The purpose of holding values is not to pretend that identifying with them alone makes us good people. Rather, it’s to help us change our behaviour to grow in the direction of our values.

We don’t choose growth values based on who we believe we already are. Rather, we choose them in areas where we see room for improvement.

With self-compassion, we help ourselves accept and bear the fear and pain that arise when we see and own the truth of what is driving our dysfunctional behaviour.

Self-compassion gives us a space of inner psychological safety, which enables our natural curiosity and intelligence to come to the fore.

When these principles of conscious feedback are followed, the end result is psychological safety, which in turn boosts team and organisational performance.

The more we can slow down our reactive-brain reactions when receiving feedback, the more psychologically safe, constructive and growth-based our relationships and culture will be.

Image management refers to the time and energy we waste in organisations on blame, denial, deflection, defence, gossiping, politics, saving face, masking our weaknesses to make ourselves feel safe or look good.

Without self-awareness, it’s impossible to recognise your goals and ambitions and the traits you possess that will lead you to them.

There are many easy mindful coping strategies that have an immediate effect on your stress and overall mood.