Wellness Wednesday Issue #123

⚙️ 7 workflow tips that actually streamline your day.

💼 Choosing benefits shouldn’t be a full-time job—this software guide makes it easier.

🧠 This brain chemical could be the secret to feeling calmer.

🔥 How millions are losing weight without medication. It’s 50% off when you sign up through this link.

May marks Asian American, Native Hawaiian, and Pacific Islander (AANHPI) Heritage Month—a time to recognize the rich histories, cultures, and contributions of AANHPI communities.

But this year, that celebration hits differently.

In 2025, recent federal rollbacks on DEI efforts have many professionals worried about visibility, support, and inclusion—especially in the workplace. And they’re not wrong to feel that way: 62% of AA/PI adults believe hostility toward immigrants is on the rise, and the majority expect anti-Asian hate to increase.

So no—this isn’t just about potlucks and posters. Honoring AANHPI Heritage Month right now is a powerful act of presence, belonging, and allyship.

If you’re wondering where to start, here are a few ideas:

Strategies for Meaningful Celebration:

1. Educational Initiatives: Host sessions that dig into AANHPI histories, movements, and experiences. Even something like a book club featuring AANHPI authors can spark connection and reflection.
2. Employee Spotlights: Use internal storytelling and recognition to highlight AANHPI team members—their paths, their wins, and their leadership.
3. Cultural Events: Invite your team into the richness of AANHPI culture through virtual cooking classes, art, or music. This can be a fun, low-pressure entry point that builds community and cultural appreciation.
4. Support AANHPI-Owned Businesses: Encourage your company (and employees) to shop from or feature AANHPI-owned brands. It’s a simple but meaningful way to redistribute support and attention.

Navigating the Political Climate:

Yes, DEI is under fire. But that doesn’t mean you should back down. It just means we need to be more intentional in how we show up:

• Focus on Education and Inclusion: Frame events as opportunities for cultural education and inclusivity, rather than political statements.
• Engage Leadership: Involve company leadership in events to demonstrate organizational commitment to diversity and inclusion.
• Solicit Employee Input: Encourage AANHPI employees to share their ideas and preferences for celebrating the month, ensuring authenticity and relevance.

Engaging meaningfully this month isn’t just good optics—it’s good leadership. When companies celebrate AANHPI stories with care, they’re not just honoring heritage—they’re building a stronger, more inclusive workplace for everyone.

You’re already doing the big things—making decisions, managing people, driving results.

But it’s the small stuff—the scheduling, the follow-ups, the endless admin—that eats up your day.

Here’s what we’d hand to any busy, high-functioning woman trying to stay on top of it all:

📂 Wrike

Built for teams who need structure and flexibility. Wrike helps you manage projects, track deadlines, and keep everyone on the same page—without the chaos.

📅 Resource Guru

Managing people’s time shouldn’t take all your time. Resource Guru helps you schedule teams and resources without overbooking or burnout. It’s like a calendar that finally gets how work actually works.

💸 FreshBooks

Perfect if you invoice clients or track expenses yourself. Freshbooks makes getting paid (and staying organized) actually painless.

📑 Bill.com

Need something more robust for bill pay and approvals? Bill.com automates the entire process so you’re not chasing paperwork or payment status.

👥 Paychex

From onboarding to payroll, Paychex helps keep everything compliant, centralized, and headache-free.

🧩 Close

If your workflow is spread across five tools and twice as many tabs, Close simplifies things. Scheduling, payments, client communication, and follow-ups—all in one place. It’s ideal if you’re managing your own business or juggling a lot of client work and want everything to flow.

💬 Slack

Still undefeated when it comes to team communication. Use it for daily check-ins, quick decisions, and async convos that don’t clog your inbox.

Bottom line: strong leadership needs strong systems. These help you spend less time managing logistics—and more time doing the work that actually matters.

You already know how to lead. These just make it smoother.

We’re trying something new: a real-life leadership dilemma we can all learn from. A friend of Thania’s recently shared this tough situation:

”I’m a new executive director and in charge of strategy for a non-profit I just joined. I’ve inherited my entire team. One of my direct reports is an entry level coordinator and is performing poorly, and consistently missing meetings and deadlines in a remote setting. She’s mentioned she struggles with anxiety and panic attacks, and I’m not sure how to approach her role. Can I fire her? Do I give her a warning? Will firing someone right away tank morale—or my credibility as a new leader?”

We thought this was a situation many of us could learn from—so we each answered from our own perspective. And we’d love to hear how you’d handle it too.

Joanna (TA Co-Founder):

Start by documenting what’s been missed (deadlines, meetings, follow-through, etc.) and bring it into a 1:1 conversation. Be direct but kind: here’s what I’m seeing, here’s what needs to change. If things don’t improve, it’s time to bring in HR and set up a formal PIP—not just for optics either; it protects you, and shows you lead with process. Nonprofits aren’t immune to risk, and firing someone without process can bite you later.

I’d also track how much time you’re spending here (because that adds up fast), and if it turns into a pattern, you’ve got the receipts for bigger org decisions. Ask yourself if this person is a fit not just for the role, but for the moment your org is in. You don’t have to come in hot, but you do need to make a call before this drains more time than it’s worth.

Cameron (TA Operations):

I’d start with a 1:1 and say something like, “I’ve noticed missed deadlines and meetings—can we talk about what’s going on?” If she brings up mental health, listen respectfully, but reinforce that accountability still matters. I’d then document the conversation and consult HR on next steps. Most likely, that means a performance plan with clear goals and timelines.

I’d also look at broader team dynamics: Are others picking up the slack? Do they see you addressing it? Because silence sends a message, too—even if it’s unintentional.

Thania (TA Content Mgr):

I’d focus on the team-building aspect of my leadership. I’d setup meetings explicitly for forecasting and game planning, and use it to show and tell my team where we’re going, how we’re doing it and what it’ll take for us to get there.

That sets a high-performer tone. A players will respect it, B players will rise to it, and C players will feel the heat. As for the direct report, I’d bring in HR and get her on a performance improvement plan.

Kristel (TA Operations):

I’d lead with a mindset of curiosity: What’s really going on here? I’d have a private conversation to address the issues directly and ask how she’s doing—not as a free pass, but to understand the full picture. If anxiety is part of it, you can validate that and hold the line on performance.

I’d talk to HR about accommodations and accountability measures, and document everything. If needed, bring in an EAP or mental health resource. Most importantly, I’d show the team that care and standards can—and should—coexist.

💬 Got thoughts? We’ll feature our favorite responses next week—chime in here!

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📖 Magnetic bookmarks that stick with you and your planner.

• Deutsche Bank is hiring for a Market Risk Manager (New York, NY).
• Zillion Technologies, Inc. is hiring for an Employee Experience Strategist (Pensacola, FL).
• Pacific Training is hiring for Head of People and Culture (Sacramento, CA).
• Brewer Morris is hiring for a Senior Corporate Treasury Analyst (Atlanta, GA).
• Tapio is hiring for a Project Finance Manager (Austin, TX).

⭐ View more jobs here >

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