Success Advice
5 Insanely Simple and Effective Ways to Take a Mental Break From Work

A study conducted by Gettysburg College found that you spend one-third of your life at work. On average, a person will spend 90,000 hours at work over a lifetime. This is a lot of time away from family while undergoing a lot of mental and physical stress. Overtime work starts to take priority over family and before you realize it, your productivity, creativity, mental, and physical health starts to decline. Why does this happen?
The reason is we do not give our minds time to re-charge and refocus on our priorities. We keep letting lesser priority tasks slip into our daily schedule and end up working long hours with less motivation. Then, every day starts to look like what Bill Murray experienced in the movie “Groundhog Day”. It is the same day every day!
Below is a five-step process to break this vicious cycle, reset your mind, and take a break from work:
1. Do a Mind Dump
Our minds already have all the information about our goals, interests, passion, and what motivates us. We need to tap into this rich information by strategically writing them down and making them visible. This is where the Mind Dump Exercise helps. Whenever you feel lost, not accomplishing your goals, overcommitting yourself to various tasks, feeling overwhelmed with ideas and thoughts, do this exercise, and document everything in your mind on to a piece of paper.
The exercise helps to give more visibility into your emotions, and you can take action accordingly. There is no right or wrong way to do this exercise. The goal is to write down everything you have in your mind. Then use this to guide your actions.
“Rest when you are weary. Refresh and Renew yourself. Your body, your mind, your spirit. Then get back to work.” – Ralph Martson
2. Write Down All of Your Accomplishments
One of the biggest problems with the human mind is it easily sways towards negative thoughts if we allow it to. We are constantly thinking about the things we haven’t accomplished and feel bad about ourselves. Let’s change that narrative in our minds.
Write down all your accomplishments in a given time frame. It could be – three months, six months, a year, or whatever you see fit. Once you start writing down all your accomplishments, it gives you a chance to appreciate the past and the present, in terms of all the items you have already completed that gives you purpose in life. Don’t think about the future alone.
I may go one step further and take a print out of all these accomplishments and stick it in a visible portion of your office to remind yourself every day that you are doing great work.
3. Write Down All of the Things You Are Grateful For
Yes, life sucks and throws you curveballs that hit you when you least expect it. But, each time you fall, you can stand up again and keep marching. One way to help do this is to write down all the things you are grateful for, like – your family, health, job, kids, friends, having money to support your family, having a roof over your head, and much more. Research conducted at UC Berkeley found a strong correlation between gratitude and well-being. It directly impacts mental and physical health.
When you observe the things you are grateful for, it helps give a different and more informed perspective on your current situation. Remember, “Tough times don’t last, tough people, do.” – Robert Schuller.
4. Give Yourself Some Grace
The problem with us as humans is that the way we treat ourselves is different than the way we treat others. We are kind to our best friend, and make sure we treat him/her with respect. But, when we mess up or do something that we do not like, we berate ourselves. We tell ourselves we are not good enough; we always mess up; we are stupid, and we do not deserve a second chance. Would you say these things to your best friend? Of course, you wouldn’t. Then, why do you treat yourself any differently?
It is unusual for people to say, “I am not going to do the best I can.” We all strive to put in our optimum effort to do what is best for our loved ones and us. So, when things aren’t going well for you, or you feel like giving up, give yourself some grace. Recognize that you are doing the best you can under the circumstances you are currently in. Sometimes things do not work out, and that is okay. There is always next time.
“Treat yourself with love and respect and you will attract people who show you love and respect.” – Rhonda Byrne
5. Do Something Fun
We get so attached to our work, that we sometimes forget life is more than just our job. Many beautiful experiences are waiting to be explored. There are fun things to do by yourself and your family. This could be as simple as spending more time with family, going on a mini-vacation, taking a staycation – where you catch up on reading, favorite TV shows, and eating great food. Detach from your busy life at work. Remember “We all have two lives, and the second begins when we realize we have only one” – Confucius.
So are you feeling overwhelmed, stressed, or anxious at work? Then, it may be time to take a mental break from your job and focus on you. Follow the five-step process and give yourself the headspace you deserve.
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Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)
The surprising truth about leadership styles that can make or break your team’s success.

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)
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The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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