As we step into the year 2023, corporate leaders are faced with an ongoing challenge of a rapidly changing business environment. For a few of my clients, I am seeing them face a very pressing and unfortunate issue - navigating the challenge of layoffs. This has created a sense of uncertainty and fear among employees and highlighted the importance for them to navigate - purposefully,  transparently, and with care and compassion.

The Heart of the Leader

Recently, I observed one of my executive clients communicate a very difficult message to his team that 50 jobs would be eliminated. Each one of the employees in the room was directly impacted. He delivered the news clearly yet compassionately as he explained the circumstances, acknowledged the impact of the decision, and offered space & uncomfortable silence for the individuals sitting in front of him to process the news best.

He put himself in the shoes of his employees - many tenured and committed for years to the organization - and took a heart-centered approach to share the difficult news. In navigating the challenge of layoffs, he met his employees in a place of empathy, went off script a little where necessary, and did his best to hold the space they needed to receive the news. He showed up as an intentional leader during a difficult time, and his actions served as an excellent example for other executives to follow.

In my book, Lead with Heart & Leave a Legacy, I talk about my own experience as a corporate executive faced with communicating a layoff. The lack of progress against the company strategy led to a top-down decision to execute a reduction in the workforce across the organization.  

It was a heartbreaking day, but my team needed a sincere, transparent, vulnerable leader.  The experience taught me the importance of leading with care and compassion during difficult times and proved to be the best approach in minimizing impact on the people. 

Three Ways Intentional Leaders Can Minimize the Impact of Layoffs on Employees

When navigating the challenge of layoffs, intentional leaders prioritize taking steps to minimize the impact on their employees. They do this by adopting a heart-led approach that focuses on transparency, compassion, and being connected.

Here are three things that intentional leaders do when navigating the challenge of layoffs:

  1. Communicate with Transparency
    When communicating with employees, leaders who want to navigate layoffs effectively must be transparent and honest. It is essential to clearly explain the reasons behind the layoffs and what steps the organization is taking to help affected employees. This can help alleviate some of the anxiety and uncertainty often accompanying layoffs.
  2. Show Deep Care & Concern
    It is important for leaders to show empathy and compassion towards their employees during these difficult times. This means taking the time to listen to employees, acknowledging their emotions, and showing genuine concern for their well-being. Leaders can demonstrate this by providing support and resources to employees during and after the layoffs.
  3. Pay Attention to Remaining Workers' Concerns
    After a layoff, the remaining employees may feel overwhelmed, anxious, and uncertain about their own future with the organization. It's important for leaders to pay attention to their concerns and make personal connections to understand how they are really doing. Leaders can organize one-on-one meetings, hold group discussions, and encourage open communication channels to create a space where employees can express their feelings, ask questions, and share their thoughts. This approach can also help identify potential issues and areas for improvement within the organization.

The Power of Intentional Leadership

For my executive client, how he chose to communicate the devastating news influenced how those individuals reacted and accelerated their ability to process through the change. While life-changing, they felt supported and mirrored their leader's calm sense of commitment.

The year 2023 will continue to present many challenges for corporate leaders, including the ongoing issue of layoffs. By communicating transparently, showing care and compassion, and being mindful of the concerns of their remaining employees, corporate leaders can navigate the challenge of layoffs while minimizing employee impact and fostering a culture that will thrive in the years to come.

If you are a corporate leader looking to develop intentional leadership skills in your organization and cultivate a culture of care and compassion even in the most challenging of times, I invite you to work with me

May is mental health awareness month, so it feels like the perfect time to discuss what burnout and self-care can look like in the workplace.  

The topic of burnout is becoming a major focus for many organizations. It’s encouraging to see workplaces raise awareness of the dangers of burnout and the importance of self-care and acknowledge the significant impact of workplace stress and long hours on employee health.

But this is still an area where many leaders need to deepen their understanding of burnout and self-care – putting in the time and energy to truly care for their employees and team members.

What exactly is burnout?

Burnout is defined as Chronic workplace stress not successfully managed by employers or employees.

One important thing to note here is that the opposite of burnout is not an absence of stress, but rather the successful management of stress. Leading successful teams will always carry some stress, but if we can learn how to use self-care to appropriately handle our job responsibilities – and teach our teams to do the same – we can avoid the dangerous repercussions of severe burnout.

How does burnout show up in the workplace?

Here’s what we know is true: Teams are burnt out – it’s a global health condition at this point.

According to Gallup, workplace stress costs $300B per year and 44% of workers regularly experience burnout and exhaustion. 

These stats show us that, as leaders, we are acutely responsible for the mental health and wellbeing of our people. We must be aware of what can happen when we ignore the signs of burnout, push our teams too far, and don’t make space for proper self-care. 

I started thinking more about burnout – specifically who is to blame when it happens – after I was asked to speak about the benefits of self-care (and the negative impact of burnout). I personally experienced a serious health scare due to the burnout I suffered, which ultimately led me to make huge changes in my lifestyle and career. And I really wanted to know – whose fault is it? 

Was it my leaders’ fault for not seeing the signs and creating an unhealthy environment?

Was it my organization’s fault for creating a toxic culture and having outsized expectations?

Or was it my fault – for letting things get so bad before I made any personal changes?

As I thought about who to blame, I realized something: The better question is what can be done about burnout and self-care in the workplace?

We have all played a part in letting things get so out of hand, and I think our energy should be spent on finding solutions and creating positive change within our realm of influence.

Before we can find feasible solutions, we need to understand how burnout occurs, even in businesses that don’t intend to work their employees into an unhealthy state.

What contributes to burnout and self-care?

The world is changing at an exhaustive rate. We are always on. We have competing priorities to keep up with and everyone expects instantaneous gratification. We can always be reached. Everything is urgent

And while it’s convenient to blame COVID, this burnout culture existed long before the global pandemic. COVID simply accelerated and exacerbated the issue.

For organizations who thrived during COVID, it was game on to capitalize on the opportunity to experience exponential growth in a new segment, new category, or new industry.

For organizations who struggled during COVID, it was game on to keep the business afloat, rethink, reinvent and emerge on the other side so they could rebuild what once was.

Employees on either side of the coin were overworked with blurred lines between work and home, anxiously facing sleepless nights, worried about their job, or worried they wouldn’t appear as productive as they needed to be to save themselves if they had to.

The demands of our busy lives, coupled with the performance cultures we face in our jobs, wear us down and make burnout a real experience.

Burnout is caused by:

And these are all things that destroy performance while harming individuals.

How do we treat burnout and self-care in the workplace?

When speaking to a local news channel about burnout in 2019, I gave a suggestion to “get 7 hours of sleep” as an effective way to combat burnout. This simple suggestion garnered a snicker from the anchor – you can watch the clip here. It just shows how far we have to come, and how embedded the burnout culture truly is. 

So what are we, as leaders, supposed to do?

The solution for burnout isn’t “self-care” – and it isn’t lowering performance expectations. 

Solving burnout in the workplace requires a co-created space between employees and the company that includes ambition, drive, results, and time to rest and recharge.

Hard work should be met by equal rest. The most ambitious of your people need to be praised for recharging the same way they are praised for meeting big goals. We must remove the stigma of “laziness” and reframe genuine rest and recharging as essential components of success.

Whether you’re a leader looking for better ways to support your employee's overall well-being or an employee teetering on the edge, looking for ways to avoid burnout – here are 3 strategies to try:

  1. Get clear on expectations. Only 60% of workers know what is expected of them at work. This causes conflict between manager and employee and creates internal conflict for the employee when they place unrealistic expectations on themselves.
  2. Get comfortable disconnecting. A vacation is a great option and many employers are offering unlimited PTO, but employees aren’t taking it. Leaders need to encourage it and even consider more unconventional options, like sabbaticals. At a minimum, leaders must be aware when employees eat at their desks and answer emails in the evenings. As a leader, discourage this behavior. As an employee, stop doing these things.
  3. Get serious about a People First Culture. When an employee is able to be their best self at work, the company gets the best outcome. Employees should know what things give them energy, and be encouraged to share these with their leaders without guilt. As a leader, show you care, and ask them how you can support them in this without making them feel they have to get the company’s buy-in.

Need one-on-one help navigating burnout and self-care as a leader?

My work is centered around helping leaders become more effective while also leading more fulfilling lives. If you’re interested in working together to avoid burnout, recover from existing burnout, help your employees avoid burnout, or learn how to implement a self-care practice that prioritizes success and recharging – I’d love to chat with you.

You can contact me here to get started. 

What does life after quarantine and COVID restrictions look like? It’s a question a lot of us are currently dealing with – and I’m sharing some of my best advice for navigating the next “normal” with grace and ease.

After over a year of working from home, avoiding family gatherings, and checking in with friends and coworkers over Zoom, we’re exhausted. We haven’t hugged our loved ones or spent quality time with our friends or colleagues in person. The mental, emotional, and physical toll of our collective isolation is significant. But we have also discovered that we are more resilient than many of us even thought possible.

We have created a new integrated life, where work and home became a unique blend for many of us. We’ve discovered unexpected blessings, new priorities, and positive experiences amidst the chaos of pandemic life.

It is now time to decide what served us and be deliberate and intentional about what we carry forward into the next normal.

Are We Going Back To Normal?

I often hear from my clients, friends and family that they are anxious to "go back to normal." The truth is, we can’t ever go back. Things have fundamentally changed: in public spaces, work environments, and social settings. There will be no “going back to normal” at any point.

But this isn’t as dire as it sounds. In fact, I believe we all have a rare chance to live life with great intention, as we move into the next “normal.”

We shouldn’t want to go back. Remember that hamster wheel of life that was constantly spinning – late nights at the office, over-committed calendars, making time for everyone but ourselves? We have had a year (or more) to adjust and leave much of that life behind, and if we are intentional about moving forward, we can avoid ever falling back into those toxic patterns.

What Should We Bring With Us Into Life After Quarantine?

Despite the stress and disruption of a year-plus of COVID-restricted life, there are a whole host of positive things we can bring with us into our next normal. The key is in taking time to reflect on what we have learned about ourselves and truly come to appreciate since March 2020.

Living life with intention as we move forward is the only way to avoid falling back into bad habits. It took us over two months to adjust to social distancing and COVID restrictions, but we can fall back into our “old normal” way of life in as little as two weeks if we aren’t diligent.

Examine your life now:

Once you are aware of these shifts and the positive things you would like to keep, you can take steps to ensuring they remain part of your life.

Learning to Set Boundaries

You have reflected on your life since March 2020 and identified the changes, routines, and expectations you’d like to keep. Maybe this looks like closing your laptop at 4:30 and spending half-an-hour with your kids before you start dinner prep. Maybe it means keeping your morning walk. Or maybe you’ve fallen in love with having small blocks of unscheduled time in your week that you want to protect!

Learning to set boundaries will help you protect the things that serve you.

Boundaries are limits we set with others that establish what behaviors we will allow and what we will not. Setting healthy boundaries can feel uncomfortable if you’ve never really used them before, but boundaries actually help us enjoy our relationships and avoid stress, anger, and conflict.

We can’t ever go back to life before COVID, but we can create boundaries to protect the things we have gained and come to appreciate since experiencing quarantine, social distancing, and COVID restrictions. You owe it to yourself to move into the next normal as strong, healthy, and balanced as possible.

I know that learning how to set boundaries can be challenging, which is why I created this helpful resource designed to help you determine your personal standards and then set healthy boundaries to protect those standards.

I invite you to download this resource and spend some time working through it. You’ll be amazed at how your healthy boundaries will help you create and protect a life that serves you and your highest values.

Life after quarantine doesn’t have to mean falling back into your harmful or undesirable circumstances. It just takes a little intention to live the life you want.

The last few months have been a true awakening and forced us to recognize what is most important in our lives. 

Similar to the personal health crisis I faced a few short years ago, for all of us, this global health crisis is bringing our priorities into focus - health, family, relationships, time, happiness; and creating an inventory of what we need to be strong and prepared to continue to push through.

This defining moment in history and in our lives has made us more aware of what changes are needed.   

  • For those always in control of everything - they have been forced to let go and narrow their focus to those few things they can control. Liberating and freeing in so many ways.
  • For those addicted to the adrenaline rush associated with being on the hamster wheel of life – they have been forced to slow down and allow their thoughts to surface. No longer able to quiet their mind by being on the go.
  • For those who took relationships for granted, only concerned with their own agenda, getting what they needed, and moving on – they have been forced to work harder to access relationships. Intentional in building deeper connections to advance the ball forward.
  • For those who have been blindly walking through life, taking the expected path but not quite feeling happy or fulfilled – they have been forced to face their fear and challenge their comfort zone. Inspired to take a step toward change and more joyful life.

Let’s face it…many of us have spent a good part of our lives waiting for the inspiration to do something different, to make a bold change. This world crisis is a defining moment and it is accelerating the shift. 

Do you want more meaning and inspiration in your life and career?

Now is the best time to take yourself out of what you do, the job you are in, the path you are on, the success you are tied to, and focus on the things that inspire you and that give you energy. It is up to you to create your own inspiration.

This doesn’t mean that you have to walk into the boss’ office tomorrow and quit, abandon your current business or make a complete career transition.

If you want to make a change but don’t know where to start, don’t know what you really want, or are fearful of leaving old measures of success behind, there are a few things you can do to take control and take the first steps:

  1. Find Capacity – Give yourself the space to let in new thinking. Think about the areas of your life that are draining your mental real estate. What worries zap your energy? If you cleared then out, would it create the room you need to make a change? What is the one thing that needs to be considered or resolved for you to progress?
  2. Define Who You Want To Be – Get in tune with who you are when you are happiest and most fulfilled. Think about a time when you were operating at your best. What strengths and characteristics did you leverage effortlessly?
  3. Act – Take small steps toward your goals. What do you need to do as part of the preparation for making changes? List these things and start acting on them.

You have options and there is no better time to define your success on your own terms, achieve it by your own rules, and build a life you're PROUD AND INSPIRED to live...

If you are feeling ready to face your fears and take the first brave step forward toward a more meaningful and fulfilling life and career, please join my next zoom webinar on June 9: Redefining Success: The First Steps Toward Change.  I will share more detail on how you can take back control and introduce you to the 8 Steps in creating a one-of-a-kind Heart-centered Women's Blueprint to re-engineer all aspects of your life and increase confidence and satisfaction in your career & your next great chapter overall.


Engaged and inspired by smart business leaders who manage it all, personally and professionally, Tricia plays the role of coach, accountability partner, advisor, and consultant. Drawing on experiences, skills, and HEART, Tricia helps others elevate their leadership and develop new possibilities in how they show up and how they engage every day.

The United States is in a state of emergency due to the COVID-19 pandemic. If your organization wasn’t already crisis planning, they certainly are now.

For the past year, I have been watching the “message from our CEO” emails, the social posts, the news (now that is enough to scare anyone!) and can’t stop thinking about how much we learn about people during times like this…how much we learn about our leaders.

There is no doubt that the impacts of this situation are far-reaching as organizations pull back spending, freeze travel, update work-from-home policies and look to protect the health and safety of their employees and customers.  

It is the right thing to do.  Some leaders have managed their organizations through crisis before and for others, they lack the experience.   


I have experienced it before, and I am seeing it with my clients now.  It is times like this when intentional leadership is needed most.


Show up with a sense of responsibility and commitment to your organization and role model the behavior you want people to follow.  

Engage personally with people, listen to their fears, and communicate openly and transparently. Acknowledge the challenge and help people know that you have their best interest at heart.

Most crises come on quickly and it is critical to jump into planning, make swift decisions, move people to action, address the external constituents.

But it is also critical to take a breath and think through the plan to lead your people through the situation.

Here are four things you can do as an Intentional Leader. Show up as your best self and as the leader your employees need you to be:

  • Remain in Control – Of your leadership team

  • The worst thing you can do is overreact which brings fear, panic, and self-interest into the picture.  All eyes are on you so maintain self-control by projecting a sense of calm. 

  • Don’t minimize the situation as you can come off as inauthentic but use facts (not fear) to balance the reality of the situation with the emotions of the people.

  • Overcommunicate – With your team members

  • In absence of information, people fill in the blanks. Be visible and explain the steps being taken.  Be transparent, clear, and timely in sharing information.  

  • Recognize the fluidity of the circumstances and commit to regular updates that keep everyone focused forward together.

  • Provide Perspective – Long term big picture

  • Help your people see the bigger picture…the world on the other side of the crisis.  Remain positive and encouraging as your organization pushes through the discomfort and uncertainty. 

  • When necessary, stand back from the action and reassess.  Solicit input within the organization but pull in outside advice when necessary.

  • Crisis Resolution – Emerge stronger

  • Don’t waste the crisis! When the challenge is finally over, it is important to de-escalate and restore operations but that doesn’t always mean “business as usual”.  Ask for feedback, capture lessons learned, and identify long last improvements that can be made.

  • Most importantly, explicitly thank and recognize people for what they achieved.  Acknowledge the disruption and express gratitude for their continued support, focus, and commitment during a difficult time.

  • As painful as it is, a time like this is an opportunity to practice the type of leadership that is needed.   To effectively and successfully lead through the most difficult and uncertain situations.

  •  – inspirational, connected, present, mindful – 

Embrace the challenge, be intentional in your how, and new ways of thinking will arise. You will get past it with an understanding that you can face a crisis, like COVID-19, head-on, and be a better leader for your organization in the long run.


Tricia is a global business leader, author, and certified executive coach. Her unique corporate background gives her a clear understanding of the personal and professional challenges that senior business leaders face today. 

She brings real-life expertise around talent, culture, and leadership to every coaching engagement and is committed to helping individuals, teams, and organizations accelerate performance.

Tricia believes this can be done with authenticity and by staying true to personal values, beliefs, and leadership styles.





Tricia Manning © 2024 All Rights Reserved.
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