33 Insights from the Duet Voices: Issue 12

This Duet Voices newsletter contains select snippets from what 33 Duet Voices (leaders in wellness, coaching, and careers) have posted on LinkedIn this week.

A concentrated dose of inspiration.

There might be something that changes your day.

Before we get into the insights,

Would you like to know how anonymous journaling can benefit your business?

How you can help yourself and your colleagues (present, past, and future)...

My fave five

I wonder... Are boundaries, as a mechanism for maintaining space, self-worth & personal power, sometimes abused, misused... or relied upon to gloss over the fact that there's deeper work to be done? To me, boundaries should be easy, comfortable, quietly powerful, peacefully held and respectful. They come naturally - an extension of your solid core self. A way to simply state your acceptable parameters and stand your ground, without needing to blame, shame or justify. Sometimes I see 'boundaries' being deployed in quite a spiky, defensive or aggressive way - and I don't want to judge that (we are where we are) - but just to highlight that it feels as though they're likely coming more from a place of wounds and work to be done, rather than true confidence and calm self-ownership. Abi Rogers

Here’s what they don’t tell you about real freedom. It's not always glamorous. It’s not just about doing what you want when you want. It can be risky and sometimes terrifying. Just like riding a motorbike.  When you twist the throttle and the bike surges forward, thoughts pop up like: Is this too fast? Is this too risky? What if I lose control? But you learn to push through the fear, to embrace it, to lean into it… And on the other side of that fear is pure exhilaration. Well, the same goes for the freedom of living life on your own terms.  It’s not just about being free to do what you want when you want. It’s about leaning into the fears that most people run away from. Alex Østergaard

No.1 mistake people make about Executive Presence. Thinking it’s all about appearance and public image. But here’s the truth: If you’re feeling like an imposter. If you’re feeling invisible at work. If you’re not being taken seriously in meetings. If your promotion keeps slipping through your fingers… it’s probably because you’re missing the “inside” game of EP. That massive foundation is what truly makes you unshakeable. EP = Clarity in your communication that inspires. EP = Confidence that radiates from within. EP = Resilience to overcome challenges. EP = Authenticity that builds trust. EP = Influence that drives results EP = Vision that leads the way. It isn’t something you “put on” for show. It’s a skill you cultivate from the inside out. Jill Avey

Feeling stuck is normal. We all assume, worry, and have fears and doubts. It's just part of being human. The trick is not to let them stop you. Most worries are just in our heads, imaginary dark scenarios we come up with. Every second person feels stuck in their jobs. Some move forward. Some stay put. So, I made this list to help everyone. If you're on a crossroad in your career, here are some considerations: Are Your Doubts Based on Facts? What Will You Miss by Staying? What Are the Potential Gains? Is Your Fear Based on Comfort or Reality? Steps to take: Question Your Assumptions - Recognise the real Obstacles - Explore New Opportunities - Evaluate Doubts and Fears - Take Small Steps Forward Every Day - Control Your Worries - Focus on Long-Term Impacts Renata Junkova

 When seen as a task, gratitude can indeed feel like "one more thing to do." We need to be careful not to make gratitude feel like just another task or obligation, instead of something genuine. If, or when, we do that, we made it another box to check. It is stripped it of its power.  Forcing gratitude can make it seem insincere, inauthentic, or rushed. But what if you see gratitude simply as a way of being? This is where the magic happens. When you embrace gratitude as a mindset, it doesn't necessarily require extra time or effort. It's about shifting your perspective and interactions with the world and the people in it, not just adding tasks to your to-do list. Kevin D. Monroe

Are you ready to lead with trust? Leadership research reveals a shocking truth: only 21% of U.S. employees strongly agree that they trust their organization's leadership. And, as leader, you can change that with these 7 powerful secrets 1.) Be Real. Share your mistakes and what you learned from them. 2.) Put Others First. Ask your team members what they need to do their best work, then help them get it. 3.) Talk Clearly. Practice explaining tough ideas using simple words. 4.) Be Exciting. Tell stories about why your work matters and how it helps people. 5.) Be Open. Have regular "ask me anything" sessions where your team can ask you questions. 6.) Have Big Dreams. Make a picture or map of your big dream and put it where everyone can see it. 7.) Bounce Back. When something goes wrong, talk about what you learned and how you'll do better next time. Steven Claes

Are you bringing your full self to work, or are you wearing a mask? Masking is something most people do in the workplace at various levels. Different types of masks all sizes and weights. It can be exhausting. In fact, according to a McKinsey report I read recently, 79% of people are experiencing workplace stress. Workloads, toxic cultures, and the pressure to conform often lead people to hide parts of themselves to fit in. But at what cost? The weight of these masks impacts your well-being and limits your ability to thrive. It takes a lot of extra energy not being yourself. I’m genuinely curious here... Do you think you are you being 100% “you” at work, or are you carrying the weight of expectations, judgment, or fear? Will we ever be mask free? One thing I do know… The more we can show up as ourselves, the more resilient, creative, and engaged we become. Penny Delve 🤸♀️

Here's the communication hack: The army calls it B.L.U.F: Bottom Line Up Front. When communicating an important piece of info, start with the outcome first. “As a result of the recent feedback, we’ve decided to bring project Fluffykins forwards to go to market by the end of Q1” A few key bullet points: - the key changes in working patterns - who is in responsible - what the deadlines are. Then a paragraph of extra detail about the impact and the benefits (the bit you’re probably used to putting at the beginning). It's crucial everyone understands quickly and this is the easiest route to getting everyone on the same page. Tanya Edgar

Today I just want to write a quick note about how to support people around you who are on the ADHD diagnosis journey. For pretty much everyone I know or who I've spoken to, a diagnosis comes at the end of a very long and difficult struggle, which tends to have daily impact on their life and wellbeing. If someone in your life is going through a diagnosis journey, here's what I'd suggest. 1.) Be encouraging. Saying things like 'oh everyone has that now' or 'oh you definitely don't have that' are unhelpful. Remember, the person would likely rather not be going through this. 2.) Be patient. Getting a diagnosis throws up all sorts of different thoughts, feelings and emotions. Ask people what they need and try to give it to them if you can. 3.) Talk. Communication is key, as is validating someone's experience. 4.) Reasonable adjustments - for those in leadership roles or in HR - diagnosis likely won't mean that people will be able tell you what adjustments they need. Be flexible. Gemma Ellison

The moment Lily sat down and tried breathwork, something shifted. She felt calmer, and more centred, simply by focusing on her breath. Breathwork helped her calm her nervous system, lowering her anxiety and giving her a sense of control amidst the chaos. Then, she added EFT tapping. By gently tapping on acupressure points while voicing her emotions, Lily unlocked powerful emotional relief. Tapping eased her guilt, anxiety, and overwhelming feelings, rewiring her brain’s response to stress. It allowed her to face her emotions head-on and release the tension she had been carrying for too long. With these two simple techniques, Lily regained her balance. Silvia Freeman

Feeling overwhelmed? Overcommitted? It's time to master the art of saying no. Here are some tips to help you say no with confidence: Know your limits: Understand what you can realistically handle. Prioritize your goals: Focus on what's truly important to you. Practice empathy: Consider the other person's perspective, but prioritize your needs. Be assertive: Clearly and politely state your boundaries. Offer alternatives: If possible, suggest other options or solutions. Remember, saying no is a form of self-care. It allows you to recharge and focus on what truly matters. Camilla Hasloch (Professional Development Lead) MAHRI, ICF, MBA (HRM)

Migrating birds like geese provide a beautiful example of balanced leadership. When flying in formation, they take turns leading, recognising that leadership is not a fixed position but a shared responsibility. The geese in the lead face the most resistance, and when they tire, another bird takes their place, allowing for sustained momentum. This teaches us an essential lesson: knowing when to lead and when to follow is critical for success. Being able to follow is not a sign of weakness; it's a demonstration of trust, humility, and teamwork. Relying on others’ leadership and recognizing when it's the right time to step back allows for collective strength and endurance. The ability to both lead and follow enhances resilience and effectiveness in any group. Kate Hayward

Defence mechanisms when faced with fear or loss: To cope, people may: 1.) Deny how bad it feels. 2.) Displace their anger onto others. 3.) Rationalise the changes to avoid confronting their feelings. 4.) Revert to childlike dependence on managers. 5.) Resistance to Change: Fear of loss makes people cling to old ways, resisting new initiatives, and holding on to outdated processes. 6.) Disenfranchised Grief: The loss of an organisational identity isn’t always openly mourned, which creates unexpressed grief. This hidden sadness can lead to disengagement and low morale. 7.) Projection and Scapegoating: People may project their anxiety onto others, blaming new hires or managers, especially if they seem to be adapting better. Marc Hogan MSc, EMCC SP

Leaders, ignorance is ok. Neglect is not. PTSD can be invisible. Grief can be invisible. Trauma can be invisible. Anxiety can be invisible. Loneliness can be invisible. Depression can be invisible. Chronic stress can be invisible. Never assume your team is fine because mental ill-health isn’t visible. Assume they’re not fine. And build a system that supports that assumption. Take it from a guy who battled depression for over a decade without anyone knowing. Jamie Humphrey

Believe it or not, it’s possible for a manager to unintentionally drain their employees of energy. Office teams are motivated when they feel secure financially, physically, and emotionally - if one of these points is off, morale drops with it. Try not to overwhelm your staff with work. If they’re feeling in over their heads or unsupported, they’ll eventually burn themselves out. Break big projects down into smaller tasks and delegate them thoughtfully. Avoid micromanaging. If managers watch their team’s every move, it makes employees feel untrustworthy. When you give employees autonomy, they feel responsible for doing a great job. And if someone is dragging their feet, be careful not to offer feedback that’s either “good” or “bad”. Instead, leave room for nuance and let them express themselves. The two of you should work together to get back on track. Kendra J.

Sometimes it can be challenging to know how to respond to someone who is going through a difficult time. Do we offer sympathy or empathy? And why does it matter? Let's start by defining these two terms. Sympathy is feeling sorry for someone, whereas empathy is feeling with them. Empathy is what allows us to connect with others in a meaningful way. It's what allows us to build relationships based on trust, compassion, and understanding. And while it may be a vulnerable trait, it's also one of the most courageous things we can do. So, the next time someone comes to you with their struggles, take a deep breath, let down your guard, and offer them the gift of empathy. Rachael Lemon 🍋

Here’s some of the gold that I discovered on a recent workshop: We know progress isn’t a straight line. Leading self is a prerequisite to leading others. Understanding our own resistance to change helps to understand others, which changes how we engage. Take the learning home, it’s not just for work. It's an individual responsibility to raise systemic issues. Utilising coaching skills for connection, understanding and creativity. It’s our responsibility to be conscious of how we show up. Pollyanna Lenkic (She/Her)

During my time in the US Marine Corps, I adopted an approach that works when the deliberate five-step risk process is impractical—when time is short, and decisions can’t wait. The approach focuses on applying risk management principles at exactly the point where they’re needed: when you’re executing a task or deciding at a moment's notice. This mindset can be condensed into a simple framework called ABCD: A – Assess the Situation: Take a quick look at what’s going on. Are there new threats? Are there unexpected changes that could derail your outcome? B – Balance Your Resources: Look at what you have available—time, people, tools, information. How can you use them to reduce risk most effectively? C – Communicate to Others: Make sure everyone involved knows the risks, the roles, and the actions. Communication is the glue that holds your response together. D – Do and Debrief the Event: Execute the task and stay alert to changes. Once done, reflect on it. What worked, what didn’t, and how can you do better next time? This method doesn’t slow you down. It keeps momentum going while helping you stay systematic and responsive—without leaving risks to chance. Paul Littlejohn

Picture the scene. I’m at a second interview with a PR agency for a Senior Account Manager position. Four members of the senior team are assembled, waiting for me to deliver a 10 minute presentation about a crisis scenario of my choice. I’m introduced to the team: “this is Nigel; this is Steve; here’s Mark; and Sarah.” Nice to meet you, I say, being too nervous to pay any attention to their names. And then I launch into my presentation: “My case study is about how I would deal with a difficult, arrogant, misogynistic client. Let’s call him Steve…” Sniggers around the room. Awkward atmosphere I can’t put my finger on. I have no idea what I’ve done wrong. It wasn’t until the end when I invited questions that Steve re-introduced himself. Awkward. Anyway, the good news is I got the job. Also, reader, I married him (I actually did). Vicki Marinker ACC

Human reactions reveal the essence of who is behind any leadership position. True leaders will… Handle setbacks with composure. Avoiding passive-aggressive behaviours. Reflect on their own leadership response. It’s easy to lead when everything is smooth sailing. But when challenges arise, your reaction is what defines the human behind the leader title. Do you… Respect personal boundaries. Realise not everything is personal. Create a safe space despite having difficult conversations. Successful leaders… Choose humility over hostility. Respond with empathy, not anger. Try to understand during adversity. Angie McQuillin

When seen as a task, gratitude can indeed feel like "one more thing to do." We need to be careful not to make gratitude feel like just another task or obligation, instead of something genuine. If, or when, we do that, we made it another box to check. It is stripped it of its power.  Forcing gratitude can make it seem insincere, inauthentic, or rushed. But what if you see gratitude simply as a way of being? This is where the magic happens. When you embrace gratitude as a mindset, it doesn't necessarily require extra time or effort. It's about shifting your perspective and interactions with the world and the people in it, not just adding tasks to your to-do list. Kevin D. Monroe

Sometimes curveballs enter our lives when we don’t expect them. Which means our safety net can get pulled from under our feet. As our brains are wired to keep us safe, when we lose our safety net, the negative voices tend to get louder. Here’s some things I would advise: 1.) It feels different when change is done to us, as opposed to being in control of that change. So, focus on what is in your control right now. 2.) Feeling overwhelmed? Make a list of everything that overwhelms you, then consider what is inside and outside your control. Let go of the stuff outside of your control, your energy is too precious to worry about it. 3.) Give yourself space for you to process your emotions and gain clarity on what’s next. 4.) Pinpoint your feelings, that will help you navigate the emotional impact of change. 5.)Surround yourself with people who are positive influences in your life and career. Consider your energy drainers and how you can limit time with them.  6.) With change comes opportunities, to learn, to grow, to meet new people, to learn new skills. There are always opportunities. Suzanne Penny

Another "Great" is going on—the “Great Detachment." People either feel "meh" about their jobs or actively dislike what they do or the environment in which they must do it. But before you make any move, it’s essential to assess whether the root of your dissatisfaction is temporary or permanent. 1.) Workplace Burnout. Are you constantly overworked and under-supported, leaving you drained? 2.) Lack of Meaning. Do you feel disconnected from the purpose of your work? 3.) Toxic Culture. Are negative interactions and mismanagement dragging down your motivation? 4.) Limited Career Progression. Has your company cut back opportunities for advancement? 5.) Economic Uncertainty. Are layoffs creating fear and stress about the future? Understanding whether these short-term or systematic issues can help you decide whether to stay or move on. Shelley Piedmont

Ever had a hug from a stranger on the carpark at Tesco? Just me? It all started when I complimented this lovely stranger on her matching red boots, jumper, bag and her matching car. She noticed I'm a runner as I was wearing a NSRRA jumper (a series of races). Explaining that I haven't ran in a while and I'm out of shape, returning after a slipped disc, she asked why and I explained I thought it's because of a mixture of things. Me not having time so cutting out strength work, my age, looking after my separated parents who both have had Alzheimers Disease for a while, it can all get a bit much sometimes and I think my body told me so. Right at this point she came over to me, arms open and hugged me. I don't go around hugging people, but this was a sincere human to human connection, so genuine. This post is to share and remind that kindness breeds kindness, from holding a lift, being a listening ear, small or big. It all counts. Fiona Ratic 🌞

A job search target is less about a job title (which can mean different things in different organizations) and more about the work that gives you energy and the problems you can solve. What work causes you to lose track of time? Be discerning about the companies you apply to - if you apply just about anywhere and everywhere, you will be applying to several companies which don't believe what you believe. What companies have a mandate you can get behind, and employ leaders and teams you can be successful with? Spend time and energy customising applications only for roles that align with what's important to you - and for jobs where you can "pass the checkmark test" (provide evidence that you meet the job criteria). Michelle Schafer

The Office vs. Remote Debate is Dead. It’s Time to Focus on What Really Matters: Connection, Creativity, and Trust. We’re still stuck debating where people should work, but it’s not about desks or virtual calls—it’s about the energy, creativity, and connection that fuels great work. The real issue isn’t office vs. home—it’s that we haven’t redefined how we collaborate and connect. The old way was about control and visibility. True leadership, though, is about trusting teams to deliver, wherever they are. What if we stopped focusing on where and started thinking about why we come together? Imagine this: Instead of dictating office days, what if we created impact weeks where everyone chose how and where they work, with one goal—to deliver results. Or if offices became creative playgrounds where we come together for deep dives, collaboration sprints, and to recharge the team’s energy? What if we let teams design their own rhythm? Dipti Shah

No one deserves to live with chronic pain. And it’s one of the most misunderstood conditions. People think you’re: - Lazy - Faking it - Finding attention. But the reality is: chronic pain changes everything. It can make you feel like you’ve lost who you are. But the good news is: It’s possible to learn how to live alongside it. Here are 10 habits that have helped me: 1.) Practice mindful movement. 2.) Breathe deeply, often. 3.) Set clear boundaries. Say no more often. 4.) Enjoy your favourite hobbies and have fun. 5.) Spend time with loved ones. 6.) Meditate to calm your mind. 7.) Journal your thoughts. 8.) Read your favourite books. 9.) Celebrate small wins. 10.) Play your favourite music. Narinder Sheena

Trauma-informed leaders role model being not just doing. They don’t just talk about the importance of self-reflection, mindful noticing, or resting. They role-model all these forms of being because they know that people will believe what they see not what they’re told. And they know that overworking is not the road to self-worth but the road to burnout. Trauma informed leaders also lead with flexibility and compassion. Trauma creates rigidity in the nervous system. They understand that people need flexibility and compassion, especially in times of stress. They are adaptable and prioritize wellbeing over rigid adherence to rules or productivity at all costs. Cristina Tiberian

One of the lesser-known effect of stress is the impact it has on our ability to make decisions, problem-solve and think creatively. Recent research by HSBC points to a phenomenon it terms “decision paralysis,” where uncertainty leads to a lack of decisive action. Approximately 26% of those surveyed reported experiencing this paralysis when faced with complex decisions, often due to fear of making the wrong choice. One of the more worrying trends is that even experienced professionals are affected. The report notes that over a third (36%) of business leaders admitted that uncertainty prevents them from living a full life, and 67% wish they could tackle decisions more effectively. Nicole Valens

I want to share five important ways you can support your career when you are going through stressful times. 1.) It is OK for work to take the backseat for a while. 2.) Utilise your safe people or policies. Who can you share your concerns or current situation with? 3.) Work on your nervous system. Think about how you feel when you are calm. 4.) Manage your “negative self-talk”. I do believe in managing internal chatter, and potential catastrophizing, which can occur when we are under pressure. 5.) Work on only what you can control. We can take up lots of time and energy on the things we can’t – when we feel out of control and under pressure, focusing on something feels constructive. When you are calmer (after following the above steps) you can better understand what you can influence, what to take ownership of and what is, ultimately, out of your hands. Clara Wilcox I Return To Work and Career Coach for Parents

It's a Hunter's Moon tomorrow... I think... A full one for sure and we are now well and truly into autumn. What does Autumn / Fall mean to you? What seasonal habits, reviews, considerations do you have? What do you need to let go of, in order to thrive into next year and beyond? What can you reap now and celebrate, or store or share with others? What would be useful to prepare now and for when? Frankly we are spoiled for choice when it comes to metaphor and maybe you believe that the moon has an effect? I may not be a believer in that myself but that doesn't make it less poignant for others. And who knows what science may find out about our brains and lunar cycles one day. Rachel Woods MSc

5 ways you can become a trusted ally. 1.) Educate yourself continuously about DEI issues and the experiences of marginalized groups. This builds empathy and allows you to approach situations with greater insight. 2.) Practice active listening and validate the experiences shared by colleagues from underrepresented backgrounds. Creating a space where diverse voices are heard fosters inclusion. 3.) Speak up and take action when you witness discrimination or bias. Challenge inappropriate comments, question unfair practices, and advocate for more inclusive policies. 4.) Support career development and mentorship opportunities for colleagues from marginalized groups. This helps break down systemic barriers and creates a more equitable workplace. 5.) Foster a culture of inclusion and belonging in your organization. Ensure that inclusivity is not just a policy but a lived practice, which drives innovation and competitive advantage. Sabrina Woods

Here are 5 actionable steps to thrive if you are age 45 and above: 1.) Engage in Continuous Learning. Learning is your best friend at any age. Take advantage of online courses, webinars and workshops to keep your skills up-to-date and relevant. 2.) Stay Updated with the Latest Technology. Keeping up with new technology is a prerequisite to staying relevant. 3️.) Network Consistently. Networking with the right people can open doors to opportunities you never imagined. Develop and nurture strong professional relationships within and outside your industry. 4.) Leverage Your Experience. Your experience is your greatest asset. Share your knowledge, mentor others, and demonstrate how your expertise can bridge gaps in evolving industries. 5.) Be Curious. Curiosity keeps you ahead of the game. Ask questions, seek and offer solutions to problems, and remain open to exploring new career paths. Daisy Wright 🌼🚀

Is scrolling LinkedIn hurting your mental health? It might be. Let's talk about doomscrolling. The term was coined related to Facebook and our brain's tendency to scroll for the negative. But what about LinkedIn? Is it immune to doomscrolling? No. It is alive and well here ... but sneakier. We scroll LinkedIn comparing ourselves to others. "I'm not posting as much as Dana." "I don't have a great job I love like Dan." "I don't get as many comments as Tammeca." The problem? We're constantly de-motivating ourselves to do what we set out to do on the platform. Whether that's sharing our thought leadership, engaging to build relationships, or any other goal. How do we get the benefits of LinkedIn without the doom? A strategy. Instead of coming here to scroll. Come with a purpose. Marie Zimenoff

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Having been an HR Ghostwriter for a decade until 2023, I am now encouraging people to find their voices rather than lend them mine.

Thoughts make more sense when you take the time to write them down.

When you share your journal (anonymously) with another person, it has more impact.

All the best, Parzival11