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Resolutions that will make your life better

Getting a fresh start and the chance of clean slate is really appealing and creating some new year resolutions or goals means we start off on the right foot.  New habits and behaviours can be challenging they don’t happen overnight and can take commitment and dedication. The brain does not like swift, abrupt change, but the benefits can be very worthwhile, so think of this as an investment in yourself. The top ten resolutions each year include: Exercise more Lose weight Get organized Learn a new skill or hobby  Live life to the fullest Save more money / spend less money Quit smoking Spend more time with family and friends Travel more Read more Most of us can relate to some or all the resolutions listed. Resolutions and goals are unique to each of us, so perhaps before you create them consider the questions below: How would you like to feel? Will the resolution help you get there? Would you recommend this resolution to a friend of colleague? How will the resolution impact you? Are you removing something and simply making a change? What is the improvement you want to make and why? When it comes to new year resolutions almost half of us are unsuccessful at fulfilling them, so perhaps we need to consider how we approach them? Below are some tips which may help to keep you on track and ensure success. Be mindful When embarking on changing a habit or behaviour it is important to prepare mentally by taking a step back and taking stock. When thinking about any change try to keep in mind: Change should be gradual Build on smaller changes Remain positive Accept that there could be setbacks and allow for them Own them Ensure the goals you have set are yours and that this is something you want and not something which you think you should be aiming for. You have a far better chance for success if you are intrinsically motivated to reach your goal Be realistic Do not create a long list, limit the number of resolutions you commit to. Be selective about the ones which mean the most and are the most attainable for you.  Be specific It’s easy to set goals which we cannot achieve, so take some time to ensure they are achievable. A good suggestion is to use SMART to help you create them: Specific - What do you want to achieve, break it down, be specific Measurable - How can you measure if you have achieved it e.g., walk a mile in 20 minutes or lose 10% of your weight Attainable – Is the goal or resolution attainable Relevant - Keep it relevant to you, your life and how you want to improve it Timeline – Give yourself an appropriate deadline to work towards Small wins Break them up into small pieces.  As you tick off each box, your confidence will grow with each small success and spur you on. Share them By keeping the resolution to yourself you can fall into a trap and give up at the first hurdle. By sharing these with others you become accountable and less likely to forget or give in. You could also find that by sharing, other like-minded people may join you. Keep going Setbacks happen, but it is how you handle them that counts. Own the setback, understand how and why it happened and move on. Remember “the journey of a thousand miles begins with one step” Lao Tzu. As we enter a New Year, the mind turns to self-improvement and personal growth, this may include taking better care of your mental health. 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

Jan 09, 2024
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The Elephant in the Room

Elephant in the Room – A Movember Event Join us for an unforgettable evening as we unveil our new Elephant in the Room sculpture to mark this year’s Movember. Venue Details:  Reception, Chartered Accountants House, 47-49 Pearse Street, Dublin 2 Start Time: Wednesday 29 November @ 5.00pm End Time: Wednesday 29 November @ 7.00pm Book Here Details: To mark this year’s Movember, the Thrive Wellbeing Hub, along with the Leinster Society, invites you to the unveiling of our Elephant sculpture as part of the mental health initiative, Elephant in the Room.  Join us for an informal evening of refreshments, conversation on men’s mental health, networking opportunities, prize draws and to meet the newest addition to the Institute – our elephant. This elephant is a declaration of our commitment to supporting members, students and employees' mental health and wellbeing and is designed to destigmatise and normalise conversations around mental health in the professional and accountancy industry. We will be joined by Elephant in the Room founder, rugby analyst, and men’s mental health advocate Brent Pope, local artist Kuse who designed our elephant, and Institute figures like President, Sinead Donovan and CEO, Barry Dempsey.  Kick off the festive season in style with opportunities to connect and network and be in with a chance to win some amazing prizes.   Draw Details: This draw is open to everyone, whether you can attend on the night or not. To enter our draw, please make a donation, small or large, to CA Support via our iDonate page and your name will be automatically entered into the draw. Winners will be contacted separately after the event.  iDonate: https://bit.ly/CASiDonate

Nov 07, 2023
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Careers
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Facing FAE exam upset: finding opportunity in disappointment

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

Nov 02, 2023
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Exams
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Overcoming exam setbacks: reflection, motivation, and planning for success

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

Nov 02, 2023
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Managing stressful situations in the workplace

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

Oct 20, 2023
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The lowdown on social anxiety

Social anxiety - sometimes known as social phobia - is a type of anxiety that causes intense, overwhelming and persistent fear or anxiety surrounding social settings and situations. Social anxiety is more than shyness, it can be extremely distressing and have a huge impact on our quality of life.  It can affect our every day and impact our relationships, performance at work or school, and most of all our self-confidence. Many people worry about social situations from time to time but a person with social anxiety will worry about and catastrophise social situations before, during and after them. Some may have limited or selective social anxiety – they can accomplish activities or particular tasks and go about their day but will experience a certain amount of fear or anxiety when they do, causing a huge emotional toll at times. Some may avoid places or situations that could cause distress due to concerns of being scrutinized, judged or being embarrassed by their actions. For others with severe social anxiety, it can be so intense that they will avoid all social situations and interactions like asking a question in a meeting, taking public transport or using other shared public facilities or eating in public.  Symptoms of Social Anxiety You may have social anxiety if you engage or experience the following: Intense worry or dread about a social situation or activities such as meeting strangers, starting or holding conversations, engaging in group conversations, speaking on the phone, working or shopping Avoid social situations or places where there are other people or try to blend into the background Feel self-conscious or fear doing something embarrassing Missing work or school due to anxiety Concerned others will notice their nervousness or anxiousness Consuming alcohol or other substances to help face social settings For a person with social anxiety, social situations may lead to or cause a whole host of reactions: Blushing, sweating, trembling, dry mouth or difficulty speaking Have a rapid heart rate, dizziness or feeling lightheaded Feel as if their mind goes blank or feel nauseous Difficulty making or maintaining eye control, rigid body posture Overcoming Social Anxiety Social anxiety is difficult to deal with and you should consider talking to your GP or a mental health professional for solutions and tactics to overcoming your anxiety.  Self-help is not a cure but it can help reduce your anxiety and symptoms. It might be a useful first step before trying other treatments.   Understand your anxiety If you suspect you or a loved one are dealing with social anxiety, seek out information to gain a better understanding of it. Research the signs and behaviour, learn about treatment options and seek out research. Compare which social situations you find the most difficult and make you the most anxious. Are there specific situation you struggle with more? Think about how you act in these situations – these reflections and awareness will give you a clearer picture of the specific areas and triggers you may have or why particular social environments induce anxiety. Exposure A core element of cognitive behavioural therapy (CBT) when dealing with anxiety is exposure therapy. This involves seeking out and engaging in activities where you feel anxious or activities that you avoid to ease discomfort. This can be tough and very daunting at first so best to start with small goals and targets and gradually expose yourself to more difficult activities and ones you fear most. As you begin to understand your triggers and situations that cause anxiety, you can create a list of situations that make you feel anxious and categorise them from a little anxiety inducing to terrifying. Begin to make your way down the list as your confidence builds. Examples of this could be saying hello to a stranger, asking a question or making a comment in a meeting to presenting in a room full of people. In the moment If you find yourself in a social setting or situation that is making you feel anxious, there are some simple coping techniques you could use to combat in-the-moment anxiety. Use your breath and engage in some simple breathing exercises as this helps calm the parasympathetic nervous system and instantly makes you feel more relaxed. It also helps you concentrate on the present moment and takes you away from the anxious or fearful thoughts you may be having. A simple one to remember is the 5-5-5 breath.  Inhale for 5 seconds, hold for 5 and breathe out for 5. Another coping technique for anxiety is the 5-4-3-2-1 grounding method which activates your senses and brings you back to the present moment. Acknowledge 5 things you see Acknowledge 4 things you can touch Acknowledge 3 things you can hear Acknowledge 2 things you can smell Acknowledge 1 thing you can taste If you feel as if your anxiety is getting the best of you and interfering with your quality of life, the Thrive Wellbeing Hub is here for you. We have a range of supports available to you as a member or student of the Institute. Learn more about how Thrive can help: https://www.charteredaccountants.ie/thrive-wellbeing-hub/how-we-help

Oct 09, 2023
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Promoting age inclusivity in the workplace

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

Sep 29, 2023
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Six steps to improving mental health awareness

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

Sep 29, 2023
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Tackling the taboos - Menopause

Ahead of World Menopause Day, we caught up with leadership consultant and lecturer, and women in business champion, Patricia Byron, who speaks on a major life event women face– Menopause in the workplace. Tackling the taboos - making the impermissible, permissible We all realise that workplace priorities and needs are different now. Since Covid many barriers to ways of working have been broken down and with awareness of needs heightened working practices are becoming more flexible. But I wonder is the workplace becoming braver! Are employers willing to tackle the last taboos – the issues maybe not previously spoken about? For most organisations, words such as menopause, infertility, and miscarriage are difficult subjects to address openly and maybe training is not given to those in the leadership team on how to navigate around these subjects.   What is the real impact of not tackling the taboo? A recent UK study found two thirds of women working through the menopause say they currently have no support at all from their employers. Therefore, it is not surprising why 25% of women say they have considered leaving their job. In fact 1 in 10 actually do end up handing in their notice. Take for example the taboo that is menopause. Thankfully due to recent media coverage during Covid lockdown we are now hearing a lot more about its impact on women and many are now aware of its impact in the workplace. I have been working with women for a number of years who were in perimenopause or menopause who did not realise the symptoms (such as brain fog, forgetfulness, unexplained anxiety and heart palpitations) were impacting their confidence. As a result, they were considering stepping out of a senior role or leaving the workplace completely. In a world where we are becoming more diverse and inclusive and openly discussing race, generational differences, misogyny and gender, we may still lack the courage to tackle the some taboos that have such an impact on many successful women. What can you do as an employer or colleague? In the post -covid hybrid workplace, consider creating an environment that some of your most valuable, talented and successful women will feel comfortable stepping back into. Imagine the cost (both time and money) of replacing your most successful women if they choose not to return. If taboo subjects are to be destigmatised, then we all need to be able to speak openly. As an employer, there are loads of simple practices you can put into place, at no cost to the organisations, other than some time and consideration. It’s about providing an empathetic environment which acknowledges issues without embarrassment, judgement or fear of ridicule. Review your corporate wellbeing programmes to educate the whole workforce Allow and encourage women to say things such as “I am in the middle of menopause, I keep forgetting things” or I am on fertility treatment and going through a challenging time at the moment. Ask your team what changes to the working environment are needed to make it more comfortable for women who are dealing with these issues. There are exciting times ahead in the workplace and those organisations who recognise that workplace conversations need to change, will be the ones who thrive the most. We can never return to the Dolly Parton school of working (for those not old enough, check out the film, 9 to 5), nor should we have too. About Author Patricia Byron is passionate about supporting those in leadership move up the leadership pipeline. She is recognised for the support she provides to her clients in championing women of all ages in the workplace. She supports employers by facilitating wellbeing and critical conversation workshops. As an accredited senior executive and corporate wellbeing coach, she is experienced in helping individuals and companies transform.

Sep 27, 2023
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Feeling a bit blah? You could be languishing

Have you ever had someone ask how you are doing and you are at a loss of how to answer or at a loss to how you are actually feeling. That blah, indifference to anything and everything type of feeling – you could be experiencing languishing. This not-so-new concept has become quite commonplace in the last few years and is a concept we are hearing more about. Here Thrive explains what languishing is and what we can do about it. What is languishing? There is a lot more to mental health than just being good or bad, it is a spectrum. In an attempt to create a deeper understanding of mental health, it can be categorised into four levels: Flourishing – peak mental health Good to moderate mental health Languishing – poor mental health Depression – experiencing a mental health condition Languishing is wrapped in the middle of the mental health continuum; it is the absence of mental wellness, a state of not being at your best but not at your worst either. First introduced by psychologist Corey Keyes in 2002, languishing, as Keyes describes it, is an emptiness and stagnation, constituting a life of quiet despair. It is a feeling of numbness, where you experience few strong emotions. It is a lack of engagement and apathy, a place where you simply remain in a state of neutrality. What Languishing looks like? Languishing is that ambivalent feeling as if life is something that happens, rather than something that you actively cultivate, participate in, and enjoy. Here are some of the feelings or experiences that can come with languishing: Feeling disconnected or dissociated Feeling deeply lonely or isolated A lack of motivation or procrastinating Struggling to focus Feeling like you’re not functioning to full capacity Inability to describe your feelings or experience any strong emotions A sense of emptiness or dullness Feeling as if you are just going through the motions, feel trapped or stuck Feel like life is missing something, there is nothing to look forward to Not thinking or particularly caring about the future Rarely have strong opinions In AXA’s 2023 global Mind Health study, it found a higher percentage of people (28%) were languishing compared to those who were flourishing (24%). The study also revealed woman experience languishing more than men at 30% compared to 25%. It also found Ireland had an above-average percentage of languishing at 29% compared to our global counterparts. Other research has shown a continued state of languishing can increase the risk of experiencing mental health conditions such as anxiety disorders and major depression down the line. What to do about it? In his work on flourishing, Dr. Martin Seligman concluded the best method to move from a state of languishing to flourishing is the PERMA model which stands for: Positive emotions This may sound like an obvious but difficult area to integrate into your daily life but by consciously experiencing positive emotions we can learn to improve our wellbeing. Positive emotions are a prime indicator of flourishing and have numerous benefits - improving our thinking, acting, and cognitive ability. Find ways to deliberately increase positive emotions in your life and if repeatedly exercised, these positive emotions will become noticed and automatic over time. Start small by practicing gratitude, writing down things you are grateful for, things you love, appreciate, and feel good about. Engagement Engagement refers to being fully immersed in a particular activity that consumes our attention in a positive way. This is often referred to as flow, it is living in and focusing entirely on the present moment and the task at hand. When we are in a state of flow we perform to our peak and experience less anxiety. Take a look at our recent article on how to find your flow state. Relationships Having positive relationships with understanding and respect yields a deep sense of connection and support. Investing time and energy into fostering close relationships enhances our resilience and wellbeing. Research has demonstrated that sharing good news, celebrating success, and responding enthusiastically to others increases intimacy, wellbeing and overall satisfaction. Meaning Meaning or purpose in life looks different for everyone but it is based on the things that bring your life value. Seligman discussed meaning as belonging or serving something greater than ourselves and helps us focus on what is important in life. If you are looking for meaning, try and engage in small activities at first that leave you feeling fulfilled afterwards – this could be anything from volunteering to a small random act of kindness. Accomplishments A sense of accomplishment is the result of working toward and reaching a goal you have set for yourself. Accomplishments can boost our morale by helping us feel productive, that we are moving forward, and can give us a huge sense of pride. Set small, challenging but realistic goals and check them off once completed – this can fuel our motivation, sense of achievement, and ultimately our happiness. If you feel as if you are in floundering in a state of languishing, the Thrive wellbeing team is professionally trained to offer wellbeing advice and support to help you on your journey to a thriving and flourishing life. You can contact the wellbeing team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294.

Sep 06, 2023
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How to create an effective study plan

In the quest for academic excellence, the age-old inquiry about the perfect study plan endures. Edel Walsh delves into the art of crafting study plans that align performance objectives with the cadence of life One of the most common questions students ask is if I can give them a study plan or schedule that will help them get the grades they are looking for in the exam.  When it comes to study plans, there is no magic bullet. There is not one study plan out there that works for all students. We are all different and have different learning styles, so your plan needs to work for you.  Not only do you need to consider the amount of study required to complete your exams successfully, but how your study will fit into your busy life.  When creating your study plan, you must consider your extracurricular activities, relationships and other commitments. Creating your study plan The first step when creating your plan is setting a performance goal. That goal might be to pass your exams or get a particular grade.  When you set this performance goal, you must understand what is required to achieve it. What is expected of you?  Next, do a time budget, looking at what you must cover with available time. Is it realistic? If not, how can you go about re-prioritising?  Try not to be too rigid with your study plan. You are looking for a bird’s eye view of the road ahead, not a minute-by-minute schedule for every day. Once you have created your high-level plan, break the study schedule down weekly. Weekly study plan At the beginning of each week, set yourself weekly priorities. Ensure your study plan is realistic. Otherwise, it can feel overwhelming, which might result in procrastination and feeling de-motivated. Ask yourself the following questions as you plan for your week: What are my top priorities? What are my learning goals? What subjects do I need to spend the most time on? What obstacles might I face this week? How can I overcome these obstacles? What extracurricular activities have I planned? How am I going to look after my well-being? Daily study plan At the start of each daily study session, set a learning goal outlining what you would like to have learned or achieved by the end of the day.  When planning your day, schedule time for examining yourself on what you have learned and time for breaks.  If you are doing focused, deep study, it is vital to schedule productive deep breaks.  A deep break is not like your lunch break, which may be 45 to 60 minutes long.  A deep break is a mind-cleanser that doesn’t fracture your focus like social media or doomscrolling can. Instead, go for a walk, make a quick snack or daydream.  While every student is different, I recommend taking a deep break of about 10 minutes after 60 to 90 minutes of study.  After your study session, reflect on what you did that day. Here are some questions you can ask yourself: What went well with my study today? What could have gone better? What do I need to learn or study more of for more learning mastery? What one thing can I do tomorrow to make it better than today?  Staying on track While studying, it can be so easy to lose focus. Having a good study plan will help you stay on track and help you stay focused.  A good plan and setting realistic learning goals is the key to success. Ensure your plan is flexible, and be open to changing it if it is not working for you.   Edel Walsh is a student and exam coach. She supports her clients with their studies and exams using the holistic approach of focusing on academic success, personal development and looking after their well-being. For more information, email edel@edelwalsh.ie

Sep 05, 2023
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Staying healthy while studying

Exam prep, study and practising in exam-day conditions are all important to acing your exams. Caelainn McGonigle knows it's important to take care of yourself, as well During your Chartered education, stress is unavoidable. When you experience high levels of stress, it can present itself by impacting physical and mental health.  Below are several steps to mitigate these stressors and give ourselves the best opportunity to excel when it counts. Sleep When we are stressed, it's easy to think of sleep as “time-consuming”, but allowing our mind and body to rest is critical to our success.  By the time we reach exam week, countless hours will have been spent preparing by attending lectures, revising notes and attempting sample papers. Without achieving seven to nine quality hours of sleep a night, we risk restricting our exam performance on the day.  If you encounter difficulties resting in the lead up to your exams, attempt to close the books an hour earlier and reduce screen time before bed. Exercise and fresh air Taking a break to move your body and relish the fresh air enables your mind and body to relax and reset.  Exercise, whether walking, running or cycling, can moderate our stress levels and improve sleep quality.  When heading outside, you might prefer to enjoy the silence of the outdoors, or need a little motivation to move your body, such as listening to a podcast or music – either is excellent for your mind and body as long as you are getting your heart pumping. Nutrition Maintaining nutritional balance in your meals can be taxing when stressed. It can lead us to over-indulge in meals and snacks, or forgo them all together. We must uphold a nutritious diet to aid focus levels and sustain energy.  Meal planning in advance of high-stress periods, like exam week, along with keeping enjoyable snacks to hand, is a sure way to remain fuelled when working hard.  Positive mindset during exams Stress can amplify our emotions. Preserving a positive mindset and prioritising being gentle with ourselves is critical.  It's important to remember the efforts you have made to reach exam season. The groundwork is complete, and it’s time to flaunt what we have learned.  Exams are important, but maintaining our health is a necessity. If you struggle with positivity, try subscribing to a “quote of the day” app or social media page – it may give you the boost you need at just the right time! Reach out If stress is increasing faster than you can handle, reach out to a fellow student, friend or family member.  Alternatively, the amazing Thrive team and the Chartered Accountants Ireland Wellbeing Hub are on hand to offer help and support throughout our journey.  We have excelled through stressful situations in the past. Accept that stress is unavoidable but manageable, and you haven’t come this far only to come this far. Caelainn McGonigle is PR Officer with CASSI and a trainee with Gilroy Gannon

Sep 05, 2023
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Managing working parents during back-to-school season

As back-to-school season approaches, employers can aid parents with flexible work options that foster work-life balance and increased productivity, explains Gemma O’Connor The back-to-school season is nearly underway as kids and parents prepare for the new school year. This can be a busy time for working parents, particularly for parents of children facing a milestone like starting primary or secondary education. So, what can employers do to help staff balance their home and work lives? Communicate with your staff Most employees should be able to predict when they might need extra flexibility to help their children settle into their new surroundings. Different employees will have different requests depending on their child’s level of education. As each employee will have different requirements, there is no silver bullet for managing this situation other than to ensure that you listen to staff and make efforts to accommodate any supports they request. Consider flexible work options If an employee requests flexibility during back-to-school season, consider it and what solution might work best for both parties. Some solutions could include: Working from home on certain days; Early finishes/late starts on certain days; Compressed hours; and Staggered hours. While you have no obligation to grant requests for flexibility, a blunt refusal to accommodate working parents increases the likelihood of alienating employees. Employees who feel let down by their employer are also likely to spread the news of their bad experiences, resulting in reputational damage and hindering your recruitment and retention efforts. Treat people fairly If only working parents are granted flexible work options during the school year, you also risk frustrating employees who don’t receive comparable benefits just because they don’t have children. It’s important to avoid granting privileges to parents only. If you provide benefits to working parents based on promoting work-life balance, you should extend the same flexibility to staff who need to care for an elderly parent or a spouse who’s ill, for instance. If you operate your workplace on the basis that everyone will need flexibility at one time or another, all staff will buy in and the organisation will avoid employee unrest that could develop if only working parents enjoy flexible work options. Prepare for new workers’ statutory rights The Work Life Balance Miscellaneous Provisions Act 2023 has been partially in force since 3 July. Once fully in force, this new piece of employment legislation will introduce five statutory rights for employees to foster a better work-life balance and to support staff with caring responsibilities. In summary, the Act introduces the following rights: Five days’ unpaid leave for medical care purposes for parents of children under 12 and carers; Five days’ paid leave for victims of domestic violence; The right to request flexible working for parents and carers; The right to request remote working for all employees; and The right to breastfeeding breaks extended to two years from the date of the child’s birth. Employers should be ready to receive requests from employees in line with this employment law scheduled to come into effect in full this autumn. Find balance Recognising the needs of working parents during the back-to-school period is crucial for fostering a supportive and inclusive work environment. Working parents often encounter added responsibilities as schools reopen, from adjusting schedules to managing childcare. By understanding these challenges and providing flexibility, employers can mitigate stress, enhance employee well-being and maintain productivity. Acknowledging the unique demands of working parents (and extending the same benefits to non-parent employees) promotes a harmonious balance between professional duties and family responsibilities. Gemma O’Connor is Head of Service at Peninsula Ireland

Aug 18, 2023
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Give yourself a break

Lots of us are good at showing compassion and kindness to other people. What many of us aren't great at is showing ourselves the same understanding. Our inner critic and negative self-talk can be hard to ignore. But dwelling on mistakes and focusing on faults makes it hard to maintain personal resilience and good mental wellbeing. We could all use a little more self-compassion. The concept of self-compassion has three important elements: Mindfulness - being aware of your thoughts and feelings without judging them or dwelling on them Common humanity - a recognition that no one is perfect and that we all make mistakes Self-kindness - caring for yourself the way you would a friend or loved one in a similar situation Why is self-compassion good for your mental wellbeing? Research shows that people who exercise higher levels of self-compassion tend to be more resilient than those who don't. They have less of a physical response to stressful situations and spend less time dwelling on them after the fact. This is partly because self-compassion involves actively recognising your strengths and achievements, which boosts self-confidence and our belief in our ability to cope with difficult situations. But self-compassion also has an impact on our biology. Stress is your body's natural response to a perceived threat, sometimes called the 'fight or flight' response. A study by the Universities of Exeter and Oxford has found that exercising self-compassion helps to calm the heart rate and shut down this threat response. Participants in the study demonstrated a state of relaxation and security. They also reported feeling a stronger connection with other people. If you exercise self-compassion, you're also more likely to adopt healthy self-care behaviours such as getting plenty of exercise, eating well and establishing healthy sleep patterns. Put simply, you're more likely to make choices that boost your physical health, which is crucial for your mental wellbeing.  Self-compassion also encourages personal and professional development, which in turn improves our confidence and self-esteem. That's because it allows us to consider our strengths and skill set objectively without fear of criticism and judgement. We're then able to identify areas for improvement and make a change for the better. 5 ways to show yourself more compassion At its heart, self-compassion is about self-care or looking after yourself the way you would a friend. In fact, thinking about what you might say to a loved one in a similar situation is a good starting point. What advice would you give them? Here are a few ways you can start showing yourself a little more kindness and understanding: Practice mindfulness - learn how to notice and observe your thoughts without judging them. Mindfulness encourages you to be curious and self-aware, understanding that your thoughts and assumptions are just that. They're not facts. Reward yourself - celebrate your successes and achievements. Keep a list of your personal skills and strengths to review in moments of self-doubt Take a break - time away from your day-to-day routine and a change of scenery can help you keep things in perspective Strengthen your connections - kindness is contagious! By showing love and understanding to the people who are important to you, you're more likely to show yourself the same compassion Do things you enjoy - spending time on our passions, hobbies and interests is good for the soul. 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.

Aug 09, 2023
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Unlocking potential with inclusive leadership

In today’s rapidly changing world, organisations are embracing inclusive leadership. Karin Lanigan explores what it means, why it matters, and the essential traits of effective inclusive leaders As a result of recent seismic and lasting changes in the workplace, many organisations are now adopting an inclusive approach to leadership. What is inclusive leadership, and why does it matter? A complex and diverse world We are operating in an increasingly complex world that is constantly evolving. The pace and enormity of the changes taking place require a different approach to leadership: inclusive leadership. A new leadership style is required To be an effective leader now requires a move away from a traditional style of leadership to an inclusive leadership approach. This doesn’t mean that the conventional aspects of leadership are defunct. In fact, the core fundamentals of leadership still apply. However, moving to inclusive leadership involves a change from an autocratic, top-down, centralised leadership approach to a more decentralised, democratic, shared and participative process involving employees across all levels of the organisation. Traits of an inclusive leader An inclusive leader is aware of their own biases and proactively seeks out, encourages and considers different perspectives to facilitate better decision making and more effective collaboration. They strive to ensure that colleagues are treated equally, feel a sense of belonging and value, and work in a psychologically safe space where they can contribute and are supported to achieve their full potential. There is no doubt that inclusive leadership is now a critical capability. The core skills and competencies that are typically exhibited by inclusive leaders include: Self-awareness. Inclusive leaders have a strong awareness of their own biases and blind spots. Similarly, a high level of emotional intelligence enabling the effective management of emotions, their own and those of others, is fundamental.  Empathy. Being an inclusive leader requires having both the willingness and capacity to comprehend and acknowledge the emotions and viewpoints of others. Cultural intelligence. Inclusive leaders aim to establish a workplace that welcomes and values all cultures, allowing everyone to make meaningful contributions. This requires a sense of curiosity and a willingness to learn about different cultures and their traditions. Communication. Clear and effective communication supports an inclusive leadership style. Inclusive leaders look to understand and adapt their communication style to be understood by a diverse audience.  Collaboration. Inclusive leaders foster an environment that is psychologically safe, enabling every member to contribute their ideas and innovations to achieve better outcomes. Commitment and courage. Inclusive leaders are role models, challenge the status quo, and advocate for others.   Why does inclusive leadership matter? Much research has been conducted to assess the benefits of inclusive leadership. The results point to increased staff engagement, attraction and retention; improved workplace relations, communication and collaboration; enhanced transparency resulting in higher levels of trust; better decision-making and problem-solving arising from more varied insights and contributions; and increased innovation and creativity by bringing diverse skills and perspectives together. Ultimately, inclusive leaders significantly enhance employee engagement, performance and overall business results. There is no doubt that inclusive leadership is now a critical and unique capability and one that can support career progression and the achievement of personal and corporate potential.  Karin Lanigan is Head of Member Experience at Chartered Accountants Ireland

Aug 03, 2023
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Reclaiming your career and refocusing your priorities

Maria McHugh shares how she set boundaries, shed the notion that she “can do it all”, and that achieving a successful career while prioritising family is possible with the right mindset and support Growing up, I had a keen interest in business and enterprise. Because of this, I completed a BSc in Finance at University College Cork, and, after considering career options, I felt that becoming a Chartered Accountant was the best fit for me and a good start to my business career.  This, however, wasn’t without its challenges. Coming back after a break Like many women, I had to make a decision about having children and consider how my career would be impacted.  Between 2014 and 2021, my husband and I had three children, and during that time, we decided that I would be a full-time stay-at-home mum because of a lack of childcare availability.  This unplanned, seven-year break in my career had a much bigger impact on me mentally than I ever would have thought. I felt that I had lost my professional self. I didn’t realise how important that identity was to me.  I watched as my peers’ careers progressed and felt left behind.  After seven years at home, I started to consider what returning to work would look like; frankly, it was terrifying.  I suffered from post-natal depression after my second baby, and it left me with low confidence and self-belief. Thankfully, earlier in my career, I met Karin Lanigan in Member Services at Chartered Accountants Ireland, and I always remembered her openness and honesty.  Personal priorities While I wanted my career back on track, it was also important that I continue to be available for my children. I lost my mum at 13 years old, so it has always been especially important to me to be at home for my children. I had to consider what type of professional role I wanted and how to balance my work and home life.  I felt passionate about helping start-ups, sole traders and being involved in local enterprises. Having completed the Chartered Accountants Ireland Diploma in Tax in 2018, opening my accountancy and tax practice seemed the best fit for me and the family.  I was excited by the prospect, but I was also incredibly overwhelmed, daunted, and the self-doubt and fear were crippling.  I had three small children, was moving from Dublin back to my native Dungarvan, and was now opening my own practice. It seemed insurmountable. Karin guided me in breaking the tasks into manageable steps and helped me see that this was achievable. Professional Standards and Practice Consulting were also very supportive, and I was delighted that so much support was offered by Chartered Accountants Ireland.  While on my journey back into the workplace, I was really heartened by all the supports that were available through the Institute, and I hope these only grow and extend to more women.  In some ways, I think women put themselves under too much pressure with the social narrative that “we can do it all”. I think we are our own worst critics, and we can each have an expectation for ourselves that we should be doing everything, and when we don’t, we think we are failing.   This perception is false and needs to change. It is OK to choose to stay at home with young children, and that  decision should not feel detrimental to our career or be something we need to explain or justify.  For me, it is all about balance, and this is personal to every family. We are all just doing our best to have a career in whatever way possible to suit our family life.  Setting boundaries Since I started my business, I have always had the mindset that I am going at my own pace.  The aim of having my own practice was that I could balance both my career and my family life but I recognised early on that working in my practice full time was just not going to work for my family. As a result, I learned how to say no. I created boundaries around my work schedule, especially during school holidays, and I don’t apologise  for it.  I sometimes think that women feel they need to be singularly career-orientated and driven to succeed to be taken seriously or that admitting the kids come first is a weakness. I don’t agree at all.  At the start of the summer, I announced on social media that I was taking a step back from work for the school summer holidays. The support from peers and clients was fantastic. People told me that my being upfront about the summer break was refreshing and inspired other parents to do the same.  It’s like anything – if you don’t see it being done, you don’t realise you can do it. This doesn’t mean that I am not career-driven or don’t have aspirations for my own business. But this is a marathon, not a sprint, and I will do it in my own time. Building your tribe Networking is vital to sole practitioners for promoting themselves and, more importantly, building solid support. When I started my practice, I had no colleagues to bounce ideas off or to ask questions. I feel strongly that this kind of support is important for my personal development, so I reached out to a fellow mum in practice from my PwC days and asked how she would feel about coming together to set up a small group.  We now have a core group of four accountants (also mums) in practice. We support each other, answer technical questions and get opinions on issues we come across. This group has been vital to growing my confidence and has shown me that there are others also dealing with the same problems. In my experience, the most important qualities for women in business are self-belief and self-confidence.  I am a great champion of women and our abilities but I have struggled with self-confidence in the last few years. When left unchecked, this self-doubt can be very limiting.  I would love to see the topic of low self-confidence as ways to manage it spoken about more. My self-confidence has grown over time, but it is something I work on and still struggle with to this day.  The more it is discussed, the more women will realise, like me, that they are not alone in this mental battle.  I am also very lucky to be a member of the 2023 Chamber of the Year, Dungarvan and West Waterford Chamber. Through this membership I have found another group of like-minded women on their own business journey. We support each other, attend events together and help each other when we can.  Finding your tribe in business is so important and having that sense of community and support from different groups has had a positive impact on my own business and personal development. Maria McHugh is Founder Owner of McHugh Accounting and Consultancy

Aug 02, 2023
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From Boardroom to homeless hostel

William is a Chartered Accountant who had his own business, but due to circumstances beyond his control he lost his business, his home and suffered greatly as a result. Thanks to your donations, CA Support has helped William throughout these difficult times, and he has given his permission for us to share his story with you. As a Chartered Accountant, I worked with a professional firm until 1985 when the entire department in which I worked was made redundant. With a partner I started my own  business importing clothing and accessories from Hong Kong. It was very successful; the items were sold in exclusive outlets throughout the country. All went well until a supermarket chain sold identical items at a much lower price. My business partner left me with extensive business debts, so I had no choice but to sell my home. I was not aware CA Support until I rang to explain why I could not pay my annual subscription fee. It was a huge relief to discover that there was support available to me. I worked hard to get my qualification and wanted to keep my membership up to date. On the initial call I explained my circumstances and it was a relief to have a friendly non-judgmental voice on the phone. There was a lot of unemployment at the time due to a severe economic downturn. To help those affected, the Benevolent Society (CA Support) hired the ballroom in the Intercontinental Hotel in Ballsbridge and asked me to address the large audience of accountants. The Institute then set up a small department to assist and offer advice to those who were unemployed. I was very glad I was able to help. I don’t know how I would have managed in the years that followed without their support. I am a very independent person, so the lack of control over my life was extremely difficult to accept. I was unable to find employment, my age went against me and I was also told that I was over-qualified. I turned to writing and had some short stories and magazines published. But the money didn’t cover a fraction of my outgoings. Unfortunately, in the winter of 2013 I found myself homeless. I approached the DLR Housing Department and was initially promised accommodation but, the promise was not fulfilled. It was only with the help of a compassionate community officer and my rector that my situation was resolved. Thankfully, I now have a home again.  I don’t know if I will ever forget that fearful experience, of not knowing what was going to happen to me. I still struggle to find words to express how awful it was. With assistance from CA Support I was able to go in a new direction. I continued with my writing, gave a series of public talks on the effect of suicide on those left behind and I gave a talk on the emotional impact of homelessness on mental health at the request of The Irish Council of Churches. For this, I could draw on my own personal experience of having been homeless. I have no doubt that there are others who have stories to tell on how CA Support has helped their lives and continue to do so. Speaking for myself, I hope that those who can will continue to support this organisation. William Blackall Hear from others, like William, who have share their stories and received assistance from CA Support during times of crisis.  Video: Jane and Michael share their stories Video: Karen Rafferty speaks about the assistance and support she received when her daughter Niamh was diagnosed with a brain tumour.  Beneficiary Stories CA Support are supporting our members and their families always. If you would like to help or if you need help please contact us by email or on 01 637 7342 or 086 024 3294.

Aug 02, 2023
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Mastering email productivity

The constant flood of emails, coupled with the expectation of instant responses, can leave us feeling tethered to our inboxes, jeopardising our ability to focus on important tasks. Moira Dunne provides strategies to strike a balance between responsiveness and productivity Email is an essential business tool that can dominate our workdays. The volume of email seems higher than ever and there is an increasing expectation of instant response. We feel we need to be in touch all the time, which plays havoc with plans to get other work done resulting in more time being spent on other people’s priorities. And time is not the only issue when it comes to email. Email notifications on our screens are compelling and very difficult to ignore. High email volumes result in an interrupted work environment. Studies show that this impacts the quality of our work, our ability to make decisions and to think things through. Once distracted by an email alert, it can take up to 23 minutes to get the same level of focus back. So, how can we reduce this impact on our time and performance? Manage your response time We have become very responsive, often answering emails immediately, even when we don’t need to. To start to win back time, look for the opportunity to manage this better. First, think about your email statistics: How many emails do you get each day? How many interruptions is that? How important are those emails? Do they all require an instant response? Second, consider all your stakeholders. What is the agreed response time? What is their expectation when it comes to email responses? Once you have answered the questions about your emails and consider your stakeholder needs, you are able to go to all concerned parties (manager, colleagues, stakeholders) to discuss and agree on an acceptable response time that allows you to work productively but also manage other’s expectations. Spend less time on email To start to spend less time on email, there are two ways you can proceed: checking and processing. Checking email When checking your email, do a quick scan to check what emails have arrived and respond to anything urgent. You can do this as many times as you need to throughout the day. Processing email When processing emails, flag messages that require a response and then sort your inbox by the flag so that these emails stay at the top of your inbox until processed and unflagged. Because you have flagged the emails needing a reply, and they sit at the top of your inbox for your attention, you can schedule productive email processing/response time blocks in your diary. However, between those time blocks, you must mute or close out of email to give yourself time for other work, free of email alerts and distractions. You are still responsive to email but in a controlled way. Email time blocking is an increasingly common work practice that people are using to boost their productivity. Breaking the ‘always on’ habit It can be hard to step away from work when you need to. Start small by figuring out what checking frequency you need to stay in touch with your clients. Pick a day when your email volume is usually lower (perhaps on a Friday). Take a morning and try to alternate between checking and processing, using a time block. When you figure out which method works for you, build it into your schedule/email habits day by day until you have learned to manage your email productively. Moira Dunne is Founder of beproductive.ie Moira is providing a free monthly webinar series on the last day of each month. Her next webinar is on Friday, 25 August on how to reset after summer

Jul 28, 2023
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Planning for a happy retirement

Retirement is one of the biggest transitional periods than anyone can go through with almost every aspect of our life changing. Suddenly you are met with a massive shift in your pace of lifestyle. While many of us may embrace the change, retirement can be a time of great upheaval physically and emotionally.  With this in mind, it is important to plan and prepare for the change ahead as you embark on this transitional life stage.  A long and fulfilling retirement isn’t just about a pension plan, it also about planning for your lifestyle shift. Without a plan in place, the initial novelty of retirement can wear off pretty quickly, leaving you to struggle to adapt to your new way of life.  Routine & schedule Adjusting to retired life is not something that happens overnight, and it may take a while to adapt. So do try to remember that like any big change in life, it'll take time for you to become accustomed to what comes with retirement. When working we have an imposed schedule and structure but once the 9 to 5 comes to an end, it can be incredibly difficult to fill all the extra hours you now have at your disposal. Across all stages in life, structure and routine are key habits that lead to good wellbeing. It may be tempting to fill your days with laze and leisure which is novel and exciting at first, but feelings of boredom or restlessness can creep in especially if you have been used to a busy schedule. You may want to define some specific routines to maintain order, predictability, and structure. In the run up to your retirement, take some time to consider what your day, week or month will look like. Stay active Staying active through exercise will help keep you healthy both physically and mentally and prolong your life. But it is also important to keep your mind active too. Ongoing learning can help keep you mentally sharp by getting you in the habit of staying mentally active. Having less structured days allows you to take up a new hobby or learn skills and feeds into the need for routine and schedule. Retirement is a great time to discover old and new passions that you felt you didn’t have the time for before.  Taking up a course or classes in your local college, learning to play an instrument, or another meaningful activity that you can enjoy and engage with can keep you mentally fit. The mantra ‘use it or lose it’ most definitely applies here! Connection As we transition from the workforce, our social circle can diminish due to our daily interactions reducing and unfortunately loneliness becomes more common as we get older. Loneliness has a detrimental impact on our health and wellbeing and may significantly increase the chances of poor health. Research found that older adults with a good social life tend to live longer than those who are more isolated and happier retirees were found to have more social interactions. So, whether you are married or single, an introvert or an extrovert, maintaining strong social connections is critical. It is important to keep in contact with friends and connect with your work circle as much as possible. Certain activities can also present opportunities for you to meet new friends or other retirees with similar interests. Taking a new class, joining a book club, participating in your local community centre, or joining an exercise group are just some of the many ways you can stay connected. There is also a wealth of benefits from spending time with grandchildren, it helps you to keep active, improves cognitive skills and can lower the risk of depression. Purpose For many, our sense of purpose can be wrap in what we do for living and measure our success only through our professional lives. Once we leave the workplace, there may be a need to find meaning to fill that void and reinvent your purpose in life. Outside of your profession, try and identify what gives your life meaning and purpose and makes you happy. Retirees have a unique insight and wisdom gained from a lifetime's worth of skills, expertise and competencies that could be of benefit elsewhere and this could mean using talents in service to others. Mentoring and volunteering are fulfilling paths for retirees. Retirees can gain meaningfulness and social and emotional benefits from mentoring and volunteering. But whatever you do in retirement it is important to see this time as an opportunity to live out the second half of your life purposefully.

Jul 27, 2023
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Risky business: managing employee well-being

 Employee well-being is vital for business success. Moira Grassick explores the biggest people risks, from stress to diversity, and outlines how you can strengthen your organisation’s resilience A business is only as successful as its employees. People are both the most important asset a business has and, on the other hand, a source of risk if they’re not properly managed. After a stressful number of years in which health and well-being were primary concerns for everyone, the workplace has changed irreversibly, and it’s up to business owners to adapt to ensure their people stay happy and, in turn, deliver business growth. Some business risks are outside the control of Irish employers. Global geopolitical tensions and interest rates continue to impact the cost of doing business, but it’s different when it comes to your people. Employee risks are within your control. Here are some risks your organisation can minimise, ensuring happier and more productive employees. Stress and burnout After a challenging number of years, your employees may be suffering from anxiety, stress or burnout symptoms. These psychosocial issues can have a direct impact on productivity and potentially on the reputation of your business. Employees are more focused than ever on work-life balance and well-being. Taking steps to help employees achieve their goals in these areas helps reduce errors, minimise staff turnover and avoid dips in productivity. Remote Health & Safety  A remote worker’s home workstation is an extension of the workplace, and employers need to consider their Health & Safety obligations in this regard. The main responsibility for Health & Safety at work rests with the employer regardless of whether an employee works remotely or onsite. A risk assessment of the employee’s home workspace should be carried out. Work-related injuries (both physical and psychosocial), whether they happen onsite or in a remote location, could lead to penalties, brand damage and a deterioration in employee relations. Recruitment and retention Although the labour market shows signs of turning back in favour of employers, it’s crucial for business owners to figure out what will help staff build long-term careers with them. High staff turnover is bad for business, so engaging with employees and responding to their feedback on what could help them build a long-term future with you will pay dividends. Workplace culture Serious misconduct like bullying and harassment or theft and fraud can derail a business. It’s vital to manage these risks through the effective operation of appropriate policies and procedures. Staff should be aware of the values they are expected to uphold. Likewise, if employers don’t deal with grievances in the correct manner, they risk demoralising staff who won’t want to work within an uncaring culture. Preventing grievances in the first place should be the aim, but failing to manage employee grievances properly will distract your management team from their main tasks, demotivate staff who think colleagues have not received fair treatment and ultimately hurt your business. Diversity, equity and inclusion As the Irish population continues to diversify, it’s important to develop an inclusive and diverse working environment. Failing to address this area will limit your access to the broadest possible talent pool and potentially have reputational consequences that hurt relationships with employees, customers and other stakeholders. Legal and compliance As well as the challenge of managing the transition away from pandemic-related work practices, employers also have a wide range of new employment laws to consider. The statutory sick pay scheme came into force in January and affects all employers. The transparent and predictable working conditions regulations impact probation periods, employment contracts and documentation. Most recently, employers will need to act upon various new work-life balance rights, including the right to request remote work. It’s a major challenge for employers and employment law practitioners to keep pace with the volume of recent employment regulations. The cost of ineffective management The costs associated with these risks are multiple. Management spends too much time firefighting, employees take their talents elsewhere, and the bottom line suffers. With the right approach, however, business owners can turn all these risks into strengths that will make their business more resilient to setbacks and more productive when trade is brisk. Moira Grassick is Chief Operating Officer at Peninsula Ireland

Jul 21, 2023
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Driving a culture of accountability for organisational success

In the modern business landscape, fostering a culture of accountability is paramount for organisational success and ethical behaviour. Yvonne Kelleher and Conor McCarthy discuss the crucial connection between culture and accountability Culture and accountability are not new concepts. However, for many organisations, driving a culture of accountability seems like an intangible feat, with many organisations leaping to enhance the operating model without recognising the need to manage the human factors. This can be a costly oversight, and without considering a unified approach and mindset to drive accountability, the desired benefit and return will not be realised. Executives must set a leading example in this time of increased public and regulatory scrutiny and change in Ireland and globally. They need to exhibit accountability and maintain trust with both stakeholders and employees. Culture and accountability are not static ideas, nor do they impact one industry. In fact, in Ireland, we have seen over the last 12 months a lack of accountability underpinned by poor behavioural drivers across a range of industries such as financial services, public bodies and broadcasting has resulted in computational damage and a loss of stakeholder and employee trust. Time is of the essence for organisations to conduct a stocktake, reassess their culture journey and address any gaps to promote and embed an effective and resilient culture to drive and enforce accountability. Organisations should look at this as not only a necessity but also an opportunity that will support their success in the long run.  Organisational accountability – what is it? Organisational accountability occurs when all employees behave in a way that promotes the successful and timely completion of their responsibilities. It involves the organisation being answerable for its actions, decisions and impact on stakeholders, including employees, customers, shareholders, communities and, of course, the environment. A poor culture of accountability can present itself in several ways. Lack of transparency There is often a lack of transparency in decision-making processes, communication and reporting. Information may also be withheld, buried, distorted or not shared openly with stakeholders.  Lack of clarity in roles and responsibilities When there is a lack of clarity regarding roles, responsibilities and expectations, it becomes challenging to establish accountability. Unclear lines of authority, ambiguous decision-making processes, and overlapping responsibilities can contribute to a culture where no one feels truly responsible or accountable for outcomes. Lack of leadership Leadership plays a crucial role in shaping the culture of an organisation. In a poor culture of accountability, leaders may fail to model and uphold the principles of accountability. Leaders evading responsibility or engaging in unethical behaviour without facing the consequences sets a negative example for others.  Lack of trust There may be an environment of distrust and scepticism. This can lead to a lack of collaboration, communication and willingness to report issues and mistakes.  Low consequences for misconduct In organisations with a poor culture of accountability, there may be a lack of appropriate consequences for unethical behaviour or poor performance. This can lead individuals to believe they can engage in misconduct without facing significant repercussions.  Fear of retaliation Conversely, a poor culture of accountability may foster an environment where individuals fear retaliation for speaking up, reporting wrongdoing or challenging the status quo. This fear can deter individuals from holding themselves or others accountable, leading to a lack of transparency and the perpetuation of negative behaviours. It is crucial, therefore, to get a balance between consequences and a fear of retaliation.  Low morale A lack of organisational accountability can diminish an employee’s sense of purpose. This results in a lack of motivation to do your job and impacts the quality of employees’ work.  The link between culture and accountability Today, an organisation’s success is no longer just about the bottom line; qualitative inputs like transparency, trust and employee performance, productivity, collaboration and engagement also determine success. Therefore, an organisation’s cultural norms, values and practices can significantly influence the expected, accepted and enforced accountability level to ensure sustainable change. 1. Trust and transparency   Culture affects the level of trust and transparency within an organisation. In cultures where trust is high, and transparency is valued, accountability tends to be emphasised more. Employees tend to hold themselves accountable for their actions as they believe in the importance of integrity and honesty.  2. Consequences and enforcement Cultural attitudes towards consequences and enforcement also play a role in accountability. In some cultures, the fear of reputation, trial by the media or social stigma may serve as a powerful deterrent leading individuals to be more accountable for their actions. In other cultures, legal frameworks and regulatory systems play a key role in enforcing accountability (like the new individual accountability regime currently being implemented by the Central Bank in regulated institutions within Ireland).  Cultural influences Cultural influences on accountability can vary significantly across different societies and organisations, particularly as the operating and workforce landscape evolves. While some cultures may prioritise individual accountability, others may emphasise collective responsibility more. Understanding and addressing these cultural dynamics, including behavioural drivers, are essential for promoting a sustainable culture of accountability and ethical behaviour. Yvonne Kelleher is Managing Director in Risk Consulting at KPMG Conor McCarthy is Partner, Head of People and Change at KPMG

Jul 21, 2023
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