Increase financial literacy, get educated, adopt an agile, lifelong learning mindset, periodically unplug from social media, advocate for changes to our educational system to improve the skills of critical thinking, creativity, and decision-making, do what you can to reduce your impact on the planet, and understand when you’re being played by politicians and the media. We are all in this together. Support your neighbor, get to know individuals from other cultures and other parts of the world.

I can’t put enough focus on the value of education and good decision-making that’s accompanied by a lifelong learning mindset as ways to reduce stress and anxiety. Too many in our society are on auto-pilot, going through the motions of life. Life is happening to them. Self-reliance developed through learning and education coupled with better decision making skills is the path to making things happen in your life and taking control of your narratives and outcomes.

For many of the early twenty-somethings in my class, stress and anxiety were highlighted as blockers to their ability to achieve their desired future state. They frequently find themselves spinning and, as some characterized it, paralyzed, by their anxiety. My heart breaks when I hear their stories, but I also know that we can do something about the current state.

A key point here is that life and financial security is all about choices and decisions. Make better decisions and you will be better off.

So what’s the connection to business? For you to succeed in your role, to be a difference maker to your colleagues and to your clients, you have to believe. Yes, you must have a baseline of technical skill and proficiency that’s laid down through years of education and training, but for the next presentation, for this sales pitch, for this budget defense, put in the work and then believe in yourself and the capabilities of your team. Have their backs so they have yours. Timidity and self-doubt at both the individual and team levels represent the fast-pass to mediocrity and disappointment.

This week, we’re going to continue the discussion on the cultural impact of return-to-office policies and their impact on employee engagement by looking at the other side of the coin—the actions of employees. When talking about organizational culture and employee engagement, it’s critical to recognize that employee engagement is a two-way street.

Nothing says “I don’t trust you” more than draconian HR policies that are spread like peanut butter over the employee population in an attempt to snare a few bad apples who are likely disengaged and working against the best interests of the company and the rest of the team. The solution? Improve the skill level of managers across the organization through intentional learning and development programs and make it clear through incentives that excellence is rewarded and poor performance/disengagement are not. The bad apples will opt out and head for more fertile pastures to apply their mediocre skills and display their poor work ethic for all to see.