest phase of working life. As pandemic restrictions ease, many businesses are moving towards a hybrid working model. The aim is to get the best out of both worlds: the flexibility of home working, increased collaboration, and the benefits of office interaction. After working permanently at home for two years, however, it can be hard to embrace yet another new way of working while maintaining momentum week in, week out. A little bit of planning can help employers and employees to get the best out of hybrid working. Here are my top three tips: 1. Reset It’s essential to recognise that this latest phase of working life brings with it an opportunity to reset. For employees, it’s chance to review your current home working arrangements before moving to a permanent hybrid work model. Ask yourself some key questions: Do I need a better working from home routine? Can I optimise my workstation and equipment in my home office? What distractions at home cause me to lose time and focus? This review will help you identify issues with your home-working environment and assist you in increasing your focus and productivity. 2. Plan It is crucial to plan how best to split your work between home and office. We instinctively know that tasks requiring a high level of focus are more suited to a quiet home environment. Time in the office enables group work such as problem-solving, innovation and coaching. Consider the time and location dependency of your work. Each employee can plan for: time-dependent tasks that must be done during core hours; location-dependent tasks that require access to files or systems in the office; collaborative tasks that require interaction in the office; and solo tasks that can be done individually, independent of location or time. Aim to have the team in the office on the same days, if possible. This can help to ensure all team responsibilities are covered while also making the most of collaboration time. 3. Deliver Hybrid working is most effective when each person takes responsibility for delivering in their role. This builds trust, and can help to remove any residual stigma about remote working. It shifts the performance assessment focus away from presenteeism and towards delivery. Both employees and managers have a part to play here. Open communication is beneficial in any working environment, but it is imperative in the hybrid working environment. Productivity is improved when: employers provide clarity about what needs to be delivered. This helps people to work independently at home; and employees seek clarity when they are not clear about expectations, report on progress and discuss any issues that may arise. 4. Continuous improvement mindset Hybrid working can benefit both the business and its employees, but there is a collective responsibility to make it work. It is new territory, so it is best to take an iterative approach. Encourage people to adopt a continuous improvement mindset by: trying the model; reviewing the model; modifying the model; and improving the model. With these tips for successful hybrid working in mind, businesses can achieve both productivity and flexibility while maintaining employee momentum, focus and satisfaction. Moira Dunne is founder of beproductive.ie.

Tara Higgins demystifies the growth mindset and provides tips on how to best demonstrate your growth mindset in interviews. We hear the term ‘growth mindset’ more and more these days, and it has even become part of some mission statements. But what exactly is a growth mindset, and why is it important? What is a growth mindset? A growth mindset is often incorrectly defined as an inherent trait. Many people believe that if you are positive, flexible, open-minded and enthusiastic, you are showing that you naturally have a growth mindset. The reality is that a growth mindset means something entirely different. The good news is that it can be both taught and learned. Psychologist Dr Carol Dweck developed and popularised the term “growth mindset" in her 2006 book, Mindset: The New Psychology of Success. She describes it thus: “In a growth mindset, people believe that their most basic abilities can be developed through dedication and hard work – brains and talent are just the starting point. This view creates a love of learning and a resilience that is essential for great accomplishment.” She describes the core of the growth mindset as: “The passion for stretching yourself and sticking to it, even (or especially) when it’s not going well, is the hallmark of the growth mindset. This is the mindset that allows people to thrive during some of the most challenging times in their lives.” Why is a growth mindset so important? It’s helpful to look at the opposite of a growth mindset – a fixed mindset – to understand why having a growth mindset is so important, not just for an individual but for any organisation. A fixed mindset is where you believe that your talent and intelligence is static, that you are born with a certain level of ability and unable to improve your levels over time. Workplaces that cultivate a growth mindset culture are often more innovative, inspired, efficient and have a more positive outlook that encourages new ideas. Employees in a growth mindset culture take more risks and demonstrate growth throughout their careers. Growth mindset in interviews Because of this drive to create a growth mindset culture, organisations often look at how new hires can demonstrate their growth mindset during the interview process. Here are a few ways you can do that: Give examples of how you have learned something from scratch, be it a new language, how to build a macro on Excel, etc. Highlight how you have successfully completed a new task you had never done before despite being out of your comfort zone. Demonstrate examples of times you were resilient and kept problem-solving when something challenging came up at work. Show your commitment to continuous learning by outlining courses you have completed since qualifying. Highlight the goals you have set for yourself personally and professionally, and outline your plan to achieve them, showing motivation. Discuss any failures or shortcomings from the past and what you will do differently in the future. Demonstrate how you embrace feedback and view it as an opportunity to learn. Ask solid and well-formed questions to show you are inquisitive and eager to learn more. Tara Higgins is an Associate Director with Barden Cork.

World Cancer Day is an international day marked on 4 February to raise awareness of cancer and to encourage its prevention, detection, and treatment. The global initiative aims to prevent millions of deaths each year and when it comes to a disease like cancer, the first step towards its prevention is awareness. In celebration of the day, the Thrive wellbeing team hopes to empower you with information on spotting symptoms and the simple things we can do to help move towards a cancer-free world.  Cancer In Ireland Current estimates state that almost 44,000 people in Ireland get cancer each year. Sadly, cancer is the biggest killer in Ireland today accounting for approximately 30% of deaths every year. Stark statistics show one person dies from cancer every hour in Ireland and there are over 9,000 deaths every year from cancer. The most common types of cancer are prostate, colorectal and lung cancers for males, and breast, colorectal and lung cancers for females. However, there are things we can do to prevent our risk of cancer and we now know that 4 out of 10 cancers can be prevented.  Prevention The European Code against Cancer aims to inform people about the actions they can take to reduce their risk of cancer. They produced a code based on scientific evidence that consists of 12 recommendations most people can follow to lower their risk of cancer. You can reduce your risk by 30-50% through making some simple lifestyle changes. These include: Quit smoking Avoid second-hand smoke Keep a healthy weight Stay active Eating for health Limit alcohol intake Be Sunsmart Be Aware of the Air: Protect yourself against pollutants Reduce radon risk: Radon is a naturally occurring gas found in the environment. It can increase risk of lung cancer when it is present in high levels. Women’s advice: Breastfeeding can reduce the risk of breast cancer while some HRT medication can either increase or decrease your risk. Get Vaccinations: such as HPV Get Screened: Visit https://www.screeningservice.ie/ for more information   Know the signs The early detection of cancer is imperative to increase the chances of survival. For the day that it is, take some time to check your body for changes or if you have been experiencing anything unusual. The main changes are classified into three categories: Unexplained, persistent, or unusual. Check for any lumps or swelling Unexplained bleeding Sudden/Rapid weight loss Unexplained pain Persistent cough, changes in your voice or shortness of breath Sores that won’t heal Bloating Persistent or painful indigestion/heartburn or difficulty swallowing Ulcers Changes in bowel or bladder movements New mole or changes in existing ones Any change to your breasts such as shape, size, texture or if experiencing a pain in one breast. You should talk to you doctor if you notice such changes or patterns and while the majority of times it is nothing of concern – this intervention could save your life. Supports and services Thankfully, in Ireland there are a plethora of supports and resources available to help with the prevention of cancer, cancer symptoms and supports to help cope with a cancer diagnosis. Such services and supports include: Irish Cancer Society Marie Keating Foundation HSE’s National Cancer Control Programme If you are struggling with cancer or supporting someone with a cancer diagnosis, Thrive is here to help. We are available to talk and support those in our community affected by cancer this World Cancer Day, and any other day you may need us. We would also like to remind all members, students, and their families that CA Support can assist with the financial fallout that an unexpected diagnosis like this can have. Find out more about World Cancer Day and how you can get involved here. Information & figures in this article was sourced from; HSE, Irish Cancer Society, Union for International Cancer Control (UICC), European code against cancer.

If you are familiar with strong feelings of self-doubt, inadequacy, and an impending doom of being “found out” you may be suffering from the psychological phenomenon, known as imposter syndrome. Here, we look at the concept of imposter syndrome and ways you can combat that pesky feeling of self-doubt and resolve imposter feelings productively.    Imposter Syndrome refers to an internal feeling or belief that you are in some way inadequate or incompetent despite no evidence to confirm this belief. Originally termed the imposter phenomenon, the concept was developed by psychologists Pauline Rose Clance and Suzanne Imes in their 1978 founding study. Imposter syndrome can manifest itself in every facet of our lives not just in our career. It is that niggling feeling that you don’t belong, that you don’t deserve that job, promotion, compliment or even partner. While anyone can experience these feelings, culture, race and gender do play a role.  There are a few demographics who tend to be more susceptible to these feelings of self-doubt with research suggesting imposter syndrome affects women and people of colour disproportionately. Those who suffer from imposter syndrome tend to experience various signs such as: An inability to assess or acknowledge their achievements Believe their achievements are due to external factors such as luck or timing Criticise or diminish their performance or success Fear they fall short of expectations  Overachieving Imposter syndrome can be extremely limiting and debilitating and can hold people back from reaching their full potential and future success. For some it can fuel their motivation to achieve, however it is usually accompanied by constant anxiety, fearing you will make a mistake, or aren’t measuring up to expectations. Perfectionism is tightly linked to imposter syndrome where people feel internally pressurised to always perform to 100% of their ability and can overwork or overprepare as a result. This pressure can eventually take a toll on your emotional wellbeing and your performance. Overcoming imposter syndrome can help people continue to grow and thrive. This involves a change in an individual’s mindset about their own abilities and an injection of self-belief. While it can be a vicious cycle and difficult to break this pattern of thinking, there are strategies that can help change the way you think and overcome imposter syndrome: Acknowledge your feelings Acknowledge your feelings, lean into them and accept them.  By identifying your imposter thinking tendencies, it can help you take control of your actions and begin to untangle why you feel this way. It is important to separate feelings from facts. Recognise that just because you think these things doesn’t necessarily mean they are true. It is also important to remind yourself that you are not alone in feeling this way and many of your colleagues, friends and family have similar thoughts.  Some studies suggest that 70% of people experience imposter syndrome at some point in their career. Own your success Take ownership of your successes and give yourself credit where it is due.  Reflect on your past achievements, success and wins (big and small). Write them down, it can be helpful to have a tangible reminder. You might also want to keep this list somewhere that is visible to remind yourself of everything you have achieved to date. Make note of the praise, feedback and compliments you received and read over them when self-doubt begins to creep in, and you need a pick me up or concrete evidence or validation of your skills and talents. It is also important to try and learn how to accept and enjoy your success. Stop comparing Benchmarking and measuring your achievements to others is a sure-fire way to feel like you don’t measure up. Comparing your success to others will only allow you to find some fault with yourself that ignites and inflames those feelings of self-doubt. Solely focus on measuring your own achievements and benchmark your accomplishments and growth on your past self. Talk to someone Irrational feelings and thoughts tend to fester and manifest when we allow ourselves to ruminate on them and keep them to ourselves. A good chat and talking about how you are feeling with someone you trust can be extremely beneficial and help reassure you that these feelings are normal but also irrational. Most people experience moments of doubt and is a totally normal part of life. However, self-doubt can be paralysing. If you continue to struggle with imposter feelings, a therapist can offer support and help address the deep-rooted beliefs that allows imposter syndrome to grow. The Thrive wellbeing is also here to offer advice and support when you need it. We have produced a wealth of insightful and practical wellbeing webinars that may help you in your efforts to overcome imposter syndrome such as How to Nurture Your Happiness and Purpose, Maximising Brain Potential and The Power of Mindset. For more advice or information, check out our dedicated wellbeing hub. Alternatively, you contact the Thrive wellbeing team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294.

Understanding people’s diverse needs and experiences is at the heart of every organisation. But what can organisations do to foster a genuine sense of belonging? Shauna Greely outlines five key equality, diversity and inclusion (ED&I) factors to consider. The pandemic has created a lot of change and uncertainty in both our professional and personal lives. As a result, anticipating and meeting stakeholder needs have become more important than ever; it has become imperative to understand people’s lived experience, whether client, member, student, or employee, particularly in an online environment. Organisations are balancing the time efficiencies that virtual ways of interacting deliver for busy professionals, remembering their innate wish to remain part of a connected, engaged and supportive community. Recently there has been a move by companies to understand the changing needs of stakeholders, particularly around equality, diversity, and inclusion (ED&I). Companies – especially those in the accounting industry – must note the changing attitudes and experiences regarding ED&I to determine how best to meet stakeholder needs in the future. Organisations must spend some time in understanding stakeholders needs and plan on continuing to put initiatives in place to respond to them. According to a recent survey by Chartered Accountants Ireland, there are five key factors to bear in mind when it comes to ED&I and stakeholders of an organisation: Accountancy is a profession that is open to all, regardless of background. Over 70% of accountants believe this, with three out of four accountants from minority ethnicity backgrounds agreeing. Organisations must do more to promote ED&I – not only because it is the correct thing to do, but also because it is strategically important. Furthermore, by actively and frequently promoting ED&I, stakeholders can see the value placed by companies on ED&I – not just for now, but for the future too. Organisations must aspire to be upfront about demonstrating their support. Without visibility, stakeholders will assume that organisations have little to no interest in ED&I, so it is important to continue to meet this demand. Due to the pandemic, there has been an increased pressure on the public’s mental health, which is why it’s imperative that organisations have a robust wellness and mental health support system in place. The most sought-after support among Chartered Accountants Ireland members (56%) and students (67%) is wellness and mental health support, followed by awareness campaigns. There have been fears that the pandemic could put increasing pressure on the public’s mental health, and these statistics bear this out. Recognising and fulfilling this need is critical. Having ED&I training and supports in place is very important to stakeholders, and our research shows that a majority would avail of these if possible, so make sure that not only is there visible awareness around these, but also that they are easily accessible by all. Ultimately, fostering belonging should be one of the key strategic objectives of organisations. New and improved initiatives should be considered and measured on a regular basis to generate greater awareness and promotion of ED&I across all stakeholders. Shauna Greely FCA is Finance Business Partner of Ulster Bank, and Chair of the Diversity & Inclusion Committee at Chartered Accountants Ireland. The Institute has recently launched Balance, the LGBTQ+ network group to generate greater awareness and promotion of LGBTQ+ inclusion. Read more about Balance and its inaugural event on the Chartered Accountants Ireland website.

Since moving to a digital environment, knowing how to market yourself is a skill worth investing in. Rachel Killeen discusses a few ways to make yourself stand out from the online crowd. In psychology, one of the best ways to boost happiness is connecting with others and sharing skills and knowledge. This can also be good for your career profile and your business. Learning to share your skills, knowledge, and best practice is well worth the investment. Review your profile pages It is well documented that prospective employers, clients and business contacts check out your online profile before they meet you for the first time. This creates the first impression of you and your credentials. Google your name and review the profiles that relate to you and correct details out of date. Then look again at your profile to see how you can make the content relevant, useful and valuable to clients, employers or contacts who explore your profile for a specific purpose. Throughout your career, you have learned, practised and honed a unique set of skills. Have you documented those skills fully in your LinkedIn profile, on your business website and on any sites that contain your profile? It is worth updating any profiles that are more than a year old and really consider any relatable milestones in your career – roles, qualifications, experiences, and skills. Share your skills and knowledge Where possible, add new content to your profiles. Think about why a person might want to read your online profile and provide content to meet the needs of those people – help them decide that you are a person they want to work with. Over the last year, you have most likely broadened your skill base. Think about how can you share some of this material, not only to expand your online profile but also to help others. A book or article reference, a set of guidelines, answers to FAQs, an article or web page or a briefing note – any of these posted on LinkedIn, on your business website, or as an email update will provide insights for others to benefit from and help to position you as an expert in that field. Reveal your personality While the debate may rage on about business being impersonal, the human touch has gained traction in recent years as companies and practices aim to forge personal relationships and build loyalty. Reveal one or two nuggets about who you are as a person in your LinkedIn or website profile or other social media – your hobbies, your favourite music, the sports you play or follow, places you visit, and books you might recommend. Forging connections with others is more valued now than ever, especially when people work from home and miss social and personal engagement. Highlighting your personality provides opportunities for small-talk and common-ground – or even illuminating opportunities for difference and debate. Identify people you would like to connect with It’s a curious fact that when you decide you want to connect with someone, it very often just happens. You design your online profile, your website communications, your Twitter comments and social media pages for a reason – to attract new employers, new clients and new career opportunities. Who are those employers, those clients, and what opportunities would you most like to gain? Prepare your profile to meet those connections – what would a new client need from this website, from your LinkedIn profile, from your email updates? How will an employer seeking a person of your standing recognise that you are the person they require? How do professionals at the next level profile their skillset, persona, and career journey? Look at the profiles of those in the roles in which you aspire. Broadcast your capability by sharing your knowledge and actively demonstrating that you have the skills, the connections, the personality and the profile to take you to the next level. Rachel Killeen is the author of Digital Marking (2019) and is a PhD student in Women and Gender Studies at Trinity College Dublin.

Employees’ well-being should be at the top of every company’s agenda all year, not just on Blue Monday. Dawn Leane gives five easy tips for leaders to best support the people in your organisation. In addition to the ongoing impact of COVID-19, we are currently experiencing dark mornings and nights, insufficient funds, Dry January, and busy work periods, resulting in stress levels being at an all-time high. The Health & Safety Authority are advising that “there is a mental health fallout from COVID-19. While the virus is a public health issue, it affects individuals’ wellbeing, sense of security and stability, performance, and resilience. This will also affect their work, how they perform at work and the attention they can afford to give to work.” If ever there was a time for employers to go the extra mile to support employee well-being, it’s now. Here are five deceptively simple ways to support employees. Encourage regular breaks It is important to get outside for at least 20 minutes a day, preferably in the morning. Daylight and fresh air promote vitamin D production and better sleep. While remote working should increase flexibility, it can lead to poor work practices, such as employees feeling they must always be available because they have lost sight of the boundary between work and home. As with all wellbeing initiatives, employers can have the greatest impact by actively setting an example, rather than just giving tacit permission. Bring people together Research shows that 80% of 18 to 34 year olds keep low or anxious feelings to themselves. Social interaction brings significant benefits, both mental and physical, providing an outlet for such feelings. Employers can create opportunities for greater connectivity by celebrating life events, hosting coffee mornings or virtual lunchtime quizzes, issuing newsletters or activating employee recognition schemes. These activities will help reduce feelings of loneliness and isolation, while encouraging positive relationships among colleagues. This is particularly important for new hires who may not have the usual opportunities to integrate. Promote employee assistance programmes Most organisations provide structured employee assistance programmes. However, employees may not always be aware of their existence or of the extent of benefits available. A wide-range of resources are usually offered, from counselling to financial education, parenting advice and health checks – and are often available not just to the employee, but to their household as well. January is the ideal time to review such programmes, asking what else would be valuable. It is also important to ensure that programmes are accessible to all and hybrid-work friendly. A reminder of the help available and offering regular check-ins can support employees at a challenging and stressful time. Practice kindness It may be clichéd, but kindness is important in the workplace. That doesn’t mean that you can’t have honest conversations or address issues, but we rarely know what insecurities, challenges or worries lie beneath somebody’s breezy and cheerful demeanour. In this context, being kind means assuming positive intent, unless proven otherwise. Kindness benefits both parties as it can strengthen relationships and increase our sense of satisfaction with life. Offer appropriate challenges It doesn’t need to be scaling Kilimanjaro to have impact. Providing opportunities for training and development, kicking off a project, speaking at an event, problem-solving or establishing good work habits are all mentally stimulating and can increase levels of self-motivation. Challenging work can keep employees engaged and interested in their role. The key word here is ‘appropriate’. Most new year resolutions fail because people try to tackle too much and it becomes overwhelming. It’s always important to support employees’ mental health, but it’s particularly important in January. Apart from being the right thing to do, having a healthy, happy and motivated workforce makes good business sense. Dawn Leane is founder and CEO of Leane Empower.

With the cold and dark days and nights this month, it’s no wonder psychologists dubbed the third Monday of January the most depressing day of the year. But do we really have to be depressed? Dr Claire Hayes sheds some light on the bluest of Mondays. ‘Black Friday’, Christmas and New Year have been and gone and we are now left facing ‘Blue Monday’ on 17 January. The concept dates from 2005 when a British travel company cited a formula that a psychologist, Dr Cliff Arnall, had developed, pointing to the third Monday in January as being the most depressing day of the year. Opinions – particularly those involving statistics – must be treated with care. It can be easy to buy into the idea that this is the most depressing day of the year, particularly if you are in financial trouble due to over-spending during the festive period. Certain companies may welcome the idea of a marketing opportunity to make the ‘worst day of the year’ a little bit easier by buying their products. However, it’s important to take a deep breath and think about why we might feel this day is harder than the rest. The Pygmalion effect The ‘Pygmalion effect’ or ‘the self-fulfilling prophesy’ is very powerful. If we go to a movie expecting it to be a waste of our time, we are priming ourselves to leave feeling disappointed. If we face into Blue Monday expecting it to be the worst day of the year, we might pay more attention to what we think will confirm our expectations. Suddenly, normal events such as traffic, rain and even normal interactions with other people can be interpreted through the lens of ‘this is awful’. Dark days You must ask the question: can our moods get better or worse according to the time of the year? Those who experience Seasonal Affective Disorder (SADS) notice that their mood is much lower during the winter months. However, there are some who experience depression who enjoy the dark, cosy winter nights and notice that they feel worse at times when they are supposed to feel good, like during the summer, while on holidays, or celebrating events. In short, we are all individual; some of us may feel low on 17 January, others may not. Choosing your mood Dr Victor Frankl was a prisoner in a concentration camp during the Second World War. His book, Man’s Search for Freedom, emphasises how we can choose to respond to even the worst of circumstances. And while Blue Monday will be over by 18 January, it’s important we use the day as an opportunity to understand depression. Statistics vary, but on average, one in ten people can experience depression. This can range from mild to severe, affecting energy levels, sleep, and eating, as well as mood. While you may feel down on this particular day of the year, keeping perspective is as important as indulging your dark days. So, is there some truth in the third Monday in January being the most depressing day of the year? Personally, I don’t think so. It depends on so many variables that we simply cannot measure. The key question is: how can we challenge the idea that any day of the week or year, be it 17 January or any Monday, is depressing? A day does not have the power to be depressing; it is what we do with it that counts. Days tend to have moments that are challenging and moments that are easy. Let’s count the special moments and learn how to cope with the more challenging ones. Dr Claire Hayes is a Consultant Clinical Psychologist. Aware, Ireland’s national organisation for people with depression and bipolar disorder, has a wealth of information freely available on its website, www.aware.ie.

Each year in January we have Blue Monday, and it has been cited as the most depressing day of the year. Why might you ask? Well, Christmas and New Year joy has evaporated, resolutions and motivation begin to crack and wane, finances can be stretched and we find ourselves in the thick of winter.  However, it is important not to allow the concept to become a self-fulfilling prophecy. The day presents an opportunity to check in with yourself, practise some self-care and learn how to look after your mental health. Perhaps it is time to retrain our brain - maybe January could be the time for new beginnings. The days start to become a little brighter and we are a step closer to Spring and Summer. There is something reassuring about the subtle change in nature in anticipation of better weather that can lift our spirits and encourage us to look to the future. Why not carve out some time for yourself and make plans or set goals to try something new. Enjoying an early morning walk Having breakfast with your kids Exploring, and appreciating, your local area Getting out in nature every day Embrace online learning Tackling that big DIY project and much-avoided clear-out Develop new gardening skills Learn to cook or bake Start to play an instrument Catch up with friends Activity/Health Now is a good time to think about your health. Being active and having a healthy heart has never been more important. A regular walk will make a big difference and there is plenty of workouts or classes online, no matter what your fitness level is. Self-care Managing our stress and anxiety levels is essential and many people use meditation or yoga. But everyone is different, and some find painting or gardening works. Explore some options and find what works for you.  Appreciation The New Year gives us time to reflect and consider our surroundings, our family, friends, and appreciate all that is good in our lives. It also gives us the opportunity to consider changing things which perhaps were not so good for us.    If, however, Blue Monday has made an impact on you then perhaps Thrive can help? We have a 1:1 confidential listening service and lots of other supports to help get your mojo back. Join the District Societies, in collaboration with Thrive, this Monday 17 January at 3pm for the 'Know the Signs' wellness webinar with Pieta house.  Pieta will join us to offer some practical tips on how to spot the warning signs that someone may be struggling with suicidal thoughts or self-harm and information about maintaining our own health and wellbeing through self-care and stress management.  Book Now

A fresh new year is a great time to reflect on your career and where you want your future to go. Efficient time management, says Sean McLoughney, is critical to making these plans a reality. It is that time of year again when ambitious business goals are agreed upon, strategic plans are discussed, and managers set performance expectations for their team. It is also when people think about their careers and set themselves some career goals. Central to these plans and discussions is goal setting. While people are generally good at writing goals and planning their next career move, achieving them is still challenging. One of these challenges is time or, more precisely, the perceived lack of time. However, this is a convenient excuse in most cases – we tend to spend more time planning our annual holiday than planning our careers. This year make your career a priority by devoting sufficient time to ensure you achieve your career goals. Below are six time management steps that will get the best return on your time when managing your career. Step one – Set your career goals High-performing companies are underpinned by a good business plan with action goals used as a roadmap for success, so why not apply that strategy to your career path? Start your career plan by writing what success looks like for you by the end of the year. This might entail describing the role you seek, the type of work you would like to do or what you would like to achieve. Next, write some goals that will enable you to turn your plan into reality. Use the SMARTER Goal system when writing your goals: Specific – have you described the process needed to achieve your goals? Measurable – can the goal be measured? If so, how will you measure it, and how will you know that you have completed the goal? Aligned – have you aligned your goals to your career plan? Realistic – how realistic are your goals regarding your experience, skills and time capacity? Time –how much time will you need to complete your goals? Are you benchmarking progression? Engaging – how do these goals motivate you? How will they impact your career? Reward – what will you gain when a goal is achieved? Step two – Why it matters When you set a motivational goal, you are more likely to set aside sufficient time to complete it. It would help if you visualised your reward to remain motivated. Answer these questions: Why does this goal matter to you? What will you gain by achieving it? Your answers should increase your motivation levels and provide some focus when you encounter a setback. Step three – List your activities Break your goals down into concrete action steps or tasks. Use a spreadsheet or planner to list your tasks to give you greater oversight of everything you need to do to achieve your career goals. For example, you might need to complete a skill gap analysis by comparing your current skills set against the skills required for your preferred role. Step four – Estimate time One of the main reasons career planning fails is not calculating how much time it will take you to complete a task – you write a plan, but you don’t work out how much time you need to implement it. In your spreadsheet or planner, write the estimated time you require to complete each task on your list. Now you can see clearly where your time can be spent and start to budget accordingly. Step five – Time-management balance sheet Understanding your time capacity by applying the ‘time-management balance sheet’ principle is simple. The time-management balance sheet is a snapshot of your time capacity at a particular moment. In step four, you have calculated the amount of time required to complete your career goals; now, you must find the available time. Check your diary to see when you are free to spend time managing your career. Aim to spend some time working on your career progression every week. Ensure you have enough time available to complete your tasks. If you don’t have enough available time, you need to prioritise your list. Step six – Commit to your schedule Once you have identified an opening in your schedule, allocate this time to a specific task – book in the task in the same way you would a meeting. Commit to completing the action at the agreed time. Schedule a month’s worth of tasks to begin this approach. Writing the tasks into your diary will also increase your accountability. Review your progress at the end of each month and then set aside time for next month’s tasks. Remember, successful careers don’t happen by chance; they result from good planning and taking personal responsibility for its direction. Planning is a forerunner to success; great careers also require an investment in time. Seán McLoughney is the founder of LearningCurve and author of Time Management and Meaningful Performance Reviews, both published by Chartered Accountants Ireland.

After the hustle and bustle, exhilaration and excitement of the festive period, January and the winter season itself generally can leave us feeling a bit flat. With colder, darker days, people may notice they experience a dip in mood, feel more irritable, fatigued and less motivated. The reason for this may be Seasonal Affective Disorder (SAD) or the less-severe form, the winter blues. SAD symptoms are very similar to depression but has a seasonal pattern.  The HSE estimates approximately 7% of the population experiences SAD. Here, we share some timely information and advice on how to combat the winter slump.  What causes this? Nobody really truly knows what causes the winter blues or SAD. But some experts believe SAD is caused by fewer hours of sunlight during the winter months that deplete your body’s levels of serotonin – often called the ‘feel-good’ chemical. Low light levels are thought to affect the production of a brain chemical called melatonin, which can disrupt the body’s internal clock (or circadian rhythm).  If you’re diagnosed with SAD, your GP may recommend treatment with antidepressants called selective serotonin re-uptake inhibitors (SSRIs), alongside talking therapies, such as cognitive behavioural therapy.  But if you have milder symptoms, we have some tips you can try to protect yourself against the winter slump: See the light Try getting out of your home or office at some point during the day for around 20 minutes or longer. And if you can’t get outside, try sitting near a window whenever possible to soak up some natural light. Get active Physical activity is widely thought to be an effective way to boost your mood, and there’s a solid body of evidence that suggests exercise may help to alleviate depression. Exercising outdoors, especially when it’s sunny, may have an even stronger effect on SAD/winter blues symptoms. You don’t have to turn into a fitness fanatic. Just being more active in your day-to-day life can have a huge benefit on the way you feel, especially during the winter. Eat mood-boosting foods Many experts believe what you eat can make a huge difference to your mood, especially during the winter, particularly foods that contain the amino acid tryptophan, which converts into serotonin in the brain. Foods rich in tryptophan include bananas, turkey, chicken, fish, cheese, eggs, milk, nuts, avocados and pulses. Some also believe omega-3 fatty acids may enhance serotonin activity, so eat oily fish such as salmon, mackerel, sardines and fresh tuna at least once a week (if you’re a vegetarian or vegan, try adding flaxseeds or chia seeds for an omega-3 boost). Get help from tech Try to tackle your blues with the help from technology. Many people with SAD or the winter blues also respond to light therapy, which involves sitting in front of a special light therapy lamp – or light box – at home. You may also find dawn simulators useful,  they use a gradual light to wake you up in the morning, simulating a summers morning. Always remember to check any light therapy devices to make sure that it has been made by a fully certified manufacturer and is designed for treating SAD. Additionally, you could try using aromatherapy and the use of essential oils to help boost your mood. As some studies suggest that it could potentially lessen any symptoms. Stay warm Some SAD sufferers say their symptoms improve when they keep warm, so make sure your home and workplace are properly heated and wrap up well when you go outdoors.  If you’re worried about the financial cost of turning up your thermostat, get in touch to find out about CA Support's emergency financial assistance.   Keep in contact When feeling down, it’s natural to want to shut ourselves away from the world. It’s important to keep our social muscles active, as positive relationships bring both joy and perspective to our lives. Make sure you arrange regular catch-ups with your family and friends throughout winter.  How we can help The Thrive wellbeing hub provides free emotional supports to members, students and family members. We offer a confidential space for you to talk, whether you need a listening ear, wellbeing advice or professional counselling, we are here for you. You can contact the thrive wellbeing team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294 Article reproduced with the kind permission of CABA, the organisation providing lifelong support to ICAEW members, ACA students and their close family around the world.

Adam Leahy explains four ways in which young Chartered Accountants can future-proof their careers. Firms have been able to outsource and even automate an increasing number of accounting-related activities over the past decade. When I completed my training contract in 2010, the workload for the newly qualified accountant consisted mainly of these activities. Today, if a candidate wants to enter and prosper in the larger industry firms, they must bring more to the table. So, what does it take for a young Chartered Accountant to stand out today? 1. Technical knowledge Technical knowledge has been, and will always be, the cornerstone for an accountant. Understanding the standards, how to apply them, and how changes will affect how a company reports will always be needed. 2. Problem-solving, critical, and strategic thinking When an accountant can use reason and logic to solve complex problems that positively impact the future of the organisation, they show the ability to think long-term and outside the vacuum of their immediate role. The common requirement of the future-proofed accountant is sustainable value creation for the business. The larger firms are moving at such a fast pace that if an accountant performs no more today than the same tasks they performed 12 months ago, that accountant is going backwards. A future-proofed accountant needs to move forward consistently. To do that, they need to create value. 3. Systems thinking As we rely on increasingly advanced tools for processing and reporting information, it is not sufficient for an accountant to simply understand which buttons to press. Instead, accountants must understand how these systems work. What are the benefits now, and what are the current limitations? How can these systems be used or enhanced to drive greater efficiency, higher standards of compliance or more useful business insights? 4. Influencing and communication skills It’s refreshing to see more leadership teams ditch the notion of “that’s the way we’ve always done it” to justify their course of action. Instead, successful leadership teams seek ideas from all levels. Suppose a good idea is brought forward by a junior accountant who hasn’t been there long enough to get swept up in ‘group-think’. In that case, the ability of that accountant to confidently voice the idea and influence upwards could be the reason the idea is adopted. And happily, the junior accountant may also be rewarded or promoted in time. Adam Leahy is  Co-Founder of The Finance Tech Forum and Senior Finance Manager  at Microsoft Ireland. You can read this article and others in Career Guide 2021/2022. 

Gina London shares her tips for negotiating a comprehensive and competitive benefits package. You did it. After how many rounds of interviews and follow-up meetings, you have finally been offered the job. Congratulations! Now all your research, role-play sessions and diligent preparation work is over, it’s time to settle into the role. Wait a minute. What about your salary and benefits package? Have you negotiated that? No? Then there is still much work to be done. If you’re one of those people who thinks you should just take whatever is offered, I have good news for you. In today’s hybrid, employee-centric marketplace, employers expect candidates to discuss their salaries and benefits. 1. Introduce negotiations when you’re offered the job If you feel uncomfortable reading this first tip, you’re not alone. While the research I refer to above states that 70% of employers expect to engage in negotiations with their would-be employees, the same research revealed that just over half (55%) of candidates brave the waters to negotiate their packages. But as someone who coaches and trains business professionals all over the world, let me give you some inspiration as to why you should join the few who decide to take that plunge. When you negotiate your salary, you are demonstrating to your manager that you are confident and comfortable discussing your value and worth. This kind of communication is likely what helped you land the job in the first place, so keep building on this foundation of strength. Your courage to initiate what many consider a difficult conversation is what will set you apart, establish you as a leader and position you for promotion. Consider, too, the other side of the coin. What happens if you simply accept, without any discussion, whatever salary or benefits package is set before you? You may be considered a follower rather than a leader. Even worse, depending on what you receive, you may be accepting a salary far below the market or your needs. Imagine, for instance, that you accept a wage 10% beneath your desired salary. If you’re later provided an average cost of living increase of 4% annually, it will take you more than two years to attain your original desired starting point. For those reasons and more, the positives of negotiating outweigh the negatives. So, let’s explore how to be as successful as possible during this process, even if you don’t move the monetary dial as high as you envision. 2. Understand your value The COVID-19 pandemic has clearly impacted the workforce. The International Labor Organisation (ILO) shows that unemployment remains at record-setting levels. This means you are valuable as an employer investment. You have more leverage than you may realise. Don’t forget to factor in your years of experience, level of education, leadership, and other related skills as part of that leverage. While the pandemic is still affecting the world’s economy, it doesn’t mean you need to steer clear of discussing your value in the ecosystem of your new company. The events that shaped our lives during the pandemic, and now beyond, have promoted both employers and employees to examine their career opportunities, culture, values, and lives. What is important to you? You likely want to be in a company that makes a difference. Employers, too, are looking for people who can positively influence their teams. That is a value in itself. Seek to define that. 3. Do your research While you’re putting a value on your own worth, conduct some research on the value of your potential new employer. Can you determine how badly they were affected during lockdown? Many companies lost revenue. If so, how are they doing today? Other companies continued to chart financial growth during the pandemic. They hired new team members, granted promotions, paid increases, and even provided year-end bonuses. Try to inform your research with as many sources as possible. Also, consider asking some of these questions as part of your interview. This will set you up nicely for your package negotiation. 4. Prepare and practice your negotiation conversation I work with my clients to understand that even their most seemingly informal, off-hand conversations become a part of their brand. Therefore, please understand that if you ultimately accept your new offer, your negotiation conversation will become a part of your employer’s perception of you. Your conversations are not neutral. They are positive or negative. Knowing this, seek to make this conversation a positive one. Start off with gratitude. Once you’ve been offered the job, thank your manager, HR professional and whoever else was part of the process. If you are asked what your anticipated salary would be, don’t limit yourself to a single number. State a range with a spread of about €10,000. Make sure your bottom range number is something you can realistically live with. Don’t low-ball yourself here. 5. Summarise your qualifications Remember how I suggested you understand your value? Well, here is where you need to not only understand this, but also be able to articulate it. Write out your points of distinction and rehearse these lines out loud. The more you can be clear and confident here, the stronger your case will be. 6. Make suggestions beyond money As companies move into the unchartered waters of hybrid working and other new workforce of the future models, here is your opportunity to suggest a range of benefits and ideas beyond the salary range you have already proposed. Consider discussing a possible signing bonus to compensate for accepting a lower salary than what you suggested. Can you nail down a work from home schedule? Annual leave days? Are there any other perks that your employer can come up with? Ask them for their own creative ideas. This is not a competition you have to win in one go. Rather, I encourage you to approach this conversation as a means of establishing yourself as an engaged and active employee who is a confident and courageous leader – not only for your teams, but also for yourself. If you keep your composure, you will plant positive conversation and leadership seeds that will grow over time – regardless of whether you land the salary and benefits package of your wildest dreams. Gina London is CEO of Language of Leadership, LLC. She guides global companies and executives to better connect and engage with their employees, their boards and themselves. Her Fortune 500 clients include Salesforce, Oracle, Google and more. Gina is an Emmy award-winning former CNN anchor and correspondent. You can read this article and others in Career Guide 2021/2022. 

Tana Storani explains how to build a pandemic-proof personal brand that will boost your career as the hybrid working model emerges. A brand is a figurative representation of a product or service. You are also a brand. Your personality, network, communication style, education, know-how, and experience is packaged in a title, such as Chartered Accountant, and sold to the market. Your personal brand is essentially a combination of your image and reputation. Branding is the management of a company’s image and reputation, aiming to make it more desirable and positive in the minds of its customers and the general public. The goal is to differentiate the brand. Similarly, personal branding is the act of developing the strategy and actions to guide and manage your brand to either advance your career or be chosen by potential clients. It is acting and positioning yourself in such a way that your audience clearly understands who you are and what you offer. To thrive in this new hybrid environment, where virtual is the ‘new frontier’, it is important to adapt to the new business models and ways of working. To do so successfully, you must strategically develop a hybrid personal branding strategy and project your image and reputation to your target audience to set yourself apart. In other words, you cannot simply go back to the old way of doing things — the post-pandemic world will be a combination of online and offline, whether you like it or not. I have helped individuals and companies unlock their full potential through personal branding and professional innovation since 2012. I do this through the ten golden rules of personal branding in a hybrid world, which are: 1. Create a strategy: Develop an online and offline personal brand strategy and stick to it. Use the Personal Branding Canvas to develop your personal brand strategy. 2. Complete your LinkedIn profile and create a personal website: A personal website and completed LinkedIn is the crux of your personal brand. Your target audience will research you on LinkedIn before deciding to work with, hire, or recommend you, so it’s crucial that you do more than the bare minimum. Don’t simply complete the core steps in creating your LinkedIn profile or build a basic, bland website. Be compelling. 3. Gather virtual recommendations: Saying you achieved phenomenal results in a unique way is one thing, but having the beneficiary publicly sing your praises is quite another. Word of mouth is always good, and having virtual recommendations on LinkedIn, websites, and internal groups is essential. 4. Determine your efficient time: This is the percentage of your time that could be used more productively for tasks other than meeting clients in person. Instead of travelling to visit clients, what if you used part of that time to network or seek new prospects? To determine your percentage of efficient time, identify the number of hours you wished you had available each week to be more productive through tasks other than face-to-face meetings. 5. Implement criteria to determine what meetings can go virtual: Look at your agenda for next week and decide what client meetings should go virtual to free up more efficient time for the goal you created. Create defined guidelines. For example, all first meetings with new potential clients are face-to-face, but if the decision-maker attends via video link, you should too. 6. Use CRM software: Humanising your service ensures that all strategies, whether digital or offline, are accurate and achieve the best possible result. Using a CRM system will help you optimise your daily schedule and prioritise tasks, ensuring customers are not ignored and key prospects are contacted on time. 7. Make contact easier using technology: In the hybrid world, virtual selling essentially becomes selling. With that in mind, it is important to ensure you have a clear call to action or an easy contact route for your network. For example, use the WhatsApp tab on your website to enable contacts to reach you without thinking twice. 8. Ask your target audience about their preferences: If you are an entrepreneur or a member in business, your network likely wants solutions that deliver measurable and valued outcomes online or offline. So first, understand their expectations, preferences, and current situation. Then, use technology to offer a broad range of virtual options to cater to their needs. That way, you will become known as a solutions-focused Chartered Accountant who is a pleasure to deal with. 9. Network: Participate and speak in online and offline events. By networking and building relationships regularly, you’re constantly engaging with new people that have the potential to shape your brand by offering new opportunities for personal and professional growth. You can either create your own event to participate in or join an industry event on Eventbrite. Also, develop partnerships that will allow you to host or manage online events where your name will be highly promoted. Whether you’re comfortable with it or not, public speaking is a tried and true way to extend your personal brand. 10. Social media is a MUST: According to Statista, over 3.6 billion people use social media worldwide. Social media creates excellent opportunities for personal branding efforts, both for personal and corporate purposes. Well-planned brand management on social media creates value for your brand – from creating posts to interacting with followers, it all contributes to a solid social media presence which, in turn, contributes to a solid personal brand. These ten rules will help you achieve recognition in your career and even greater results in your business, especially in this new hybrid world. Good luck as you prepare for 2022! Tana Storani is the Founder of Storani Careers and a former recruiter for LinkedIn and HP. Tana specialises in personal branding, career strategy, and leveraging LinkedIn for professional growth. You can read this article and others in Career Guide 2021/2022. 

Neil Curran explains how you can balance connectivity with flexibility as employers plan and refine their post-pandemic working models. The afternoon chit-chat over the coffee machine, office gossip over the water fountain, and the race for the last parking space in the morning… it’s exciting for many to be returning to the office. However, our return to the office will never be the same as hybrid working emerges as the new normal and we seek to balance flexibility with connectivity. Here are some tips to help you leverage the new working model to maximise your workplace engagement while achieving your career goals. Check in with your career plan With businesses adjusting to the changes brought about by the COVID-19 pandemic, you may not have focused much on your career since March 2020. Or perhaps your manager wasn’t ‘in the zone’ for career conversations, especially if your business was going through change. Re-evaluate whether your goals align with your career aspirations, which may have changed since the onset of the pandemic, and consider whether the steps to success need to change. Now may be a good time to engage with a mentor or coach. Be an early adaptor This is a tip that people can and will struggle with, but early adaptors are likely to be the ones that set the scene for the hybrid workplace. So, create the new normal for yourself and reset expectations for your team and manager. We are in new territory, and the workplace is crying out for early adaptors to test what works. This means setting expectations with others as to what your hybrid work style looks like. Communication is critical. Let your manager, peers and stakeholders know when you will be available in person and the hours you are working where relevant. Don’t create a stigma between in-person working and the days you work at home. The pandemic has shown us that people are as productive, if not more productive, when working from home. So, create a perception that homeworking days are regular workdays. Perception is reality in the workplace. Relearn how to socialise It’s important to adjust your communication style to reflect the different demands of the hybrid working environment. Conscious communication, where we communicate with intention, will be a critical skill. Let’s break it down into its key components. Active listening We are all able to listen, but it doesn’t mean we listen all the time. Consider the conditions for effective listening when communicating – not just when you listen, but when you need others to listen too. Consider the appropriate communication method, the time of day, environment, and language to get your message across. If you wait until you are back in the office to communicate important things, you risk selling yourself short. Be aware of your language With the obstacles hybrid working brings, it’s essential to be mindful of how our intention doesn’t always align with interpretation by others. Most of us aren’t aware of our communication style, but we all have cultural and personality traits that influence the words we use. For example, auxiliary language (should, would, could, etc.), lack of assertion with saying no or yes, and making assumptions about those we are communicating with can distort intention and interpretation, thus undermining credibility. Out of sight doesn’t mean out of mind The need for strong relationships will continue in the hybrid model, and we need to balance how we adapt to it. This applies to both formal and informal interactions. In a hybrid workplace, there is a risk that we will keep office communication to a minimum on our homeworking days. This shouldn’t be the case. In fact, with expectations that Monday and Friday will become popular days for homeworking, these are prime days for informal and formal communication. Informal communication, such as asking colleagues about their weekend plans, serve relationship maintenance. (Pro tip: when asking a colleague what their weekend plans are, be specific when asking them on Monday how their weekend was. For example, ask, “How was the hike in Glendalough?”) With formal communication, don’t restrict scheduling important meetings to office working days only. Get the balance right. Similarly, when it comes to one-to-one meetings with your manager or other key stakeholders, don’t cancel meetings if you are homeworking – even if the agenda is light. Checking in with others keeps relationships in check while also presenting an opportunity to catch up on non-essential items. Audit your advocates and support framework As a result of the pandemic, many of us have had infrequent connections with people. Our social capital may have dwindled as a result. Advocates are people who speak highly of you and can be found in your organisation, your sector, and your network. As we move through our careers, we collect advocates who speak positively about us when we are not in the room. It is therefore essential that we audit our advocates to see where improvement is needed. Be the change you want to see It will take some time before the pendulum settles in the hybrid working environment, but that doesn’t mean we shouldn’t be thinking about how our career plan will shape up in the future. Yes, we have extra plates to spin – on top of work/life balance, we have homeworking versus office-based considerations. However, now is the time to shape that engagement while keeping our finger on our career development pulse. Neil Curran is a corporate trainer and professional improviser specialising in effective teams and authentic communication. You can read this article and others in Career Guide 2021/2022. 

Typically, the festive season is a joyous occasion and a time for celebration, but it can equally be an extremely busy and demanding time that often puts extra pressure on us whether socially, financially or emotionally.  For some, it is a time where they acutely feel the loss of loved ones and feelings of loneliness. The festive period can affect your mental health in many ways and can bring up feelings of being overwhelmed, anxious, stressed and again this year, uncertainty of the pandemic. Our Thrive wellbeing team has compiled a list of tips to help you look after your mental health this Christmas. Realistic expectations It is easy to get carried away with the expectations of a perfect Christmas and everything that goes with it. However, this can cause disappointment and impact our self-esteem if it doesn’t turn out how we hoped. Be realistic about what you can expect from the festive season and avoid unhealthy comparisons with others. Create your own Christmas agenda for how you want to spend your time, focusing on a couple of things that are most important to you. Take a break The Christmas period can be the one time of year where we can really take a break from the demands of day-to-day life. It is essential for our mental wellbeing to have some time-out to help prevent stress and feelings of being overwhelmed. Take this time to rest and restore your energy especially if you are feeling particularly drained. Make sure you set time aside to be by yourself if you need it and engage in activities that help you relax and unwind. Christmas is a time of compassion and giving, so why not indulge in some self-compassion and treat yourself. Reflect With the year coming to an end, you can quickly fall into the trap of thinking about everything you didn’t achieve, those forgotten resolutions and goals. Try not to be too hard on yourself as you begin to reflect on the year that has passed. Accept the year for what it was and reflect and acknowledge the (big and small) things you have achieved and where you are now. The past 12 months has been a challenging period for us all, just navigating the difficulties of living through a pandemic should most definitely be celebrated. Say no Leading up to and during Christmas you can find yourself inundated with social engagements, invites, and being surrounded by people. If you are feeling uncomfortable or unsettled with the incoming invitations, the key is to give yourself permission to say no. You may want to limit your social interactions this year, and while it is important to maintain some social connection it is imperative that you set clear boundaries with family and friends on how much interaction you want to have. Balance your sense of social obligation against your need for self-care. Maybe a winter walk with a close friend or a zoom call with extended family might suffice. Healthy habits The temptation to overindulge is ever present at Christmas - the few extra tipples, lounging on the couch watching Christmas movies or over-doing it on the mince pies and rich food. Overindulging can cause your motivation levels to diminish and make you feel sluggish and not ‘yourself’. Alcohol may make you feel relaxed at first, but it is a depressant which can cause low mood and irritability. Strive to maintain some balance across the festive period if you can. Maintaining a relatively healthy diet and getting some exercise will give your mental health a much-needed boost. Get outdoors, wonder at the Christmas lights and decorations in your area or head out on a nature walk, it will do you a world of good. It can be quite difficult to maintain your usual routine over the holidays too. The best way to retain some semblance of routine and structure is keeping up a healthy sleep pattern. Sleep is an essential component to not only positive mental health but also our physical health. Talk to someone The expectations of the festive season can take its toll and the pressure to have a good time can be overwhelming. How we feel can become all-consuming. If you are struggling it is important to talk to someone about how you are feeling. Your family and friends are your best support system, reach out to someone you feel comfortable disclosing your feelings to. If Christmas is a hard time for you, it's important to remember that you are not alone. Help is here if you need it. The Institute’s wellbeing hub, Thrive, provides an array of mental health supports to members and students. Whether you need a listening ear, wellbeing advice or professional counselling, we are here for you. You can contact the team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294 Merry Christmas!

There is one thing that defines your quality of life but also how fulfilled you are in life. This one thing is, for every individual, either an asset or a liability. Whether we are aware of it or not, it defines who and what you become. I am talking about mindset. What is mindset and how does one look at it and identify how to make it stronger, better, healthier? Something we don’t realise is that mindset is responsible for a lot of our challenges in life. But it can also be our place of strength, motivation, and happiness. If you are for example: Feeling stuck in life Lacking motivation Feeling you’re not enough Fighting with imposter syndrome Anxious and afraid Lacking confidence All of these issues and so many more are as a result of our mindset. Mindset is everything. But what exactly is it? Mindset is made up of what you believe to be true about you, the people in your life, and the world. It is based on our beliefs and values. Our perception and understanding of all we go through and all that we are. So yes, mindset is pretty important. After a nervous breakdown I discovered that everything hinges on our mindset. How we see the world and how the world sees us. How we get stuck in life not knowing that our mindset needs rebooting. For a lot of people their mindset is not serving them well at all, maybe it’s even broken or irrational in how they see things. For example, self-sabotaging is such an issue of mindset. So too is how we act in our interpersonal relationships. There are two types of mindsets, a growth mindset and a fixed mindset. Whether you are male or female doesn’t matter to mindset. But whether you have a fixed or growth mindset does matter to everything. A Growth Mindset: A thinking that says challenges are not bad, learning is good, and a self-belief that they will be successful. They like feedback, they love to grow and learn. They are not limited in their thinking. A Fixed Mindset: A thinking that believes their skills and talents are a fixed trait and they settle for what comes their way as they feel success is achieved by being safe and secure, and not taking chances. You’re either successful or not but don’t take risks. At Thrive’s webinar, I’ll be sharing my story of a broken mindset but also what real motivation looks like, and the five pillars you can use to build yourself a personal and professional life that makes you smile. Pillars that have helped me and others get through dark times, but also reach their true potential. If you want a different result, you must change the process, and I’ll be teaching all about how to achieve this and reach your full potential in life. As a life coach I work with individuals and groups on a weekly basis helping them adjust or even reset their mindset. This is key to unlocking your full potential to be happy and successful in life. Please join us on November 23rd at 3.00pm for what promises to be an insightful and inspiring hour for all on the power of mindset. Book your free place here. If you are interested in hearing more, you can connect with Mark on Instagram @markfennell.ie or on his website www.markfennell.ie.  Mark is a personal and career development life coach for over 15 years. He works in the areas of mindset and self-belief, and how this impacts our mental health, confidence, interpersonal relations, and most areas of our lives. Mark’s approach is practical and motivational, and he speaks at workshops and seminars as well as working with groups and individuals. As host of This Adult Life podcast, which looks at the good, bad and the ugly of adult life, Mark discusses solutions and practical mindset tips.