Posted on: December 05, 2022 09:08 PM
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Workplace Gym Memberships or Leadership Bootcamps?
| Workplace Gym Memberships or Leadership Bootcamps? Healthy Workplace It is going to take much more than free gym memberships to keep your workplace healthy. Work evolved into a wonderful set of goals we achieved rather than a place we go to for 10 plus hours a day with the advent of remote working. The trend was catching steam and exploded during The Covid Pandemic 2020. Now, we are backsliding. Work is feeling the great regression or devolution of the workplace. It may be more accurate to describe this as the devolution of leadership. Many leaders have reverted back to ineffective, outdated leadership practices. Micromanagement is becoming common with controlling, punitive, and manipulative leadership behaviors being observed. behaviors. Continuous employee monitoring is leading to a Panopticon Effect where employees feel like leadership is waiting for them to mess up. This damages motivation and morale further escalating the issue. Workplace Bullying Workplace bullying is also on the rise. I am not sure how it gets this far, but it does. When adults turn into common playground thugs when our jobs are on the line, the physical effects are devastating. Workplace bullying has been increasingly recognized in occupational health literature as a significant public health concern with both psychological and physiological consequences. Recent research demonstrates that chronic exposure to bullying behaviors in the workplace is associated with severe long-term health outcomes, particularly cardiovascular disorders and trauma-related psychological conditions. Physical Consequences One major physical consequence linked to workplace bullying is cardiovascular dysfunction, including hypertension and stress-related heart disease. Prolonged exposure to hostile workplace environments activates the body’s stress-response systems, particularly the hypothalamic–pituitary–adrenal (HPA) axis, resulting in elevated cortisol levels, chronic inflammation, and sustained increases in blood pressure. Walker (2025) explained that repeated exposure to bullying and psychological intimidation contributes to cardiometabolic strain and increased risk for cardiovascular complications. The review further identified workplace bullying as an occupational health hazard associated with absenteeism, burnout, and long-term physiological deterioration. PTSD A second serious consequence of workplace bullying is the development of post-traumatic stress disorder (PTSD) symptoms and complex psychological trauma. Contemporary research increasingly characterizes workplace bullying not as a minor interpersonal conflict, but as a form of chronic relational trauma capable of disrupting an individual’s psychological safety and cognitive stability. Symptoms frequently include hypervigilance, avoidance behaviors, emotional exhaustion, intrusive thoughts, self-doubt, and impaired interpersonal trust. Minibas-Poussard (2025) conceptualized workplace bullying as existential and relational trauma, emphasizing that repeated exposure to toxic workplace interactions can shatter an individual’s assumptions about safety, identity, and meaning. The study connected prolonged bullying exposure to trauma-related outcomes like PTSD and severe burnout syndromes. Mental Health Problems Earlier longitudinal research also supports these findings. Nielsen et al. (2014) found significant associations between workplace bullying and subsequent mental health problems, as well as somatic symptoms over time, reinforcing evidence that bullying exposure contributes to lasting psychological and physical harm. I have always been an advocate of self-leadership for knowledge workers. Autonomy breeds innovation, motivation, and engagement. True autonomy Is achieved through self-leadership. As the SME, you are your own leadership. You seek continuous improvement over time while achieving your best work outcomes. Gym memberships will not keep your workplace healthy, however, long intensive boot camps for leadership may. References Minibas-Poussard, J. (2025). From suffering to growth: A conceptual review of workplace bullying through a logotherapeutic lens with organizational implications. Social Sciences, 14(11), 669. https://doi.org/10.3390/socsci14110669 Nielsen, M. B., & Einarsen, S. (2014). Workplace bullying and subsequent health problems. Tidsskrift for Den norske legeforening, 134(12/13), 1233–1238. https://doi.org/10.4045/tidsskr.13.0880 Walker, J. (2025). Trauma, power, and psychological safety: Understanding the mental health impact of workplace bullying. Healthcare, 13(23), 3084. https://doi.org/10.3390/healthcare13233084 |
Posted on: May 21, 2026 07:21 PM
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Work Should Not Hurt
| Work Should Not Hurt To project managers, micromanagement is a dirty word. For all PM frameworks, micromanagement is more than a nuisance; it is a fundamental breakdown of the professional framework. Project management is built upon the pillar of trust, where teams are selected for their expertise and leaders serve as facilitators who remove obstacles to enable strategic execution. We trust that our leaders are crafting a vision, and in return, they trust that we are executing that vision with precision. However, as the workplace has transitioned into a post-pandemic era, this model is facing a systemic challenge. When the social exchange between leader and team shifts from trust to control, the results are no longer just organizational—they can be clinical. “When the social exchange between leader and team shifts from trust to control, the results are no longer just organizational—they can be clinical.”  Note: Visual depiction of the Social Exchange Theory represented by a scale comparing cost-benefit to knowledge workers in their current roles. The Erosion of Boundaries During the shift to remote work, productivity did not merely remain stable; it often intensified. Yet, this surge came with a hidden cost. The Microsoft Work Trend Index has documented the emergence of an "infinite workday," characterized by a 16% increase in late-evening meetings and constant weekend connectivity. Nearly half of remote workers reported that the walls between their professional and personal lives had effectively been breached, and they had difficulty maintaining boundaries between work and personal life (The Conference Board, 2023). Employees were often expected to maintain the same level of availability while also absorbing commuting time and in-person requirements. Monitoring tools have expanded. Oversight has intensified. More importantly, the boundary between professional oversight and personal time has become less defined, and leadership is crossing into spaces that were once respected as non-work domains. After-hours communication, continuous availability expectations, and increased involvement in how work is performed represent a shift toward control-oriented leadership. The Rise of Command-and-Control The role of the leader is to enable performance by removing barriers, not by directing every action (Project Management Institute, 2021). Knowledge workers, as described by Peter Drucker, perform best when they are trusted to apply their expertise with autonomy (Drucker, 1999). Leadership behavior has shifted in ways that demand our attention. Reports indicate rising workplace incivility, increased micromanagement, and a decline in institutional trust (Society for Human Resource Management, 2025). Leadership is crossing into personal boundaries. This "Great Regression" represents a retreat to 20th-century "Command-and-Control" models, characterized by:
This tension is best understood through the lens of Social Exchange Theory. This theory posits that social behavior is an exchange process where individuals weigh the potential benefits and risks of relationships (Cropanzano & Mitchell, 2005). In a healthy workplace, an employee exchanges skill and dedication for fair compensation, respect, and autonomy. When a leader provides control instead of trust and intrusion instead of support, the exchange becomes extractive. When the professional relationship costs more in physical and mental health than it provides in benefit, a rational actor must eventually sever the tie to preserve their own resources. The Clinical Cost of Micromanagement The evidence of this imbalance is no longer just anecdotal; it is clinical. Chronic workplace stress and excessive hours are documented risk factors for major health events. The World Health Organization (WHO) and the International Labor Organization (ILO) have linked overwork to hundreds of thousands of deaths annually from stroke and heart disease (WHO, 2021). Furthermore, clinical research suggests that sustained micromanagement and high-strain environments can double a worker’s inflammatory response, significantly increasing the risk of cardiovascular morbidity. The Path Forward For project managers and organizational leaders, the lesson is clear. High-performing teams are not sustained through surveillance, but through psychological safety and autonomy (Project Management Institute, 2021). When leadership behaviors interfere with the rhythm of work and the health of the worker, they damage the very human capital they intend to manage. The research into these integrated systems of workplace change is still in its early phases and will continue to uncover the depth of this impact. However, the current data suggests a simple truth: work should not make you ill. When social exchange no longer holds, and the environment becomes a threat to your well-being, walking away may be the only way to protect yourself and to be good to yourself.
· It disrupts flow. · It signals distrust. · It interferes with execution. · It stifles creativity and innovation. · Destroys trust and autonomy Chronic stress can lead to:
Response to uncertainty: · Increased control. · More monitoring. · More oversight. · Less trust · Boundary intrusion When leadership crosses the line into control, intrusion, and distrust, it doesn’t just affect performance. It affects employee health. |
Posted on: May 06, 2026 04:26 PM
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Stress: Good or Bad?
Categories:
self-care,
mental health awareness,
health,
self-awareness,
Suicide prevention,
self-love,
self-leadership,
improvement,
team,
stress,
performance,
help
Categories: self-care, mental health awareness, health, self-awareness, Suicide prevention, self-love, self-leadership, improvement, team, stress, performance, help
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Project management is known as a very stressful job. The success or failure of a project and, inevitably, the happiness of the customer and all stakeholders involved a ride on the shoulders of the project manager. This can be a massive burden to bare. The project manager is accountable for the project's outcome, and many project managers are not comfortable reaching out when they feel that the stress may be too much for them to handle. High-stress levels can harm your health, behavior, attitude, success, and family (Teak, 2015). Of course, not all stress is bad, but if managing a project begins to hurt a project manager's job, health, and life, there is help. Be good to yourself—remember that even Superman sleeps. Even superheroes must take time to sleep. The Bible states that the Lord rested on the seventh day. Taking care of yourself and practicing good self-care, seems like common sense and an easy thing to do. However, it is usually the first thing that is sacrificed in times of crisis, stress, intensity, or when we are extremely busy. Yet, self-care is vital for our health and performance. We cannot pour from an empty cup. You must have the energy to give energy, you must have the wisdom to share wisdom, and you must have the strength to give your team strength. A recent Project Management Times article states that project management is one of the most stressful jobs out there. The pressure is constant to finish on time and under budget while keeping all stakeholders happy. The success or failure of a project depends on the abilities of the project manager. The hours are long and difficult. Our fun, hobbies, free time, and fun are the first activities that we let go of and sacrifice when things get too busy. The project manager must be in a good place mentally and physically if they are to lead others properly. Stress can impact your cognitive abilities and behavioral functioning. It can even impact your personal health and the happiness of your family. Stress can hurt the ability to be creative. These are all areas of the self that are necessary for appropriate performance as a project manager. Therefore, it is vital that self-care be a priority. Self-care improves productivity and problem-solving abilities. It improves our ability to form and maintain strong relationships. Project managers may need to advocate for themselves or stand up for themselves to ensure that they are given the time necessary for self-care. Recommendations for self-care: Remember to protect your greatest project. You need to take time and mental space away from your work projects to be successful and give your best effort and performance. Your success hinges on your ability to take care of yourself. Remember, be good to yourself, even Superman sleeps. Even the strongest person can find themselves in the middle of a situation or an event that their mind, heart, or body is not equipped to deal with. If you throw on some stress, a breakup, a demanding boss or client, and some financial issues, you can quickly end up in the middle of the perfect storm. Events can feel like they were lined up in a path aimed directly at you and sent to break you and tear you apart inch by inch. Eventually, you do not even recognize yourself, and you cannot even remember, much less concentrate on the people around you or the people that love you. We do not always make the best decisions with a mind this hurt, lonely, and clouded. We end up making decisions that, at that moment, we believe might end the pain. I have heard it said that people that take their life are selfish, and I’m afraid I have to disagree. It reminds me of the saying that if you know, you know, and you don’t, you don’t. You cannot imagine what someone is thinking at that moment that their soul hurts so badly that they want it to stop existing or at the moment that they had finally gotten so lonely that no life seemed better than this one. I am not glorifying the act or the event. I am merely trying to bring light and understanding into the events that may lead someone to this hell. It is almost as if you have gone blind and can no longer see anyone, and they definitely cannot see themselves. Just a short time ago, a beautiful young man found himself at this very point. No one saw it coming, and no one heard the cries. It was not that they were not listening; it was just that this sweet boy had not yet cried out loud enough for them to hear him. His pain was as deep and real as the scars that it has left on his mother, father, and siblings. This young man would be 18 years old today, yet the birthday celebration for a beloved son will happen without their beloved son. For this kind-hearted, funny, and spirited young man, I would like to challenge everyone to listen closely, watch intently, and reach out to anyone that may not have found the voice that will allow them to cry loud enough to be heard. -te amo mi dulce bebe https://suicidepreventionlifeline.org/ #BeThe1Who "When a stupid man is doing something he is ashamed of, he always declares that it is his duty." - George Bernard Shaw |