Here you will find a selection of articles, news, poems and general writing to help you get to know Becky’s views and style.
Is ‘resilience’ just letting bad workplaces off the hook?
“Resilience just lets the workplace off the hook.” – Anonymous
It’s a provocative statement, isn’t it? And one that’s getting increasing attention. Are we asking employees to become more ‘resilient’ when the real issue is bad leadership, unrealistic workloads, and toxic workplace cultures?
At Wild Monday, we work with organisations and individuals to build resilience—not as a way to excuse poor workplace practices, but as a means to help people navigate complex, high-pressure environments without burning out. We’ve supported NHS teams, firefighters, and corporate leaders—people working in high-stakes, high-stress environments—so we know first-hand how demanding modern workplaces can be. And we’ve also seen how damaging it is when resilience is used as a sticking plaster rather than tackling the root causes of stress.
Resilience: A Convenient Excuse or an Essential Skill?
Resilience is often framed as an individual trait—something employees need to develop to cope with the pressures of their job. And while resilience is valuable, it shouldn’t be an excuse for organisations to ignore systemic problems.
Gallup’s research shows that only 23% of employees worldwide feel engaged at work, which suggests that many workplaces are failing to provide the support employees need to thrive. Worse still, a 2023 Gallup survey found that 69% of employees with empathetic leaders reported higher well-being, compared to just 39% among those without. Clearly, leadership has a massive impact on workplace stress.
At Wild Monday, we believe in a balanced approach. Yes, we equip employees with tools to manage stress, set boundaries, and maintain well-being. But we also work with leaders to create healthier work environments, ensuring that resilience isn’t just another way to shift the burden onto individuals.
So, What’s the Solution?
Instead of telling employees to just ‘toughen up,’ organisations should focus on:
• Psychological safety – Creating an environment where people feel safe to raise concerns, admit mistakes, and ask for support.
• Clear communication and realistic expectations – Employees need clarity about their roles and manageable workloads.
• Work-life balance – Encouraging people to set boundaries, take breaks, and avoid burnout.
At Wild Monday, we help teams develop both personal and organisational resilience. We teach people to:
Stop rescuing their team and over-functioning
Set boundaries and say no without guilt
Recognise stress in themselves and others
Use simple, practical strategies to prevent burnout
We’ve worked with some of the most stressed teams in the NHS, helping them to regain control, reduce overwhelm, and create sustainable ways of working. The goal isn’t just survival—it’s about helping people thrive in their roles.
Time to Rethink Resilience?
So, what do you think? Is resilience just a way to let bad workplaces off the hook, or does it have a place in building better work cultures? I’d love to hear your thoughts. Let’s start the conversation.
If you’d like to know more about how Wild Monday can support your team, DM me or book a call.
Can 40 days change your health forever? Why Lent is the perfect time to build lasting habits.
For many, Lent is about ‘giving something up.’ But what if, instead of seeing it as a temporary sacrifice, you used these 40 days to create a healthy habit that lasts a lifetime?
For many, Lent is about ‘giving something up.’ But what if, instead of seeing it as a temporary sacrifice, you used these 40 days to create a healthy habit that lasts a lifetime?
Research from University College London found that it takes between 20 and 60 days for a new behaviour to become automatic. That means Lent provides a perfect opportunity to experiment with a small, intentional change—one that could become second nature long after these 40 days are over.
But here’s the thing: how we frame a change makes all the difference.
Why ‘Giving Up’ Doesn’t Work
If you tell yourself, “I’m giving up chocolate” or “I can’t have biscuits,” what happens? Your brain immediately resists. It feels like deprivation, like something is being taken away from you.
This is why so many people struggle with all-or-nothing thinking when it comes to health. If a habit feels like a punishment, it won’t last.
Instead, let’s flip the narrative. Rather than focusing on what you’re giving up, focus on what you’re gaining.
The Power of Reframing
Instead of “I’m cutting out sugar in my tea,” think “I’m drinking tea that won’t cause a blood sugar spike.”
Instead of “I’m not having biscuits at work,” think “I’m keeping my energy steady all afternoon.”
Instead of “I’m giving up evening chocolate,” try “I’m unwinding with a herbal tea after dinner.”
This subtle shift in language and mindset makes new habits feel empowering, rather than restrictive.
The Science of Habit Formation
According to BJ Fogg (Tiny Habits) and James Clear (Atomic Habits), the key to long-lasting behaviour change is: Starting small – Tiny changes stick better than big, overwhelming goals.
Attaching new habits to existing routines – If you already drink tea, switching to herbal after dinner is easier than quitting chocolate cold turkey.
Making habits feel easy, not forced – Willpower alone won’t cut it; habits should fit seamlessly into your life.
I’ve used this exact approach myself:
No biscuits or cake at work – Stopped mindless snacking without feeling deprived.
Herbal tea after meals – Became a ritual that replaced my post-dinner chocolate habit.
Wine only at weekends – A small shift that felt sustainable rather than restrictive.
Stopped smoking – One of my biggest health transformations, made possible by focusing on what I was gaining rather than losing.
But for a habit to truly stick, we need to go deeper.
Why We Struggle: Understanding Neurological Levels
Sometimes, it’s not the habit itself that’s the problem—it’s the environment, beliefs, or identity that drive it.
Using Neurological Levels, a powerful coaching tool, we can identify where a habit is rooted:
1) Environment: Is your workplace full of biscuit-lovers? Do your evenings revolve around wine with friends? Are you surrounded by people who have a ‘victim mentality’ when it comes to health? Our surroundings shape our behaviours more than we realise.
2) Behaviours: What are the small, automatic actions leading to the habit? Grabbing a biscuit during a tea break? Ordering a glass of wine out of routine?
3) Capabilities: Do you have the right tools to make a better choice? Do you know why your energy crashes at 3 pm, or why you crave sugar after dinner?
4) Beliefs & Values: Do you believe you’re ‘someone who just loves sugar’ or ‘not a morning person’? These beliefs can lock us into patterns that don’t serve us.
5) Identity: If you see yourself as ‘someone who always struggles with consistency,’ it’s much harder to sustain change. The goal is to shift identity—to become the kind of person who naturally makes healthier choices.
This is why habit change isn’t just about the practical steps—it’s about understanding what’s underneath.
Coaching + Nutrition: A Complete Approach to Lasting Change
Most health advice focuses purely on what to do—but not why we struggle to do it.
This is where I take a different approach.
I combine coaching techniques with the latest nutritional and health research to help clients create real, lasting change.
I help unpack the blocks—whether it’s environment, mindset, or old habits—that make consistency difficult.
And most importantly, I partner with my clients so that health doesn’t feel like a chore—it becomes automatic, effortless, and natural.
What Small Shift Could You Make?
The beauty of Lent is that it gives you a structured timeframe to test a new habit. You don’t have to commit to a lifetime change overnight—you’re just trying something for 40 days. But what if, at the end of those 40 days, it felt so natural that you wanted to keep going?
Think small: What’s one tiny shift you could make that feels effortless?
Here are some ideas:
Swapping your afternoon coffee for a decaf or herbal tea to improve sleep.
Adding a five-minute morning stretch to help with energy and mobility.
Eating your meals more mindfully instead of scrolling through your phone.
Taking a short walk at lunchtime instead of working through the break.
The key is not just starting a habit, but making it stick.
What small habit are you committing to this Lent? Let me know!
“Hiring a Health Coach Is a Waste of Money – I Can Get All the Info for Free Online!” … and 9 Other Myths About Health Coaching.”
If being optimally healthy was as simple as Googling the right diet and exercise plan, we’d all be effortlessly fit, well-rested, and full of energy. But let’s be honest—most of us have tried the “just eat better and exercise more” approach, and waded through reams of conflicting health advice only to end up confused, frustrated, or right back where we started.
Enter the Health Coach.
Despite the growing popularity of health coaching and the stats that show us that it works, myths and misconceptions still abound. So, let’s tackle the top ten and separate fact from fiction.
1. “Hiring a Health Coach Is a Waste of Money – I Can Get All the Information for Free on the Internet”
Ah yes, because the Internet has never given anyone contradictory, overly complicated, or completely impractical health advice before. The truth is information is everywhere—but what you really need is a strategy, support, and accountability tailored to your life to implement the right information, and make changes stick. That’s where working with a health coach comes in and clients say things like ‘I’d literally tried everything and nothing had worked, I now know what’s right for me’.
2. “A Health Coach Will Give Me a One-Size-Fits-All Exercise Plan That’s Unrealistic, Complicated, and Doesn’t Take Account of My Busy Schedule”
Nope. A good health coach knows that the best plan is the one you can actually stick to. No forcing you into a 5 a.m. CrossFit gym routine if you hate mornings, or the gym! No expecting you to do high-intensity workouts seven days a week when you barely feel like getting off the sofa right now. It’s all about finding what works for you.
3. “Health Coaches Just Tell Me What to Eat”
If only it were that simple! While a health coach can help you improve your eating habits and is trained in nutrition, they won’t just hand you a meal plan and expect you to follow it. Instead, they’ll help you make gradual, sustainable changes that fit your lifestyle—without making you feel like you’re on a miserable, joyless diet. And, while general (often outdated) nutrition principles are widely available, a health coach helps you apply them in a way that works for you. They take into account your preferences, lifestyle, challenges, and goals to create an approach that’s actually sustainable—rather than a random list of “good” and “bad” foods from an Instagram post.
5. “Health Coaches Are Expensive”
Expensive compared to what? The latest app that you’ve forgotten the log in details for? The lost days at work due to poor health, endless fad diets, unused gym memberships, missing out on experiences with friends and family because you’re ‘too unfit’ or medical bills down the line?
Investing in a health coach is investing in you. And unlike a one-time online program, a coach provides ongoing guidance over months to help you create lasting habits, not just quick fixes or a bikini body for summer (don’t even get me started on everything that’s wrong with that).
6. “Hiring a Health Coach Will Make Me Dependent on Someone Else for Accountability, Information, and Strategies”
The goal of a good (and ethical) health coach isn’t to keep you reliant on them forever—it’s to empower you with the knowledge, confidence, tools and skills to manage your own health long-term. My clients will tell you that after working with me they feel really equipped, that they have agency. Think of it like learning to drive: at first, you need guidance, but eventually, you’re in control.
7. “Health Coaches Aren’t Qualified in Nutrition”
Health coaches don’t diagnose medical conditions or do tests (that’s the job of your GP or dietitian). But they are trained in evidence-based nutrition principles, coaching (in my case accredited by the ICF) and behaviour change strategies to help you improve your habits in a way that works for you. They also work alongside you, knowing that usually you’re the expert when it comes to your health condition.
8. “Health Coaching Is Just for People Who Have a Diagnosed Condition”
Not at all. You don’t have to be ill to benefit from a health coach. Maybe like some of my clients you want more energy, better sleep, improved digestion, or a healthier relationship with alcohol and ways to manage stress to improve your relationships. Health Coaching is about optimising your well-being—whatever that means for you.
9. “A Health Coach Is Naturally Healthy and Has Never Struggled with Their Own Health or Weight”
Most health coaches have been on their own journey, which is why they understand the struggles and challenges that come with change. They get what it’s like to feel stuck, overwhelmed, or frustrated, and they use that experience to help others find a path that actually works. For me personally I’ve experienced an alcoholic parent (so had to un-do some unhelpful beliefs related to alcohol), stressful work environments, struggled with my own weight and fitness and built myself back up from challenging life events. Having navigated all this using the principles of health and resilience helps me better understand my clients and if needed share my experience of trying all the tools and strategies.
10. “Hey, Health Coach – Do You Want Me to Give Up Everything I Enjoy Eating and Drinking?”
Absolutely not! Life is meant to be enjoyed. A health coach isn’t here to ban your favourite foods or party tipple but to help you find balance. It’s about making choices that support your goals without feeling deprived or miserable. Yes, you can still have chocolate!
The Bottom Line
Health coaching isn’t about strict rules, unrealistic expectations, blanket advice often concluded from questionable research or quick fixes. It’s about you—what’s stopping you reaching your health goals, it’s about your lifestyle, and what actually works in the real world.
I imagine you’ve tried the apps, the exercise program, the latest healthy glossy cookbook (now gathering dust). You’re possibly still confused about what’s right for you and how to make it stick. If you’re on the fence about working with a health coach, hopefully, these myths have been well and truly debunked and some of your key questions have been answered.
If not, you have some choices. You can sign up to my mailing list to receive news, tips and useful resources into your in-box or simply book a call with me for an informal chat.
What other questions do you have about Health Coaching? Let us know in the comments.
Top ten factors when implementing a robust wellness strategy.
What to think about when developing a Wellness Strategy. Ten top tips, tried, tested and FREE, to help you implement a successful Wellness Strategy leading to higher productivity and lower presenteeism.
Have you identified that you are a busy CEO or owner/founder, who also understands that your employees are your best asset? I’m assuming you know that their wellness is paramount to helping build a productive, resilient company and you want to take some positive steps towards putting in place something that is easy to implement but most importantly that works.
When working with founders and CEO’s my experience has shown me that one of the top challenges after attracting customers is how to increase productivity of your employee’s or even yourself. You don’t always have time to do the things that you know are important because you’re too busy running your business; marketing, attracting customers, keeping up with legislation and just fighting fires sometimes.
You know only too well that it isn’t always possible to do those bigger projects like integrate a wellness strategy. But especially in the Covid pandemic you will have recognised how important this is. Studies from January 2020 show online searches for “burnout symptoms” have increased by 24% that year alone, reaching 12,100 searches in one month.
“By August 2020, 47% of managers raised concerns that employee burnout was highly likely to rise due to stress associated with the pandemic.
However, many managers and team leaders are struggling with managing changing business objectives, distributed workforces, and absenteeism together with their own personal challenges with the new ways of working.
Especially at times when the business is under threat for any reason or when there are other external challenges, it’s even more essential to have a healthy, happy, resilient team around you who can continue to be productive, focused and calm rather than stressed, distracted or absent due to stress related sickness.
You probably know, or you may have read the large-scale Deloitte research which demonstrates that for every £1 a company invests on wellness, there’s a £5 return, and this is significant whatever the size of your organisation. Research also shows us that presenteeism (when your people are showing up, but totally disengaged and unproductive or worse, disruptive), costs the economy something in the region of £15 billion a year, so it’s highly likely having an impact somewhere in your business as well.
So those things are really important, and when you look the investment that you want to make, you can see how your investment might be well-placed if you do invest in wellness. But it’s a big decision when you’re running a business, and you may not have the time, you may not have the funds. So in this article, as I promised, I am going to give you 10 free tips that you can start implementing today in your business.
Now I know that you are busy, so this will not be pages and pages of dry facts. There won’t be any kind of salesy things at the end or me telling you how well I have done in my business I know that you want genuine helpful content to help you apply to your business starting from today.
So, what I’m going to do is give you a snippet of top 10 tips that you can apply, these are from my SHINE Wellness program. This is a program you can access either online or face to face in your organisation that helps CEOs, and their employees develop a culture of health in under 10 hours. Employees have accountability, it teaches foundations to self-coach, comes with useful worksheets, tools, insights, and guidance. The full programme covers over 25 strategies and ideas on wellness, broken down into five key health areas. And so through the program whether you decide to take the training option or a combination of training and coaching you can still apply these learnings. With the addition of the coaching element if you decide that this personal and tailored approach is right for you then the strategies are directly applicable to your company, to your employees, to your situation.
But the 10 things that I’m going to share with you today can be applied to any organization. They are simple to do meaning you don’t need to have a huge amount of wellness coaching experience, but it’s necessary that you do know that these concepts are well-researched processes that actually work, they have been trialled in larger organizations with great success. Importantly there are ways in which you can generate a wellness strategy that works, and ways in which you can do a wellness strategy that that doesn’t work. We know now from the experts that doing the odd charity mud run is not something that is going to be sustainable. We need to be developing a culture of wellness embedded within the organization, and this is basically what I’ll cover in this article.
1. Your mission and company values.
So as an organization, you may well have a mission statement or a vision, and you possibly have values as well, and these are what’s important to the organization, what’s going to drive the organization forward. Possibly you’re at a stage where you might have had a values session and came up with five key values. Well, if one of these isn’t around health, that it is your value as an organization to place a huge emphasis on the health of your team members, of your people, then it’s probably not going to trickle down into the employees. So having health and wellness as one of the values and outlining in some way the behaviours that fulfilling this value is the first thing that you can do. This helps embed this into the culture and helps to start building that culture of wellness. So, to do this look at the policies, the operations, the pay and reward, the company benefits. Do they reflect ‘health’. What behaviours do you and the senior team role model that say, ‘I take health seriously’? Do you avoid breaks, take lunch at your desk and answer emails from your bed at night? Or do you advocate walking meetings, regular ‘meeting free/thinking days’, talk about your exercise regime and how it increases your energy levels and turn off your devices when your meant to be ‘off’. Remember the culture is ‘the way we do things round here’.
2. Research what your employees really want, and what they really need.
As an example, one company that I worked with recently, through the COVID pandemic, identified that as they have about 30, mostly female employees with school aged children, so to have flexible homeworking was impactful for their wellness. In particular for their mental wellness, for their levels of stress. So, this organisation introduced this and said, absolutely yes, whenever you need to you can work from home. So, they introduced a very flexible homeworking system, which hasn’t happened in lots of other companies. In other organisations this might not work. But the key piece here is that it was identified that because predominantly they were female and they had children, this was going to really work for them.
Another company that I worked with were mainly young men. They were quite high energy, quite competitive just to note I’m not generalising about men but just describing the personalities of this group of employees). What really worked for them, what they really wanted, was a kind of competitive boxercise class delivered online. They designed a leader board and they got competitive and had a lot of fun when learning the boxing routines, it kept them fit, took their minds off work for a while as they got into a flow state, and it developed the relationships and trust. So just think about what they really want. Not everyone wants a lunchtime yoga session, so ask them, do a simple quick survey, or ask your HR person or wellness team to do some research.
3. What do they value?
Similarly, to what they want is what they value. Identify your employees value system, and how that aligns with their role and their rewards and their responsibility. So, what’s important, for example, for 24-year-old Becky is not going to be the same when she’s 27, her values are going to be changing. What’s important for 54-year-old Mike is not going to be the same when he’s 59. So have a look at that, check in with your people all the time. What’s important to them? What do they really value? More flexible working, a different pension scheme, help with childcare?
4. Learn how to recognize stress in your employees.
This is a key point. You may know about the Yerkes-Dodson performance curve, and this is as the pressure goes up, so does the performance, but notably it does reach a peak and it doesn’t carry on going. So, recognize when your employees are going over the top of that curve. You need to look out for things like changes in their behaviour, so maybe they were quite chatty and recently a few people note how quiet they’ve become. Maybe they were very active and now they’re not very active, or vice versa. Possibly small mistakes are being made, more conflicts are happening, a person is taking a few more sick days. So, looking for changes, just checking in with them now, and then, asking that question at the beginning of a call, “How are you? No, how are you really?” And just checking in, recognizing those stress signals.
Equally important to stress is recognizing the other end of that spectrum. If they are in what we call ‘rust out’ phase, they are not being pressured enough, or engaged enough, or challenged enough, or stretched enough, and therefore they’re not really getting into that fantastic kind of flow mindset that we talk about. So, there’s burnout, or rust out, learn to recognize the signals for both of those.
5. Help them to belong
Make them part of something greater. Not just make them feel but help them recognise HOW they are part of something greater and understand their individual impact on the mission and how they do belong. So, for example where possible involve them in the business decisions, in the objectives, ask them. They could help produce your culture deck for example or run a survey on what benefits employees wanted or have a day a month for ‘downing tools and creating new business ideas’.
The great Aristotle quote “The whole is greater than the sum of its parts” applies here – how can you help them understand that they do belong.
This connectivity to the mission is not only good for wellness, for resilience, for engagement but directly for productivity. So, get them involved, and help them to belong. From that famous example, the guy sweeping the floor at the launchpad was helping to put a man on the moon.
6. Incorporate all types of wellness and health in your strategy.
Also, in your objectives. This isn’t just about putting a fruit bowl out, or encouraging running at lunchtime, which would cover the physical aspects of health. You need to be thinking about physical, emotional health, social health, occupational health, and spiritual health, whatever that means for your team and for your organization. So, covering those five areas is really, important. It’s not just doing the odd muddy obstacle run, and in fact we now know that these kinds of one-time only wellness activities really don’t work. A recent Harvard business review article showed that potentially they may do more harm than good. So, when you’re doing this, you need to be thinking about how these strategies are going to be consistent. Who’s going to be accountable for them, how are they going to grow and continue? And having them in your mission, as I said, at the beginning, is one of the things that will really help that.
7. Make wellness ‘cool’.
Make it cool, make it acceptable, make it a normal part of the day and lead by example. Make it absolutely fine for somebody to be walking around in their gym kit before they go for their run, let people know that it’s fine to have a flexible lunch break. Make it a completely normal part of the day. If you can put showers in, have a company bike or two for people to use in their break or have standing desks just make it really, normal. Wellness is normal. If people want to go off and meditate, is there quiet space that they can do that? And make it very acceptable to go and do that in the day. Key here is leading by example. If the senior management team never take a lunch break and always work late, then this will start to become part of the culture so ensure that ‘well-ness’ becomes something that ‘we do round here’.
8. Good communication.
So, this is really, important for wellness. So much communication is lost digitally if we’re just emailing, or we’re just texting on a WhatsApp or a Slack group, or something like that. So much communication is misunderstanding, and it can cause upset, unrest, resentment and mistakes or delays. There’s lots of tools that you can use to understand the different communication types of your team. An idea is to use one of those tools; Facet5, DISC, Insights, Myers Briggs for example, or just make sure that you’re speaking each other’s ‘language’, and that you try and adjust to other’s language. If somebody is very visual and very energetic, then adjust to that. If they are much more of a green or a blue type, then adjust to that as well; so, have a slower tone, give them more time to process. Focus on how you adjust to their communication style. Much of our software now has an accessibility checker for neurodiversity, use it! Have a look at introducing Equality and Impact Assessments so that you aren’t discriminating.
9. Invest in management skills.
Bad management is one of the biggest reasons for people leaving companies. There’s also a piece of research that shows that bad management is also one of the biggest causes of bad backs, and that’s obviously to do with stress! Bad management can cause conflicts, toxic relationships, misunderstandings, projects not running to time absenteeism and presenteeism. The assumption is frequent made that if a person is good at their specialist job, then they will automatically be good at managing a team and usually this is an entirely different skill set. Whilst an employee may want to progress making her or him a manger isn’t necessarily the best way to do this. Your people being well mentally and emotionally will be impacted by their manager so ensure your managers are well trained and understand the different roles they need to take to keep their teams well.
10. Develop your teams, or your people’s, emotional intelligence.
Now emotional intelligence, it isn’t something that we are born with having set in stone, like our IQ, our emotional intelligence, or our EQ, can be developed, can be increased, and this is something that you can help to do. Help your employees to develop their skill of managing their emotions, understanding their beliefs and motivations, their innovation, their creativity, their resilience. Help develop their self-awareness and confidence so that they flourish and capitalise on their internal drive and strengths. We are now seeing a drive for people to have autonomy; entrepreneurial skill sets and leadership skills as standard and these come with good emotional intelligence. There are lots of great tools to help you do this from online learning platforms to webinars and workshops, find something that fits with your employees needs and your culture.
In conclusion I hope that there have been several of these tips that you can adopt in your organisation to help develop a robust wellness strategy and create a more efficient, fulfilled, productive and progressive organisation. What steps will you take and how will these benefit your organisation? Who else can you get involved with this? When will you start?
If you would like to talk more or utilise my skills and experience to support, you let’s have a chat! Stay well!
Stop spreading yourself so thin.
Are you spreading yourself thin all the time, feeling that you’re not doing anything well? Tired, exhausted, trying to do everything?
The good news is it’s is possible to change. But it’s not a case of you having bad organisational skills or lacking in something , it’s a bit deeper than that.
But Why does it matter? It kind of works ok right? Well think about if you don’t change. Think for a moment about being 70, 80 years old, in an armchair, thinking back on your life. Did you do the things you wanted to? Or did you miss out on a lot because your mind wasn’t really there.. it was thinking about the huge list of stuff you need to do.. write that report, go to the meeting, buy the new School uniform, do the shopping, catch up with that old friend. It matters because if you don’t address it you just get more stressed , unhealthy, possibly end up making more mistakes and being more disorganised and time poor. Have you noticed that happening? You won’t be the best version of yourself and this not only affects you, your decisions, your actions but the people around you. If you’re not in a good state of mind and body how can you achieve results, help others and be a loving person to be around?
So Here’s how:
- Recognise your beliefs , some personal examples…’I have to do everything, I am the only one who can, if I say no to work it will close a door , it needs to be done now, it should be possible as other women do it. I have to always be there for every school play, sports day etc, I’m a bad mother if I don’t do xyz and abc! It means I’m uncommitted in my job if I work part-time. My needs don’t matter, you’ll do something for yourself later.. I should just stop moaning and be grateful for all the stuff I have! Dreams are not meant to be fulfilled… ‘ etc. What beliefs do you have?
- Create new beliefs , inc affirmations eg – I am successfully achieving what I set out to do. I am fully present in my relationships. I take time to nurture myself. I value myself enough to release old relationships that are draining me. I spend my time doing activities that are important and significant to me.
- Be mindful. Spend some time being present, noticing colours, shapes, nature, really listening and engaging in the current activity whatever that may be and especially who it may be.. put your phone away next time you meet that person for coffee.
- Set goals – what do you REALLY want to be doing – what’s really important to you ? How clean & tidy does your house need to be? Is that your goal or someone else’s … Mrs Stepford for example ?! What career goals do you have. What goals do you have on your bucket list.
- Get someone on board to help you, friend, partner, coach, someone who you can trust, who understands where you’re coming from and can help you identify your successes and times you may need to make adjustments in your thinking.
I hope you found this useful. For more tips & motivations you can follow my page or you can have a Free no obligation call with me that will help you personally to get started on making these changes.
“Growth”
Doesn’t Mother Nature and the world around us have a wonderfully gentle way of teaching us? Let me show you too what I was reminded of this morning as I jogged along on my morning run.
I started to notice all around me the new growth of the trees, and not just the growth but the beauty, vibrancy and transformations that were taking place. And as I ran, I thought about the new growth going on inside me too, the new oxygen being brought to my blood, the growth and development in my muscles, the cells that were renewing and changing, and I remembered that nothing stays the same, we are physically never the same being as, after all, we too are living.
So if our bodies are growing and changing then so too are our minds.
Physically cells and neural pathways will be changing, old ones fading away giving way for the new. Just as the golden leaves of autumn drift away on the breeze and make way for the vibrant beautiful new leaves and flowers.
And the same is true of our thoughts and our beliefs. In order to grow and to blossom, the old thoughts and beliefs need to drift away and make way for the new that will bring ideas, energy and life. So I would like to invite you to take a moment now to look at the wonderful beauty, and energy that is created in new growth and whilst doing this allow yourself to let some new beliefs start to grow and develop.
What new beliefs can you grow that will give you vibrancy, energy and beauty, that will transform you, that will bring welcome change, a new perspective and development to your life?
Would you like to see these changes both physically and mentally? Do you have old beliefs that could be stopping growth and the new leaves coming through?
You can develop your ideas further with Neuro Linguistic Programming and coaching and I would love to hear about your thoughts on growth.
“Needs!”
For nearly two moons there had been no silence, snow was driving fast across the barren land and the acrid wind had cut splinters painfully into his face. Now with some shelter the black wolf, lay heavy like a thunder cloud. His pacing had left his mind possessed. Now he waited.
Waiting for a shift, a lift, a break in the storm. His strong muscles twitched yet they felt slack, they needed blood. Strong and yet weak with anguish.
Then finally it came, slithers of white misty light piercing the wet sky. He lifted and padded out across the ice, alone, into the dawn. Gently at first, feeling his way, then trusting his forefathers and letting his instincts guide.
Then there suddenly, his piercing eye brought a gift of soft dappled copper amongst the dank forest green. He knew she was his. Pace quickening, breath deepening the wolf found his knowing rhythm. He knew he needed this. Every stride gave him strength, the chase was his respite, his heart pounding now as he reached full force, his mind finally quiet. In minutes he launched violently at her neck. He knew his strength was no match. She was weak from the harsh winter and waiting for her peace to come.
As he sank his teeth deep into the warm bloody flesh of the beautiful deer her smell filling his nostrils he felt the serine relief from her soul that her body could give life and only then his starvation hit him. Now that he could taste food again, in that moment what had guided him had also unveiled his hunger and his mortality. He would also be reminded that this would not be the last time.