Wellness Wednesday Issue #124

🧘🏻‍♀️ 5 effective ways to take care of your mental health.

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

📉 Wondering if Trump’s tariffs should shift your investment strategy?

📬 The best ATS tools for small biz hiring wins.

Last week, we shared a real-world leadership dilemma from a new Executive Director navigating a tough call:

”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 asked you: What would you do?

And your responses were smart, empathetic, and incredibly helpful. Here’s a breakdown of the top themes from your collective wisdom:

Start with a One-on-One Conversation

Before jumping to HR or making a big move, nearly everyone said the same thing: have a private, clear, compassionate conversation.

“Approach the situation assuming they’re doing the best they can with the tools and support they have. That opens the door to problem-solve together.” – Danielle (Program Manager)

“Ask what’s holding her back. Be specific with feedback and offer strategies to help her succeed before escalating.”—Kait (Administrator)

Clarify Expectations + Document Performance

Compassion isn’t a free pass. Accountability is part of the equation, too.

“Terminating requires documentation. Start by establishing SMART goals, document the plan, and set a time frame (like 90 days) to assess improvement.”—Teri

“Have a one-to-one and address the issue with concern. If the pattern continues, bring in HR.”—Christine (Branch Manager)

Consider Reasonable Accommodations

If the anxiety is clinical, it may qualify for ADA or FMLA protections, and should be handled with legal and ethical care.

“If this is a medical diagnosis, work with HR and provide access to support programs like EAP or accommodations. If not, encourage her to seek professional help.”—Gabrielle

“Ask: is this about the remote work environment? Could a hybrid setup help?”—Celeste (IT Ops Supervisor)

Lead With Humanity (and Boundaries)

You can be kind and clear. In fact, real leadership means doing both.

“Compassion and accountability can coexist. Be human first—but don’t avoid tough conversations.”—Shelly H (People Manager)

“Sometimes we forget entry-level employees are still learning how to ask for help. Give them a chance to grow before making assumptions.”—Debra B (Head of Community)

💬 Want to read more responses or share your own take? We’re continuing the convo on LinkedIn →

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If managing people feels like a full-time job on top of your full-time job—you’re not alone.

We’ve heard from so many of you struggling with prioritization. You’re delegating, but the process of managing others is eating up so much time, you feel like you’re constantly behind on your own to-do list.

Sound familiar? You’re not doing anything wrong. Managing others is real work. But the key is designing your day in a way that protects your focus, streamlines your oversight, and helps your team thrive without your constant input.

Here’s how to manage your day so you can delegate smarter—and still get your own sh*t done.

1. Design Your Day with Intention

Start by splitting your day into two buckets:

• Manager Mode: Meetings, check-ins, Slack replies, and reviews.
• Maker Mode: Deep work time for writing, planning, problem-solving, or anything that requires undivided attention.

Try dedicating specific windows for each. For example:

• 9–11 a.m. = focus time for your own work
• 11–12 p.m. and 3–4 p.m. = availability for your team

When you batch “manager” tasks, you’re less likely to feel interrupted—and more likely to move the needle on your own projects. Also communicating these blocked times to your team lets them know when to “bug” you about urgent items.

2. Set Clear Guardrails for Your Team

Delegation shouldn’t mean a revolving door of questions. Give your direct reports clarity upfront:

• What “done” looks like
• Deadlines
• Preferred communication (e.g., async updates via Slack or Notion vs. pop-in Zoom calls)
• When to loop you in and when to run with it

Create simple systems like a shared task tracker or weekly priorities doc—so people aren’t constantly pinging you for updates or clarification.

3. Schedule Standing Check-Ins (and Stick to Them)

A weekly 1:1 and a short team sync can eliminate most midweek chaos. Use these meetings to:

• Review blockers
• Give quick feedback
• Set or revisit priorities

Keep meetings short and tight. A 25-minute check-in forces focus. Save longer convos for complex issues.

4. Use the “3D” Rule: Do It, Delegate It, or Drop It

When tasks pile up, sort them fast:

• Do it: Takes less than 10 minutes? Just knock it out.
• Delegate it: If it’s repeatable or doesn’t need your specific brain—hand it off.
• Drop it: If it doesn’t align with your goals or OKRs, let it go.

Prioritization is just as much about what you don’t do.

5. Let Go of the Guilt

Delegation guilt is real—especially for high-achieving women. But remember: effective leaders empower others. Your job isn’t to do it all. It’s to make sure the most important things get done, and that the right people are doing them.

Want to take a step further? Use our delegation worksheet to map out your roadmap for how to delineate tasks best.

If you love a good brain dump, color-coded chaos, or the satisfying slide of sticky notes across a digital board…welcome home.We love Miro for organizing the mess and making work look good. So we designed a set of custom templates for people juggling 100 tabs (mentally and literally). These aren’t your average drag-and-drops—they’re built for real workweeks, messy brains, and way too many meetings:

1. Weekly Wins Planner

You know that “What did I even do this week?” spiral? This template pulls you out of it. Break your week into bite-size pieces, log your wins (yes, even the small ones), and set clear goals for what’s next. Start strong, end stronger.

2. The Daily Standup

Whether you’re working solo or syncing with a team, this daily check-in template is your ritual for clarity. It cuts through the noise, surfaces what matters most, and keeps projects moving without the overwhelm.

3. Ice Breaker & Productivity Bundle

Part workflow upgrade, part team morale boost—this template bundle helps you run your day and your meetings. You’ll get daily-to-monthly planners, meeting minutes, and SOP templates to keep your tasks on track—plus fun icebreakers to liven up even the driest standups.

💸 Bonus: The Pay Raise Planner

Thinking about asking for a raise? This one walks you through exactly how to prepare—from highlighting your wins to organizing your talking points. It’s equal parts pep talk and practical tool.

Bookmark these. Use them weekly. And don’t be surprised when your coworkers start asking for your secret.

Bonus: The author also has a cook-along video.

Have a recipe you love? Share it here.

🧼 Finally, a towel your skin will thank you for.

🛠️ Wall scuffs? This $10 stick makes them disappear.

⚡ Slack apps your workflow deserves.

📱 This phone stand = $10 well spent.

• MJHS is hiring for a Social Worker MSW (New York, NY).
• Insight Global is hiring for a Compliance Officer (Plano, TX).
• Percepta is hiring for a Global Compensation and Benefits Manager (Remote).
• Premier Anesthesia is hiring for a Director of Marketing (Alpharetta, GA).
• Uptick is hiring for a People & Culture Generalist (Denver, CO).

⭐ View more jobs here >

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