burnout

Nine to Thrive HR Podcast: Hitting Reset on Burnout

Nine to Thrive HR Podcast: Hitting Reset on Burnout

Thank you so much to Nine to Thrive HR host (and Gild Collective facilitator!) Cindi Koetzle for having us on the HCI podcast to kick off the new year. Together we deep dive into ways to address both the stress and the stressors in your personal and professional lives in order to hit reset on the far-reaching effects of burnout. We talk data, workplace boundaries and get a little personal about this time of year when everyone is either making resolutions, already breaking resolutions, or feeling resentful toward the idea that they have time for resolutions. If you’re in that third category, you’ve probably started the new year in a state of burnout—and maybe it isn’t new.

Forget Quiet Quitting: Advocate Loudly for Lasting Change

For some of us, the thought of quiet quitting sounds like a far away, unattainable dream. For others, the idea of quiet quitting being a viral sensation causes us to roll our eyes and ask the question (which many others are also asking), ”Isn’t ‘quiet quitting’ just called ‘working’?” Where you fall on this spectrum depends on two main variables: your personal ability to set and maintain boundaries, and the culture on your team at work.

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Critical Boundary Setting: Organizations, Managers, Individuals

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“As companies embrace flexibility, they also need to set clear boundaries”

The 2021 Women in the Workplace report summarizes this key recommendation so clearly. Pre-pandemic, boundaries were important, but to an extent some of them were ‘built in’ to our daily lives—the commute to the office, closing up the computer at the end of the workday, a peek at email on your phone but a response saved for tomorrow.

With all of the changes COVID-19 has brought, burnout is one that we have talked about extensively in the past two years. As we face yet another period of transition (back to the office, no wait—back to remote) it is a critical time to revisit the boundaries that organizations can set to create a sustainable flexible workforce that can readily adapt to the seemingly endless change and uncertainty.

Women in the Workplace 2021

In anticipation of the 2021 Women in the Workplace report, which was published in September, I was prepared for more bad news. Specifically I was preparing myself for a dramatic reduction in the representation of women in the corporate pipeline. After all, millions of women have left the workforce since the start of the pandemic. However, this year I was also surprised—more positively—to find that representation of women was still able to improve despite the challenges the pandemic has brought.

Three Steps to Stopping Collaborative Overload

A few weeks ago we introduced you to the bad side of collaboration: the collaborative overload that has led so many of us into a nonstop burnout cycle before we could realize what was happening. We asked you to take a good, long look in the mirror and ask yourself, “Why do I take on too much? Why is it so hard for me to say ‘no’?” Getting to the root of your “why” is the first step in reducing collaborative overload, so if you missed the first part in this series, start there. Once you understand your “why”, you can begin to tackle your “what” in taking tactical steps to reduce unnecessary collaboration.

Stop Collaborating and Listen To Yourself

Collaboration, on the surface, is good. But the reality is that collaboration and burnout have become inextricably linked. As organizations have become increasingly focused on constant innovation, communication, and output, employees have been required to collaborate with colleagues and external stakeholders more than ever before. Time for deep, focused, individual work is gone – which leads many employees to feel like they can never get anything done. Which leads us to ask the question –

Return to Work: A Conversation with Katy Tombaugh of Wellness Collective

Like a lot of you, we’ve been talking about the so-called “return to work” for a while—thinking about how to maintain equitable practices in remote work, and how to support women and caregivers in the return to work. We’ve been chatting with our clients and those in our networks about their unique approaches, and the keys to ensuring equity along the way. I recently had a conversation with a connection we’ve had since the early days of Gild Collective—Katy Tombaugh of Wellness Collective.

Case Study: Ohio Banker's League 2021 Next Gan Conference – Navigating Burnout

The theme of the 2021 Next Gen conference for the Ohio Banker’s League was “Building for the Future”, with a focus on preparing emerging leaders for an industry that is moving forward. The conference was an opportunity for industry rising stars to come together, albeit virtually, to learn, grow, and inspire. Attendees came from all functions of the bank, most relatively early in their careers. All were hoping to come away from the conference sessions with tactical skills that they can use daily to grow in their leadership capabilities.

Supporting Women in the Return to In-Person Work

Along with many of our clients, Gild Collective is beginning the transition back to in-person work. With several in-person workshops scheduled this June, the trend for companies returning to some amount of in-person work is clear.

As the transition to in-person work begins, how can each of us—regardless of role—push back against the negative impacts on women caused by the pandemic, and avoid new ones?

#ChooseToChallenge - International Women’s Day 2021

International Women’s Day is upon us! This year’s theme is Choose To Challenge.

Since the start of the pandemic, we have seen an abundance of data and research done on the impact of the pandemic on women.

With this abundance of data comes a long list of ways we can choose to challenge in 2021. At Gild Collective, we’re focusing on a few areas to drive impact—both in our own lives and within the organizations we work with to shift workplace cultures and break down gender barriers.

Women + Burnout: A Conversation with Dr. Casen of Drugless Doctors

We’ve been talking a lot about burnout recently—from our review of the 2020 Women in the Workplace report, a deep dive on what organizations can do to retain their female talent, and our new workshop topics on Navigating and Managing Burnout.

Last week I had the opportunity to speak with Dr. Casen DeMaria of Drugless Doctors on this topic. As a chiropractor, Dr. Casen works with many women and helps them to identify the gaps and challenges they may be facing, finding the right place to begin and helping her patients get their gusto back.

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Retaining Women During COVID-19

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As we continue to wrap our heads around concerning data points from the Women in the Workplace 2020 study and recent research from Deloitte, we ask ourselves what can be done to retain women in our organizations to avoid a reversal of the representation progress that has been made in recent years.

We’ve explored recommendations from a variety of sources and are guiding our clients to focus on 7 things to benefit all employees, but with a specific emphasis on the challenges and biases women in your organizations may be facing.