{"id":856,"date":"2023-11-30T10:04:43","date_gmt":"2023-11-30T09:04:43","guid":{"rendered":"https:\/\/heartormind.com\/?p=856"},"modified":"2023-11-30T10:11:32","modified_gmt":"2023-11-30T09:11:32","slug":"managing-fatigue-navigating-challenges-in-finding-motivation-in-a-high-pressure-work-settings","status":"publish","type":"post","link":"https:\/\/heartormind.com\/index.php\/2023\/11\/30\/managing-fatigue-navigating-challenges-in-finding-motivation-in-a-high-pressure-work-settings\/","title":{"rendered":"Managing fatigue: navigating challenges in finding motivation in a high-pressure work settings."},"content":{"rendered":"\n[et_pb_section fb_built=”1″ admin_label=”Header” _builder_version=”4.17.3″ _module_preset=”default” background_image=”https:\/\/heartormind.com\/wp-content\/uploads\/2021\/01\/art-gallery-55.jpg” background_size=”initial” background_repeat=”repeat” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false” global_colors_info=”{}”][et_pb_row custom_padding_last_edited=”off|phone” _builder_version=”4.16″ _module_preset=”default” background_position=”bottom_center” custom_padding_tablet=”17vw||17vw||false” use_custom_width=”on” width_unit=”off” custom_width_percent=”100%” locked=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text content_tablet=”

Managing fatigue: navigating challenges in finding motivation in a high-pressure work settings<\/h2>” content_phone=”

Managing fatigue: navigating challenges in finding motivation in a high-pressure work settings<\/h2>” content_last_edited=”on|phone” _builder_version=”4.23.1″ _module_preset=”default” text_font=”Montserrat|300|||||||” text_text_color=”#000000″ text_font_size=”18px” header_font=”||||||||” header_2_font=”Prata|500|||||||” header_2_text_align=”left” header_2_font_size=”56px” header_2_line_height=”1.3em” transform_translate_linked=”off” max_width=”100%” max_width_tablet=”70%” max_width_last_edited=”off|phone” header_2_font_size_tablet=”40px” header_2_font_size_phone=”26px” header_2_font_size_last_edited=”on|desktop” global_colors_info=”{}”]

Managing fatigue: navigating challenges in finding motivation in a high-pressure work settings.<\/h2>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text content_tablet=”In October 2023, I found myself in a moment I thought I would never be in – sort of exhausted and\ndemotivated. As someone who has always strived to be the driving force, motivating others to deliver, the\ncheerful spirit and keen team player, I feel I have hit the break point.\n\nThe high expectations, huge organizational change and the relentless focus on the bottom line with\nexcellence at leading people have left me drained.\n\nI feel as if I am being perceived only through the lens of Excel sheets, being overlooked behind the\nnumbers.\n\nIt is a pivotal time for me to find the drive to inspire others while being demotivated myself. I am asking\nmyself if I am allowed to feel demotivated while being a CEO? Furthermore, I feel guilty finding myself\nnot enthusiastic enough to do this or that at times.\n\nWorking in a multinational environment may be truly challenging, particularly when the pressure to meet\nthe targets overshadows the value of human connection and well-being. It\u2019s as easy as ABC to fall into\nthe race, neglecting the essential factor of motivation and morale in the team.\n\nIt feels like I was gently nudged into setting targets when the expectations were crystal clear from the\noutset. While I am expected to feel as a part of the process of change, I suspect some cultural\ndifferences often lead to well-intended efforts to involve me in the decision-making, ending up with me\nfeeling maneuvered in the decisions or situations that are not wholly mine. The process is called\n\u201cinclusivity\u201d, a trendy and catchy expression of the last months.\n\nFrom our cultural standpoint, direct communication of the things that need to be done due to certain\nreasons with everyone being urged to engage is a lot more straightforward way to approach touch\ndecisions.\n\nSince the final outcome is well-known in advance, why waste time and energy on this so-called inclusive\nway of taking decisions? This might leave people with the impression of being hooked rather than\nincluded in the decision-making.\n\nCertainly, this comes as a part of my role to fulfill other people\u2019s expectations.\n\nHowever, being in this role, what I have been discovering expectations don’t always become \u201cours\u201d.\nSometimes, from the very beginning they are and remain \u201ctheirs\u201d. And this is fine by me. And now we\ncome to another level of management skills connected with driving forward \u201cother people’s\u201d expectations\nas yours. It is another level of the art of management, I tell you. It is a master level.\n\nWe are still just humans, with our right to undergo ups and downs. Remaining highly engaged and\ndedicated for a long time, capacity to be yourself is a must.\n\nBearing in mind all the above, we come to the conclusion that the best we can do is to build a Team\nwithin which we can be ourselves without losing receptiveness and authority while things are going bad\nor if we are just in lower spirits. Creating space where people, including us, feel safe. The space where\nnot only results but emotions count as well. However pathetic it may sound, the word \u201cTeam\u201d is crucial in\nour role as a CEO. It is worth all the money and time, I am more than convinced.\n\nIt seems to me that this is not the first time here that I come to the same conclusion. Am I boring?\nI have a great Team. Being so tired of everything I have to remind myself of this more often.\n\nThanks God it\u2019s Friday. \ud83d\ude0a” content_phone=”

When a friend first suggested this topic to me, my initial thought was that as a woman I don`t want to be another \u201cfeminist lady\u201d contributing to the world’s belief that we need to publicise the topic of female leadership, prove anything to anyone and convince the world of our professional competence as leaderesses. I believe that the competence as a leader should in no way be tied to gender.<\/p>\n

It is a bit of a medieval approach, in my opinion. My wish is that this belief could become as obvious and common as the male leadership attributes. Certainly, there are gender differences in leadership, but these should not relate to levels of competence, but to management styles and profiles only. Nevertheless, there is no point in conjuring up reality and pretending that this is the case. It would be wishful thinking unsupported by real life.<\/p>\n

My second thought was, which is a personal confession and something I have to admit first and foremost to myself, that I am a vivid example of undervaluing my own achievements. What exactly does this mean? The company I have been running for the past four years has achieved measurable successes. On many levels, we not only achieve but actually exceed our targets. This is mainly the result of the two issues: the long-term strategy that the company has implemented and its execution. The first is the result of the vision and work of the Board, and the second is the result of the outstanding collaborative effort of the entire Team.
Whenever someone recognises my achievements as a CEO, I always find myself downplaying my role, attributing them to teamwork solely. No teamwork, no great outcome. While a cliche, it is very true. Nowadays, to build goal oriented Team that will cooperate across departments smoothly is not a no-brainer at all.<\/p>\n

Let me showcase one example from my own life. A few weeks ago as I was returning from the Headquarters and by a complete coincidence met one of company’s Owners at the airport. We were actually booked on the same flight to Berlin. By the way – the world is really small at the end, isn’t it? When we got off the plane he congratulated me on our results. I thanked him for this recognition and almost automatically deflected praise to the team neglecting my own effort. He admitted that the success is the tangible outcome of the Team, however there is always a leader at the helm. \u201cThese congratulations are for you!\u201d, he added.
This made me reflect that it was neither necessary nor rightful to pass the recognition onto somebody else. It is a leaderess\u2019s attribute to be able to accept praise without false modesty, after all.
It has been more than 100 years since women obtained the same career prospects as men. Despite this, no country in the world has closed its gender gap so far. Have you ever wondered why we still cannot manage this?<\/p>\n

Beyond obvious cultural differences, woman role model legacy, the need to balance motherhood with career and some stigmatization by men (it is a fact, unfortunately, as well) there seems to be a deeper issue at play.<\/p>\n

Zenger and Folkman surveyed the leadership skills of 4 779 women and 3 876 men between 2016 and 2019. What they found is that women outscored men in 17 out of the 19 (!) categories that differentiate an excellent leader from an average one. The question is, why female leaders underestimate their successes? The findings regarding confidence apply to the whole of a professional life of an individual. This does not refer to performing leadership skills only but is starts from applying for a job.<\/p>\n

Women might only apply for a job or promotion when they are a perfect fit for the requirements while men exhibit overconfidence about their skills. They are eager to take risks and apply even if they don\u2019t meet the criteria in more than 50%. The shortage of female confidence is increasingly well quantified and well documented. Evidence shows that women are far less self-assured than men. To succeed though, self-confidence matters as much as competence. Do men doubt themselves sometimes? Surely! But they do not allow their doubts to stop them from taking action. Whereas women tend to resign before they even start.
This means that despite a patriarchal business environment driven and managed by men, the current status quo is partly women\u2019s responsibility, too. This means that it is us who have the power to challenge the status quo.<\/p>\nIn October 2023, I found myself in a moment I thought I would never be in – sort of exhausted and\ndemotivated. As someone who has always strived to be the driving force, motivating others to deliver, the\ncheerful spirit and keen team player, I feel I have hit the break point.\n\nThe high expectations, huge organizational change and the relentless focus on the bottom line with\nexcellence at leading people have left me drained.\n\nI feel as if I am being perceived only through the lens of Excel sheets, being overlooked behind the\nnumbers.\n\nIt is a pivotal time for me to find the drive to inspire others while being demotivated myself. I am asking\nmyself if I am allowed to feel demotivated while being a CEO? Furthermore, I feel guilty finding myself\nnot enthusiastic enough to do this or that at times.\n\nWorking in a multinational environment may be truly challenging, particularly when the pressure to meet\nthe targets overshadows the value of human connection and well-being. It\u2019s as easy as ABC to fall into\nthe race, neglecting the essential factor of motivation and morale in the team.\n\nIt feels like I was gently nudged into setting targets when the expectations were crystal clear from the\noutset. While I am expected to feel as a part of the process of change, I suspect some cultural\ndifferences often lead to well-intended efforts to involve me in the decision-making, ending up with me\nfeeling maneuvered in the decisions or situations that are not wholly mine. The process is called\n\u201cinclusivity\u201d, a trendy and catchy expression of the last months.\n\nFrom our cultural standpoint, direct communication of the things that need to be done due to certain\nreasons with everyone being urged to engage is a lot more straightforward way to approach touch\ndecisions.\n\nSince the final outcome is well-known in advance, why waste time and energy on this so-called inclusive\nway of taking decisions? This might leave people with the impression of being hooked rather than\nincluded in the decision-making.\n\nCertainly, this comes as a part of my role to fulfill other people\u2019s expectations.\n\nHowever, being in this role, what I have been discovering expectations don’t always become \u201cours\u201d.\nSometimes, from the very beginning they are and remain \u201ctheirs\u201d. And this is fine by me. And now we\ncome to another level of management skills connected with driving forward \u201cother people’s\u201d expectations\nas yours. It is another level of the art of management, I tell you. It is a master level.\n\nWe are still just humans, with our right to undergo ups and downs. Remaining highly engaged and\ndedicated for a long time, capacity to be yourself is a must.\n\nBearing in mind all the above, we come to the conclusion that the best we can do is to build a Team\nwithin which we can be ourselves without losing receptiveness and authority while things are going bad\nor if we are just in lower spirits. Creating space where people, including us, feel safe. The space where\nnot only results but emotions count as well. However pathetic it may sound, the word \u201cTeam\u201d is crucial in\nour role as a CEO. It is worth all the money and time, I am more than convinced.\n\nIt seems to me that this is not the first time here that I come to the same conclusion. Am I boring?\nI have a great Team. Being so tired of everything I have to remind myself of this more often.\n\nThanks God it\u2019s Friday. \ud83d\ude0a” content_last_edited=”on|tablet” _builder_version=”4.23.1″ _module_preset=”default” text_font=”Montserrat|300|||||||” text_text_color=”#000000″ text_font_size=”18px” text_line_height=”1.6em” header_font=”Prata||||||||” header_3_font=”Prata|700|||||||” max_width=”700px” module_alignment=”center” global_colors_info=”{}”]In October 2023, I found myself in a moment I thought I would never be in – sort of exhausted and\ndemotivated. As someone who has always strived to be the driving force, motivating others to deliver, the\ncheerful spirit and keen team player, I feel I have hit the break point.\n\nThe high expectations, huge organizational change and the relentless focus on the bottom line with\nexcellence at leading people have left me drained.\n\nI feel as if I am being perceived only through the lens of Excel sheets, being overlooked behind the\nnumbers.\n\nIt is a pivotal time for me to find the drive to inspire others while being demotivated myself. I am asking\nmyself if I am allowed to feel demotivated while being a CEO? Furthermore, I feel guilty finding myself\nnot enthusiastic enough to do this or that at times.\n\nWorking in a multinational environment may be truly challenging, particularly when the pressure to meet\nthe targets overshadows the value of human connection and well-being. It\u2019s as easy as ABC to fall into\nthe race, neglecting the essential factor of motivation and morale in the team.\n\nIt feels like I was gently nudged into setting targets when the expectations were crystal clear from the\noutset. While I am expected to feel as a part of the process of change, I suspect some cultural\ndifferences often lead to well-intended efforts to involve me in the decision-making, ending up with me\nfeeling maneuvered in the decisions or situations that are not wholly mine. The process is called\n\u201cinclusivity\u201d, a trendy and catchy expression of the last months.\n\nFrom our cultural standpoint, direct communication of the things that need to be done due to certain\nreasons with everyone being urged to engage is a lot more straightforward way to approach touch\ndecisions.\n\nSince the final outcome is well-known in advance, why waste time and energy on this so-called inclusive\nway of taking decisions? This might leave people with the impression of being hooked rather than\nincluded in the decision-making.\n\nCertainly, this comes as a part of my role to fulfill other people\u2019s expectations.\n\nHowever, being in this role, what I have been discovering expectations don’t always become \u201cours\u201d.\nSometimes, from the very beginning they are and remain \u201ctheirs\u201d. And this is fine by me. And now we\ncome to another level of management skills connected with driving forward \u201cother people’s\u201d expectations\nas yours. It is another level of the art of management, I tell you. It is a master level.\n\nWe are still just humans, with our right to undergo ups and downs. Remaining highly engaged and\ndedicated for a long time, capacity to be yourself is a must.\n\nBearing in mind all the above, we come to the conclusion that the best we can do is to build a Team\nwithin which we can be ourselves without losing receptiveness and authority while things are going bad\nor if we are just in lower spirits. Creating space where people, including us, feel safe. The space where\nnot only results but emotions count as well. However pathetic it may sound, the word \u201cTeam\u201d is crucial in\nour role as a CEO. It is worth all the money and time, I am more than convinced.\n\nIt seems to me that this is not the first time here that I come to the same conclusion. Am I boring?\nI have a great Team. Being so tired of everything I have to remind myself of this more often.\n\nThanks God it\u2019s Friday. \ud83d\ude0a[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”About” _builder_version=”4.16″ _module_preset=”default” background_image=”https:\/\/heartormind.com\/wp-content\/uploads\/2021\/01\/art-gallery-55.jpg” background_size=”initial” background_repeat=”repeat” global_colors_info=”{}”][et_pb_row column_structure=”2_5,3_5″ _builder_version=”4.16″ _module_preset=”default” max_width=”1280px” global_colors_info=”{}”][et_pb_column type=”2_5″ _builder_version=”4.16″ _module_preset=”default” custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/heartormind.com\/wp-content\/uploads\/2023\/06\/razem-ale-osobno.png” title_text=”razem ale osobno” _builder_version=”4.23.1″ _module_preset=”default” background_image=”https:\/\/heartormind.com\/wp-content\/uploads\/2021\/01\/art-gallery-56.png” background_size=”initial” background_position=”bottom_left” background_horizontal_offset=”1%” background_vertical_offset=”-11%” width=”148%” max_width_tablet=”560px” max_width_last_edited=”off|tablet” module_alignment=”right” custom_margin=”|-200px||” custom_margin_tablet=”|0px||” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” custom_padding=”||40px|78px|false|false” custom_padding_tablet=”40px|30px|0px|0px” custom_padding_phone=”” custom_padding_last_edited=”on|tablet” background_last_edited=”on|desktop” background_position_tablet=”top_right” box_shadow_style=”preset3″ box_shadow_vertical=”20px” box_shadow_blur=”80px” box_shadow_spread=”0px” box_shadow_color=”rgba(67,58,122,0.2)” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][et_pb_column type=”3_5″ _builder_version=”4.16″ _module_preset=”default” custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.23.1″ _module_preset=”default” text_font=”Montserrat||on||||||” text_font_size=”18px” header_font=”|700|||||||” header_font_size=”20px” header_line_height=”1.3em” header_3_font=”||||||||” header_3_font_size=”15px” header_3_line_height=”1.3em” background_color=”#ffffff” custom_margin=”150px||” custom_margin_tablet=”0px|||” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” custom_padding=”40px|40px|40px|40px|true|true” header_font_size_tablet=”” header_font_size_phone=”” header_font_size_last_edited=”on|desktop” box_shadow_style=”preset3″ box_shadow_horizontal=”-70px” box_shadow_vertical=”70px” box_shadow_blur=”80px” box_shadow_spread=”0px” box_shadow_color=”rgba(67,58,122,0.1)” global_colors_info=”{}”]You can and should set your own limits and clearly articulate them. This takes courage, but it is also liberating and empowering, and often earns you new respect.\n

Rosalind Brewer<\/strong>\n (COO & Group President of Starbucks)<\/h3>[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]\n","protected":false},"excerpt":{"rendered":"

Managing fatigue: navigating challenges in finding motivation in a high-pressure work settings.In October 2023, I found myself in a moment I thought I would never be in – sort of exhausted and demotivated. As someone who has always strived to be the driving force, motivating others to deliver, the cheerful spirit and keen team player, […]<\/p>\n","protected":false},"author":1,"featured_media":857,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"2880","footnotes":""},"categories":[1],"tags":[],"class_list":["post-856","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-bez-kategorii"],"_links":{"self":[{"href":"https:\/\/heartormind.com\/index.php\/wp-json\/wp\/v2\/posts\/856","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/heartormind.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/heartormind.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/heartormind.com\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/heartormind.com\/index.php\/wp-json\/wp\/v2\/comments?post=856"}],"version-history":[{"count":4,"href":"https:\/\/heartormind.com\/index.php\/wp-json\/wp\/v2\/posts\/856\/revisions"}],"predecessor-version":[{"id":862,"href":"https:\/\/heartormind.com\/index.php\/wp-json\/wp\/v2\/posts\/856\/revisions\/862"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/heartormind.com\/index.php\/wp-json\/wp\/v2\/media\/857"}],"wp:attachment":[{"href":"https:\/\/heartormind.com\/index.php\/wp-json\/wp\/v2\/media?parent=856"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/heartormind.com\/index.php\/wp-json\/wp\/v2\/categories?post=856"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/heartormind.com\/index.php\/wp-json\/wp\/v2\/tags?post=856"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}