Finding Mindfulness in the Small Moments with Amy McCae

There hasn’t always been a lot of mindfulness in the workplace; you’d go to work, do your job, then go home. With the pandemic, people have recognized that there’s an incredibly deep connection between home and work. Partly because we’ve literally been working from home, but also because we’re not one-dimensional creatures. We bring our whole selves to work. As it should be.

As a result, it’s important for leaders to be empathetic. Team members aren’t going to check themselves at the door when they walk into work, and we can’t expect them too. Instead, leaders can show more compassion and empathy by encouraging their team members to talk about feelings and emotions when they arise. And they will arise.

These days, people are reevaluating what’s important to them and what their priorities are because what was working before isn’t going to work in the future. And how you show up as a leader matters. A workplace that doesn’t feel psychologically safe for you or your teams isn’t going to support the work or the humans involved the way it should.

This week on the podcast, Amy McCae, a mindfulness leadership coach, shares this and more in an effort to help you to demonstrate more mindfulness at work. Because if you’re practicing it, your employees are more likely to follow suit.

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About Amy McCae:

Amy helps leaders find more time for fun, family, and even themselves without costing productivity. She spent nearly a decade ill with chronic diseases until she found healing through fitness, nutrition, and meditation. Through that experience Amy rediscovered a passion for healing and now holds over 16 certifications related to mind-body wellness. She offers coaching and training to reduce stress and overwhelm. Amy focuses on mindfulness, leadership, and wellbeing

Mentioned In This Episode:



people, workplace, burnout, feel, mental health, conversations, minutes, values, leaders, validate, practice, mindfulness, hear, empathy, compassionate, thinking, emotions, compassion, listening, organization


Lindsay Recknell, Amy McCae

Lindsay Recknell  00:00

Welcome to season four of mental health in minutes the podcast where we normalize mental health conversations at work, and share the strategies and tactics that make those conversations ones you actually want to have. I’m your host, Lindsay Recknell, the psychological health and safety advisor, a workplace mental health consultant, a speaker, facilitator and an expert in hope. If you’re listening to this episode, you know, our people need us more than ever, and I know you want to support them, but maybe you don’t know the words to use to engage them in conversation, or how to respond when they do open up. That’s what this podcast is all about. My guests will share tactical, practical and simple ways to connect with your people. Let them know you care about them and are there to support them and believe in them enough to continue investing in their career and personal development. Each episode we’ll also discuss the future of mental health in the workplace, and the top ways we can engage our leadership in the workplace mental health conversation, and have them endorse and pay for a positive culture shift within our organization. It’s hard to put into words but the first three seasons have meant to me as a workplace mental health professional. I am honored to learn from my guests and walk alongside them as they solve some of the biggest issues faced in their organizations today. One of these issues, dare I say the biggest issue I hear from leaders right now is that they end there people are suffering from burnout is syndrome resulting from chronic workplace stress. Burnout is very personal to me. The first time I experienced burnout was November of 2017. And this experience started me on the path to learning everything I could about burnout and what I could do to prevent, especially at work, be assured you can stop the slide. Burnout is not forever, and you do have the power to come back from the edge of burnout, you and your people. I’ve included a few simple strategies and tactics in my free training tryout package of materials you can download for free right now from my website at mental health in Forward slash tryout. without too much effort on your part, you can get started engaging with your team and teaching them to stop the slide into burnout for themselves. Included in this training tryout you’ll find two different lengths of presentations, a 15 minute and a five minute version, as well as the speaker’s notes for each along with a quick training video and a checklist to help you get started. Easy peasy just go dude mental health in minutes comm forward slash tryout and download your free copy now. I’ll also link to the download in the show notes of this episode. Let me know how it goes. You are in for a treat. With this week’s guest Amy McKay, Amy helps leaders find more time for fun family and even themselves without costing productivity. She spent nearly a decade ill with chronic diseases until she found healing through fitness, nutrition and meditation. Through that experience, Amy discovered a passion for healing and now holds over 16 certifications related to mind body wellness. She offers coaching and training to reduce stress and overwhelm and focuses on mindfulness, leadership and well being. We’re going to speak all about compassionate and empathetic leadership at work. And I cannot wait. So let’s get going. Hello, Amy, welcome to the show. Hey, thank you for having me. It is such a pleasure to have you here. I’m really excited for our conversation. Because this is really a topic I don’t know a whole bunch about. So maybe let’s just start in with you sharing in your words, who you are, what you do and who you serve.

Amy McCae  03:14

Fabulous. So my name is Amy McKay. And I help people in leadership positions, buy more time for fun that family and even themselves, that costing productivity in business. My focus is on obviously like time management and stress management, but its emotional intelligence, well being and leadership and more specifically empathetic leadership. Those are the things that I helped develop, and I do mindfulness based practices to develop those traits, basically.

Lindsay Recknell  03:45

Wow, I love it. How? How are you finding mindfulness being embraced in the workplace? Or are you it is now you know, the virus mask. I’ve been preaching it for years, you know, I’ve been we call it, we used to say I used to call things, relaxation techniques. And it was technically not formal mindfulness training, but it was mindfully kind of based. So since the virus mess, there’s a you know, it’s huge. Now people have like, I’ve been preaching and stuff for years. And now everybody’s like, yes, let’s be nicer. And let’s practice the pause and things like that. So it’s, it’s definitely more well received. And mindfulness kind of can be this buzzword. So it’s important to understand that it’s not

Amy McCae  04:29

unfortunately, that’s kind of what happens when something becomes super popular becomes a buzzword, and then there’s a lot of misunderstanding about it. So there’s no for me, it’s very neuroscience and physiologically based and it’s simple practices that anybody can do and it’s no religion necessary and anything if you connect it to it great. If not, that’s that’s great, too. So, I like to say like, you know, nothing like a global pandemic to help us spread our message. Right. And we know like workplace you know, your new workplace wellness and well being as well. An issue for decades and decades, and now we’re forced to pay attention to it right? Forced. Yeah. And people are demanding that we do it. You know, we don’t we don’t have expectation that we are going to check ourselves at the door that we are going to bring our whole selves to work, the awesome the awful, all of the things that definitely

Lindsay Recknell  05:23

Oh, real now. Yeah, right. And that’s, that’s kind of what’s been really cool for me is this universal experience that we’re all having has made mental health at work, a real personal experience. And I think because it’s personal to us, people are a little bit more willing to have these kinds of conversations, which is awesome. Because the more conversations we have, the more knowledge we can share, the greater the mental health maturity we can raise. And then we get to have conversations about mindfulness and empathetic leadership at work. Absolutely, absolutely. Can you tell me, what does it mean, when you use the language of empathetic leadership?

Amy McCae  06:06

So when I talk about empathetic leadership, I’m speaking as empathy as an domain of emotional intelligence. So in emotional intelligence, we have a number of different domains. And my focus is on self awareness and empathy specific, because I feel like those who have this huge impact on communication while being relationships, and basically how we operate an empathy is really just the, you know, like I said, it’s a domain of emotion intelligence. And it’s the capacity, the ability to feel what other person’s feeling and emotional intelligence is, knowing what you’re feeling, knowing what somebody else is feeling like understanding your emotions, and understand recognizing and understanding yours and another’s and being able to make a conscious choice. And empathy is just another domain of emotional intelligence. And it’s what drives us to feel compassionate. And that’s what moves us to act. So that’s the aspect of leadership and we need leaders to do that, you know, we need people want to be validated. That’s what’s going on in their own workplaces. People don’t feel validated, they don’t feel heard. They’re fed up, they’re done, right? Because they don’t feel heard. So if we can come from a place of being empathetic, a little bit more compassionate, we can make more conscious choices to get everybody’s needs met, because we still businesses are in business to make money. I mean, at the end of the day, we still have to do that. We can’t just say, Oh, you just, you can just do self care and self care is actually still doing your job, but doing it with passion and purpose, instead of stress and overwhelm.

Lindsay Recknell  07:35

Oh, there’s so much there, I want to unpack you use my magic word, which is compassion, I truly believe that compassion has the power to change the world. And I love again, that we get to have conversations about compassion in the workplace.

Amy McCae  07:49

When and when you use it kind of interchangeably with empathy or side by side with empathy. It really makes me think about these feelings that we are being forced to speak about at work, which for many of us is uncomfortable in our personal lives, let alone talking about our feelings in the workplace. So can you talk a little bit about that, and how, how you help your clients get over that. I don’t know, uncomfortableness, the stigma around it, how we create psychological safety. So we can speak about these kinds of things. Sure, there’s a few different questions on there. So I want to address first the, the idea of talking about our feelings and emotions. So instead of if we could shift our perception from being emotional, and that irrational idea that we that, that we think emotions are being that we’re irrational, that they’re not, that they’re not okay, at any point, that they’re not safe, that they are a problem and that and switch that to be how to become emotional, you know, emotionally intelligent, there’s a difference between being emotionally reactive, and consciously choosing based off your emotions. So what we want to do is move to being concrete or conscious choices. The way you do that is in mindfulness we know a Neuroscience tells us that the simple act of beginning to name what you’re feeling, begins to deactivate your amygdala, right that fight fighter freeze part of your brain and it begins to allow you and get this takes practice. This isn’t like a one time and done sort of deal. So we know that it deactivates that and allows you doing that allows you access to your free your prefrontal cortex. So that’s where all higher levels of conscious thinking visionary leadership, creative stuff, intuitive stuff, morality, all of these, there’s actually nine aspects of well being that are developed through these types of processes. But would it be better to be the you know, that part of your brain that is the the need to survive that survival instinct, that’s where we’re at when we’re stressed and anxious and whatever, or would it be better to You understand your emotions and make a decision based off of what you’re evaluating. And let them just be what they are like we all have a moat where humans like, then I call them human skills, as opposed to, we used to call them soft skills, right. But they’re not soft skills. They’re like the most needed skill of all time. And I don’t find them to be soft, they’re, they’re hard. Technical, they’re hard work. It’s hard work. It’s not easy work. Anyone go take a class and come up with strategies and processes and logistics and analyze things and give a list of things to do anybody, anybody can, can do that for the most part, but it takes someone that’s really willing to be vulnerable, to dig deep into what’s going on, and then make a choice of that. So that’s the first part of that. What you’re saying there is a understanding that we’re not wrong for having emotions, that that’s a human thing. And being able to validate them within ourselves, if you can’t validate them yourself, how the heck is someone else gonna validate them? You know, that’s not not very realistic, if you’re walking around denying it. So does that does that answer? Yes, it totally does. And what about what about if the folks that are listening are sort of doing some self reflection and thinking, Hmm, maybe I am that one, maybe I am the one walking around, you know, denying or not naming my emotions? And what would you say to those fine folks on where they could start with this work to become more empathetic and to become more compassionate? Sure, I think that I mean, you have to have some self awareness. Right. So I have this, I always just say, practice the pause. So take two minutes, and pause. Typically, like during a transition period, during the day, maybe before you check your phone, before you check your email, everybody wakes up in the morning, checks our phone, for the most part, well, stop for two minutes before you check your phone, and pay attention to your breath. Maybe before you eat, maybe in between work and home. And now that work and home are sometimes really blended. It’s really important to say, Okay, I’m taking two minutes, I don’t have to try to homeschool work and run a household. Let’s take two minutes and tune in and ask yourself, How am i How am I feeling? You know, those little things? How am I feeling? Is this really what I want to be doing? Because I think what’s happened like this great resignation is people have been doing what they it’s basically a great reevaluation people been doing these they didn’t want to do they just thought they had to? And now if we pause, and can we figure out who we are like, What is my purpose? And what am I passionate about? What are my unique skills? And how do I either use them at work or get a new job, like, if it’s not working, I don’t want to encourage them to quit their job. But maybe your job isn’t what’s best for you anymore. You know, maybe it is I’ve had clients where I literally she just one just changed position just changed positions in her company. Instead of getting a new job, she thought she’s gonna have to quit. But it was more about how do we get her a position that she has to be creative. She had these amazing creative skills, she wasn’t having a job. It’s like I make all this money. And I could do all these things because of it. And I don’t want to give that up. But I’m unhappy every day I you know, and now she’s thrilled she got what she wanted. But she just had to cheat us and have us remember who she was and what mattered to her and work that into her position.

Lindsay Recknell  13:24

That whole job redesign kind of concept is so amazing. And fascinating to me. You know, you mentioned the great resignation. And for anybody who’s listening who hasn’t heard that language, yet, it’s this. I guess this most of activity going on in mostly the United States, we hear about that language a lot, where people are reevaluating what’s important to them and what you know where where their priorities are and recognizing that maybe the current job that they’re in, or the company they’re working for the leader that they engage with day to day is not serving them best, and evaluating kind of their priorities as far as what they want out of a job and what they want out of a role. They say statistics say that up to 75% of people surveyed, have either left their job or are thinking of leaving their job in the last six months, which is unprecedented for any statistic statistics I’ve ever heard. And we’re recording this in February of 2022. For those who are listening in the future, and I’ll be interested to hear what the stats might be in the future and how companies aligned to or met people where they’re at from a job design and employee fulfillment kind of point of view.

Amy McCae  14:54

Yeah, I always go back to the job works.

Lindsay Recknell  14:58

The way yeah I was just gonna say that the future of work will be super interesting. If only we had a magic crystal ball.

Amy McCae  15:07

Right? That would be helpful. I, I’m a big fan of going to values if something if some job if some relationship like at its very simplest if you go I always start with this in first coaching sessions too and I teach it in corporations is get a very simple list of core values and come up with your top five, you know, go through that list and you don’t have to do it immediately. Maybe it takes a week to process them, it could be their top five. And if your job the people you work with the people you hang out with your relationships, however that may look don’t align with that you’re going to have problems. So in that we can do all the self assessments and all these things that that we do. It always amazes me to people will be doing 12,000 self assessments, but they won’t talk about what they’re feeling. So that’s always intriguing. So I’m always like get get to the basics, your core values are going to what are going to be what matter, regardless, because there’s going to be conflict, if you don’t have that. Know,

Lindsay Recknell  16:05

well, and hopefully what you say your stated values are also aligned to your behavior or how you’re showing up at work,

Amy McCae  16:13

right? You absolutely must. And people will pick and choose these values. Sometimes they choose them. And I always have to give instructions that say not who you want to be not who you think you should be, not who you want people to believe you are not who you pretend to be not any of this BS. This is who you are at a core level, this is called core values, not a bunch of crap, this is you, authentically you and that there’s not a right or wrong. There’s not there’s not, there’s not a right, it’s what you are. And the narrowing down to five is always intriguing because that helps people get a little bit a little bit clearer picture of that, like I have truth at the the top like my number one deal breaker is that and there if there’s an smidgen of dishonesty, I am uncomfortable, so and there are people that don’t have that I’m like, How can you not have that in your top five, but there are people that don’t write so. And there’s not right or wrong. That’s just how we, you know, your individual experience of how you show up in the world? And you do. I always always say you must think, act and feel in line with your values. If you don’t, you’re not in alignment, and life’s going to be challenging.

Lindsay Recknell  17:29

Somebody said to me, or I read somewhere, I don’t know this has come up a couple of times in the last couple of weeks actually, it the idea of when you’re doing values work. Consider if somebody was to ask somebody in your life, your family member, your colleague, whomever. If they were to ask that person, what your top three or five values are? Would they align with what you wrote on the paper as your your values? And I think that has been that has been a question that’s been spinning around in my head. Because I want to believe that people would align my behavior with my, the words that I associate as my values. But is it true? I don’t know. I need to start asking people I should just talking about it. Just go ask people. Yeah,

Amy McCae  18:19

absolutely. It’s essential to get a another perspective, because we view ourselves as a certain way. And I think the Simon Sinek does some amazing work. And he talks about that the quickest way to find out more about yourself is to simply ask somebody else how they perceive you do know, or ask them. He has a quick little video on it’s asked them why I think he says something about why is why. Why am I why are you friends with me? And they’ll tell you what we’re basically and then a lot of times what comes back are those things that are your values. They’re friends with you because of these very specific things. And it’s not about the things you do. It’s about them, how you make them feel, because of this person of who you are, you know, who you are whole being really is,

Lindsay Recknell  19:05

oh, well, I’m definitely going to look up that video and link to it in the show notes. So you know, if you’re interested, check it out there for sure. So if we’re thinking about authentic leaders that are showing up aligned to their values, and let’s say they’re also magically aligned to the values of the organization. What behaviors are those authentic, empathetic leaders displaying to their teams?

Amy McCae  19:36

That’s a very good question. So curiosity and compassion. Okay, so compassion or empathy. So they’re validating what’s going on even if you don’t agree with somebody, let’s say, you know, you’re working like this person is having some feelings that you don’t, you don’t necessarily completely understand. You can still validate their experience because that’s where they’re at. And that is kind of a aspect of psychological safety, you’re giving them space to be where they’re at. And that helps them move into a new space to be more receptive, if you allow that. And then just asking questions, curiosity goes a long way. Coaching is all about asking questions. So somebody figures out on their own. So it helps them to figure it out. And it helps you to figure out what do they need? Do they need to have a timeout? Do they, you know, do they just need to have something to eat? Maybe? Do they have a personal problem that they can’t focus at work? Because they have this other issue going on? Are they not healthy? You know, what do they need, they need to figure it out to some degree to themselves. But if you ask the right questions, and I think that’s kind of what’s going on in workplaces is that leaders are becoming coaches, not just managers, they are coaching people. If you’re going to be successful in business, now, I think that’s the direction it has to go is to be able to, you know, we compassion and curiosity. And those are two big things in coaching that we that we do.

Lindsay Recknell  21:00

Well, and very cool, because compassion and curiosity are two of my top values. It’s like, I set you up for that one. Which I didn’t people, by the way, I did not at all. So if there are folks listening, and they’re thinking, Man, I really want to do this work intentionally in my organization. But we don’t have I don’t feel like we have a psychologically safe environment that would be receptive to this work. What do you say to clients like that, or potential clients that are in that situation?

Amy McCae  21:41

Well, are they even open to what psychological safety means and being willing to do the work, because I feel like there are people that are receptive to that idea. And there are people that are still trying to micromanage people, especially now that we have people working from home. So to create a space of psychological safety, you can’t micromanage somebody’s time when they’re working from home. So I see this as a big huge issue that companies wanting people to be online a certain number of hours or, or to be on all these zoom meetings, and this isn’t helping the situation. So trust is a big issue. So what are they going to do to build trust? You know, they’re gonna have to sit down, have these conversations with their employees? Like, what is it you really need? You know, do you want to be in the office, because this is another issue of people that are saying, Well, I’m not going back to the office, now I’m at home, I’m having a good time, I had to adjust to this. And now I’ve worked it out. And now you want me to go back and wear pants in the office. And, you know, these crazy things after sitting in yoga pants or sweatpants, or whatever, and doing that. So there are ways to build psychological safety. But you have to ask the questions, is everybody willing to do the work? You know, and it requires being vulnerable and expressing what’s going on? And again, validating what’s going on and asking all those questions. Individually asking yourself, development of self awareness, and then building that awareness as a team and being very mindful, being intentional. You know, what, making helping people to feel safe, is allowing them space to be vulnerable, and allowing them to make mistakes basically, and to not, you know, we have to move from our end goals over here to how does our everyday life look, you know, how to how do we operate every day, instead of, we have all these things we need to do. And this is how we’re going to get there. Well, now we’re not just going to get to that way, we’re going to have human skills, and we’re going to learn how to communicate and I have this acknowledge, appreciate, ask, those are three things that in any conversation, acknowledge, appreciate an ask that will get you that is a very quick, simple way to start establishing some form of psychological safety. Everybody starts speaking, like acknowledge, appreciate, ask.

Lindsay Recknell  24:01

That’s brilliant, because my next question was going to be if a workplace if the workplace that this hypothetical leader is living in is not psychologically safe, it might feel almost impossible to do this work or even to start engaging in this work. So my question was going to be, how can we give those folks hope that there is a possibility to do this work in the future? Like, what is where do you have ideas on where they could start so that they can pave the future towards having a more compassionate workplace more psychologically safe workplace for workers? They’re not there yet.

Amy McCae  24:43

The workers are the leaders in the organizations who, yes, both of them. Yeah. Both of them? Well, the leaders need to be self aware. So they’re the ones that have to hold space, right? So they need to be grounded and present and willing to be receptive. So we I practice, we do these mindfulness based practices that are like mindful breathing, because it impacts your nervous system, body scans, because it gets you grounded and in tune and being very present. These are things I love loving kindness meditation, because it helps cultivate compassion, like these are all little mindfulness based practices that if you teach people, and they practice them, that it just kind of happens, it’s, it’s almost kind of magical, or at least it has the space that, you know, the capacity for it to happen is there because we’ve shifted the energy and the way people are, are interacting. So I’m always always a fan of mindfulness based practices to rewire your brain and your nervous system, we just open up that, and they don’t have to be you don’t have to be a monk on a mountain chanting, ohm. I mean, it’s not like I don’t like that at all. And these little mini moments can be many moments, it can literally be, before I speak, I’m going to put my hand on my chest, and I’m going to take a couple breaths before I walk into this meeting. I’m going to sense my hands and feet. When I walk in this meeting, I’m going to use acknowledge appreciate NASS or before a Zoom meeting, or before, like people that are in sales after sales calls or whatever, before those meetings, do those things or do those things within them? Yeah, that’s

Lindsay Recknell  26:28

does the prompting matter, like I hear you say, you know, do this, at this time, do this before you do this activity? Did the prompts help?

Amy McCae  26:38

Well, you I transition periods are the easiest, I did it, I tell you, I did this goofy experiment one time, I was not feeling grateful, I’ll be honest, I was had a bad attitude. So I said, I need to practice feeling more gratitude, just, this is gonna work this way. So I set my alarm on my phone to go off every hour for me to practice gratitude. And let me tell you, I wasn’t feeling very grateful. Like I couldn’t get into the feeling of being grateful because interrupting my work. So I’m transitioning transition periods, they’re just natural opportunities to regain presence, and you don’t want to, if you’re focused on something, you don’t need to stop. Like, if you’re focused and present with your work, or with a person, you know, you need to stop and you know, reanalyze that. So I don’t think there’s a practice in communication, where it’s listening, looping, and dipping and listings. Being an active listener, you know, everybody’s either thinking about what they need to do, they’re feeling anxious, or they want to check their phone or do whatever they’re not like, actively, fully present, listening. So listening, then looping, is validating, like repeating what the person saying. So when that person is telling you what’s going on, you repeat it and repeat it until they feel heard. And a lot of times people don’t feel and don’t try to fix the problem. Sometimes people try to fix it, don’t try to fix it, just repeat it. So they feel validated. And then dipping are those processes where you are tuning into you, what am I feeling? Am I feeling anxious? Am I thinking about this? Am I distracted by the sounds or, or whatever, so that you become that so it’s slipping, listening, looping, and dipping is one of our major practice that I taught this little times and organizations always very intriguing to watch people because nobody, everybody will always when you get into teams, you do it in groups of two. And practice this, you do like this three minutes of speaking and then nobody will validate very, very consistently, they will try to fix it. So it’s nice that you want to try to fix someone’s empathy is not about fixing somebody else’s problem. It’s about understanding their problem. You know, it’s not about it’s not about having crappy boundaries. I’ve had people tell me empathy is this horrible thing? Because I feel bad for everybody. No, I feel bad. No, that’s crappy boundaries. So. So yeah, that process that it’s a good process, you know, acknowledge, appreciate ask is a simple way to kind of use the words and then the listing looping and dipping is the more detailed, effective communication because every organization I speak in, it’s a communication problem. They’re trying to describe it over here is something else. But it’s literally a lack of effective communication, almost always in some capacity somewhere. So because people don’t feel heard, and not getting what they want. And nobody, nobody’s understanding and being compassionate. So

Lindsay Recknell  29:33

oh, all of the language, all of the words that are resonating so deeply in my heart because so I have within mental health and minutes in the monthly subscription, we have a module called intentional listening for exactly this reason, because people will tell us that they are awesome listeners. And some people are pretty good listeners. But I would say the number of awesome or like above average Quality listeners is very few and far between. And there is absolutely things we can learn about listening, whether it’s active listening, or some of these techniques you talked about, I love the alliteration very easy for me to remember it, I’m sure for the listeners as well. So thank you for that. This has been such a magical, wonderful conversation, Amy, you have such great passion and energy for this work, it feels it doesn’t feel overwhelming. Some of the things that you’re talking about, I can hear, you know, I can I can, I can imagine that the listeners could pick up some things that they could try to see if they worked. And then, you know, review and revise and things like that. But definitely some real great strategies and tactics there. So thank you so, so much for joining us. If the audience wants to learn more about you, where where do they find you? And what, how can they work with you?

Amy McCae  30:58

Sure. So on my website, any or mindfulness leader, coach, calm, and LinkedIn, I’m on all the time, I have a brand new, we’ve done it before. And now we’re back doing it again, a weekly meditation, so that that’s free. Anybody can can can join that. I offer coaching and basically workplace wellness stuff all again in emotional intelligence, leadership and well being

Lindsay Recknell  31:23

amazing. And we will link to all of those places in the show notes as well. Now we’ve got lots of good stuff to check out in the show notes. So please, people go go there. It has been awesome. Amy, thank you for sharing your brilliance with us today. I look forward to connecting with you again real soon. Thank you. Take care. It’s my favorite when you can hear the passion in the voice of a guest. I have the benefit of seeing them speak when we’re recording. And I’m often inspired by that. But I think it’s extra special when that same passion shows up in audio recordings to Can’t you just feel the energy Amy has for helping leaders find more self awareness and to implement the strategies for greater empathetic leadership. Me too. At the beginning of the show, I mentioned the free training you can try out with your teens all about stopping the slide into burnout, that feeling of overwhelm and endless stress so many of us are experiencing right now. To complement those materials, which you can download for free from my website at WWW dot mental health eminence com forward slash tryout. I’ve also created a 60 minute live virtual or in person workshop titled from burnout to hope, which has been transformational for so many organizations. You and your team will leave this workshop understanding how to identify the signs of burnout in yourselves and others how to put that action into evidence based strategies and tactics to reverse the feelings of overwhelm and activate the hope circuit in your brain for a future even better than today. It’s helpful, practical and transformative and I’d love to bring it to your organization. On our website, you’ll find more information about this workshop as well as the mental health and minutes digital subscription, a done for you package of presentations and other content designed to help you make meaningful connections with your people. To increase knowledge and education about mental health related topics and normalize these kinds of conversations in your workplace. The thing we do best at mental health in minutes is open the door to conversations about mental health at work. And episodes like this give us real things we can try to truly make a difference. Being a people leader is especially hard right now, you might feel like you’re managing both up and down the corporate ladder. And if the thought of figuring out how to best support your people and yourself feels overwhelming and impossibly hard, let’s talk. We’re here to do the heavy lifting with resources and materials, along with the training and facilitation leaving you to do what you do best engaging with and supporting your people. We have many ways to support you from full service hands on to guidance and support from afar. So let’s chat about what works best for you and your people. As always, I’m here if you need me.

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My mission is to help great leaders like you feel less awkward and more confident about mental health at work so you can stress less and take more action.

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