It might seem difficult to believe, but it’s been nearly 18  months since we were first told to stay at home. And with a year of lockdowns under our belt, you might expect that things would get easier. That the more time we spend working from home and minimising social contact, the more we would acclimatise to it. The reality, however, is that the longer the pandemic lingers on, the more many of us seem to be struggling. While business itself is persevering, last year, a survey by Accounting Web found that more than half (53%) of accountants and bookkeepers’ stress levels had given them serious cause for concern. At  CABA; emotional wellbeing support was the second-most common reason for people getting in touch in 2020. And those concerns seem to have carried over into 2021. They’ve seen audit directors trying to juggle reporting season with home-schooling, along with trainees struggling without an office environment in which to hone their new skills. It’s clear that some accountants are struggling; a fact which poses a significant problem. Accountants are crucial to the smooth operation of the economy and will play a vital role in rebuilding it after the past difficult year. With COVID-19 vaccines now well under way, and businesses starting to gradually open their doors, accountants will be essential to the nation’s recovery process. It’s so important, therefore, that accountants are equipped to take care of their mental health. Here are just a few ways they can go about this: Remove the stigma Accountancy environments are often work hard, play hard. The hours can be long, the deadlines are tough and the pressure to deliver for colleagues and clients can be exhausting. The ability to cope and the badge of honour mentality all adds to the stress and worry. In addition, we know there’s often still a stigma attached to showing that you’re struggling. Even in ordinary circumstances, this stigma needs combatting. But these are not ordinary times. We’re in the midst of a pandemic; now is not the time to try and put on a brave face if you’re struggling. A culture of openness is essential to encourage early intervention remove the stigma attached to mental ill health. Senior role models must lead by example, rather than taking a hard-line approach. They need to show empathy and a great deal of understanding.  In short, it’s OK to need help or to flag that you’re struggling. Share the load With small and large businesses alike concerned about what the future holds, many are relying even more than ever on their accountants for advice and consultancy to plan for the future. It’s easy in these kinds of situations to slip into a role where you’re relied upon to provide reassurance, but that kind of pressure can be a lot to take on, so it’s essential that accountants get support themselves. We must encourage team members to share the load. We all need to be taking care of ourselves, but that’s impossible when all of our energy is spent taking care of those around us. Flag to your team if your workload is becoming too much, or requests from clients are too demanding. Don’t try to take on everything by yourself. Likewise, look for opportunities to offer help to those around you. If you are struggling with the pressures of the job, you can guarantee that others will be too. If you notice a team member working longer hours than they ought to or who seems withdrawn, consider a quick message to ask if they’re coping. Set boundaries It’s important to find ways of separating our work from our everyday lives. This can be difficult with so many of us mostly working from home where possible, but it’s vital to avoiding burning out. Be strict with your working hours. Assign a particular room of the house that will be used only for work, or, if you have no choice but to operate from the kitchen table, make sure you put your laptop away at the end of the day. The environments in which we spend our time have an enormous impact on the way that we feel. When we log off for the evening or the weekend, it really is crucial we aren’t still surrounded by constant reminders of work. Take advantage of the support available While there is still progress to be made in encouraging accountants to be more open about their wellbeing, firms are becoming increasingly aware of the importance of positive mental health. And many are going above and beyond to offer support.  It’s becoming commonplace to offer GP helplines, employee assistance programmes, flexible working hours, meditation classes and mindfulness groups. Even prior to the pandemic, this was an incredibly positive shift. If an organisation isn’t in a position to offer facilities such as these, or if team members would simply prefer to look elsewhere for support, CA Support is totally independent and available to offer guidance and counselling, amongst a plethora of other emotional support services to members of the accountancy community. Written by MaryJane Gunn (Support Manager at CABA) 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.

Aoife Lenox explains how a better understanding of temperament can help introverts acclimatise to office life. ‘We’ve been preparing for this our whole lives’ was a popular introvert working-from-home meme in March 2020. No commute and the convenience, at least in the short-term, worked for most people, but many extroverts found the disconnect from colleagues quite difficult. Introverts relished the opportunity to retreat from busy and overstimulating work environments, finding time to recharge during the day (albeit with home-schooling challenges), more emphasis on one-to-one communication, and the ability to contribute in meetings via chat functions. In this article, I will explain how your temperament influences how you work and, as an introvert, how you can successfully navigate a return to the office. Understanding temperament Psychologist Carl Jung developed the terms ‘introvert’ and ‘extrovert’ 100 years ago. He noticed that some people were more energised by an outward focus while others were more inward. Up to half of the population are introverted, but many of us use character traits to perform at work – being more vocal than we naturally are or showing more energy than we feel. This, I have found, leaves people confused about temperament. Influence on work Extroverts talk to think, and introverts think to talk. Introverts are internal processors and, as evidenced by MRIs of the introvert and extrovert brain, have increased activity in the pre-frontal cortex. This explains our inclination for deep thinking and reflection. It is why we can be slower to make decisions, need additional time to process, can be reluctant to speak up at meetings, and can get drained by excessive social interaction. Introverts’ increased sensitivity to dopamine, which can fuel and energise an extrovert, has the opposite effect on an introvert – often in the form of burnout from a full week in the office. Thrive A recent study by Aviva found that personality has such an impact on our wellbeing that it should be included in organisations’ wellbeing strategies. All change begins with awareness. To successfully navigate a return to the office, you might consider the following strategies: If you find your office environment overstimulating, speak to your others about your need to recharge. This might be a walk outside or time in a quiet room. I find closing my eyes for five minutes helpful. A hybrid or flexible working model also offers the opportunity to balance recharge time. Expressing our needs is important for mental wellbeing. If you need additional time to process information in a meeting, use questioning techniques to ensure that you can still contribute authentically. Identify and use your strengths to promote feelings of confidence and wellbeing. Unfortunately, negative stereotypes on introversion still pervade, so showcasing our strengths is very important. It is natural to feel anxious if you are returning to the office in the near future. Understanding your temperament allows you to recognise your needs and identify ways to create a work experience that works for you. If you are leading other people, have open conversations about their feelings on returning to the office. Remember: there is no ‘one size fits all’ solution. As the saying goes: we have all been through the same storm, but we have been in different boats. So let’s take it slow. Aoife Lenox, the founder of Inside Strategies, is an introvert strengths coach, trainer and people specialist. She runs webinars, workshops and offers people and culture support to SMEs.

Difficult conversations arise in every facet of our lives whether it’s in romantic relationships, personal relationships with friends or family or within the workplace.  Even the thought of these types of conversations can stir up a whole host of feelings and emotions with many experiencing anxiety, nervousness or stress. However, if you approach these discussions in the right way, there is no need to fear them. Executive coach, corporate role player and actress, Jennifer O’Dea, provides unique insight on how to approach conversations that you would rather avoid. Her recent webinar centred on how best to protect and manage your emotional state when faced with such a daunting task. Here we outline Jennifer’s 5-point plan to successfully manage these challenging conversations and tackle the feelings they can evoke. Preparing Yourself Taking a few moments to physically and emotionally prepare will only benefit your execution and the outcomes of the conversation.   Physically, you can prepare by removing the pent-up energy in your body by simply standing up, stretching, moving away from your desk and identifying tension in the body. Do not underestimate the powerful, restorative and calming effect your breath can have. Not only does deep, belly breathing help slow down your heart rate, reduce the physical signs of anxiety and nervousness but it can also prep your voice for more authoritative and confident speech. Emotionally, check in with yourself before checking in with the other person! Are you prepared emotionally for this? Don’t dwell on the negative thoughts or feelings of dread, try to put yourself in a better frame of mind before engaging with the other person. Again, connect with your breath and focus on the task ahead. Difficult conversations or potential conflict can be overwhelming, stressful and bring on a flurry of emotions. Remember, you cannot control the arrival of emotions, but you can control the behaviour associated with that emotion and choose how you respond. Planning  Plan for the conversation by mapping out how you will begin the conversation. What are you going to say? How are you going to say it?  The opening of the conversation can be the most difficult and rehearsing those first few lines can instil confidence to start off on the right foot. Ask yourself what the objectives and motivations of the conversation are.   Asking Powerful Questions Without questions and inviting the other party to be involved in the conversation, it can quite frankly turn into a monologue. By asking question, you can find out what is going on with the other party and help open up the conversation. Be aware and mindful of the language you use in your questions so you can elicit a two-way conversation. Ask open ended questions or ‘Wh’ questions that require a full response to gain insight and information from the other person.  Avoid asking multiple questions all at once. Using your Listening Skills While asking the right questions is key to facilitating the conversation, listening to the answers is equally important. Jennifer outlined 5 levels of listening; Ignoring (tuning out) Pretending (not listening to what the other party is actually saying) Selective (listening for validation or waiting for the opportunity to talk again) Attentive (listening but also observing other ques such as body language) Empathetic (understanding their point of view). For a frank and open conversation, attentive and empathetic listening is the healthiest and most mature listening skill to hone in on. The Power of Silence The perfect partner to powerful questioning and listening is silence. Be comfortable in the uncomfortable silence. By creating this pause it can encourage the other person to speak, make them feel heard and can diffuse the tension and tone of the conversation.  Again, to facilitate a two-way discussion silence can take the pressure off to always lead and point the conversation and can allow it to go in a different direction at the will of the other party.  And there you have - tips on managing difficult conversations! To gain more in-depth insight into the topics mentioned above, you can access a recording of the webinar in full here.

With CAP1 exams completed in late May and CAP2 in June, The Bottom Line asked the exams team where students ran into problems with the exams platform, and what lessons FAE students can learn to make for a good exam-day experience. Bryan Rankin explains. 17 and 19 August 2021 are doubtless indelibly printed on FAE students’ minds as the dates for the main exams. CAP1 and CAP2 have already completed their exams, and are taking a moment of relaxation. What we can be learnt from their experience? When it comes to professional exams, there are many unknowns – what topics, questions, or indicators will come up? Yet, what is certain is that you’ll be undertaking your FAE exam on Chartered Accountants Ireland’s eAssessment platform, Cirrus, and entering the exam (on-boarding) through the invigilation service, ProctorU. Most common problems Where a student flags a problem in accessing the exam platform during testing, a resolution can almost always be found. It may be instructive to look back at individual problems encountered by a small minority of CAP1 and CAP2 students recently as a predictor of potential problems. According to the Exams team, the most frequent causes of CAP1 exam-day problems were: Students using a training firm laptop and not switching off VPN; Issues associated with using an Apple laptop; and A student successfully tested their equipment in one location, but ended up sitting the exam elsewhere, and encountered some connectivity issues. While the success rate for CAP1 and CAP2 students in on-boarding the exams platform this summer was extremely high, it’s not uncommon for students to experience a connection issue. In most cases, this is momentary – but it can happen, so don’t be perturbed. Reconnect by going through the usual procedure. Preparation There’s so much you can do to prepare for the online exam experience ahead of time. Take the time to visit the eAssessment pages on the Exams section of the website. On these pages you will find videos and screenshots of the practice papers, and a video tutorial on how our eAssessment platform, Cirrus, functions. Students must ensure that they have run all the checks as per question 23 on the FAQs page prior to exam day to identify possible issues, and contact us as soon as possible so we can assist rather than waiting until exam day. Students should also shut down their laptop the evening before each exam and turn it on fresh each morning. If a student experiences issues on the day, they should use the dedicated ProctorU chat. If their issue is not resolved, they should then contact the Exams executive and Exams team, who are contactable by phone and email. Students should provide the exact details of the error message or issue, and keep the details concise. Finally, it is worth recognising that exams are always a stressful experience. Managing your stress is key to exam success. Simple techniques, such as mindful breathing, can reduce your stress levels. Anticipating issues and having a plan to manage your response can mitigate any anxiety you may have. If students intend using an Apple computer, they must contact ProctorU in advance for assistance in adjusting security settings. Practice papers FAE students have had access to practice papers since 10 May 2021, with one paper per subject. You have four attempts at each practice paper, so make the most of them. The Exams team recommends that you keep a number of practice attempts to use in advance of your main exams so you can test your knowledge and timings in an exam setting. Try writing the whole practice paper in one sitting in exam conditions at least once. Communications The exams team will be in contact with you via email on several occasions with important updates in advance of main exams. The practice on-boarding will take place on Wednesday 28 July, which is approximately three weeks before your sitting. The exams team will issue the practice timeslots to students a couple of days before this date. Final timeslots will be issued in the week beginning 9 August. The practice on-boarding session, in particular, can be extremely valuable as a test run; however, the Exams team report that only a minority of CAP1 and CAP2 students engaged in the exercise. Please take the opportunity to go through the process when notified. “If in doubt, test it out!” Students can only test their equipment once they have received their exam time slot. Students should not try to create a ProctorU profile. Once the student clicks on the exam link, which will be visible on the student portal on the ‘My Enrolments’ page, they will be automatically re-directed to their ProctorU dashboard. Here, students can test their equipment in advance of their exam. Before receiving their exam slot, students can check that their camera and microphone are working by using settings on their laptop and check their internet by doing an internet speed check at www.speedcheck.net. And the FAE Exams team can be contacted at faeexam@charteredaccountants.ie if you have any queries. Bryan Rankin is CAP1 Lead at Chartered Accountants Ireland.

On Thursday 24 June, the Institute marked Pride with a dedicated event for the third consecutive year, “LGBTQ+ in the workplace: celebrating inclusion in 2021”. The event was the result of collaboration between by the Institute’s Diversity & Inclusion Committee, the Young Professionals Committee and CA Support. Members in Ireland and around the world were privileged to hear from three outstanding advocates for greater inclusion in the workplace, each of whom shared personal experiences and the unique challenges that they have encountered in their advocacy.  The first speaker was Éirénne Carroll, Chief Executive of TENI (Transgender Equality Network Ireland). Éirénne spoke of her experience of coming out at work in 2016 in North Carolina. Her decision coincided with the signing of a bill blocking cities in the state from allowing transgender individuals to use public bathrooms for the sex they identify as. While relieved to find employer support for her decision to share her full self at work, Éirénne was challenged by the lack of organisational policies to support her, something she had to research and lead on the development of herself. TENI was founded in 2006 as a Dublin-based support group for transgender adults. It now has ten regional groups and eight youth and family support groups around the country and offers support, education and advocacy. Laila El-Metoui, Equity & Belonging Consultant, and Stonewall Lesbian Role Model 2020 reminded us of the importance of self-confidence and assertiveness to achieve equality. She made the important point that an interview is the candidate’s opportunity to evaluate an employer. If they are not inclusive, they will not attract or retain staff. She reminded attendees that members of the LGBTQ+ community have so much to offer workplaces: diversity of thought, innovation and crucially, access to members of the community via staff. It is in an organisation’s own interests to be inclusive. Peter Keenan-Gavaghan’s contribution centred on his experience in his career with Barclay’s Bank in London. Their staff network: Spectrum, has been very supportive of him in practical ways such as offering equal parental leave. Such measures are conducive to retaining the best talent. Peter also noted that most members of Spectrum are allies, rather than LGBTQ+ staff – which is very much a testament to the inclusive culture permeating the organisation. Indeed, this necessity for supportive allies at work was a common theme from all the speakers. The support of many allies allows for policies to be put in place that embed equality, and for open channels of communication to be established, providing support to colleagues in whatever form they might need it. There was also the reminder again that inclusion is not a one-month issue for Pride – it must remain rooted in our workplaces for everyone’s benefit every day of the year. This was emphasised by Young Professionals Chair, Daniel Turley, who moderated our Pride event and who welcomed the foundation of the Institute’s LGBTQ+ Committee, which will drive the Institute’s work towards the promotion of greater inclusion. We are very grateful to all who worked together to make this event a success, and to PeopleSource who supported it. A recording of the event is available to watch here.

June marks the month-long celebration of Pride and it is great to see the country awash with the colourful rainbow, a meaningful representation of inclusion and progression. This year’s theme for Pride is Community and after a difficult and isolating year, this focus takes on a whole new precedence as so many of us discovered a greater appreciation for our community and sense of togetherness in both our personal and professional lives.  In celebration of Pride Month, the Institute’s Young Professionals, Diversity & Inclusion Committee and CA Support service hosted the annual LGBTQ+ event yesterday. Our ‘Celebrating Inclusion’ event brought together a panel of successful LGBTQ+ business leaders who shared their own personal experiences of being LGBTQ+ in the workplace and how organisations are adapting to social changes. It was an extremely thought-provoking and insightful event. However, while overall societal shifts, diversity and inclusion initiatives have made great strides in helping to support and celebrate our LGBTQ+ community, from our work in CA Support, we know that difficulties, hardship and discrimination still remain. A recent survey released by BeLonG To Youth Services during Pride Month shows the mental health of LGBTQ+ young people has acutely deteriorated during Covid-19. The research found that 97% of LGBTQ+ youth are struggling with anxiety, stress, or depression.  In 2019, the Central Statistics Office (CSO) released figures which showed those who identify as LGBTQ+ reported the highest rates of discrimination in Irish society and 17.5% of the community have experienced workplace discrimination. Coping with such concerns can have a detrimental impact on our wellbeing, self-esteem and the general navigation of our daily lives. Feeling empowered to express who you are freely in the workplace and beyond is crucial to your mental health. If you are struggling with any worries or challenges around these important personal issues, Thrive is here to help all year around. We offer a wide range of services including free counselling services and career coaching to support our community who are in need. Happy Pride!

In this article, Charlotte Keating gives some tips on how you can keep energy levels and motivation up the week before and during the exam period.  Mindset shift - converting fear to excitement Did you know… fear and excitement are pretty much the same feeling? Think about it- your body displays almost identical symptoms, as it’s getting ready to take action. According to neuroscientists, the difference is all in the mind. In fact, when participants of a 2014 Harvard Business School study re-labelled their fear as excitement, they performed better in important tasks. When you feel those pre-exam nerves kicking in, you can work with them positively by choosing to feel excited instead. Interpreting what you’re feeling as excitement can make exam anxiety easier to manage as it puts you in an “opportunity mindset” which focuses on the ways the exam could go well, increasing energy and confidence. Here are some ways you can practice this approach while reflecting on your past, focusing on the present and looking towards your future as you prepare for your exams: Reflecting on past achievements Think of all of your accomplishments and the challenges you’ve overcome so far in your life- go back as far as you can remember and write them down. Look at this list daily, especially the night before and the morning of the exams, really focusing on how proud your achievements make you feel. Use these memories to get excited about what you have the ability to achieve!  Focus on the present As you revise and practice questions this week, the following tips can be useful to keep your energy high by focusing on taking care of yourself:  Wake-up calls- use the alarm on your phone to not only wake you up in the morning, but throughout the day as well.    Set different alarms for whatever intervals work best for you. These are a great reminder to take a break, stretch, get a drink of water, have a snack, or get some fresh air for a few minutes.    You might label the alarms with different words and phrases, such as: “I am really good at what I do” “I am successful” “I always do my best” “Alive, grateful, happy” …anything that’s going to lift your spirits when you look at them and help you to be mindful of the present moment! You could also use these “wake-up calls” as an opportunity to play an upbeat song, dance to it like no one’s watching, or simply feel the rhythm to give you a surge of energy. Listening to the music you enjoy triggers the brain to release more dopamine, the “happy hormone”, which also helps to increase energy and focus.    Postural Feedback, or “Power moves”- Getting into as good a posture as possible, chest out, with your hands on your hips like a superhero, over your head like a bear, or to the side like a peacock, is a technique that you can use to feel in control and confident. Take some deep breaths as you do this. You might also say out loud “I feel excited”, even if you don’t feel it at first. Repeating this creates an authentic sense of excitement. Try holding the pose for two minutes to increase the feeling. You can practice this throughout the day when you take a break from the books and also right before going into the exam.    Exercising whatever way you prefer is a great way to gain more energy, absorb information and come up with solutions…maybe you’ll get clarity in an area you had a mental block with while out for that walk?    Switch off after your day of study as best as you can. Activities that will distract your brain and allow it to rest are ideal, like watching a movie that makes you laugh.    Look towards the future Visualisation is a technique that’s long been linked to high performance in sport and it works for exams too. Spending five minutes each day visualising your future success can help to settle the nerves. For best results, close your eyes, take some deep breaths and allow your thoughts to wander into a day-dream: Imagine the day of the exam- how do you wake up? Refreshed, focused, motivated? On your way to exam, how are you feeling? Confident, prepared? Take yourself to where you will be sitting the exam in your mind- notice anything you see, hear, smell, feel, … maybe you can taste the mint you’ve been eating? Block out thoughts of everyone else- what they are doing is not important and doesn’t matter to you and your success. See yourself opening up that exam paper/logging into the online exam system and it all going successfully, answering questions with ease, taking deep breaths and being able to come up with a plan to answer anything challenging. Imagine the exam has gone really well. Try to feel the emotions you would feel afterwards. Give yourself permission to get excited about it! Always do your best As a final thought, in his book, The Four Agreements, Don Miguel Ruiz says that: “Your best is going to change from moment to moment; it will be different when you are healthy as opposed to sick, when you are tired as opposed to well-rested. Under any circumstance, simply do your best, and you will avoid self-judgement.” Remember, you’ve done the bulk of the work and achieved so much already. A great use of your time this week before the exams is to work on preparing yourself mentally so that you can approach them feeling excited and ready and come out the other side knowing that you’ve done your best. By Charlotte Keating, ACA and founder of Act On It Coaching (www.actonitcoaching.com; email: charlotte@actonitcoaching.com

Over the last 18 months, the 'first in/last home' culture has morphed into the 'always on' syndrome. What can employers do to mitigate staff from suffering digital fatigue? Patrick Gallen and Katie Scott discuss various ways to help everyone switch off. We are no longer working from home; instead, we are living at work. Or, as a colleague recently said, “The weekend now feels like a two-day lunch break”. The novelty of remote working is on the ebb, and the numbers of ‘Zoombies’ on the rise as the ‘dark side’ of home working has been revealed. Employees are suffering from digital fatigue and blurred work-life boundaries. Technology has, without doubt, been the greatest enabler of the transition to remote working, facilitating communication and maintaining connectedness and collaboration across teams. However, the digital intensity of workers’ days has increased substantially, as technology’s ‘green light’ syndrome shows who is online replacing the first in/last home culture of before.   A Chartered Institute of Personnel and Development report found 70% of the employees polled reported working outside their contracted hours or using annual leave to catch up on work. With many organisations confirming or anticipating a move to a hybrid model, the virtual workplace is here to stay, and employers need to proactively manage the ‘always on’ culture that is emerging. While many large organisations have announced video-free days and extra staff leave, this approach will not work for all. So, what can employers do? Lead from the top Starting at the top, leadership should demonstrate support for employees’ right to switch off, role modelling behaviours such as delaying requests for support or emails outside of work hours, managing customer and client expectations, actively encouraging mini-breaks between calls, and not celebrating unhealthy work practices, such as working late or at weekends. The line manager’s role is critical. They must be equipped to identify the symptoms of digital fatigue and have the confidence to have conversations with team members on work-life balance. This is particularly important when they are also faced with additional demands in adapting to these new working practices. Pick up on non-verbal cues In the office, non-verbal cues from body language can reveal how busy or stressed an individual feels. In the remote world, time for informal check-ins needs to be deliberately factored in. Consider conducting regular pulse surveys to provide valuable insights into how people are coping. Follow-up workshops with managers and employees to address key findings can support transparency, open communication, and trust, leading to collective design of solutions. Training Training can provide valuable support for employees in managing their digital fatigue. Effective use of available tools and tips for running effective virtual meetings can help avoid unnecessary and unproductive calls. Resilience and mental health training are also useful to support employee recognition of the symptoms of digital fatigue and how to manage it. With Ireland introducing the ‘right to disconnect’ code of practice, and the UK government being called to include it in the employment bill, there is a clear challenge and opportunity for organisations as we move out of lockdown and grapple with hybrid working. Employee health and wellbeing is a business-critical issue, so not only is it the right thing to do, but healthier, happier employees are more productive. Future-proof working practices must be top of the agenda, to help staff flourish in the virtual workplace and avoid the ‘Zoombie’ rising. Patrick Gallen is the director of People and Change Consulting in Grant Thornton. Katie Scott is an Associate Director of the People and Change Consulting at Grant Thornton Northern Ireland.

Managing time can be a challenge, and with the days growing longer and warmer, it's much easier to get distracted. Dawn Leane gives us top tips on how to manage our time and be more productive. I always struggled with time management. I tried lists, planners, organisers – you name it – but it was only when I changed my mindset and approach that I regained control. Time is always a challenge and, while we can’t make more of it, we can better manage the time we have. When we fail to manage our time, we don’t get things done on time, or as well as we might want, and we often end up encroaching on our personal time in order to complete work tasks. When our time is managed well, however, we are more likely to achieve our goals in a shorter length of time and with a lot less stress along the way. My biggest challenge, like so many others, is distractions. Especially in the summer. People are more willing to socialise, relax and try to lure you into a conversation about possible holidays and the good weather. Often, you start out on a task, such as drafting a business proposal, then find yourself quickly replying a text or answering a call. Maybe there’s a letter on your desk that catches your eye and you decide to just take a peek at it. Does this sound familiar? Distractions are all around and it is not the five-minute interruption that is the problem – it’s the 25 minutes it takes to regain our train of thought and get back to being in flow. Here are things you can do to avoid these distractions and keep yourself working toward your goals. Schedules One of the best ways to avoid distractions is to have a schedule. A schedule is distinct from a to-do list; it’s your plan for the week with start and finish times, lunch breaks, calls, meetings plus quiet time, planning time, etc. Schedule everything in your working day. Task list Making and following a task list reduces anxiety. As you check off items, you can see that you are making tangible progress. This helps you avoid feeling stressed out with worry about whether you’re getting things done. Manage your breaks When doing a lot of tasks without a break, it is harder to stay focused and motivated. Allow some downtime between tasks to clear your head and refresh yourself. Stick to deadlines Write down the deadlines for projects and tasks. Think about which days might be best to dedicate to specific tasks. For example, you might need to plan a meeting to discuss cash flow on a day when you know the accountant is available. Keep it clean Maintain a clean and tidy workspace, and make sure you have everything you need close to hand – but nothing else. It’s all too easy to be distracted by a letter that needs a reply, the printer that needs ink or the magazine article you haven’t finished reading. Relocation, relocation, relocation If I’m really struggling to concentrate, I find that two things help: standing (I don’t know the science, but it seems to work) and relocating. Kitchens, dining rooms, bedrooms, even home offices are full of distractions. Try taking your laptop to a landing or in the hallway in the house. I use an ironing board as a desk sometimes when I need to move out of my office – it is height adjustable, portable and easily stored. Do not disturb Find some way of communicating that you are not to be disturbed to the rest of the house and the outside world – it may be as simple as a ‘Do Not Disturb’ sign stuck on your door, an out of office message on your email or switching off your phone. Otherwise, breaking your concentration – even to say you’ll talk later – can lead to many other distractions. Turn off technology or at least push notifications. There is always something happening that will catch your attention. Switch off everything that you can and put your phone out of reach. Channel your attention by working at only one monitor and opening only one window. Multi-tasking? Don’t multi-task. It’s a myth. Focus on one task at a time, complete it and move on. Dawn Leane is the Founder of Leane Leaders.

More and more, companies are looking to promote sustainability within the organisation and to make a positive impact on the climate. Derek Lowry and Fiona Smiddy outline the steps needed to create a green team in your organisation. On a macro level, the climate crisis poses a threat to all of us, be it through supply of fresh water, an increase in severe weather conditions, destruction of plant life and habitat, deteriorating air quality in our cities or even whole countries disappearing under rising sea levels. The decisions we make every day at work can produce emissions that exacerbate this crisis. Establishing a green team allows companies to be aware of these decisions and how they impact the environment.  The business case for a green team Financially responsible  There are areas of many businesses where energy is consumed surplus to our actual requirements. Highlighting these areas and migrating to sustainable alternatives will scale back operational costs and reduce exposure to price shock sensitivities or future taxes/levies in the energy sector. Climate risk equals investment risk  Larry Fink, CEO of Blackrock, stated in his 2020 letter to CEOs that climate risk is investment risk. He went one step further in 2021 by suggesting the need for a “tectonic shift” toward net zero. If businesses are not addressing their environmental impact, they risk losing out on a whole cohort of investors that will simply not engage with them in the future. Employer brand Customers are increasingly demanding products and services to be sourced sustainably with minimal impact on the environment. Employees are also more interested in working for more environmentally responsible companies, with a recent Fast Company survey suggesting that 75% of millennials would take a pay cut to work for such companies. Employee morale In these times of remote work, connecting cross-functionally with like-minded people within your organisation can have huge morale benefits as well as fostering new relationships and connections. At the same time, employees feel better about working on a project they truly care about.  Setting up a green team Know your team  Get a commitment from a group of people within your company that are also passionate about sustainability. It can be a lonely place if you try to go solo.  Mission Statement  Articulate the green team’s mission from the outset and set realistic goals and deadlines that can be used to determine success. Set up a project plan and delegate tasks to team members so everyone feels a sense of ownership in the mission.  Executive sponsor  Getting support from top-down is imperative to the success of a green team. It is critical to get buy-in from your board of directors at an early stage. Start with quick wins  Quick wins are a great way to build momentum and educate the workforce while also reducing a company’s carbon footprint. There are a few quick win projects that companies can roll out, from booking a speaker to talk about living a more sustainable lifestyle to changing all lightbulbs in offices to LEDs. These initiatives don't require significant upfront investment and actually reduce costs in the long run.   Utilise experts  Calculating the carbon footprint of a company can be a long, exhausting exercise if you try to go it alone. There are several expert companies that have developed software to assist with the calculation process. The advantage of utilising these experts is that you will have accurate and timely information on your carbon footprint that you can take action on reducing.  Climate strategy is an evolving process  Announcing a climate strategy is a very important step along the journey of reducing your impact on the environment. However, it does not end there. The green team needs to ensure that the environmental impact of all areas of business is considered in decisions to ensure carbon reductions and an overall positive impact on the climate crisis.  Derek Lowry and Fiona Smiddy are the Co-Leads of the Climate Action workstream. If you want to learn more about the Climate Action workstream of the FinBiz2030 Ireland Task Force you can visit www.finbiz2030.com.  You can find information, guidance and supports to help members understand sustainability and meet the challenges it presents in Chartered Accountants Ireland's Sustainability Centre.

Maternal Mental Health Week This week is Maternal Mental Health Week.  According to research, one in ten mums will develop a mental health illness during pregnancy and beyond.  Although starting a family is one of the most exciting things you may ever do, it can be challenging too, and bring lots of changes – even before your baby is born. From the time you find out a baby is on the way right through to the birth and the years that follow, you’re likely to experience a wide range of emotions – from joy, happiness and love right through to anxiety, self-doubt and frustration. In fact, it’s safe to say your life will never be exactly the same again. If you’re having your first baby, you may find it difficult to adjust, as you’ll be learning lots of new things as you go along. Indeed, according to one survey by baby products manufacturer Munchkin, it takes almost five months for new mothers to adapt to their new lifestyle after the birth of their baby, with many admitting they were overwhelmed by the prospect of becoming a parent. Learning to stay emotionally healthy at this time will help you to form a good and strong bond with your baby. So here are a few of the challenges you may encounter – and a few suggestions on how to cope with them. Sleep disruption  Lack of sleep is common during the first weeks and even months of being a new parent. Plus with the endless round of feedings, nappy changes and washing baby clothes, it’s no wonder many new parents claim they’re permanently exhausted. During the night, think about taking turns in feeding your baby (if your baby is breast fed, fathers can bottle feed using expressed milk). Having some quiet alone-time with their baby at night can give fathers another opportunity to build a strong bond with their baby.  Also try to catch up on your sleep whenever your baby is asleep, which may mean being more relaxed about things like cooking and doing chores around the house. Most importantly, remind yourselves that this period of sleep disruption won’t last forever, and that you’ll probably settle into a routine when your baby is around six to eight weeks old. Isolation  If you had a hospital birth, you may feel isolated and anxious when you first take your new baby home. Suddenly you’re both on your own with no one to help or give you advice, which can be daunting to say the least. But if you have friends and family nearby, don’t be afraid to ask for help. Many may choose to initially stay away because they think you need to have time on your own, but you’d be surprised at how happy most people would be to give you a hand. Also try to get out and about as much as possible with your baby, as being stuck in the house can make you feel even more isolated. The change of scenery will boost your mood, and your baby will feel better for getting out into the fresh air too. If you made friends with other parents-to-be at antenatal classes, why not arrange to get together with some of them? You may well find they’re having exactly the same experiences as you are, and talking about your feelings with others who know what you’re going through can make you realise you’re far from alone. Relationship problems  Many new parents feel there’s little time for their relationship as a couple when a new baby comes along. Studies suggest many parents feel less happy in their relationship after having a baby, and many fathers may feel left out, which can make them feel jealous of their partner’s closeness with the baby. Make sure you’re both involved with caring for your new baby – new dads need to build their confidence and their relationship with their child as well as new mums. Talk to each other about the way you feel, and let your partner know if you’re struggling to cope. Also start planning to do some of the things you did together before you had your baby, so you can enjoy time doing things as a couple, not just as parents. Negative feelings  A baby can turn your life upside down, so don’t be surprised if you have negative feelings from time to time, especially when everything seems more daunting than usual. These feelings are perfectly normal, so don’t be afraid to talk to someone about them. Also try to remember that it’s fine for mums and dads not to fall in love with their baby immediately. Forming a strong relationship with your baby can take a while, especially for mothers who had a long or difficult delivery. And having negative feelings towards your baby doesn’t mean you’re a bad parent. If your partner is affected by negative feelings towards your baby, it’s more important than ever to reassure them that their emotions are normal, and that they will pass in time. Meanwhile, if a new mum shows a continuing lack of interest in her baby, it could be a sign of postnatal depression. If there’s a possibility you or your partner is affected by postnatal depression, it’s very important to speak to your GP about it and get treatment.  This article was kindly provided by CABA.

Many newly qualified Chartered Accountants can find themselves in a situation where their first move out of practice into an industry role is not what they expected. It may be that the role has been oversold to them and doesn't measure up or perhaps they don't have the support needed or the culture of the organization is not the best fit.  Whatever the reason it can be a daunting situation but here are the key points to consider if you are in your first year in your new job post-qualification and feeling dissatisfied with the situation: Don't fret: everyone is allowed a mistake or two in their career path, particularly early on In five or 10 years (which comes around very quickly!) this will be insignificant on your CV Ask yourself: can the situation be rescued or changed (?) - can you speak to HR about the situation or perhaps is an internal move an option? Level with your boss: Communication is good. If the role is not what you had expected talk it through and see if there is a way of mutually fixing the problem. This shows maturity and confidence If you are still in your probationary period you will only have to give a week or two notice but be mindful of leaving your employer in the lurch. Be polite, courteous and professional when handing in your notice and outline your reasons. The world is a small place and paths cross again more frequently than you would think. Leave on good terms.  Don’t burn bridges. Remember, future hirers may ask specifically for a reference from this employer Offer to do an exit interview if mutually beneficial Pull the plaster quickly: If the role is not working for you and not adding anything to your career trajectory then don't stay in a role that you're not enjoying. Take the decision, make the break and make it quick At least now you know what you don’t like and what doesn't work for you! File it away and move on with positive intent We all need to make mistakes in order to learn. The next time you will vet an opportunity more vociferously and perhaps ask better questions at the interview about the role, the team, the expectations etc.  I have said before many times that post qualification the first year or two is a chance to try new things. If you do that and it doesn't work out, no harm no foul Don’t blame others. You are in charge of your own destiny. Don't blame the recruiter. Don't accuse the company of overselling the role to you. Next time your due diligence will be more particular Tip : Don't leave until you have something to go to. Ride the storm out for a few weeks/months. Hand your notice in with a job offer in hand Talk to a good recruiter about the situation, one who understands the career curve of a newly qualified ACA. If a recruiter placed you in the role make sure you talk to them again prior to departure. At the end of the day this job is only the first step on a very long career pathway, learn from it and move on. As always, your career team in the Institute of Chartered Accountants is here to confidentially advise, discuss and assist you with any career decisions and blips should they occur.  Dave Riordan ACA  Career Consultant and Recruitment Specialist  Chartered Accountants Ireland 

COVID 19 has altered our lives in many ways and is putting a huge strain on our mental health and wellbeing. It’s important that we can recognise and understand the signs that we are struggling in some way and do all we can to support ourselves and others. Early intervention is the key to stopping low mental wellbeing impacting the life we want and avoiding diagnosable mental health problems.  The grief and strain of the last year is certainly apparent and feelings of low mood are understandable. Many of us will also be experiencing high levels of anxiety due to the increasing uncertainty and relentless nature of the situation. Although these feelings are common and expected given what is happening in our world, it’s important to recognise if we are becoming depressed or anxious and when it might be time to seek professional help. What is depression? Whilst it’s important that we don’t diagnose ourselves or others, and recognise that each person experiences depression very differently, common signs of low mental wellbeing might include: Loss of interest in normal activities Social withdrawal A deep unshakable sadness Feelings of despair Loneliness Hopelessness Guilt Tearfulness Physical aches and pains Poor concentration Changes in appetite Loss of libido Anxiety also often overlaps with depression.  Depression is very common and anyone can experience these feelings, it doesn’t discriminate. Commonly, the two questions that are asked to assess whether a person is experiencing depression, to what extent and as part of an overall assessment are: ‘In the last two weeks how long have you been experiencing feeling down, depressed or hopeless?’ and    ‘In the last two weeks how long have you had little interest or pleasure in the things that you would normally enjoy?’  Depending on the answers, questions around feelings of guilt, appetite, feeling bad about yourself, worrying about letting others down and thoughts of self-harm would follow. Men can often externalise their feelings of depression and become irritable and angry, whilst women may internalise their feelings and become sad and withdrawn. However, it’s important not to stereotype, each person is unique and it’s about how much these feelings are impacting your ability to function and whether they are increasing and becoming increasingly painful and difficult to manage.  Whilst depression can sometimes have no observable trigger, it can develop as an understandable response to difficult circumstances. Stress can prolong and worsen experiences of depression but can also be a trigger. If you recognise some of the above symptoms in yourself aim to talk to friends and family first, try to increase behaviours that might help such as regular exercise and eating a healthy balanced diet, and decrease some of the coping mechanisms that are unhelpful such as drinking too much alcohol. Seek out talking treatments or support from your GP or think about contacting the team at CA Support who will be able to explore further options.  What is anxiety? As mentioned earlier, anxiety is often present when people feel depressed as the two conditions can overlap. Whilst it’s worth remembering that anxiety is an understandable response to overwhelming and uncertain situations, it also has a protective quality in terms of warning us that something is threatening. Anxiety is what we feel when we are worried, tense, or afraid – particularly about things that are about to happen, or which we think could happen in the future. Anxiety is a natural human response when we perceive that we are under threat and helps to mobilise all our resources to cope with that threat. It can be experienced through our thoughts, feelings and physical sensations. Whilst anxiety can often leave us feeling tense and irritable, angry, and frustrated, physical symptoms such as a churning stomach, racing heart rate and breathlessness are also very common. Other symptoms of anxiety include pins and needles, feeling restless or unable to sit still, reduced ability to focus and concentrate, sweating or hot flushes and nausea. Most people feel anxious at times and it's particularly common to experience some anxiety while coping with stressful events or changes, especially if they could have a big impact on your life. Loneliness and isolation can also cause feelings of anxiety and low mood so it’s important to keep connected with those you love as much as possible, especially during this time. Sharing how you feel will lessen the burden and may encourage others to speak up.  Anxiety can become a mental health problem if it impacts on your ability to live your life as fully as you want to. For example, it may be a problem for you if: Your feelings of anxiety are very strong or last for a long time Your fears or worries are out of proportion to the situation You avoid situations that might cause you to feel anxious Your worries feel very distressing or are hard to control You regularly experience symptoms of anxiety, which could include panic attacks  You find it hard to go about your everyday life or do things you enjoy As with any concerns about your mental health and wellbeing it’s important to talk through your concerns with family and friends and seek out professional help and support if needed. It’s also important to do what you can to help yourself. Written by: Kirsty Lilley (psychotherapist and coach). 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.

Many of us have been living under a number of restrictions due to the pandemic. The transition back to a more familiar way of doing things is likely to take some time. As we navigate a way forward, we may begin to discover the complexity and enormity of the task that lies ahead as we begin to negotiate a new world and time. In the space of just over a year, the world as we knew it changed almost completely. Most of the important and meaningful areas of our lives were turned upside down. Though we will all have been affected in some way, we have all been on a very different personal journey. And as we enter the next period of transition and adjustment, it’s important that we support ourselves and each other. Emotional self-care is vital to help us navigate the challenges and opportunities ahead. And we have to start by accepting that we are likely to experience a wide range of emotions. How are you feeling? All of us began this journey in very different circumstances and with varying resources, capacities and levels of wellbeing. So, it’s no surprise that we will each be experiencing a wide range of different emotions as we continue to process how our lives have changed. Whatever our experience, it’s understandable and normal to feel overwhelmed by both pleasant and unpleasant emotions. How we respond to and manage those emotions will determine the impact on our health and wellbeing and our ability to manage this transition process and period of change. Many of us may feel understandably anxious about the ongoing threat to our health and that of our loved ones. There will also be those who feel anxious about the easing of some lockdown restrictions because they would simply rather stay at home, having found their lives enriched in some way; more time with children, avoidance of the long and busy commute to work and a return to a slower pace of life. Others may have experienced the difficulty of social isolation and loneliness and may be feeling overwhelmed at the thought of facing further restrictions in these winter months. There will also be understandable sadness and grief as we try to comprehend the many different types of loss we’ve experienced and will continue to experience during this time. Some will have lost loved ones directly to Covid-19. Others are coming to terms with the loss of livelihoods, financial security and hopes and aspirations for the future. There will be ongoing financial challenges and the operating environment within the workplace is likely to be complex and challenging for some time to come.  In addition, many of us will have experienced anger and frustration at the seemingly inconsistent and complicated messages we have received from authorities and other institutions in which we have placed our trust to help us navigate these times. Of course, interspersed with the many difficulties we’ve faced, there have been precious and joyous moments which we might treasure. Many people have reconnected with family and friends and been reminded of the importance of loving and supportive relationships. We may have discovered things about ourselves that we never thought possible; new levels of flexibility, resourcefulness, resilience and compassion. You may have even had the chance to explore a new skill or hobby. These positive changes often give rise to feelings of love, joy and happiness, a new sense of direction and hope. Even amidst the challenges we all face.  It’s complicated Whatever our individual situation, our emotional response is likely to be complex, ever-changing and non-linear. And to top it all, we also tend to have feelings about our feelings. For example, perhaps you’ve felt guilty about feelings of happiness when others are suffering, or frustration about our increasing levels of anxiety and the effects it has on us and those around us. One thing is certain. The situation is complex. We have no frame of reference and no clear-cut road map ahead of us. We are all trying to do the best we can in very challenging circumstances.  Through all of this it’s important to remember that your emotions are valid, understandable, normal responses to a very abnormal situation. It can also help to keep in mind that although they can sometimes be distressing and difficult to manage, our emotions are trying to protect us and give us valuable information to navigate and understand the world. They help us assess situations and make decisions, and they add colour and texture to our experience. However, as they get increasingly intense, our emotions can begin to cloud our ability to access our rational brain and make wise and discerning choices. Left unchecked they may prompt us to behave in ways that are unhelpful to us and those around us. Intense emotions can also have a significant impact on our ability to learn effectively, develop healthy and reciprocal relationships, remain physically healthy and be creative or innovative. It’s therefore vital that we learn and develop skills to manage emotions in a way that’s helpful; understanding how to work with them instead of resisting emotional experiences or blocking them out altogether. Unfelt and unprocessed emotions don’t just simply go away. Instead they reside in the body causing us pain and discomfort.  So how can we learn to manage our emotions? Instead of letting them have power over us, can we learn to regulate our emotions so that we can make wise and kind choices about what we do next? The answer is yes.  The RULER technique Dr Mark Brackett, Director for the Yale Centre for Emotional Intelligence, has dedicated his life to studying emotions and sharing what he has learned. His RULER technique, outlined below, can help you learn how to manage your emotions effectively and safely.  Remember that emotional management is a skill that can be developed and learned over time, but like all skills, it takes practice and commitment.  Recognise - Learn to recognise and identify what you are feeling. Notice how a feeling manifests itself in your body. What physical cues tell you that you might be starting to experience anxiety, anger or frustration? How do your thoughts change? What behaviours do you notice yourself adopting when this feeling arises? Understand - What are the causes and consequences of a specific emotion for you? See if you can identify what triggers certain emotions. Keeping a mood journal for a couple of weeks may help you identify the particular circumstances that cause you to feel a certain way, whether they be external events or an internal trigger such as hunger, lack of sleep, changing hormone levels or lack of physical activity. Ask yourself what you typically do when these emotions arise and whether this behaviour is helpful or not to you or those around you. Our actions have consequences and it’s helpful to remind yourself of any benefits and gains to changing and modifying your behaviours to keep you motivated.  Label - Build an emotional language Labelling will help you differentiate and describe the full range of human emotions that you might be experiencing. This will make it easier to express your feelings and better understand the messages they’re conveying.  For example, anger is often about dealing with perceived injustice. Sadness is usually an acknowledgement that we have suffered a loss of some kind. Disappointment can stem from unmet expectations. Once you’ve recognised an emotion and its meaning, labelling it can help you distance yourself from it. You might even say something like, ‘here is anxiety’, ‘there is some anxiety around at the moment’ or ‘I am experiencing some anxiety at the moment’. This conscious action will buy you some time—a pause in which you can reflect before you act upon what you’re feeling and decide whether that action is wise or helpful.  Express - Externalise your feelings Talk through your feelings with someone that you trust. Or if you prefer, keep a journal or try to find a creative outlet. Having a safe sounding board or space to share and express your hopes, fears and thoughts can give you perspective and a chance to reflect and learn.  Regulate - Put helpful behaviours into practice Identify the story you’re telling yourself and ask whether it’s helpful or true. Recognise the behaviours which influence whether you feel more or less of an emotion and adjust your actions accordingly. Practice skills which help you regulate what you’re feeling such as meditation, yoga, physical exercise, breathing exercises and guided visualisations. Regulating your emotions gives you time and space to make decisions and respond to situations in a healthy, positive way.   Remember, developing these skills is a life-long process and we are all on different stages of the journey. But you’re not alone. Whether it’s sharing with your friends and family or talking with a professional counsellor, reach out for the help and support of others if you are feeling overwhelmed and your emotions are beginning to become unmanageable. Let’s face what’s next together. Written by: Kirsty Lilley (psychotherapist and coach). 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.

With spring just around the corner and vaccinations on the rise, everything seems more hopeful. Now is the time to reinvigorate your team and get them to engage in their work in a meaningful way, says Anna O’Flanagan. We’ve made it through a long winter, and while it may not feel like it yet, spring is just around the corner. Some team members may be coming out of hibernation and engaging more. Others have perhaps fallen off the radar altogether. This third lockdown has been rough, so people will be reacting differently as we ease out of it over the next few months. Regardless of where your team members land, in order to bring the whole team together, leaders will need to encourage engagement over the next few months. According to The Progress Principle, which promotes creating meaning in our everyday work lives, we need to find ways of working that foster progress while also improving our work life on a daily basis. Strangely, these two things are not mutually exclusive. Creating meaningful work So, how do we create work that has meaning? Set goals and KPIs Setting clear goals and having ways to measure and mark milestones is an excellent place to start. This will help your team to understand the ‘why’ of their work. They will start to recognise the benefits of the work being achieved and will become fully aware when a goal is reached. Prioritise and collaborate If a project is deemed critical to your organisation, demonstrate its importance by clearing the decks and relieving the team of other responsibilities for now. Progress is also more visible and rewarding when teams are given the opportunity to collaborate on parts of their work. Give acknowledgement Remember to recognise all contributions to a project and acknowledge each milestone as it is reached. This gives clarity and purpose, helping people connect to the shared vision and experience and giving them the drive to continue. Celebrate! Finally, when all the hard work is done, even on a short-term project, it needs to be celebrated. Enrich your team and keep them focused by recognising all achievements and setting time for “events” that uplift them. There doesn’t need to be a big party, but time does need to be allocated for this to happen in a thoughtful and authentic way. So, how about setting some time aside this week to figure out with your team how and when they would like to be recognised and celebrated? Make their work meaningful and it will be worth the investment. Anna O’Flanagan is Founder and Chief Squirrel at Red Squirrel Team Building.

High chances are you’re struggling with lockdown fatigue —the inevitable psychological fallout of Covid-19 and all it has brought with it. It’s the reason so many people are feeling exhausted, irritable, drained of energy and motivation — when they’re doing less than ever.  The way in which our lives have transformed in such a short space of time has heavily impacted our daily routines, as many individuals no longer have to wake up at a certain time in order to be punctual for work or college. With such unending disruption to our normal lives, affecting every activity and social interaction we have, it is important to focus on what we can control. So, what can we do to address some of this lethargy?  The routines in our daily lives can be a good place to start as these will give us a structure to hang our day upon and bring us a guaranteed level of certainty, which is so lacking right now: Don’t be so hard on yourself One of the most common things people do when they are experiencing fatigue is beat themselves up for not doing more.  This is counter-productive and results in feeling even more downbeat about lacking motivation.  Instead, tell yourself that the feelings of lethargy will pass and are only temporary.  Give yourself a break – stay in bed a little bit longer, stay up watching TV a little later and eat whatever gets you through that day.  The key thing here is this is a temporary situation. Give yourself the day off and start afresh the next morning. Refresh your routines It’s fair to say that as we are all feeling drained and despondent, thinking “what’s the point” with it all, it would be easy to allow the routines that give us structure and meaning in our day can be discarded too quickly.  It is important to adapt and refresh these instead. Changing small details about our routines can make them easier to stick to - taking a walk outside before you start your day, introducing a no-screen coffee break during your morning, or committing to making a connection with one friend or family member every day – either a phone call, social media connection or email.   Equally, so all the days don’t blend into one, create new routines for different days – yoga on Monday and Sunday, gardening on Tuesdays, baking on Thursdays, pampering spa nights on Fridays and so on.  The trick here is to break the monotony but not the positive habits that bring us comfort. Get up and move! We all know the many benefits we can enjoy from a little exercise. It is the one sure way of elevating our mood – creating a bubble bath of chemicals in the brain!  Taking a 20-minute walk outside, building in some stretches or yoga into our day, or jumping into the sea if we have access to the coast will help to reinvigorate our energy levels. Incorporating any movement into your day is vital in counteracting the damage of sitting crouched over your laptop for eight hours or more. The most important aspect here taking it day-by-day and step-by-step. Change your mindset This is easier said than done but can pay dividends to our mental health. Instead of reminding ourselves how hard the current lockdown is, how bored we are, how we miss our friends and family, or how much we need a holiday, try practising acceptance instead. Repeating the same negative mantras can retrigger your despair and frustration. By reframing your negative thoughts into more positive ones of acceptance, life starts to look very difficult before too long. Learning about re-framing the negative from someone like Edith Edgar in her book The Choice is a good place to start. She asserts that happiness is a choice, and acceptance is a key part of this. This strategy helped her survive and thrive despite spending years in Auschwitz’s concentration camp during the WWII.  She explores how we can be imprisoned in our own minds and shows us how to find the key to freedom. As Oprah Winfrey said of her story: “The Choice is a reminder of what courage looks like in the worst of times and that we all have the ability to pay attention to what we've lost, or to pay attention to what we still have”. And, so to sleep. It cannot be overstated how important getting plenty of shut eye is.  It is the one single wellbeing routine that we can practice which delivers the biggest return on our health. An optimum of 7-8 hours allow us to enjoy 5 REM cycles which is key in obtaining that deep sleep so important in maintaining our circadian rhythms which keep us physically and mentally fit. Avoiding caffeine from 12 noon and blue light two hours before bedtime, while ensuring a cool, completely dark room will all help you maintain a great sleep routine. 

Three Chartered Accountants talk to Accountancy Ireland about what worked and what didn’t in 2020, and the changes they have made to ensure success in both their work and personal lives in 2021. As we moved into 2021, so did the pandemic, lockdowns and working from home. Three members of Chartered Accountants Ireland – Larissa Feeney, CEO of Accountants Online; Maeve Hunt, Associate Director at Grant Thornton; and Kevin Nyhan, Credit Manager at AIB – describe what made their 2020 difficult, how they overcame those challenges, and what they hope to change this year. Goal-setting and disconnecting Larissa Feeney, founder and CEO of Accountant Online, has found that making realistic goals and not loading up her task list has kept her going during the pandemic. As a company, we were lucky when the pandemic hit as we were accustomed to remote working and automation, but adapting to working from home during a lockdown is challenging for everyone. I put a routine in place from early on: get up at 6.30am to do some reading, yoga and meditation before going for a walk. I am ready for work at 9am. If I keep to that routine consistently, it keeps me focused for the day and on an even keel.  Every Sunday evening, when I am relaxed, I set out all my weekly goals – both work and personal – and there is a great satisfaction to ticking those off during the week. At the start, I tried to motivate myself by putting lots of things on the list but that only served to make me feel stressed, overwhelmed and anxious, so I ensure the list is realistic and follows SMART (specific, measurable, achievable, realistic, and timely) principles. All my weekly goals contribute towards my monthly goals, my annual goals and my five-year goals. I know that I have higher energy in the early part of the week, so I take on the harder tasks during those days.  I have three children at home, so homeschooling means that you can’t give both home or work life 100%, but we are all doing our best. We have to go easy on ourselves and know that we cannot operate at the same level as before the pandemic, but we will get back to those levels one day.  To disconnect, I read in the evenings – but books that are good for the soul, rather than the business and leadership books I read in the mornings. Walking and getting out in the fresh air always helps. At home, a different person makes the lunch and the dinner every day and we take turns to pick a family movie to watch together.  Apart from ‘getting back to normal’, what I would like to change this year is the further evolution and development of the team and further investment in automation and innovation. Personally, I will continue to work on the home/business divide, which can always do with improvement. Stick with a routine in 2021  Maeve Hunt, Director of Audit and Assurance at  Grant Thornton, first thought the same day-to-day routine would get her down, but it has proved to be a winning habit.  When the pandemic hit last March, we scrambled to leave our offices and head home with monitors under the arm (quite literally) to enter this new way of working. For many, it was a balancing act of working at home in shifts and looking after children. For others, it was an isolating moment in time with no one sharing their working environment. What we needed was a new ‘routine’ of working. Is there a word that is more uninspiring and dull than ‘routine’?  It is a word we want to escape from. We want to travel the world and hide from routine, and seek exciting new opportunities. Can we be creative if we are in a routine?  If we have learned anything from the last year, it’s that routine may be dull, but it is familiar and dependable. A good routine has been key in order to live a somewhat enjoyable and productive working and personal life through the pandemic.  What worked for me was starting my working day earlier, taking an extended break in the middle of the day to ensure I homeschool my five-year-old and play with my two-year-old.  Inevitably, this meant working at night but I found that the shorter, focused periods of work I was completing actually made me more productive. That became a good motivator for me. What I found most challenging in that first lockdown period was how easy it was to go from day to day without talking to another member of my team. I quickly realised that the part I loved most about my job, and missed most during the health crisis, was collaboration.  Scheduling a daily chat with a member of the team has really helped with this. These social calls have helped me disconnect and give me energy for the rest of the working day.  So where do we go from here? There are many things I would change about the last year, but I think I’ve learned a lot about the importance of sticking to a routine that offers a bit of variety. It may not be the traditional working day in the office, but it is all about balance.  It is ensuring you disconnect in the day and take extended breaks. The beauty of working at home is the ability to get back time, cutting out commutes, inevitable down time and unproductive moments in the office. Use this time! Use it to clear your head, go for a walk, read a book, play with the kids. You will be all the more productive for it. A few tweaks to that dreaded routine, which we believe kills all imagination, might end up providing us with enthusiasm and energy for our daily life.   The importance of connections and disconnection  Kevin Nyhan, Credit Manager at AIB, has gone into 2021 wanting to reconnect with his colleagues and knowing the importance of leaving work behind at the end of the day. I was fortunate in that I had been able to work from home a few days each month before the COVID-19 crisis, so it wasn’t a completely new experience to me. However, there’s a big difference between doing it occasionally and working remotely on a permanent basis.  From the start, I’ve made sure to form and try to keep a daily routine, similar to what I did when I was in the office. I get up at the same time each day, try to start and finish at the same time, as well as taking breaks and lunch around the same as I would have done in the office. I have found that really helps to maintain some sort of difference between work and home.  Working on my own all day, I do miss the social interaction of work. At the start of the pandemic, like most, I tried group zoom calls and quizzes but, as we all know, it’s hard to have group discussions via video call. Instead, I now make the point of scheduling a short video call each week with a colleague or friend to have a coffee and a chat and that does help keep in touch with people. I’m fortunate to have a spare room to work from so I can close the door in the evening and try to leave work behind. However, it can be difficult to switch off when you’re just walking from one room to another at the end of the day. The commute between the office and home was useful to disconnect from work-mode and I do miss that break between home and work. I now take a short walk in the evening after I finish work. That 20 minutes really helps me to disconnect. Plus, my dog is delighted with all the walks he is getting these days.

Many professionals are beginning to feel overwhelmed by homeschooling while working full-time. Paul Kelly has five helpful tips that should help relieve the pressure of being both parent and worker. Parents of the class of 2021 are being asked to shoulder an extensive load, as they fulfil their professional responsibilities alongside the mammoth task of homeschooling their children in preparation for the leaving cert in a format of which remains to be seen. With work deadlines looming and studies to be completed, how can parents manage it all? Control the controllable  Map out the week ahead and limit the decisions to be made. Meals can be planned, and dedicated work/study times set out – this is particularly relevant if your internet is problematic, or you are sharing a workspace.  Agree the family’s collective priorities for the coming week, whether it is a work presentation or an assignment deadline. Communication is key – knowing what everyone is focusing on will help you work as a team to get everything over the line, and it will help you to pre-empt or address any concerns your child may have.   Set joint longer-term goals Are you working towards a specific goal at work? Share it with your family and ensure they understand how it will benefit them. Similarly, for your leaving cert child, their chosen college course is not a solo goal, it is now a shared goal for the family. Maintain levels of motivation by starting a bucket list of things you’ll do and places you’ll go when the leaving cert exams are over and restrictions lift.   Practice discipline Try to keep as much normal structure to your days as you can. Set your alarm for a consistent time with everyone up and dressed, ready to start the working day at 9am. Keep tidy, dedicated workspaces and stick to normal break times. Outline your working times, and ensure you actually work while you are at work. This will help you to switch off from work when you are back in parent-mode.  Reset and refresh Make sure everyone switches off and look for ways of breaking up the mundane. It can be hard with teenagers who are missing social outlets, but a family takeaway or movie on a Saturday night gives everyone something to look forward to. Make sure you look after your own headspace by limiting time spent reading the news. Instead, try to get out for a walk in the fresh air once a day and encourage your children to do the same.     Seek out support Whether it’s asking for support in work or getting your child some extra assistance with their studies, if things are becoming too much, look for ways of getting help, within the confines of the restrictions. These are unprecedented times, try to understand your own limits and be kind, both to yourself as well as your children. This, too, shall pass.   Paul Kelly is the Director of Teaching at Homeschool.ie which provides an online grinds service for primary and secondary school students.

We live in uncertain times and in a world of constant change.  We have to adapt very quickly to new restrictions and lack of freedom.  This comes at a price for our physical and emotional wellbeing. It is important that we focus on ways we can build our resilience and tackle our stress responses.  In the pre Covid-19 world, anxiety and depression were some of the most common mental health problems in western society, with 10% of us experiencing anxiety in the past year. With so much change in our lives, it’s inevitable that some of us will experience more anxiety now than we did before the pandemic.  Try these 4 simple techniques, to help ease anxiety and leave you feeling more relaxed. 1. 7/11 breath Closing your eyes and: Inhale to a count of 7 Exhale to a count of 11 Aim for 10 rounds of the 7/11 breath each time you practice This will help you feel calmer because the longer exhale stimulates the body’s relaxation response. 2. Altering the sensation Close your eyes and notice where you feel anxiety in your body Visualise what colour and or shape the anxiety would be Imagine how the colour and shape would need to change for the feeling of anxiety to be manageable and ok 3. Shaking off the stress When we experience anxiety, the stress hormones of adrenaline and cortisol run through our bodies. To break down these hormones we need to move, so shaking your body is a very effective way to release anxiety. Simply shake your arms, legs or torso vigorously, focusing on areas that feel uncomfortable. You could put on your favourite music! 4. Dialling down Close your eyes and imagine as vividly as possible a dial with the numbers 1 to 10 on it See or sense the needle registering at the number that best represents how anxious you feel right now Look at the dial and choose to turn it down to the amount of emotion you feel is appropriate to the situation 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.

2020 presented leaders and their teams many challenges, making boosting morale more important than ever. Learning how to praise your staff is an essential skillset. Fiona Flynn tells us how. Giving praise might not be the first thing that comes to mind when considering business leader duties, but praise has been shown to have a direct impact on business results. A Gallup poll found that people who received “recognition or praise for doing good work” are also responsible for a 10% to 20% difference in revenue and productivity. Employees who reported that they are not adequately recognised at work were three times more likely to quit in the next year. As we move through Q1 and into Q2 of 2021, many managers and organisations are completing the annual review process. This can be a painful or powerful task. Unfortunately, managers can unknowingly undermine employee performance during this process. According to research from the Corporate Executive Board, line managers directly influence many key drivers of employee’s performance, improving or destroying performance by up to 40%. Giving praise authentically has many benefits for the indivdual, team and organisation. It creates a positive workplace climate with higher levels of trust, improved problem-solving and innovation and a postive impact on the customer experience and net promoter score. How to give praise There are a few things to keep in mind when acknowledging employee accomplishments and giving praise. Be genuine Ensure the message is delivered with genuine conviction and authenticity. Be specific Clearly articulate what behaviour is being recognised – solving a problem, using their initative, collaborating with another department. Recognise how the behaviours reflect company values, purpose, and business. Be consistent Use praise as part of regular one-on-ones between you and employees, and not just once a year at the review. Be spontaneous When you receive feedback from others about your employee, or see a positive behaviour – pass on the praise. You don’t need to wait for a one-on-one or review session. Send the email or talk to them immediately. Recognise behaviours Don’t just focus on the end results of great performance – praise the behaviours that contributed to that result, as well. Smart actions on the part of the employee won’t always end up as a business win, but you want to reinforce that what they did was the best option. Ask open-ended questions and listen Encourage and praise employees for sharing their insights – this encouragement can cultivate discretionary behaviour and problem-solving culture within the whole team. Offer praise, even amidst failure Praise your team members even when, despite their best efforts, things don’t go as planned.  It is at this time that praise can have the most impact. It can boost morale and get the employee’s mindset back on track. Use it as a coaching and learning opportunity. Review the process and identify what they did well, what they learned and what they would change the next time. Set clear goals and expectations Be sure that the goals given to the team, as well as your expectation in meeting those goals, are clear. This ensures that praise is transparent, and people don’t feel excluded. Praise is a powerful tool that can be used to support and stretch team members. It will improve their self-confidence and morale. It is a particularly useful technique when implementing change – new processes, systems, etc. Identify and praise the individuals who are leaning in and adopting the change. That can have a ripple effect to encourage others to also do well. Fiona Flynn is a Director of Montauk Consulting.

Career conversations can be nerve-wracking at the best of times; adding the pandemic and homeworking into the mix makes it even more challenging. The way to crack this, says Louise Molloy, is to think through the problem rather than just about the problem. It’s that time of the year when career discussions abound. While this is always an anxious time, with COVID-19 and working from home added to the mix, I’m hearing about fear of being seen as negative, complaining or not supportive when there are legitimate concerns about promotions and upward mobility. This results in frustration and disappointment as teams fail to have the conversations needed. Having sat in both the reviewer and reviewee’s seat, and now coaching clients in this area, I’m reminded of Simon, an ambitious and capable guy who was keen to progress. His boss was relatively new to the organisation and, while he met targets, he struggled to get buy-in from the team and their stakeholders. Simon was full of ideas on how to restructure the team to allow more room for collaboration and creativity, and he was willing to take on more responsibility to deliver this. Previous discussions were taken as personal criticism by his boss, so Simon felt unable to raise the issue again without being seen as unsupportive. Sometimes when situations get emotional and we feel scared or rejected, we fail to see it objectively. He told me that the company needed results, innovation, and good engagement. So, putting on that company ‘hat’, Simon had to consider a few things: How can I contribute more? What is the work that needs to be done – for the company; for the team; for me? The key here is to be honest with yourself and ignore experience or everything you think you know about the company/culture. Imagine I’m the team leader – what do I need to achieve? What am I afraid of? What is my biggest challenge? What allies do I have and need? Really think about your team leader as a person within a system and how it feels to be in that situation. How do I need to present my view of how I could contribute and the work that needs to be done to meet my boss’ priorities and challenges? Reframing what you want to say in this way helps build trust and buy-in, showing you recognise and respect your boss’s position. What do I want to achieve in the session? This conversation is only the beginning, not the end. Share observations on where projects didn't go well (with supporting evidence). Make constructive suggestions, such as starting a working group with different people from various departments, so you can ensure alignment and best ways of working. After considering the above four points, Simon decided to put together a working group comprising members of his own team as well as people from other departments. By doing this, he revised the reporting process, improving quality, freeing up resource time for more innovative insight sharing. He got great feedback, leading to more delegation from his boss. It took a while to get promoted, but in the meantime, his working life had changed. He was happier, more influential and had a clearer view of how he could move his career forward. The questions above are designed to challenge you to think the problem through rather than just think ‘about’ it. This, in turn, will change how you will feel about the conversation ahead. Rather than a battle, it will feel more like you and management are in it together. Remember, if you always do what you always did, nothing changes. So, give it a go. Challenge yourself to answer those questions and see where it leads you. Louise Molloy is a director at Luminosity Consulting.