Contrary to the misconceptions of awkward social encounters, networking is a fundamental and invaluable skill that everyone should cultivate, says Jean Evans Businesses, organisations and most people deem networking to be a soft skill, but it’s not. It’s a power skill. People think that networking is an awkward social moment or an icky sales conversation. They mistakenly think that networking is about schmoozing and being sleazy. That it’s about going to the odd event, handing out business cards and expecting something to happen. However, networking is one of the most fundamental, valuable and necessary skills you’ll ever develop. It makes you powerful. The foundation of success Networking is like the foundations you put down for a house. You cannot build a house without solid foundations. Similarly, you cannot build a successful business or stellar career without networking because no one is successful by themselves or achieves success without the support and help of others. Networking to win Networking enables you to become more self-aware and develop emotional intelligence, which will assist you in using your voice while helping you understand your personal brand and what you bring to the table in your organisation. You’ll grow a community and tribe of people who’ll support you and your career and who will be your sponsors and advocates while allowing you to become a problem solver and trouble shooter within your professional career. A personal journey How we connect with others is deeply intimate, so learning to network is highly personal and nuanced. There isn’t a right way or a wrong way for you to do it, but you have to learn how you want to do it. We all have different backgrounds that influence how we connect with others, whether it’s the environment in which we grew up, our education, our friends and family or our work. Confidence You might have noticed that I haven’t mentioned anything about more business or promotions. They are also wins when it comes to networking, but none of the tactical and technical stuff comes before you develop your confidence and self-awareness. Confidence is the name of the game. Understanding yourself and what you stand for allows you to make intelligent and conscious decisions about what aligns with your values, your priorities, and this allows you to make good choices and set appropriate boundaries. Jean Evans is a Networking Architect and founder at NetworkMe

Edel Walsh explains how to transform negative self-talk into empowering, positive prompts to help you on your path to qualification Do you find your internal self-talk is overly negative?  Now, ask yourself a question: would you speak to a friend or a family member so negatively?  The answer is nearly always no. If you wouldn’t speak to others so negatively, then why is it OK to talk to yourself like this?  It’s time we turn negative self-talk into positive prompts. Mindset Mindset is a powerful belief you have about yourself.  There are two types of mindsets: the fixed mindset and the growth mindset.  In a fixed mindset you believe you are good at something or you are bad at something. There is no in-between. You believe there is no room to grow or to get better at things.  In a growth mindset, on the other hand, you believe your skills and intelligence can be improved with intentional practice and effort.  Fixed mindset When we are studying, we sometimes feel the pull of the fixed mindset. We fall into thinking traps, and negative self-talk takes over.  For example, if you feel out of control about passing your exams, you might hear yourself say, “I never get anything right. I am never going to be able to pass these exams.”  When you believe you don’t have the confidence to ask for help with your studies, you might hear yourself say, “I am worried about what other people will think if I ask for help."  If you think you don’t have the competence or the intelligence to pass your exams, you might hear yourself say, “My colleagues are better than me”, “I am not good enough”, or “I fail more than I succeed." The human brain is a sophisticated organ. However, if you keep telling your brain you can’t do something, it has no option but to believe you. Our brains cannot distinguish between perception and reality.  Unfortunately, when you tell yourself you can’t do something, this often becomes a self-fulfilling prophecy.  Growth mindset and positive prompts The opposite is also true. The growth mindset starts in the brain. The key is to catch the negative thinking traps and re-frame these thoughts into positive thinking prompts.  Positive thinking prompts are positive messages or self-talk that help you stay motivated and inspired.  Positive prompts help you to take progressive action by seeing things from a different perspective. They also serve as positive reminders to motivate yourself. By changing how you think and re-framing your self-talk, you can move from a fixed mindset to a growth mindset.  Here are some positive prompts: “This topic is difficult for me, but I know when I study effectively, I will improve.” “Sometimes, the way I study does not give me the results I want. I can change my study strategy to get better results.” “Failure is not the end of the world. I can learn a lesson to improve in the future.” These positive prompts are about appreciating that challenges occur and are stepping-stones towards something better.  Mistakes are OK When we make mistakes in our studies, the volume of negative self-talk can get louder.  For example: “If I was any good, I wouldn’t keep making mistakes.” What we need to remember is that learning is messy and filled with mistakes and setbacks. Without mistakes, there would be no learning.  The important thing is what you learn from making the mistake.  Tone down the negative self-talk and re-frame it into a positive prompt, such as “Mistakes are valuable learning opportunities.”  Not knowing vs not knowing YET The word 'yet' is magical. This little three-letter word packs a big punch.  The use of 'yet' is particularly useful when encouraging learning. Let’s consider these two statements: I don’t understand double-entry bookkeeping; vs  I don’t understand double-entry bookkeeping yet! The difference in meaning between the two statements is significant.  The first statement suggests you have no understanding of double-entry book-keeping. While the  second statement says the same thing, the word “yet” implies that you will get there. You may not understand double-entry book-keeping at this moment, but you     will understand it at some point  soon.  A simple way to start changing to a growth mindset is by using the word 'yet'. Here are some more examples: I can’t do this…yet. I don’t know…yet. It doesn’t make sense…. yet. I am not good at this…yet. I don’t get this…yet. Catching negative thoughts and turning them into positive prompts takes time and effort but the results will have an overall positive impact on your mental and emotional well-being.  Edel Walsh is a student and exam coach. Her website is www.edelwalsh.ie

Our greatest teacher is the past, and former FAE students have much to say about the exams. Bryan Rankin, Head of Student Operations at Chartered Accountants Ireland, outlines their thoughts For FAE students, 15 and 17 August 2023 have been red letter days for some time, culminating in years of dedication and study.  After each main exam sitting, the student representative body CASSI issues a survey to candidates to garner their views on the exam and the education programme.  In 2022, the FAE CASSI Survey indicated that students found the following as the most beneficial resources in exam preparations – they could be equally as helpful for you in 2023. The FAE Exam Guide series Launched in 2021, the FAE Exam Guide series is an online resource carefully curated to help FAE students prepare for their examinations with ‘insider’-style views and tips from examiners.  The articles bring clarity to a range of FAE areas and contain valuable insights into the priorities and concerns of the examination teams.   At the time of writing, the 2023 Guide is expected to be published at the end of July. It is a must-read resource for all FAE exam candidates. You can find past issues online. Integrated case days By this time, FAE students will be aware of the series of integrated case days (ICDs) and have satisfied the requirement to engage with at least five of the seven available.  The considerable value of ICDs is that they help bring the four Core subjects together and integrate the knowledge and skills obtained from earlier studies and the work environment.  Attendance at five of seven live ICDs webinars is deemed mandatory and the bare minimum, but it’s a great idea to undertake all seven.    The feedback from past FAE students is that working through case days is perhaps the best way to prepare for the requirements of FAE Core.  All seven cases are available on the Learning Hub.  FAE Committee Report The FAE Committee Report (FAEC) from 2022 and earlier years can assist current FAE students in their exam preparation.  The reports explain how the papers are authored, marked and adjudicated while providing an overview of how 2022 students performed and examiner comments for each question.  The 2022 report provides key insights to current FAE candidates on what last year’s candidates did to pass the examination and, more importantly, highlights the areas where candidates continue to struggle, reiterating, where appropriate, advice from previous FAECs. FAECs are available in the exams section of the Chartered Accountants Ireland website; a student login is required.  FAE mocks Through the mock examinations, students can test their current knowledge, replicate their exam setting, gain vital first-hand experience and ensure their technology is working all before the FAE main exams start.  Students can avail themselves of a brand-new paper that’s closely aligned with the layout of the actual paper.  Past FAE students have underlined the importance of the mocks in preparing them for the real thing.  The FAE mock examinations for Core and Electives may be sat from 1 July to the evening of 9 July, with solutions, marking schemes and videos of lecturers recording their solutions available on 10 July.  Exam prep webinars The coming weeks will also see some key webinars that are not to be missed.  Following the FAE mocks, a series of post-mock exam webinars will bring clarity and answer questions students might have from the mock papers.   Then come the exam prep webinars in the last week of July, which promise to provide further guidance and some final tips on exam preparation, time management and technique.   All webinar times are detailed in the FAE timetables, available on the Institute’s website.

You’ve finished up your exams and now have some time to relax. However, you want to make sure you don’t lose focus. Suvi Inkinen shares her tips on staying motivated while having a restful summer With the CAP1 and CAP2 exams completed for the summer, some students might feel a slump in their productivity or worry they will get out of their established study-work-life routine. Here are a few ways to stay active while getting a much-needed break. Upskilling The summer is the perfect time to upskill in ways that may be unrelated to work.  For most students, it is a slightly quieter period and thus is great for branching out into different work-related tools. For example, teaching yourself how to use various digital assets. This is a good way to keep the brain active during summer. Prioritise your health Students should learn to prioritise their health to maintain an excellent work-life balance.  Working or studying late some evenings is a must, but students should always ensure that they’re getting enough exercise and rest.  A simple way to ensure a good work-life balance is to take your lunch break and have it blocked off on your calendar every day. If I’m working from home, I love to head out on a walk during lunchtime.  Another fantastic way to ensure there is balance in your busy life as a Chartered Accountancy student is to get actively involved in related societies, such as CASSI (or regional societies for Dublin, Cork, Ulster, Galway, Mid-West, Midlands and Limerick) for students or Young Professionals (YPs) once you qualify.  CASSI & YPs provide academic content through webinars, CPD events, exam top-tips and career evenings throughout the year, along with social activities such as BBQs, quizzes, cruises and weekends away with fellow Chartered Accountants. Prep for the next term? I recommend taking a break from studying over the summer period and starting fresh once the term begins.  The Institute’s exams are much more challenging than any college exam (in my opinion), and your brain deserves a break before starting again in September.  I always find myself motivated to begin studying again after taking time off and relaxing. You’ll have plenty of time to study before the next set of exams! CASSI CASSI is there for students, and you can contact us through any of our socials, which include: Email Address: cassinetwork@gmail.com Instagram: @cai_student_society LinkedIn: Chartered Accountants Students Society Ireland Our CASSI Education Officer prepares an exam survey sent to students via the Institute’s student affairs team after each exam. I recommend that students complete this survey as the results are brought to the Institute for review when assessing the marking scheme. This contributes to how exams are run in the future, ensuring your needs are being met. Suvi Inkinen is a Risk Assurance Associate at PwC Ireland 

Is the thought of having to revise for your next exam or a resit getting you down?  It may be because you’re yet to get into revision mode or it could be that you’ve always struggled when it comes to revising. Whatever your situation, there are plenty of practical methods you can follow to make your revision more manageable.  One of the best places to start is with your mindset. Because if you don’t feel motivated to revise because you see it as a negative thing, it won’t encourage you to get stuck into it.  Ideally, you need to approach your revision with a positive mindset. At the end of the day, it’s something you’ve got to do and will benefit your career, so why not reframe your thinking?   Dos and don’ts for feeling more positive about revision:  do focus on the present - don’t fall into the trap of worrying about the future and that you may not pass. Turn your attention to the here and now; the fact you need to revise for your exam and you’re doing all you can to pass it.  don't be secretive about your revision - tell people you are doing it. Saying it out loud reinforces your revision commitment. It also makes you more accountable for getting it done, especially if people ask you how you’re getting on with it.  do be calm - if you intend to get some revision done at the end of a hectic day, give yourself chance to detach from that experience and put yourself in a calm and more focused mindset. Starting your revision sessions with one minute of deep breathing will help put you in the right frame of mind.  don't dwell on failure - as easy as it can be to focus on past exam failures, don’t let them hold you back. Turn them into successes by focusing on what you did well. For example, how you calmed your nerves, how much sleep you got, how you planned out your revision. do reflect on past exams - how did you perform on the day? Which areas did you excel in and which topics do you need to really brush up on? Did you run out of time? All of these learnings are key for perfecting your future exam performance.  don't forget to back yourself - tell yourself you can sit the exam and you are going to do well. When you’re revising, say that you are looking forward to learning and praise yourself at the end of each session. Control your voice to be cheerleader not a critique. Exams are a stepping stone to your future success - what will they unlock for you?  do create a vision board - vision boards are a great tactic for motivating yourself to revise and picture what’s beyond it. They enable you to visualise what success looks like and what you will achieve as a result of taking this exam stepping stone. don't overlook your rewards - every time you do your revision, reward yourself. It’ll help you feel more positive about it overall too. For instance, you could treat yourself to a long, hot soak in the bath or your favourite chocolate bar. It doesn’t have to be anything too elaborate, but must be something you will look forward to enjoying once you’ve hit your revision milestone.  do put your blinkers on - it’s so easy to compare yourself to others. But it can be really counterproductive when it comes to making progress with your revision. You may have heard that your colleagues did all of their revision in the space of a weekend or that they’re already all prepped for the exam when you’re not. Try not to get distracted by their tactics and progress; try to just focus on you and your revision schedule because that’s what matters.  don’t neglect yourself - it can be easy to neglect yourself when you’ve got lots of studying to do. However, it’s important you don’t push yourself too hard, overlook your needs or skip the basics - such as, eating healthy, regular meals, getting plenty of sleep and exercising (which is one of the best stress relievers there is).   do plan and prepare - effective revision is based on having a dedicated plan in place. You may want to draw up a study timetable to help you stay on track - learn how by reading ‘Study smart: your plan to get the most out of revising.’ Alternatively, you may want to create weekly or daily schedules, where you can break up long hours of study into smaller, more manageable sessions. As the late, great Benjamin Franklin famously said: ‘If you fail to plan, you are planning to fail.’ Don’t let it happen to you.  don’t get in a revision rut - unfortunately, feeling motivated about revising isn’t something people can pass on to you. It has to come from within because you are in control of your brain and how you feel about revising. However, if you’ve managed to follow the advice above, we hope you’ll be feeling far more motivated about revising now!   Feeling positive about revision may initially seem like somewhat of an impossible challenge, but there’s no reason why you shouldn’t feel that way. There are plenty of things you can do to change your mindset from negative to positive and tackle your revision in a whole new light.  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.

Addressing underperformance requires a thoughtful approach that considers the underlying reasons behind it. Moira Grassick outlines ten essential steps to manage underperforming employees effectively Poor employee performance affects both the worker and your wider business. Underperforming employees can have a domino effect. When colleagues see one employee slacking, their own motivation can decrease. In some cases, an employee may be genuinely trying but is simply incapable of hitting their targets or meeting your business’s standards. Here are ten simple steps to deal with an underperforming employee fairly and effectively. Know what you want from the employee If an employee is underperforming, first be clear on what level of performance you want and consider if the relevant standards have been properly communicated to them. Confusion is unavoidable if either party isn’t aware of the required standards.  Begin with an informal approach When addressing a performance issue for the first time, approach it informally by conversing with the underperforming employee. This doesn’t mean the issue goes unaddressed; it simply means no formal disciplinary action will be taken at this stage. Approach this conversation with an open mind and empathise with the employee if their issue is personal.  Let the individual know that you have concerns The first practical step is to let the employee know that you have concerns regarding their performance. This should be done in a private conversation with them. This isn’t a formal hearing, so there’s no need to formally invite the employee with notice. Again, it’s best to approach this conversation in a personal, friendly manner.  Identify the problem Enquire as to the reason for the employee’s underperformance. This is necessary to establish what subsequent action you need to take. If they can perform better but simply choose not to, tell them that they must improve. If they can do the job (they’re trying hard but still can’t perform well), identify how you can help them. For example, the employee may need further training or supervision. If the reason is health related, it may be necessary to obtain an expert medical opinion. If they have a disability, reasonable accommodations to the workplace may need to be considered.  Refer to further consequences Although you’re dealing with the issue informally, let the employee know that you may need to begin a formal disciplinary procedure if they show no signs of improvement. Monitor performance Keep tabs on the employee’s subsequent performance. The level of monitoring required will need to be considered on a case-by-case basis. The employee is unlikely to appreciate overbearing scrutiny as they seek to improve, so handle this aspect sensitively. Revisit the issue If the employee’s performance doesn’t improve, or another dip follows a temporary improvement, revisit the issue. Speak to the employee again, pointing out that your previous discussion and/or any help provided doesn’t appear to have had an effect. Again, ascertain what the reasons are for the underperformance. Consider a formal procedure If insufficient improvement or explanation is provided, consider implementing a formal disciplinary or capability procedure with the employee. Formal disciplinary processes must follow the steps set out in your written policies. These processes must follow fair procedures and the principles of natural justice. Formally invite the employee to these hearings and inform them of their rights, like the right to be accompanied, the right to state their case and the right to appeal any decision that goes against them. Complete the process promptly Deal with the process efficiently ─ don’t allow the issue to drag on. Where you have prescribed timeframes in your procedures, stick to them. Be consistent Act in accordance with previous cases of a similar nature to ensure a consistent approach in terms of assistance provided or, if appropriate, sanctions issued. In addition to these tips, communicate clearly with any employee going through a disciplinary process and keep good written records of all the steps you have taken to address the issue. Moira Grassick is Chief Operating Officer of Peninsula Ireland

How do employers attract and retain Gen Z? Full-blown member David Boyd explains The oldest members of Gen Z are now 26, only a few years out of university, an experience shaped by an abrupt shift to online learning, disrupted exams and prohibited socialising. Then the introduction of remote work put individuals’ priorities into perspective. So what does this mean for Gen Z in the workforce? Great Place to Work identified that Gen Z are the largest generation, 32 percent of the global population. By the year 2030, the number of Gen Z employees is anticipated to triple. While they are educated, skilled, socially conscious and resilient, their full potential is as yet unknown. Having grown up with evolving technology, they are more adaptable to change and accepting of efficiencies at work. Additionally, Gen Z want to work for an organisation that sees them as an individual, not a number. As this generation loves learning and puts diversity and inclusion first, a company’s culture can be their first non-negotiable factor in applying for a job. Forget the generalisation that all of Gen Z are “quiet quitters” because what they really want is transparency, action on diversity, and social and environmental responsibility from an organisation that will support their career development. Generation X and Millennial employers should be mindful of Gen Z’s use of anonymous review websites and social media platforms to assess organisational culture. Therefore, organisations should consider if their digital platforms feature people from diverse backgrounds and show support for LGBTQ+ communities, and their online presence is authentic, showcasing their values. Gen Z are said to be the most selective generation, who will change jobs and employers for better opportunities and value alignment. They pay close attention to the types of interview questions asked, particularly if the interviewer is empathetic towards their happiness in the role and good cultural fit. Some people hold the misconception that what Gen Z want at work is a Google-style lounge area and activities but what they really want is holistic benefits, particularly flexibility. Gen Z have experienced working remotely and so are keen to optimise their time outside work to meet their commitments and achieve ambitions. They are unwilling to compromise their vision to fit into a culture that does not fulfil their expectation to live outside working hours. Of course, flexibility includes more than just flexible working hours; it means internal mobility through acquiring a new skill or role. It is unlikely that Gen Z will settle in one role for the duration of their career without the opportunity for growth and development. A study by LinkedIn found that 40 percent of Gen Z are willing to accept a pay cut for a role that offers better career development. A further 70 percent had experienced a career awakening, initiated by the pandemic. Symptoms included boredom, a craving for more work-life-balance and the desire for a job aligned with their passions. Organisations that strive to attract and retain Gen Z should commit to making a strong initial connection with employees, utilise technology for efficiencies, take action on social and environmental global issues, and provide support for employees’ personal and career development. David Boyd is a Graduate Consultant at Grant Thornton in Northern Ireland

Leaving work to go on holiday can be stressful. Moira Dunne outlines how to prepare effectively so you can really enjoy your break The week before we go on holiday is often the busiest of the year. We become super-productive as we crack through our ‘To Do’ list to clear tasks before we leave. The hard deadline of that final day provides a sharp focus. This helps us stay on track and avoid the usual distractions. I bet you don’t take an extended coffee break on the afternoon before your holiday! Here are three key tips to optimise your last week at work before your holiday. 1. Prioritise, prioritise, prioritise Most people I know have more work to do than they have time to do it. It is important to prioritise every week, but particularly the week before you finish up. Consider the work you have to do and decide: What is important (high priority) and what is nice to have (low priority)? What needs to be done this week, and what can be pushed out? What can be handed over to someone else? The looming deadline of a holiday helps us act more assertively. We can’t say yes to everything as we won’t be at the desk to complete it. So, we negotiate priorities and deadlines because we have no choice. 2. Capture everything In the final days before your holiday, you will be really on top of your workload. Capture everything now so that you get the benefit when you return. Update all your project plans and task lists. This frees your brain to help you switch off quickly. It also helps you get back up to speed when you return refreshed and relaxed from your holiday. 3. Plan the first week back Capitalise on that high-focus period before your break by planning your first days back in the office before you finish up. You may want to ease back into work with a low-key schedule or hit the ground running with some key meetings. Either way, planning ahead will help you switch off during your time off, so you can really rest and recharge. Moira Dunne is a Productivity Consultant and founder of beproductive.ie  

Jean Evans explores how the language women use at work can adversely affect their career prospects and how they can change it The way women use language can sometimes be perceived as undermining their confidence. It’s something women have been conditioned to do and it’s a part of how they communicate. No matter how expert, qualified or senior a woman is in the workplace, the consequences are the same. They are often unaware of the negative impact using self-defeating language can have on their career progression and professional life. Confidence and how women (and men) are perceived is often subliminal and imperceptible. Confident people get promotions, access to projects, support, financing and so much more. So, what happens when a woman is not confident at work? What happens when she undermines herself consistently without even realising it? What happens when her choice of words expresses a lack of self-belief or imposter complex? The result is that she may be turned down for a new job, passed over for a promotion, not given access to projects, or financial support ... the list goes on. Several factors can contribute to this perception: Hedging: Women tend to use more hedging language or qualifiers in their speech, such as “I think”, “maybe” or “sort of” to soften their statements or appear less assertive. This can create an impression of uncertainty or lack of confidence along with a need for validation from others. Apologising: Women often apologise more frequently than men, even when it may not be necessary. Apologising unnecessarily can give the impression that a woman lacks confidence in her opinions or actions. Politeness: Women are often socialised to be more polite and accommodating in their speech. While politeness is generally valued, it can sometimes be perceived as a lack of assertiveness or confidence. Upward inflection: Women sometimes use upward inflection, or ‘uptalk’, at the end of their sentences, making statements sound like questions. This can make them seem as if they are doubting themselves and seeking outward validation. Minimising achievements: Women often downplay their accomplishments or use self-deprecating humour to avoid appearing boastful. While this may be a way to navigate social norms, it can also inadvertently undermine their perceived confidence in their achievements. Minimising the intrusion: This often shows up as “I’m just ...” The word ‘just’ is heavily tied to point 2 in this list – apologising for intruding on someone by email, phone, etc. It’s important to note that these linguistic behaviours are not inherently indicative of a lack of confidence. No matter how expert she may be in her field, any woman may still fall into these linguistics patterns. They can be influenced by societal expectations and unconscious bias. But the fact is that every time this undermining language is used, women lose out. What’s the antidote? Firstly, it’s about women becoming aware of how they speak and write. My advice is that, if you can engage a coach or have a trusted bestie, mention this to them and ask them to highlight any linguistic tendencies that may not be serving you. After a few goes, you will become aware of when you’re doing it and then you can start redefining your speaking habits to back up just how confident and able you actually are. I had a coaching client recently who used the word ‘just’ a lot. I asked her to reread her emails before sending them and to catch herself whenever this word popped up. She texted me back the very next day to say her confidence had shot up exponentially because of this seemingly minor change. She hadn’t even noticed until then how she had been apologising for almost everything! And that was her first step towards a really positive change. Jean Evans is Networking Architect at NetworkMe

As Pride celebrations kick off all over the world this month, Dee France, wellbeing lead at Thrive spoke to Accountancy Ireland on overcoming prejudice and fear and the importance of allyship in the workplace. Also featured are six members of BALANCE, the Institute’s LGBTQ+ Allies network group, who share their experiences and what employers can do to support true equality.  Dee France Thrive Wellbeing Hub Despite the great strides we have made in fostering more inclusive workplaces in recent years, many in the LGBTQ+ community continue to experience prejudice and fear, writes Dee France. One of the main realities we see among our younger members is that they find themselves forced back into the closet once they leave college and start working. When they do come out in the workplace, some have reported being subjected to unconscious bias characterised by microaggressions and subtle discriminations. Some report living in fear of being ridiculed or bullied while others report being sidelined from promotions or excluded from social events. Not feeling psychologically safe to express your authentic self in the workplace can create untold challenges for many in the LGBTQ+ community. Unsurprisingly, these challenges increase stress levels and anxiety, and impact greatly on self-esteem, productivity levels and engagement with working life. One of our recent Thrive Wellbeing cases who reached out for support, disclosed that they were “living a half-life” because they had to hide their true identity in the workplace. Allyship is the single most impactful active support both organisations and individuals can offer LGBTQ+ colleagues. Demonstrating and modelling inclusive behaviours from the top-down drives change and promotes increased tolerance. Visible leadership action around allyship can start with recognising Pride in the month of June. However, it is important to remember that allyship needs to be a day-to-day activity if you want to build trust among your employees. This will send a clear message to all that LGBTQ+ employees are seen, valued, and supported in the organisation all-year round. Or those in the LGBTQ+ community who are experiencing discriminations and difficulties at work, you are not alone. If you feel victimised, or discriminated against, you can share your experience with others. Reach out to your organisation’s HR team for guidance and support. If you are concerned about confidentiality, you can reach out to the Thrive Wellbeing Hub. Our expert team can offer listening support and can also refer you to a third-party counsellor if required. All our services are free and completely confidential.  Eimer Proctor Senior Manager When I first came out, Pride felt like a celebration and a safe space to be myself. Over the years, I’ve come to appreciate that this is not always possible, but I respect the path that has been forged by others to get us where we are today. During Pride 2023, I will remember those who lost their lives and stand in solidarity with my LGBTQ+ community around the world who still face persecution and continue to fight for their right to be who they are. It’s eight years since Ireland achieved marriage equality, and yet it was only in January 2020 that the law in Northern Ireland finally caught up. Given our current political situation in Northern Ireland, it’s unlikely that we will see any further advancements in LGBTQ+ rights and equality in the near future.  I find this very concerning given the rise in hate crimes, conversion therapy and anti-trans rhetoric in the media. It is up to everyone to help end discrimination for the LGBTQ+ community and promote equality.  There has been some great progress in recent years concerning diversity and inclusion in the workplace, but there is still work to be done to protect LGBTQ+ employees and at the heart of this is education.  Employers can introduce diversity and inclusion policies and practices, for example appoint diversity champions and work with employees to help them understand the appropriate language they should use in the workspace. Liaising with employees in the LGBTQ+ community and their allies is vital to understanding the obstacles the members of this community face every day. This, in turn, facilitates a greater understanding of how and why diversity and inclusion policies can directly impact business.  Those employees will, in time, become more comfortable to be themselves within their workplace, as they navigate the corporate world with the full support of their employer. Having these policies in place will also help to attract talented candidates, who will be carefully considering organisations with a strong commitment to diversity and inclusion.  Conor Hudson Finance Director It’s a general perception that Pride means ‘celebration’ and ‘party’. And, yes, this is a part of Pride – a platform to be yourself and express yourself, but still people are also joining Pride to ‘protest’ and it is important to remember that Pride started as a protest. Equality for LGBTQ+ colleagues in the workplace isn’t about sticking up a rainbow flag at the start of June.  Last year, in my organisation, a colleague and I launched an LGBTQ+ Employee Resource Group (ERG) with the intention of discussing Pride. While the initial reaction was positive, one response we received was, “We support LGBTQ+ rights; why do we still need to talk about Pride?” This remark justified why we needed an ERG – to increase visibility and offer a safe space to LGBTQ+ colleagues and colleagues with LGBTQ+ family. It is important for employees to feel part of an open and inclusive workplace from day one and allyship helps support this.  One of the actions we have taken to demonstrate visible allyship is to create MS Teams backgrounds and badges to highlight that this person identifies as an ally. We have found these a useful tool during recruitment and first introductions.  Allyship and open workplaces not only positively impact LGBTQ+ colleagues but can also support colleagues with LGBTQ+ friends and family.  Creating safe spaces for allies is equally important. They can’t be expected to know all the answers and they should be able to ask genuine questions without being judged. This culture not only creates open environments for LGBTQ+ colleagues, but also for other intersectional aspects of diversity. Hugo Slevin Head of Function Pride is a great day for us as an LGBTQ+ community, along with our allies, to come together and show unity, and strengthen through open visibility. It is always around this time of year that we start hearing the same question, “Why do we still have Pride?”, but I think it remains such an important day as shown by events over the past 12 months. First, we continue to witness attacks against our community members in ever-increasing numbers. Attacks across Europe are currently at a 10-year high and recent media coverage in Ireland has again brought this sharply into focus.  As a community, we should be able to feel safe in expressing and being who we are. Pride is very much our time to come together and have a platform to vocalise and display these concerns. We have also witnessed attempts to control the narrative on gay rights across the globe. Of significant concern has been what appears to be a regressing of rights in parts of the US, where this downward trend seems set to continue.  Even in Ireland, we have seen attacks on libraries and the cancelling of drag events in the last 12 months. Pride is the time of year during which our voices can be heard, and we stand against deliberate attempts to silence our community. Finally, Pride is fun! The streets of Dublin come alive – there is a real sense of occasion and happiness in the air. We get to walk the streets, dance and celebrate with our family, friends and co-workers. Jonathan Totterdell Major Programmes, Financial Services Pride in 2023 means a day of visibility and courage for both the progress we have made and the long path ahead for LGBTQ+ people around the world.  Recent events such as anti-LGBTQ+ Bills being passed in Florida and – closer to home, the rise of the far right and their anti-LGBTQ+ rhetoric – remind us that progress can be rolled back quickly, and it is imperative that those who live in relative safety can make some noise for those who can’t, without fear of repercussions. Over the past decade, I think we have seen some huge successes with gay marriage, a more open culture and a focus by corporates among Ireland to bring diversity, equity and inclusion (DE&I) to the C-suite. The financial services sector has been making really impressive strides. While there is a business case for DE&I, and many studies have shown that it leads to improved return on investment, I would like to see corporates in Ireland mature on this front, continue to grow their social consciousness, and see DE&I as a positive without the need to prove its financial return. Employers are expected to be ‘all in’ on DE&I in 2023, having the uncomfortable conversations that sometimes come with this topic, appointing champions and including DE&I as part of their leadership ethos. Inclusion is key on the DE&I agenda. You can have a diverse workforce, but without active inclusion, you will be missing a vital ingredient.  One thing I practice is to try to make sure everyone gets a chance to speak up at meetings and contribute ideas and viewpoints to decision-making. When people feel comfortable, they will be able to communicate their ideas more effectively.  Padraig Kilkenny Finance Manager For me, Pride is first and foremost a celebration. It is also an opportunity to reflect on the struggles for equality, not only in our own country, but for LGBTQ+ people across the world.  There is no doubt that Ireland has made considerable progress in terms of LGBTQ+ rights and fostering greater equality in recent years. Landmark victories such as the 2015 Marriage Equality Referendum and gender recognition legislation have increased visibility and acceptance across Irish society.  The Ireland of today reflects a society that embraces diversity and supports LGBTQ+ rights. This has never been more evident than at Chartered Accountants Ireland with initiatives such as the BALANCE network and, more generally, with its support for diversity and inclusivity initiatives. Personally, I am fortunate that I have never felt discriminated against in the workplace, but this is not to say that discrimination does not exist. What I have found helpful in my career is having LGBTQ+ representation at senior levels of the organisation and feeling that I have support from my colleagues and leadership.  I think this support can come in many forms from the highest levels where diversity and inclusion form part of the organisation’s strategy, values and by extension its culture, to more practical efforts, such as establishing and enforcing inclusive policies that protect LGBTQ+ employees from discrimination in areas like recruitment, promotion and benefits. Effective allyship is more than just having policies and strategies in place. It is about supporting and advocating for the rights, well-being and inclusion of LGBTQ+ employees.  Everyone should understand and challenge their own biases through education and listen to LGBTQ+ colleagues, valuing their experiences, and amplifying their voices and perspectives in discussions and decision-making processes.  Pride is a great marker in the calendar for employers to stop and reflect where they are on this journey to foster and support real equality across the board. Áine Crotty Audit and Outsourcing Manager As a leader of a team in my workplace, I believe in the power of people and the true potential that is inside each and every one of my colleagues regardless of their gender, age, sexual orientation, etc.  Therefore, being an ally to my LGBTQ+ colleagues is important to me because it supports them in reaching their full potential.  Non-LGBTQ+ professionals need to be aware of their actions and any potential bias they might have – without the awareness, there cannot be any action or change.  I would recommend attending events such as those organised by BALANCE so you can become aware of the issues your LGBTQ+ colleagues are facing.  There are also some fantastic resources and training out there about unconscious bias that will enable you to change the language you use or how you perceive and treat your colleagues.  After awareness comes accountability. As a non-LGBTQ+ professional, hold yourself accountable to making your work environment a more inclusive place for your colleagues. Make a commitment to yourself and others to change how you act with your LGBTQ+ colleagues for the better. Become an ally and be open and proud of that fact. Letting your colleagues know that you are an ally, and that you fully support them, can make them feel more comfortable in the workplace and allow them to speak more freely about any issues or discrimination they might be facing. It is widely known and accepted that culture comes from the tone at the top. Leaders, whether it be partners or senior executive management team members, need to bring DE&I to the forefront of their agenda. They need to live and breathe what they believe in and what they are trying to achieve for their employees. They need to lead by example and visibly demonstrate their belief in equality for all.

Revising for exams may not be the most favourite thing on your ‘to do’ list, but it’s crucial for helping make sure you get your qualifications under your belt.  You’ll no doubt remember from your school days that we all learn differently. Some people instantly grasp things or need to re-read information before it sinks in. While others are more visual or practical learners. Some are even fortunate enough to only have to read or be told about something once before grasping it right away.  Revision is a necessity for avoiding exam failure, but when you’ve got multiple things to factor in at the same, such as, work and a family, it can be difficult to find the time to do it. To help you overcome this common challenge, here are 8 best practice tips for maximising your productivity when revising.  Best practice tips for getting your revision done more efficiently  Start with reflection   Once an exam’s over and you’ve got your results, it’s natural for you to immediately want to forget about it, especially if you’ve passed. But before you put the exam and all of your learnings to the back of your brain, take the time to reflect on your performance. If you have more exams to take, analysing your previous exams can help shape how well you do going forward. For instance, you may want to ask yourself, ‘what aspects did I do well in? Where did I struggle? Did I have any information gaps? It’s an incredibly valuable exercise you can do in just a matter of minutes.  Plan your time As obvious as it may sound, good time planning is central to making sure you revise everything you want and need to revise for your exam.  Think about how much time you realistically have to dedicate to revising between now and your exam. Be strict with yourself too, schedule out actual chunks of time, not a few minutes here and there, and make sure you stick to them. Another obvious point - the sooner you start your revision, the more likely you are to complete it in time with minimal stress.  Recap on your revision Repeatedly recapping what you’ve learnt is essential when it comes revising. It not only applies to past exam performance, but it should also be built into all of your revision sessions.  At the end of each revision session, close your book or laptop, and then get a piece of paper and pen and draw out two columns. Use them to identify:   what you know.  what you’re not sure of/need to concentrate on.  Be realistic Cramming in too much revision within unrealistic timescales will only make you feel extremely stressed. It will also lead to you not completing all of your revision in time.  The key to productive revision is fully understanding the scale of the task ahead of you. While you’re following the pointers in tip number 2, also consider how many topics you have to learn and then break the information down into manageable sections. From that point, you should then be able to calculate how much you’ve got to revise against how many days/hours you’ve given yourself to do it.  Consider your environment  You may revise best when you’re in complete silence or you may find listening to calming music or tuning into Lo-Fi white noise, which can help support your state of flow, gets you in the revision zone.  When it comes to your revision surroundings, having a clutter-free space and a door you can close behind you to shut out wider noise and distractions, is really important too. You may find looking out of a window or at a wall helps you focus. Or you may revise better when sat at a desk or on a sofa. What’s happening around you can really influence your revision, so make sure you give it some thought.  Summarise your learnings A really effective way of getting something to sink in is by saying it out loud and then writing it down. Summarise the information into half a page of writing, then keep going over it. Once you think you’ve retained it, reduce it down even further by writing in on something smaller, such as a flash card. Once you’ve nailed the flash card, then condense your learnings down to sticky notes and dot them around your house or revision space for useful revision prompts.  Test yourself The entire revision process involves testing yourself; your memory in particular. When you’re at the stage where you’ve revised all of your topics and have streamlined them down into smaller prompts that you can easily recall, that’s the time to start testing yourself. When you’re doing this, don’t look at your books or notes (as much as you’d like to). While it may be frustrating to still not remember certain things, testing yourself will immediately show you what you know and what you need to spend more time learning.  Practice to perfection When you’re at the stage where you feel your revision is complete, make sure you can apply your knowledge to what you’re inevitable going to be asked.  You can easily do this by completing past papers and answering practice questions. While you won’t be asked these questions in your exam, you’ll no doubt have to focus on the same or similar topics. And if you’ve identified what those topics are, then you should hopefully be able to confidently answer your new exam questions.  There is no one-size-fits-all approach to revising, but there are plenty of tactics you can follow, like those listed above, to help perfect how well you do on exam day.   Thrive has a wealth of resources available to students, for more on exam preparation check out out recent webinar 'Exam preparation and your wellbeing'  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.

We all experience anxiety at times, after all, it is a normal and natural response to stressful and dangerous situations. It is our body’s way of keeping us safe and has been critical to our survival as a species. It can focus our attention, helps us react, and even improve our performance in certain situations. Anxiety is described as uncomfortable feelings of nervousness, worry, uneasiness and tension. A healthy amount of anxiety is perfectly ok and expected but what happens when it builds up and becomes difficult to manage? Signs of Anxiety Anxiety is a common state, it is estimated that one in nine people will experience anxiety in their lifetime. Anxiety affects people in different ways, but it has physical, emotional, and behavioural effects and signs. Signs of anxiety include: Being on edge, restless or irritable, feeling a sense of dread Difficulty concentrating or making decisions Repeatedly checking things or seeking assurance from others Avoiding situations or putting off doing things Change in eating habits – increased or decreased appetite, craving junk food Dizziness or trembling Sweating Racing heart Shortness of breath Physical aches or pain – headaches, stomach problems and nausea, diarrhoea, muscle tension or pain, jaw clenching Sleep problems – disturbed sleep, tiredness, nightmare, teeth-grinding Pins and needles A dry mouth Types of Anxiety There are several kinds of anxiety that can affect individuals and have varying symptoms and triggers. Here are the most common types of anxiety: Generalised Anxiety Disorder is the most common type of anxiety where sufferers feel constantly and excessively anxious about a wide range of situations and issues. Social Anxiety is characterized by an intense feeling of anxiety and self-consciousness in everyday social situations. Severe forms can cause a person to experience symptoms almost anytime they are around other people. Panic Disorder is an anxiety which causes regular panic attacks with no particular triggers. It is bouts of intense fear that are often accompanied by physical symptoms such as chest pain, racing hear, shortness of breath, or dizziness. Obsessive Compulsive Disorder (OCD) is repeated unwelcome thoughts and/or a compulsion to carry out repetitive behaviours that can be difficult to ignore. Post-Traumatic Stress Disorder (PTSD) is an anxiety that is triggered by very stressful, frightening or distressing events. PTSD sufferers often relive these traumatic events through nightmares and flashbacks, and may experience feelings of isolation, irritability and guilt. Tips to help with anxiety The causes and kinds of anxiety are complex. Anxiety requires treatment such as psychotherapy in the form of talking therapy, cognitive behavioural therapy (CBT) and/or exposure and response prevention (ERP) or in the short-term, anti-anxiety medication. However, there are many things you can do to help you learn how to manage feelings of anxiety. Keep a mood diary- Check in with yourself on daily basis and take note of how you are feeling at different times, rating how anxious you are feeling on a scale of 1-10. List what you are feeling anxious about and if there are things you can do to ease those feelings. Make time- If you are feeling particularly anxious, set aside some ‘worry time’ to go through your worries. When that time is up, consciously focus your thoughts on other things. Challenge unhelpful thoughts- Our thought patterns can exacerbate our feelings of anxiety and lead to negative and unhelpful thoughts. Challenge these thoughts and do not accept them as fact. Ask yourself: Is there evidence that confirms your thoughts Is there another way to look at it If you were to think positively about the situation, how would you view it Talk about your feelings - Telling someone about how you are feeling can help make things clearer for you. Relaxation techniques – Breathing and mindfulness exercise help keep you in the present moment and help your mind and body take control of a situation. Lifestyle factors- Eating healthy, regular exercise and getting plenty of sleep can improve your mental and physical wellbeing and burn off anxious energy. If anxiety is affecting you or someone you love, the Thrive Wellbeing Hub is here to offer advice, information and support on anxiety and for those who need it, we can arrange professional counselling. You can contact the Thrive wellbeing team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294.

When someone asks you “How’s everything going?” is your default instinctive answer “Yeah… busy!” but then you might quickly realise that’s not the perfect answer so you qualify it better by saying “Oh but it’s good busy!”. Is this you? It’s true we’re busy these days as we have an infinite amount of choices to help us occupy our time. There’s no shortage of things to do, people to see or work to be done. But is there a cost to constantly having all our time filled up, even if it is “good busy”? Well it shouldn’t be any surprise to you when I say that there is. Being busy requires the constant activation of our fight-flight (stress) system, even when it is poised at low levels as we expend daily physical, mental, cognitive and emotional energy. Think of sitting stationary in your car with the engine steadily running all day, ready to kick into gear and drive off at a moments notice. But, leaving your engine running for too long can create some issues. Not only does it consume fuel and empty the tank, it also drains the battery, especially if you’ve also got the radio turned up, heat blowing and the lights on. Another serious problem is that the engine can overheat.  I hope you get my metaphor. Even while we sit still at our desks we are consuming fuel (what we’ve eaten) and gaining fatigue (draining our battery), but by being switched-on all the time we’re also stimulating a barely detectable level of low-grade inflammation throughout the entire body. Unlike a high stress event that flames like a bonfire for a few days or weeks, the chronic build-up of this low-grade inflammation from being constantly busy (i.e. work, home, family, friends, community) acts like lava in a volcano, bubbling its way slowly to the surface over several months and years and is now what is strongly linked to being a major cause of many of the serious non-infectious diseases associated with ageing. So how do we prevent the volcanic eruption that could be ahead of us when we get older? Apart from eating well, being more active (sitting less & moving more), spending more time in nature, sleeping routinely and lovingly attending to our most important relationships, we perhaps need to pay more attention to our diaries and our bodies to gain a better balance between stress & recovery (context: recovery during your wakeful hours). By doing this, you may learn how to detect stress better and become even more balanced & resilient! One of the best ways to do this is through silence & stillness. The key thing is that the practice is intentional and you (want to) commit time towards it. You can also learn how to body scan where you “check in” with yourself by noticing your breathing, heart rate and muscle tension. You could also listen to your gut instincts. Or you could follow a guided meditation or mindfulness practice through popular apps such as Headspace or Calm.  Ok, so this week’s challenge is all about deliberately slowing down. Aim to have 2 minutes of silence & stillness twice (x2) a day for the next 7 days. Schedule the time into your diary. If you can, see if you can extend that 2 minutes and maybe try 5 minutes instead, or give yourself a challenge and try a full 10 minutes. Thoughts will come and go and that’s absolutely normal and fine. Just let them, but take notice and be curious. Pay special attention to your feelings and the senses you discover throughout your body. Consider your busy schedule and what needs to be reduced. Enjoy switching the engine off for a few moments twice a day and enjoy the anti-inflammatory benefits of the “rest-digest” system, helping to keep that lava at bay. Article written by Health and Performance coach Dr. Jonny Bloomfield.  Jonny joined Thrive and the Young Professionals at a recent webinar on work/life balance, check out the How to Create a Better Work/Life Balance webinar on YouTube.  Jonny is a Health & Performance Coach specialising in stress, sleep, exercise & nutrition. He has a PhD in Sport Science and worked as the Sports Scientist for England Rugby, as a Physical Performance Consultant in the English Premier League and on Tour with Darren Clarke. Jonny is a qualified Executive Coach and provides Keynotes and Coaching for Organisations to help improve health, wellbeing and performance.

Each year in January we have Blue Monday.  Often referred to as the most depressing day of the year, researchers have cited the third Monday of January as a day when we are at our lowest, but it doesn’t have to be this way.  Blue Monday was awarded the gloomy title due to a combination of reasons. Christmas and New Year joy has evaporated, resolutions and motivation begin to crack and wane, finances can be stretched and we find ourselves in the thick of winter.  However, it is important not to allow the concept to become a self-fulfilling prophecy. The day can present an opportunity to check in with yourself, practise some self-care and a chance to look after your physical and mental health. Perhaps it is time to retrain our brain and change our outlook on the month itself- maybe January could be a time for gentleness, reflection and self-compassion rather than abstinence and self-criticism. January is a bleak month but a positive spin on the gloomy dark days of winter is to think of the days getting a little brighter with each one that passes and is another step closer to Spring and Summer. There is something reassuring about the subtle change in nature in anticipation of better weather that can lift our spirits and encourage us to look to the future. Or why not carve out some time for yourself this blue Monday and make plans to brighten up the day.  Enjoy a sunrise morning walk Have a slow, gentle morning or breakfast Spend quality time with family/kids  Explore, and appreciate, your local area and surrounds Get out in nature Plan an adventure or complete a task you have been avoiding Embrace online learning Tackle that big DIY project and much-avoided clear-out Develop a new gardening skills Learn to cook or bake something new Catch up with friends Activity/Health Now is a good time as we start new beginnings to think about your health. Being active and having a healthy heart has never been more important. A regular walk will make a big difference and there is plenty of workouts or classes online, no matter what your fitness level. Carve out time for you!  Self-care Managing our stress and anxiety levels is essential and many people use meditation or yoga. But everyone is different, and some find painting or gardening works. Explore some options and find what works for you.  Appreciation The New Year gives us time to reflect and consider our surroundings, our family, friends, and appreciate all that is good in our lives. It also gives us the opportunity to consider changing things which perhaps were not so good for us.   

The theme of Alcohol Awareness Week 2022 is change, something that most people find challenging, but change is ever present. We can all easily slip into patterns and routines, and drinking more than we should or using alcohol as a coping mechanism is one. However high levels of alcohol consumed regularly can undermine our physical and mental health. One of the biggest challenge is to force a change in our mindset and seek alternative tools.  If you are finding you are inclined to drink more heavily and frequently, then perhaps it is an opportunity to explore alternative coping strategies. Being mindful and observing a low-risk relationship with alcohol can make a big difference to your anxiety levels and mood. Below are some tips to get you started: Stick to the weekly low-risk alcohol guidelines If you can stick to these guidelines it will reduce alcohol related problems The recommended weekly low-risk alcohol guidelines are less than: 11 standard drinks for women 17 standard drinks for men Drinks should be spread out over the week –no more than 2 standard a day for men, or 1 standard a day for women. Have 2-3 alcohol-free days per week. For more on these guidelines and what is a standard drink check out the HSE site. The Ask About Alcohol  drinks calculator also provides fact-based non-judgmental information about how drinking affects health, wallet and weight. Be aware of your mental health & wellbeing An awareness of how you are feeling can help you identify behaviours and any self-destructing tendencies. Do you use alcohol to ward off or cope with a bad day, stress or low mood?  If so, it is important to look for alternative ways to deal with our mental health and wellbeing.  Connecting with others is essential as it gives us purpose and a sense of belonging. Get out and about, walking and being outside is so good for our mental health. Keep a routine that works Most of us not only like routine, but we need it, so find a routine that works for you and reap the benefits. Keeping structure to your day and evenings will really help you to stay focused. Find alcohol free alternative tools Explore new options and find something you enjoy and works for you. Reaching for that drink each evening can become a bad habit and one which could be hard to break. Reconnect with hobbies or interests you once had or learn a new skill and try some relaxation or mindfulness. Take a news break Turn off the endless newsfeed for a few hours. Anxiety, depression, and alcohol are linked, so give yourself a break and take sometime out from social media and all news feed. You will be amazed how quickly your mood can change once these distractions are removed.

Executive Coach, Facilitator and Founder of xPotential, Ewan Dunbar shares his experience of dealing with cancer and how his journey changed the trajectory of his life, career and mindset. 5,000 Steps!! That was my goal … if I could achieve that then I was sure that my system would kick back in, my wounds would start to heal properly, I would be able to cope without morphine and I would recover fully mentally.  24 hours earlier I had undergone significant surgery to remove stage three cancer and fit a temporary stoma bag for a year.  I had cried for the first time in over a decade when I looked down at my stoma wound, exhausted from the pain and a sleep deprived night in the “Zombie ward” (as I ‘affectionately’ named it). The Zombie Ward was intensive care where patients were typically on morphine and definitely not in control of their senses during the night (I only have admiration for the nursing staff).  I decided to take control of the situation… I declined any more ‘purple tablets’ (the morphine), forced myself out of bed and started putting one foot in front of the other to get walking.  I achieved the 5,000 steps within a couple of days much to the amusement (and possible annoyance) of the nursing staff as I marched up and down blocking the hospital corridor.  I achieved 10,000 steps after day five (not to be recommended) and was released from hospital in half the time I was originally told I had to stay for.  I had set a goal. I had a purpose. I had prepared through significant physical training in advance of my operation and apart from the ‘wobbly 24 hours’ mentioned above, I was determined to live up to the expectations that my friends, family and colleagues expected of me.  Throughout the year of my cancer treatment, the importance of having a really strong network was emphasised to me.  Everyone viewed me as being really positive but I was only positive because of them (they were the fuel to my fire in trying to cope with the challenges presented to me). How did I get there though? As everyone is all too aware, there are carcinogens throughout the world in which we live.  There is not any way to know definitively the cause of my disease however for me it was not coincidental that I was experiencing the most stressful period of my working career.  Whilst smiling on the outside and still being that positive person that everyone expected at work, I was going through so many challenges that I was not sleeping properly.  Despite a rigorous exercise regime, I was constantly exhausted from a lack of sleep and worrying about work issues.  It also does not surprise me that all the cancer sufferers that I befriended who are in their forties also developed cancer whilst going through a particularly stressful period in their lives. This is anecdotal and unfortunately people can just be extremely unfortunate, but this journey has led me to a large number of realisations which also prompted a career change.  I now coach and provide leadership talks to support business executives in navigating the challenges of business life. One of my regular questions to senior executives is “if you woke at 2am, what would you be thinking of” … unfortunately this transpires to be the reality for almost all of my clients, who are able to tell me exactly what they were thinking about.   In this ‘always on’ world, leaders need to check themselves (both physically and mentally) before they wreck themselves.  So please, if in doubt, get it checked out! (early detection is key to saving lives, possibly even yours!)  If you are struggling with business challenges then please reach out to someone for support. Written by Ewan Dunbar on behalf of Thrive. Ewan is an Executive Coach, Facilitator and Founder of xPotential. Ewan spoke at Thrive's Movember webinar, Movember Lessons: Surviving the Corporate World & Beyond, that focused on men’s health and their journey through the corporate environment. You can watch this webinar on-demand here. 

Dawn Leane examines the main barriers to success experienced by women and what organisations can do to break the career inhibitors down In workshops organised after the publication of the research study carried out by Fiona Dent and Viki Holton for their book Women in Business: Navigating Career Success, women were asked to identify factors they believed had hindered their progress. Their responses are broadly categorised as follows: Limiting beliefs; Family issues; Work colleagues; Personal style and skills; Lack of organisational support; Gender issues; Taking the wrong career path; and Politics and bureaucracy. The most frequently mentioned issues focus on self-doubt and limiting beliefs. As this is a nuanced subject, it is important to distinguish between limiting beliefs and confidence.  Limiting beliefs vs confidence Beliefs are assumed truths developed over time from our direct experiences and observations. They usually don’t exist as explicit propositions. We may barely be aware of them, but they influence what we think, say, and do.  When they manifest self-doubt, they become limiting beliefs. An example of a limiting belief may be ‘I can’t handle conflict’, which could lead to a lack of assertiveness or the tendency to give in to others. Limiting beliefs can have a significantly negative impact on our ability to achieve our full potential. Confidence, however, can be significantly influenced by workplace culture. Women are regularly told that they should be more confident, which is particularly unhelpful as it puts the responsibility firmly back on women, as opposed to examining the environment as a contributing factor. One way in which the office environment can impact confidence is ‘backlash avoidance mechanism’, whereby women feel uncomfortable self-promoting due to perceived social consequences. Feedback and career development In the workshop, 59 percent of participants believed that men and women are judged unequally, particularly when it comes to feedback and development in the workplace. This is supported by the Women in the Workplace study—a study of US women in the workplace conducted by LeanIn.Org and McKinsey & Company—which found that women report receiving feedback much less frequently than their male co-workers. In fact, women are more than 20 percent less likely than men to receive difficult feedback, which is essential to improving performance. One reason cited by managers is their fear of an emotional response, which is less of a concern when giving feedback to male employees. Further, the feedback that women receive is often vague and non-specific. In their Harvard Business Review article, ‘Research: Vague Feedback is Holding Women Back’, Shelly J. Correll and Caroline Simard advised that “women are systematically less likely to receive specific feedback tied to outcomes, both when they receive praise and when the feedback is developmental.” They also found that when women did receive feedback, it was largely focused on their style of communication. Family issues While it is widely accepted that family issues can be a barrier to success, most participants in Dent and Holton’s research recognised that decisions made in relation to family life require compromise—and that it was typically the woman in the relationship who compromised out of personal choice. Many women accepted this as an inevitable consequence of motherhood and feel obliged to take responsibility and be available for their children. Managing employee long-term success The overarching message from these pieces of research is that what happens early in a woman's career significantly impacts her long-term success. It is important that both the career accelerators and inhibitors discussed in this series are considered by organisations when developing talent management and career development programmes. You can read the first two articles in this series: Empowering women for better balance in the workplace Four success factors for women in the workplace Dawn Leane is Founder of Leane Leaders and Leane Empower. 

What is stress, and is it bad for you? The dictionary definition of stress is “a state of mental or emotional strain or tension resulting from adverse or demanding circumstances”. In a medical or biological context, stress is viewed as a physical, mental, or emotional factor that causes bodily or mental tension. Stresses can be external (arising from environmental, psychological or social situations) or internal (stemming from an illness or a medical procedure). Stress can initiate the ‘fight or flight’ response, a complex reaction of neurologic and endocrinologic systems. And so we start to see the see-saw relationship we have with stress. It is needed to charge our body and mind, so we can best prepare to deal with challenging situations. It also releases adrenaline to make us the strongest and most productive we can be – this is our friend. However, it is when this delicate balance is tipped that it becomes our foe. The two sides of stress For me, good stress is the feeling before an Ironman – I am nervous, tense, anxious (and indeed, often questioning why I am here!) However, I know that this feeling means my body is preparing for pressure and that the adrenaline being released will fuel my muscles. It is the feeling before a presentation in work or a tough meeting – to some extent, it is a comfort as I know that this will ensure my reactions are charged and I will deal with unanticipated questions. However, stress becomes a problem when it significantly affects our emotional well-being and our ability to function at home, work or in our relationships. For a professional accountant, this pressure can sometimes arise from our work environment and as a member of the community of accountants, we should all be aware of the warning signs in others. Critically, the pressure often begins at the start of our career when we are juggling study, lectures, learning the tools of our trade with clients and dealing with our peers. However, throughout our careers, the lifecycle of an accountant exposes us to different pressures at different times.  It is okay not to be okay While we have come a long way in our ability to talk about our mental health, our profession appears slow to fully embrace the acknowledgement that it is okay not to be okay. From my interaction with students in the profession and my peers, who are often employers, we are still not 100% comfortable, or indeed perhaps don’t fully understand the impact stress can have on a person. Also, not all places of work have a safe environment in which individuals can talk openly. Yes, I am generalising here, but would you honestly feel 100% comfortable telling your employer that you were off on sick leave with mental health issues? If the answer is no, then as an employee or an employer we have an issue. And let us be honest, statistics demonstrate that we should see these sick certs as, on average, stress, anxiety and depression account for nearly half of all sick days taken in Ireland and the UK. Stark statistics Is stress, and the related side-effects when it becomes too much for us, more prevalent in accountants? Research by the Chartered Accountants Benevolent Association in the UK shows that more than eight out of 10 accountants suffer from stress-related problems. Over a quarter of accountants said they drink more than the recommended level and the study revealed that the suicide rate for female accountants is three times higher than the average for other occupations. Stark statistics. So, what can we do as a profession?  Well, we can ensure that our workplaces are open and transparent and that, most importantly, all staff can talk, voice their concerns and articulate when they are feeling stressed. We don’t need to go full throttle and bring in the massage chairs and yoga mats (even though this has been proven to help). However, we do need to ensure that as a community of accountants, we are there to assist each other and spot the warning signs. It is okay not to feel okay – and the more we say it and really believe it, the more we will help break the stigma of mental health and ensure that the profession is a compassionate one that supports its members and enables and empowers people to speak up. If any of the above strikes a chord with you, please note that CA SUPPORT is available to all members to help with matters of mental health. Sinead Donovan FCA is a Partner in Financial Accounting and Advisory Services at Grant Thornton.

Orla McGahan writes: 1. Join a network “If you want to go fast, go alone; if you want to go far, go together.” There are 1,730 Chartered firms in practice in Ireland. Of that, around 950 are sole practitioners; and yet, there are only 40 listed networks. Even with an average of ten members per network, there are a lot of people out there going it alone. Don’t isolate yourself. The benefits of being part of a network are copious: A case study group – for those times when a case needs to be talked out.  A forum to benchmark – to benchmark fees, charge out rates, overheads, staff salaries, and so on, can be invaluable. Consider joining a network outside your geographical or competitive area if necessary.  Knowledge sharing – share experiences on dealing with Revenue, CRO and other areas. For that moment when you are just having a blank, being able to run it by a trusted colleague. Referrals – often within a network various members specialise in varying fields, industries or disciplines. This can lead to additional work through referrals. CPD and training – organising training by network offers more flexibility to custom make the course, attendees, and location, while gaining cost reductions. 2. Don’t underestimate the value of your work I was lucky enough to be shown early in my practice life (by a client!) that the value of your work is not the time it took to put together the relevant documents and submit them to the appropriate authority. But rather, and more importantly, your fee should reflect the time, effort, knowledge and experience you have gained over the years which gives you the technical and practical knowhow. For a lot of practitioners, our work revolves around solving problems or doing work our clients do not have the time, knowledge, skill or experience to do. Make sure the price you put on your work adequately reflects value to both you and your client. 3. Stock control - record your time How often do we criticize clients for inadequate stock control and yet how many of us, particularly partners, do not record our time? We sell time. Fact. And yet quite often we have no control over it. There are many good CRM packages available to practitioners offering time recording systems with simple reporting facilities. Invest in one and use it. It will pay for itself, and then some. Find the discipline to record your time, every day. 4. Organise your time and stick to it! As the saying goes – “Failing to plan is planning to fail.” If I were to pick one thing that will make a difference, it’s time management. This is crucial to creating and maintaining an easy (easier) practice life. Plan, systemise where possible, and stay on top of The annual return and compliance review - do this when it comes in or as it falls due; Anti-money laundering compliance; Engagement letters; Practice housekeeping – A Chartered Accountant I know, who runs a very successful practice, has developed the habit of spending the first hour of his day, every day, without fail, to practice housekeeping. And his success is testament that it works; CPD and your CPD record; Staff mentoring records. 5. Embrace technology and update your software regularly Efficiencies leading to higher profitability and better cash-flow can be achieved with regular investment in software and technology. Incorporate this cost as an ongoing overhead. 6. Value your staff I’m sure this is not the first time you have been told this, but your staff are your most valuable asset. “We are only ever as good as the people around us”. Invest in your staff. The cost of losing an experienced staff member goes far beyond the financial cost. Added to that, a new staff member will take at least six months to become comfortable and familiar with the position. The cost of this should never be underestimated. Invest in training, talk to your staff openly and regularly (maybe over a nice lunch) about the things that make a difference to their enjoyment of the position, and it’s not always about salary. Particularly in the current environment, taking care of your staff should be a high priority. 7. Self-care In the words of Stephen Covey (The 7 habits of highly effective people) – “sharpen the saw”. Take care of yourself, your health, your mental health and your private life. As a practitioner, the pressure to develop, to stay up to date technically, meet deadlines, manage staff, and still live your life can sometimes be overwhelming, not to mention managing the expectations of clients. We carry a huge responsibility. So take time out regularly and routinely to take care of yourself. 8. Get involved in your Institute For some members “The Institute” may seem like an anonymous entity from which they can feel somewhat disconnected. But the Institute has many more facets than members realise and offers many valuable services. In addition to the staff, many member volunteers are lobbying and working away for the interests of its members. Volunteers are always required in many areas. The benefit of involvement and having an active role is that you can help shape and change the world in which you work, influence policy and changes in legislation, education, membership and many other areas. And as an added bonus, involvement gives you a sense of belonging to the Institute of which you are a member. 9. Agree fees upfront and in writing When you make this routine a habit, it is second only to time recording in revolutionising your practice, your fee recovery and your cash flow. It focuses your mind in identifying exactly what service is required, what the client is willing to pay for that service, and the timing of when you will get paid. It opens the doors for a discussion on what work the client wants done, and identify any work they are willing to do themselves. Make a list of the steps involved in the work and use this as a template to assist in the conversation. The benefit is that it saves a lot of stress and bad feeling when you think you’ve done a great job only to find that the client does not appreciate it and is unwilling to pay for it. Orla McGahan is the principal of McGahan and Co, and is a member of the Members in Practice Committee of Chartered Accountants Ireland.