Trillyum Consulting

Rediscover Your Spark as a Leader Research shows that chronic workplace stress impacts our emotional well-being and can lead to physical health issues and cognitive impairments. It can also hurt a team’s work and strain relationships. But by proactively addressing what’s getting in the way of your team’s satisfaction, connection, and purpose, you can transform your workplace into a space brimming with optimism. Here’s how to rediscover that spark. Find your “why.” Reconnect with what drives you. Reflect on what brings you joy at work—and aligns with your values. This clarity will reignite your passion and purpose. Embrace a beginner’s mindset. Approach challenges with curiosity. Let go of preconceived notions and explore new possibilities with fresh eyes. Sprinkle gratitude like confetti. Celebrate small wins and express gratitude often. These simple gestures can uplift spirits and strengthen team bonds. Fuel your joy. Create a “happy folder” filled with positive feedback and memories. It’s a reminder of your value during tough times.

Don’t Let Conflicting Feedback Stifle a New Idea When you present a new idea to your team, getting conflicting feedback can feel discouraging—but it doesn’t necessarily mean the idea is flawed. Instead, it often signals ambiguity, revealing that evaluators aren’t using the same criteria to judge the idea’s value. By digging into these differences, you can uncover risks as well as opportunities to refine your idea and ultimately build consensus around it. Here’s how. Start by gathering information on your evaluators’ reference points. Ask them: What ideas are you comparing this to? What made those ideas successful or unsuccessful? What would success look like for this idea? Their answers will help you better assess how your proposal aligns with or diverges from these benchmarks. Then, focus discussions by establishing clear evaluation criteria. Share relevant case studies or reference points before a meeting to ensure everyone is on the same page. Consider holding separate meetings to evaluate different aspects of the idea, such as logistical feasibility or potential impact on client relationships.

Ask for Help from a Position of Strength, Not Weakness Imagine you’re handed a new project at work that requires skills or information you don’t have. It’s easy to feel overwhelmed, and while asking for help can be intimidating, you can do so in a way that actually demonstrates your strength, competence, and professionalism. Here’s how. Start strong. Avoid phrases like “I hate to bother you.” Instead, begin with a clear purpose. For example, “I’d like to get your thoughts on a challenge I’m facing,” or “I’m working on this project and would like to bounce some ideas off you.” Acknowledge their expertise. Rather than putting yourself down, highlight the other person’s knowledge or abilities. Say, “Your background in this area is exactly what this project needs,” or “I know you’ve handled requests like this before, so you came to mind as the perfect person to reach out to.” Be precise and concise. Make your request clear and specific. Instead of “I’m having trouble with this presentation. Can you help?” try “I’ve prepped content for the board presentation, but I’m not sure about the order of slides five through 10. Could you take a look?” Explain what work you’ve already done. For example, “I’ve mapped out three potential scenarios for the project timeline. Can we chat about which is most realistic?” This will demonstrate that you’ve done your due diligence and help narrow the focus of your request.

So, Your New Boss Is a Micromanager… Building a relationship with a new boss can feel daunting—especially if they’re a micromanager. But there are strategies you can use to improve your relationship and regain autonomy at work. Understand your boss’s intentions. Are they naturally detail-oriented and conscientious? Maybe they’re genuinely trying to help or simply new to management? If you think they have good intentions, you may be able to improve your collaboration. Self-reflect. Evaluate your own performance. Are there patterns that might justify your boss’s scrutiny? Addressing any issues head on can reduce micromanagement moving forward. Seek feedback. Talk to your boss about your performance and working relationship. To identify your manager’s priorities, ask open-ended questions like “What can we do differently to ensure you’re confident in my progress?” Be consistent and reliable. Adapt to your boss’s expectations and preferred communication methods—and keep them informed of your progress on work. This will build trust and gradually reduce their need to check in. Develop coping mechanisms. Separate personal feelings from professional interactions. Focus on the positive elements of your job and preserve boundaries. And if all else fails, consider seeking a new role where you can thrive free of micromanagement.

So, Your New Boss Is a Micromanager… Building a relationship with a new boss can feel daunting—especially if they’re a micromanager. But there are strategies you can use to improve your relationship and regain autonomy at work. Understand your boss’s intentions. Are they naturally detail-oriented and conscientious? Maybe they’re genuinely trying to help or simply new to management? If you think they have good intentions, you may be able to improve your collaboration. Self-reflect. Evaluate your own performance. Are there patterns that might justify your boss’s scrutiny? Addressing any issues head on can reduce micromanagement moving forward. Seek feedback. Talk to your boss about your performance and working relationship. To identify your manager’s priorities, ask open-ended questions like “What can we do differently to ensure you’re confident in my progress?” Be consistent and reliable. Adapt to your boss’s expectations and preferred communication methods—and keep them informed of your progress on work. This will build trust and gradually reduce their need to check in. Develop coping mechanisms. Separate personal feelings from professional interactions. Focus on the positive elements of your job and preserve boundaries. And if all else fails, consider seeking a new role where you can thrive free of micromanagement.