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Mindset in Motion

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Helping Busy Professionals Feel Better, Move More & Stress Less! Proving Small Steps Lead to Big Transformations!

Follow for tips, workshops, and inspiration to thrive, no matter what life throws your way.

30/10/2026

𝗬𝗼𝘂𝗿 𝗺𝗲𝗲𝘁𝗶𝗻𝗴 𝗵𝗮𝘀 𝗳𝗶𝗻𝗶𝘀𝗵𝗲𝗱. 𝗕𝘂𝘁 𝗵𝗮𝘀 𝘆𝗼𝘂𝗿 𝗯𝗿𝗮𝗶𝗻 𝗿𝗲𝗰𝗼𝘃𝗲𝗿𝗲𝗱?

An hour of concentrating, processing information, making decisions and sitting still.

Then straight into another meeting.

Another screen. Another demand on your attention.

𝗔𝗻𝗱 𝘄𝗲 𝘄𝗼𝗻𝗱𝗲𝗿 𝘄𝗵𝘆 𝗽𝗲𝗼𝗽𝗹𝗲 𝗮𝗿𝗲 𝗺𝗲𝗻𝘁𝗮𝗹𝗹𝘆 𝗲𝘅𝗵𝗮𝘂𝘀𝘁𝗲𝗱 𝗯𝘆 𝟯𝗽𝗺.

We schedule meetings down to the minute, but rarely allow time to reset between them.

Here's something every organisation could introduce tomorrow.

𝗕𝗲𝗳𝗼𝗿𝗲 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗹𝗲𝗮𝘃𝗲𝘀 𝘁𝗵𝗲 𝗺𝗲𝗲𝘁𝗶𝗻𝗴 𝗿𝗼𝗼𝗺, 𝘁𝗮𝗸𝗲 𝟲𝟬 𝘀𝗲𝗰𝗼𝗻𝗱𝘀 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿.

A gentle neck stretch.

A few shoulder rolls.

Stand tall and reset your posture.

No equipment. No awkwardness. No extra meeting required.

And when leaders join in, it becomes part of the culture.

𝗕𝘂𝘁 𝗵𝗲𝗿𝗲'𝘀 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲.

Knowing movement helps isn't the problem.

Remembering to do it, making it a habit and understanding the impact is.

That's exactly why I created the Performance Microbreak Platform™.

It gives employees targeted 60 second Movement Snacks based on how they're feeling, helps build accountability and measures the difference.

And gives organisations visibility of how these small changes are supporting their people.

𝗜𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿 𝗽𝗮𝘆𝗶𝗻𝗴 𝗳𝗼𝗿 𝗽𝗲𝗼𝗽𝗹𝗲'𝘀 𝘁𝗶𝗺𝗲, 𝘀𝗵𝗼𝘂𝗹𝗱𝗻'𝘁 𝘆𝗼𝘂 𝗮𝗹𝘀𝗼 𝗯𝗲 𝗽𝗿𝗼𝘁𝗲𝗰𝘁𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝘁𝗼 𝗽𝗲𝗿𝗳𝗼𝗿𝗺?

I'm inviting organisations to see what 60 seconds could change.

DM me MICROBREAK and I'll show you how the Platform works and how you can trial it with your team.

29/10/2026

𝗜𝗺𝗮𝗴𝗶𝗻𝗲 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗶𝗻𝘁𝗼 𝗮 𝗰𝗼𝗳𝗳𝗶𝗻 𝗮𝗻𝗱 𝘀𝗲𝗲𝗶𝗻𝗴 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳.

What would you want people to say about you at your funeral?

That you never missed a deadline?

That you answered emails at 10 pm?

That you worked through every lunch break and rarely took a day off sick?

Or that you were there for the people who mattered?

Stephen Covey asks us to imagine our own funeral in his book, The 7 Habits of Highly Effective People.

It's part of his principle, "Begin with the End in Mind".

𝗔𝗻𝗱 𝗶𝘁'𝘀 𝗮 𝗽𝗼𝘄𝗲𝗿𝗳𝘂𝗹 𝗿𝗲𝗺𝗶𝗻𝗱𝗲𝗿 𝘁𝗵𝗮𝘁 𝗯𝗲𝗶𝗻𝗴 𝘀𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹 𝗮𝘁 𝘄𝗼𝗿𝗸 𝗶𝘀𝗻'𝘁 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝗮𝘀 𝗵𝗮𝘃𝗶𝗻𝗴 𝗮 𝘀𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹 𝗹𝗶𝗳𝗲.

Recently, I've been speaking to high-performing professionals who feel trapped by their workloads.

They can't take breaks, struggle to switch off and are frightened of the consequences of speaking up.

I recognise that person because I used to be one.

I put my career and everyone else's needs before my own.

Until my health paid the price.

And after everything I've been through, I've learned something important.

𝗦𝘂𝗰𝗰𝗲𝘀𝘀 𝗶𝘀𝗻'𝘁 𝗷𝘂𝘀𝘁 𝗮𝗯𝗼𝘂𝘁 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗮𝗰𝗵𝗶𝗲𝘃𝗲 𝗮𝘁 𝘄𝗼𝗿𝗸.

It's about having the health, time and freedom to enjoy the life you're working so hard for.

And while employers absolutely have a responsibility to tackle unreasonable workloads, we also need to protect what we can outside work.

𝗦𝗼, 𝘀𝘁𝗮𝗿𝘁 𝘀𝗺𝗮𝗹𝗹.

𝗚𝗼𝘁 𝟱 𝗺𝗶𝗻𝘂𝘁𝗲𝘀?
Put your phone down, stretch or step outside for some fresh air.

𝗚𝗼𝘁 𝟭𝟱–𝟯𝟬 𝗺𝗶𝗻𝘂𝘁𝗲𝘀?
Go for a walk, enjoy a proper meal or spend uninterrupted time with someone you love.

𝗚𝗼𝘁 𝗮𝗻 𝗵𝗼𝘂𝗿?
Do something purely for YOU. Without guilt. Without checking emails.

These things won't fix a toxic workplace, but they can help you start putting yourself back on your own priority list.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗶𝗳 𝘆𝗼𝘂 𝗱𝗼𝗻'𝘁 𝗺𝗮𝗸𝗲 𝘁𝗶𝗺𝗲 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝗵𝗲𝗮𝗹𝘁𝗵, 𝗶𝗹𝗹𝗻𝗲𝘀𝘀 𝗺𝗮𝘆 𝗲𝘃𝗲𝗻𝘁𝘂𝗮𝗹𝗹𝘆 𝗳𝗼𝗿𝗰𝗲 𝘆𝗼𝘂 𝘁𝗼 𝘀𝘁𝗼𝗽.

And you won't necessarily get to choose when.

So, looking at this photo of me enjoying a quiet moment in nature, I know which version of success matters most to me now.

𝗪𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗯𝗲 𝗿𝗲𝗺𝗲𝗺𝗯𝗲𝗿𝗲𝗱 𝗳𝗼𝗿, 𝗮𝗻𝗱 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗺𝗮𝗸𝗶𝗻𝗴 𝘁𝗶𝗺𝗲 𝗳𝗼𝗿 𝗶𝘁 𝗻𝗼𝘄?

28/10/2026

𝗜 𝘄𝗮𝘀 𝘁𝗼𝗹𝗱 𝘁𝗼 𝘀𝘁𝗼𝗽 𝘀𝗵𝗮𝗿𝗶𝗻𝗴 𝗺𝘆 𝗯𝘂𝗿𝗻𝗼𝘂𝘁 𝘀𝘁𝗼𝗿𝘆 𝗼𝗻 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗶𝘁 𝗺𝗮𝗸𝗲𝘀 𝗺𝗲 𝗹𝗼𝗼𝗸 𝘄𝗲𝗮𝗸.

Apparently, vulnerability is acceptable behind closed doors, but sharing it on social media damages your professional credibility.

𝗜 𝗰𝗼𝘂𝗹𝗱𝗻'𝘁 𝗱𝗶𝘀𝗮𝗴𝗿𝗲𝗲 𝗺𝗼𝗿𝗲.

For years, I thought being strong meant coping with everything.

Never complaining.

Never asking for help.

Pushing through, however exhausted I felt.

But by February 2017, I was already burnt out.

Years of chronic stress, exhaustion and ignoring the warning signs had taken their toll.

My concentration and ability to function were suffering.

Then, almost 10 years ago, I had a devastating cycling accident that nearly killed me.

I suffered a serious brain injury, multiple facial fractures and needed my skull and face reconstructed.

𝗧𝗵𝗲 𝗮𝗰𝗰𝗶𝗱𝗲𝗻𝘁 𝗱𝗶𝗱𝗻'𝘁 𝗰𝗮𝘂𝘀𝗲 𝗺𝘆 𝗯𝘂𝗿𝗻𝗼𝘂𝘁. 𝗜 𝘄𝗮𝘀 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗯𝘂𝗿𝗻𝘁 𝗼𝘂𝘁.

I believe the exhaustion and impact of prolonged stress contributed to what happened that day.

And now I'm being told that talking about it makes me look weak?

𝗜𝗳 𝗺𝗼𝗿𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝗵𝗮𝗱 𝘀𝗽𝗼𝗸𝗲𝗻 𝗼𝗽𝗲𝗻𝗹𝘆 𝗮𝗯𝗼𝘂𝘁 𝗯𝘂𝗿𝗻𝗼𝘂𝘁, 𝗺𝗮𝘆𝗯𝗲 𝗜'𝗱 𝗵𝗮𝘃𝗲 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘀𝗲𝗱 𝘁𝗵𝗲 𝘀𝗶𝗴𝗻𝘀 𝘀𝗼𝗼𝗻𝗲𝗿.

I don't share my story for sympathy.

I share it because someone reading this might be where I was nearly 10 years ago.

Still performing.

Still smiling.

Still convincing themselves they're coping.

And if my experience encourages just one person to seek support before reaching breaking point, it's worth telling.

Of course, there's a difference between sharing with purpose and sharing every personal detail online.

But since when did professional credibility require us to pretend we've never struggled?

𝗪𝗲 𝘀𝗮𝘆 𝘄𝗲 𝘄𝗮𝗻𝘁 𝗽𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝘀𝗮𝗳𝗲𝘁𝘆 𝗮𝘁 𝘄𝗼𝗿𝗸, 𝘆𝗲𝘁 𝘄𝗲 𝘀𝘁𝗶𝗹𝗹 𝗷𝘂𝗱𝗴𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝘄𝗵𝗼 𝘀𝗽𝗲𝗮𝗸 𝗼𝗽𝗲𝗻𝗹𝘆 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲𝗶𝗿 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗲𝘀.

You can't have it both ways.

So, I'd genuinely like to hear different perspectives.

𝗗𝗼𝗲𝘀 𝘀𝗵𝗮𝗿𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗲𝘀 𝗼𝗻 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗺𝗮𝗸𝗲 𝘆𝗼𝘂 𝗮 𝗹𝗲𝘀𝘀 𝗰𝗿𝗲𝗱𝗶𝗯𝗹𝗲 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹?

𝗢𝗿 𝗶𝘀 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝘄𝗲𝗮𝗸𝗻𝗲𝘀𝘀 𝗮 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝘁𝗵𝗮𝘁 𝘀𝘁𝗶𝗹𝗹 𝗲𝘅𝗽𝗲𝗰𝘁𝘀 𝗽𝗲𝗼𝗽𝗹𝗲 𝘁𝗼 𝗵𝗶𝗱𝗲 𝗶𝘁?

27/10/2026

𝗬𝗼𝘂 𝗰𝗮𝗻'𝘁 𝗯𝗿𝗲𝗮𝘁𝗵𝗲 𝘆𝗼𝘂𝗿 𝘄𝗮𝘆 𝗼𝘂𝘁 𝗼𝗳 𝗮 𝗹𝗶𝗳𝗲 𝘆𝗼𝘂 𝗸𝗲𝗲𝗽 𝘀𝗮𝘆𝗶𝗻𝗴 𝘆𝗲𝘀 𝘁𝗼.

I've had several high-performing professionals contact me recently because they're struggling with burnout.

One told me she's seeing a therapist and has been given breathing exercises.

They help her feel calmer.

But the demands that are exhausting her haven't changed.

I recognise that pattern.

When I was burning out, my employer could have done far more to support me.

𝗕𝘂𝘁 𝗜 𝗮𝗹𝘀𝗼 𝗵𝗮𝗱 𝘁𝗼 𝗰𝗵𝗮𝗻𝗴𝗲 𝗵𝗼𝘄 𝗜 𝘁𝗿𝗲𝗮𝘁𝗲𝗱 𝗺𝘆𝘀𝗲𝗹𝗳.

I was a people-pleaser.

Everyone else's needs came before mine.

I'd say yes when I wanted to say no.

Work spilled into my evenings, weekends and social life.

And I convinced myself I simply didn't have time for me.

Does this sound familiar?

𝗬𝗼𝘂 𝗰𝗮𝗻'𝘁 𝗮𝗹𝘄𝗮𝘆𝘀 𝗰𝗼𝗻𝘁𝗿𝗼𝗹 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝗸𝗹𝗼𝗮𝗱. 𝗕𝘂𝘁 𝘆𝗼𝘂 𝗰𝗮𝗻 𝘀𝘁𝗮𝗿𝘁 𝗿𝗲𝗰𝗹𝗮𝗶𝗺𝗶𝗻𝗴 𝘀𝗺𝗮𝗹𝗹 𝗽𝗶𝗲𝗰𝗲𝘀 𝗼𝗳 𝘆𝗼𝘂𝗿 𝗱𝗮𝘆.

Try this:

𝗛𝗮𝘃𝗲 𝟭-𝟱 𝗺𝗶𝗻𝘂𝘁𝗲𝘀?
Move away from your screen, stretch or step outside. And before agreeing to another request, ask yourself whether you actually have the capacity.

𝗛𝗮𝘃𝗲 𝟭𝟱-𝟯𝟬 𝗺𝗶𝗻𝘂𝘁𝗲𝘀?
Take a proper lunch break, go for a walk or do something you enjoy without checking your emails.

𝗛𝗮𝘃𝗲 𝟯𝟬+ 𝗺𝗶𝗻𝘂𝘁𝗲𝘀?
Protect time for something that matters to YOU. Exercise, friends, family or simply doing nothing without feeling guilty.

These aren't cures for burnout.

And they don't excuse employers from tackling unreasonable demands.

But they can help you rebuild the boundaries that chronic stress has eroded.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗶𝗳 𝘆𝗼𝘂 𝗸𝗲𝗲𝗽 𝗴𝗶𝘃𝗶𝗻𝗴 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗲𝗹𝘀𝗲 𝘆𝗼𝘂𝗿 𝘁𝗶𝗺𝗲, 𝘄𝗵𝗮𝘁'𝘀 𝗹𝗲𝗳𝘁 𝗳𝗼𝗿 𝘆𝗼𝘂?

What's one thing you've stopped doing for yourself because you're always too busy?

26/10/2026

𝗦𝗶𝗻𝗰𝗲 𝘄𝗵𝗲𝗻 𝗱𝗶𝗱 𝗯𝗲𝗶𝗻𝗴 𝗴𝗼𝗼𝗱 𝗮𝘁 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝗺𝗲𝗮𝗻 𝘆𝗼𝘂 𝗵𝗮𝗱 𝘁𝗼 𝘀𝗮𝗰𝗿𝗶𝗳𝗶𝗰𝗲 𝘆𝗼𝘂𝗿 𝗵𝗲𝗮𝗹𝘁𝗵 𝘁𝗼 𝗸𝗲𝗲𝗽 𝗶𝘁?

I've recently had several high-performing professionals contact me.

Decades of loyalty. Hardly a day off sick. Consistently delivering results.

Now they're struggling to keep up.

And instead of asking whether the workload is realistic, some are being threatened with Performance Improvement Plans.

𝗪𝗵𝗲𝗻 𝗱𝗶𝗱 𝗮𝘀𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝗵𝗲𝗹𝗽 𝗯𝗲𝗰𝗼𝗺𝗲 𝗮 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗶𝘀𝘀𝘂𝗲?

If you're in this position, stop silently absorbing the pressure.

Ask your manager to agree what takes priority and what can realistically be moved. Get that agreement in writing.

And leaders, before putting someone on a performance plan, examine the demands you're placing on them.

𝗬𝗼𝘂 𝗰𝗮𝗻'𝘁 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲-𝗺𝗮𝗻𝗮𝗴𝗲 𝘆𝗼𝘂𝗿 𝘄𝗮𝘆 𝗼𝘂𝘁 𝗼𝗳 𝗮𝗻 𝘂𝗻𝗺𝗮𝗻𝗮𝗴𝗲𝗮𝗯𝗹𝗲 𝘄𝗼𝗿𝗸𝗹𝗼𝗮𝗱.

Are organisations confusing employee commitment with unlimited capacity?

23/10/2026

𝗬𝗼𝘂'𝗿𝗲 𝗽𝗮𝘆𝗶𝗻𝗴 𝗽𝗲𝗼𝗽𝗹𝗲 𝘁𝗼 𝘁𝗵𝗶𝗻𝗸. 𝗦𝗼 𝘄𝗵𝘆 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗲𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗶𝗻𝗴 𝘁𝗵𝗲𝗺 𝘁𝗼 𝘀𝗶𝘁 𝘀𝘁𝗶𝗹𝗹?

Eight hours at a desk.

Back-to-back meetings.

Lunch in front of a screen.

And somehow, we've confused being constantly busy with being productive.

𝗕𝘂𝘁 𝘆𝗼𝘂𝗿 𝗯𝗿𝗮𝗶𝗻 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗯𝗲𝗻𝗲𝗳𝗶𝘁 𝗳𝗿𝗼𝗺 𝗯𝗲𝗶𝗻𝗴 𝗴𝗹𝘂𝗲𝗱 𝘁𝗼 𝗮 𝗰𝗵𝗮𝗶𝗿.

Research suggests that breaking up prolonged sitting with movement can support aspects of memory and cognitive performance.

Yet we still treat getting up from our desks as a distraction from work.

Here's something you can try right now.

𝗬𝗼𝘂𝗿 𝟲𝟬 𝘀𝗲𝗰𝗼𝗻𝗱 𝗠𝗼𝘃𝗲𝗺𝗲𝗻𝘁 𝗦𝗻𝗮𝗰𝗸:

10 calf raises.
10 shoulder rolls.
10 worktop push-ups.

That's it. No gym. No equipment. No need to change your clothes.

Watch the video and try it with me.

Then notice how you feel when you return to your next task.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲 𝘃𝗮𝗹𝘂𝗲 𝗶𝘀𝗻'𝘁 𝘁𝗵𝗲 𝟲𝟬 𝘀𝗲𝗰𝗼𝗻𝗱𝘀 𝘆𝗼𝘂 𝘀𝘁𝗼𝗽 𝘄𝗼𝗿𝗸𝗶𝗻𝗴.

It's how you perform afterwards.

And if you're a leader, here's something worth considering.

𝗔𝗿𝗲 𝘆𝗼𝘂 𝗰𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗮 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝘄𝗵𝗲𝗿𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗲𝗲𝗹 𝗮𝗯𝗹𝗲 𝘁𝗼 𝗺𝗼𝘃𝗲, 𝗼𝗿 𝗼𝗻𝗲 𝘄𝗵𝗲𝗿𝗲 𝘁𝗵𝗲𝘆 𝗳𝗲𝗲𝗹 𝗴𝘂𝗶𝗹𝘁𝘆 𝗳𝗼𝗿 𝗹𝗲𝗮𝘃𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗱𝗲𝘀𝗸?

22/10/2026

𝗬𝗼𝘂𝗿 𝗯𝘂𝗿𝗻𝗼𝘂𝘁 𝘀𝘁𝗼𝗿𝘆 𝗰𝗼𝘂𝗹𝗱 𝗯𝗲 𝘁𝗵𝗲 𝗿𝗲𝗮𝘀𝗼𝗻 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝗲𝗹𝘀𝗲 𝗻𝗲𝘃𝗲𝗿 𝗿𝗲𝗮𝗰𝗵𝗲𝘀 𝗯𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝗽𝗼𝗶𝗻𝘁.

And I'd love to help you tell it.

Five years ago, I contributed to my first collaborative book alongside 15 inspirational women.

I wasn't an author. I just had a story worth sharing.

That experience taught me how to structure, write, edit and publish a book.

I took everything I'd learned and wrote Broken to Bionic, which became an Amazon No. 1 bestseller overnight.

𝗕𝘂𝘁 𝗯𝗲𝗰𝗼𝗺𝗶𝗻𝗴 𝗮 𝗽𝘂𝗯𝗹𝗶𝘀𝗵𝗲𝗱 𝗮𝘂𝘁𝗵𝗼𝗿 𝗱𝗶𝗱 𝘀𝗼 𝗺𝘂𝗰𝗵 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗽𝘂𝘁 𝗺𝘆 𝗻𝗮𝗺𝗲 𝗼𝗻 𝗮 𝗯𝗼𝗼𝗸.

In a crowded market, it helped me stand out.

It strengthened my credibility, opened doors to speaking engagements, podcasts, collaborations and conversations with organisations I might never otherwise have reached.

And now I want to help others experience that opportunity.

𝗜'𝗺 𝗯𝗿𝗶𝗻𝗴𝗶𝗻𝗴 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿 𝟭𝟱 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗼𝗿 𝗮 𝗻𝗲𝘄 𝗯𝗼𝗼𝗸 𝗮𝗯𝗼𝘂𝘁 𝗯𝘂𝗿𝗻𝗼𝘂𝘁 𝗮𝗻𝗱 𝗿𝗲𝗰𝗼𝘃𝗲𝗿𝘆.

Real people. Real experiences. Real lessons.

Not just what went wrong, but what helped them recover and what others can learn.

And you dont need to be a writer!

As part of my author coaching programme, I'll guide you through the entire process:

✔️ Weekly Zoom coaching sessions.
✔️ A clear structure to turn your experience into a compelling chapter.
✔️ Writing tools, feedback and accountability.
✔️ I'll arrange all the editing, formatting and self-publishing through Amazon.
✔️ You'll gain knowledge and skills you can use to write your own book in the future.

𝗜'𝗺 𝗯𝗿𝗶𝗻𝗴𝗶𝗻𝗴 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿 𝟭𝟱 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗼𝗿 𝗮 𝗻𝗲𝘄 𝗯𝗼𝗼𝗸 𝗮𝗯𝗼𝘂𝘁 𝗯𝘂𝗿𝗻𝗼𝘂𝘁 𝗮𝗻𝗱 𝗿𝗲𝗰𝗼𝘃𝗲𝗿𝘆.

We're provisionally starting in January 2027.

And what better way to start the new year than taking the first steps towards becoming a published author?

You could help someone recognise the warning signs of burnout while opening doors you never imagined for yourself.

𝗖𝗼𝘂𝗹𝗱 𝗼𝗻𝗲 𝗼𝗳 𝘁𝗵𝗼𝘀𝗲 𝟳 𝗽𝗹𝗮𝗰𝗲𝘀 𝗯𝗲 𝘆𝗼𝘂𝗿𝘀?

If you've experienced burnout and recovered, or know someone with a story worth sharing, comment AUTHOR below or message me directly and I'll send you the details.

Your story deserves to be heard. And it might just change someone elses life.

21/10/2026

𝗧𝗵𝗲 𝘀𝗮𝗺𝗲 𝗱𝗮𝘆 𝗺𝘆 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝘀𝗶𝗴𝗻𝗲𝗱 𝗮 𝗺𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝗽𝗹𝗲𝗱𝗴𝗲, 𝗜 𝘄𝗮𝘀 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝘁𝗼𝗹𝗱 𝘁𝗼 𝗹𝗲𝗮𝘃𝗲.

This was Mental Health Awareness Week, 2018.

I'd returned to work after nine months off following a cycling accident that nearly killed me.

A serious brain injury. Facial reconstruction. Hearing loss in my left ear.

I was struggling to adjust.

I tired more quickly and sometimes needed people to repeat themselves on the telephone.

My employer started monitoring every call and checking my written work.

Apparently, they were looking after my wellbeing.

Instead, I felt increasingly incompetent and lost my confidence.

I was eventually diagnosed with episodic depression.

𝗢𝗻 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝗱𝗮𝘆 𝘀𝗲𝗻𝗶𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗽𝗹𝗲𝗱𝗴𝗲𝗱 𝘁𝗼 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲𝗶𝗿 𝗺𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵, 𝗺𝘆 𝗯𝗼𝘀𝘀 𝗴𝗮𝘃𝗲 𝗺𝗲 𝘁𝗵𝗿𝗲𝗲 𝗰𝗵𝗼𝗶𝗰𝗲𝘀.

1. Improve within a month or face disciplinary action.
2. Take unpaid leave until I was better.
3. Leave.

I'd already overheard my boss telling another senior manager what an inconvenience I was.

So I left.

𝗔𝗻𝗱 𝘁𝗵𝗶𝘀 𝗶𝘀 𝘄𝗵𝘆 𝗜 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻𝘀 𝘁𝗵𝗮𝘁 𝘁𝗮𝗹𝗸 𝗮𝗯𝗼𝘂𝘁 𝗽𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝘀𝗮𝗳𝗲𝘁𝘆 𝗯𝘂𝘁 𝗱𝗼𝗻'𝘁 𝗽𝗿𝗮𝗰𝘁𝗶𝘀𝗲 𝗶𝘁.

A pledge means nothing if employees are punished for admitting they're struggling.

The consequences go far beyond one person leaving.

People stop speaking up. They hide their difficulties, work when they're unwell and eventually burn out or leave.

𝗦𝗼, 𝗹𝗲𝗮𝗱𝗲𝗿𝘀, 𝗵𝗲𝗿𝗲'𝘀 𝗼𝗻𝗲 𝘁𝗵𝗶𝗻𝗴 𝘁𝗼 𝗮𝘀𝗸 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝘃𝗲𝘀.

When an employee tells you they're struggling, does your response match the promises in your policies?

Because 𝗽𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝘀𝗮𝗳𝗲𝘁𝘆 𝗶𝘀 𝗽𝗿𝗼𝘃𝗲𝗱 𝗯𝘆 𝗮𝗰𝘁𝗶𝗼𝗻𝘀, 𝗻𝗼𝘁 𝗽𝗹𝗲𝗱𝗴𝗲𝘀.

20/10/2026

𝗪𝗲’𝗿𝗲 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘀𝗺𝗮𝗿𝘁𝗲𝗿 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆. 𝗕𝘂𝘁 𝗮𝗿𝗲 𝘄𝗲 𝗯𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗵𝘂𝗺𝗮𝗻𝘀 𝘂𝘀𝗶𝗻𝗴 𝗶𝘁?

I'm probably more bionic than most people reading this.

In 2017, a cycling accident nearly killed me.

The left side of my face had to be reconstructed with plates, pins and mesh.

My eye socket, cheekbone, jaw and the base of my skull were fractured.

𝗕𝘂𝘁 𝗺𝘆 𝗮𝗰𝗰𝗶𝗱𝗲𝗻𝘁 𝗱𝗶𝗱𝗻'𝘁 𝘀𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗰𝗿𝗮𝘀𝗵.

It started years earlier, when I was a lawyer, pushing through chronic stress, ignoring the warning signs and believing I could just keep going.

I was burnt out.

My body and brain were exhausted, and the consequences were life-changing.

Technology helped rebuild my face.

But rebuilding my health, confidence and ability to perform took something very different.

𝗔𝗻𝗱 𝘁𝗵𝗮𝘁𝘀 𝘄𝗵𝘆 𝗜'𝗺 𝘀𝗼 𝗽𝗮𝘀𝘀𝗶𝗼𝗻𝗮𝘁𝗲 𝗮𝗯𝗼𝘂𝘁 𝗵𝘂𝗺𝗮𝗻 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗶𝗻 𝗮 𝗱𝗶𝗴𝗶𝘁𝗮𝗹 𝘄𝗼𝗿𝗹𝗱.

We're investing millions in AI, automation and technology to make businesses more productive.

Yet we're still expecting exhausted humans to keep up.

Faster systems. More demands. Less recovery.

And then we wonder why burnout, mistakes and disengagement are costing organisations so much.

𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 𝗰𝗮𝗻 𝗼𝗽𝘁𝗶𝗺𝗶𝘀𝗲 𝗮 𝗽𝗿𝗼𝗰𝗲𝘀𝘀. 𝗕𝘂𝘁 𝗶𝘁 𝗰𝗮𝗻'𝘁 𝗺𝗮𝗸𝗲 𝗮𝗻 𝗲𝘅𝗵𝗮𝘂𝘀𝘁𝗲𝗱 𝗵𝘂𝗺𝗮𝗻 𝗽𝗲𝗿𝗳𝗼𝗿𝗺 𝗮𝘁 𝘁𝗵𝗲𝗶𝗿 𝗯𝗲𝘀𝘁.

That's where my work comes in.

Helping organisations build human performance into the way they work, through movement, recovery, psychological safety and leadership that recognises human limits.

One simple place to start?

Ask your team whats draining their energy, not just what's slowing down their productivity.

And do something about the answers.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲 𝗼𝗳 𝘄𝗼𝗿𝗸 𝗻𝗲𝗲𝗱𝘀 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝘀𝗺𝗮𝗿𝘁𝗲𝗿 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆. 𝗜𝘁 𝗻𝗲𝗲𝗱𝘀 𝗵𝗲𝗮𝗹𝘁𝗵𝗶𝗲𝗿 𝗵𝘂𝗺𝗮𝗻𝘀.

Are we investing as much in the people using our technology as we are in the technology itself?

19/10/2026

𝗜 𝗱𝗼𝗻'𝘁 𝗰𝗮𝗿𝗲 𝗵𝗼𝘄 𝗯𝗿𝗶𝗹𝗹𝗶𝗮𝗻𝘁 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝗶𝘀 𝗮𝘁 𝘁𝗵𝗲𝗶𝗿 𝗷𝗼𝗯. 𝗜𝗳 𝘁𝗵𝗲𝘆'𝗿𝗲 𝗱𝗲𝘀𝘁𝗿𝗼𝘆𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺, 𝘁𝗵𝗲𝘆'𝗿𝗲 𝗰𝗼𝘀𝘁𝗶𝗻𝗴 𝘆𝗼𝘂 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝘁𝗵𝗲𝘆'𝗿𝗲 𝘄𝗼𝗿𝘁𝗵.

Meet 𝗧𝗵𝗲 𝗦𝗺𝗶𝗹𝗲𝘆 𝗔𝘀𝘀𝗮𝘀𝘀𝗶𝗻.

I've worked with one.

Charming and supportive in public.

Behind closed doors, he told me I couldnt be a good mum AND have a successful career.

I had to choose.

This was the 2010s, not the 1800s!

He stripped away responsibilities I'd spent years earning, undermined me in front of colleagues and destroyed my confidence.

Yet to everyone else, he was lovely.

𝗧𝗵𝗶𝘀 𝗶𝘀 𝘄𝗵𝗲𝗿𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻𝘀 𝗴𝗲𝘁 𝗶𝘁 𝘄𝗿𝗼𝗻𝗴.

They protect someone because they're technically brilliant, bring in revenue or consistently hit their targets.

Meanwhile, other employees are losing confidence, calling in sick, leaving or turning up to work completely disengaged.

And we wonder why burnout and staff turnover are so high.

𝗦𝗼, 𝘄𝗵𝗮𝘁 𝘀𝗵𝗼𝘂𝗹𝗱 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗱𝗼?

Stop measuring someone's value purely by their individual results.

Look at what's happening around them.

Are people leaving their team?

Is sickness absence increasing?

Are employees frightened to speak up?

Are complaints being dismissed because that's just what they're like?

Take concerns seriously. Investigate them fairly. Set clear expectations for behaviour and hold people accountable.

And if the behaviour continues despite appropriate intervention, be prepared to let that person go, following a fair process.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗻𝗼 𝗼𝗻𝗲 𝗶𝘀 𝘀𝗼 𝗴𝗼𝗼𝗱 𝗮𝘁 𝘁𝗵𝗲𝗶𝗿 𝗷𝗼𝗯 𝘁𝗵𝗮𝘁 𝘁𝗵𝗲𝘆 𝘀𝗵𝗼𝘂𝗹𝗱 𝗯𝗲 𝗮𝗹𝗹𝗼𝘄𝗲𝗱 𝘁𝗼 𝗱𝗲𝘀𝘁𝗿𝗼𝘆 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗲𝗹𝘀𝗲'𝘀 𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝘁𝗼 𝗱𝗼 𝘁𝗵𝗲𝗶𝗿𝘀.

𝗠𝘆 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀:

Would you rather lose one technically brilliant employee or keep losing good people because of them?

Address

16 Rosemary Crescent, Portishead
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http://www.mindset-in-motion.co.uk/

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