Launching Human Edge OS & CoachingExercises.com | Coaching Psychologist | Favikon #1 UK Meditation & Mindfulness | Salesforce Leader

Most performance and leadership challenges aren’t skill gaps...
They’re operating system problems

Capable professionals often hit friction after success; not before
More responsibility. More visibility. More pressure
The work still gets done, but it starts to cost more internally

I work with technology professionals and leaders to understand how they operate under pressure. And where hidden strain, blind spots, or unsustainable patterns are quietly forming

My approach is diagnostic-first, not motivational

Before advice, we build clarity around:
- how energy and recovery are really holding up
- how decisions narrow or shift under load
- how stress shows up in behaviour, communication, and boundaries
- whether the current pace is actually sustainable

This work sits at the intersection of conscious leadership, performance psychology, and applied neuroscience

It’s developmental, not clinical and designed for people who want insight and agency, not labels or hype.

Much of my work focuses on modern, distributed work where performance depends less on supervision and more on self-regulation, clarity, and recovery

If you’re:
- technically strong but carrying increasing pressure
- stepping into greater leadership or visibility
- performing well externally while compensating internally

You’ll likely find the diagnostics in the Featured section useful

👉 Start with the Burnout Risk & Recovery Scan or the Leadership Operating System Diagnostic

Note: All views expressed are my own and relate to general workplace psychology, not any past or current employer

A title doesn't make you a leader
Your impact does

There's an employee out there who still thinks of you
Because you were kind to them

Never stop being that leader

𝗧𝗛𝗘 𝗟𝗘𝗔𝗗𝗘𝗥𝗦 𝗪𝗛𝗢 𝗦𝗧𝗔𝗬 𝗪𝗜𝗧𝗛 𝗨𝗦:

They don't chase recognition
They create environments where people thrive

→ Humility over ego
→ Kindness over authority
→ Empathy over efficiency
→ Integrity over optics

They're rarely the loudest in the room
But their influence echoes for years

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Most people don't leave companies
They leave managers

And most people don't remember companies
They remember leaders

The one who believed in them when they didn't believe in themselves
The one who gave honest feedback with genuine care
The one who made space for them to grow

𝗧𝗛𝗘 𝗖𝗛𝗢𝗜𝗖𝗘:

Every interaction is a chance to be remembered

For building someone up
Or tearing them down

For creating safety
Or creating fear

The title fades
The impact doesn't

𝗛𝗘𝗥𝗘'𝗦 𝗧𝗛𝗘 𝗧𝗛𝗜𝗡𝗚:

You won't always know the difference you made
But someone out there still carries it

Be the leader worth remembering

💬 Who was a leader that made a lasting impact on you?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share to celebrate a leader who shaped you

➕ Follow Stephen Baines for psychology that builds leaders worth following

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Salesforce Leader & Founder of Human Edge OS | Human Skills for Clarity, Leadership, and Performance in an AI-Driven World

84% more productive
50% less likely to quit
19% more engaged

That's what flexibility creates

So why are companies forcing RTO?

𝗧𝗛𝗘 𝗥𝗘𝗦𝗘𝗔𝗥𝗖𝗛:

Stanford found workers with flexibility are:
→ 84% more productive
→ 50% less likely to quit

Gallup also found flexibilities sees:
→ 19% more engagement

Yet companies keep forcing everyone back

Why?

Not collaboration
Not innovation

So what are they missing?

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Look at the image

One side: The daily grind
↳ Chaotic open office
↳ 2hr commute
↳ Constant interruptions
↳ Energy depleted by 3PM

Other side: Flexible balance
↳ Calm, focused environment
↳ 0 commute
↳ Deep work blocks
↳ Energy sustained till evening

Same person
Same 8 hours
Completely different output

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡 𝗜 𝗦𝗘𝗘:

Office doesn't work for everyone:
→ The introvert who produces brilliance in quiet
→ The parent who needs school-run flexibility
→ The caregiver managing elderly parents

But neither does full remote:
→ Some thrive on in-person collaboration
→ New starters need mentorship moments
→ Certain decisions need face-to-face energy

It's not about location
It's about having the choice

… and here’s where I think the focus needs to shift. Focus on optimal environments

𝗧𝗛𝗥𝗘𝗘 𝗧𝗛𝗜𝗡𝗚𝗦 𝗬𝗢𝗨 𝗖𝗔𝗡 𝗗𝗢:

1/ Know your peak environment
Track where you do your best deep work vs collaborative work
Use data, not assumptions

2/ Make your case with results
Don't argue for flexibility. Demonstrate it
Document your output. Let the work speak

3/ Protect what matters
No commute isn't a perk
It's time back for exercise, family, and energy that compounds

𝗧𝗛𝗘 𝗕𝗢𝗧𝗧𝗢𝗠 𝗟𝗜𝗡𝗘:

The strongest performers I work with all share one thing

They know exactly where they do their best work
And they fight for the choice to do it there

Your location doesn't make you productive
Your habits do

But the right environment lets those habits thrive

🔍 See what’s actually costing you performance
→ www.humanedgeos.com

➕ Follow Stephen Baines for workplace psychology that actually works

Technical Executive & Founder of Human Edge OS | Human Skills for Clarity, Leadership, and Performance in an AI-Driven World

Connie MBA

Every tech professional is replaceable...
But the best ones leave a void that is difficult to fill

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

On paper, you're a role
In practice, you might be the glue

When the wrong person leaves:
• Culture shifts
• Speed drops
• Knowledge walks out the door
• Teams lose their rhythm

𝗛𝗢𝗪 𝗧𝗢 𝗕𝗘𝗖𝗢𝗠𝗘 𝗜𝗥𝗥𝗘𝗣𝗟𝗔𝗖𝗘𝗔𝗕𝗟𝗘:

→ Master the system, not just your tasks
Understand how your work connects everything

→ Build trust beyond your team
Become the bridge between silos

→ Spot problems before they explode
See patterns. Act before chaos arrives

→ Make others better
Leave skills behind, not gaps

→ Protect the culture
Model standards when no one's watching

→ Simplify complexity
Break hard problems into clear next steps

𝗛𝗘𝗥𝗘'𝗦 𝗧𝗛𝗘 𝗧𝗛𝗜𝗡𝗚:

Being "irreplaceable" isn't ego
It's impact

Your role can be filled
Your influence can't

Don't just fill the job
Redefine it

💬 Ever seen someone leave and then realise they were holding everything together?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share with someone who's the glue in their team

➕ Follow Stephen Baines for psychology that builds irreplaceable leaders

The most dangerous employee isn't the under-performer

It's the high performer who's given up

Still hitting targets
Still showing up
Soul already gone

Look at this image

𝗧𝗛𝗘 𝗛𝗜𝗚𝗛 𝗣𝗘𝗥𝗙𝗢𝗥𝗠𝗘𝗥 𝗣𝗔𝗥𝗔𝗗𝗢𝗫:

High performers don't quit by doing less
They quit by caring less

Work stays excellent
Metrics stay green
Reviews stay glowing

But mentally? They're interviewing elsewhere

𝗪𝗛𝗔𝗧 𝗤𝗨𝗜𝗘𝗧 𝗤𝗨𝗜𝗧𝗧𝗜𝗡𝗚 𝗔𝗖𝗧𝗨𝗔𝗟𝗟𝗬 𝗟𝗢𝗢𝗞𝗦 𝗟𝗜𝗞𝗘:

Not the surface signs:
• Working to rule (that's boundaries)
• Saying no to extra work (that's wisdom)
• Not volunteering (that's self-preservation)

The real signs:
• Best ideas stay in their head
• Innovation goes to side projects
• Used to challenge → now just nods
• Camera on → camera off

They become ghosts in high performers' bodies

𝗧𝗛𝗘 5 𝗣𝗔𝗧𝗧𝗘𝗥𝗡𝗦 𝗧𝗛𝗔𝗧 𝗞𝗜𝗟𝗟 𝗘𝗫𝗖𝗘𝗟𝗟𝗘𝗡𝗖𝗘:

After coaching 200+ professionals, here's what I've noticed breaks them:

🔴 𝗕𝗿𝗼𝗸𝗲𝗻 𝗽𝗿𝗼𝗺𝗶𝘀𝗲𝘀
"Next year will be your year" (2 years running)

🟡 𝗦𝘁𝗼𝗹𝗲𝗻 𝗰𝗿𝗲𝗱𝗶𝘁
Their ideas. Someone else's promotion

🟢 𝗡𝗼 𝗴𝗿𝗼𝘄𝘁𝗵
Same role, new title, lateral "promotion"

🔵 𝗪𝗮𝘀𝘁𝗲𝗱 𝗲𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲
Another pivot ignoring everything they built

🟣 𝗧𝗼𝘅𝗶𝗰 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽
Managed by someone they'd never choose

𝗧𝗛𝗘 𝗡𝗘𝗨𝗥𝗢𝗦𝗖𝗜𝗘𝗡𝗖𝗘 𝗢𝗙 𝗚𝗜𝗩𝗜𝗡𝗚 𝗨𝗣:

When excellence isn't recognised:
• Dopamine drops 40%
• Motivation becomes mechanical
• Brain redirects passion elsewhere

It's not attitude
It's biology protecting itself

𝗪𝗛𝗔𝗧 𝗛𝗜𝗚𝗛 𝗣𝗘𝗥𝗙𝗢𝗥𝗠𝗘𝗥𝗦 𝗔𝗖𝗧𝗨𝗔𝗟𝗟𝗬 𝗡𝗘𝗘𝗗:

Not:
❌ Unambitious projects
❌ Limited progression
❌ "Great job!" feedback

Just:
✅ Growth that's real
✅ Recognition that's fair
✅ Leaders worth following
✅ Work that matters

They're not asking for the moon
They're asking for meaning
Purpose

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡 𝗜 𝗦𝗘𝗘 𝗥𝗘𝗣𝗘𝗔𝗧𝗘𝗗𝗟𝗬:

Year 1: Enthusiasm and Excellence despite frustration
Year 2: Performance despite disengagement
Year 3: Gone

The tragedy?

These weren't burnouts
They were opt-outs

Opt-outs that see companies lose their best people not in dramatic exits
But in quiet surrenders

While planning their next project,
That high performer is planning their exit

𝗜𝗙 𝗬𝗢𝗨 𝗥𝗘𝗖𝗢𝗚𝗡𝗜𝗭𝗘 𝗬𝗢𝗨𝗥𝗦𝗘𝗟𝗙:

You're not broken
Your standards aren't too high
Your ambition isn't the problem

You're in the wrong environment

Excellence needs a home, not a cage

Build your bridge quietly
Network strategically
Exit gracefully

High performers don't burn bridges
They build better ones

💬 What's the moment you think high performers realise it's over?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

➕ Follow Stephen Baines for psychology that supports the humans behind the title

Stephen Baines

The RTO debate was never about productivity
It was always about trust

Remote work though is actually a performance advantage

And the people who don't get it?
They've never experienced it done right

𝗪𝗛𝗔𝗧 𝗥𝗧𝗢 𝗠𝗔𝗡𝗗𝗔𝗧𝗘𝗥𝗦 𝗧𝗛𝗜𝗡𝗞 𝗥𝗘𝗠𝗢𝗧𝗘 𝗪𝗢𝗥𝗞 𝗜𝗦:

→ Endless relaxation
→ Netflix in the background
→ "Working" from the beach
→ Doing less while getting paid the same

𝗪𝗛𝗔𝗧 𝗥𝗘𝗠𝗢𝗧𝗘 𝗪𝗢𝗥𝗞 𝗔𝗖𝗧𝗨𝗔𝗟𝗟𝗬 𝗜𝗦:

→ Flexibility to design your day around deep work
→ No commute = more time for health, family, energy
→ Deeper focus without office interruptions
→ Access to global opportunities
→ Improved work-life balance (not work-life blur)
→ Enhanced personal AND professional growth

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Remote workers aren't escaping work
They're escaping distractions

The 2-hour commute? Gone
The "quick chat" that kills flow? Gone
The performative desk presence? Gone

What's left?
Actual output

𝗧𝗛𝗘 𝗥𝗘𝗦𝗘𝗔𝗥𝗖𝗛:

Stanford found remote workers are 13% more productive
They work more hours, take fewer breaks, and have fewer sick days

This isn't about being lazy
It's about being intentional

𝗛𝗘𝗥𝗘'𝗦 𝗧𝗛𝗘 𝗧𝗛𝗜𝗡𝗚:

The debate was never about productivity
It was always about trust

Companies forcing RTO aren't solving a performance problem
They're revealing a leadership one

Remote work isn't for everyone
But dismissing it as "vacation mode" says more about the critic than the worker

💬 What's the biggest misconception you've heard about remote work?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share with someone tired of defending how they work

➕ Follow Stephen Baines for psychology that challenges outdated thinking

No one's born a great leader
They build it. One skill at a time

𝗧𝗛𝗘 𝗠𝗜𝗦𝗧𝗔𝗞𝗘:

Most people think leadership is charisma
Or intelligence
Or years of experience

It's not

It's mastering a specific set of competencies
That anyone can learn

𝗧𝗛𝗘 𝗧𝗥𝗨𝗧𝗛:

→ Self-awareness beats ego
→ Emotional intelligence beats IQ
→ Authenticity beats authority

And it all starts with leading yourself

Before you can inspire others
Before you can drive change
Before you can build culture

You must master the mirror

𝟭𝟱 𝗟𝗘𝗔𝗗𝗘𝗥 𝗖𝗢𝗠𝗣𝗘𝗧𝗘𝗡𝗖𝗜𝗘𝗦 𝗙𝗢𝗥 𝗧𝗘𝗖𝗛 𝗧𝗥𝗔𝗜𝗟𝗕𝗟𝗔𝗭𝗘𝗥𝗦:

Lead Yourself:
1/ Self-awareness: know your blind spots before they derail you
2/ Emotional intelligence: read the room, manage your reactions
3/ Authenticity: be real, not a leadership persona
4/ Courage: speak up when it's easier to stay quiet
5/ Resilience: bounce back from setbacks faster and stronger

Lead Your Team:
6/ Communication: make complex things simple
7/ Coaching: help people find their own answers
8/ Delegation: give away your work so good people can grow
9/ Recognition: catch people doing things right
10/ Accountability: own your mistakes, expect others to own theirs

Lead Your Company:
11/ Vision setting: paint a picture so clear others want to help create it
12/ Change leadership: make change feel like an adventure, not a threat
13/ Strategic thinking: see around corners, connect dots others miss
14/ Decision making: make good choices with incomplete information
15/ Culture building: create an environment people want to show up for

𝗛𝗘𝗥𝗘'𝗦 𝗧𝗛𝗘 𝗧𝗛𝗜𝗡𝗚:

The best leaders aren't the loudest
Or even the smartest

They're the ones who do the work

Start with one skill
Practice for 30 days
Then add another

Small actions compound into transformation

💬 Which competency is hardest for you to master?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share with a leader who's committed to growth

➕ Follow Stephen Baines for psychology that builds leaders worth following

"Our employees are not children. Spotify will keep working remotely."

— Anna Lundstrom, Spotify HR Chief

One sentence

And it says more about leadership than most would care to show

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

While most companies are dragging people back to offices
Spotify is doubling down on trust

No surveillance software
No mandatory desk time
No "we need to see you working"

Just adults trusted to deliver results

𝗧𝗛𝗘 𝗖𝗢𝗡𝗧𝗥𝗔𝗦𝗧:

Companies forcing RTO are saying:
→ "We don't trust you"
→ "We can't manage by outcomes"
→ "We need to watch you work"

Companies like Spotify are saying:
→ "We hired you for a reason"
→ "Results matter more than presence"
→ "Your life is yours to manage"

Same workforce
Completely different philosophy

𝗧𝗛𝗘 𝗗𝗔𝗧𝗔:

Stanford found remote workers are 13% more productive
And 50% less likely to quit

Yet 73% of companies are still forcing RTO

Why?

Control. Real estate. Middle management justification

Not performance. Never performance

𝗧𝗛𝗘 𝗕𝗢𝗧𝗧𝗢𝗠 𝗟𝗜𝗡𝗘:

The best talent isn't asking for a perk
They're asking to do their best work

Companies that get this will attract the best
Companies that don't will become case studies

Trust isn't a policy
It's a competitive advantage

💬 Interested in your views on companies treating people like children

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share with someone fighting for flexibility

➕ Follow Stephen Baines for psychology that challenges outdated leadership

You can teach someone software
You can teach someone process
You can teach someone skills

You can't teach them to care

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

99% of jobs can be taught

→ The software? Trainable
→ The process? Learnable
→ The technical skills? Developable

But hunger, curiosity, and work ethic?

You either bring it or you don't

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡 𝗜 𝗦𝗘𝗘:

Hiring managers obsess over experience
Then wonder why their "perfect hire" underperforms

Meanwhile, the candidate they dismissed?
The one with potential but not the polished CV?

They're thriving somewhere else

𝗧𝗛𝗘 𝗠𝗜𝗦𝗧𝗔𝗞𝗘:

We filter for credentials
We should filter for character

We screen for years of experience
We should screen for willingness to grow

Same interview
Completely different outcomes

𝗧𝗛𝗘 𝗕𝗢𝗧𝗧𝗢𝗠 𝗟𝗜𝗡𝗘:

Give people a chance
They might just surprise you

The best hire I ever made?
Didn't tick a single box on paper

But they had something you can't teach:
The drive to figure it out

Stop hiring CVs
Start hiring humans

💬 Have you ever given someone a chance who surprised you?

➕ Follow Stephen Baines for psychology that builds better teams

Your boss matters more than your salary...
And it's not even close

Early in my career, I chased the money
Took the bigger offer
Ignored the red flags about leadership

It cost me 18 months of stress, stagnation, and Sunday dread

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

A great leader will:
→ Accelerate your growth faster than any pay rise
→ Open doors you didn't know existed
→ Teach you things no course ever could
→ Back you when it matters most

A bad leader will:
→ Make you earn every penny in stress
→ Cap your potential
→ Take credit for your wins

Same salary gap closes in 2 years
The development gap? That compounds forever

𝗪𝗛𝗔𝗧 𝗧𝗢 𝗟𝗢𝗢𝗞 𝗙𝗢𝗥:

• Do they invest in their people's growth?
• Do they give credit freely?
• Do they protect their team?
• Would their previous reports work for them again?

𝗛𝗘𝗥𝗘'𝗦 𝗧𝗛𝗘 𝗧𝗛𝗜𝗡𝗚:

Money fills your bank account
A great leader fills your career

Choose wisely

💬 Have you ever turned down more money for a better leader? Was it worth it?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share with someone weighing up an offer right now

➕ Follow Stephen Baines for psychology that builds careers worth having

"Remote workers are lazy"

Really?

Office workers THINK we're:
☕ Sipping coffee all day
📺 Netflix between emails
🛋️ Taking afternoon naps
📵 Ghosting our teams

Remote workers ACTUALLY:
🌍 Lead global teams at 8AM
⚡ Get 5 hours deep work (office gets 2)
📊 Own outcomes, not face-time
🎯 Deliver without supervision
🧩 Problem Solve without adhoc chats
🧭 Lead without visibility

For me, its quite obvious with the research also backing it up:
• 76% report higher productivity (Gallup)
• 90% maintain or improve quality
• 45% fewer wasted meetings

IMO, the pushback on remote is twofold:
🏢 Real-estate utilisation (back-scratching)
😱 Leaders who don't know how to lead remote teams

The fact is, remote work doesn't create lazy workers
It reveals who's been carrying the team all along

The office HIDES mediocrity
Remote EXPOSES excellence

No wonder managers want you back
Your performance makes them look bad

💬 Office or remote... where do you actually deliver?

🔍 📌 Still guessing what to fix at work? →
https://lnkd.in/eFTnnKBV

➕ Follow Stephen Baines for truth about modern work

The best people don't leave for more money
They leave because they feel undervalued

And replacing them costs far more than keeping them

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Retention isn't about perks
It's about how people feel

Valued. Trusted. Heard.

Get that wrong and no salary will save you

𝟵 𝗪𝗔𝗬𝗦 𝗧𝗢 𝗞𝗘𝗘𝗣 𝗬𝗢𝗨𝗥 𝗕𝗘𝗦𝗧 𝗣𝗘𝗢𝗣𝗟𝗘:

1/ Pay them what they're worth
↳ You can't afford to underpay high performers. Replacing them costs more than retaining them ever will.

2/ Default to recognition
↳ Say thank you. Write a personal note. Share wins in meetings. Recognition is retention fuel.

3/ Run stay interviews
↳ Every 6 months ask: What makes you stay? What might make you leave? How can we support your vision?

4/ Enforce a no-jerks policy
↳ Your culture will never exceed what you tolerate. One toxic person drives out ten good ones.

5/ Be soft on the person, hard on the problem
↳ When mistakes happen, protect the human. Attack the issue.

6/ Give autonomy with ownership
↳ Let people own products, clients, initiatives. Autonomy + Trust = Retention.

7/ Protect focus time
↳ Implement no-meeting days. Give people space to do deep work without constant interruption.

8/ Make feedback the norm
↳ Create an expectation for honest feedback. It deepens relationships and drives continuous improvement.

9/ Stop micromanaging
↳ Mediocre leaders add red tape and constant oversight. Great ones remove barriers and trust their team.

𝗛𝗘𝗥𝗘'𝗦 𝗧𝗛𝗘 𝗧𝗛𝗜𝗡𝗚:

People don't leave jobs
They leave environments where they don't feel seen

Retention isn't a HR problem
It's a leadership problem

And the fix isn't complicated
It's intentional

💬 Which of these does your workplace get right — and which needs work?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share with a leader who wants to keep their best

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Mindful leadership isn't a personality trait

It's a daily practice

And one of the fastest ways to:
→ Make better decisions
→ Build deeper trust
→ Lead without burning out

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Most leaders run on autopilot

Back-to-back meetings
Reactive decisions
Always "on" but rarely present

The best leaders do something different
They pause

𝟭𝟮 𝗦𝗜𝗠𝗣𝗟𝗘 𝗔𝗖𝗧𝗦 𝗢𝗙 𝗠𝗜𝗡𝗗𝗙𝗨𝗟 𝗟𝗘𝗔𝗗𝗘𝗥𝗦𝗛𝗜𝗣:

1/ Start a meeting with a 1-minute mindful breath
2/ Journal 3 things you're grateful for as a leader
3/ Consciously disconnect from tech for a break
4/ Send a brief message of appreciation
5/ Reflect on a recent challenge with a growth mindset
6/ Pause to observe your environment without judgment
7/ Practice active listening during a one-on-one
8/ Offer your full presence to a team member in need
9/ Take a brief mindful pause before replying
10/ Take a 10-minute mindful walk outside
11/ Mindfully review your calendar and prioritise tasks
12/ End the day by acknowledging your team's efforts

𝗛𝗘𝗥𝗘'𝗦 𝗧𝗛𝗘 𝗧𝗛𝗜𝗡𝗚:

None of these take long
Most take minutes

But together?
They change how you lead
And how your team experiences you

Presence beats productivity theatre
Every time

💬 Which one will you try today or what would you add to this list?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share with a leader who could use a mindful moment

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That person you treat like sh1t because they "can't help you"?

They're documenting everything
Building something bigger
And they'll remember you

Look at this image

We all see it. We all talk about it

The most successful people treat everyone like they're the CEO
The least successful only respect those who can help them

One builds empires. One builds nothing

Showing respect to others regardless of their role, qualifications or experiences influences our outcomes in more ways than you might think

𝗧𝗛𝗘 𝗡𝗘𝗨𝗥𝗢𝗦𝗖𝗜𝗘𝗡𝗖𝗘:

Show respect = Oxytocin release = Trust up 87%
Show dismissal = Cortisol spike = They remember forever

Your reputation spreads faster than you think

𝗧𝗛𝗥𝗘𝗘 𝗖𝗔𝗥𝗘𝗘𝗥-𝗖𝗛𝗔𝗡𝗚𝗜𝗡𝗚 𝗦𝗛𝗜𝗙𝗧𝗦:

1. Ask "What excites you?" not "What do you do?"
2. Thank the invisible people (they see everything)
3. Listen for wisdom, not titles

𝗧𝗛𝗘 𝗛𝗜𝗗𝗗𝗘𝗡 𝗧𝗥𝗨𝗧𝗛:

That receptionist knows every decision before you
That junior is building the next unicorn at night
That "nobody" might be the CEO's daughter

But even if they weren't... respect isn't about future value

𝗧𝗛𝗘 𝗕𝗥𝗨𝗧𝗔𝗟 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Companies winning? CEOs know the cleaner's name
Companies losing? Lunch tables divided by title

Character isn't revealed in boardrooms
It's revealed in hallways

💬 Who did you dismiss that later surprised you?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share if respect matters more than hierarchy

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If you can stay positive in a negative situation

You win

Not toxic positivity
Not pretending everything's fine
Not ignoring real problems

Real positivity

The kind that sees chaos and chooses clarity
That feels pressure and finds focus
That absorbs negativity without becoming it

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Negativity is contagious
But so is calm

In every crisis, there's someone who:
→ Panics and spreads fear
→ Complains and drains energy
→ Blames and creates division

And there's someone who:
→ Stays grounded
→ Focuses on solutions
→ Lifts others up

Same situation
Completely different impact

𝗪𝗛𝗬 𝗧𝗛𝗜𝗦 𝗠𝗔𝗧𝗧𝗘𝗥𝗦:

Your energy sets the tone

When you stay composed under pressure:
• Your team feels safer
• Better decisions get made
• Problems get solved faster

When you spiral:
• Everyone spirals with you

𝗧𝗛𝗘 𝗡𝗘𝗨𝗥𝗢𝗦𝗖𝗜𝗘𝗡𝗖𝗘:

Stress triggers cortisol
Cortisol kills clear thinking

The leader who regulates their nervous system first?
They're not being "soft"
They're being strategic

Calm is a competitive advantage

𝗛𝗘𝗥𝗘'𝗦 𝗧𝗛𝗘 𝗧𝗛𝗜𝗡𝗚:

You can't control the chaos around you
You can only control your response to it

And your response?
That's what people remember

Be the calm in someone else's storm

💬 How do you stay grounded when everything around you is chaos?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

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Everyone thinks burnout is about work-life balance
... They're solving the wrong problem

THE BURNOUT ICEBERG:

What people see:
• Long hours
• Looking exhausted 
• Missing lunch breaks

What actually prevents burnout:
• A great leader who trusts you
• Mindful awareness of your thoughts and emotions
• Having actual fun at work
• Strong wellness habits as foundation
• Growth prospects that excite you
• Constructive feedback that helps
• Continual learning opportunities
• Passion and purpose in your work
• Flexibility to work your way

The list goes on...

The reality is:
⛔ You can't yoga your way out of a toxic boss
⛔ You can't meditate away micromanagement
⛔ You can't vacation from a dead-end role

Burnout isn't about YOU being weak
It's about CONDITIONS being wrong

THE 30-DAY FIX:

⚡ Week 1: Find one thing that gives you energy. Do more of it
⛔ Week 2: Set one boundary. Hold it
📈 Week 3: Start one conversation about growth
🚀 Week 4: Make one change. Track the difference

Small shifts compound

If you feel alive on Sunday but dead by Tuesday, the math is clear:

Stop fixing yourself
Start changing conditions

💬 What actually prevents YOUR burnout?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share with someone tired of defending how they work

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Listening has 5 levels. Most people rarely get past 2

𝗧𝗛𝗘 𝟱 𝗟𝗘𝗩𝗘𝗟𝗦 𝗢𝗙 𝗟𝗜𝗦𝗧𝗘𝗡𝗜𝗡𝗚:

Level 1: Waiting to Talk
You're rehearsing your response while they're still speaking
They feel dismissed

Level 2: Hearing the Words
You catch phrases while multitasking
Details get lost. Meaning gets warped

Level 3: Understanding Messages
You track intent and paraphrase back
Alignment increases. Misunderstandings drop

Level 4: Noticing Emotions
You name tone, body language, and feelings
Trust builds. Defensiveness lowers

Level 5: Hearing the Unsaid
You surface assumptions, needs, and patterns
Root causes emerge. Commitment follows

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡 𝗜 𝗦𝗘𝗘:

Most people operate at Level 1-2
And genuinely believe they're at Level 4-5

The gap between how we think we listen and how we actually listen?

It's massive

𝗠𝗬 𝗣𝗘𝗥𝗦𝗣𝗘𝗖𝗧𝗜𝗩𝗘

Presence is a core skill

During my mindfulness meditation teaching training, we spent a lot of time exploring 'listening'

Not listening
Passive listening
Active listening
Mindful listening

What came up for me is what could be perceived as the awkwardness of more mindful listening

Yet done right, this is ONLY a perception

It becomes quite abundantly clear that when you are tuning in mindfully ('hearing the unsaid') you are connecting to the speaker on a deep level

This is where great leadership happens

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

The best leaders I've worked with?
They listen at Level 5 without thinking about it

They don't just hear words
They hear what's underneath them

And people feel it instantly

𝗧𝗛𝗘 𝗕𝗢𝗧𝗧𝗢𝗠 𝗟𝗜𝗡𝗘:

Listening isn't passive
It's a skill

And most of us have never been taught it

Be honest with yourself:
What level are you really at?

💬 Which level do you default to; and which do you want to reach?

♻️ Share with someone who needs to level up their listening

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Burnout is recognised not in what people do,
but in what they stop doing:

They stop volunteering ideas
They stop staying late
They stop caring

Look at this image

Burnout doesn't happen suddenly
It's systematic

You don't "suddenly" burn out
You slowly fade while everyone watches

The spark dims
The hesitation grows
The weight stops making sense

By the time you notice, it's been months

𝗧𝗛𝗘 𝗥𝗢𝗢𝗧𝗦 𝗢𝗙 𝗕𝗨𝗥𝗡𝗢𝗨𝗧 (𝗔𝗡𝗗 𝗧𝗛𝗘 𝗙𝗜𝗫):

𝗣𝗼𝗼𝗿 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 ⚠️
Working in a vacuum kills motivation
✅ Regular 1:1s that actually matter

𝗡𝗼 𝗚𝗿𝗼𝘄𝘁𝗵 ⚠️
Same tasks, same level, same everything
✅ Stretch assignments that challenge

𝗠𝗶𝗻𝗶𝗺𝗮𝗹 𝗚𝗿𝗼𝘄𝘁𝗵 𝗣𝗿𝗼𝘀𝗽𝗲𝗰𝘁𝘀 ⚠️
No path forward = no reason to push
✅ Clear progression conversations

𝗟𝗶𝗺𝗶𝘁𝗲𝗱 𝗗𝗶𝗿𝗲𝗰𝘁 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 ⚠️
Fighting battles alone exhausts anyone
✅ Active mentorship and backup

𝗠𝗶𝗻𝗶𝗺𝗮𝗹 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 ⚠️
Guessing what's expected drains energy
✅ Over-communicate expectations

𝗨𝗻𝗰𝗹𝗲𝗮𝗿 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀 ⚠️
Everything urgent = nothing important
✅ Define what can wait

𝗟𝗮𝗰𝗸 𝗼𝗳 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 ⚠️
Invisible effort eventually stops
✅ Acknowledge impact while it happens

𝗧𝗛𝗘 𝗡𝗘𝗨𝗥𝗢𝗦𝗖𝗜𝗘𝗡𝗖𝗘:

Chronic stress literally shrinks your hippocampus
(memory and learning center)

After 6 months of burnout:
• Cognitive function drops considerably
• Immune system weakens (due to increased stress response)
• Depression risk multiplies

Your brain changes. Neuron's re-wire

𝗪𝗛𝗔𝗧 𝗚𝗥𝗘𝗔𝗧 𝗟𝗘𝗔𝗗𝗘𝗥𝗦 𝗗𝗢:

𝗕𝘂𝗶𝗹𝗱 𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗦𝗮𝗳𝗲𝘁𝘆
People share struggles before they become crises

𝗦𝗲𝘁 𝗖𝗹𝗲𝗮𝗿 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀
Strip away what competes with real work

𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗦𝗸𝗶𝗽-𝗟𝗲𝘃𝗲𝗹
Problems surface faster with multiple channels

𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝗙𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆
Trust people to manage their energy

𝗢𝗽𝗲𝗻 𝗖𝗼𝗺𝗺𝘀 𝗖𝗵𝗮𝗻𝗻𝗲𝗹𝘀
No one should guess what you're thinking

𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗪𝗶𝗻𝘀
Recognition is oxygen for motivation

𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸
Both ways, regularly, honestly

𝗛𝗼𝗹𝗱 𝗥𝗲𝗴𝘂𝗹𝗮𝗿 1:1𝘀
Not status updates - actual coaching

𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗖𝘂𝗹𝘁𝘂𝗿𝗲
Everyone develops everyone

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡:

Teams that thrive:
Leaders show up before the crisis

Teams that burn out:
Leaders show up after the resignation

The difference?
Preventing fires vs fighting them

𝗧𝗛𝗘 𝗕𝗢𝗧𝗧𝗢𝗠 𝗟𝗜𝗡𝗘:

Burnout isn't about weakness
It's about environment

People don't burn out from hard work
They burn out from work without meaning, support, or end

Fix the roots, save the tree

💬 Which root resonates most with your experience?

🔍 Check your burnout risk here → https://lnkd.in/ekuiP9zC

➕ Follow Stephen Baines for psychology that supports the humans behind the title

Edward Eusebio

The best leaders I know have one thing in common

A terrible boss who showed them exactly who not to become

𝗧𝗛𝗘 𝗗𝗔𝗧𝗔:

Managers account for 70% of the variance in team engagement (Gallup)

Not the work
Not the company
Not the pay

THE MANAGER

When that manager is incompetent, abusive, or absent, their peoples:
• stress levels rise
• performance reviews suffer
• Sunday evenings fill with dread

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡 𝗜 𝗦𝗘𝗘:

The strongest leaders I work with all share one thing

They had at least one terrible boss

Not despite that experience
Because of it

They learned what happens when you:
• Micromanage instead of trust
• Hoard information instead of share
• Blame instead of problem-solve
• Take credit instead of give it

Every terrible decision became a case study
In exactly what to avoid

𝗜𝗙 𝗧𝗛𝗜𝗦 𝗜𝗦 𝗬𝗢𝗨 𝗥𝗜𝗚𝗛𝗧 𝗡𝗢𝗪:

→ Control the controllables
You can't change their behaviour
You can manage your response
Set boundaries. Document decisions. Build your own feedback loops

→ Build external credibility
Bad managers gate-keep and steal credit
Connect directly with stakeholders
Let your work speak across the organisation

→ Extract the lesson
You're not just surviving
You're building a mental playbook of leadership failures

𝗧𝗛𝗘 𝗨𝗡𝗖𝗢𝗠𝗙𝗢𝗥𝗧𝗔𝗕𝗟𝗘 𝗧𝗥𝗨𝗧𝗛:

Your current situation is temporary
The lessons don't have to be

One day you'll lead
And you'll remember exactly who you refuse to become

💬 What did your worst boss teach you?

🔍 Identify your Human Edge with our FREE Score → humanedgeos.com
📬 Weekly Success Strategies to your Inbox → stephenbaines.coach

♻️ Share with someone surviving a bad manager

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A true test of character is how we treat others

Yet we often forget that character is revealed in patterns

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Character isn't what you say in interviews
It's what you do when no one's watching

The patterns:
→ Kindness shown consistently
→ Responsibilities honoured quietly
→ Empathy extended freely

Not once
Every time

𝗧𝗛𝗘 𝗧𝗥𝗨𝗘 𝗧𝗘𝗦𝗧:

How do you treat people who can't help you?

The intern who's learning
The cleaner who's invisible to most
The colleague who's struggling

That's where character lives

Not in boardrooms
In the small moments no one sees

𝗧𝗪𝗢 𝗟𝗘𝗔𝗗𝗘𝗥𝗦:

Same title
Same experience
Completely different impact

One leaves people drained and doubting themselves
One leaves people energised and believing in themselves

The difference isn't skills
It's character

𝗛𝗘𝗥𝗘'𝗦 𝗧𝗛𝗘 𝗧𝗛𝗜𝗡𝗚:

The real measure of success?

How you make people feel
Especially when there's nothing to gain

Experience gets you the role
Character keeps you respected

💬 What's the biggest character test you've seen a leader pass — or fail?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share with someone who leads with character

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Zero talent required...
Zero excuses left!

The most valuable people at work aren't the smartest

They're the most reliable

Look at this image

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

None of these require talent:

→ Get shit done
→ Keep your word
→ Show up on time
→ Bring solutions, not problems
→ Stay humble
→ Be coachable
→ Cheer others on
→ Finish what you start

Zero talent
100% choice

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡 𝗜 𝗦𝗘𝗘:

People who get ahead:
• Do what they said they'd do
• Make others feel heard
• Ask how they can help
• Admit when they're wrong

People who stay stuck:
• Overpromise, underdeliver
• Talk more than they listen
• Wait to be asked
• Defend every mistake

One group has more talent
The other gets promoted

𝗧𝗛𝗘 𝗨𝗡𝗖𝗢𝗠𝗙𝗢𝗥𝗧𝗔𝗕𝗟𝗘 𝗧𝗥𝗨𝗧𝗛:

Talent is overrated
Consistency is underrated

I've hired brilliant people who were nightmares
I've hired average CVs who became indispensable

The difference was never ability
It was reliability

𝗧𝗛𝗘 𝗕𝗢𝗧𝗧𝗢𝗠 𝗟𝗜𝗡𝗘:

You can't control your IQ
You can't control your circumstances
You can't control your starting point

But you can:
• Show up
• Follow through
• Lift others up
• Stay humble

That's not talent
That's character

And character compounds

💬 Which one do you need to work on?

🔍 Grab your FREE Diagnostic here → www.humanedgeos.com
📬 Weekly strategies → www.stephenbaines.coach

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