October marks World Mental Health Month with World Mental Health Day taking place on Sunday October 10th. This year’s theme is Mental Health in an Unequal World which highlights how access to mental health services for those who need it remains unequal across the globe. At this time in the year, it can feel like we are entering a period of change and renewal with the return of the school year, seasons changing and this year people returning to the office after a lengthy period of working from home.  This is a chance to move towards the end of the year with a new sense of determination and success. Change is the one constant thing in our lives, we are surrounded by change - the weather changes several times in one day, but we adapt. However, some people embrace change and see opportunities to grow and learn and others dread it and find it very difficult to adapt. Changes which are outside our control and not expected are more difficult to accept e.g. dealing with unexpected illness, job loss, recession, or a major disaster. Some changes can be very positive and open opportunities to learn new things, develop new skills or qualities we didn’t know we had. As children we accept change easily, but as adults our brain and body block change and the chemistry of how our brain copes with change is very interesting. Here are some handy habit-forming tips that can help you adapt to change more effectively and minimise the feelings of anxiety that change can foster. Just remember that dealing with change is rarely instant, and that coping with or adapting to change can take time. See things differently Instead of dreading the changes in your life, try to see each as an opportunity to learn. If you can see change in a positive – rather than negative – light, it can boost your resilience and help you deal with it more positively too. This can be especially helpful at work, since having a negative attitude towards change could mean you'll be overlooked when new and interesting projects come along. These days work environments are changing at a faster pace than ever, so seeing change as something to grasp with both hands instead of something to fear and resist could bring many new opportunities. Meanwhile, instead of letting change creep up on you, try to be more proactive and look out for any changes that may be coming. Thinking ahead and planning can also make you feel that you have more control over what happens to you. Keep a record The next time you're faced with a major change, keeping a note of how you feel about it, as well as how you plan to deal with it, could be useful. Instead of burying your head in the sand and hoping everything will go back to normal, write about your feelings towards whatever is changing in your life. After you have recorded your feelings, decide what you want to achieve in respect to the change in question. Then write down your goals and how you plan to make them happen, including the skills you have that could help. Be really specific where your goals are concerned and think about how you can measure your success. Don't forget to set achievable goals and, where possible, set a clear timeframe for reaching them. Also try finding the benefits or opportunities that this change might bring and write them down too. If you have been affected by things such as bereavement, illness, redundancy or financial loss, this can obviously be difficult – but those who look hard enough can often find something to be positive about, no matter how small. Make a point of writing at least one benefit a day. Move on When change comes along that you can't control, don't let it get the better of you. Try to carry on with everything else in your life as normally as possible, as this itself can reinforce the ways in which your life isn't changing – which itself can be reassuring. Realise that there are some things you can do, and some things that you can't do, and instead of dwelling on any mistakes you may have made, put them behind you and move on. One way to keep your worries in perspective is to take a long-term view. For instance, how do you see the changes that are happening now affecting you in one, two or even six months? Remind yourself that change itself never lasts, and that things will become normal again at some point as the change becomes more familiar to you. Be a team player Helping others is a great way to gain experience and build resilience, so take every opportunity to make life easier for those around you who are experiencing changes. And when you find yourself affected by change, don't try to go it alone – know when to ask for help. Build a network of people who can support and guide you whenever you need them, and support and guide them when they need help too. For instance, if you are experiencing changes at work, talk to your colleagues and find out how they are coping. You could well find that you can help each other to manage any changes that are happening in the office more effectively. Look after yourself Change can be exhausting on an emotional – and often physical – level. So instead of battling through it, take time to recharge your batteries. This doesn't have to involve a complete break but could be something as simple as taking a walk in the fresh air to clear your head. Sometimes change can also mean less time to yourself – after having a promotion at work, for instance, when you may feel pressured into working longer hours. At times like these it's especially important to remember to eat healthily, to get some exercise and to relax as much as possible when you're not at work. Mental health issues are very prevalent in today’s society and research has found Ireland has one of the highest rates of mental health illness in Europe with 18.5% of the Irish population recorded as having a mental health illness. 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.

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.

According to a long-term study by experts at Harvard University, fame and fortune aren’t what keep us happy. Indeed, tens of thousands of pages of information generated by the study suggest that good relationships are crucial, not just for happiness but for our health too. The study also shows how damaging loneliness can be to your overall wellbeing. Those taking part in the study who were more isolated than they wanted to be were less happy, and their health declined earlier in mid life than those who had good social connections. Isolated people, the study suggests, also live shorter lives than those who aren’t lonely. This isn’t the first piece of research to confirm a link between social support and health. Some studies claim having good relationships could make you up to 50% more likely to live a long and healthy life, compared with someone who is isolated. Loneliness isn’t just something that affects older people. But many people find it more difficult to make and maintain new relationships in later life than when they were young. So here are some tips on how to meet new people and make friends in your 50s, 60s, 70s and beyond… Don’t be embarrassed There’s no shame in being lonely, and you’re certainly won’t be the only person who feels isolated. So don’t let embarrassment stop you from doing something about it. You may feel uncomfortable about meeting new people at first. But ask yourself this question: what’s the worst that could happen? If you’re not used to doing much socialising, reaching out to people you don’t know may feel like a risk. But take the plunge and it’s very likely that you’ll discover others feel exactly the same as you do. Meet your neighbours Years ago most people lived in communities where everyone would be on 1st name terms with everyone living around them. These days, you’re lucky if you know who your next-door neighbour is. But being part of a local community is a good way to meet people in your area and may help you feel less isolated. If you don’t know who lives next door, say ‘good day’ to your neighbour next time you see them. Give them a smile whenever you see them, and you’ll soon find an opportunity to start chatting. Once you start getting to know them, invite your neighbours around for a cup of tea on a regular basis. If you already know your next-door neighbours, try to get acquainted with others further down the street to widen your local social circle, and look out for local community groups you could join, such as residents’ associations. Share your interests There are also lots of other groups you could join that may allow you to pursue your hobbies and passions and connect with others at the same time. If you like reading, why not join a near-by book club or reading group? Or if you’re fond of the great outdoors, look for a Ramblers walking group in your local area (visit theramblers.ie). Another website that could help you find a group that shares your interests is meetup.com – just type in your location and choose the subject you’re interested in to find the nearest groups in your area. Meetup groups cater for all tastes and ages, so depending on where you live you’re almost certain to find one you could try. Walk a dog Anyone who has ever walked a dog regularly knows how easy it is to strike up conversations and acquaintances with other dog owners. There’s something about the shared interest of having a pet that makes it easy to talk to a complete stranger who you normally wouldn’t dream of approaching. If you don’t have a dog, you might want to think about offering to walk one for a friend or neighbour. Alternatively, you could consider volunteering as a dog walker at your local animal shelter or join Borrow My Doggy, a website that matches dog owners with local people who can take them for walks and look after them when their owners are away. Do good deeds If you have some spare time on your hands, you may want to think about doing some voluntary work. There are always lots of different organisations that need people to help out, such as local hospitals, schools, churches and a host of different charities. And not only will volunteering get you out and about and meeting people, it will help to boost your self esteem too. Ask for details of groups that need volunteers at your local library, or visit volunteer.ie to find volunteering opportunities in your area. Connect with old friends If you’ve lost touch with friends from the past, you may be amazed at how easy it can be to discover them on social media websites such as Facebook. People of all ages use Facebook to keep in touch with what friends and family members are up to. Social networking is increasingly used by the older generations. So think about giving it a try if you haven’t already done so. Pick up the phone If the idea of signing up to a social media network doesn’t appeal to you, there’s always the telephone. It’s a great tool for getting in touch with people you haven’t spoken to in a while. And who knows, you may make someone’s day by giving them a call. Article reproduced with the kind permission of CABA, the organisation providing lifelong support to ICAEW members, ACA students and their close family around the world.

Many parents feel mixed emotions when their child starts university. If your child is about to leave home for a new life as a student, you'll no doubt feel happy that they're embarking on an exciting new venture. At the same time, you may also be feeling a sense of sadness. These mixed feelings are common and you may be experiencing something called ‘empty nest syndrome'. What is empty nest syndrome? Empty nest syndrome is a term coined to describe the feelings of loneliness and sadness some parents experience when their children grow up and leave home. Some common emotions you may experience include: Feelings of sadness, loss or grief Feeling like you have a lack of purpose Having a sense of loneliness Being worried about your child's safety or ability to look after themselves Empty nest syndrome is more common than you may think. Many parents worry about their child and how they will cope with being away from home, while others are troubled by the idea their relationship with their partner might suffer now they're on their own again. Smoothing the transition If your child is starting student life soon, here are some of the things you can do to make the transition from being an empty nester to having a new zest for life as easy as possible: Talk to other empty nesters If your child is about to leave for university, you probably know other parents who are in the same boat. If you do, talking to them about your feelings can help you understand that you're not alone. Getting things off your chest and acknowledging how you feel can bring immediate relief too, especially if you can speak to someone who knows what you're going through. Reconnect as a couple Many parents struggle with empty nest syndrome because they feel they've lost touch with their partner over the years – and now all of a sudden it's just the 2 of them. If this happens to you, don't keep it to yourself, tell your partner how you feel. With all that extra privacy in the house you can start to rekindle your relationship and get to know one another again. Try doing things you used to do for fun before your family came along, such as having more evenings out or more weekends away. Or you could finally take that trip of a lifetime you've always dreamt of. It may feel strange when you start doing things for yourselves after decades of putting your children first, but having more quality time together should do wonders for your relationship. Take some time out Getting your child ready for university can be a busy time. Preparing them for an independent life means making sure they can cook for themselves, do their own laundry and lots more. So when the day finally comes, give yourself permission to take it easy for a week or two. Without any children to look after you can eat whatever you want, sleep in at the weekend and forget about washing and ironing. Indulge yourself – it could help you start to appreciate your new-found freedom. Delay any drastic changes Once your children have left home you may be tempted to make changes, such as moving house for instance. But while it may feel a big part of your life is coming to an end, take the time to fully adjust to your new situation before you make any major decisions. Get active Being more physically active is a great way to boost your mood as it helps your body release 'feel-good' hormones called endorphins. Try to take up active leisure pursuits that happen outdoors, as studies suggest there's a positive relationship between exposure to nature and positive mental health. If you can be moderately active for at least 150 minutes a week, you'll improve your physical health too. Try not to pester Even when you live apart you can still be close to your children. Today's technology means it's never been easier to stay in touch by phone, email, text and video chat. When your child first leaves they'll probably want to stay in touch regularly too. But it's important to give them space to adjust to their new life, so try to avoid smothering them by constantly monitoring their social media or calling them too often. While your initial outlook may be gloomy when your last child leaves, you'll soon start seeing the positives. You've done a great job raising your family, but now it's your time. 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.

Students across the country are patiently and anxiously anticipating the results of their respective exams, from FAE’s to Junior Cert.  But what if you don’t get the results you were expecting? Failing an exam or not getting the result you hoped for can send you into a spin, leave you questioning yourself and your abilities, and feeling a whole range of difficult emotions – disappointment, dejection and embarrassed. However, while it might feel catastrophic, failing an exam isn’t the end of the world. Such setbacks are an inevitable part of life, but it is how you learn to overcome these that will help you grow and bounce back. Perspective It is essential to absorb and accept the unforeseen turn of events but don’t dwell on it too much! Gaining perspective on the situation will help you cope and alter the emotions you are feeling in response to the setback. It is important not to berate yourself or place your worth in exam results, failure and setbacks do not define a person. Falling into destructive and negative thinking when it comes to your exams or repeat may affect your performance in the future. Identifying the positives in your life and what you like about yourself away from the setback can help you gain a new perspective on the situation. It might even help to write them down. And remember, everyone experiences failure at some stage in life and everyone reacts differently. In fact, experts believe setbacks are the foundation for success as it offers invaluable opportunities to grow and learn. So, digest the setback, get back on your feet and don’t be too hard on yourself. Don’t compare yourself to others In the age of social media, it can be difficult not to compare your life, career or path to those you see online. And seeing celebratory post in your timeline can make it even harder not to compare yourself to others. However, it doesn’t really matter how anyone else has done – you are your own competition and benchmark. Comparing yourself to your peers will only make you feel miserable and feed into that hurtful self-talk of not being good enough. Talk to someone close to you – family members, friends or colleagues will all have suffered their own setbacks and can offer different perspectives, advice, and life experience of their own. If you are then still struggling with the aftermath, you should consider talking to a professional. What next? After the initial shock and feelings have subsided, it is time to take stock and consider your options and next step. It is also important to reflect on the lead up and the exam itself analytically to determine if there were reasons behind the less than expected result. Did time management, wrong selection of questions or nerves hinder your performance? Was your study efficient enough?  Is there anything that might have produced a better result? What can you learn from the experience so that you perform better next time? Take some time with these questions and be honest with yourself as you answer them. They will help you prepare for your next step and provide you the opportunity to learn and grow. Setbacks are some of life’s biggest hurdles but also offer important life lessons, and always remember you can do better next time!

It can be difficult to remove stress from your day - but good nutrition can improve your body's response to stress.  When you are acutely stressed your breathing rate increases, sweating may occur, and muscles become tense - this is all very normal and part of the "fight and flight" response. The fight and flight response is acceptable in small amounts, but when stress becomes more chronic and part of everyday life the implications on our health are greater. Eating healthily When we are stressed it can be tempting to not eat as well as we could - eating out for convenience, eating more processed foods and drinking more alcohol. This pattern could mean less vitamins and minerals are available to the body when we need them the most. To help get back on track, try to make small changes to your diet - after all, they're often the more sustainable ones. Reduce your caffeine intake to a level you feel is minimum  Drink more water to improve hydration (urine should be pale yellow colour) Eat at least three balanced meals per day Recipes Why not check out these healthy recipes to help maintain energy and reduce the impact of stress on the body: Breakfast Lunch Dinner Foods that will help you to manage stress Often our nutrition resources are depleted when stressed, leading to greater anxiety, low energy, and reduced immunity. Here are some foods you should include in your diet to help manage stress.  Eat your beans to boost energy levels Stress can cause your energy levels to decrease which means that vitamins and minerals are required in greater amounts to metabolise proteins, carbohydrates, and fats for energy. Eating good vitamin B sources like meat, wholegrains, lentils and beans can help nourish the nervous system and improve how we respond to stress.  Eat citrus fruits for increased immunity Chronic stress can trigger oxidative stress, which requires increased amounts of antioxidants (e.g. vitamin C) to rebalance the effect of stress. Some studies also found vitamin C reduced anxiety levels in school children following 500mg day over 14 days, and another found vitamin C reduced anxiety following 1000mg vitamin C over six weeks. Chronic stress also negatively impacts immunity. Vitamin C at 200mg day can reduce the severity and duration of colds. Good sources of vitamin C include red pepper, broccoli and citrus fruits.  Find out more about the benefits of vitamin C.  Eat your greens to help keep calm Stress can lead to the loss of magnesium which is crucial for regulating our stress response as it helps to regulate cortisol and blood pressure. Magnesium also assists with the release of GABA which is a calming neurotransmitter. Magnesium food sources include: dark green leafy vegetables, nuts and seeds.  Written by: The Natural Alternative Health & Wellbeing Ltd 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.

Professional learning and development is key to career progression, but asking for financial support from your company can be difficult. Dearbhla Gallagher outlines how best to approach your employer when it comes to requesting support. Learning and development are critical in the workplace. As dramatic changes in technology have changed the way we work, employees can’t afford to rest on their laurels and ignore their professional development. Ongoing training is key to everyone’s professional progress. However, professional training can be expensive and not always within our budgets. It makes good sense to request financial support from your employer: many firms and companies generously support professional development if they can see the value of upskilling their workforce. Requesting training support demonstrates to your employer that you are committed to developing and growing in your role. But simply asking for financial support is not enough; your employer needs to see the potential for a clear return on investment. So, let’s take a look at a good approach to identifying and requesting support for your learning and development from your organisation. Do your research Start by doing your research. Do a self-assessment. Consider your skills deficiency in relation to not just your current role but the skills you need for the next promotion. Get feedback, ask your colleagues what training they undertook to progress in their own careers. Ask a mentor if they can help identify potential skills gaps that could prevent you from progressing. Be prepared to listen and take on board what your mentor is saying. Research training options and the costs. Can you commit? Do you have the time and energy for 3,000-word assignments after work and after the kids have gone to bed? Demonstrate the benefits The next step is to be able to demonstrate the benefits to your employer. They will want to see a strong case for increased productivity and performance. They will want to know if the training will improve the quality of your performance and output. Link your request for education funding to specific performance objectives. Think about the bigger picture – how will the investment in your training benefit the broader organisation? Is it possible, for example, that you can share what you have learned afterwards with a wider group of your colleagues by way of a presentation, thus avoiding the cost of sending multiple employees on the same course? Make a commitment Finally, investing in employee training is generally seen to increase employee loyalty and commitment to the organisation in the future. By and large, employers are very generous with training budgets, but they will want some level of comfort that you are not going to jump ship at the first offer with your newly acquired knowledge. You are more likely to get a positive response if there is a strong sense that you are committed to a future in the organisation. Dearbhla Gallagher is the HR & Learning and Development Manager at Baker Tilly.

What leadership lessons can we learn from the COVID-19 pandemic? Tom Armstrong outlines six key takeaways for business leaders. During WWII, Winston Churchill was credited with saying, “Never let a good crisis go to waste”. The recent COVID-19 pandemic is a crisis of a different type, but nonetheless, a crisis. So, what leadership lessons have managers learned during the pandemic? Informal processes are crucial For many, especially in large multinationals, on-boarding processes for new staff effectively broke down while working from home. Throughout the pandemic, management worked hard to ‘patch up’ this area by focusing on defining tasks and roles. However, informal processes are critically important for the on-boarding of new staff and cannot be replicated with the same level of impact in the virtual world. When one considers environment, culture, cohesion, mentoring and human connection, this concept becomes clear. Check your processes Taking stock of what processes work well and which do not is a constant in today’s rapidly changing world. However, this can sometimes be more aspirational than real, given the pressure of day-to-day operations. Working from home left leadership teams with no choice but to address this issue quickly. When we return to the new normal, or maybe even before we get there, it’s important to regularly check your processes to make sure they are still serving the business. Have more, not less (focused) meetings “Too many meetings” is a common complaint that predates the pandemic. While the number of meetings increased during the pandemic, the outcome was more contributions from participants and quicker resolution of challenges and issues. This could be because meetings were virtual and, therefore, didn’t have any distractions that one might have in an office, resulting in an increase in participation and productivity. The key is to conduct meetings that have focus. Plan and organise While having more meetings may have positive outcomes such as resolving issues speedily, the method behind this is well-structured meetings with goal clarity and clear accountability. Planning and organisation skills have improved considerably, for both leaders and employees, due to remote working. Set clear boundaries It’s not a surprise to hear people say that working from home during the pandemic has blurred the lines between home and work. For most, this is not a good development in terms of health and wellbeing. This issue impacts employees and leaders alike. Several managers learned the value of having clear boundaries between work and non-work. Start work, finish it and make sure a line exists for you and your team. Be agile and act decisively for all stakeholders The pandemic has ‘screamed’ loud and clear the need to be agile. Most organisations have adapted remarkably well, given the enormous challenges posed by the pandemic. One senior accountant I spoke with mentioned the importance of acting with agility in the interest of all stakeholders. Given the world’s environmental and social challenges, this emphasis on “all” stakeholders was refreshing and a timely side-effect. Tom Armstrong is the Accountant’s Executive Coach at Armstrong Executive Coaching.  

We all experience periods in life that contribute to increased stress levels and anxiousness. Be it exams, a work deadline looming, moments of uncertainty, crisis, or big life events.  However, it is how we cope through life’s ups and downs that is important. Maintaining good wellbeing is a crucial aspect of living that can help us endure and cope with periods of stress instead of floundering or struggling to cope effectively. And breathe… In moments of stress or anxiety our breathing patterns change.  You might notice your breath is shallow, out of sync or you might find yourself holding in your breath at times. This creates a vicious cycle as out of control breathing is caused by stress but also causes stress, prolonging the symptoms and making them worse. Whereas deep, controlled breathing has the opposite effect. A slow and steady inhalation and exhalation signals the parasympathetic nervous system to calm the body down. As our breathing is an automatic, unconscious, habitual function of the body, we might not even notice how we are breathing. Therefore, it is important to tune into your breath. There are countless breathing techniques which helps relax the body and mind, but the general aim is to shift from quick, shallow upper torso breathing to a slow, deep abdominal breath.  Take a minute to focus on your breathing and its pattern. Then place your hand on your stomach and strive to feel the abdomen expand and contract as you breathe in and out. Pay attention to how you feel after engaging in this breathing technique, you are sure to feel calmer. Food for thought We all know the tendency to comfort eat when feeling stressed or emotional and it can be tempting to seek out sugary, high calorie, high fat foods for instant gratification or out of sheer convenience. This response however only works in the very short term and again can aggravate our stress levels. Stress and anxiousness can create digestive and gut issues. Simple things like drinking more water to stay hydrated, reducing your caffeine intake and eating three balanced meals each day can help. Stress can leave your energy reserves depleted and low on essential vitamins and minerals.  Consume plenty of wholesome food that is rich in good nutrients.  Foods high in Vitamin C are understood to reduce anxiety levels, while green leafy vegetables and nuts are high in magnesium which can help to down-regulate our stress hormones. Rest and digest For our brain to function optimally it needs rest and this responsibility falls to the parasympathetic nervous system, also known as the rest and digest system. The parasympathetic nervous system slows our stress response by releasing hormones that relax the mind and body and is where digestion, detoxifying and healing occur. To activate the rest and digest system, there is no other option but to relax. For some that is mediation, practising yoga or indulging in some self-care.  Self-care has become a popular notion in recent years, but it is not all bubble baths and face masks. Forms of self-care can be spending time in nature, exercising, reading, journaling, colouring, tidying your surrounds or spending time with loved ones. Simply put, self-care practises are tools to help ease our response to stress and enhance our body and mind’s ability to rest, reflect and replenish. It is important to also take regular breaks throughout the day, a brief pause in momentum allows the brain space to think and process information and brings clarity that helps you feel in control and ultimately reduce stress. Get some ZZZs The power of sleep to regulate our stress levels should not be understated. Stress and anxiety can lead to sleeping problems and a lack of sleep can affect your general wellbeing – again another vicious cycle we can find ourselves in. When we are not getting enough sleep, it is more difficult to regulate our mood, emotions, and reactions.  It can affect our concentration, memory and even lead to poor decision making. It’s not always possible to get as much sleep as we would like, generally we should be aiming for at least 6 hours of sleep a night but ideally, we should aim for 7-8 hours.  To feel well rested, it is important we develop habits and routines that aid our ability to drift off. Create a healthy sleep routine by going to bed and getting up at the same time every day, avoid lie-ins and naps that can then disrupt our natural sleep cycle. Start your own personal wind-down by creating a night-time routine that you then begin to associate with sleep. It can be as simple as brushing your teeth and washing your face, developing a night-time skincare routine, reading a book, or stretching.   This is one of the harder habits to develop but try to limit your use of technology an hour before bed. Our devices keep us awake and stimulate the brain through the activity itself but also from the blue light emitted from the screen. Most phones these days have a blue light filter and can be scheduled to switch on at a certain time.

Succeeding in your career is important, but so is your physical and mental well-being. Four Chartered Accountants describe their relationship with fitness and how it has benefited their lives in and out of the office. Barry Doyle Investment Director, MASV.com Running I was never really a big sports person growing up – I played a bit of tennis but that was about it. I found myself living in Australia back in 2010 and it was there that I started to get into running. It’s hard not to when the culture there is so outdoor-focused. I signed up to do a 10km and things progressed from there. By the time I left Australia three years later, I was running at least three times a week – if not more – and had even completed a few half marathons. Now, exercise is a huge part of my routine and it has only been heightened since the beginning of the pandemic. I won’t start my working day unless I have been for a run, swim, cycle or even a ‘morning commute’ – a walk around the neighbourhood after breakfast. Working from home has significant benefits, especially from a work-life balance perspective, but it’s so important to have a delineation between work and home.  I tend to try and follow a plan and set myself goals at the end of that so I can stay motivated. If there’s nothing to aim for, you always risk skipping your exercise; and while skipping it once is usually fine, having nothing to motivate you means you’re more likely to skip more often – believe me, I’ve been there!   There is no question about it, absolutely it has benefited me physically and mentally. I’m in good shape – I’m no Usain Bolt, but my routine helps to keep me in good shape (which is needed as I have a serious sweet tooth!) And from a mental well-being perspective, you only need to ask my wife who, whenever I start complaining or giving out, asks: “Have you being running yet today, or do you need coffee?” Exercise is a vital escape for me. I think it’s important to find someone to support you. Running can feel like a daunting task starting out, so being able to talk to someone while out running (even while walking or cycling) helps get you through it. What’s more, it’s a healthy, social interaction that’s good for the mind and body. Aisling McCaffrey Associate Director of Financial Services Advisory, Grant Thornton Rugby I play quite a lot of team sports; at the moment my focus is on touch and tag rugby. I train with my club once a week for two hours, play two or three 40-minute games during the week, and I have a session with the Irish Women’s Touch Rugby development squad on Sundays for two hours. Beyond training, I’m a big fan of a sea swim or a long walk with some good music to relax.   I only really found a love for team sports when I started working and was invited to play a social tag match. Prior to that, I would have gone to the gym to stay fit but I sometimes found it hard to motivate myself and if things got busy (in work or life), the gym was the first thing to be dropped. Being part of a team is so much more beneficial for my wellness – the interaction with my teammates on a regular basis is priceless and it allows me to let go of any stresses in my life, even if it’s just for the two-hour session. Unlike the gym, other people rely on me to be at training or a game, so it has also been really helpful to set boundaries and carve time out of my busy work schedule.  In terms of apps, I have been using a Whoop strap for the last few months to monitor strain and recovery and I’m really enjoying it. It puts more of an emphasis on recovery than trackers I’ve used before, so it has encouraged me to pay more attention to my sleep, hydration etc.  My advice for others would be to get out there and try lots of different things to find what works for you. Try to build a routine, but don’t be hard on yourself if it doesn’t always go to plan – focus on the benefits for you so that you will be keen to prioritise the activity. John O’Callaghan Senior Partner, BDO Triathlon/Ironman I was late to the party for fitness, not starting until my early 30s when I was living in Australia and my wife signed me up for karate to get me out of the house. When I came back to Ireland in 2003 at the age of 40, I really let things slide up to 2014. I was going to a gym in town and noticed indoor triathlon training. I joined and was immediately hooked. I set up a triathlon team in BDO and we had over 20 people training weekly with a coach. We all competed in Tri Athy in 2014. From there it progressed – I joined Belpark Triathlon Club and graduated to full distance Ironman in Hamburg in 2017 and again in Barcelona in 2019. I have qualified for the Irish age group team for European Full Distance (Iron) in Roth, Germany this September. As part of training, I started running marathons and qualified for Boston, Chicago and New York, which I will race over the next 12 months. I’m a strong believer in physical well-being, as it lets you shed the stresses of everyday life. It’s not about the races or winning, but more about a way of life. The races serve to keep you honest – you can’t miss sessions and you have to have some dietary control (a struggle) – but it’s really all about the training, which takes up 90% of the time. Technology plays its part in sport as in all areas. It’s useful as a guide, but I’m not fixated on the numbers. A former coach always said you need to be able to “race by feel” as tech breaks. I have a Garmin 935 triathlon watch and use the Training Peaks app with my coach as well as Strava. I also use a bike computer and power metre pedals, which measure power output. As a 57-year-old, I am at my fittest. It’s never too late to start. Pick some activity and don’t worry about being any good at it – if you enjoy it, that’s enough. You will meet a community of like-minded folk whatever you try.  Anastasia Myachina  Commercial Partner Manager, Chartered Accountants Ireland Cycling   Fitness and sport have been part of my life since early childhood. I was a professional rhythmic gymnast growing up, which is a very popular sport in my native Russia, and it has really instilled the importance of fitness in me.  I moved on to practicing martial arts when I went to college and trained my way up to second degree black belt in kick-boxing before discovering Crossfit, which was my passion for a long while.  My current routine and sport of choice is cycling, supplemented by strength training. I got my first road bike three years ago and never looked back. I joined a cycling club and go out for club spins at weekends, usually doing between 80-100km. I also have an indoor smart trainer, which was a lifesaver during the lockdown as it allowed me to do virtual cycles and even take part in racing. On top of that, I’m also a huge fan of walking and hiking so you’ll find me regularly scaling mountains (now that we’re able to venture out). It has hugely benefited not just my physical health, but my mental well-being as well. It allows me to clear my head and brings an enormous wave of endorphins, helping to relieve any feelings of stress and anxiety, which have been aplenty – especially during the pandemic. Whether I get up for a cycle first thing in the morning, go for a lunchtime stroll in between meetings, or finish the day off with a hike, I always make sure I get out and move.  Strava is my app of choice for tracking all my fitness activities. I use a bike computer to record my cycles and my watch for walks and hikes, which automatically upload to the Strava platform.  If I was to give any advice to others, I would say get outside and move no matter what your choice of activity is. Choose an activity because it makes you feel happy, and not because it’s a current fad and might make you ‘look good’. That’s the only way you will stick with it, and that’s the only way to get all the benefits.

If you’re assertive, you’re difficult. If you’re empathetic, you’re not taken seriously. What can women in leadership roles do to overcome the double-bind? Dawn Leane explains. The issue of how women are perceived in the workplace is regularly oversimplified, and the best example of this over-simplification is the concept of the ‘double-bind’. It is a dilemma in communication in which an individual receives two or more conflicting messages. In the case of gender balance, it highlights how women who succeed are held to a different standard than their male counterparts. To succeed, women must display the traits commonly associated with effective leadership, such as assertiveness. However, when women behave assertively, they may suffer a whole other set of consequences that men typically don’t experience. Being empathetic, looking for the win-win, or simply having a pleasant demeanour can prevent women from being taken seriously, while being direct, assertive, or openly ambitious often means that they are labelled as being difficult. Regarding the double-bind, women are told to ‘man-up’, that it doesn’t matter if they are liked as long as they are respected. But the challenge of the double-bind is not that women need to be liked; rather, there is a significant, long-term impact associated with it. The double-bind can prevent women from receiving the crucial feedback they need to progress. According to research conducted by McKinsey & Co. and LeanIn.org, managers were more likely to cite concerns about seeming harsh or provoking an emotional response when delivering critical feedback to women, meaning women aren’t getting the same guidance needed in the workplace as men. The double-bind also means that women face bias when they are giving feedback. Research found that employees’ job satisfaction dropped more when female managers delivered critical feedback than when male managers did. Once again, this bias existed in both female and male employees, but the male employees surveyed viewed their female managers as less competent after receiving criticism from them. Simply put: women cannot win, and these contradictory expectations are just as likely to come from other women as men. Addressing the double-bind The double-bind is an insidious barrier that women must overcome before women can even begin to be assessed on the quality of their work. However, there are some ways women can address it: Ask open questions and point out inconsistencies in expectations. For example, if a colleague calls you ‘bossy’, ask ‘compared to whom?’ If your contribution is overlooked until a male colleague makes the same point, don’t let it go. Instead, highlight the fact that you’ve already raised the point and are glad that your colleague agrees. Ensure that the relevant people know who you are and know your work. Then, find a sponsor to advocate on your behalf who can help raise your profile and highlight your work. It’s important to get issues out in the open. Otherwise, they will always stay outside the awareness of those who aren’t impacted. Every conversation, every email and every meeting is an opportunity to begin restoring the balance. Dawn Leane is the founder of Leane Empower.

Hybrid working is here to stay, but how can companies get it right? Anne Phillipson says that planning, adapting and fostering a culture of trust is key to hybrid working success. Hybrid working is a hot topic for every business right now: how and when should we ease back to the office? How should we develop policies for making hybrid working a success? It’s a difficult task, given that there is no ‘correct’ answer; it’s a matter of making decisions that are right for your organisation and recognising that as circumstances change, the policies will also have to adapt. To help form your thinking and discussions, here are a few topics to consider. Define success criteria. What would make hybrid working a success for your business and your people? Describe the ‘ideal’, and that will provide an end-goal to work towards. You made remote working a success over the past 18 months; that happened without a lot of advance planning, but if we had all been given more time, we might have pre-empted some of the difficulties we encountered. Now is the time to facilitate an honest discussion, with the beauty of hindsight, about what worked well, what difficulties you encountered, and what practices you want to bring with you into this next evolution of hybrid working. For most organisations, success criteria include productivity, customer satisfaction, team development, professional development, and employee satisfaction and wellbeing. Think about the most important factors for your team, and then you will have a target to aim for and a way of evaluating whether expectations are being met. Agree principles. Rather than putting pressure on yourself to design perfect solutions and policies, why not agree on guiding principles first? These can provide the guardrails within which you may experiment over the coming months. Principles might be that ‘everyone works flexibly’, or ‘working patterns support the business, stakeholders, and employees’. A great principle is ‘we trust employees to work in support of company interests’. Within these guiding principles, the tactics might change but the principles don’t. This will allow teams to co-create their own working patterns and decisions within these overarching guidelines. Harmonise needs. Encourage all employees and managers to consider the needs of the individual employee, the team, and the client. All are important, and any solution should satisfy all three. For example, with fully remote working, we have found that the team’s needs may not be fully met, or the extra hours and endless Zoom meetings have not cared for the needs of individual employees where they have sacrificed their wellbeing for the sake of the team or customer. A Venn diagram may help identify the needs of each and where the overlaps are. At the centre is a hybrid model that can satisfy all needs. Consult and communicate. The key to making any change effective is to listen to the people doing the work, understand their perspectives, and communicate the rationale for decisions. You don’t want your employees to feel that the reason for returning to the office (even partial) is that you don’t trust them when they have demonstrated their trustworthiness over the past 18 months. Messages must explain ‘why’. Why is being together in the office, even occasionally, better for them, for their colleagues, or for their clients? People will respond positively if their views have been asked for, considered, and they have a degree of control over their working patterns to make hybrid work for everyone. Anne Phillipson is Director of People & Change Consulting at Grant Thornton.

As we emerge from the pandemic, our focus once again turns to saving our planet. One way to encourage sustainability in organisations is through wellbeing challenges. Anna O’Flanagan explains how. How is your team doing right now? The teams I have spoken with recently seem to be worried about everything, from their own health to the overall wellbeing of our planet. This is all very normal for the times we are in. Many teams have set up fitness or health and wellbeing challenges, and these have proved highly successful in bonding the team while also promoting physical and mental health. What if there was a way to develop this team wellness theme further while also benefiting the environment? A team sustainability challenge that combines these complementary goals could fortify your team and give them a sense of empowerment because they are taking control of their mind, body and environment. Goal of sustainability Sustainability aims to promote an environment where nature and humans can exist in harmony, as set out in the UN Sustainable Development Goals. This focuses not only on the environment but also on poverty, health, education and housing (and more). Therefore, leaders should take the opportunity to bring the team together (online or in offices as they begin to open) to brainstorm ways to incorporate sustainable practices (personal and environmental) into their everyday lives as part of a challenge. Here are some task ideas: Plan and encourage employees to attend sustainability events and courses; Cycle to work or to run your errands. It addresses a possible fitness goal while keeping one less car on the road; Make a bird feeder for an outdoor space; Learn how to compost; Plan your meals to reduce food waste; Use a reusable coffee cup; Plant a tree in your garden; or Volunteer in your community. Once you agree on your priorities as a team, you can then assign points to each activity, give it some timelines, and off you go. Incentives and prizes are always good motivators, so ensure that they are valued by your employees while also maintaining the organisation’s sustainability goals. This type of challenge will not only give the team a sense of working towards a common purpose, it can also release them from the feeling of powerlessness in the face of climate change and COVID-19 and create sustainable practices in their personal and professional lives. And, it will transport them from their (ever-decreasing) spaces to feel part of something bigger, more communal, and that affects change. Anna O’Flanagan is the Founder of Red Squirrel.

Its no secret that the recruitment market is seasonal and its self evident that the summer months can slow down interview processes and sometimes less abundance of job opportunities (although not seemingly at the moment !!) With this in mind you might decide to down-tools on your job search and take a more introspective approach during the summer and address some career planning objectives that you hardly ever get time for… Here are a few ideas that you might like to row in to your ‘Summer Reflection’ period that are still key to helping you find that ideal Career Pathway Complete a Career Audit - https://www.charteredaccountants.ie/CA-Support/I-need-help/Student-life/Career-planning/News-item/page/2 Do a personal SWOT analysis based on your annual trainee reviews. Examine whether your personal networking is up to speed perhaps decide to connect with 10 new LinkedIn connections each week for the summer working in a company or sector you are interested in. Enhance the ‘interests & hobbies’ section of your CV - why not get involved in a charity or volunteer for a board level role. Review the CPD and diplomas listings in the institute and perhaps learn a new skill or sharpen an existing one. Refurbish your CV and create a few flavours / versions. Browse LinkedIn profiles of ACA members who are several years ahead of you in their career path to see what routes and moves they have made. Select an industry or sector that deeply interests you and become expert in it over the summer eg sustainability/renewable energy, pharmaceutical, technology, health care. What things would improve your working life? Assess their attainability. This could be : a better work life balance, part time work, promotion, internal move, better commute etc.. Set some simple goals around these for yourself. Read : The 7 Habits of Highly Effective People or an equivalent self improvement publication - there are many available through the institute. https://www.charteredaccountants.ie/docs/default-source/Publishing/publishing-mini-catalogue-2019.pdf Do a Psychometric / Personality test / self-assessment test EG – https://www.psytech.com/Assessments/FifteenFactorQuestionnairePlus Set some goals outside of work eg - exercise or travel Improve your LinkedIn profile – Join Groups and comment – Raise your profile & brand. Come a better public speaker by joining toastmasters Join a ‘business networking group’ like Venture or BNG and attend their meetings each month If you are entrepreneurial why not in your spare time during the summer start a ‘side-hustle’ mini business around something you are passionate about. Become a leader in a local organization you like EG. Treasurer of a local GA or Golf Club. The recruitment drive always goes up a gear each September and the summer is never as long as you think it's going to be but perhaps it is worth considering taking a break from scanning the jobs market to focus in on a few of these suggestions in the sunny weeks ahead and as always your Chartered Accountants Ireland Careers team is available as an impartial sounding board whenever you need us on any of the above. Dave Riordan Career Coach & Recruiter Chartered Accountants Ireland Careers Team

In a hybrid world, it can be challenging to spot conflicts early. If leaders take certain steps, however, they can resolve existing conflicts efficiently while empowering colleagues to resolve disagreements in the future. Louisa Meehan explains. Have you noticed an increased unease with working virtually all the time? Even in the best of times – when we can sit in the same room, greet each other normally, and hear what is being said while observing the body language used – we are still imperfect communicators. Miscommunication is one of the primary root causes of conflict in the workplace. It occurs for various reasons, including different cultures, language, not listening, distractions, etc. If we can have communication issues even in the ‘best’ setting, it is no wonder that conflict can arise in a hybrid world, where we rely on technology to assist in our communications. When I work with clients through mediation, we always discuss perception. If you and I have an interaction, my perception is my reality. However, you could have a different perception of the same interaction, and that is your reality. So, there is no one reality; how we perceive the past makes it so. And different perceptions can lead to conflict. The question, therefore, is: how can we resolve conflict? The answer starts long before the conflict exists, with leaders fostering a culture where trust and open communication are encouraged. The ideal way for any conflict to be resolved is for the two individuals who disagree to feel capable of discussing it directly with each other. This may sound simplistic, but consider the last time you resolved a disagreement with someone you care about; how did you do it? You likely discussed it with them at some point and came to an agreement about how to move forward. There are, of course, some situations we avoid and sweep under the carpet. That’s okay if it’s a conscious decision and something you are happy to let go. The difficulty occurs when you don’t address the issue and you don’t let go. Then, it can fester and grow into a much more significant conflict. As a leader, it takes skill to know when to step in and help resolve a situation. Sometimes a team member will tell you that they are having a disagreement. This often happens at a point of escalation; they no longer feel that they can address it themselves. However, there were likely early signs of the conflict in the form of behaviour change. In a hybrid world, it can be more challenging to spot conflicts early. You can mitigate this by having regular check-ins with all team members to see how they are doing and whether you can help. I recommend doing this at least once a week. Through this habit, you should be able to identify problems early. The steps towards conflict resolution, in person and in a hybrid world, are as follows: Encourage direct conversation between the parties. Support a resolution as their line manager, if possible. Engage an external independent person, such as a qualified meditator, to support resolution. Potentially engage with formal internal procedures if resolution cannot be found. However, this formal option has many challenges and should be a last resort. Louisa Meehan is an HR expert and workplace mediator, and founder of Woodview HRM.

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

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

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

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

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

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