Productivity
What is Imposter Syndrome and How to Overcome It?

- Do you take constructive criticism personally?
- Do you feel that you fooled everyone again every time you succeed?
- Are you scared that it is just a matter of time before youâre âfound out?â
- Do the smallest flaws in your work give you a shiver?
- Do you believe that you are going to get fired because you donât deserve your job?
- Do you have a little voice in your head that is constantly criticizing almost everything you do?
- Do you think that your successes are owed to timing, luck or possibly computer error?
- Do you believe, âIf I can do it then anybody can?â
If so, join the club! đ
Thoughts like these are signs of imposter syndrome.
What is imposter syndrome?
First described in a 1978 study, psychologists Pauline Rose Clance and Suzanne Imes said that people who struggle with imposter syndrome âmaintain a strong belief that they are not intelligent; in fact, they are convinced that they have fooled anyone who thinks otherwise.â

Letâs get one thing straight: imposter syndrome doesnât discriminate. It doesnât matter who you are or what you do, it can happen to anyone. It doesnât matter if youâre a student, an employee or a manager. You can experience this psychosis. That persistent inner voice telling you that youâre faking it and that your achievements are the result of luck, not merit? Itâs real.
What is imposter syndrome (also known as the imposter phenomenon or fraud syndrome)? In short, it is feeling like the imposter when youâre not, like you are a fraud on the verge of being revealed to the world. It is a sign that you apply exceptionally high standards to yourself that donât correlate with how you view others. The fear of being âunmaskedâ stems mainly from peopleâs anxiety about revealing their true selves in private while others project a different image to the outside world, which is even more pronounced in the age of social media. Not only the fear of failure but also social comparisons and the desire to be perfect are symptoms of healthy ambition gone wrong â in other words, impostor syndrome.
According to research, nearly 70% of people have felt like an imposter at some point in their lives. Imposter syndrome can lead to clinical levels of depression and anxiety. Itâs important to remember that this isnât just a short-term issue. These kinds of repercussions can have a long-lasting impact on our sense of self and effectiveness at work. Across the globe, many people suffer in silence, including Oscar winners, holders of Ph.D. degrees, and even company directors. They feel like theyâre not as good as everyone else thinks they are. This internal battle is often neglected, making it hard for such individuals to seek help or even to speak about the issue.
Types of imposter syndrome
Imposter syndrome is like a shadow, shifting and changing shape as it clings to different corners of our lives. Itâs not just one thing â it wears many masks, each more subtle than the last. Letâs take a look at some of the most common forms it takes:
1. The perfectionist
A perfectionist lives in a world of impossibly high standards, where âgood enoughâ is never enough. They toil and sweat, always striving for flawless execution. But when the slightest imperfection rears its head, itâs all they can see â the one flaw that undoes everything. To them, any sign of imperfection is an invitation to be exposed as a fraud. Itâs a constant cycle of self-doubt, built on the illusion of perfection.
2. The expert
The expert knows so much, but somehow, it never feels like enough. They stand on a towering mountain of knowledge, yet constantly fear the moment theyâll slip, the moment they wonât have the answer. Theyâre consumed by the idea that they must know it all, that one gap in their expertise will be their undoing. Itâs as though theyâre playing a never-ending game of catch-up with themselves, always running from the feeling that theyâre not quite as knowledgeable as they seem.
3. The natural genius
Success should come easily, right? For the natural genius, anything less is a sign of failure. They expect to master something on the first try, and if it takes longer, the doubts creep in. The idea that struggle is part of the journey doesnât resonate with them. For them, if something doesnât click instantly, they must be doing something wrong. Every stumble feels like a betrayal of their own brilliance. Theyâve bought into the myth that genius should be effortless â and every struggle is a crack in that illusion.
4. The soloist
The soloist is a one-person army. They shoulder the burden of the world, convinced that asking for help is a weakness, that needing support means admitting defeat. They wrap themselves in an armor of self-reliance, afraid that reaching out will shatter the image theyâve carefully constructed of themselves. But the weight of the world on their shoulders only makes them feel more isolated, more vulnerable to the fear that theyâre not as capable as others believe.
5. The superwoman/man
The superwoman/man is a tireless force, always pushing, always striving. They juggle multiple lives â employee, friend, family member, mentor â and yet, somehow, itâs never enough. They run on empty, afraid that any moment of rest will reveal their limitations, their imperfections. To them, resting is a betrayal of their own ambition. If they arenât constantly running at full speed, they fear theyâll be caught standing still, exposed for not being the superhuman theyâve convinced themselves they must be.
Each of these types tells a story, one of fear, doubt, and the relentless pursuit of perfection. But the truth is, no one can escape the shadow of imposter syndrome entirely. The more we recognize these faces, the closer we come to understanding how to quiet them â or at least learn to live with them.
The role of social media in imposter syndrome
Letâs face it: social media is a double-edged sword. On one side, it allows us to communicate with friends and family, stay informed, and express our creativity. However, it promotes imposter syndrome. Every swipe through Instagram, LinkedIn, or Facebook appears to display wonderful lifestyles, careers, and people. Itâs as if the world is full of successful entrepreneurs, shining influencers, and corporate rockstars, while youâre just trying to get through the week.
When everyone elseâs highlight reel is flashing before your eyes, itâs hard not to think, âWhy do I feel like an imposter?â After all, they have their dream job, their dream body, and their dream vacation. You, on the other hand, have a pile of laundry and the vague hope that youâll someday remember to make that dentist appointment. But thatâs the beauty of the imposter syndrome social media style: it thrives on comparison. We compare our behind-the-scenes to everyone elseâs best angles, meticulously edited for perfection. And surprise â we always lose that comparison.
The issue here is that social media gives us the illusion of a perfect world. Itâs easy to forget that no one posts about the hard days or the countless hours spent behind the scenes. Thereâs no #BehindTheScenesOfSuccess hashtag. Instead, we see photos of people effortlessly crossing the finish line, and we canât help but think, âWhy canât I do that?â The truth? They probably canât either â at least not all the time.
Of course, the irony here is that while imposter syndrome feeds off comparisons, social media is the biggest culprit in turning us into perpetual comparers. We scroll, we compare, and we feel worse about ourselves. Repeat. Meanwhile, everyoneâs out there pretending that their life is picture-perfect, posting about their promotion while youâre still waiting for the coffee machine at work to start functioning again. Social media isnât just about the âlook how great my life isâ posts â itâs about shaping a narrative that we then internalize as the only narrative. Spoiler alert: itâs not.
So, what can we do about this? First and foremost, remember that social media is a highlight reel, not a documentary. If youâre reading through and feeling bad about yourself, it might be time to put your phone down for a moment. Take a step back and remember that the people you respect most likely struggled to reach where they are now. And while youâre doing it, celebrate your own triumphs, which are just as genuine as the filtered lives you see online.
A few more facts about imposter syndrome
As I said before, Clance, one of the first psychologists to identify imposter syndrome, defines it this way:
Most people who experience the Imposter Phenomenon (IP) would not say, âI feel like the imposterâ. Even though they are often very successful by external standards, they feel their success has been due to some mysterious fluke or luck or great effort; they are afraid their achievements are due to âbreaksâ and not the result of their own ability and competence.

Joyce M. Roche, author of âThe Empress Has No Clothes: Conquering Self-Doubt to Embrace Success,â describes imposter syndrome as:
Imposter syndrome is the fear and self-doubt that causes people to question their abilities â even in the face of success â and to constantly search for external validation. Simply put, it makes it difficult to recognize and celebrate oneâs strengths and accomplishments.
Whatâs more, although the syndrome has touched approximately three-fourths of the worldâs population, it often goes unrecognized. Those who suffer from imposter syndrome are extremely scared of failure, mistakes, and negative feedback from others. As a result, imposter syndrome can limit exploration and the courage to dig into new experiences.
The discouraging paradox is that getting better at your job doesnât seem to make imposter syndrome disappear. The higher you climb up the corporate ladder, the more likely you are to become a victim of feeling like an imposter at work.
It should be mentioned that even though imposter syndrome is a popular research subject, thereâs still a great deal of uncertainty about its causes.
Why do your colleagues (or maybe you) suffer from imposter syndrome?
To begin with, imposter syndrome is a problem partly caused by social media. Everyone hides their efforts but reveals their achievements there. People present themselves as successful brands on social media, an impression that often does not equate with reality. People sometimes forget this fact and compare themselves to these âbrands.â It leads to unhealthy personal expectations. Since we all try to present ourselves as shining stars, the standards have risen extremely high.

Other researchers have noticed that imposter syndrome is related to the gig economy, where temporary jobs are commonplace and turnover is huge. We have thousands of career options. We exist in a highly competitive environment, and our professional environment is constantly reminding us that we should be the best. This can be damaging and confusing to our self-esteem and mental health.
Moreover, many fields of business, especially digital ones, are fast-paced and changeable. It is what makes business ownership and startups so interesting and challenging at the same time. That also means that you regularly have to deal with things you donât know, and everyone tells you âyou need to learn them ASAP.â The pace of technological change is faster than ever; itâs hard to stay on the cutting edge unless you can learn on the fly.
Similarly to social media and the gig economy, another contributor to the problem is overworking, writes Julie Bort in Business Insider. Some companies not only expect their workers to work 50- and 60-hour weeks but also tell them that âreal specialists should love their work so much that they do it in their spare time too.â Sadly, these long work hours actually kill productivity and strengthen the effects of imposter syndrome.
To sum up, no one can be sure what the exact cause of imposter syndrome is, but ever-increasing social comparisons, the competitive nature of todayâs professions and businesses, the pressures of perfection, and the fear of failure are all cited as contributing factors.

Downsides of having imposters in your startup or small business team
Imposter syndrome can result in thoughts like, âI donât know what Iâm doing, but I feel like I should do something, so Iâm going to pretend I have it all figured out.â It can affect anyone, from CEOs to developers. Your business, whether itâs a startup, a small business, or a large enterprise, may experience serious consequences if you have a large number of people who are faking their way through the workday.
Imposter-led startups use different metrics to make themselves look better, and prioritize motion over progress, and their startups may suffer from vanity-driven decisions. Check out these three common symptoms of imposter syndrome in your team:
1. Poor crisis management
Imposter leaders spend more time solving problems than preventing them, and they tend to try to solve the same problem over and over again.
2. Decision-paralysis
To the imposter, thereâs nothing more terrifying than making the wrong decision and being proven incompetent. He or she wonât make a decision until they have all the answers, which of course they never will.

3. Denial of fear
Everyoneâs afraid of something. But people who suffer from imposter syndrome are internally shaken with a fear of potential failure, even if they never outwardly show it. Their startup is failing? Not a possibility. Letting their team down? No chance. Theyâre 100% in control at all times. Or so they want you to think.
Any of those symptoms sound familiar? Weâve all been the imposter at some point in our lives. Of course, feeling like a fraud at work is not enjoyable. But what if we can find a silver lining to this self-doubt?
The good side of being an imposter
As it turns out, having imposter syndrome can actually be a good sign. How so? People with imposter syndrome tend to be perfectionists, which means theyâre highly motivated and more likely to spend extra hours working to make sure they excel in every single field. So if you do suffer from imposter syndrome, chances are youâre doing a pretty good job đ
How to overcome imposter syndrome?
Here are several practical exercises on how to overcome imposter syndrome.
1. Be sincere to yourself
Itâs easy to tell yourself that your fear is down to imposter syndrome and then let it go. The first step to dealing with this is to identify it. The first step is to face the facts and admit that you have a problem. Our biology makes self-doubt a practical thing, and so is recognizing it in ourselves. Itâs important to remember that everyone, at some point in their life, has experienced imposter syndrome. Even those who are successful can struggle with it. Youâre not alone in this fight.
2. Share your fears
Imposter syndrome grows in isolation. So donât hide your fears! If youâre afraid of something, there a good chance that others probably are too. Like you, they have been too afraid to say anything. Break the silence. Talk with trusted friends or professional colleagues. It would also help to find a mentor in your field who understands the details of your job.
The only person who expects you to have all the answers is yourself. Make room for collaboration. Your team probably knows you donât have all the answers anyway, so stop pretending. You canât work together effectively without full transparency.
3. Make decisions, even bad ones
The consequences of a bad decision are rarely worse than the consequences of indecision. The truth is, that most of your decisions will be wrong. And that is okay and natural because you will be able to make a better decision with the information you have after a failure. So get over yourself, make a decision, measure your productivity, and adjust properly.
Being wrong doesnât make you a fraud. Nobody is perfect. Losing is just a part of the game.

4. Stop comparing yourself to others
This is a must if you want to learn how to overcome imposter syndrome. If you look at other peopleâs Facebook or Instagram feeds, everyone seems to live bright and easy lives. But what you see there is a filtered look at reality. You donât see failures on social media because those donât get as many âlikes.â We share what makes us look better.
You arenât here to live the life of another person. Live your own life, not someone elseâs. Donât fall into the trap of letting othersâ opinions dictate your actions. Shut down Facebook and Instagram and start to respect your own experience.
5. Accept your role in your successes
We feel like the imposters because we are unable to accept our successes. We were given an opportunity that others werenât. And so nothing weâve achieved after that opportunity was actually deserved.
Think about how long you could realistically dwell on these ideas. How did you seize that chance and make the most of it? But think of plenty of people who were given the same opportunities and didnât make the most of them. As they say, luck favors the prepared. Let me put it this way: the outcome of your effort is always down to how much work you put in, your skills, and how well you time things.

6. Keep a file of people saying nice things about you
Every time someone writes you something good, take a screenshot and put it in your folder. When you feel like the imposter you can go look through the stories of people you have helped. Collect your wins, testimonials, or whatever, and then visit them when you are feeling like a fraud.
7. Admit that perfection doesnât exist
It just doesnât.
Thatâs it.
Which of the previous tips seem useful to you? Comment below đ
Be aware of the imposter syndrome
The world we live in is the result of a lot of brave people trying and failingâand only succeeding once in a while. Youâre not an imposter for trying something that might not work out. Youâre a hero.
Keep in mind that obstacles are frequently the catalysts for growth. Failure is a chance to grow and learn, not a sign of weakness. Your flaws are what make you stronger, therefore thereâs no need to hide them.
Bit by bit, complete the tasks at hand; identify the issue, appreciate the little things, and donât be scared to seek assistance. Taking proactive measures to better understand yourself and practice self-compassion will help you slowly shift your perspective from one of âI feel like an imposterâ to one of âI am growing and learning.â
Productivity
11 Ways Communication Can Help Professional Coaching in Online Setting

In the age of screens and emojis, itâs no wonder that coaching has taken a digital leap. Professional coaching in an online setting is the new talk of the town. And with good communication, you can take it to some great heights!
Gone are the days of face-to-face sessions and awkwardly trying to balance a latte while taking notes. Now, you can coach clients from the comfort of your pajamas, or, letâs be honest, from your favorite pair of fuzzy socks.
Picture this: renowned coaches like Tony Robbins, Robin Sharma, and Rich Litvin have ditched the traditional coaching game and hopped on the digital bandwagon. Theyâve traded in their briefcases for laptops and their office walls for virtual backgrounds.
And why not? The professional coaching market is projected to skyrocket to a whopping $4.5 billion by 2028, according to Forbes. Itâs like hitting the jackpot but without the flashing lights and cha-ching sounds.
If you are considering venturing into the online coaching world or want to enhance your coaching practice with good communication, this article is for you.
But before we dive into the nitty-gritty, letâs address the elephant in the digital room, shall we?
Unmasking the guru aka professional coach in a digital setting
Now, letâs meet the star of our show: the professional coach. Picture a regular coach, but with a digital twist. Theyâre like your personal cheerleader and accountability buddy, all rolled into one virtual package. But hereâs the kicker â they donât do the whole âin-personâ thing.
Professional coaches have embraced the wonders of the digital era, harnessing the power of video conferencing platforms and online resources to guide their clients toward success. Say goodbye to the days of commuting and hello to the magic of a virtual meeting room. Who needs a stuffy office when you can create your coaching empire from the comfort of your own home?
These tech-savvy gurus work with clients to define their goals, develop actionable plans, and provide the tools and expertise needed to conquer the tasks at hand.
And with good communication as their secret weapon, a professional coach can take the industry by storm. Effective communication skills are the key to their success in unmasking the guru within them and delivering exceptional coaching experiences.
5 types of professional coaching you should know about
Now that weâve cracked the code on professional coaching, letâs take a whimsical journey through the wonderland of coaching programs. Here are five types of coaching programs that will make your coaching business soar.
1. Executive coaching: where CEOs find their fairy godmother
Online executive coaching is among the most popular programs available for C-suite executives, business owners, and high-level managers. An executive coach helps top-level leaders establish team synergy, train them in problem-solving techniques, deal with change management, and implement new ideas.
2. Sales coaching: turning sales warriors into superstars
Online sales coaching is a skills-oriented coaching program in which a sales expert trains and mentors aspiring sales professionals. With online sales coaching, youâll embark on a quest to master the art of closing deals and smashing targets. Through mock conversations, role-playing, and invaluable feedback, a sales expert will train and mentor you to engage with clients of all shapes and sizes.
3. Team coaching: unleashing the power of collaboration
Team coaching is a type of online group coaching in which team members learn about collaboration and establish team dynamics through different challenges. If your organization is in need of some harmony and cross-functional magic, team coaching is here to save the day. Together, youâll break down barriers, build bridges, and create a symphony of success. Itâs like a team-building retreat without the trust falls and awkward icebreakers.
4. Holistic health coaching: finding zen in a digital world
In a world full of deadlines, stress, and Zoom fatigue, taking care of your well-being is essential. Enter the realm of online holistic health coaching, where wellness warriors guide you on a journey of self-discovery. These virtual gurus help you focus on your physical, mental, emotional, and spiritual health. Whether youâre seeking work-life balance, better nutrition, or a moment of Zen amidst the chaos, these coaches have got your back. Itâs like having your wellness genie ready to grant your wellness wishes.
5. Transformational coaching: from ordinary to extraordinary
Online transformational coaching is one of the most popular types of virtual coaching programs designed for individuals looking to transform their morning motivation, habits, lifestyle, appearance, and personality to find greater fulfillment in life and achieve different professional and personal goals.
The role of communication in setting up professional coaching
Starting a professional coaching business opens up a world of opportunities, allowing you to leverage technology, connect with clients globally, and embrace the flexibility and scalability that the digital landscape provides.
In this chapter, weâll explore the 11 essential steps on how communication can help you when stepping into professional coaching.
1. Finding your coaching business idea
The first thing you need to do when starting a coaching business is come up with an idea.
Fortunately, you donât have to do something thatâs never been done before. Instead, you can search online for trends in the coaching industry.
Remember, people will pay for your skills and experiences.
So, ask yourself, âWhat are your strengths?â
For instance, if youâre a successful real estate investor or stock trader, you can coach others looking to venture into the industry using real estate software.
You can also create a short course based on your investing or trading expertise to provide a more complete learning solution.
Role of communication: Effective communication allows you to understand your strengths and identify the skills and experiences you can offer to potential clients. It helps you articulate your ideas clearly and concisely, making it easier for others to understand the value you bring as a coach.
2. Pick your niche
Today, you can find hundreds of coaching business ideas with a simple Google search.
However, you have to follow a formula that works for you. Remember, the purpose of coaching is to help others solve problems or adopt new skills and habits.
So, you need to pick a niche that youâre good at to be successful.
Some of the most popular niches in the market include:
- Life skills (public speaking, emotional intelligence, confidence, etc.)
- Family (household management, relationships, birth coaching, etc.)
- Personal development (career counseling, fitness, etc.)
- Leadership
- Finance
- Marketing and sales
- Digital transformation
- Pet handling
- Spirituality
- Health, etc.
Role of communication: When selecting a niche, good communication enables you to communicate your expertise and specialization effectively. For example, if youâre interested in developing your finances, a student loan debt coach could lend their expertise on topics like how to refinance private student loans or complex financial strategies to attract clients looking for guidance in this area.
It helps you convey to potential clients how your coaching services can address their specific problems or help them develop new skills and habits.
3. Determine your target audience
Once you have an idea and a niche to target, you need to understand who your clients are.
In the beginning, this might be difficult since your coaching services might not appeal to everyone.
However, you should have a good sense of your ideal clients.
The best way to do that is to understand the pain points in your area of expertise.
For example, if youâre a canine behaviorist specializing in handling different dog breeds, your target audience would be owners struggling to handle their dogs.
Role of communication: Understanding your target audience requires effective communication to gather insights into their pain points and challenges. By actively listening and engaging in meaningful conversations, you can tailor your coaching approach to resonate with their needs and aspirations.
4. Establish your coaching model
Next, you need to determine whether you want to coach clients individually or as a group.
One-on-one sessions will allow you to focus on one client at a time and offer more personalized advice and guidance.
In contrast, group coaching will allow you to coach multiple clients in a single session. More importantly, it will provide clients with the chance to work on their goals together without the need to be physically present at a designated venue.
In other words, you can help them create a sense of community and build accountability from anywhere.
You can prompt clients to stay motivated through continuous social support. Because people are generally more inclined to show up for sessions when they know other members are doing the same.
So, there are fewer chances of them making excuses, especially since theyâre potentially just a few taps or clicks away from joining a session via a communication tools.
Role of communication: In choosing whether to coach individually or in groups, good communication ensures clear and transparent communication with clients about the benefits and outcomes of each approach. It allows you to set expectations, address any concerns, and foster a sense of community and accountability among group coaching participants.
5. Choose your professional coaching business name
Once you complete the steps above, itâs time to choose a name for your professional coaching business.
This will be the first step you take to create your brand. Most online coaches use their names and put âcoachingâ or âconsultingâ at the end.
Using your name also improves search engine rankings, meaning your site or information will likely appear on the first page of results.
Role of communication: Communication plays a significant role in creating a memorable and impactful business name. It helps convey your coaching brandâs essence and positioning to potential clients, making it easier for them to connect with your services.
6. Create your coaching program
Now that you have a name for your coaching business, youâre all set to create a signature professional coaching program for your clients, encompassing everything from structure to steps and resources.
For instance, if youâre a career coach looking to help clients switch careers, your program should include the following:
- An assessment of current job satisfaction levels and reasons for switching
- A review of your skills, expertise, and experience
- Upskilling and reskilling consulting sessions
- Job hunting and interviewing consulting sessions
- Transition management, etc.
Role of communication: Effective communication is essential in designing a comprehensive coaching program. It allows you to clearly define the structure, steps, and resources involved, ensuring clients understand the value they will receive and the outcomes they can expect from your coaching.
7. Pick your coaching platform
In recent years, thereâs been a rapid influx of online coaching platforms on the market. These solutions contain various tools you can use to set up and run a digital coaching business.
Common tools include:
- Tools for scheduling sessions
- Video meetings
- Marketing funnels
- Built-in legal documents, such as client agreements and terms and conditions
- Google spreadsheets
- Website hosting (Bluehost, WP Engine, etc.)
Some coaching platforms also serve as marketplaces where you can promote your coaching business to thousands of potential clients.
Role of communication: Internal communication tools and platforms are the backbone of digital coaching. Choosing the right platform and utilizing its communication features effectively enhances your ability to connect with clients, schedule sessions, and provide ongoing support.
8. Procure your business tools
As you set sail on your professional coaching voyage, donât forget to equip yourself with the essential tools of the trade. While there are dedicated coaching platforms available, you can also curate your own toolkit to meet your specific needs.
Communication is key, so consider leveraging some collaboration tools to keep your client interactions seamless and engaging. And letâs not forget about the financial side of things. Make sure to have reliable payment tools like PayPal or Stripe in your arsenal to streamline transactions and ensure smooth sailing in the realm of online payments.Â
Tip: Since youâre offering coaching services online, you need to protect your digital assets from cybersecurity threats. To do this, opt for an anti-malware solution to detect and eliminate threats like viruses, adware, worms, spyware, and more. You should also add additional layers of protection to enhance security further.
For instance, you can get VPN software to hide your IP and traffic and prevent data tracking. Many coaches often operate from public locations like cafĂŠs, libraries, airports, etc. by accessing public Wi-Fi networks. Using a reliable VPN provider, they can also prevent spoofing, hacking, and other threats.
But this doesnât mean you shouldnât protect your home network too. Now, you may be wondering, âIs private internet access safe?â Unfortunately, hackers may still penetrate your home network and get access to your sensitive information. Itâs crucial to take measures like installing a reliable VPN software to prevent this from happening.
Role of communication: Good communication helps ensure smooth client interactions and seamless collaboration. Utilizing collaboration tools enables effective communication and engagement, while reliable payment tools facilitate seamless transactions, reinforcing trust and professionalism.
9. Work out your rates
Next, you need to figure out how much you value your expertise. The easiest way to do this is by researching the market rates, especially for your niche.
Initially, you want to make your rates lower than the market average to attract clients. However, your marketing should be spot on. For example, instead of offering a lower price, you can offer 50% off for the first month.
Or, you can offer a lower price for clients looking for annual subscriptions or packages.
Doing so will make your offer look more attractive. The last thing you want potential clients to think is that your rates are lower because youâre new to professional coaching.
Role of communication: Communication plays a vital role in pricing your coaching services. By researching the market rates and effectively communicating the value you provide, you can set appropriate rates that attract clients while maintaining your expertiseâs perceived worth.
10. Create a marketing plan
Once you have your platform and coaching program ready, you need to devise a marketing plan to attract clients.
Remember, coaching businesses are transactional. Therefore, your content should be designed to foster long-term relationships and prompt potential clients to reach out to you.
You can use different mediums of communication to find the right clients, including:
- Social media (Facebook, LinkedIn, Instagram, YouTube, etc.)
- Coaching platforms
- Pay-per-click advertising
- Blogging
- Influencer marketing
- Podcasts, etc.
To speed up the process, we recommend tapping into your personal network â friends, family, colleagues, students, etc.
You can meet them in person initially, send emails, or send personal video messages.
Role of communication: A well-designed marketing plan relies on effective communication to reach and engage potential clients. Leveraging various communication mediums, such as social media, blogging, and personal outreach, enables you to effectively convey your coaching servicesâ benefits and foster long-term relationships.
11. Set up your coaching contract
Once you have ideal prospects, you need to set up a contract outlining the terms and conditions of your services. Coaching contracts typically include the following:
- Your programâs description
- Schedules
- Rules
- Payment terms
- Expectations and responsibilities
- Confidentiality, etc.
Role of communication: Clear and concise communication is essential in drafting a coaching contract that outlines the terms and conditions of your services. It ensures that both you and your clients have a mutual understanding of expectations, schedules, payment terms, and confidentiality, fostering a professional and transparent coaching relationship.
5 benefits of stepping into the world of professional coaching
1. Access to a wide array of clients
Online professional coaching, especially when done in group sessions, allows you to target a wide array of clients from different localities, cities, states, and even countries.
Although traditional in-person coaching offers more personalized learning, group coaching is a way to reach more people with less effort. Make sure to know who you want to reach and learn about your audience, whether itâs Generation X, Millennials, or Generation Z.
2. Online professional coaching saves time
By starting an online professional coaching business, you can avoid some of the time-consuming tasks associated with traditional in-person coaching. For example, you donât have to physically meet a client at a specific location for sessions. Moreover, you wonât have to worry about office logistics, security, or other aspects of operations.
Remember that if you want to work from home, you have to have a good routine in place and learn how to avoid distractions and stay productive.
3. It makes scheduling easier and more flexible
Setting schedules can be incredibly challenging in a traditional hands-on coaching model due to time limits. You have to sift through emails, texts, and phone calls from different clients and work with strict timelines.
By adopting a remote-only model, you and your clients donât have to worry about commuting to a specific location for sessions. Since sessions are online, you have a lot more flexibility when planning session timing.
4. You are your own boss
Perhaps the biggest benefit of starting a professional coaching business is being able to control lots of aspects of it. Since youâre your boss, you can manage every element, from planning to execution and analysis, much better compared to traditional coaching, including:
- Mission and vision
- Coaching style, routine, and rules
- Structure
- Operating budget
- Time management
- Channel selection
- Coaching niche (finance, fitness, personal development, etc.)
- Customer service
- Marketing
- Work style
Although offline coaching allows coaches to offer in-person sessions, it doesnât provide the same level of flexibility in most of the elements above.
For instance, renting out a space and procuring equipment can take away a significant chunk of your operating budget.
Moreover, when marketing your offline coaching services, most of your target audiences will be from your locality since they would have to physically visit you for sessions.
Furthermore, by opting for traditional offline sessions, you would have to adhere to strict schedules with little or no room for adjustments.
5. Less investment at the start
Finally, by setting up an online professional coaching business, you can significantly minimize your initial investment and recurring expenditures.
For example, you wonât have to set up an office/coaching facility and invest in different audio-video equipment.
Secondly, you wonât have to worry about paying different utility bills or commuting to various locations to meet clients.
With these benefits, you can enjoy more profit and survive for longer periods without clients.
Summing up on professional coaching
The possibility of being coached from the convenience of your home has made professional coaching incredibly popular in the post-pandemic age.
This coaching model offers several lucrative benefits, including more flexibility in terms of schedules, anywhere-anytime access, on-demand support, and privacy.
As a result, many coaches are rapidly shifting away from traditional practices and setting up online professional coaching businesses.
If youâre looking to do the same, you can use this 11-step guide to simplify and accelerate your transition.
Productivity
How to Make Your Company Mentally and Emotionally Healthy? Expert Tips and Practices

Emotions. Feelings. Healthy mind, body, and soul⌠We donât usually talk about this âstuffâ at work. For goodnessâ sake, we are making money! We donât have time for all these âsentiments,â right?
Well, not really. Our emotional health is precious by itself. But since we are talking business here, let me quote a number.
According to the Deloitte study, the total cost of mental health to employers is ÂŁ1,035 per employee.
Did you get it? Employers could save over ÂŁ1000 per employee if companies foucsed on mental health. (These are the UK statistics, but I bet theyâre similar in many countries.)
If we want our businesses to thrive, we should start taking mental health in companies seriously.

In that spirit, our team prepared an exclusive piece of content for you.
We talked to Yurii Kravchenko, a top business and organizational consultant, about â5 psychological threats to businesses.â
How do we assess mental and emotional health issues in organizations? What should we do to keep our companies healthy?
We are happy to share some great insights with you.
5 psychological threats to businesses (and how to handle them)
The concept weâll be talking about was originally developed by Yurii. He doesnât claim it to be comprehensive. However, itâs well-designed enough to provide some profound insights about mental and emotional health in our companies.
Iâm going to retell you the whole concept as explained by its author. Each âpsychological threatâ is associated with a particular character in the biblical Book of Revelation. These metaphors might help in better understanding the threats of emotional and mental health. Iâve also included some expert tips on how to eliminate a possible danger and some suggestions on where to learn more about it.
In truth, Iâve slightly adapted the concept for better understanding. But I did my best to leave the key ideas untouched. So, hopefully, after reading this article, youâll know how to make your company more healthy and happy.
So here are the five threats:
1. False righteousness

Hereâs an example
I used to work in a company where physical presence was the most valuable asset. Each morning, the boss would enter the open-plan office, look around at his workers, smile contentedly, and retreat to his private office. The company wasnât thriving, though. The KPIs were fudged. People did their best to be seen at work but actually showed little success. However, everything seemed spick and span from the outside.
Thatâs why, in theological context, this threat relates to the horseman on the white horse. The color white speaks for purity â or false purity â in our case.
Hereâs a description
I bet youâve already captured the idea of the first threat. âFalse righteousnessâ is all about seeming good and fair, while in reality, things might actually be messy. Thereâs always the other side of the coin, and everyone has a shadow when exposed to light. And quite often, we are afraid of it.
Itâs great to explain this threat by talking about absenteeism and presenteeism. Absenteeism â a regular absence from work â is a bad thing, right? Most managers appreciate having their subordinates in the office. But does it actually yield benefits? Our expert Yurii fights a popular belief:
Just because we drove our workers into the office or simply made them obedient doesnât mean they will be present at work with their hearts and minds.
He proceeds with talking about presenteeism, a situation when people want their employers to see they are working hard:
Low absenteeism: âEverybodyâs at the office. All is wellââ this can cover a lot of presenteeism. Employees can be physically present at work but emotionally and energetically absent, not contributing to business processes.
The antidote to presenteeism would be the âheart-head-handâ model developed by Nossrat Peseschkian, a famous German psychologist and founder of positive psychotherapy. We need to be present at work not only with our heads but also with our hearts and hands. Then we are truly working.
What to do?
It could be healthy for every team to discover their own âfalse righteousness.â Are there any facts, numbers, or processes considered trouble-free but in fact having a nasty effect? Does presenteeism take place in your company? Managers can bring up these topics at meetings with HR. Itâs all about open communication and speaking the truth while also being respectful.
Where to learn more?
Yurii recommends Otto Kernbergâs book, âIdeology, Conflict, and Leadership in Groups and Organizations.â Some entrepreneurs could recognize themselves in the cases provided in this text, although itâs not bedtime reading. Two other useful books are âAlpha Male Syndromeâ by Kate Ludeman and âThe Leader on the Couchâ by Manfred F.R. Kets de Vries.
2. Fratricidal war

Hereâs an example
A Europe-based company creates products for a Silicon Valley tech giant. As the business of the smaller firm thrives, its owner and a product manager come to California to discuss further collaboration. The guys from the tech giant give a very warm welcome to PM, with whom theyâve been interacting daily. The business owner, however, whom they hardly knew, is given the cold shoulder. He is hurt, and once they are back in Europe, he starts mobbing the PM in front of the staff. And there a fratricidal war beginsâŚ
This case, shared with me by Yurii, describes the second threat. And since we are talking about a war (a big conflict) in a company, the horseman rides the red horse in theological context.
Have you ever experienced fratricidal war in an organization? Iâm sure we all hadâŚ
Hereâs a description
Put simply, when a fratricidal war begins, resources go to the wrong places. People come to work with some strength and stamina. But they direct their efforts toward mobbing the colleagues and making them miserable and nobody cares about emotional health. They act out their âlife scenarios,â start unnecessary conflicts, depreciate each otherâs efforts, etc.
When explaining this threat, Yurii uses the term âpsychodynamics.â It describes âmental and emotional forces that developed earlier and affect our present behavior.â Put simply, it redirects our precious resources from the future to the past. People are basically looking back all the time instead of looking forward.
Thatâs a curious GIF to illustrate the threat. Because, you know, wrestling is a make-believe fight. While âfratricidal warâ is violent in nature, it can be seen as a game, which is quite dangerous. Hereâs Yuriiâs explanation:
When it comes to the fratricidal war in a company, there is an illusion that we are not bored, that life goes on, and we are busy doing something. But this energy is spent neither on achieving goals nor on creating products. Itâs directed to the past, not the future.
âThe most dangerous mobbing,â he adds, âis the one justified by the power of the leader,â like in the example listed a few paragraphs above.
What to do?
As mentioned, top managers and HR professionals can usually handle the first threat on their own. But starting with the second threat, it might be healthier to seek out the other expertsâ help. When the âfrictidal warâ is going on, this help should come from outside a company. Because those who work in it can hardly stay calm and unbiased. An organization could invite an external business coach. Despite having little power, he or she can serve as a mirror for those who work within the system. This might help a company get to the root of the problem and resolve a conflict.
Where to learn more?
Some works of Wilfred Bionâs and his followers can shed light on how to build an emotionally intelligent team. The British psychoanalyst wrote a lot about group processes and dynamics, discovering the basic assumptions of groups, such as dependency, fight-flight, and pairing.
3. Disbalance, exhaustion and burnout

Hereâs an example
A few years back, I worked at one of the best newsrooms in the country. My colleague clearly had burnout and nobody was paying attention to mental health. She was a journalist specializing in medicine, doing very difficult news pieces about children who needed urgent treatment. She even fought authorities to make some law amends that help kids get medical help and survive. I remember her coming to the office absolutely exhausted. Later, she took almost a 2-month vacation. Luckily, it helped, and she got back to work.
In the theological context, the third horseman has not a weapon but a âtoolâ in his hand. Itâs a pair of scales, which in our case may symbolize the balance of life.
Hereâs a description
The threat shows up when a lot of energy has gone to the wrong places. Thereâs probably no single word for describing it. Itâs a triad: disbalance, exhaustion, and burnout. When physical and emotional powers are drained and we are not focusing on our mental health, people lose the meaning of what they do. Teams are exhausted.
The concept of burnout has been actively developed since the 1970s. The approach presented by Christina Maslach and Susan E. Jackson highlighted the scientific view on the issue. There are four stages of burnout. First, people are just tired. Second, not only do they lose energy, but also joy and pleasure are gone. At the third stage, a job loses its meaning and value. The fourth stage is a breakdown and this is where you start losing your emotional health.
Clearly, achieving âwork-life balanceâ is a solution. At the same time, our expert came up with another term:
The term âwork-life balanceâ might seem misleading. Iâm against using it because it assumes that âworkâ is not âlife.â Staying healthy means we live our lives fully â not only after but also at work. Thatâs why Iâd say itâs a question of âlife balance,â not âwork-lifeâ balance.
To recognize the threat, HRs can assess the emotional capital of employees. Can workers take up their additional resources in challenging situations? If they tend to burn out facing the slightest challenge, the threat is dangerously close.
What to do?
As mentioned, to face the second threat, we could invite a business coach who is familiar with group processes. But when it comes to the third threat, this skill might not be enough. In this case, companies need an expert with profound knowledge of human nature and personal psychology. Therefore, life coaches and corporate therapists might help on mental and emotional health. Also, companies can run regular health checkups to assess burnout, as it inevitably affects our bodies.
What to read?
The Austrian psychotherapist Alfred Langle and his colleagues working in the field of existential therapy can share some profound insights on how to deal with burnout. The book âLiving Your Own Lifeâ by Sylvia Laengle available in English might help.
4. Subtle chronic daily stress

Hereâs an example
This is going to be serious and alarming. A few years back, one of my colleagues actually died at work. Cardiac arrest â as doctors say â probably occurred because the girl worried too much. She was a scenarist for a very successful TV project. Despite working hard, she was always full of energy, and nobody saw the tragedy coming.
This terrible story describes the fourth threat. The horseman is âpaleâ and has neither a weapon nor a tool. In our context, it means we might not assume he poses a danger.
Hereâs a description
This threat sounds similar to the previous one, but Yurii distinguishes them clearly. The possible danger this âhorsemanâ carries is hard to notice. Certain people who suffer from chronic stress simply grin and bear it, assuming that things are the same at work.
Hereâs how Yurii puts it:
Some people do not respond to stress by becoming burned out. They get used to the small, chronic pressure that builds up with time. They talk about experiencing âdifficultiesâ or even âchallenges.â This can result in a sharp transition to burnout, which, of course, should be prevented.
Yurii proceeds with explaining that modern immunology considers stress to be our number one enemy. Casual chronic worries are the most harmful and toxic, and they may cause oncology or autoimmune diseases or trigger a heart attack.
To diagnose the threat, HRs could assess stress levels, defining micro- and macro-stressors and their impacts. It may turn out that some seemingly smaller challenges, like everyday meetings, cause much more stress than actual work.
What to do?
The recommendations are similar to the ones listed for the previous (third) threat. Coaches and therapists might work one-on-one with company workers, including top managers. The key goals would be finding life balance, identifying stressors, and dealing with them in a constructive way. Again, medical tests might reveal our true exposure to stress because we can actually deceive ourselves by thinking âall is fineâ. Only if your physician says your immune system is great might you not be really affected by chronic stress.
Where to learn more?
Nossrat Pezeshkian, the world-famous author and psychologist mentioned earlier, has some profound tips on how to handle everyday stress and its consequences. His book âPositive Psychosomaticsâ and others could be a nice read for those interested in body-mind psychology and restoring life balance.
5. Pathological organizational system

Hereâs an example
Recently, my close friend was hired by a respective higher learning facility. By the way, itâs quite popular; many people are excited to get there â either to work or to study. However, each time she entered that revolving door, she started feeling bad. When she was out of the office, she would sigh a sweet breath of relief. A lot of closed-door meetings, colleagues muttering to each other, and multiple double-talks drove her crazy. Luckily, she quit in a month or two. As she discovered later, the facility was extremely corrupted.
The theological metaphor describing this threat is actually spooky â itâs a creature with heads and horns. Yikes!
Hereâs a description
âWell, this is an ugly system,â Yurii explains. Very often, when we face this threat, itâs too late for troubleshooting â a company hangs by a thread. We should renew quite a lot, starting with the organizational structure.
Hereâs the expertâs take on recognizing the threat:
We should look at the people who enter and leave a company. If a person is usually well, but at the office they feel bad and toxic, this might be a telltale sign that the organizational system is in trouble.
To assess a threat, we should lootake self-care measures, seek help from life coaches or (corporate) therapists to find the cause of a problem; run a medical check-upk closely at how people feel in the first month or two on the job. In most cases, it becomes clear within a half-year whether a system is seriously troubled.
Many destructive processes take place in a pathological system. Gaslighting could be one of them, meaning that workers or even bosses attempt to make a colleague believe that he or she is going insane.
What to do?
As mentioned, when it comes to the last threat, itâs hard to do anything. But if youâre up for a challenge, expert help is crucial. This is where consultants specializing in organizational design step into the game. They identify dysfunctional aspects of work flow, realign them to fit your business goals and develop plans to implement the new changes. Be ready for a long and meticulous job.
Where to learn more?
Exploring the ideas of holacracy and sociocracy might help, as well as expert materials on how modern organizations are redesigning their structures.
[Tweet-bottom âThe term âwork-life balanceâ might seem misleading. Iâm against using it because it assumes that âworkâ is not âlifeââ]
Wrapping up
So far, weâve discussed 5 psychological threats to businesses
- âFalse righteousnessâ that can be eased up by putting some seemingly good practices under question and leaders having frank conversations with HR specialists.
- âFratricidal warâ which is easier to be recognized and stopped with the help of experts from outside a company.
- âDisbalance, exhaustion and burnoutâ. In this case, life coaches and therapists can help in restoring life balance.
- âSubtle chronic daily stressâ which can be diagnosed not only using psychological tests but also via medical screening.
- âPathological organizational systemâ which means the structure of a company needs to be redesigned.
5 Psychological threats to businesses (and how to handle them) â checklist
- đď¸ False Righteousness
âIssues? We donât have any. Everythingâs perfect.â
đ Are we denying or ignoring real challenges?
đłď¸ Have we checked for blind spots (e.g. presenteeism)?
đ¤ Have HRs and top managers discussed hidden tensions?
â Solution: Identify ignored issues with leadership & HR
đ Read: Otto Kernberg â Ideology, Conflict, and Leadership in Groups and Organizations
2. âď¸ Fratricidal War
âLetâs give hell to the guy in the next cubicle.â
𧨠Are there unresolved office conflicts or team fights?
⪠Are we stuck in the past instead of moving forward?
â Solution:
đ§âđź End squabbles early (HR + team leads)
đ§ââď¸ Resolve deeper conflicts with external help (coach, mediator)
đ Read: Wilfred Bion & his followers
3. đ Burnout & Exhaustion
âIâm trapped⌠whatâs the point?â
đ Are team members physically and emotionally drained?
đŻď¸ Are we ignoring clear signs of burnout?
â Solution:
đ§ Promote self-care routines
đŁď¸ Offer coaching or therapy support
𩺠Encourage full medical check-ups
đ Read: Alfred Langle & existential therapy
4. â Chronic Daily Stress
âIâve been tired for months⌠itâs fine.â
đ¤ Is subtle, ongoing stress being overlooked?
đ§ Are we masking fatigue with caffeine and habit?
â Solution:
đ¨ Recognize the danger early
đ§ââď¸ Support rest and recovery
đŠââď¸ Involve coaches, therapists, or even immunologists
đ Read: Nossrat Pezeshkian â Positive Psychosomatics
5. đ§ą Pathological Organizational System
âI feel crazy at work â and itâs not me.â
đ§Š Is the system itself damaging mental health?
đ Are decisions unclear, unfair, or chaotic?
â Solution: Redesign with expert help
đ Read: Holacracy & Sociocracy models
A healthy company culture means:
đŁď¸ Honest yet respectful communication
đ§ Staying connected to values and mission
đŻââď¸ Promoting collaboration, not rivalry
âď¸ Maintaining life-work balance
đ Seeking expert support when needed
We live our lives fully â not only on weekends, but also at work.
Is health in organizations a real thing?
After hearing about all these threats, we became a little stressed ourselves. So we asked Yurii if emotional and mental health were possible at all. Hereâs his take on the issue:
Health is not just the absence of disease â itâs a continuously changing state. So the dynamic well-being is possibleâthe intention towards well-being where values and results matter.
In other words, the more unhealthy a company is, the less alive its employees feel. In this case, people donât fully live after work because they are tired and messed up. If a company is healthy, people do live at work â not only at the weekends.
Thatâs nearly all! We hope you enjoyed our take on psychological threats to businesses. Feel free to post your feedback, comments, and questions below.
Productivity
6 Productive things to do: Gain More and Lose Less

Itâs not always obvious what kills your productivity or even goes beyond that to become a part of toxic productivity.
According to a CareerBuilder survey, about 75 percent of employers say that more than two hours of efficient work are lost every day.
It may get difficult to strike the balance between creating a collaborative environment and respecting the need for focus. Sometimes, the balance is disrupted so much that it leads employees toward toxic productivity. Letâs dig more into the matter and how we can boost productivity at work.
What is toxic productivity?

Toxic productivity is starting your workday excessively at the expense of other aspects of your personal life. Itâs a mindset that shows up as a continual drive to âdo.â
You could feel unable to relax, take any breaks, or appreciate all that you do when youâre so compelled to think about what else you âshouldâ be doing.
As more people have begun working remotely, the lines between work and personal life have blurred, and many remote workers feel compelled to âproveâ their worth. This can make it even more challenging to set the task aside and pay attention to yourself.
6 Productive things to do
Generally speaking, you may use some basic tactics to boost productivity at work, such as taking short breaks, making useful to-do lists, and avoiding social media.
This blog focuses on providing tips while avoiding any type of toxic productivity along the way. By finding the right mindset and genuine productive things to do, you can do more in less time.
There is no one-size-fits-all trick to increase productivity. However, you can try different tactics to see which one helps you the most and use it regularly.
Here are the top six of our favorite tips and comparisons on how to boost productivity at work without incorporating toxic productivity.
Tip # 1: Cubicle vs noisy colleagues
Research gives us controversial information on this subject. They say that chatty colleagues are the biggest distraction, and that sitting in a cubicle is distractive, too. Of course, thatâs very useful information, but how can an employee benefit from that? Letâs look at the facts.
On the one hand, a survey held by Ask.com found that 61% of U.S. employees agree that noisy co-workers are the biggest office distraction and productivity killer. Many employers use open space to integrate their workers into ongoing projects. But the reality is that when you are working in a big open space, there will always be someone who laughs loudly, constantly interrupts you, or walks around. For that reason, 86% of employees would prefer to work alone to boost productivity.
On the other hand, one third of office workers believe they will have more productive things to do in an âopen roomâ, as opposed to a cubicle environment. Many people say that it is hard to be efficient and creative in that type of setting. Cubicles are great for maximizing office space, but working in a cube is not exciting or inspiring.
Solution: There are always limits to working space, but employers can help their workers become more flexible. You should at least try to create a âsilence roomâ or a âsilence cornerâ where people donât talk at all, but just work in silence. If itâs impossible or if this idea fails, there are always noise-cancelling headphones.
Tip # 2: Social networking sites vs limited Internet access
Access to social networking sites at work. To be or not to be? Such a complicated issue⌠Letâs see what the statistics can tell us. Alert! Many facts and figures!
First of all, 54% of American workers who use the Internet say it is very important for doing their job. Furthermore, 92% of working adults say the Internet has not hurt their productivity at work. Imagine that less than one out of every ten working adults says the Internet has made them less productive in the workplace! But thatâs what employees think. Itâs time to give the floor to employers.

46% of online-working adults, in their turn, say their employer limits their Internet access so they have more productive things to do. Cruel, isnât it?
At first, take a look at the final fact. 21 percent of employees said they spend one hour or even more surfing the net for non-work-related information. So, it can turn into two or three hours of the work dayâŚ
Solution: Unfortunately, even if your productivity is higher with access to the Internet, the decision to block the Net can be made without your knowledge.
If you can, conduct a couple of experiments. Work for a week with an Internet connection and then without. If you are honest with yourself, youâll find which way works best for you.
If you understand that the internet kills your productivity, try to use distraction-free applications for your browser that will only allow you to visit sites you need to work with.
Tip # 3: Breaks vs solid workflow
A coffee break, after a smoke break, after a snack break and then a long self-accusation of unproductivity sin. Endless breaks creep into work hours and steal time from your productive things to do without you even realizing it. You might recognize your colleagues, or yourself. If not, you may turn out to be the next type of unproductive worker.
The next type is a workaholic, taking no breaks, even for lunch, leading to poor performance at the end of the day. Remember toxic productivity?
You may look like an exhausted ghost who doesnât want to take a rest. And your productivity ⌠is close to zero. So, how do you choose a workflow that is both productive and beneficial to your health?
Solution: If you are an employee, instead of taking a break every time your brain begins to wander, choose to schedule snack or coffee breaks intermittently throughout the day. Doing so will help you focus during your workday and boost your work performance.
If you are an employer or a team leader, encourage your team to take breaks to recharge themselves every now and then to avoid running into toxic productivity. But take a clear stand against too frequent breaks that only have a purpose of wasting time.
Tip # 4: Multitasking vs monotasking
Letâs begin with the statement that we usually confuse the term âmultitaskingâ with actually âswitch-tasking.â In fact, we donât perform two or more tasks at the same time because it is not physically possible; we just quickly switch between them. Very often this leads to so-called âtoxic productivityâ.
If you are adept at multitasking, your work schedule looks like a large book of magic inscriptions. Every minute, every second is scheduled. You feel like a captain among the raging waters of tasks. And one day you will find yourself sinking in this ocean of toxic productivity.

Why is that so? When you switch from the first task to another task, your focus doesnât immediately follow. Simulation of work replaces productivity and real results. Even if you finish the first task before another, your focus becomes divided for a long time.
Every time you start a new task, you need about 25 minutes to fully concentrate again. Calculate how much time you lose having 2 tasks per day. Five tasks? Ten tasks?
If you prefer monotasking, you devote days, weeks and months to the Big Challenge. And when you complete it, you understand that small, but equally important tasks remain undone. Therefore, you feel like an imposter cause you fail at productive things to do.
Solution: Sounds unproductive, but try to let your brain rest in between the tasks â and if it is possible, try not to jump from one thing to another too often. For example, when you are not at the office, make an effort not to look at your phone and get comfortable with silence. It will help you to build the habit to turn it offâ and stay concentrated at this very moment. This is where productivity begins.
Tip # 5: Meetings vs declining them
Do you know the feeling of taking part in meetings, where abstract concepts are discussed, where a small amount of information is received, where the goal of meeting is unclear? Sure, you know. Letâs be honest: this type of meetings is a complete waste of time.
Why do these unproductive meetings appear from time to time? Because not everyone understands the actual cost of an usual meeting.
Letâs listen to Jason Fried and Davin Heinemeier, the authors of the wonderful book called âReWork:â âLetâs say youâre going to schedule a meeting that lasts one hour, and you invite ten people to attend. Thatâs actually a ten-hour meeting, not a one-hour meeting. Youâre trading ten hours of productivity for a one hour of meeting time.â Impressive?

On the other hand, meetings are the method of creating a collaborative environment. It is unlikely you will be able to give them up. What should you do to boost productivity on your meetings?
Solution: Letâs acknowledge the fact that meetings are important for a work process. I just want to offer you several tips on how to not meetings kill your productivity:
- Meet only when there is a clear agenda,
- Set a timer. End the meeting when the time is up,
- Invite as few people as possible,
- Invite only the relevant players
- End with a clear result and make someone responsible for implementing it
You can also invest in a collaboration tool that will allow you to create plans, discuss ideas, and assign work all from a single âcommand centerâ that integrates with other applications you might be using, allowing you to focus on more productive things to do. And forget about counterproductive meetings for every little update from each team member. Read more about this issue in the next section.
Tip # 6: Social media vs team chats
Researchers found that people get frustrated if they are away from their cell phones for too long, so itâs no wonder that surfing social media tops many charts of time killers.
Remember the situation when you are going to post or tweet some promotional staff and 30 minutes later you suddenly find yourself scrolling your news feed. Apps such as Facebook, Instagram and Twitter are experts in killing productivity and provide hours of time-wasting content.
ĐĄontrariwise, you wonât deny that the key to working more efficiently is to get systems of talking to each other. According to a recent survey conducted by research firm Ipsos, nearly 50% of employees believe social tools make them more productive while 30% of companies restrict usage or undervalue social tools.
In addition, almost half (46%) of US workers said they prefer to communicate with colleagues through email, IM or phone to avoid face-to-face interactions. Just think of it! People donât want to connect with coworkers offline because it kills productivity.
Surprisingly, but employers tend to know about unproductivity that happens as a result of face-to-face communication. And 31% of them said they are willing to spend their own money to buy business communication tools. But what kind of social software will improve business communication productivity?
Solution: Shortly, the ideal choice is a team messenger. The market of team chats is diverse. Here every team can find an appropriate option depending on its needs. Team chat is an environment where you can create your own unique and productive work process. It will be the universe of your team where you and the members of your team wonât be distracted by your relatives or friends. Sounds great, doesnât it? You should try something like that.
A bonus tip: boost productivity at work by standing desks
There is one more point I would like to add about ways to improve your performance at work. A new study from the Texas A&M Health Science Center School of Public Health found that workers with stand-capable workstations were about 46 percent more productive than those with traditional, seated desk configurations over the course of six months. Sounds impressive, doesnât it?
One interesting fact of the study results is that the productivity differences between the stand-capable and seated groups were not as large during the first month. Starting with the second month, there were larger increases in productivity with the stand-capable groups as they got used to their standing desks.
Needless to say, that clean and organized desk helps set productivity levels at work.
So, what productive things actually boost performance?
Today, productivity is not about pushing yourself to the limit or skipping breaks. It is about being intentional and focusing on what really matters. It means doing more of the right things and avoiding burnout.
In this article, we shared six practical tips to improve productivity without falling into toxic overworking. From reconsidering your workspace and internet use to balancing meetings and breaks, these ideas show that sustainable productivity depends on awareness and smart habits.
Productivity is rarely just an individual issue. Often, it reflects the company culture. When leaders pay attention to early signs of problems and adjust the environment in time, employees are more likely to succeed. That is why these tips are useful not only for employees but also for managers who want to understand what affects their teamâs performance.
If you want to boost productivity in your workplace, start by creating space for focus, clarity, and well-being. When people feel supported and empowered, productivity naturally follows.
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