Jamie, a director, rushes off one call, jogs down the hallway, and flings open a bathroom door. Then she jogs back to her office and hits Join Now just as she sits down. You hear her breathless apology:

“I’m so sorry I’m late.”

It’s two minutes past the hour. She’s apologizing for having a human body.

This is overing culture perpetuated by an organizational leader. It’s the compulsive yes, the over-explaining, the over-performing, the body-erasing. It’s what happens when leaders push so far beyond capacity that they disassociate from their own needs in order to keep up. Thus signaling to others unwritten and unhealthy expectations.

I’m not a do-as-I-say kind of person. I do this boundary clarity work alongside you. And as I’ve been designing 2026 content and new offerings (sneak peak at the end), I’ve revisited what boundaries I need on my calendar in order to make some big plans happen. Setting boundaries isn’t about restricting yourself from the things you actually want, enjoy, or value.

Boundaries are about making sure you don’t self-sabotage your plans!

It’s the end of the year, and most leaders I talk to have been running on empty since mid-year. They’ve juggled expectations (including their own very high ones), absorbed organizational pressure, and pushed past their capacity time after time. And while they continue to perform, the cost is clear: declining clarity, reactive decision-making, and disconnection from themselves and their teams.

Organizations need leaders who can show up with a type of grounded presence and a deeper connection to others.

Winter is coming, and I don’t know about where you live, but it finally feels like it here in Colorado. We’re in that threshold transition time between equinoxes and solstices. And with it comes the invitation to slow down, turn inward, and honor the rhythms your body and mind crave. But in the rush of deadlines, meetings, and holiday obligations, it’s easy to lose touch with your energy and overextend.

This is where mini rituals come in. We played around with this idea last week in The Grove's monthly workshop, and I’m excited to share some nuggets from our conversations.

I started in leadership development back when emotional intelligence and servant leadership came on the scene. I taught undergrad leaders from the original James Kouzes and Barry Posner Leadership Challenge book. We all survived Y2K, yet we would suffer through the fashion of low-rise, bootcut jeans paired with baby tees. Not all have aged well since my graduate school years.

What’s been steady, though these years, has been my commitment to helping leaders navigate careers and organizations that were never built for folks who look and lead like them.

Shifts are all around us. The daylight is shortening and the temperatures are dropping. With every season transition there lies an invitation (okay, sometimes it feels a bit more forceful) for our bodies and minds to slow down. 

Where is this seasonal shift guiding you?

As we head into this last week of November, I wanted to offer a short reflection on the last two months of Awakening Resilience newsletters. We’ve covered a lot of good practices including many that might benefit you with any friends and family time you have scheduled this week. 

A TL;DR of practices and insights you can catch up on, or file for later.

The work you’ve been doing to protect your energy in group spaces has been about reclaiming agency over how you show up at work, which is a core part of your career identity.

Think of the classic work–life balance Venn diagram: two circles, one for work and one for life, with a small overlap. In most organizations, the “work” circle can feel like a separate world that dictates energy, time, and identity (often over your other circles). You either absorb the stress and dynamics of the workplace, or you retreat and compartmentalize. Neither circle truly reflects who you are or the life you want to live.

The Whole Sun Shining Model flips that.

One of the most regular questions I hear is: “Should I stay or should I go?”

After noticing how group dynamics and emotional contagions affect your energy, and reflecting on the stories you tell yourself about your work, you may find yourself asking: Is this role still serving me? Am I still serving it and others through it?

Before making any big decisions, start with subtle, grounded observation, without rushing to conclusions or drastic changes.

One of the questions I was asked back in October was wondering where to start. Because often, all those previous contagions I talked about last week have been building on top of each other, preventing any chance that you can see the root of the weed that needs to be yanked out.

You’re in luck, because as a master gardener, I can spot the weeds in the beautiful garden of your life and work fast.

How about let’s start here, my dear friend…

We all contribute to a team’s vibe: its productivity, cohesion, creativity, and collaboration. Yet unchecked emotions, subtle body language, and the stories we carry can ripple through a group, sabotaging the very connection we want to build.

Here’s how common workplace contagions show up and how Resilient Teams helps your team respond instead of react:

Frustration turns to Rage if unaddressed over time

As you know, I work 1:1 with folks, in organizations as a trainer and consultant, and in my community with climate work. All to say, I see a lot of different types of groups. Yet over and over, I witness individuals and groups craving meaningful connection but lacking the foundational skill set to actually be in community together. It breaks my heart to see people want something yet sabotage it at the same time.