Stress Is Like a Dumbbell, It Only Makes You Stronger If You Put It Down

Have you ever thought about the fact that how you manage stress works the same way you build muscle? Think about it for a second. Can you hold a 50 lb weight above your head all day, every day, without a break? Probably not! You’d need to rest every few minutes, take a deep breath, maybe sip some water. And after repeating the hold and rest routine for, say, 20 minutes, you'd need to put the weight down and recover properly, rest, sleep well, eat a nutritious meal, hydrate, maybe go for a leisurely walk in nature with a friend.

Remember: muscles are built during the recovery phase, not during the workout itself. When you lift a weight, you actually cause small tears in the muscle fibers. It’s the recovery that allows them to heal and grow stronger, bigger, and more resilient, so that next time, you can lift 55 lbs instead of 50.

If you never put the weight down, those muscles might tear or get damaged beyond repair, potentially keeping you from working out again. The weight you pick up itself isn’t bad, it’s how you handle it that determines whether it helps you grow or wears you down.

It’s the same with stress.

We can't get rid of all the stressors in our lives, and we wouldn't want to. When managed well, stress helps us learn, grow, and get stronger. Just imagine a life without any challenges, no stress, no pressure. You might never try new things, stretch yourself, or grow. (Kind of like lifting the same 20 lb weight over and over… not very effective!)

The key is how we manage stress.
Our bodies are built to handle short bursts of stress. We stress about something, take action, and then recover, so we're ready for the next challenge.

But in today’s world, we seem to skip the recovery.
Why?

How much time does it really take to reflect on a situation? To take the stairs instead of the elevator? To stand up from your desk and stretch? To take a sip of water, grab a carrot for a snack, or put your phone down an hour before bed and simply unwind?

Probably not that much.

But the benefit? Profound.

Every one of those actions is a form of recovery, just like rest between workouts. Those little moments are where we build resilience. Adding just a few minutes of intentional recovery to your day can help you increase your stress baseline, so you’re better equipped to face the next stressor that comes your way.

Take some time to be kind to yourself.

Burnout is a Strategy Problem: Why Health Must Lead Leadership

Currently, health is not a standard leadership development metric, but that’s beginning to change. Organizations that integrate well-being into leadership development are ahead of the curve in building resilient, high-performing teams, and in creating cultures where people and performance thrive together.

🔹 Traditional Leadership Metrics Focus On:

• Achievement of business outcomes (e.g., KPIs, revenue growth)

• Team performance and engagement scores

• 360-degree feedback and behavioral assessments

• Strategic decision-making, innovation, influence, etc.

🔹 However, Health Is Emerging as a Leadership Priority

While not yet a core metric, health is increasingly recognized as a foundational enabler of effective leadership. Here's why:

1. Cognitive and Emotional Performance

Leaders’ physical and mental health directly affect decision-making, creativity, emotional intelligence, and resilience.

2. Role Modeling

Leaders who prioritize their own well-being foster healthier, more productive team cultures and create psychological safety.

3. Burnout and Attrition Risks

Leadership burnout is now viewed as a strategic risk, impacting retention, succession, and culture.

4. Progressive Organizations Are Shifting

Forward-thinking companies like Google, Patagonia, and Salesforce are integrating well-being into leadership—as a cultural pillar if not yet a formal metric.

The bottom line….Leadership isn’t just about delivering results; it’s about sustaining them.
And that starts with the well-being of the leaders themselves.

Why Traditional Leadership Development Isn’t Enough for Women

Leadership development has long focused on skill-building, strategic thinking, and performance. And while these are essential, they’re not the full story—especially for women.

If we want more women not just reaching leadership roles but thriving in them, we need to broaden our approach.

Women often navigate unique challenges both in and outside the workplace—balancing caregiving responsibilities, managing hormonal and life-stage transitions (like perimenopause), and facing persistent biases. These aren't side notes; they directly impact wellbeing, performance, and retention.

A leadership program that ignores wellbeing, lifestyle support, and the lived experience of women is incomplete.

Companies committed to gender equity in leadership must move beyond one-size-fits-all solutions. That means:

• Offering holistic support that integrates lifestyle and health coaching

• Creating space for conversations around burnout, stress, and life stage transitions

• Building cultures that support energy, resilience, and sustainable performance

Empowered women lead better—not just for themselves, but for their teams, organizations, and communities. Let’s give them the full support they deserve.

Can we talk about menopause for a minute?

Whether you're going through it, dreading its arrival, or have moved through it unscathed, or whether you have a sister, mother, spouse, colleague, or friend who’s navigating it, we are all affected by menopause.

And let’s get one thing straight:
💡 Menopause is not a disease.
It’s not a condition.
And it’s definitely nothing to be ashamed of.
It’s a universal biological transition, and we need to start treating it that way.

👉 While not all women are currently experiencing menopause, virtually 100% will go through it if they live to midlife.
With the average age of onset around 51, that’s 480–600 million women globally who are currently in the menopausal transition or postmenopausal. *

*Reference: World Health Organization. “Menopause.” 2024. WHO Menopause Fact Sheet

And yet, it’s still not readily talked about.

Far less than puberty or pregnancy. Why?

• Cultural taboos: It’s associated with aging, loss of fertility, or even invisibility.

• Workplace silence: Women hesitate to speak up for fear of being seen as less capable.

• Medical gaps: It’s under-researched, under-taught, even in medical school.

• Lack of language: Many women don’t even recognize what’s happening to them.

Now consider this:
🌀 Perimenopause often begins in your 40s, right when life is already full-on.
You might be raising teens.
Caring for aging parents.
Leading a team.
Building a business.
Holding everything together.

And then your body starts to change:
You forget names.
You can’t sleep.
Your heart races for no reason.
You’re anxious, exhausted, and wondering:
“Is this burnout? Am I losing it?”

Chances are, it’s perimenopause.
And that’s not something to fear, it’s something to understand.

This is not the end of anything.
It can be the beginning of something stronger:
💛 Clarity
💛 Confidence
💛 Deeper self-awareness

Let’s stop tiptoeing around it.
Let’s name it, talk about it, share our stories, and understand it better, together!

Why Organizations and Individuals Need Lifestyle & Wellness Coaches Now More Than Ever

In today’s fast-paced world, where stress, burnout, and chronic health conditions are rising, individuals and organizations are waking up to a powerful truth: health is not separate from success.

More Than a Trend - A Strategic Investment

Lifestyle and wellness coaching is no longer a luxury for elite executives. It’s a smart investment for:

• Teams who want to avoid burnout

• Leaders who want to perform at their best

• Organizations that understand leadership is a whole-person endeavor

Healthy leaders create healthy cultures. Empowered individuals build stronger organizations.

Why This Matters Now

Despite rising awareness, critical issues like menopause remain largely unaddressed at work.
The U.S. economy loses $26.6 billion annually due to menopause-related challenges, including $1.8B in lost workdays.
(Source: Mayo Clinic, 2023)

And still, menopause has no seat at the boardroom table.

Let’s build a culture of energy, resilience, and purpose – together by bridging the gap between physical well-being and high performance, because the two are inseparable!

Take Back Your Life: Why Your Wellbeing Must Come First

Has a doctor ever told you that you’ll never have children?
Or that your partner might not make it home for Christmas?

I’ve lived both.

And I’ll tell you right now — nothing makes you reassess your life faster than those moments.

Looking back, I realize I spent years giving everyone else what they needed — friends, family, managers, big corporations. I gave my energy, time, and health to meet expectations, to hit goals, to prove myself. My own needs? Always second. Or last.

The result?
Chronic stress. Hormonal chaos. I couldn’t fall pregnant.
My husband, constantly overworking and putting his needs aside, landed in the ER.

We’re wired to hustle. To be productive. To chase success.
But at what cost?

Here’s the truth no one wants to hear:
📌 Your company will replace you.
📌 Your health may not bounce back.
📌 Your relationships will feel the strain.

We were lucky.
I did end up having a beautiful daughter — against all odds.
And my husband did make it home for Christmas.

But that was the wake-up call I didn’t know I needed.

I made a radical shift — from leadership coaching to wellness and lifestyle coaching — because I believe this deeply:

No one can be a great leader from a hospital bed.

If you’re tired of feeling stretched thin, disconnected, or like your life isn’t really yours anymore… I get it. I’ve been there.

You can build a life where wellbeing and success exist together.

Because they’re not mutually exclusive.

Bridging the Generational Gap in the Workplace Through Emotional Intelligence

The modern workplace is home to a dynamic mix of four generations: Baby Boomers, Generation X, Millennials, and Generation Z. With diverse experiences, values, and communication styles, this multigenerational workforce can sometimes lead to misunderstandings or friction. However, Emotional Intelligence (EI) offers a powerful tool to bridge the gap and foster a more collaborative and productive work environment.

1. Enhancing Communication Across Generations

Each generation has its preferred communication style. While Baby Boomers may favor face-to-face or phone conversations, Millennials and Gen Z are more inclined to use digital communication. Emotional intelligence helps individuals recognize and adapt to these differences, allowing them to communicate more effectively with colleagues of all ages. Being aware of these nuances and responding empathetically can prevent miscommunication and promote stronger relationships.

2. Building Empathy and Understanding

Generational differences often stem from varying perspectives shaped by different life experiences. EI cultivates empathy, enabling individuals to understand and respect these varying viewpoints. By practicing active listening and showing empathy, employees can foster mutual respect and reduce generational tensions, creating an inclusive culture where everyone feels valued.

3. Conflict Resolution with Emotional Awareness

Conflicts are inevitable in any workplace, but generational clashes can often escalate when people fail to recognize emotional triggers. Emotional intelligence equips employees with the skills to manage their own emotions and respond constructively to others. By staying calm, understanding others’ emotional states, and finding common ground, employees can resolve conflicts more effectively, leading to smoother collaboration and teamwork.

4. Creating an Inclusive Environment for All Ages

Generational diversity should be seen as an asset, not a challenge. EI encourages inclusivity by recognizing that different age groups bring unique strengths to the table. For example, Baby Boomers often bring a wealth of experience, while Millennials and Gen Z offer fresh perspectives and technological expertise. Emotional intelligence fosters a mindset of collaboration where these differences are celebrated, rather than creating divides.

5. Adapting Leadership Styles

Leaders who possess high emotional intelligence are better equipped to manage a multigenerational workforce. They understand that different generations may require distinct leadership approaches and adapt their style accordingly. For example, Baby Boomers may appreciate clear structure and direction, while Millennials and Gen Z may thrive in a more flexible, feedback-driven environment. By recognizing and responding to these needs, leaders can ensure all employees are motivated and supported.

Conclusion

In a multigenerational workplace, emotional intelligence is the key to bridging gaps, building stronger relationships, and creating a more cohesive environment. By fostering empathy, communication, and adaptability, EI enables individuals from all generations to collaborate effectively, bringing out the best in everyone. As workplaces continue to evolve, emotional intelligence will remain essential in ensuring that all employees—regardless of age—can work together harmoniously and successfully.

The Importance of Employee Wellness and the Role of Coaching in Creating a Thriving Workforce

In today’s fast-paced world, employee wellness is more critical than ever. When organizations prioritize the physical, mental, emotional, social, and occupational health of their employees, they foster a culture of well-being that leads to increased engagement, productivity, and overall job satisfaction.

A healthy workforce isn’t just about offering gym memberships or flexible hours. It’s about creating an environment where employees feel supported, valued, and empowered to maintain a balance that allows them to thrive both at work and in their personal lives. That’s where wellness coaching comes in.

Coaching provides employees with the personalized guidance they need to set meaningful goals, overcome challenges, and improve their overall well-being. Whether it’s offering support to manage stress, improve work-life balance, or build resilience, coaching helps individuals take actionable steps toward better health and performance.

By investing in wellness programs that include coaching, organizations can unlock the full potential of their teams, leading to reduced absenteeism, lower turnover, and a more motivated workforce. It’s clear—when employees feel good, they do good. Prioritizing wellness is not just an investment in your people—it’s an investment in the success and sustainability of your business.

Let’s make well-being a cornerstone of success!

"Foster a Culture that Embraces Coaching, Not Just Provides It!"

I had the opportunity to participate in the GPS Annual Summit organized by EMCC Global for coaches and mentors that took place during the month of October 2024. One of the speakers shared a thought that resonated with me and stayed on my mind for several days. She emphasized the importance of fostering a culture that supports coaching rather than merely establishing a coaching culture. I found it necessary to jot down my thoughts to fully grasp the distinction between the two, and trust me, the difference is both profound and impactful.

Creating a culture that promotes coaching focuses on embedding coaching practices and mindsets into everyday interactions, making coaching a natural part of how people collaborate and grow. Rather than just having formal coaching programs or systems in place, this approach encourages continuous, informal coaching moments—whether through feedback, guidance, or mentoring (think about the powerful role reverse-mentoring can play in this space) —across all levels of the organization. It’s about creating an environment where coaching is seen as a tool for mutual development, not a top-down directive. This approach has the potential to successfully facilitate the integration of various generations in the workplace.

A coaching culture, on the other hand, often refers to a more structured, formalized approach, where coaching is integral to leadership development and organizational values.

While both are valuable, promoting coaching through everyday behaviors and practices, fosters an ongoing, organic support system for growth and innovation.

My key insight from this is: "Foster a culture that *embraces* coaching rather than merely one that *provides* coaching!"