Introduction

Sam Peters, a distinguished investigative journalist, has been instrumental in bringing the hidden dangers of concussions in sports, particularly rugby union, to the forefront of public consciousness. His relentless pursuit of truth has ignited essential conversations about player safety and challenged deeply ingrained cultural norms within the sport. In a recent episode of The 1% Podcast, we delved into the critical issues surrounding concussions in rugby and the urgent need for change.

Understanding the Invisible Injury

Concussions are complex injuries that often go unnoticed or are misunderstood. Their immediate effects can range from loss of consciousness—a symptom in less than 10% of cases—to subtler signs like dizziness, nausea, sensitivity to light or sound, and balance issues. The lack of a unified definition has led to inconsistencies in diagnosing and managing concussions, hindering effective treatment and prevention.

What’s even more concerning is the cumulative impact of repeated head trauma. It’s not just the symptomatic concussions that pose a risk but also the repetitive exposure to sub-concussive blows—those smaller hits that may not cause immediate symptoms but, over time, can lead to severe long-term conditions like Chronic Traumatic Encephalopathy (CTE). This degenerative brain disease has been found in athletes who have sustained repetitive brain trauma, highlighting the grave consequences of continuous exposure.

The stories of players whose lives have been irrevocably altered by repeated head injuries are harrowing. Take, for instance, the case of Ben Robinson, a 14-year-old rugby player from Northern Ireland who tragically died after sustaining multiple concussions in a single game. His death underscores the critical need for better awareness and management of concussions at all levels of the sport.

The Evolution of Rugby: Bigger, Faster, Riskier

Since rugby turned professional in 1995, the sport has undergone significant transformations. Players have become larger and stronger, training regimes more intense, and the game itself faster and more physically demanding. This “bigger, faster, stronger” mentality has escalated the risks, resulting in an increase in high-impact collisions on the field.

The professional era introduced a level of physicality previously unseen in the sport. The speed of the game, combined with the increased size and strength of players, has led to a dramatic rise in injury rates, particularly concussions. Medical staff often find themselves overwhelmed by the sheer number of injuries, struggling to manage and treat players effectively during matches.

While making the game more exciting for spectators, this evolution has had unintended consequences. The human body, particularly the brain, is not designed to withstand such repeated high-impact forces. The long-term health implications for players are becoming increasingly apparent, necessitating a re-evaluation of training methods and gameplay strategies to prioritise safety without compromising the essence of the sport.

Cultural Barriers: The Normalisation of Risk

A significant obstacle in addressing the concussion crisis lies within the culture of rugby itself. There’s a longstanding tradition of toughness and resilience, where playing through pain is not just expected but celebrated. Injuries, including concussions, are often seen as mere hurdles to overcome rather than serious health concerns requiring attention.

This normalisation of concussions hinders efforts to improve player safety. Athletes may underreport symptoms, fearing they will be perceived as weak or risk losing their place on the team. Traditional notions of masculinity contribute to this mindset, perpetuating the “play through pain” mentality and creating an environment where seeking help is stigmatised.

Changing this culture is essential for advancing player welfare. It requires a shift in how toughness and bravery are defined within the sport. Emphasising that true strength lies in acknowledging injuries and taking necessary steps to heal can help break down these harmful barriers. Education and open dialogue are crucial in fostering a culture that values health and safety over outdated ideals.

Concussions in Women’s Rugby: An Overlooked Issue

While much attention has been focused on men’s rugby, concussion issues significantly impact women’s rugby as well. Female athletes may experience concussions differently, sometimes with more severe symptoms. Research suggests that factors such as hormonal differences and variations in neck strength could contribute to these disparities.

Moreover, evidence indicates that women are more likely to have unreported concussions. This underreporting can be attributed to a combination of societal perceptions that underestimate the risks in women’s sports and a lack of tailored education and resources. For instance, in sports like roller derby, the speed and impact can lead to severe whiplash injuries, but because the sport is less mainstream, the magnitude of potential damage is often underestimated—even by the players themselves.

Addressing gender disparities in sports medicine is vital for comprehensive athlete care. Ensuring that female players receive adequate attention, research, and protection helps create a safer environment for all athletes. It also highlights the need for inclusive studies and protocols that consider women’s unique experiences and physiological differences in sports.

Learning from Other Sports: Models for Improvement

Other sports have taken significant steps in handling concussions, offering potential models for rugby to follow. Boxing and martial arts, for example, enforce strict medical suspensions after knockouts, ensuring that athletes have sufficient recovery time before returning to competition. The NFL, following a series of high-profile concussion lawsuits, implemented measures to reduce contact during training and enhance concussion protocols.

Adapting similar practices in rugby could enhance player safety without fundamentally altering the game’s nature. Limiting contact in training sessions, enforcing mandatory rest periods following concussions, and improving education about head injuries are practical steps that can be implemented. These changes can help reduce the incidence of concussions and mitigate their long-term effects, demonstrating a commitment to player welfare.

Moreover, embracing technological advancements, such as improved protective gear and diagnostic tools, can offer additional layers of safety. Innovations like smart helmets equipped with impact sensors can help monitor hits in real time, allowing for immediate assessment and intervention when necessary.

Ethical Dilemmas: The Role of Medical Professionals

One of the most troubling aspects of the concussion crisis is the role that medical professionals have played, sometimes inadvertently, in perpetuating the problem. The ‘Bloodgate’ scandal is a stark example of compromised ethics in sports medicine. In this incident, a rugby player faked a blood injury to facilitate a tactical substitution, with the complicity of medical staff.

This case highlighted the conflicts of interest that can arise when medical professionals are employed directly by clubs. The pressure to prioritise team success over player health can lead to decisions that compromise medical ethics and endanger athletes. It raises critical questions about the responsibilities of medical staff and the structures that govern their roles within sports organisations.

Reforming this system is crucial. Proposals include establishing independent medical teams separate from clubs and organisations to ensure unbiased decision-making focused solely on athlete welfare. Eliminating conflicts of interest empowers medical professionals to uphold their duty not to harm and prioritises the health and safety of players above all else.

Balancing Tradition with Safety

Some argue that contact sports like rugby might need to be drastically altered or even banned to protect players fully. However, this raises broader concerns about where to draw the line, as many activities and sports involve risk. For instance, horse riding, cycling, and skateboarding carry potential dangers yet are widely accepted and enjoyed.

The challenge lies in balancing the preservation of the sport’s essence with the imperative of player safety. Practical changes can be implemented to reduce risks without fundamentally changing rugby. Adjusting rules to minimise high-impact collisions, improving protective equipment, and enforcing existing safety protocols more rigorously are steps that can make a significant difference.

It’s about finding a middle ground where common sense prevails over extremes. Protecting players doesn’t mean stripping the sport of its excitement or competitiveness. Instead, it involves thoughtful modifications that prioritise health while maintaining the qualities that make rugby beloved by players and fans alike.

Legal Actions and the Path to Change

Recently, there’s been a surge in legal actions taken by former players against rugby authorities over concussion-related health issues. This movement is significant for individuals seeking redress and has the potential to drive meaningful change within the sport.

These legal challenges bring heightened attention to the consequences of inadequate safety measures and can pressure governing bodies to re-evaluate their policies. Similar to the impact of lawsuits in the NFL, this scrutiny may prompt rugby organisations to prioritise player welfare more effectively, implement stricter protocols, and invest in research and education.

There’s also a broader conversation among current and former players about the risks they face. While some accept the dangers as part of the game, others are increasingly concerned about the long-term implications. This growing awareness is crucial in shifting mindsets within the sport and advocating for necessary reforms.

Overcoming Obstacles and Pushing Forward

Advocating for change in a traditional and tightly-knit community like rugby isn’t without challenges. Sam Peters has faced significant pushback, including being labelled a “rugby hater” by critics who view his efforts as an attack on the sport. Despite this, his commitment to highlighting the concussion crisis remains steadfast.

The media plays a dual role in this context. On one hand, sensationalised coverage can perpetuate a culture that glorifies dangerous play. On the other, responsible journalism brings critical issues like concussions to light, fostering public awareness and prompting discussions about player safety. As the narrative shifts, the media’s focus on promoting health and well-being becomes increasingly important.

Sam’s perseverance underscores the difficulties in addressing entrenched cultural norms and the resistance that often accompanies efforts to reform. His work exemplifies the impact that dedicated individuals can have in challenging the status quo and promoting meaningful change, even in the face of significant obstacles.

Protecting the Next Generation

For parents and coaches, managing children’s involvement in rugby safely is a pressing concern. Education is paramount. Understanding the signs of concussion, fostering an environment where reporting injuries is encouraged, and emphasising skill development over physical dominance can help reduce risks.

Schools and clubs have a responsibility to implement safety measures and ensure that young athletes are protected. This includes proper training on tackling techniques, enforcing rules that limit dangerous play, and providing adequate medical support during games and practices.

Moreover, it’s important to recognise that the sport can evolve. Adjustments at the youth level, such as modifying rules to reduce high-impact contact and focusing on non-contact versions of the game, like touch rugby, can maintain enjoyment while prioritising health. These changes contribute to a culture that values player welfare from the grassroots up.

Looking Ahead: The Future of Rugby

Reflecting on the progress made since his campaign began, Sam believes that while significant resistance remains, there’s a path to real change. Increased awareness, legal actions, and evolving attitudes toward player safety are driving forces in this transformation. The future of rugby concerning concussion protocols and player welfare hinges on continued advocacy, education, and a willingness to adapt.

Embracing technological innovations, such as advanced protective gear and improved diagnostic tools, offers hope in mitigating concussion risks. Collaboration among all stakeholders—players, coaches, medical professionals, governing bodies, and fans—is essential to implement effective solutions and ensure the sport’s sustainability.

Sam intends to continue his advocacy within rugby and expand his focus to broader issues in sports safety. His journey underscores the profound impact that persistent efforts can have in effecting change, highlighting the importance of staying engaged and committed to the cause.

Conclusion

The conversation with Sam Peters sheds light on the complex challenges surrounding concussions in rugby. It’s a multifaceted issue involving cultural norms, medical ethics, legal implications, and the delicate balance between tradition and innovation. Addressing these challenges requires collective effort and a shared commitment to prioritising player welfare.

By fostering open dialogue, implementing practical solutions, and embracing necessary changes, it’s possible to preserve the essence of rugby while ensuring the safety of those who play it. Sam’s work serves as a catalyst for this change, highlighting the uncomfortable truths that must be confronted to safeguard the future of the sport.

Ultimately, the goal is to create an environment where athletes can enjoy the game they love without compromising their long-term health. It’s about honouring the spirit of rugby while evolving to meet the demands of a modern understanding of player safety. The journey may be challenging, but with dedication and collaboration, meaningful progress is within reach.

Concussed: Sam Peters Unveils Rugby’s Uncomfortable Truths – Podcast

Introduction

Stress in the workplace is something we all experience, but it doesn’t have to be the uninvited guest that ruins our productivity and well-being. Let’s dive into why stress can get the best of us at work and explore practical ways to manage it—grounded in psychology and easy-to-apply solutions.

Why Does Workplace Stress Feel So Overwhelming?

Workplace stress often stems from the modern demand for productivity, where it feels like we must always be “on” and available. Whether it’s unrealistic deadlines, competing priorities, or just the feeling of never doing enough, stress becomes a natural response when the pressure builds. On a deeper level, stress activates our fight-or-flight response, flooding our system with adrenaline and cortisol—hormones meant to keep us alert in dangerous situations. But in the workplace, these hormones aren’t always helping; they’re just making us feel overwhelmed.

Recognising Stress Triggers Before They Take Over

The holiday season, while joyful, can also heighten workplace stress. With end-of-year deadlines, planning for time off, and the general hustle and bustle of the season, stress can feel amplified. Recognising this can help you prepare and manage more effectively.

To tackle stress effectively, it’s helpful to identify your triggers. It might be a micromanaging boss, a poorly defined role, or even that subtle pressure to respond to emails after hours. Once you identify what’s setting you off, you gain some control back—and this awareness is a crucial first step.

Building Your Stress-Resilience Toolkit

1. Prioritise What’s Truly Important A simple but powerful exercise is to list all your tasks and rate them by urgency and importance. This can help filter the noise from the truly impactful work. The Eisenhower Matrix—which separates tasks into “urgent” and “important”—can be a fantastic tool for helping you make these distinctions and delegate effectively.

• Mindfulness at Work Mindfulness doesn’t require sitting cross-legged on your office floor for 20 minutes. It can be as simple as pausing for a few deep breaths before you open an email you know will be stressful. Psychological studies have shown that a few mindful moments can lower your heart rate and allow for a more thoughtful response rather than a reactive one.

• Set Healthy Boundaries A significant stressor is the blurred boundary between work and personal time. Start setting small boundaries, such as turning off work notifications after a specific hour, or communicating with your team when you are unavailable. It’s okay to protect your personal space—doing so makes you more effective and present when you are working.

• Physical Movement to Release Tension Moving your body is one of the quickest ways to break out of a stress cycle. This doesn’t have to mean a full gym session—a quick five-minute stretch or a brisk walk around the block can help discharge the pent-up stress energy and clear your mind. Many people underestimate how even short bursts of activity can change their outlook.

Connecting to Purpose

One often overlooked way to combat stress is by reconnecting with the purpose behind your work. Research suggests that individuals who find meaning in their jobs experience lower levels of stress, even during challenging periods. Take a few moments to reflect: what impact does your work have on others? How do you contribute to a bigger picture? These reflections can help shift your perspective and boost resilience.

Small Steps Lead to Big Changes

Stress management is a journey, and often, it’s the tiny, consistent steps that have the biggest impact. You don’t need a dramatic lifestyle overhaul—just focus on making incremental changes. Maybe start with a five-minute breathing exercise each morning or a daily walk at lunchtime. These small habits accumulate, building a buffer between you and the daily pressures of work.

Wrapping Up: Stress as a Catalyst for Change

Remember, not all stress is bad. Sometimes it’s a signal—a reminder that something isn’t quite right and needs your attention. By tuning into your stress, understanding what it’s telling you, and taking small but deliberate steps, you can transform it from an overwhelming force into a catalyst for growth and positive change.

Stress in the workplace is here to stay, but your relationship with it can evolve. With awareness and a few practical tools, you can turn down the volume on workplace stress and thrive in your professional life.

More on Stress Management

Stress Management and Leadership Through Mindfulness

Mindfulness in the workplace

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Mastering your emotions for a better life with Lisa Feldman Barrett – Podcast

Introduction

Work has always been more than a means to an end. It’s a stage where we perform the roles that define us, a canvas on which we paint our aspirations. Yet, in a world that moves faster every day, where goals feel fleeting and life often seems like a string of disconnected tasks, the question of purpose has become more urgent than ever.

Purpose isn’t about chasing perfection or climbing higher than everyone else. It’s about direction — knowing why you’re doing what you do and feeling connected to something greater than yourself. Whether in business or life, purpose is the compass that keeps us steady amidst the stormy weather life throws our way.

But why has the pursuit of purpose become so crucial in the modern age? Why does it seem like so many people are hungry for something more from their work and life than just the basics? The answer lies in the way purpose influences not only the individual but the collective, shaping how we approach challenges, growth, and connection in increasingly complex times.

Beyond the daily grind

Today, people want more from work than just a pay cheque. The nine-to-five grind doesn’t cut it if it lacks meaning. The search for purpose has become a defining feature of modern life, influencing not only work but also relationships, leisure, and even self-care. In the wake of global disruptions, hybrid work models, and shifting expectations of employers, people are more willing to explore how their work connects to something bigger than themselves. Once you find that purpose, all of a sudden everything clicks into gear.

Consider this: why do some people thrive in demanding jobs while others crumble? It’s not just about skill or stamina –– it’s about connection. When work aligns with purpose, even the most mundane tasks take on meaning. A barista isn’t just making coffee, they’re creating moments of joy for their customers. A coder isn’t simply writing lines of code; they’re building tools that might change the way people live and work.

Purpose doesn’t eliminate hardship, it redefines it. Challenges become stepping stones rather than roadblocks, and successes feel richer because they’re tied to something greater than personal gain. That’s why purpose-driven work is often associated with higher job satisfaction, increased resilience, and a sense of fulfilment. It turns the ordinary into something extraordinary.

Nick Craig and Scott Snook, in their work on purpose-driven leadership, argue that “purpose is increasingly being touted as the key to navigating the complex, volatile, ambiguous world we face today, where strategy is ever-changing and few decisions are obviously right or wrong” [1]. This perspective is crucial — purpose is not about finding a simple solution in a complex world; it’s about maintaining focus and clarity amid the uncertainty. It gives us the resilience to keep moving forward when things aren’t clear and the confidence to make decisions that align with our values.

Similarly, sociologist Dr Tracy Brower points out that “purpose is critical for both people and organisations” as we face a rapidly evolving work environment, especially in the wake of recent global disruptions [2]. The need to re-motivate ourselves and ensure we attract and retain top talent is heightened, with purpose playing a central role in both personal and organisational success. Bower highlights that organisations that embed purpose into their core strategy are likely to see stronger employee engagement and greater overall success.

Nell Derick Debevoise, author of Going First: Finding the Courage to Lead Purposefully and Inspire Action, echoes this sentiment, noting that “purpose doesn’t have to address all the world’s problems or even its biggest ones” [3]. She suggests that purpose can be as simple as focusing on the problems within our “circle of influence,” thus offering a way for each of us to contribute to meaningful solutions, even if on a smaller scale. This framing of purpose reminds us that we don’t have to solve everything, but we can make an impact where we are most effective.

Meanwhile, Forbes’ editor for Communities and Leadership, Samantha Todd-Ryan, emphasises that purpose is deeply wired into us as humans. “We have an inherent desire to be part of something that’s bigger than ourselves,” she writes, acknowledging how the drive to contribute to something larger than ourselves connects to our deeper need for meaning [4]. When we can see the tangible impact of our work, whether on an individual, organisational, or societal level, it deepens our sense of purpose and motivates us to continue contributing.

Fulfilment

For individuals, purpose can be life-changing. It’s not just about happiness — it’s about fulfilment. Studies consistently show that people who live with purpose report better mental health, greater resilience, and even longer lifespans. Purpose drives us to align our daily actions with our deepest values, creating a more harmonious life.

Imagine a teacher who wakes up every day knowing they’re shaping the minds of the next generation. Even on hard days, they keep going because their work isn’t just about them. Purpose gives us a reason to rise and meet life’s challenges with a sense of determination rather than dread.

Purpose is not the exclusive domain of noble professions or lofty ambitions, however. It’s found in the mindset we bring to whatever we do. A gardener nurturing plants, a customer service representative solving problems, or a parent making breakfast for their kids — purpose is less about what you do and more about why you do it.

This intrinsic connection between purpose and personal well-being is not just anecdotal, it’s backed by science. A study published in the Journal of Affective Disorders found that people with a strong sense of purpose are less likely to experience stress and are more likely to recover quickly from setbacks [5]. Their sense of “why” provides a framework for understanding the “how.”

Indeed, Craig and Snook emphasise that “purpose is who you are and what makes you distinctive” [6]. It’s not merely a goal or a list of achievements, it’s an internal anchor that guides you through every stage of your life. It’s that which makes you uniquely you, something that those close to you would miss if it were gone.

Todd-Ryan notes that purpose is built into our DNA, adding that, “As human beings, we’re wired to connect, and part of purpose is serving others or serving the greater good” [7]. This makes purpose fundamentally social — it’s not just about individual goals, but how those goals tie into the well-being of others. The sense of meaning that comes from purposeful work contributes to greater resilience, allowing individuals to overcome obstacles and persist in the face of adversity.

Brower reinforces this idea, noting that “purpose is a belief that your life matters and that you make a difference” [8]. Aligning our work with a sense of purpose amplifies the impact of our efforts and makes even the smallest contribution feel significant. This connection to something greater than ourselves is what drives us forward, turning challenges into opportunities for growth.

Purpose at work

Purpose is not just an individual pursuit, it’s a collective one. For organisations, a strong sense of purpose can transform culture, inspire employees, and foster loyalty among customers. Purpose is no longer just a buzzword. It is the bedrock of business success, enabling companies to weather change, grow, and maintain their competitive edge.

Consider Patagonia, whose purpose — “We’re in business to save our home planet” — is more than a slogan. It’s the foundation of every decision they make, from their sustainable supply chains to their outspoken activism. This clarity inspires employees and resonates deeply with consumers.

The collective power of purpose is seen most clearly when individuals and teams unite behind a common cause. In their work with executives, Craig and Snook note that “purpose is the key to accelerating their growth and deepening their impact, in both their professional and personal lives” [9]. This deep connection to purpose doesn’t just drive business success — it fosters a greater sense of fulfilment and meaning.

Furthermore, Knowles et al. highlight that “purpose can have an impact on four business agendas,” including customer loyalty, employee engagement, governance, and overall strategy [10]. For companies to truly capitalise on purpose, it must align with their business objectives — whether it’s talent acquisition, product innovation, or global expansion. The most successful purpose-driven companies don’t treat purpose as a passing trend but rather embed it deeply within their strategy, ensuring that it contributes meaningfully to their long-term success.

Communications Director at Aker BioMarine, Lisa Miller, adds to this by noting that “purpose-driven companies grow three times faster than competitors on average,” with consumers increasingly drawn to brands with a strong sense of purpose [11]. This underscores the profound impact of purpose — not just in fostering employee satisfaction but also in attracting and retaining customers. In today’s competitive landscape, purpose is no longer just nice to have, it’s a critical business driver.

Building community

Purpose doesn’t just improve individual well-being or organisational success — it builds stronger communities. When teams share a common purpose, collaboration thrives. Employees are more willing to support one another, to listen, and to innovate.

In communities where purpose-driven organisations flourish, the ripple effects are palpable. Social responsibility initiatives, environmental sustainability programmes, and charitable endeavours are all manifestations of a collective commitment to something bigger than profits. As Brower observes, “purpose matters in many ways,” and the way we approach our work directly impacts the communities we serve [12].  Miller emphasises that “purpose is what a company and its employees must live up to each and every day” [13].

The dangers of purposelessness

Living or working without purpose is like being stuck in a hamster wheel: you’re moving, but you’re not going anywhere. This sense of aimlessness has real consequences. It can lead to burnout, dissatisfaction, and even physical health problems.

For businesses, the absence of purpose can be equally damaging. Without a clear mission, organisations become reactive, chasing profits at the expense of vision. Employees feel disengaged, and customers notice the cracks in the facade. Blockbuster is the oft-cited example. The company’s short-sighted focus on immediate profits led to its downfall. Purpose allowed Netflix to adapt and innovate while Blockbuster stagnated.

Craig and Snook further emphasise that “purpose is not some jargon-filled catch-all” [14]. It must be personal, specific, and authentic. Without it, both leaders and organisations risk falling into a cycle of superficial actions and unfulfilled ambitions. In the absence of purpose, growth is stunted, and progress becomes aimless.

Brower reinforces this by stressing that “purpose has renewed importance” as hybrid work models become more common. As people seek greater meaning in their work, the pressure to define and live by a purpose becomes even more vital for organisations aiming to engage and retain talent. Without purpose, companies risk losing their best employees, who increasingly expect their work to align with their personal values and long-term goals [15]. The Great Resignation was an example of this playing out on a grand scale.

A lifelong practice

Purpose isn’t something you find once and keep forever. It’s something you cultivate. For individuals, this starts with reflection. What truly matters to you? What makes you feel alive?

It’s not just about introspection — it’s about action. Setting meaningful goals, building strong relationships, and aligning your daily choices with your values are all ways to nurture purpose.

Organizations, too, must work to cultivate purpose. This means going beyond catchy mission statements and truly embedding purpose into their culture. It means listening to employees, aligning business practices with values, and celebrating progress along the way.

Craig and Snook suggest that “finding your leadership purpose is not easy,” and they’re right. It requires introspection and the courage to push past societal expectations to identify what truly drives you. But the reward is immense. As they put it, “When you have a clear sense of who you are, everything else follows naturally.” [16]

More on Purpose

Finding Purpose: Lessons from a Murmuration

Unpacking the Meaning of Work

Professional Meaning: Why it’s Important and How to Find it

Creating and fostering cultures of meaning

Sources

[1] https://hbr.org/2014/05/from-purpose-to-impact

[2] https://www.forbes.com/sites/tracybrower/2021/08/22/the-power-of-purpose-and-why-it-matters-now/#:~:text=Purpose%20Matters%20for%20People%20and,cardiovascular%20disease%20and%20lower%20mortality

[3] https://www.forbes.com/sites/nelldebevoise/2024/05/17/whats-the-purpose/

[4] https://www.forbes.com/sites/samanthatodd/2019/07/29/the-why-behind-our-work-what-is-purpose-and-do-we-need-it/

[5] https://www.sciencedirect.com/science/article/abs/pii/S0165032723013459

[6] https://hbr.org/2014/05/from-purpose-to-impact

[7] https://www.forbes.com/sites/samanthatodd/2019/07/29/the-why-behind-our-work-what-is-purpose-and-do-we-need-it/

[8]  https://www.forbes.com/sites/tracybrower/2021/08/22/the-power-of-purpose-and-why-it-matters-now/#:~:text=Purpose%20Matters%20for%20People%20and,cardiovascular%20disease%20and%20lower%20mortality

[9] https://hbr.org/2014/05/from-purpose-to-impact

[10] https://hbr.org/2022/03/what-is-the-purpose-of-your-purpose

[11] https://www.forbes.com/councils/forbescommunicationscouncil/2022/10/13/why-purpose-should-be-more-than-just-a-buzzword/

[12] https://www.forbes.com/sites/tracybrower/2021/08/22/the-power-of-purpose-and-why-it-matters-now/#:~:text=Purpose%20Matters%20for%20People%20and,cardiovascular%20disease%20and%20lower%20mortality

[13] https://www.forbes.com/councils/forbescommunicationscouncil/2022/10/13/why-purpose-should-be-more-than-just-a-buzzword/

[14] https://hbr.org/2014/05/from-purpose-to-impact

[15] https://www.forbes.com/sites/tracybrower/2021/08/22/the-power-of-purpose-and-why-it-matters-now/#:~:text=Purpose%20Matters%20for%20People%20and,cardiovascular%20disease%20and%20lower%20mortality

[16] https://hbr.org/2014/05/from-purpose-to-impact

Introduction

Artificial intelligence (AI) is transforming industries, reshaping economies, and redefining daily life. Whether you sit on the pro- or anti-side of the debate (or don’t feel particularly strongly either way), there’s no denying the prevalence of AI technology. Ever since ChatGPT burst into the public consciousness in 2022, AI has featured increasingly prominently in societal debates, from whether it might innocently assist us with tiresome administrative tasks to whether it is going to wipe out the entire human workforce and perhaps accelerate the speed of our species’ destruction to boot.

Those on the pro-side of the debate point to the many innovative possibilities AI might afford us, most especially in science and technology, with further breakthroughs in sectors like healthcare that are objectively exciting. Those on the anti-side tend to focus more on the human impact –– what might wide-scale job displacement do to our society going forward? And yet, one further element is often excluded from the debate: that of artificial intelligence’s ecological impact.

Behind the seamless digital experiences powered by AI lies a hidden truth: the technology is an energy-intensive beast. Its appetite for electricity, water, and rare earth metals is accelerating, creating environmental consequences that threaten to overshadow its advancements. This article explores AI’s environmental footprint, its implications, and the actions needed to mitigate its impact.

An energy goliath

A generative AI system may use 33 times more energy to complete a task than it would take with traditional software [1]. Meanwhile, one estimate posits that the amount of computational power used for AI is doubling roughly every 100 days [2]. Given there are more than 100 million users of ChatGPT every week –– not to mention the number of users on other platforms –– it’s not hard to see why energy use is skyrocketing [3].

A large amount of the ecological harm comes from the training process. Recent research shows that training GPT-3 consumed approximately 1,287 megawatt-hours (MWh) of electricity, emitting 502 metric tonnes of CO2, which is roughly equivalent to the emissions of 112 gasoline-powered cars over a year [4]. This is only the training phase. The power required for “inference” — when models process real-time queries — can account for up to 60% of AI’s total energy consumption [5]. A separate study by researchers at the University of Massachusetts showed that training a single large AI model could generate a carbon footprint of 626,000 pounds of CO2 — equivalent to five times the lifetime emissions of one car. [6]

Unsurprisingly, then, the companies responsible for pushing the AI revolution have put their sustainability credentials under pressure. Between 2020 and 2023, Microsoft’s disclosed annual emissions increased by around 40%, from the equivalent of 12.2 million tonnes of CO2 to 17.1 million tonnes [7]. Meta disclosed in 2023 that its Scope 3 emissions had increased by over 65% in just two years, from the equivalent of 5 million tonnes of CO2 in 2020 to 8.4 million tonnes in 2022. [8]

Then there’s Google, whose emissions were almost 50% higher in 2023 than in 2019 [9]. The company’s 2024 Environmental Report also reveals that its overall GHG emissions have steepled by 13% in a year since that 50% rise [10]. Speaking in the introduction to the report, Google CSO Kate Brandt and Benedict Gomes, SVP, Learning & Sustainability, said: “While we remain optimistic about AI’s potential to drive positive change, we’re also clear-eyed about its potential environmental impact and the collaborative effort required to navigate this evolving landscape.”

The data centre dilemma

AI relies on data centres to function, with these facilities housing the servers and GPUs needed to train and operate AI models. In 2023, before the AI boom really kicked off, the International Energy Agency estimated data centres already accounted for 1–1.5% of global electricity use and around 1% of the world’s energy-related CO2 emissions [11]. This figure is climbing as AI adoption expands.

A large part of the problem is that data centres generate a lot of heat and consume large amounts of water to cool their servers. According to a 2021 study, data centres in the United States use about 7,100 litres of water for each megawatt-hour of energy they consume [12]. Google’s US data centres alone consumed an estimated 12.7 billion litres of fresh water in 2021 [13]. The International Energy Agency forecasts that by 2030, AI energy consumption will make up 20% of global electricity supply if current growth trends continue. [14]

Rare earth metals and E-waste

A further issue is that the hardware powering AI — such as GPUs, CPUs, and specialised chips — relies on rare earth metals like lithium, cobalt, and nickel. Extracting these materials is energy-intensive and environmentally harmful. Mining operations contribute to deforestation, soil degradation, and significant carbon emissions. They also exploit labour, particularly in developing countries like the Democratic Republic of Congo, where cobalt mining is rife with human rights abuses.

Electronic waste (E-waste) adds another dimension to the problem. As AI-driven hardware is rapidly replaced by more advanced systems, obsolete equipment contributes to a global e-waste crisis. E-waste contains dangerous chemicals that contaminate the environment when discarded. The World Economic Forum (WEF) already projects that by 2050, generated e-waste will have surpassed 120 million metric tonnes [15]. That’s the equivalent of nearly 12,000 Eiffel Towers of waste. The increasing demand for natural resources like water and earth metals to power AI hardware is set to prove ethically divisive, as rich, tech-driven countries mine less economically developed, resource-rich countries who are both less likely to feel the benefits of AI and more likely to suffer from the environmental impacts of climate change.

Greenwashing or genuine solution?

To counterbalance its environmental costs, AI is increasingly being marketed as a tool for sustainability. Companies tout its ability to optimise energy grids, improve efficiency in logistics, and assist in climate modelling. Some reports predict that AI has the potential to help mitigate 5-10% of global GHG emissions by 2030. [16]

Google’s report said the company was “advancing climate action through AI in three key areas” [17]:

1. Organising information: Fuel-efficient routing uses AI to analyse traffic, terrain and a vehicle’s engine to suggest the most efficient route. It’s estimated to have helped enable more than 2.9 million metric tonnes of GHG emissions reductions since the feature launched in late 2021 to the end of 2023
2. Improving prediction: Google said it built a breakthrough global hydrological AI model and combined it with publicly available data sources to predict floods up to seven days in advance in over 80 countries
3. Better optimisation: Green Light is an AI-based tool that helps city traffic engineers optimise the timing of traffic lights to reduce stop-and-go traffic and fuel consumption

What should be noted is that these are claims the company is making about itself. It can (and has) been accused of marking its own homework when it comes to the sustainable offering it provides regarding AI, with some allegations of greenwashing (i.e. highlighting AI’s potential benefits while downplaying its systemic environmental challenges.) For every application that reduces emissions, countless others, such as cryptocurrency mining or generative AI art, exacerbate environmental harm. How far the scales tip in one direction or the other is yet to be determined.

The future

The growth trajectory of AI is exponential. A 2024 report by the International Energy Agency warns that, if unchecked, AI’s energy consumption could double by 2026, equivalent to the annual electricity usage of Japan [18]. As AI models grow larger and more complex, they will require even more powerful hardware and data infrastructure, exacerbating the resource strain.

Moreover, the increasing reliance on AI in critical sectors — such as healthcare, finance, and autonomous vehicles — means that scaling down its usage is not a feasible option. Instead, solutions must focus on reducing its environmental impact without stifling innovation.

Solutions

The major players in the AI space are aware that the negative environmental impact of AI could be harmful to their brand image (and the planet, though we’ll let you decide which they prioritise). As such, and as Google’s above claims make clear, they are searching for solutions –– ways to make AI less severe in its energy consumption. For example, researchers are designing specialised hardware such as new accelerators, new technologies such as 3D chips, which offer much-improved performance, and new chip cooling techniques. Computer chip maker Nvidia claims its new ‘superchip’ can deliver a 30 times performance improvement when running generative AI services, while using 25 times less energy. [19]

Quantisation is also touted as an enhancement to the existing system. It reduces the numerical precision of AI calculations — which raises issues among developers — but it leads to as much as 50% computational cost savings, helping AI systems scale down computational costs to more manageable levels and reduce energy consumption [20]. Then there are the emerging technologies like neuromorphic computing, which mimics the human brain’s neural structure and uses 1,000 times less energy than traditional CPUs. [21]

AI’s dirty secret

While artificial intelligence is undeniably a powerful force for innovation and progress, its environmental costs demand urgent attention. From the staggering energy consumption and water use of data centres to the ecological devastation caused by mining rare earth metals, AI’s environmental footprint poses a significant challenge. Despite its potential to contribute to sustainability through applications in energy optimisation and climate modelling, the current trajectory of AI development risks exacerbating the climate crisis unless swift and meaningful action is taken.

The solutions exist — whether through technological advancements like more efficient chips, innovative cooling systems, and neuromorphic computing, or policy measures that incentivise greener AI practices. However, the balance between fostering innovation and mitigating harm requires a coordinated global effort. As we navigate this rapidly evolving landscape, the challenge is not just to reduce AI’s environmental impact but to ensure that its promise as a transformative tool is not overshadowed by its hidden costs. Only then can we truly harness AI as a force for good without leaving a trail of ecological destruction in its wake.

More on AI

The Ethical Minefield of Artificial Intelligence

The EU AI Act: What you Need to Know

AI – A doomsday scenario with Roman Yampolskiy – Podcast

The Unsolvable Problem of AI Safety

Sources

[1] https://arxiv.org/abs/2311.16863

[2] https://spj.science.org/doi/10.34133/icomputing.0006

[3] https://www.theverge.com/2023/11/6/23948386/chatgpt-active-user-count-openai-developer-conference

[4] https://knowledge.wharton.upenn.edu/article/the-hidden-cost-of-ai-energy-consumption/

[5] https://knowledge.wharton.upenn.edu/article/the-hidden-cost-of-ai-energy-consumption/

[6] https://www.technologyreview.com/2019/06/06/239031/training-a-single-ai-model-can-emit-as-much-carbon-as-five-cars-in-their-lifetimes/

[7] https://query.prod.cms.rt.microsoft.com/cms/api/am/binary/RW1lmju

[8] https://sustainability.fb.com/wp-content/uploads/2023/07/Meta-2023-Sustainability-Report-1.pdf

[9] https://www.gstatic.com/gumdrop/sustainability/google-2024-environmental-report.pdf

[10] https://datacentremagazine.com/technology-and-ai/googles-report-shifts-focus-onto-data-centre-emissions

[11] https://www.iea.org/energy-system/buildings/data-centres-and-data-transmission-networks

[12] https://planetdetroit.org/2024/10/ai-energy-carbon-emissions/

[13] https://news.ucr.edu/articles/2023/04/28/ai-programs-consume-large-volumes-scarce-water

[14] https://www.eweek.com/artificial-intelligence/ai-energy-consumption/

[15] https://www3.weforum.org/docs/WEF_A_New_Circular_Vision_for_Electronics.pdf

[16] https://www.bcg.com/publications/2023/how-ai-can-speedup-climate-action#:~:text=1.,related%20adaptation%20and%20resilience%20initiatives.

[17] https://datacentremagazine.com/technology-and-ai/googles-report-shifts-focus-onto-data-centre-emissions

[18] https://www.iea.org/reports/electricity-2024/executive-summary#:~:text=After%20globally%20consuming%20an%20estimated,the%20electricity%20consumption%20of%20Japan.

[19] https://www.weforum.org/stories/2024/07/generative-ai-energy-emissions/

[20] https://arxiv.org/abs/1712.05877

[21] https://www.eweek.com/artificial-intelligence/ai-energy-consumption/

Introduction

Over the past decade, the workplace has seen a push not just for greater inclusion, but for more authentic self-expression. Employees are now encouraged to bring their whole selves to work, with conversations around race, gender, and sexuality becoming mainstream. Yet, one form of diversity remains in a grey area: religion.

“Religion and business is considered one of the last taboos,” says Derek van Bever, a Senior Lecturer at Harvard Business School. [1]

Dr Simran Jeet Singh, Executive Director of the Aspen Institute’s Religion & Society Program, echoes this sentiment. “Religion,” he says, “is not just overlooked, but often deliberately avoided. Even I, a scholar of religion and a person of faith, am reticent to have conversations about it with my colleagues.” [2]

So why has religion been sidelined in the progressive discourse? And more importantly, what can businesses and leaders do to foster a truly inclusive environment — one that acknowledges religion alongside other identities?

The leftovers

The exclusion of religion from workplace diversity initiatives reveals a significant gap in the progress we’ve made. While around 84% of the world’s population is affiliated with a religion, this statistic can misleadingly suggest that religious individuals are a majority who don’t require the same protections as other minority groups [3]. In reality, religious discrimination is a persistent issue, as the numbers confirm.

According to data from the US Equal Employment Opportunity Commission, religious discrimination complaints increased by over 50% between 2003 and 2018 [4]. Meanwhile, a recent study by Eldessouky Law, based on Equal Employment Opportunity Commission (EEOC) data, highlights a worrying rise in workplace religious discrimination. [5]

In Ireland, a traditionally Catholic country, census data reveals a sharp increase in the number of Muslim and Hindu workers over the past decade [6]. It’s hard to imagine that such transitions have always been smooth, with inevitable challenges and missteps in integration. As Dr Singh says, “The truth is that talking about religion can be tricky. It’s personal. It’s messy. It’s sensitive. In many countries, it carries a real risk to life and liberty.” [7]

However, ignoring these challenges doesn’t solve them; it only exacerbates them. We have to accept the messiness intrinsic to discussions on religion in the workplace rather than hoping for a clean and perfect solution. Only then can we make steps forward.

“As a Muslim student, I can’t expect perfection at university or in my future employer,” says Zaynab Ahmed, a final year law student at Oxford university, speaking to the Financial Times. “But I do expect them to try.” [8]

Trying: What not to do

To address these issues, Dr. Singh argues that the taboo surrounding religion must end. “By ignoring the problem, we further exacerbate it,” he says. “Many of us make assumptions about religions we don’t understand, which can then show up as microaggressions or racism against our colleagues and clients. We may end up perpetuating negative, and often false, stereotypes…failing to listen to and understand the experiences of people from religious minorities alienates much of the workforce.” [9]

Singh gives an example of such a microaggression from his personal life. Wearing his turban, he walked into a client’s office to conduct a workshop on inclusion and was met with the client commenting, “I didn’t know you were doing the whole religion thing. I hope you’re not here to convert people.” [10]

This is an overt example, in the sense that Singh’s religious garment is directly commented upon in a work setting, and yet it’s one that some people would probably think could be shrugged off –– which is precisely the problem. Think of this comment applied to any other minority group: “I didn’t know you were doing the whole gay thing.” “I didn’t know you were doing the whole transgender thing.” The disparity in attitudes toward religious diversity is clear.

Van Bever notes that many companies lack formal policies on how to handle religion in the workplace, leaving management unsure of how to navigate these sensitive situations. For instance, is your company accommodating prayer times, dietary restrictions, or religious dress? Often, these questions go unasked — not out of malice, but because they’re uncomfortable to address or because management assumes that, in the absence of complaints, everything is fine. Yet, a corporate lawyer speaking to the Financial Times highlighted how she felt more “othered” at work than at university, particularly in social settings where she was pressured to drink alcohol, making her feel isolated. [11]

These overlooked issues can create environments where religious employees feel uncomfortable, a problem that leaders must address proactively. For example, a popular ‘team bonding’ activity that companies partake in is a cocktail making class. For some workers, this is a great, fun idea. For others, it may be against their religion and exclusionary in its nature. It may seem harmless, but such lack of consideration can alienate team members.

Trying: What to do

Dr Singh offers three pieces of advice for leaders who wish to make their workplace more comfortable for religious workers [12]. First, he says managers need to educate themselves. They should know the general background of each of their team members so they’re better equipped to accommodate them and any religious practices they may adhere to. However, Singh warns against making broad assumptions.

“Remember that bias can also show up in harmful assumptions,” he writes, “like conflating one person’s religious perspectives and practices with that of the entire community. For instance, it may be against Sikh teachings to cut one’s hair, yet many Sikhs do, and that doesn’t make them any less Sikh. The same is true for Muslims who drink alcohol. You may have one Muslim employee who finds weekly company happy hours to be exclusionary, but you shouldn’t be surprised or judgmental when another Muslim employee shows up at happy hour and drinks alcohol without reservation.” [13]

Secondly, he recommends leaders advocate for inclusive practices. “Understand that diversity or representation is only part of the battle,” he says. “The real challenge lies in making people feel comfortable, safe, and seen at work.” He advises that the best way to do that is by creating a space in which workers feel comfortable to undertake any religious practices without shame or judgement. That might mean making a physical space for them to pray or it could be as simple as ensuring there are halal or kosher food options at staff events, or that work events aren’t organised at the same time as religious activities. For example, Muslims usually gather for prayers on Friday afternoons and Jews observe Shabbat each week from sunset on Friday to sunset on Saturday. Does your work social have to be on a Friday night, or can it factor these religious practices into its organisation?

Finally, Dr Singh recommends creating a safe space for your team by speaking to them in one-on-ones and checking in that they feel comfortable. Or better yet, going further. For example, two global senior partners at law firm Clifford Chance sent a Ramadan Kareem (Blessed Ramadan) email to all staff last year describing ways to support Muslim colleagues and published a video about how workers celebrate Ramadan. “It opened the door for conversations with genuinely interested non-Muslim colleagues. It was lovely,” says Adilah Azil, a lawyer at the firm. [14]

These steps aren’t exclusive to managing religious diversity; they are hallmarks of effective leadership. Good managers know how to create a workplace where all employees thrive, and religion must be part of that equation.

Conflict

Of course, religious inclusivity isn’t always straightforward. Clashes may arise between an employee’s faith and the lifestyle choices of others. Van Bever raises difficult questions: Should companies alter dress codes or even brand identities to accommodate religious attire? Can private business owners reject customers based on religious convictions? These are complex issues, but they need to be addressed with clear policies so frontline workers aren’t left to navigate these situations without guidance.

“You want to make sure your organisation has policies in place and they are being communicated so people on the front line don’t have to decide how to work through these issues and make things up in the moment,” he says. [15]

In these situations, openness and fairness are key. It’s crucial to respect all employees’ rights and treat their beliefs equally. “Companies need to check their posture,” says van Bever. “They would never ask someone, ‘Do you have to wear that cross around your neck?’ Being aware that disparate treatment itself is discrimination is something a lot of companies haven’t caught up with today.” [16]

Religion in the workplace

While businesses have made significant strides in fostering diversity, the inclusion of religion in the workplace remains a challenge. Religion, despite being deeply personal and integral to the identities of many, is often treated as a taboo subject. This avoidance only perpetuates misunderstanding and discrimination, as evidenced by the increasing number of religious discrimination complaints. Dr Singh’s insights make it clear: businesses must actively engage with this issue, not ignore it. By educating themselves, advocating for inclusive practices, and creating safe spaces for dialogue, leaders can foster an environment where all employees, regardless of their faith, feel respected and valued.

However, religious inclusion can be complex. Conflicts may arise between personal beliefs and workplace policies, requiring clear communication and thoughtful policies that uphold the rights and dignity of all employees. Ultimately, as religion plays a pivotal role in the lives of so many, it must be thoughtfully integrated into diversity and inclusion efforts. Though remember too that “This shift is not just about inclusivity; it’s about recognising the full potential of our workforce and the communities we serve.” [17]

More on Bias

Beyond Bias: Refining Our Decisions with Nuala Walsh – Podcast

The Expectation Effect: How Your Mindset Can Transform Your Life – David Robson

Mastering Decisions: The Strategic Edge of Red Teaming in a Biased World

Sources

[1] https://www.forbes.com/sites/hbsworkingknowledge/2018/10/04/religion-in-the-workplace-what-managers-need-to-know/

[2] https://hbr.org/2022/09/how-to-talk-about-religion-at-work

[3] https://www.forbes.com/sites/soulaimagourani/2024/01/28/unveiling-the-taboo-religions-power-play-in-leadership/

[4] https://www.forbes.com/sites/hbsworkingknowledge/2018/10/04/religion-in-the-workplace-what-managers-need-to-know/

[5] https://www.forbes.com/sites/soulaimagourani/2024/01/28/unveiling-the-taboo-religions-power-play-in-leadership/

[6] https://insighthr.ie/managing-religious-diversity-in-the-workplace/

[7] https://hbr.org/2022/09/how-to-talk-about-religion-at-work

[8] https://www.ft.com/content/7761abe5-f7c8-4cf6-a452-1be3a2e24138

[9] https://hbr.org/2022/09/how-to-talk-about-religion-at-work

[10] https://hbr.org/2022/09/how-to-talk-about-religion-at-work

[11] https://www.ft.com/content/7761abe5-f7c8-4cf6-a452-1be3a2e24138

[12] https://hbr.org/2022/09/how-to-talk-about-religion-at-work

[13] https://hbr.org/2022/09/how-to-talk-about-religion-at-work

[14] https://www.ft.com/content/7761abe5-f7c8-4cf6-a452-1be3a2e24138

[15] https://www.forbes.com/sites/hbsworkingknowledge/2018/10/04/religion-in-the-workplace-what-managers-need-to-know/

[16] https://www.forbes.com/sites/hbsworkingknowledge/2018/10/04/religion-in-the-workplace-what-managers-need-to-know/

[17] https://www.forbes.com/sites/soulaimagourani/2024/01/28/unveiling-the-taboo-religions-power-play-in-leadership/

Introduction

As the back end of November approaches, we find ourselves in a period that often tests the resilience of even the most motivated amongst us. The final stretch of the year can feel like trudging through treacle — fatigue is high, holiday plans and parties are abundant, and the temptation to ease off is hard to resist.  It’s easy to slip into autopilot, coasting through until January with the expectation that the fresh calendar will bring a renewed sense of purpose.

Yet, how we handle these closing weeks can have a lasting impact, setting the tone for the new year ahead. This period doesn’t have to be a write-off. With the right strategies, individuals and organisations can transform the end of the year into a time of purpose, reflection, and even rejuvenation.

Here’s how.

Celebrate achievements

On a business level, one of the most effective ways to combat year-end fatigue is to celebrate and recognise the accomplishments of employees over the past year. When employees see that their hard work has been noticed and appreciated, they’re more likely to stay engaged and motivated through December. Organisations with a strong culture of appreciation consistently report higher productivity and lower turnover [1].

One way to celebrate the accomplishments of the previous year is to host an end-of-year celebration, whether it’s a formal awards ceremony or an informal gathering. It can be a great way for everyone to let their hair down, while also having their hard work acknowledged. Even simple acts of recognition, such as personalised thank-you notes from senior leaders, can leave a meaningful impact, demonstrating a level of thoughtfulness that keeps spirits high.

Similarly, on an individual level it’s helpful to set some time aside to look over the year and make note of all that’s been achieved. As career coach Luciana Paulise writes in Forbes, “Assessing your accomplishments provides a foundation for setting realistic and impactful goals for the upcoming year. Also, review the books you have read, the courses and webinars you have attended, and the coaching sessions you have had. All of them are signs of growth, effort and consistency.” [2]

It can be easy to fall into the end of year doom cycle –– the existential “did I really accomplish anything worthwhile or did another year just pass me by” misery spiral that December tends to usher in. Celebrating your wins, big and small, is an effective way to counter that. Maybe you didn’t cure cancer, but I’ll bet you made some tiny changes to yourself and those around you. That can be enough.

Set goals

Another key to sustaining momentum is to set clear and realistic goals for the final month of the year. This isn’t the time for overly ambitious targets that could lead to burnout. Instead, December’s goals should be strategic and attainable, giving employees a sense of direction and purpose.

Organisational psychologist Karlyn Borysenko makes the case for setting truly tiny goals at the end of the year [3]. She argues that small goals offer a number of benefits. To start, they are far less intimidating — especially as the year winds down. When faced with the prospect of tackling something substantial, the sheer scale can feel overwhelming. Instead, opting for something small and manageable often makes it much easier to get started. Tiny goals also help create a habit of success, getting you into a productive rhythm. Once you feel that you’re hitting your goals, even if they’re small, it will fill you with confidence that can keep that momentum up. You can also use them to build up to bigger goals. As she argues, no one runs a marathon the first time out; you start with a few kilometres and then work the distances up from there.

For those of an even more productive mindset, Borysenko also makes a case for getting started on your new resolution early. “There’s no reason to wait until January 1 to hit the gym,” she says [4]. We tend to think of the new year as some grand new world, but it’s really just another set of days like any other. Your new year can start whenever you want it too. Plus, get it in early enough and it might not begin with the thumping headache that tends to accompany January 1st.

Prioritise well-being

It’s also important to acknowledge the reality of fatigue and the need for rest. We’re eleven months into the year. People are tired. Encouraging employee well-being during this period is not just a compassionate gesture, it’s a strategic move that can enhance productivity. Well-rested employees are more effective, creative, and engaged, not to mention the fact they tend to like their boss more and feel more motivated to work for them [5]. In other words, initiatives that promote rest and relaxation can pay significant dividends.

One way organisations can prioritise their employees’ well-being during the back end of the year is to introduce flexible work arrangements in December, allowing employees to adjust their schedules to better balance work and personal commitments as they see fit. This level of trust and flexibility can help maintain productivity; it may sound counter-intuitive, but sometimes the best way we can improve our productivity is to do less.

There are also a number of wellness initiatives that businesses can provide for their teams at the end of the year. Making time for a group yoga session, guided relaxation break, or even short mindfulness workshop can add some much needed rest to a busy workflow and re-energise tired workers.

Equally, if employees have unused paid time off, companies should encourage them to take it to recharge fully before the new year. Too many companies view everything through a transactional lens –– if X staff member didn’t take two holiday days then that’s a win for the company because technically they worked two days for free. But the truth is that the real win for the company comes from having a fully energised workforce. In the short-term, the company gains from unused holiday days. In the long-term, they lose every time.

Close projects

To wrap up the year smoothly, companies should adopt a disciplined approach to closing out projects. The aim should be to avoid leaving unfinished tasks hanging over into January. A project closure checklist can be a useful tool for ensuring all deliverables are finalised, lessons learned are documented, and project management systems are updated. This level of organisation minimises the risk of any loose ends causing headaches in the new year. None of us want to return in January to find we’ve got a pile of last year’s laziness waiting for us. As The Secrets to Happiness at Work author Dr. Tracy Brower recommends, “Avoid the temptation to foist too much off into the future” [6]. Get what needs to be done out of the way now. Future you will thank you for it.

Communicate

It may sound obvious but it’s crazy how often it isn’t done. During these final weeks of the year, lots of staff are using up leftover holiday or have strategically planned it to coincide with the Christmas break. If you’re going away, it’s essential to communicate what you’re leaving behind that needs to be done to your colleagues. Are you expecting them to cover you? Have you delegated specific tasks to specific people? Have you checked in advance that your colleagues have the requisite understanding and bandwidth to get those tasks done?

It can be easy to get so excited by our upcoming break that we don’t take time to do our co-workers a solid by providing them all the information they need. You need to understand that they’re busy, tired and approaching the end of the year too –– and you can bet your bottom dollar that they’ll be prioritising their final workload over your own. Make clear to them what needs doing and, crucially, whether they can contact you about it and if so how. None of us want to be bothered on our time off. A good way to ensure that we’re not is to properly communicate and delegate before we go.

Switch off

Which leads onto the final advice –– when you’re gone, switch off! You may have noticed that most of us carry out incessantly pinging devices every day. We can check our work email, monitor our projects, and realistically do many facets of our job from anywhere in the world, even a beach in Fiji (if you’re lucky enough to really be holidaying). The ease with which we can stay connected, unsurprisingly, makes it difficult to disconnect. But it’s important that we do. It’s been a long year, another one lies ahead. We don’t get much time to ourselves. Which is why when we do, we should use it.

Some staff, especially the more senior variety, may need to check-in with the office every now and then. If so, set times when you’re going to do it and apply limits. Be strict. Too often time off taken for the sole purpose of rest and relaxation offers neither of those things. We can be our own worst enemy in that regard. But we don’t need to be. Make an active effort to give yourself space to decompress, lord knows we all need it every now and then.

Strategies for a productive end to the year

As the year winds down and the challenges of fatigue and holiday distractions set in, it’s crucial for both individuals and organisations to stay strategic and intentional. Finishing the year strongly is not just about squeezing out the last bits of productivity; it’s about setting the stage for sustained success and well-being. By celebrating achievements and offering genuine recognition, businesses can keep spirits high and remind employees that their efforts matter. Setting realistic goals and prioritising employee well-being can help maintain focus without risking burnout.

Moreover, taking steps to close projects efficiently and communicating effectively with colleagues ensures that the transition into the new year is as seamless as possible. Finally, the power of disconnecting — truly switching off to recharge — cannot be underestimated. As the year comes to a close, remember that the investment in well-being and strategic focus now will pay dividends in the coming year. In the end, finishing strong is about balance, thoughtful planning, and making room for genuine rest and renewal. With these strategies, both businesses and individuals can head into the new year feeling refreshed, accomplished, and ready for whatever comes next.

More on Facing a New Year

New Year’s Resolutions: How to Make Them Useful

Effectively Implementing Goals

What is the “Fresh Start Effect” and how can we use it to our Advantage?

Assessing Your Year’s Progress

Sources

[1] https://hbr.org/2013/07/employee-engagement-does-more

[2] https://www.forbes.com/sites/lucianapaulise/2023/12/12/maximize-your-success-with-an-intentional-end-of-year-planning/

[3] https://www.forbes.com/sites/karlynborysenko/2018/11/23/three-ways-to-keep-your-productivity-high-at-the-end-of-the-year/

[4] https://www.forbes.com/sites/karlynborysenko/2018/11/23/three-ways-to-keep-your-productivity-high-at-the-end-of-the-year/

[5] https://www.betteryou.ai/why-well-rested-employees-are-more-productive/

[6] https://www.forbes.com/sites/tracybrower/2022/12/18/finish-strong-5-mistakes-to-avoid-as-youre-wrapping-up-the-year/

Introduction

In a world dominated by rapid advancements in technology and an endless stream of information, reading, for many, is a once-loved pastime that has become difficult to maintain. Yet, as business leaders, entrepreneurs, and professionals increasingly emphasise, reading is not only relevant but crucial for success in today’s competitive business landscape. Reading can offer profound benefits that span across personal growth, leadership, professional development, and cognitive capability. In this article, we’ll explore why reading is essential for anyone seeking to thrive in the modern business environment.

Health

Let’s start with the health benefits. And there are plenty…

In 2009, a group of researchers measured the effects of yoga, humour, and reading on the stress levels of students in demanding health science programs in the United States. The study found that 30 minutes of reading lowered blood pressure, heart rate, and feelings of psychological distress just as effectively as yoga and humour did. [1]

The authors concluded, “Since time constraints are one of the most frequently cited reasons for high stress levels reported by health science students, 30 minutes of one of these techniques can be easily incorporated into their schedule without diverting a large amount of time from their studies.”

Meanwhile, a long-term health and retirement study followed a cohort of 3,635 adult participants for a period of 12 years, finding that those who read books survived around 2 years longer than those who either didn’t read or who read magazines and other forms of media [2]. The study also concluded that people who read more than 3 1/2 hours every week were 23% more likely to live longer than those who didn’t read at all.

It’s not just the length of life that reading improves, but the quality of life too. The National Institute on Aging recommends reading books and magazines as a way of keeping your mind engaged as you grow older. Although research hasn’t proven conclusively that reading books prevents diseases like Alzheimer’s, studies show that seniors who read and solve maths problems every day maintain and improve their cognitive functioning. [3]

You may read that and think it’s something for future you to worry about. Unfortunately, you’re wrong. Research shows that the earlier you start incorporating cognitively stimulating activities into your daily life, the better. For example, a 2013 study conducted by Rush University Medical Center found that people who’ve engaged in mentally stimulating activities all their lives were less likely to develop the plaques, lesions, and tau-protein tangles found in the brains of people with dementia. [4]

Sceptics may think it improbable that such a profoundly simple act could have so many long-term benefits, but science has an answer as to why.

Reading changes your brain

Using MRI scans, researchers have confirmed that reading involves a complex network of circuits and signals in the brain. As your reading ability matures, those networks also get stronger and more sophisticated.

In one study conducted in 2013, researchers used functional MRI scans to measure the effect of reading a novel on the brain. Study participants read the novel ‘Pompeii’ over a period of nine days. As tension built in the story, more and more areas of the brain lit up with activity. Brain scans showed that throughout the reading period and for days afterward, brain connectivity increased, especially in the somatosensory cortex, the part of the brain that responds to physical sensations like movement and pain. [5]

Reading may seem passive to us because we’re sedentary when doing it, but it’s an active mental process. As the BBC puts it, “When we read we create mental simulations of the activities, sights and sounds of scenes in a story, blending these with our own memories and experiences, all of which stimulates the neural pathways.” [6]

The mental stimulation provided by reading does not just affect us in the moment. It re-shapes our thinking –– especially when it comes to developing empathy.

Empathetic thinking

Studies show that reading can increase our emotional intelligence as we are exposed to –– and come to understand –– a range of perspectives and motivations that we don’t encounter in our daily life. The legendary film critic Roger Ebert once described films as empathy machines, and the exact same is true for novels. [7]

As leadership coach Mark Nevins writes in Forbes, “reading good fiction powerfully expands your emotional capacities. The point of great art is not to make us feel good — it’s to make us feel more: deeply, widely, authentically.” [8]

Being more empathetic is beneficial to every aspect of our lives. Quite simply, it makes us a better person. It also has its business uses. For example, greater empathy allows leaders to better understand their teams, or for workers to better understand their colleagues and clients. Nevins continues, “the ability to understand (and then manage) your own and others’ emotions is essential for developing the resilience, persuasion skills, and emotional intelligence that differentiate highly effective leaders and businesspeople from merely ordinary ones. If your role depends on engaging, influencing, and leading others, you will benefit from enhancing your understanding of what makes others tick.” [9]

The benefits of reading on empathy are not just speculative. Research has shown that people who read literary fiction “show a heightened ability to understand the feelings and beliefs of others.” Researchers call this ability the “theory of mind,” a set of skills essential for building, navigating, and maintaining social relationships. [10]

Nuanced thinking

Linked to the improvements to empathy, reading helps cultivate a more nuanced view of the world. Readers get to experience life from a number of differing perspectives and are presented with the deep and complex inner lives of a rotisserie of characters they may not otherwise come across in their day-to-day. This is in stark contrast to the two-dimensional, black and white opinions we tend to form about strangers, particularly in the social media age.

As Nevins puts it, “Much of contemporary culture today, abetted by social media and increasingly short attention spans, is characterised by controversy for its own sake; divisiveness and conflict; reducing complex and nuanced ideas to simplistic conclusions fit for a tweet; and arguing to win rather than listening to understand. The narratives of great fiction can enhance your ability to understand complicated reality more subtly and get to better conclusions and outcomes.” [11]

A recent study, published in Personality and Social Psychology Bulletin, backs this up. It noted that those who had grown up reading literary fiction had “a more complex worldview” than those who had not. Amongst other things, the authors put this down to “increased attributional complexity”, meaning these people are comfortable with ambiguity and can understand behaviour in terms of complex systems. Another factor is lower “psychological essentialism” — the idea that human behaviour can be explained by certain immutable characteristics. [12]

“Encountering difference, encountering different minds, encountering different sorts of sociality helps to scaffold this belief in the complexity of the world,” Nick Buttrick, the study’s lead author and psychology professor at the University of Wisconsin-Madison, told the Financial Times. “If you’ve only ever encountered one sort of mind . . . and if you’re only reading . . . things which are predictable, safe, stable, people end up with a view of the world that is uncomplex, because that’s what you get repeatedly reinforced with.” [13]

The study reinforced findings from a 2013 research, which showed that individuals who read literary fiction tend to have a reduced need for cognitive closure — “the desire to remove ambiguity and arrive at definite conclusions even if they are incorrect or irrational.” [14]

What should you read?

When it comes to getting the most from your reading, not all books were created equal. Some offer more subtlety and greater life lessons, while others were written to be briefly enjoyed and then forgotten. When Nevins recommends leaders read fiction, he clarifies: “I don’t mean page-turners — Grisham, Steele, Patterson — though there’s benefit to clearing your head once in a while with what the great Graham Greene called “an entertainment.” Rather, pick up a novel that will engage and stretch the right side of your brain — the creative, introspective, empathetic side — in the way your job exercises the logical, rational, analytical left side of your brain for so many hours every day.” [15]

Meanwhile, Jeff Bradford, author of The Joy of Propaganda, recommends people stay clear of books that are specifically about business. “I’ve found that most business books are 200 pages about three to four ideas that could be covered in two to three pages,” he says [16]. It was Aristotle who said that “poetry is a more philosophical and a higher thing than history, for poetry tends to express the universal, history the particular” [17]. This was prior to the existence of the novel, but one can take it as read that prose would also fall under this more sophisticated category.

It’s men, in particular, that need to take this advice to read more novels. Studies suggest only 20% of men read fiction, while 64% of novels sold in 2021 in Britain were bought by women [18]. The gender divide in reading habits might be helping to contribute to greater levels of empathy and leadership abilities in women that men lack and could do with improving.

How should you read?

It’s not just what you read but how you read it that contributes to maximising the received benefits. In her 1925 essay “How Should One Read A Book?”, Virginia Woolf urged people to consume a book as if they were writing it, saying: “Begin not by sitting on the bench among the judges but by standing in the dock with the criminal.” [19]

By that she means one should actually pay attention to the words on the page. It sounds obvious, but in the age of consumption, in which we are so used to receiving information passively, actually lending our attention to an activity can take conscious effort, but the rewards are worth it.

Why you should read

In conclusion, while reading may seem like a simple and solitary act, its benefits are vast and profound, particularly in today’s fast-paced and complex world. From reducing stress and improving mental health to extending longevity, reading provides tangible health advantages. Beyond that, it enhances cognitive function, empathy, and the ability to navigate nuanced and complex situations — skills critical in both personal and professional contexts.

By engaging with thoughtful and challenging fiction, we can sharpen our mental faculties and expand our worldviews, enriching both our professional capabilities and personal lives. Ultimately, reading is not just a pastime — it is a strategic tool for thriving in the modern business landscape.

More on Personal Growth

Lessons from Guy Kawasaki’s Insights on Personal Growth, Leadership, and Resilience – Podcast

Exploring the Perfect Fit: Insights on Workplace Culture and Personal Growth with Dr. André Martin – Podcast

Building A Resilient Workforce : The Power of A Growth Mindset

Sources

[1] https://www.researchgate.net/publication/229431397_Stress_Management_Strategies_For_Students_The_Immediate_Effects_Of_Yoga_Humor_And_Reading_On_Stress

[2] https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6245064/

[3] https://www.healthline.com/health/benefits-of-reading-books

[4] https://n.neurology.org/content/81/4/314.short?sid=a1bfa954-8377-4c64-bb4f

[5] https://www.healthline.com/health/benefits-of-reading-books

[6] https://www.bbc.co.uk/teach/articles/zmbtwty#:~:text=As%20well%20as%20this%2C%20research,and%20reduce%20feelings%20of%20loneliness.

[7] https://www.rogerebert.com/features/moving-through-empathy-on-life-itself

[8] https://www.forbes.com/sites/hillennevins/2021/09/02/why-leaders-should-read-fiction/

[9] https://www.forbes.com/sites/hillennevins/2021/09/02/why-leaders-should-read-fiction/

[10] https://www.ncbi.nlm.nih.gov/pubmed/24091705

[11] https://www.forbes.com/sites/hillennevins/2021/09/02/why-leaders-should-read-fiction/

[12] https://www.ft.com/content/ac4a0ede-f0e1-4ff6-b1bf-c99f09947b69

[13] https://www.ft.com/content/ac4a0ede-f0e1-4ff6-b1bf-c99f09947b69

[14] https://www.ft.com/content/ac4a0ede-f0e1-4ff6-b1bf-c99f09947b69

[15] https://www.forbes.com/sites/hillennevins/2021/09/02/why-leaders-should-read-fiction/

[16] https://www.forbes.com/councils/forbesagencycouncil/2021/01/14/why-you-should-read-more-than-just-business-books/

[17] https://www.ft.com/content/ac4a0ede-f0e1-4ff6-b1bf-c99f09947b69

[18] https://www.ft.com/content/ac4a0ede-f0e1-4ff6-b1bf-c99f09947b69 [19] https://www.ft.com/content/f2c2038d-1721-4357-b031-c1254276f48a

Introduction

The predictions of an extended period of stress during which none of us could be certain what would happen proved false. In the end, it was all over quickly. No need for days of counting, court procedures to declare state victories, or bloody insurrections as denialism spread. Donald Trump is the President-elect. He won quickly and emphatically. To lean on an old cliche, the result was shocking but not surprising.

The only surprise, perhaps, was the scale of the victory. Trump is the first Republican candidate to win the popular vote in twenty years. At the time of writing, he has won the Senate with the House still in the balance but likely to follow. He will rule with a clear mandate and the provisions in place to enact his agenda. That has implications for the entire world, with Ireland especially likely to be affected by his proposed policies.

Trump’s plan: A reminder

Trump has always been an ‘America First’ candidate. That is reflected in his rhetoric but also his fiscal and monetary policy. The two core economic pledges he made that look set to drastically shape Ireland’s future revolve around corporation tax and trade tariffs. And the prognosis for Ireland is not good. As the Irish Examiner observes, “While the Irish economy was not hit too hard by Mr Trump during his first term — the covid pandemic saw to that — it might not be so lucky to escape it this time unscathed.” [1]

US companies in Ireland

To quickly explain why Trump’s victory has such pronounced implications for Ireland (just in case anyone hasn’t been following along), Ireland has made itself increasingly dependent on US businesses. It lured these businesses to the country with favourable tax rates, part of the country’s foreign direct investment (FDI) model. The rate is currently 12.5% for businesses with revenues of less than €750m and 15% for those with more. As such, after Brexit, Dublin stepped up to be the most popular place for US companies to set up EU headquarters. [2]

In 2024, there were 970 US companies in the country, employing about 210,000 people and spending more than €41bn in the local economy annually, according to the American Chamber of Commerce Ireland [3]. Most of the top ten US tech companies, including Microsoft, Meta, Amazon, Google (Alphabet) and Apple, are present in Ireland, surging the country’s digital economy to $50bn (€46.66bn), making up 13% of GDP. [4]

This economic model has been kind to Ireland. But it was a swelling bubble that was always likely to burst. As the Independent puts it, “We know Irish public spending has been floating since 2015 on an unsustainable level of corporate tax collected here from US multinationals. It has been the ultimate free lunch, but the Trump agenda is a direct threat to that bonanza.” [5]

Corporation Tax

Trump has said he will cut the headline US corporation tax rate from 21% to 20%, and to lower the rate to 15% for companies that manufacture at home [6]. If put into practise, this shift in US corporate tax could essentially nullify the rates that have made Ireland so attractive to corporations and so competitive these last few years.

The latest figures show that the government has taken in €76.3bn in tax during the first 10 months of the year, up almost 15% on the period in 2023 [7]. Corporation tax made up almost 36% of that. If companies start flooding elsewhere, the government will quickly find itself taking in considerably less money each year, which will obviously then have implications for government spending. It all boils down to how companies react to any such changes. Even if only a few big names such Apple, Google, Microsoft, Amazon, or Pfizer upped sticks, the implications would be enormous.

The question, then, is whether such a move is likely.

The appeal for the companies is obvious. Many of these are American-founded businesses, with a huge US clientele and the draw of beneficial rates while based in the world’s leading economy. But it is not guaranteed that companies will choose to leave. The Irish Examiner points out that these companies have spent decades investing in Ireland, building their workforces and infrastructure [8]. Equally, Ireland is their entrypoint to the EU, another key market.

Other possible good news for Ireland is that there’s no guarantee that Trump passes these plans. The former and future President has precedent in making promises he doesn’t quite keep –– anyone who remembers the infamous claim of the border wall with Mexico, paid for by the Mexicans, may be able to attest to that. It’s possible these tax changes were nothing but campaign bluster. That said, even if they were not, just because Trump wants these changes to regulations doesn’t necessarily mean they will pass through Congress. As noted, at the time of writing, votes for the House of Representatives are still being counted. If the House swings to the Democrats, you can bet they will block any such changes (in stark contrast to Trump’s pledges, Harris wanted to hike corporation tax from 21% to 28% [9]). That said, a Republican-controlled House and Senate is looking increasingly likely.

Tariffs

Trump’s other economic threat has been major news and a source of great controversy. He has said he will impose a 10-20% tariff on most imported goods and a levy of 60% on goods imported from China [10]. He contends that by doing so, American jobs and manufacturers will be protected due to the added expense of imported options. This, too, would have a severe impact on Ireland.

Chief economist at the Institute of European Affairs Dan O’Brien went as far as calling the potential tariff on all goods shipped to the US the “biggest near-term risk” to the Irish (and European) economy, in a LinkedIn post before the elections. “The promised tariffs will have a trade destruction effect, with a knock-on impact for jobs and profit tax revenues,” he said. [11]

The Independent reports that in 2022, Ireland exported goods valued at $63.1bn (€58.7bn) to the US, compared to €22.2bn sold to the UK, the country’s nearest and traditionally biggest trade partner [12]. Last year, exports from Ireland accounted for one-eighth of the EU’s total exports to America [13]. As such numbers demonstrate, over the past fifteen years US multinationals, in the pharmaceutical industry especially, have based their factories in Ireland and then exported goods back to the US, rather than just exporting them to European trade partners.

If the corporation tax alone wasn’t enough to entice companies to base themselves in the US, these export tariffs working in tandem with the low corporation tax just might. Not to mention that a 10% to 20% tariff on goods would make Irish products uncompetitive in the US, reducing a vital source of revenue for Irish companies.

Unlike tax changes, Trump wouldn’t need to pass tariffs through congress as they can be imposed by presidential order. It’s not just Ireland that would be affected by such changes but the whole world. The introduction of 10% tariffs would mark a major shake-up of the global economy, which the London-based National Institute of Economic and Social Research (Niesr) predicts could see a fall in US GDP growth and jump in inflation [14]. Niesr also noted that “small open European economies” like Ireland could see a real GDP-hit of 3-5% in the next five years. [15]

Other impacts

Corporation tax and tariffs are the obvious Trump policies that would have a severe impact on Ireland if imposed as planned, but there are other less obviously discernible effects. The effect a second Trump term will have on the financial sector, for example, is difficult to predict. So too is the effect on the aviation industry, though many in the sector have warned that Trump’s tariff plans could have serious implications for the industry’s global supply chains [16]. Given that Ryanair recently blamed its latest quarterly profits drop on Boeing’s delivery delays, one can only assume that further disruption to supply chains will see similar delays and a similar loss in revenue as a result.

Equally, the environment is unlikely to even be a secondary or tertiary consideration for the Trump administration. It is more likely to not be considered at all. Rather, one of Trump’s central pledges was to “drill, baby, drill”. Ireland, like much of Europe, indeed much of the world, is working to bolster its sustainable credentials. Whether there will be any global spillover effect from the US meeting environmental concerns with a shrug is yet to be seen, but it is a point of concern.

What does Donald Trump’s second coming mean for Ireland?

Donald Trump’s emphatic return as President-elect brings with it a wave of uncertainty for Ireland, but one thing remains clear: the country must brace for potentially transformative economic repercussions. Trump’s commitment to his ‘America First’ agenda signals a threat to Ireland’s economic model, which has thrived on competitive corporate tax rates and robust relationships with US multinationals. The possibility of slashed corporate taxes in the US and the imposition of substantial tariffs on imports could challenge Ireland’s appeal as a business hub and undermine its export-driven economy.

While there is hope that campaign promises may remain unfulfilled or encounter legislative hurdles, the risks posed to government revenue, job security, and economic stability cannot be ignored. As Ireland navigates these uncertain waters, resilience and strategic adaptation will be critical to sustaining its economic prosperity in a potentially transformed global landscape. The coming months will test Ireland’s ability to pivot and adapt. The hope must be that the nation’s economic ingenuity will find a way to weather the storm.

Sources

[1] https://www.irishexaminer.com/business/economy/arid-41511047.html

[2] https://www.euronews.com/business/2024/11/06/how-trumps-presidency-poses-the-biggest-near-term-risk-to-the-irish-economy

[3] https://www.euronews.com/business/2024/11/06/how-trumps-presidency-poses-the-biggest-near-term-risk-to-the-irish-economy

[4] https://www.euronews.com/business/2024/11/06/how-trumps-presidency-poses-the-biggest-near-term-risk-to-the-irish-economy

[5] https://www.independent.ie/business/why-a-win-for-donald-trump-will-rock-irelands-economy/a640938974.html

[6] https://www.euronews.com/business/2024/11/06/how-trumps-presidency-poses-the-biggest-near-term-risk-to-the-irish-economy

[7] https://www.irishexaminer.com/business/economy/arid-41511047.html

[8] https://www.irishexaminer.com/business/economy/arid-41511047.html

[9] https://www.independent.ie/business/why-a-win-for-donald-trump-will-rock-irelands-economy/a640938974.html

[10] https://www.euronews.com/business/2024/11/06/how-trumps-presidency-poses-the-biggest-near-term-risk-to-the-irish-economy

[11] https://www.euronews.com/business/2024/11/06/how-trumps-presidency-poses-the-biggest-near-term-risk-to-the-irish-economy

[12] https://www.independent.ie/business/why-a-win-for-donald-trump-will-rock-irelands-economy/a640938974.html

[13] https://www.euronews.com/business/2024/11/06/how-trumps-presidency-poses-the-biggest-near-term-risk-to-the-irish-economy

[14] https://www.businesspost.ie/news/what-trumps-election-will-mean-for-tech-aviation-financial-services-and-energy/

[15] https://www.businesspost.ie/news/what-trumps-election-will-mean-for-tech-aviation-financial-services-and-energy/

[16] https://www.businesspost.ie/news/what-trumps-election-will-mean-for-tech-aviation-financial-services-and-energy/

Introduction

In the past decade, freelancing has transformed from a niche alternative to conventional employment into a mainstream career option. The pandemic accelerated this shift, with many professionals discovering the appeal of remote work and greater autonomy over their schedules. But beyond the allure of working in pyjamas or setting your own hours, freelancing requires a major shift in mindset, discipline, and financial planning. If you’re contemplating whether to make the leap, this article will walk you through the potential advantages, the realities, and the steps that can help you determine if freelancing is right for you.

The numbers

We probably all know people who’ve gone freelance in recent years, especially during or in the wake of the pandemic. Beyond the anecdotal, the numbers back up the growth in this trend. According to Upwork’s 10th annual study, Freelance Forward: 2023, freelancing hit an all-time high last year [1]. In the US, freelancers make up 38% of the workforce, an increase of 4 million professionals from 2022. While in the UK, the number of people who work for themselves increased by 45% from 2000 to 2017 [2], while from 2019 to 2021, freelancers offering skilled services grew by 8% [3]. By 2028, it’s estimated that the number of US freelancers will reach a whopping 90.1 million. [4]

Paired with a rise in other trends, such as digital nomadding or quiet quitting, it’s evident that the surge in willing freelancers is here to stay. But why has it become such an appealing way of life?

Freedom and flexibility

One of the most widely touted benefits of freelancing is the freedom it offers. When you’re a freelancer, you set your own hours, work from wherever you like, and often have control over which projects you take on. This level of autonomy can be a breath of fresh air, especially if you’re transitioning from a rigid, office-based job. For parents, carers, or anyone with responsibilities outside of work, freelancing can provide an ideal work-life balance, allowing for greater flexibility to manage personal commitments.

Additionally, freelancing often gives you the opportunity to work on projects that align with your interests or strengths. Unlike traditional employment, where tasks are usually assigned with little say from the employee, freelancing enables you to shape your workload to fit your passions and expertise. This control can make the work more enjoyable, and in many cases, it enhances job satisfaction. However, it’s important to remember that this freedom comes with the responsibility of self-management — staying on top of deadlines, scheduling, and maintaining consistent productivity without the structure of an office environment.

Security

It may sound oxymoronic, but increasingly workers are edging towards freelancing because they feel it offers greater security than a more traditional nine to five role. This goes against the general, predominating understanding of freelancing –– that the freedom and flexibility it affords are a trade off against the instability intrinsic to not having a full-time employer. But according to a 2023 survey conducted by MBO Partners, 66% of independent workers said they feel more secure working for themselves [5]. This finding is supported by Slack’s research consortium Future Forum, which found that younger workers have come to view freelancing as more stable than a full-time job due to its potential for diversified clients and income streams. [6]

This points to a sense that it’s not just that ‘freelance life’ as we have traditionally viewed it has become more appealing, but that what we consider freelancing to be has shifted as well.

Earning potential

Another appeal is that freelancing has the potential to yield higher earnings than a salaried position. By setting your own rates and building a roster of clients, you can potentially exceed the income of a traditional job. Indeed says that freelancers in the US tend to earn as much as $87,000 per year, compared to the national average of $64,000 [7]. For freelancers who specialise in niche areas like technology, graphic design, or copywriting, high demand can drive rates even further up, particularly if you develop a reputation for expertise.

However, while higher income potential is appealing, it’s essential to consider the inherent financial uncertainty. Freelancing income can be highly variable — some months may bring in substantial earnings, while others are quieter, especially when starting out. Financial unpredictability means many freelancers need to carefully manage their cash flow and savings to account for slow periods. In the UK and Ireland, where cost of living can be high, a financial buffer is often essential. Many freelancers suggest having enough in savings to cover six months of expenses, especially in the early days.

Hiring

Business leaders naturally have had to react to the growing freelance trend. Oftentimes, though, they are quite accepting of it. Many business leaders are enticed by the idea of an “on-demand workforce”. For example, a recent Harvard Business School study found that three in five leaders said they would increasingly prefer to “rent”, “borrow” or “share” talent with other companies, and that their full-time staff would be smaller as a result [8]. Those surveyed cited better productivity, efficiency, and lower costs as motivations for using freelancers instead of full-time employees. Leaders who embraced a more freelance-heavy business model said they felt they were giving workers the flexibility they wanted.

However, it could be argued that employers are not pro-freelancers because of some benign desire to give freedom to their employees. Rather, they like not having to pay for benefits or sick days. Which brings us onto the down sides of freelancing.

Negatives

Almost 40% of freelancers say they would prefer to have a traditional job [9]. As Sophia Smith writes in the Financial Times, “Many skilled professionals opt for freelance gigs not because they are running toward something — but because they are running away.” [10]

While some may see freelancing as a secure option in an increasingly unstable world, it’s fair to say the prevailing school of thought is still that freelancing offers instability in finances, holidays, sick days and benefits, especially in the US. Across the pond, 84% of US workers cite health insurance as the benefit they care about most, followed closely by sick time off at 83%. [11]

Some freelance advocates say that employers offer scarcely greater support to their employees than freelance life would. For example, Margaret Lilani, Upwork’s vice-president of talent solutions, says that “many Americans lose their health insurance if they leave their full-time job…and that is a much more fragile situation than when a freelancer has the power to choose.” [12] However, for most, this argument is tenuous. If you suddenly fall sick and are unable to work, a full-time employer has obligations to you that freelance contracts simply do not.

Handling finances

Unlike traditional employees who receive a steady paycheck and employer benefits, freelancers are responsible for managing their own finances. This includes paying taxes, setting aside money for National Insurance in the UK or PRSI in Ireland, and covering health-related expenses. Although it may feel daunting at first, plenty of resources exist to help you manage these responsibilities. Many freelancers use accounting software to track income and expenses, and hiring an accountant can be a worthwhile investment to ensure everything is above board, especially come tax season. That said, most people choose not to go into accounting for a reason. If you’re not numbers minded, this can be a heavy downside of going solo.

Health insurance and retirement planning also fall squarely on freelance workers’ shoulders. With employer pension contributions off the table, freelancers in the UK often turn to private pensions, such as a self-invested personal pension (SIPP), to ensure they’re building a retirement fund. Similarly, in Ireland, freelancers frequently open a personal retirement savings account (PRSA). Though it requires a bit more effort, with the right planning and budgeting, freelancers can enjoy the freedom of their careers without sacrificing their financial security, but make sure you’re going into this blurry world of numbers with your eyes wide open.

Self-Discipline

One thing you won’t hear often enough about freelancing is the level of discipline it demands. With no manager checking in and no set office hours, freelancers must be self-starters. Time management becomes crucial — balancing multiple projects, adhering to client deadlines, and carving out time for professional development all require focus. The ability to stay motivated, especially during slow periods, is one of the less glamorous but essential skills freelancers need to develop.

For many freelancers, this also means being comfortable with solitude. Remote freelancing can sometimes feel isolating, and it’s important to maintain a support network or even join a co-working space where possible. A regular connection with other professionals, whether they’re freelancers or in more traditional roles, can prevent burnout and keep you energised.

Networking

While freelancers may have control over their schedules and projects, building and maintaining a client base is key to success. It’s not always easy — freelancers often need to actively seek out new opportunities, especially at the beginning. Networking is vital here, whether through online platforms, local business groups, or industry events. In the digital age, platforms like LinkedIn, Upwork, and industry-specific job boards can be invaluable tools for freelancers to market themselves and find clients.

However, finding clients is only the start. Retaining clients, building relationships, and establishing a good reputation are equally important. Many freelancers rely heavily on repeat business and referrals, which means that delivering high-quality work on time is crucial. Competition can be fierce, especially in popular fields, so it’s essential to stand out through both the quality of your work and the professionalism you bring to client relationships.

Things to consider

If freelancing sounds appealing, there are a few steps that can help make the transition smoother. First, it’s often wise to test the waters by freelancing part-time, if possible, while keeping a steady job. This gradual shift allows you to build up a portfolio, develop client relationships, and gain confidence before committing fully. It also enables you to gauge if freelancing is the right fit for you without the immediate pressure of relying solely on freelance income.

A robust portfolio is your best marketing tool, as potential clients want to see evidence of your work. Try to include a variety of projects that showcase your skills and versatility. In addition, researching standard rates within your industry and location can help you set fair pricing that reflects your experience and expertise while remaining competitive.

It’s also worth considering what skills you might need to develop before going freelance. From communication and negotiation to project management and financial planning, freelancers wear many hats. Taking the time to develop these skills — through courses, workshops, or mentorship — can pay dividends in the long run.

Should you consider going freelance?

Freelancing can be an incredibly rewarding career path, offering flexibility, control, and the chance to work on projects that truly interest you. However, it comes with challenges that can be overwhelming without preparation and planning. For those ready to take on the responsibility of managing their own work, finances, and client relationships, freelancing offers a unique opportunity to shape a career on your own terms.

Whether freelancing becomes a part-time side hustle or a full-time career, the key is to approach it with a clear understanding of both the rewards and the realities. With the right mindset, careful planning, and a proactive approach to building your network and skills, freelancing can provide a fulfilling and flexible path that fits your lifestyle and professional goals.

More on Freelancing

Rethinking How We Work with Libby Sander – Podcast

Juggling a Full-time Job and a Side Hustle

Sources

[1] https://investors.upwork.com/news-releases/news-release-details/upwork-study-finds-64-million-americans-freelanced-2023-adding

[2] https://www.ft.com/content/5870bb6a-81ab-11e7-94e2-c5b903247afd

[3] https://www.ft.com/content/7526454a-c2ac-4890-982b-c745cf7cb89e

[4] https://www.forbes.com/sites/carolinecastrillon/2024/04/14/why-freelancing-is-an-attractive-option-for-highly-skilled-workers/

[5] https://www.mbopartners.com/state-of-independence/

[6] https://www.ft.com/content/7526454a-c2ac-4890-982b-c745cf7cb89e

[7] https://www.forbes.com/sites/shodewan/2024/08/09/3-reasons-why-freelancing-is-right-for-you/

[8] https://www.ft.com/content/7526454a-c2ac-4890-982b-c745cf7cb89e

[9] https://www.ft.com/content/7526454a-c2ac-4890-982b-c745cf7cb89e

[10] https://www.ft.com/content/7526454a-c2ac-4890-982b-c745cf7cb89e

[11] https://www.ft.com/content/7526454a-c2ac-4890-982b-c745cf7cb89e

[12] https://www.ft.com/content/7526454a-c2ac-4890-982b-c745cf7cb89e

Introduction

Part and parcel of a CEO’s obligations now is to explain to anyone who will listen just how strict a morning routine they maintain. We’ve all been inundated with increasingly braggadocious tales of early mornings, workouts and ice baths, as if, were it not for such tales, the CEOs in question worry the wider public may start to doubt that their fortunes were quite so meritocratically earned.

As such most CEOs would have you believe that they’ve sorted their emails, run a marathon, partaken in a mountaintop meditation in Tibet, and packed in a protein-heavy breakfast of champions for good measure, all before your 7am alarm has let out its first beep. This is simply what one does when one is a high performer, we are led to believe. The implication tinged with a not so subtle hint of “and you’d be a billionaire too if you just pulled your finger out.”

Of course, no one is doubting that morning routines are important and can have a crucial effect on the rest of our day. But the truth is most routines that are advertised to us by the ever-expanding productivity market are nothing but PR. As such, if one was looking to genuinely cultivate an effective morning routine, they’d be better off thinking smaller.

This article hopes to provide some more practical methods –– tried and tested –– that can make a difference without making one feel like a failure for not rising in pitch darkness or having not ticked off a whole bucket list worth of activities before the cockerels have started squawking.

Finding a routine that works for you

The problem with advocating one’s personal routine is it’s just that: personal. Even if these CEOs do achieve the relentless levels of performance they claim to every morning without fail, that doesn’t mean trying to follow suit is a guaranteed path to success. Mark Wahlberg gets up at 2:30am [1]. Does that mean that if we all got up at 2:30am we’d have Mark Wahlberg’s bank account? That we’d be starring in distinctly average blockbusters and that the world’s next Wahlburgers would suddenly spawn from our fingertips? No. We’d just be tired. And moody. And certainly in no position to make any working progress.

Benjamin Stall and Michael Xander, the co-founders of My Morning Routine and authors of My Morning Routine: How Successful People Start Every Day Inspired, have made a career of documenting the morning routines of the rich and famous, cataloguing almost 300 morning rituals in total. Rather than such detailed understanding having hardened their position on an ideal routine, it has softened it.

“Without meaning to offend anyone involved, there’s nothing intrinsically special about the people we profile in this book,” they told Forbes. “Aside, that is, from their ability to keep the habits and routines that allow them to achieve at a high level. And we can all do this; we can all turn our morning into a more positive experience (even parents of young kids can, to an extent; we have a chapter on this in the book), we just have to know where to start.” [2]

The most important thing you can do, then, is devise a routine that works specifically for you. That means that if you are aware you work better in the evenings than you do in the morning, don’t try to devise some new 5am Club inspired routine. It won’t help, and it will almost definitely hurt.

Equally, be kind to yourself if you break the routine. Too often, productivity gurus act like anything more than one slip up shows that someone isn’t sufficiently dedicated to whatever betterment task it is they’re working on. That’s a stance you can afford to take on a social media branding video, but the real world is less black and white. You will break your routine. You will do it more than once. And guess what, so will everyone else –– so what are you worried about? As Spall writes in the New York Times, “it’s important to keep in mind that life happens and sometimes you simply won’t be able to stick with your morning routine. It happens, and that’s fine. Reflect on it, then forget it and move on.” [3]

Kevin Cleary, the chief executive of Clif Bar & Company, agrees. “I give myself a break and take the longer view of what’s happening,” he says. “If I can’t do my workout later in the day, I’ll tell myself I’ll just pick it up tomorrow or the next day. Six months from now, my body or I won’t know that I missed a day.” [4]

There is a whole industry out in the big bad world predicated on telling you that the changes you make to your morning routine must be life-altering and that they must be rigorously adhered to –– no excuses, no exceptions. Outside of that industry, there are seven billion or so people getting on with their day. So start small and don’t harangue yourself for any slip ups.

However, if you find yourself slipping up time and time again, maybe take that as an indication that the changes you’re trying to make are too drastic and you would benefit from trying to do less, at least at first. As Stall and Xander put it, “The most common elements of the most successful morning routines are their ability to be simple and easy to follow. I’m serious! That’s not to say the intricacies of these habits need to be simple (your workout routine can be as complex as you want it to be), but what is simple and easy to follow in this situation would be, say, getting out of bed and doing two minutes of light stretching, or sitting down for a five minute meditation.” [5]

Let’s not overcomplicate this. Small changes go a long way. So, here are some of the most recommended little changes you can make.

Strategy #1: Waking up

There’s a whole heap of thinking available on when one should wake up, how they should wake up, what they should do when they wake up. Wading through so many theories about waking up is so exhausting it leaves you wanting nothing more than sleep. But the wake-up routine does have an impact and so is worth exploring. After all, one US study found that an extra hour of sleep a week raised average earnings by 5%, while another in Germany found that half an hour more sleep each week was associated with around 2% higher earnings among full-time workers, with the largest effects for mothers. In other words, this stuff matters, even if most prognostics are too absolute. [6]

The most debated element of the wake-up routine is, you guessed it, time. Theories differ, drastically and passionately, as to what time one should wake up. As noted, some opt for the (bone-chilling) 4am or 5am start. Others sleep until their body wakes them. Yet again for those in the back, there is no one way to do this. What is important, regardless of what time you’re going to bed and waking up, is that you develop a set routine and stick to it. As we’ve said, there will be breaches, that’s inevitable. But generally, try to make sure you’re going to bed at a similar time each night and waking up at a similar time each morning. “It can take time to train your body,” says Markus Kreth, CEO of Asia Media Publishing Group, “and you’ll have to keep up with it even on the weekends, but doing so can help regulate your internal clock and improve sleep quality — both of which can impact your performance throughout the workday.” [7]

If the 5am alarm sounds masochistic to you, maybe you’d benefit from the thinking on the other end of the spectrum. Wayne Elsey, founder and CEO of The Funds2Orgs Group, recommends ditching the alarm clock entirely and simply trusting your body to wake you up. “If you need an alarm,” he says, “try going to sleep 15 to 30 minutes earlier each night, and keep on increasing the amount from your usual sleeping time so that you no longer need to have the alarm — or at worse, wake up before the alarm rings. Second, stop snoozing. It doesn’t help you get more rest as the snooze setting doesn’t give you enough time to go through an entire sleep cycle.” [8]

For those who, like the writer of this article, think setting an alarm any time pre-seven should warrant a trial date at The Hague, the natural wake-up approach feels like a good one. After all, how often do we actually listen to our body rather than trying to wrangle it under the control of our busybody routines? Besides, if it’s good enough for Jeff Bezos, Oprah Winfrey and Amanda Huffington, maybe there’s something in it.

The only problem with getting up whenever our body wants us to is it puts a lot of pressure on what time we go to bed. Here, too, there is advice. “Eliminate the mobile devices in your bedroom,” says Elsey. “Doing so will minimise the temptation of reading countless notifications, scrolling through social media, reading the news (which is usually negative) and communicating with others through texts. The reality is that having mobile devices, even using dimmers for brightness, could disrupt your sleep. For many people, mobile devices keep the mind alert and resisting sleep.” [9]

But it’s not just going to bed that is made worse by phones, it’s getting up too. “By keeping the phone out of your bedroom, you force yourself to read it after you get out of bed,” Elsey goes on. “Ultimately, this allows for you to ease into the morning, without the pressures of your world.” Too many of us start our morning by stretching out to our iPhone alarm and then scrolling and snoozing until the day becomes too heavy to ignore. As small an act as keeping your phone in a separate room can be enough to change this.

Arianna Huffington agrees. “A big part of my morning ritual is about what I don’t do: when I wake up, I don’t start the day by looking at my smartphone,” she says. “Instead, once I’m awake, I take a minute to breathe deeply, be grateful, and set my intention for the day.” [10]

So, a steady bed time and a phoneless night and morning, that’s the waking up portion sorted. But what happens after you wake up?

Strategy #2: Body and mind

Wake-up times are disputed. What follows is not. Every piece of literature on this subject recommends one starts their day with at least one of the following, ideally both: exercise and mindfulness.

Some may read that and think, “I know myself. I’m not a morning person. The last thing I’ll be in the mood for once I get out of bed is a run or a workout.” Thankfully, you don’t need to go that far. Remember what Stall and Xander said? Simple and easy to follow, that’s what’s needed.

You don’t need to burn yourself out on a treadmill or squat yourself into the category of walking wounded to start the morning effectively. A simple stretching routine or a brief walk is more than sufficient. The simple act of getting outside can help. As Kreth notes in Forbes, “Research has shown that exposure to nature can improve cognitive function and reduce stress levels. This simple activity can boost your mood and focus, preparing you for the day ahead. Furthermore, walking has been proven to enhance cardiovascular health, leading to long-term benefits such as increased longevity and reduced risk of chronic diseases.” [11]

If you don’t want to go outside, copy Marie Kondo, the organising consultant and author of The Life-Changing Magic of Tidying Up. Kondo explained to the New York Times that when she wakes up in the morning she immediately opens the windows to let in fresh air, a practice she has done since she was a child [12]. She also purifies the house by burning incense. Think of your morning mind like a child –– easily influenced, in its formative stages; the environment you create for it in those early moments will affect it later; a serene start to the morning can put your mind at peace, while a stressed start sets you up for disaster.

That’s also why any number of successful people preach the benefits of mindfulness every morning, be it yoga or meditation. It only needs to be a few minutes –– five, ten, twenty –– but the effects are shown to be profound.

None of these recommendations is strenuous, but the impact of implementing them can be life-changing.

Strategy #3: Dealing with tasks

Sooner or later, your work day will have to start. The when and the how of this are hotly disputed, but one approach seems to be more widely adopted than the rest: to tackle key tasks first. To do that you have to know what your key tasks are. To do that, you need to prepare them.

You can get a headstart that morning or even the night before. Jacob Corlyon of CCMR3 told Forbes of his process: “I write down a list of up to four of the most important things I need to accomplish tomorrow to move the needle, personally or professionally. Then in the morning, I tackle those items before the day gets away from me. This reduces my stress and ensures I am getting my most important items done each day.” [13]

Former American Express CEO Kenneth Chenault does precisely the same, ending his evenings by writing down three things he wants to accomplish the next day [14]. As does Michael Shribman of APS Global Partners Inc., except he does it in the morning rather than the night before [15]. Either way, making a note of what you want to achieve is a helpful way of framing your day and monitoring your progress. It sharpens what we want to achieve. If you’re someone who finds days can pass by a bit aimlessly, drifting from project to project, this technique can be especially helpful.

Developing a morning routine that works for you

While the obsession with hyper-productive morning routines has become a status symbol for CEOs and productivity gurus, it’s important to remember that routines are highly personal and should be tailored to individual needs and preferences. The rigid, extreme morning rituals we often hear about are not necessarily the key to success for everyone. Rather, the most effective routines are simple, easy to maintain, and adaptable to the realities of life.

Consistency, self-compassion, and small, sustainable habits can be far more impactful than any gruelling or rigid schedule. The best advice is to find a routine that works for your energy levels, lifestyle, and goals, and be kind to yourself if it doesn’t always go to plan.

One of my favourite bits of advice I read when researching this article was from a man who’d accidentally become a best-seller for a self-help book he’d written while still heavily depressed [16]. Subsequently, in an attempt to justify his new ‘The Happy Guy’ nickname, he sought out genuine ways to make himself better and to find meaning in the day to day. He tried every bit of advice he could, and found three things really helped: (1) letting go of regret (2) showing gratitude (3) planning ahead. Every night now, he fills out a piece of card that he leaves on his nightstand so it’s the first thing he sees each morning. It’s a two minute process he swears has changed his thinking on life. The three sentences he fills in are:

I will let go of…

I am grateful for…

I will focus on…

If all you have is two minutes every morning to turn around your life, you could do a lot worse than following suit.

More on Habits

The tactics, routines and influences of the GAA great – Podcast

How to Avoid the Winter Malaise and Keep Productivity up Through the Dark Season

Why Achievement Doesn’t Guarantee Happiness

Boosting personal and organisational performance in the digital age with Ade McCormack – Podcast

Sources

[1] https://russhowepti.com/mark-wahlberg-daily-routine-explained/

[2] https://www.forbes.com/sites/melodywilding/2018/05/16/what-you-can-learn-from-the-morning-routines-of-productive-people/

[3] https://www.nytimes.com/2018/10/21/smarter-living/tips-better-morning-routine.html

[4] https://www.nytimes.com/2018/10/21/smarter-living/tips-better-morning-routine.html

[5] https://www.forbes.com/sites/melodywilding/2018/05/16/what-you-can-learn-from-the-morning-routines-of-productive-people/

[6] https://www.ft.com/content/1d388f40-4213-45c2-abdb-06b6a9493f85

[7] https://www.forbes.com/councils/forbesbusinesscouncil/2023/07/12/unlocking-success-powerful-morning-routines-for-the-modern-professional/

[8] https://www.forbes.com/councils/forbesbusinessdevelopmentcouncil/2021/10/27/how-your-morning-routine-affects-your-productivity-and-success/

[9] https://www.forbes.com/councils/forbesbusinessdevelopmentcouncil/2021/10/27/how-your-morning-routine-affects-your-productivity-and-success/

[10] https://www.forbes.com/sites/carolinecastrillon/2020/12/13/5-morning-habits-of-highly-successful-people/

[11] https://www.forbes.com/councils/forbesbusinesscouncil/2023/07/12/unlocking-success-powerful-morning-routines-for-the-modern-professional/

[12] https://www.nytimes.com/2018/10/21/smarter-living/tips-better-morning-routine.html

[13] https://www.forbes.com/councils/forbesbusinesscouncil/2023/02/09/15-morning-habits-to-lessen-stress-and-boost-productivity/

[14] https://www.forbes.com/sites/carolinecastrillon/2020/12/13/5-morning-habits-of-highly-successful-people/

[15] https://www.forbes.com/councils/forbesbusinesscouncil/2023/02/09/15-morning-habits-to-lessen-stress-and-boost-productivity/

[16] https://hbr.org/2021/01/this-two-minute-morning-practice-will-make-your-day-betterelop cognitive, behavioural, emotional, and leadership capacities.

Introduction

Job interviews are undergoing a significant transformation. Traditional approaches—emphasising personality, presentation, and educational qualifications—are being re-evaluated in favour of methods prioritising skills and competencies. One movement driving this change is the “Tear the Paper Ceiling” initiative, which advocates recognising candidates based on their skills and experiences rather than formal degrees. The increasing focus on skills-based and competency-based interviews reshapes hiring processes across industries and sectors. However, confusion persists about these two seemingly similar approaches. This essay delves into the similarities, differences, benefits, and practical strategies for implementing a blended approach that leverages the strengths of both methods.

Understanding Skills-Based and Competency-Based Interviews

“Skills-based” and “Competency-based” interviewing are often used interchangeably, but they serve distinct purposes in the hiring process.

Skills-Based Interviews

Skills-based interviews evaluate specific technical and practical abilities required for a job. These skills, such as proficiency in software applications, analytical techniques, or project management tools, are typically observable and measurable. For example, a candidate for a software developer position might be asked to write code or solve a programming problem during the interview. This format aims to determine whether a candidate can perform the day-to-day tasks required for the role.

Competency-Based Interviews

On the other hand, competency-based interviews assess a broader range of attributes, including behaviours, attitudes, and underlying traits that contribute to job performance. Competencies encompass skills, knowledge, motives, traits, self-concepts, and values (Boyatzis, 1982). This type of interview delves into areas such as leadership, teamwork, problem-solving, and adaptability—traits indicative of a candidate’s potential for long-term success in various scenarios. For instance, candidates might be asked to describe a situation where they overcame a significant challenge, focusing on how they applied their competencies to achieve a positive outcome.

Similarities Between Skills-Based and Competency-Based Interviews

1. Standardisation and Structure: Both methods employ structured formats to reduce subjectivity and bias. Structured interviews, which use predetermined questions and evaluation criteria, have been shown to improve the selection process’s reliability and validity (Campion, Palmer, & Campion, 1997). Standardisation ensures all candidates are assessed on a level playing field.
2. Evidence-Based Evaluation: Both approaches require candidates to provide concrete examples of past performance. Skills-based interviews might involve practical tests or demonstrations, while competency-based interviews rely on behavioural questions that elicit detailed narratives of how candidates handled specific situations.
3. Alignment with Organisational Needs: Effective skills-based and competency-based interviews are closely aligned with the company’s strategic goals and the position’s specific requirements. For example, a role requiring innovative thinking might assess technical creativity skills and problem-solving competencies.

Differences Between Skills-Based and Competency-Based Interviews

1. Focus and Application: Skills-based interviews concentrate on specific technical abilities and task execution—what a candidate can do. Competency-based interviews take a broader perspective, examining how a candidate’s combination of skills, knowledge, and behaviours contributes to overall job effectiveness—how they do it.
2. Contextual Understanding: Skills-based interviews are often transactional, asking “Can you perform this task?” In contrast, competency-based interviews are relational, exploring “How do you approach challenges, and why?” This distinction is crucial for roles where cultural fit and adaptability are critical.
3. Measurement of Potential: Competency-based interviews are future-focused and explore potential by assessing how a candidate might behave in hypothetical scenarios. Skills-based interviews assess current capabilities based on observable technical proficiencies.

Theoretical Underpinnings

The competency approach is grounded in the work of psychologists like David McClelland (1973), who argued for assessing competencies rather than traditional intelligence measures. Competencies are seen as better predictors of job performance because they encompass underlying characteristics that drive behaviour. Additionally, the Competency Iceberg Model suggests that observable skills are just the tip of the iceberg, with underlying traits and motives forming the larger, unseen portion that significantly impacts performance (Spencer & Spencer, 1993).

Why Blend the Two Approaches?

A blended interviewing approach can yield a more holistic view of a candidate’s suitability. Here’s why integrating skills-based and competency-based methods is beneficial:

1. Comprehensive Talent Evaluation: Combining both methods allows organisations to assess what a candidate can do (skills) and how they do it (competencies). This dual perspective enables employers to evaluate technical readiness, cultural fit, and long-term potential.
2. Enhanced Fairness and Reduced Bias: Blended interviews reduce reliance on subjective factors like gut feelings. Structured interviews decrease bias and increase the likelihood of selecting the best candidate (Schmidt & Hunter, 1998). Organisations can make more informed and equitable hiring decisions by evaluating a more comprehensive range of qualities.
3. Better Predictive Validity: Research indicates that combining skills and competency assessments improves the predictive validity of the hiring process (Spencer & Spencer, 1993). This is because it captures observable actions and underlying motivators, leading to a more accurate prediction of future job performance.

Potential Drawbacks and Ethical Considerations

While blending these approaches offers many benefits, there are challenges to consider:

1. Standardisation Difficulties: Competency assessments can be subjective and more complex to standardise compared to skills assessments. Ensuring consistent evaluation requires well-defined competencies and trained interviewers.
2. Unconscious Bias: Competency-based evaluations may be influenced by unconscious biases related to gender, race, or cultural background. Organisations must be vigilant in training interviewers to recognise and mitigate these biases (Lievens & Chapman, 2010).
3. Resource Intensiveness: Developing and implementing a blended approach can be time-consuming and resource-intensive. It requires careful planning and possibly more extended interview processes.

Implementing a Blended Approach

To effectively implement a blended interviewing strategy, consider the following steps:

1. Analyse Job Requirements: Begin by thoroughly analysing the job description to identify the necessary skills and competencies. Tools like competency models can aid in defining the attributes required for success in the role (Lievens & Chapman, 2010). For example, a project manager might need technical skills in scheduling software and competencies in leadership and communication.
2. Develop Mixed-Question Frameworks: Create an interview framework that includes skills- and competency-focused questions. Skills-based question: “Can you demonstrate how you would use Excel to perform data analysis?” Competency-based question: “Describe a time when you had to persuade team members to adopt a new process. How did you approach it?”
3. Use Multi-Modal Assessments: Incorporate various assessment methods, such as technical tests, behavioural simulations, and situational judgement tests. This approach provides a fuller picture of skills and behavioural tendencies (Pulakos, 2005).
4. Train Interviewers: Ensure those conducting interviews are trained to assess skills and competencies effectively, recognising and mitigating potential biases. Training can include workshops on structured interviewing techniques and diversity awareness.
5. Implement Standardised Scoring Rubrics: Use clear, standardised rubrics to evaluate responses consistently. For instance, skills might be scored on technical proficiency levels, while competencies are rated based on behavioural indicators demonstrated during the interview.
6. Learn from Successful Implementations: Study organisations that have successfully implemented blended approaches. For example, companies like Google and IBM have integrated skills and competency assessments into their hiring processes, leading to more effective talent acquisition (Lievens & Chapman, 2010).

The “Tear the Paper Ceiling” concept promotes skills-based and competency-based hiring. This campaign advocates recognising the millions of Skilled workers Through Alternative Routes (STARs), such as community colleges, military service, or on-the-job training. It challenges the “paper ceiling” created by rigid degree requirements, which often exclude capable candidates.

The initiative encourages organisations to broaden their view of talent by emphasising competencies and practical skills. Skills-based and competency-based interviews help realise this vision, enabling employers to tap into a more diverse and often overlooked talent pool. This shift enhances diversity and inclusion and addresses talent shortages in critical areas.

The Benefits of Skills- and Competency-Based Hiring

1. Increased Retention and Engagement: Employees hired through these approaches are more likely to stay longer and be engaged at work because they fit well with the job requirements and company culture (Gallup, 2017). When employees’ skills and competencies align with their roles, job satisfaction and productivity tend to increase.
2. Greater Diversity and Inclusion: Removing unnecessary degree requirements opens opportunities to diverse candidates with varied experiences, contributing to a more inclusive workforce. This diversity can enhance team creativity and problem-solving (Cascio & Aguinis, 2019).
3. Improved Performance: Studies have shown that structured, evidence-based selection methods improve job performance (Schmidt & Hunter, 1998). Organisations can improve overall performance and competitiveness by accurately matching candidates to job demands.
4. Addressing Skill Gaps: Skills-based hiring allows companies to fill critical skill gaps by accessing a wider talent pool, including STARs. This approach is particularly valuable in fast-evolving industries where specific technical skills are in high demand.

Conclusion

As job interviews evolve, blending skills-based and competency-based approaches emerges as a strategic way to enhance the hiring process. This method offers a balanced view of a candidate’s capabilities and potential. With initiatives like “Tear the Paper Ceiling” leading the charge, organisations recognise that effective hiring requires looking beyond traditional qualifications to uncover true talent.

Implementing a blended approach can unlock a broader talent pool, reduce bias, and lead to better hiring decisions. By integrating skills and competencies, companies can build a more inclusive, effective, and future-ready workforce—one that truly reflects the diversity and dynamism of the modern job market.

More on Interview Techniques

Skills-Based Hiring: Transforming Ireland’s Employment Landscape

Exploring the Perfect Fit: Insights on Workplace Culture and Personal Growth with Dr. André Martin – Podcast

Lars Schmidt: Redefining HR and Empowering the Next Generation of People Leaders– Podcast

Sources

Tear the Paper Ceiling. (n.d.). “The Paper Ceiling.” Retrieved from https://www.tearthepaperceiling.org/the-paper-ceiling.

Boyatzis, R. E. (1982). The Competent Manager: A Model for Effective Performance. John Wiley & Sons.

Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). “A Review of Structure in the Selection Interview.” Personnel Psychology, 50(3), 655–702.

Cascio, W. F., & Aguinis, H. (2019). Applied Psychology in Talent Management. Cambridge University Press.

Gallup. (2017). State of the American Workplace Report. Retrieved from https://www.gallup.com.

Lievens, F., & Chapman, D. S. (2011). Recruitment and selection. In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology (Vol. 2, pp. 135–176). American Psychological Association.

McClelland, D. C. (1973). “Testing for Competence Rather Than for Intelligence.” American Psychologist, 28(1), 1–14.

Pulakos, E. D. (2005). Selection Assessment Methods: A Guide to Implementing Formal Assessments to Build a High-Quality Workforce. SHRM Foundation.

Schmidt, F. L., & Hunter, J. E. (1998). “The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings.” Psychological Bulletin, 124(2), 262–274.

Spencer, L. M., & Spencer, S. M. (1993). Competence at Work: Models for Superior Performance. John Wiley & Sons.

Introduction

Music has been an integral part of human culture for millennia, serving as a source of entertainment, a means of expression, and a tool for communication. In today’s modern workplaces, music is more accessible than ever, thanks to streaming services and personal devices. Employees often plug in their headphones to drown out distractions, elevate their mood, or find a rhythm in their tasks. But how exactly does music influence work productivity? Can the right playlist make us more efficient, or does it sometimes hinder our performance?

This article delves into the relationship between music and productivity, exploring how different types of music affect various tasks, the psychological mechanisms at play, and practical tips for harnessing music’s potential to enhance work performance.

The Multifaceted Impact of Music on Work Tasks

Repetitive or Monotonous Tasks

Music can be a powerful ally for repetitive or monotonous tasks—such as data entry, assembly line work, or filing. Studies have shown that music helps to reduce feelings of fatigue and boredom, making such tasks more enjoyable and less taxing. According to research published in Nature, listening to music during repetitive work can improve concentration and increase speed and accuracy. The rhythmic elements of music can help workers maintain a steady pace, effectively synchronising their movements with the beat and enhancing overall efficiency.

Creative or Analytical Work

The impact of music on creative or analytical tasks is more nuanced. These tasks require a high level of cognitive processing, problem-solving, and deep concentration. In such cases, music—especially complex music with lyrics—can become a distraction. A study featured in Oxford Academic found that background music, particularly when it includes lyrics, can interfere with reading comprehension and information processing. The brain may struggle to parse language from the music and the task, leading to decreased performance.

Music as a Mood and Motivation Modulator

One of the most significant effects of music is its ability to alter our mood and motivation levels. Upbeat music can inject energy into a sluggish morning, while calming melodies can soothe nerves before a big presentation.

Boosting Positive Emotions

Music triggers the release of neurotransmitters like dopamine and serotonin, which are associated with pleasure and happiness. An upbeat song can elevate mood, increase arousal, and enhance motivation. This positive emotional state can lead to greater engagement with work tasks and increased productivity.

Reducing Stress and Anxiety

Conversely, slower-paced, calming music can reduce cortisol levels, the body’s primary stress hormone. In high-pressure work environments or during stressful tasks, such music can create a soothing backdrop that promotes relaxation and focus. A study cited in the Inquiries Journal highlighted that music therapy could effectively reduce anxiety levels, suggesting potential benefits for stressful work situations.

The Importance of Music Selection

Not all music affects us in the same way. The genre, tempo, complexity, and presence of lyrics can significantly influence how music impacts our productivity.

Instrumental vs. Lyrical Music

Instrumental music is generally more conducive to maintaining focus, especially during tasks that involve reading, writing, or complex thought processes. Without lyrics, there’s less linguistic interference, allowing the brain to concentrate more fully on the task. Many professionals choose classical music, ambient soundscapes, or instrumental jazz.

On the other hand, music with lyrics can be distracting, mainly if the task requires language processing. The words in the music may compete for cognitive resources, making it harder to concentrate. However, for some individuals and tasks, lyrical music may not pose a significant distraction and might even enhance mood and motivation.

Tempo and Rhythm

The tempo of music can also play a crucial role. Fast-paced music tends to be more stimulating, increasing heart rate and arousal levels. This type of music might be beneficial for tasks requiring quick thinking or physical activity. For instance, a graphic designer might find that an upbeat playlist helps generate creative ideas more rapidly.

In contrast, slower-paced music is associated with calmness and can aid in tasks that require sustained attention and precision. A software developer debugging code might prefer a slower tempo to maintain a steady focus.

The “Mozart Effect” and Genre Considerations

The “Mozart Effect” refers to the theory that listening to classical music, particularly compositions by Mozart, can temporarily enhance spatial-temporal reasoning abilities. While some studies have suggested a potential link, the effect is not universally accepted, and its applicability to productivity is debated.

More importantly, personal preference and familiarity with the genre play significant roles. If a person dislikes classical music, forcing it upon them is unlikely to yield positive results. Similarly, a genre that one finds engaging and enjoyable may provide the right emotional and cognitive environment for increased productivity.

Personal Preferences and Individual Differences

The Role of Personality Types

Personality traits influence how music affects an individual during work. Research has indicated that introverts and extroverts respond differently to background music. Introverts are more likely to find music distracting during complex tasks. Their sensitivity to external stimuli means that music can overload their cognitive resources, leading to decreased performance.

Conversely, extroverts may thrive with a certain level of background stimulation. Music can provide the external arousal they need to maintain focus and engagement, potentially enhancing their productivity during tasks that hinder introverts.

Mood Congruence and Familiarity

Matching music to one’s current mood, known as mood congruence, can also impact productivity. Listening to energetic music can amplify that positive state if someone feels upbeat. Conversely, if they’re feeling anxious, calming music can help stabilise their mood.

Another factor is familiarity with the music. Familiar songs are less likely to be distracting because they don’t introduce new auditory information that the brain feels compelled to process. This familiarity allows the music to fade into the background, providing the benefits of mood regulation without the cost of attention diversion.

Limitations and Considerations

While music has the potential to enhance productivity, it’s not a universal solution. Several factors need to be considered to ensure that music helps rather than hinders.

Task Complexity and Music Choice

Even instrumental music might be a distraction for highly complex tasks that require significant cognitive resources. Silence or ambient sounds like white noise may be more appropriate in such cases.

Volume and Disruptive Elements

Music played too loudly can be overstimulating and may impair concentration. Similarly, songs with sudden tempo changes, high levels of dissonance, or unexpected elements can draw attention away from work tasks.

Individual Variability

People’s responses to music are highly individual. What enhances productivity for one person might be distracting for another. Personal experiences, cultural backgrounds, and associations with certain types of music all affect how music affects us.

Practical Tips for Incorporating Music into Work

To harness the benefits of music while minimising potential drawbacks, consider the following practical strategies:

Opt for Instrumental or Ambient Music

Choose instrumental music or ambient sounds when working on tasks requiring concentration and cognitive processing. Genres like classical, jazz, lo-fi hip hop, or electronic ambient music provide a backdrop that can enhance focus without the interference of lyrics.

Use Familiar Music

Listening to music you’re already familiar with reduces the likelihood of distraction. The brain doesn’t need to process new auditory information, allowing you to maintain focus on your work.

Match the Tempo to the Task

Align the energy level of the music with the nature of your task. Upbeat music can be motivating for tasks requiring high energy or physical movement. Slower, calming music may be more appropriate for tasks that require meticulous attention to detail.

Be Mindful of Volume

Keep the volume at a moderate level. The music should be audible but not overpowering. This balance helps prevent overstimulation and ensures the music remains a background element.

Personalise Your Playlist

Curate a playlist that suits your preferences and work style. Experiment with different genres and observe how they affect your productivity. Remember that self-awareness is key; pay attention to how different types of music impact your focus and adjust accordingly.

The Case for Silence

It’s important to recognise that sometimes, the best environment for productivity is silence. If you find that music, in any form, distracts you or if your work demands intense concentration, embracing a quiet environment might be the optimal choice. Noise-cancelling headphones or quiet workspaces can help minimise auditory distractions.

Conclusion

Music’s relationship with productivity is complex and highly individualised. It can be a powerful tool to enhance mood, increase motivation, and make work more enjoyable. For repetitive or monotonous tasks, music often serves as a beneficial companion, reducing feelings of boredom and fatigue.

However, music can sometimes be a double-edged sword for tasks requiring deep cognitive engagement. The type of music, its complexity, the presence of lyrics, and its volume all play crucial roles in determining whether it aids or hinders productivity.

By understanding the psychological mechanisms at play and being mindful of personal preferences and task requirements, individuals can make informed choices about incorporating music into their work routines. Whether selecting the right genre, adjusting the volume, or choosing silence when necessary, intentional use of music can significantly enhance work performance.

In the end, there’s no one-size-fits-all answer. The key lies in self-awareness and experimentation. By paying attention to how different sounds affect your focus and productivity, you can tailor your auditory environment to support your work effectively.

More on Focus

How to focus and become indistractable with Nir Eyal – Podcast

Schopenhauer and the Workplace

The Paradox of Attention

Game Changer: Mindset Mastery with Christian Straka – Podcast

Sources

• Nature: Forrester, N. (2023). Sounds of science: how music at work can fine-tune your research. Nature, 616(399-401). https://doi.org/10.1038/d41586-023-00984-4
• Oxford Academic: Dobbs, S., Furnham, A., & McClelland, A. (2011). The effect of background music and noise on the cognitive test performance of introverts and extraverts. Applied Cognitive Psychology, 25(2), 307–313.
• Inquiries Journal: Dolegui, A. S. (2013). The Impact of Listening to Music on Cognitive Performance. Inquiries Journal, 5(09).

These studies and articles provide valuable insights into how music affects cognitive performance and productivity. They emphasise the importance of context, individual differences, and task complexity in determining the optimal use of music in the workplace.