Written by Dana Medvedev, Narcissistic Abuse and Intimacy Coach Dana Medvedev is a leading Intimacy & Narcissistic Abuse Recovery Coach and creator of REVIVE, a breakthrough program helping women rise from emotional manipulation, reclaim their power, and feel safe, sensual, and unstoppable again. Why does the very thing we crave in love, safety, trust, and stability, so often leave us feeling restless or even bored? Many people confuse calm with dullness and passion with chaos, leading them to chase drama instead of intimacy. This article unpacks the psychology behind why stability feels unfamiliar, who struggles with it most, and how true passion thrives when built on a foundation of steady, healthy love. Have you ever been in a relationship that was calm, consistent, and safe, yet you caught yourself thinking, “This feels boring”? You’re not alone. Many people struggle with stability in relationships, even though they say it’s what they want. Here’s the paradox, the very thing we crave, trust, safety, emotional stability, is often the same thing we run away from. Instead, we get pulled into roller coaster love, relationships filled with drama, intensity, and adrenaline. But here’s the truth, stability isn’t boring. It’s the foundation of a healthy relationship. In this article, we’ll explore why stability feels dull to some who struggle most with it, and how to shift from chaos to real intimacy. Passion vs intimacy: Why we get confused Many people confuse passion with intimacy. Passion is intense, fiery, and unpredictable. Intimacy is calm, steady, and built on trust. When passion masquerades as intimacy, love feels alive only when there’s chaos, jealousy, dramatic fights, or makeup sex. The adrenaline rush creates the illusion of closeness. Freud believed this attraction to chaos often stems from unconscious childhood experiences. Jung would call it being drawn to familiar archetypes, even if they’re unhealthy. If you grew up in unstable environments, calm love may feel foreign, while chaos feels like home. This is why stability feels boring to some, it doesn’t match the emotional intensity they’ve been conditioned to crave. Who struggles with stability? Not everyone rejects calm love, but certain people are more likely to find stability boring: The drama-seeker: They need conflict to feel alive. Without highs and lows, they feel unseen. The trauma-bonded partner: They unconsciously choose partners who recreate unstable dynamics from childhood. The novelty addict: They chase new partners, hookups, or risky experiences to escape vulnerability. The avoidant lover: They mistake stability for loss of freedom and push away closeness. The common thread? A fear of real intimacy. Chaos distracts from vulnerability, while calm forces us to face ourselves. What a healthy relationship really looks like Movies and social media sell us the idea that love should always feel like fireworks. But real, healthy relationships often look very different. In a stable relationship, you can: Communicate openly without manipulation. Trust your partner’s consistency. Build deep intimacy over time. Grow together instead of tearing each other apart. This doesn’t mean passion disappears. In fact, stability is what allows passion to last. When sex is based on trust instead of adrenaline, it becomes richer, deeper, and more fulfilling. Why stability feels “boring” (biology explains it) The feeling of “boredom” in calm love has more to do with your nervous system than your partner. Unstable relationships trigger stress hormones like cortisol and adrenaline. That chemical cocktail feels addictive. Stable relationships activate the parasympathetic nervous system, which calms the body. If you’re used to chaos, this can feel like emptiness. But “boring” is actually your body’s way of healing. Stability is not the absence of excitement, it’s the presence of safety. How to break free from roller coaster relationships If you find yourself repeatedly drawn to intensity, here’s how to shift toward healthier love: Notice your patterns: Ask yourself, Do I confuse intensity with love? Do I get restless in calm relationships? Redefine intimacy: True intimacy is built on trust and vulnerability, not adrenaline highs. Sit with stillness: When calm feels uncomfortable, don’t create drama. Breathe, journal, or talk it out. Heal old wounds: Work with a therapist or coach to process past trauma. Chaos often reflects unresolved pain. Choose growth over drama: Invest your energy in shared goals, deep conversations, and long-term intimacy. Breaking the cycle means accepting that stability feels unfamiliar at first, but over time, it becomes the greatest form of love. The Jungian perspective: Integration matters Jung believed maturity comes through integration, balancing both passion and stability. Passion without intimacy burns out. Stability without passion feels lifeless. Together, they create love that is both exciting and secure. When we stop projecting old wounds onto partners and embrace stability, we finally experience real intimacy, a connection that is alive, steady, and transformative. Final thought: Stability is not boring, it’s healing So, why do we find stability boring in relationships? Because many of us confuse chaos with love. We chase roller coaster emotions, mistaking them for intimacy. But stability is not boring, it’s the soil where intimacy grows. The thrill of unstable love always fades. The calm of stable love creates a flame that lasts. If you’ve been caught in the cycle of drama, ask yourself, Am I chasing adrenaline, or am I ready for intimacy? Healthy relationships are not boring. They’re brave. They’re nourishing. And they’re the kind of love that truly lasts. Follow me on LinkedIn and visit my website  for more info! Read more from Dana Medvedev Dana Medvedev, Narcissistic Abuse and Intimacy Coach Dana Medvedev is an Intimacy and Narcissistic Abuse Recovery Coach and a survivor who turned her own trauma into transformation. She is the creator of REVIVE, a powerful program guiding women through the deep work of healing after narcissistic abuse, emotionally, psychologically, and somatically. Known for her sharp intuition, raw honesty, and deeply empathetic presence, she holds space without sugarcoating. Her no-nonsense style cuts through victimhood and confusion to help women reclaim their bodies, boundaries, and brilliance. Her mission is personal, to help others do what she did, break the cycle, rebuild from the inside out, and come home to themselves.

Written by Dan Williamson, Coach, Mentor, and Founder Dan is a qualified coach and mentor with 20+ years of experience helping people unlock their potential by challenging perspectives and enhancing self-awareness. He founded Teach Lead Transform, an online platform for self-discovery, learning, and language growth. Read the last few emails you sent. Does it sound like you? Or does it sound like it was assembled from a LinkedIn advice article or, increasingly common, written by the same AI everyone uses? If your professional communication could have been written by anyone in your field, it’s hiding, not helping you. I see this pattern constantly in a professional and coaching context, talented professionals who speak with clarity and confidence in person send me emails and job applications that are just too “perfect” and polished. The problem isn’t their competence, but their voice. Or rather, the fact that they’re using everyone else’s voice instead of their own. Communicating professionally, with personality Your professional voice is how you communicate in work contexts, your CVs, cover letters, interviews, emails, and LinkedIn posts. It’s the language you choose, the way you structure your thoughts, and the personality (or lack of) that comes through. For most professionals, that voice isn’t really theirs, it seeks to be the same as the crowd. Early in your career, it became apparent that there’s a “professional” way to communicate. You absorbed this by reading other people’s LinkedIn posts and emails, following interview advice, and modeling your communication on what seemed to work. The result? You sound like everyone else who learned from the same sources. "I am writing to express my strong interest in this position. With my proven track record of results-driven leadership and passion for innovation, I believe I would be a valuable addition to your team." That could be anyone and no one. When recruiters read hundreds of applications, the polished, professional voice disappears into the noise. Personality and originality stand out. The five voices in job search communication Through years of working with professionals on their communication, I’ve identified five distinct voices people use. Most are using the first three without realizing it. The goal is the fifth. 1. The borrowed voice This is the voice you learned from examples, advice articles, and AI. What it sounds like: "Highly motivated professional with experience driving strategic initiatives and delivering results in fast-paced environments. Known for an ability to leverage cross-functional collaboration to exceed expectations and add value." Why it feels safe: It’s pre-approved. If everyone else is using this language, it must be right. Why it fails: It’s generic. Recruiters have read this exact combination of buzzwords many times, and it’s forgettable. How recruiters spot it: They ask themselves, "Have I read something similar to this before?” If yes, it’s borrowed voice. 2. The performance voice This is the voice that’s “on” for work, carefully constructed, and exhausting to maintain. What it sounds like: "I would be honoured to contribute my capabilities to your organization. My background has prepared me for the challenges inherent in this opportunity, and I am confident in my ability to deliver meaningful impact." Why it feels necessary: You think professional means formal. You’re trying to sound impressive and serious. You believe your natural voice isn’t professional enough. Why it fails: It doesn’t sound like you. You get to the interview and can’t maintain this level of formality in conversation. How recruiters spot it: The written communication is dramatically different from the spoken communication. The CV, interview voice, and follow-up email voice don’t match. 3. The acceptable voice This is the carefully edited version, without personality and any character. What it sounds like: "I have five years of experience in project management. I am skilled in stakeholder communication and timeline management. I work well independently and as part of a team. I am detail-oriented and deadline-focused." Why it feels necessary: You’re afraid of standing out. Instead, you make yourself as inoffensive and generic as possible. Why it fails: Safe is forgettable. When you remove everything that could possibly offend, you remove everything of interest. How recruiters spot it: They finish reading and realize they know nothing about you as a person. You’re qualified, but they have no sense of how you think or what you’d be like to work with. 4. The fragmented voice This is when you use different voices across different contexts, professional-formal on your CV, casual-friendly on LinkedIn, and somewhere in between in interviews. Nowhere are you truly authentic. What it sounds like: Your CV: "Results-oriented professional with a proven leadership track record." Your LinkedIn: "Coffee addict | Change maker | Passionate about innovation." Your interview: Somewhere between the two, with your emails, another variation. Why it happens: You’re trying to be what each context seems to require. You think LinkedIn wants personality, CVs want formality, and interviews want enthusiasm. Why it fails: Inconsistency creates distrust. Recruiters aren’t sure which version is real, often assuming none of them. How recruiters spot it: They review your application materials together and notice you sound like different people, raising questions about authenticity. 5. The integrated voice (the goal) This is your voice, professional, clear, appropriate, and recognizably yours across all contexts. What it sounds like: "I’ve spent seven years in project management, but I came to it sideways. I was a teacher first, and I kept noticing that the best classroom management was like project management, clear goals, regular check-ins, adapting when things went off track. I realized most project managers used too much process, not enough relationship. I’ve built my approach around what I learned in that classroom." Why it works: It’s specific to you. No one else has this exact background or this way of explaining their work. Why recruiters remember it: It’s different. It shows how you think. It gives them something to ask about in the interview, and the style is consistent. What makes it integrated: You always sound authentic. The language you use in your CV summary, your interview, and your follow-up email is consistent. Identifying your current voice Most people don't realize they’re using an inauthentic voice, it’s become so ingrained. Here’s how to check: The recognition test: Give your cover letter to a colleague who knows you well. Ask them: "Would you have known I wrote this if my name weren’t on it?" If they’re not sure, it’s not really you. The read-aloud test: Read your CV summary out loud. Does it sound like you explaining your work? If the words don’t ‘flow,’ you’re not being authentic. The conversation test: Record yourself explaining your work to a friend. Then compare that language to your cover letter or CV summary. They should sound the same. The consistency test: Put your CV, LinkedIn profile, and a recent work email side by side. Do they sound like the same person? If your CV is formal, your LinkedIn casual, and your interview is somewhere in between, which version is real? Ask yourself: Would someone who knows you recognize your CV summary as yours? If not, you’re using Voice 1, 2, or 3. Are you using phrases you’d never say out loud? "Leveraged synergies," "Proven track record"—if you wouldn’t say this, why are they in your writing? Does your communication sound like a template? Look at five LinkedIn profile summaries from people in your industry. Do they all sound similar? Does yours? That’s Voice 1. Do you sound different across your CV, interview, and email? If yes, you’re Voice 4. Finding your authentic voice Your authentic voice isn't something you invent. It's something you uncover. 1. Document your natural voice Record yourself explaining your work to someone who doesn't know your field—anyone who will make you explain clearly, without jargon. Listen for: The real words you use, not the words you think you should Your natural sentence structure How you explain complex ideas simply Your rhythm and pacing This is your voice. Remember, it's already professional, clear, articulate, and appropriate. 2. Identify your authentic patterns Listen to that recording and notice: What phrases are distinct? How do you structure explanations? What examples do you naturally use? What makes your way of explaining different from others'? These patterns are your signature. They're what make your communication recognizable. 3. Linking personal to professional There's a difference between personal writing and how you should write professionally, although the gap is smaller than you think. Professional doesn't mean formal or generic. It means: Clear (easy to understand) Appropriate (matches the context) Respectful (considers your audience) Articulate (well-expressed) Your natural voice already has these qualities when you're explaining something you care about. Not professional enough, "So yeah, I basically ran this project, and it was kind of a mess at first, but we figured it out." Your integrated voice, "I led a six-month project that started with unclear goals and competing stakeholder priorities. The first month was spent getting everyone aligned on what success looked like. Once we had that clarity, the work moved quickly." The second version is clearly you, specific, honest about the challenge, and focused on what mattered. 4. Test consistency across contexts Write your CV summary in your voice. Then write a cover letter. Then practice your interview introduction. Do they sound like the same person? Could someone recognize you in all three? If yes, you are being authentic. If no, you're still switching. 5. Refine and practice Developing your integrated voice takes practice. Each time you write professionally: Draft it in your natural voice first Edit for clarity, not for "sounding professional" Read it aloud. If you stumble, it's not quite you yet Ask, "Does this sound like me at my best?" Over time, writing in your voice will become automatic. The competitive advantage of authentic voice This feels risky, but the professional, borrowed voice isn’t safer, and here’s why authenticity is always better in the long run. You become memorable. When everyone sounds the same, the different stands out. Not try-hard different, authentically different, because you're expressing your unique combination of experience and perspective. You build trust faster. Consistency signals honesty. When you sound the same across contexts, people trust that the person they're reading about is the person they'll work with. You attract the right opportunities. When you're clear about who you are, the roles that fit will respond. You have sustainable energy. Expression comes from who you are. Performance requires pretending to be someone else, one is sustainable, the other drains you. When voice work goes deeper Sometimes the voice work isn't just about writing better cover letters or emails. Sometimes it reveals that you've been performing a professional identity for so long, you're not sure who you are underneath it. That's when this moves from job search tactics to identity work. If you're recognizing yourself in Voice 1, 2, 3, or 4, and you've been using them for years, you might need more than a writing exercise. You might need structured support to develop your voice. That's exactly why I created the Your Authentic Voice program. Five weeks of focused work on identifying who you truly are based on your values and how you can leverage these across all aspects of your life, personally or professionally. It's not a writing course, but personal development. For professionals who recognize they've been using someone else's voice and are ready to find their own. Your voice matters Your professional communication right now probably sounds impressive. It might also sound like everyone else. That's costing you opportunities. Not because you're not qualified, but because you're not memorable. The solution isn't to try harder to sound professional. It's to stop trying to sound like someone else and start sounding like yourself. Your integrated voice is already there. It's how you sound when you're explaining something you care about to someone who's really listening. That voice, clear, specific, recognizable, is more valuable than any borrowed professional language could ever be. Stop performing what you think professionalism sounds like. Start expressing in language that's yours. The right opportunities will respond, and they'll be responding to the authentic you. That's a foundation worth building a career on. Follow me on Facebook , Instagram , LinkedIn , and visit my website for more info! Read more from Dan Williamson Dan Williamson, Coach, Mentor, and Founder Dan is passionate about continuous growth to positively impact others. As a qualified coach and mentor, he empowers people to deepen their self-awareness, strengthen their personal identity, and unlock their true potential. Using his own self-discovery experiences as a foundation, he helps individuals develop bespoke strategies to enable them to live as their authentic selves. Through his writing on Teach, Lead, Transform, his online learning, language, and self-discovery platform, his aim is to stimulate thinking and awareness to empower self-directed personal growth.

Written by James Lee Emery, CEO, Author, Speaker, Life Coach, Podcaster James Emery is a business consultant and life coach specializing in positive mindset and purpose-driven thought. He is the author of Unlocked: From Prison to Purpose and Sales Energy Method, teaching the true energy behind closing. James is CEO and Co-Founder of The Merc Centers and co-creator of the Lucidium World phone app launching in 2026. In fast-paced work environments, it’s easy to overlook the subtle shifts in energy that signal burnout and turnover. Leaders often miss these early warning signs, focusing on productivity instead of emotional well-being. Burnout begins with energy loss, not workload, and recognizing these signs early can transform leadership. By learning to manage energy rather than just output, leaders can reduce turnover, stabilize staffing, and create a thriving, engaged workforce. The hidden story behind busy workplaces Walk through a hospital during shift change, a construction site at sunrise, a warehouse during peak season, a retail store on a Saturday afternoon, or an office late on a Tuesday night, and you will see the same story unfolding in different uniforms. People move quickly from task to task. Phones buzz. Radios crackle. Orders stack up. Deadlines close in. Nurses check charts. Drivers race to delivery windows. Managers juggle schedules. Sales teams chase quotas. Teachers grade late into the night. Technicians troubleshoot one last problem before heading home. On the surface, it looks like dedication. It looks like professionalism. It looks like commitment. Underneath, something else is happening far more often than most leaders realize. People are tired. Not just physically, but mentally and emotionally. They are carrying long hours, financial pressure, family responsibilities, health concerns, and quiet anxiety, all while trying to meet expectations that rarely slow down. After years in management, sales leadership, and leadership development, I learned that workplace burnout rarely begins with workload. It begins with energy loss. It starts when people are giving more than they are receiving, and no one notices. Energy is the early warning system. When it shifts, burnout and employee turnover are already forming. By the time performance declines, the real damage has usually been happening for months. When I learned to manage energy instead of just people, everything changed. Turnover dropped. Staffing stabilized. Staff retention improved. Morale strengthened. Crises became rare. Not because we worked less, but because we worked wiser. What I learned the hard way about turnover Early in my career, I managed the way most leaders are taught. I focused on output. I monitored metrics. I pushed for results. I rewarded productivity. On paper, everything looked fine. In reality, people were slowly burning out. High performers left. Reliable employees disengaged. New hires rarely stayed long. At first, I assumed this was normal. Every organization struggles with staffing shortages and high turnover rates. It wasn’t normal, and it wasn’t inevitable. It wasn’t until I became a true student of turnover that the word “burnout” became part of my management focus. I learned quickly that burnout does not arrive suddenly. It announces itself quietly, through subtle changes most leaders overlook. A confident employee begins to hesitate. A dependable worker starts missing intricate details. A once-energized team member grows silent. Meetings lose their spark. Conversations become shorter. Ideas become scarce. None of this appears in performance reports or profit-and-loss statements. All of it appears in the energy. If you pay attention, you will feel it too. The three warning signs that never lie Over time, I noticed that burnout almost always followed the same three signals. These are what I consider the three most common. First, people began overworking. They took on more than necessary, stayed late, volunteered constantly, and pushed themselves far beyond expectations. Many were dealing with personal or financial stress. Work became their escape. Effort became emotional survival. Second, productivity stayed high, but accuracy declined. Projects were completed but filled with small errors. Details were missed. Revisions increased. Focus fractured under invisible pressure. Third, emotional energy was redirected. Instead of addressing stress directly, people focused on others. They worried excessively about subordinates. They vented to coworkers. They questioned leadership decisions. Pressure looked for an outlet, and it always landed in the wrong place. Over the years, and with practice, I learned that these patterns never lie. They predicted workplace burnout and future turnover long before HR ever noticed. Why awareness alone is not enough At first, simply noticing these signals felt like progress. But awareness alone does not change outcomes. You can see burnout coming and still lose people if you do not know how to respond. That realization forced me to change how I led. I was always taught to veer away from “employee drama,” as if caring crossed some invisible professional boundary. The same executives who taught me this complained quarter after quarter about turnover yet refused to face the real causes head-on. So I started identifying patterns. Not just in numbers, but in people. Using the three whys to get to the truth One pattern I learned to pay close attention to was when an employee became unusually concerned about someone else’s performance. They would say things like, “John is always behind,” or “I’m worried about Sarah,” or “I feel like I’m carrying everyone.” Instead of correcting them or offering quick advice, I leaned into the conversation with an open mind and loving professionalism. If someone said, “John is always behind,” I would ask, “Why does that bother you so much?” If they answered, “Because it makes us look bad,” I would follow with, “What is it about that that worries you?” If they said, “Because I’m afraid leadership will think I’m failing,” I would ask, “Why does that feel so heavy right now? Has anyone approached you about this?” I stayed on the same topic until the real issue surfaced. No rushing. No deflecting. No minimizing. Just presence. My uninterrupted presence. Three layers deep, something always emerged, financial stress, fear of instability, family pressure, exhaustion, loss of confidence, feeling unappreciated, too much work, and too little support. The concern about John was never the real issue. It was the doorway. Why feeling seen changes everything Something else happened in those conversations that mattered just as much. For those few moments, employees felt special. They felt noticed. They felt important. They felt genuinely cared for. Not as workers. Not as numbers. As people. And that feeling alone often restores energy. They walked away knowing I was invested in them, that I cared, and that they mattered. Employee engagement grows when people feel respected and understood. Recognition is not soft leadership, it is essential for workforce retention. Creating protected space for real conversations These conversations happened in a protected space. I dedicated one full hour each week to focused, uninterrupted one-on-one meetings with employees showing early burnout signs. Phones were off. Emails were ignored. Agendas were set aside, then I went out searching for those employees/staff I had seen those subtle changes in. That hour communicated something no policy ever could. You matter here. To me. And to this company. Turning listening into action Listening without action destroys trust. If someone was overwhelmed, I adjusted their workload. If they felt invisible, I recognized them publicly. If they were exhausted, I encouraged time off. If stress was high, I created flexibility. Sometimes the best solution was clearing half a day and telling them to reset. Support had to be real. Making compassion part of the system As this approach began working, I realized it could not live with me alone. It had to become part of our workplace culture. So, I trained supervisors in emotional intelligence, burnout prevention, and the Three Whys. We practiced these conversations. We made leadership development practical, not theoretical. I also built random acts of kindness into our budgets. Supervisors were empowered to provide support, time, and resources without bureaucracy. Compassion became operational. Why leaders must protect balance Later, I noticed something else about leadership everywhere. Managers and executives were excellent at focusing on reports, schedules, margins, and targets. And those things matter. But they were also extremely practiced at ignoring the obvious. They excused the one easy controllable, the cost of turnover. They refused to see that emotional and physical balance is one of the easiest things to manage, and one of the most ignored. Not just whether work is done, but whether people are okay. Not just whether numbers are met, but whether anyone is quietly burning out. Appreciation matters. Real appreciation, the sincere kind people can feel. Presence, attention, energy, and investment, all of it together, is the secret sauce. The second most important part that I learned was that my job was not just to manage systems. It was to set the emotional tone, and the employees would follow suit. So, I had to stay focused, practice what I preached, and pay attention to, if I was exhausted, the team felt it. If I were grounded, they felt that too. So, I protected my own balance. I refused to glorify burnout. I modeled competence without chaos and commitment without self-destruction. Leaders must set the energy before they set the strategy. Building a culture that heals instead of hurts Through this, my teams and I protected dignity. Struggles stayed private. Strengths went public. Effort was celebrated. Growth was recognized. Recovery became part of our system. Boundaries were respected. Leaders modeled rest. Burnout cannot heal in chaos, it heals in a safe place, purposefully. Support continued through presence and consistency. Burnout prevention became how we operated. The results speak for themselves The results were undeniable, attainable, and measurable. Employee turnover declined. Staff retention increased. Staffing shortages decreased. Employee well-being improved. Most importantly, people stayed because they felt seen, supported, and safe. They were treated as partners, not replaceable labor. Retention became natural, and retention skyrocketed alongside profits as well, the measurable growth is right there. Burnout is feedback, not failure Burnout is not failure. It is feedback. Addressed early, it is reversible. Ignored, it becomes resignation. Long-term success depends on rhythm. Push. Recover. Grow. Reset. Repeat. Teams that honor this rhythm last. Every leader transfers energy through tone, decisions, expectations, and presence. That energy shapes morale and performance. I did not reduce turnover by accident. I did it by managing what most organizations ignore. Energy. When leaders commit to a little time and a small voice, they protect energy, they protect people. When they protect people, they protect the business. That is how strong teams are built. That is how burnout is prevented. That is how leaders become legends and profits grow exponentially. Follow me on Facebook and Instagram for more info! Read more from  James Lee Emery James Lee Emery, CEO, Author, Speaker, Life Coach, Podcaster James Emery, known as a mindset expert, teaches many through his own writing and podcast. Author of Unlocked: Prison to Purpose, a 30 Day challenge helps others define their purpose. His other well-known work, Sales Energy Method, showcases the energy relationship that happens from intro to closing during the sales process. As CEO of The Merc Centers LLC, James brings multiple years of experience and business to the table, focusing on their latest endeavor, the Lucidium World app set to launch Q1 of 2026. James has enjoyed speaking in multiple venues around the world, sharing his knowledge and experience that helps shape the success of others.

Written by Taylor Thomas, Entrepreneur and Leadership Coach Taylor Thomas is a leadership coach and performance strategist focused on sustainable high performance. He is the founder of Impact Initiative, TEC, and the Growth Circle, and the host of the Endurance Minded and Impact Minded podcasts. High performance is often defined by how much someone can carry. Long hours, constant availability, back-to-back decisions, and a calendar that never truly clears. For many, this state has become normalized. Being stretched thin is seen as a sign of ambition and commitment. But in reality, most leaders, entrepreneurs, and executives are not operating at high performance at all. They are operating in survival mode. Survival is not performance When leaders are stuck in survival mode, urgency becomes the default setting. Decisions are made quickly, but not always thoughtfully. The nervous system stays activated, scanning for problems rather than possibilities. This state is useful during short periods of real pressure. However, when it becomes chronic, it narrows perspective and reduces strategic thinking. Leaders may feel busy and effective, yet struggle to slow down long enough to see what truly matters. High performance requires the ability to move out of urgency and into intention. Without that shift, output may continue, but impact steadily declines. Why burnout is so common Burnout does not come from a lack of discipline or resilience. It emerges when demands consistently exceed capacity. As organizations grow, complexity increases. Decisions carry more weight. More people rely on fewer leaders to hold direction and stability. The instinctive response is to work harder and push through. But effort alone cannot compensate for depleted capacity. Burnout is not a personal failure. It is feedback that the current way of operating is no longer sustainable. Regulation shapes leadership Leadership is often discussed in terms of strategy and execution. Less attention is given to the internal state from which leadership happens. A leader’s nervous system influences how they respond to uncertainty, conflict, and pressure. When leaders are reactive, teams tend to mirror that instability. When leaders are grounded, teams operate with greater confidence and trust. Regulation does not mean being calm at all times. It means having the ability to respond deliberately instead of reacting automatically, especially when the stakes are high. Capacity comes before scale Many leaders attempt to scale by adding systems, processes, and structures. While these are important, they cannot compensate for a leader whose capacity has not grown alongside responsibility. Capacity is the ability to hold complexity without becoming overwhelmed. Leaders with sufficient capacity can make clear decisions under pressure and remain effective even as demands increase. Without it, growth creates strain rather than leverage. Scaling sustainably requires expanding internal capacity before adding external complexity. Clarity requires space Clear thinking does not happen in constant motion. It requires space for reflection, perspective, and decision-making that is not purely reactive. When leaders fill every moment, they tend to prioritize what is urgent over what is important. Over time, this leads to momentum without direction. Activity increases while clarity declines. Clarity is not a luxury reserved for quieter seasons. It is essential for sound leadership at every level. Longevity changes everything Short bursts of intensity can move organizations forward temporarily. Long-term success requires rhythms that support sustained performance over the years. Leaders who prioritize longevity build differently. They protect decision quality, energy, and focus, rather than relying on constant acceleration. This approach does not reduce ambition. It allows ambition to be sustained. Organizations built with longevity in mind are more resilient, more adaptable, and better equipped to navigate uncertainty. Shifting out of survival mode The shift out of survival mode does not begin with a dramatic change. It begins with awareness. Leaders who start paying attention to how they respond to pressure gain insight into what is shaping their decisions and behavior. Small adjustments in boundaries, recovery, and focus often create meaningful shifts in effectiveness. High performance is not about doing more. It’s about operating from a state that supports clarity, stability, and consistent execution. Performance that lasts Burnout is not the cost of success. It is a signal that something essential has been neglected. Sustainable high performance is built on regulation, clarity, and capacity. Leaders who develop these qualities not only perform better. They lead with greater presence, build stronger cultures, and create organizations that can grow without breaking. High performance without burnout is not a contradiction. It is a discipline, and it is becoming one of the most important leadership advantages of our time. Continue the conversation If this perspective resonates, I regularly share insights on leadership, performance, and building sustainable organizations. You can connect with me on LinkedIn to continue the conversation. Follow me on Instagram and visit my website for more info! Read more from Taylor Thomas Taylor Thomas, Entrepreneur and Leadership Coach Taylor Thomas is a leadership coach, endurance athlete, and entrepreneur focused on helping individuals and organizations perform at a high level without burning out. Drawing from his experience in elite endurance sport and business leadership, Taylor blends performance psychology, systems thinking, and human-centered leadership to drive sustainable growth. He is the founder of Thomas Endurance Coaching (TEC), Growth Circle, and Impact Initiative, where he works with athletes, executives, and business owners to build resilient bodies, clear minds, and aligned businesses. His mission: healthy people build healthy businesses.

Julie Wan offers Psychotherapy and Counselling and is the founder of Rockshore Therapy, nestled on the South Coast of U.K. She works with teenagers and adults, offering a therapeutic journey that delves into the inner world to help them navigate life’s challenges, understand patterns, and cultivate self-compassion. Drawing from humanistic, existential, developmental, and attachment-based perspectives, Julie’s approach is integrative and holistic, incorporating somatic awareness to foster insight, clarity, and emotional understanding. Her extensive background in psychology, coupled with postgraduate training in psychotherapy and counselling, equips her to support clients with anxiety, life transitions, relational difficulties, and other complex emotional experiences. Julie believes in the transformative power of being truly understood, seeing it as a gateway to deeper self-awareness and a more empowered sense of oneself and the world. Her therapeutic style combines ethical expertise with warmth and curiosity, creating a calm, reflective space where clients can explore emotions safely, express what feels inexpressible, and gain clarity about their needs and identity. Through Rockshore Therapy, Julie acts as a compassionate ally, helping individuals feel seen, heard, and supported in discovering their potential and navigating life with resilience. Her aim is to empower clients to become their own guides, fostering autonomy, insight, and personal growth. Julie Wan, Psychotherapeutic Counsellor Who is Julie Wan? Julie Wan is a Psychotherapeutic Counsellor based on the South Coast of England and the founder of Rockshore Therapy. She works with teenagers and adults and is dedicated to creating a space where people can explore their experiences with a fresh, gentle curiosity. By fostering a space where people are encouraged to slow down, take stock, and be respectfully seen as they are, Julie supports the cultivation of self-insight, clarity, and authentic connection. Her intention is to blend deep human connection with reflective inquiry, creating opportunities for empowerment and freedom through being truly understood. What inspired you to start Rockshore Therapy and focus on counselling and psychotherapy? Because of my own life experiences and challenges, I’ve always been curious about how people make sense of their world, and how early relationships, life events, and stress can shape the way we see ourselves in relation to it. My own experience of therapy showed me just how transformative it can be to be supported by skilled, ethical practitioners, especially when emotions or experiences feel complex, overwhelming, or hard to put into words. Starting Rockshore Therapy wasn’t a single eureka moment – it was more of an unfolding process. By the time I set it up, I had spent years in training and gained experience working within organisations and charities, and I felt ready – both professionally and ethically – to take the leap on my own. At the heart of it, the practice grew from a simple discovery: being truly understood can lead to such deep self-insights, clarity, and a more compassionate sense of oneself, helping one navigate whichever direction their life takes next. How would you describe your approach to therapy in one sentence? My approach is relational and integrative, focusing on the whole person – their thoughts, emotions, and bodily experiences – to facilitate deep understanding and healing. What makes your therapeutic style different from other counsellors or therapists? What makes my approach different is the emphasis I place on both the relationship and the person’s entire experience. Feeling genuinely heard and understood is often the starting point for change, so I work at a pace that feels right for each client, focusing less on preconceptions and more on understanding the person in front of me – right here and now. At the same time, I pay attention to echoes of the past expressed through subtle tensions and patterns that perhaps haven’t yet found language, working collaboratively to explore them with curiosity and compassion. This allows insights to emerge naturally and fosters a deeper sense of self. Who are the people you most enjoy helping, and why? I particularly enjoy working with people who feel they “should be coping better” but sense that something isn’t quite fitting internally. Many of my clients appear to function well on the outside while feeling overwhelmed or self-critical beneath the surface. They’re often thoughtful, reflective individuals who carry a lot quietly, and supporting them to develop greater self-understanding, clarity, and a more compassionate relationship with themselves is work I find deeply meaningful. What are the most common challenges your clients come to you with? Clients often come to me experiencing anxiety, emotional overwhelm, low self-worth, relationship difficulties, or a sense of feeling stuck, particularly during periods of transition or accumulated stress. These experiences are often accompanied by feelings of tension, unease, or uncertainty. Rather than being experienced simply as problems to eliminate, I find these can show up as meaningful signals, pointing toward areas to be explored. How do you help clients feel truly heard and understood in your sessions? I offer a calm, welcoming, and non-judgemental space where clients can express themselves freely and at their own pace. I attend closely to both the stories they share and the signals of their internal experience – emotional, physical, or intuitive. By gently reflecting what is emerging and helping clients put words to experiences that may have felt confusing or unspoken, they often feel genuinely heard and understood. Can you explain how your experience and training benefit the people you work with? My training gives me a strong theoretical, ethical, and relational foundation, while my clinical experience allows me to work with both flexibility and depth. My original training was rooted in an existential and phenomenological approach, meaning I am less focused on quick answers and more interested in understanding a person’s real lived experience. Later, advanced training with Richard Erskine deepened my understanding of developmental processes and how earlier relational experiences continue to shape present-day patterns, whilst additional supervision with Ernesto Spinelli strengthened my commitment to working with openness, curiosity, and a reduction of assumptions. Together, this means I work with the whole person rather than focusing on a single symptom. What brings someone to therapy often points toward something deeper that may not yet be fully conscious or easy to articulate. By attending to emotional, relational, and internal experience in the here-and-now, clients are supported in making sense of how the past may be echoed in the present — allowing greater clarity, self-compassion, and choice to emerge. What transformations have you seen in clients after working with you? Over time, many clients describe feeling more grounded, more at ease with themselves, and better able to navigate choices and relationships in ways that feel authentic. For some, the shifts are subtle – managing challenging situations, softening self-criticism, or finding peace with a difficult decision. For others, transformation can be profound: I’ve witnessed clients step out of long-standing relational patterns, set firm boundaries, or make major life changes, such as leaving a limiting job or relationship, pursuing new opportunities, or embracing relationships they once thought impossible. Each journey is deeply individual, and progress looks different for everyone, but these experiences often bring greater clarity, confidence, and a sense of agency. How do you tailor your therapy to fit an individual’s unique situation? I don’t use a one-size-fits-all approach. I take time to understand each client’s history, circumstances, and how they experience their difficulties, and we work collaboratively to shape therapy in a way that feels meaningful and supportive. Each client brings a unique set of experiences and relational patterns, so the way I respond depends on what emerges in the moment – for example, I may adopt a softer, nurturing stance if someone feels vulnerable, or create an encouraging holding container for anger to be expressed if that is what is needed. By attuning both verbally and through subtle non-verbal cues, I help clients feel truly understood, which can support clarity, insight, and agency. What would you say to someone who’s hesitant to reach out for help? Feeling hesitant is completely natural. Therapy can feel daunting, but you don’t need to have everything figured out. Even starting with a simple conversation – exploring what’s present and taking things at a pace that feels safe – can be the first step toward meaningful personal growth. What is the first step someone should take if they want to work with you? The first step is to get in touch and arrange a free initial consultation. This provides a relaxed, pressure-free space to talk through what’s bringing you to therapy, ask any questions, and get a sense of whether working together feels like the right fit. I encourage you to find a therapist who feels right for you, because as research shows, the quality of the relationship is often more important than the type of therapy. Feel free to get in touch – I’d be very happy to discuss this further with you. Follow me on LinkedIn , and visit my website for more info! Read more from Julie Wan

Written by April Wazny, LCPC, Licensed Clinical Professional Counselor April Wazny specializes in trauma-informed, evidence-based therapy. Passionate about helping others heal, she works alongside individuals and families to process generational trauma and build lasting emotional resilience. Many people come into therapy asking some version of the same question, “Why do I keep ending up in relationships that hurt?” Or more quietly, “Why does love feel so hard?” These questions aren’t a personal failure. They’re often rooted in what we were taught love was supposed to look like, long before we had language for it. From a trauma-informed perspective, love is not just a feeling. It’s a learned experience, shaped by early attachment, family dynamics, cultural messages, and generational survival patterns. Love is learned before it’s chosen We don’t enter relationships as blank slates. We carry nervous systems that learned early on how to stay safe, connected, and valued. If love in childhood was: inconsistent conditional emotionally unsafe chaotic or unpredictable The body may later confuse intensity with intimacy or familiar pain with connection. This doesn’t mean caregivers intended harm. Many families pass down relational patterns unconsciously, doing the best they can with what they were given. But unhealed trauma doesn’t disappear, it repeats until it’s recognized. Unhealthy love: When survival masquerades as connection Unhealthy love often feels powerful at first. It can be passionate, consuming, or deeply familiar. But underneath, it’s driven by survival strategies, not mutual safety. Unhealthy love may include: Feeling responsible for someone else’s emotions Walking on eggshells to keep the peace Mistaking control, jealousy, or volatility for passion Fear of abandonment that leads to self-abandonment Losing a sense of identity to maintain closeness For those with trauma histories, these patterns aren’t choices, they’re adaptations. The nervous system learned that love required vigilance, over-functioning, or emotional shutdown to survive. Healthy love: Safety before intensity Healthy love often feels unfamiliar to people raised in chaos. It may even feel “boring” at first, not because it lacks depth, but because the nervous system isn’t in constant threat response. From a trauma-informed lens, healthy love includes: Emotional safety and consistency Mutual responsibility (not rescuing or fixing) Clear boundaries without punishment or withdrawal Repair after conflict, not avoidance or escalation Space to be fully oneself without fear of loss Healthy love doesn’t demand self-erasure. It allows both people to stay whole. Generational cycles: What gets passed down Generational trauma shapes beliefs like: Love means sacrifice. Conflict means abandonment. Being needed equals being loved. I have to earn care. When these beliefs go unexamined, they quietly guide partner selection, communication patterns, and tolerance for harm. Breaking generational cycles isn’t about blaming the past, it’s about bringing awareness to patterns that no longer serve us. Healing begins when we ask: Is this love, or is this familiar survival? Am I choosing from fear or from safety? What did I learn love was supposed to cost me? Healing is not about “choosing better”, it’s about becoming safer Trauma-informed healing doesn’t shame people for their patterns. It recognizes that the body seeks what it knows until it learns something new. As healing happens: Boundaries feel less threatening Calm begins to feel safe Self-worth no longer depends on being needed Love becomes something we participate in, not something we endure Healthy love grows when we learn to offer ourselves the safety we once sought from others. A gentle reminder If you recognize yourself in unhealthy patterns, it does not mean you are broken. It means you adapted. And adaptation can be unlearned. Healing love is not about perfection. It’s about awareness, compassion, and choice, often practiced slowly, imperfectly, and with support. And every time someone chooses safety over familiarity, a generational cycle begins to shift. Visit my website  for more info! Read more from  April Wazny, LCPC April Wazny, LCPC, Licensed Clinical Professional Counselor April Wazny is a trauma-informed therapist and founder of Winora’s Hope Counseling. She’s passionate about walking alongside those who are hurting, helping individuals and families heal from generational trauma and reclaim their wholeness. Currently pursuing a Ph.D. in Social Psychology at Liberty University, April’s work explores the lasting impact of inherited trauma and the power of safe, compassionate connection in the healing process. Through both her writing and clinical work, she creates space for people to feel seen, supported, and empowered in their journey.

Carmel is a time management expert who helps people rebuild clarity and balance in demanding lives. She is the founder of It’s About Time, a holistic productivity practice rooted in mindset, structure, and energy management. Drawing on her years of work with the elderly and families facing grief, she developed an approach that considers the whole person, not just their schedule. Witnessing how often people reach the end of life with unspoken regrets shaped her mission, to help others choose intentionally how they live. As she often reminds her clients, no one dies finished. Choose what matters. Carmel Shami, Holistic Time Management Mentor Who is Carmel Shami? I am a woman, a wife, a mother, and a holistic productivity guide. I work as a creative and intuitive mentor, supporting people who experience anxiety, imbalance, and a challenging relationship with time. I am also the author of Stressy Jessy, a children’s book about organizing the mind, written to help children and the adults who support them build awareness and emotional order. The way I live and work is guided by five core values such as balance, love, health, spirituality, and creativity. These values shape how I make decisions, how I structure my work, and how I return to myself when life feels full or overwhelming. I am the founder of It’s About Time, where I work with people who are capable, committed, and often carrying far more than is visible from the outside. Many of them are overwhelmed not because they lack discipline or ambition, but because life can become complex and their energy is stretched thin. I help them design their time, energy, and systems in a way that supports both effectiveness and well-being. At home, I am a mother to three children. All of them live with ADHD, and two of them also manage chronic illness. Being their mother has shaped me deeply. It has taught me patience, flexibility, and how to live with uncertainty. It has also taught me the importance of asking for help, adjusting expectations, and letting go of control when life does not follow the plan. Professionally, I am structured, practical, and strategic. I value clarity, organization, and systems that work in real life. At the same time, I am reflective and intuitive, and deeply guided by values. I care not only about results, but about how those results are achieved and what they cost the person achieving them. I pay close attention to the emotional, physical, and mental cost of the way people work and live. My relationship with time was shaped long before I ever became a coach. As a child, I often accompanied my mother, a nurse, as she cared for elderly people in their homes. I grew up around illness, aging, and the realities of life nearing its end. Later, as a social worker supporting seniors and families facing loss, those experiences deepened my understanding of how precious and fragile time truly is. Through those years, I learned that regret rarely comes from what people failed to achieve, but from how disconnected they were from what truly mattered while time was passing. This understanding sits at the heart of my work today. I help people improve their relationship with time, not just manage it, so they can live with greater intention and alignment. My hope is that when they look back on their lives, they feel a sense of peace and pride in how they spent their days and what they chose to prioritize. What problem do you help your clients solve most often, and why is it so important right now? Most of my clients are not lazy or unmotivated. They are overloaded. They are responsible people living in systems that constantly demand more. Their minds rarely rest. They feel behind even when they work hard. Their calendars are full, but their energy is empty. We live in a culture of permanent urgency. Work follows people home. Notifications never stop. Rest feels unproductive. Worth is often measured by busyness. I help people move from survival mode into intentional living, where their time reflects their values, not just their obligations. How would you describe what you do in one clear sentence? I help overwhelmed professionals design their time, energy, and systems around who they truly are, so they can succeed without losing themselves in the process. What inspired you to build It’s About Time Management? Time has always been personal to me. Through my work in elder care and with grieving families, I saw that some people reached old age with peace, while others carried deep regret. One elderly client once told me, “No one dies finished.” That sentence changed how I understood time. We will never complete everything. So the real question becomes what is worth our limited time. I also saw that traditional productivity advice focused on doing more, faster, and rarely asked why or at what cost. It’s About Time was created to fill that gap. Practical systems are built on values, identity, energy, limits, and purpose. Who are your ideal clients, and what are they usually struggling with? My ideal clients are reflective, driven people who want to live intentionally but find themselves stuck in the pressure of daily life. They are high achievers with big goals who feel overwhelmed, fragmented, or out of alignment with what they say they value. Before they come to me, they often say: I feel scattered. My mind is always in ten places at once. I feel busy all day but not truly productive. I feel like I am constantly multitasking, yet nothing gets my full attention. I feel anxious when I look at my to-do list. I feel mentally exhausted from making decisions all day. I feel people take more of my time than I want to give, but I don’t know how to set boundaries. I feel productive on the outside, but inside, I am tired and overwhelmed. I feel disconnected from what actually matters to me. They are not lacking motivation or intelligence. They are stretched too thin, thinking too much, and resting too little. What they are truly seeking is calm, clarity, and control, so they can live with ease, energy, and enjoyment. What makes your approach to time management and leadership different from traditional methods? Traditional time management focuses on tools, speed, and fitting more into already full days. My approach begins with reflection. It starts with guided questionnaires and deep conversations that help my clients understand their relationship with time, their patterns, their energy, and the beliefs they carry about productivity and success. Before we build any system, we slow down. We create space for self-awareness and honest reflection about what truly matters, how the person is living, and what kind of life they are building through their daily choices. I often ask my clients to imagine themselves at one hundred years old and look back on their life. My guiding question is always, “Looking back at your life, what do you see?” This question brings up deep emotions and powerful insights. From that clarity, we are able to make more intentional and grounded choices with time. Only then do we design the systems, calendars, task management, boundaries, and routines that support that vision. So instead of asking, “How can we do more?” I ask, “What kind of life do you want to build?” Time management, to me, is not about managing time perfectly. It is about living intentionally, in alignment with what we value and how we spend our days. What is the biggest misconception people have about time management or productivity? The biggest misconception is that we can do it all, without trade-offs. Many people believe that if they just do more, stretch their days, multitask better, sleep less, or push harder, they will eventually accomplish everything they want. In my work with clients, I always begin with a gentle but honest reality check based on three fundamental principles of time. The first is that every choice has a cost. Whatever we choose to focus on, whether it is work, family, or ourselves, something else will receive less time. There is always a trade-off. The second is that we will never finish everything. No system, no tool, and no level of discipline will complete every task or fulfill every desire. Life is unfinished by nature. Accepting these two truths is not discouraging. It is freeing. It allows people to stop chasing the impossible and start choosing wisely. The third principle is that productivity always circles back to energy management. If we do not sleep well, rest, eat properly, or care for our bodies, no system in the world will make our brain and body perform at their best. When expectations become realistic, people stop fighting time and begin working with it. That is where meaningful progress actually starts. How do you help high-performing professionals regain control without burning out? By teaching them to respect their nervous system as much as their goals. We create boundaries, protect recovery time, build systems that reduce mental load, and redefine success to include health and relationships. Burnout happens when the way we live is no longer aligned with how humans are meant to function. Can you explain how working with you creates real, measurable change and what results your clients commonly experience? My work creates change on three levels such as inner clarity, structure, and better habits. Clients experience fewer working hours, clearer calendars, stronger boundaries, less anxiety, better sleep, improved focus, and an overall sense of well-being across all areas of time. The deeper change is internal. They stop feeling chased by time and begin living with more calm, clarity, and presence. Many shift from operating as human-doings to living as human-beings. As a result, they think more clearly, feel less pressure, create more space for relationships and health, and often tell me that, for the first time, their schedule truly feels like it belongs to them. What simple shift can someone make today to start managing their time more effectively? Focus. Focus. Focus. Stop trying to achieve it all. Decide what truly matters most. Block interruptions when you do focused work. Do Not Disturb is a great feature on your phone. Let it work for you. Reduce screen time as much as possible. It is one of the biggest time wasters, and it hurts us mentally, physically, and cognitively. Even educational content needs limits. As Dr. Joe Dispenza says, ignorance is a choice. Plan daily and weekly. This is the secret sauce of productivity. Planning helps you stay proactive, not reactive, and gives you more flexibility when life changes. Decide when your day ends. Do this at the beginning of the day, not when you are already exhausted. Take a 20-minute nap if possible. Even closing your eyes at your desk counts. This is a game-changer, and research strongly supports it. For someone reading this who feels overwhelmed or stuck, what would you say to encourage them to reach out to you? Feeling overwhelmed does not mean something is wrong with you. It often means you have been carrying too much for too long without enough support. You do not need more discipline. You need to pause, step back, and re-strategize your time and your life. Life should not feel constantly heavy or hard. There are always ways to make it better. Asking for guidance is an act of courage, not a weakness. Life passes by quickly. What we do with it matters, and my mission is to help you make it count. Follow me on LinkedIn , and visit my website for more info! Read more from Carmel Shami

Dubai, UAE – February 4, 2026 –   GAIA Culture , a global cultural-technology company pioneering the tokenization of artists' brand equity to unlock new financing models, has entered a strategic partnership with Zein Zone , a creative consultancy bridging art, culture, and tourism in the Middle East. Together, the two organizations aim to provide new financing models, investor access, partnerships, visibility, and sustainability for emerging artists across the region. Artworks by Ákos Burg at his exclusive token release event in Vienna, held in partnership with GAIA Culture At a time when the region is investing heavily in the creative economy and building cultural ecosystems for long-term growth, this collaboration brings a fresh model that merges art, technology, and cultural strategy, introducing artists' brand equity via tokenization as a new asset class to the UAE and the wider region. A new model for artist empowerment and cultural value GAIA Culture leverages blockchain and AI technology to tokenize the long-term brand value of artists, transforming cultural equity into a new financial and strategic asset class. This model enables early-stage funding, fairer business models, and transparent, long-term participation in an artist’s career success. Having issued more than EUR 3.8 million in brand equity, GAIA Culture’s long‑term vision is to integrate artists' brand equity into online banking and wealth platforms as a credible alternative asset class. “Partnering with Zein Zone allows us to extend GAIA Culture’s mission into a region that is rapidly defining the global future of culture. The Middle East's creative landscape is dynamic, ambitious, and innovation-driven, making it an ideal environment for our tokenization framework. Zein Zone's understanding of cultural narratives and community-building makes it an exceptional partner. Together, we are creating new opportunities for artists and cultural stakeholders to benefit from their own brand equity.” – Patricia Paulina Karrer, Founder of GAIA Culture. Dedicated to nurturing creative communities and voices, Zein Zone brings regional expertise, integrated PR and communications, cultural management, and deep local networks across the UAE and the wider Middle East. Rooted in storytelling, cultural programs, and community engagement, Zein Zone will help introduce GAIA Culture’s model to the region, onboard selected artists, and co-create showcases and activation experiences in collaboration with strategic partners. “This partnership represents the future of the creative economy. We have incredible talent and an equally powerful appetite for innovation across the Middle East. Together with GAIA Culture, we are introducing a model that honors artistic value, supports long-term cultural growth, and opens new doors for emerging artists to fund their careers in sustainable, forward-thinking ways. Zein Zone was created to bridge people, creativity, and culture, and GAIA Culture is the perfect partner to help bring this vision to life.” – Zaina Kourki, Founder of Zein Zone. A partnership anchored in innovation, storytelling & sustainable creative economies Together, the two entities aim to bridge global cultural innovation with Middle Eastern creative ecosystems, supporting artists, patrons, institutions, and cultural investors in discovering new ways to participate in cultural growth. With GCC countries accelerating their creative economy strategies, Saudi Arabia’s Vision 2030, the UAE and Qatar's continuous investment in cultural districts, there is rising demand for new funding models, digital asset frameworks, and cross-cultural innovation.  This partnership provides new financing pathways for emerging and mid-career artists, collaborations with cultural institutions, a platform for cultural technology through blockchain-enabled art assets, as well as experiential and curatorial activations that integrate culture, innovation, and community. By combining GAIA Culture’s technological architecture with Zein Zone’s creative ecosystem expertise, this alliance aims to empower cultural practitioners and position the Middle East as a global cultural innovation hub. About GAIA Culture GAIA Culture is a global cultural‑technology company building the infrastructure to make artists’ brand equity investable at scale. The company tokenizes an artist’s long‑term cultural brand value through an AI‑driven valuation system and blockchain technology, unlocking new financing models for artists and transparent participation for patrons and investors. GAIA Culture enables early‑stage financing, long‑term value generation, and measurable alignment between an artist’s career trajectory and stakeholder participation. Learn more. About Zein Zone Zein Zone is a creative consultancy bridging art, culture, and tourism in the Middle East. Through its integrated PR and communications, cultural programs, and recreational experiences, Zein Zone collaborates with entrepreneurs, creative communities, and organizations to shape meaningful narratives, co-create artistic activations, and foster cross-cultural dialogue. The consultancy is dedicated to elevating creative voices, supporting artistic ecosystems, and cultivating cultural understanding across the region and beyond. Learn more. Key contacts: Zein Zone GAIA Culture Email: info@zeinzone.com Email: info@gaiaculture.io

Written by Claire Jones, Weight Loss and Confidence Coach Claire Jones is an award-winning weight loss coach, helping people build a healthy relationship with food and themselves. She is the author of How to Eat Less and the founder of YourOneLife. Claire empowers clients to break free from diets, create effective habits, and build confidence in new challenges, guiding them towards lasting success. Weight loss injections are transforming the weight loss industry, offering real relief for people caught in cycles of hunger, cravings, and frustration. As a weight loss coach who has maintained a healthy weight since 2011, I’ve been asked, "Would I have taken them if they were available back then?" The honest answer is yes. And yet, I’m profoundly grateful I didn’t. In this article, I share why both perspectives matter, how mindset and medication can work together, and what truly drives lasting change beyond what’s on your plate. A question I get asked again and again I remember standing in front of the fridge and cupboards countless times, not hungry, but desperately drawn to eat. More often than not, I gave in, consuming large amounts of food that lacked much in the way of nutrition but were incredibly tasty and hard to stop eating. And when I wasn’t eating it, I was thinking about it, unable to escape the constant mental pull. So, if someone had handed me an injection and said, “This will make it easier,” I wouldn’t have hesitated. So, when people ask me if I would have taken weight loss injections had they existed back when I was overweight, my honest answer is, yes. Absolutely. Even when I didn’t have much weight to lose, the temptation of relief, from the exhaustion, the obsession, the constant mental tug-of-war, was too strong to ignore. And yet, I am deeply grateful that I didn’t have that option. Why I would have said yes Looking back, I wasn’t weak or lazy. I was exhausted. I had dieted, fallen off track, blamed myself, and started over more times than I could count. Food consumed far too much of my mental energy. My weight was a low-grade hum of frustration I carried everywhere. If I wasn’t gaining weight, I was starving myself, and there was no happy medium. I didn’t know how to behave ‘normally’ around food. If there had been a tool to make eating less feel easier, to reduce the constant cravings and self-judgment, I would have jumped at the chance. And I don’t judge anyone who does. Weight loss injections can: Lower hunger levels Reduce cravings Quiet the obsessive thoughts about food That alone can feel life-changing. But here’s what I didn’t know at the time, the true transformation wasn’t just about my body. It was about everything underneath. Why I’m glad I didn’t If injections had existed back then, I likely would have skipped the mindset work that changed everything for me. I wouldn’t have: Faced the emotions behind my eating Learned how to manage stress without food Moved away from my all-or-nothing thinking Rebuilt trust in myself Developed resilience in a food-obsessed world And that’s the work that helped me maintain a healthy weight and lifestyle for 15 years. Not because I became more "disciplined." Not because I found the perfect diet. But because my relationship with food and with myself fundamentally changed. It wasn’t fast. It wasn’t glamorous. But it lasted. The problem with seeing injections as the solution The danger I see now, as a weight loss coach, is when injections are treated as a solution, not a tool. Think of them like nicotine patches for smokers. If the root patterns don’t change, they eventually resurface. You might still: Use food to cope emotionally Fear weight regain constantly Feel out of control without support Have no plan for life post-medication When the injections stop or lose effectiveness, people often feel betrayed by their body or like they’ve failed again. That’s not a flaw. That’s a missing piece of the puzzle. Where I am now with it all With experience, and hindsight, I no longer see this as an either-or decision. When used ethically and intentionally, weight loss injections and mindset work together can be incredibly powerful. Medication can: Reduce the biological drive to eat Create mental breathing room Ease the constant internal battle Mindset work helps you: Build sustainable habits Learn how to eat in a way that supports your health Learn to eat without fear or guilt Understand your triggers and patterns Rebuild self-trust Prepare for life during and after injections One supports the body. The other supports the person living in it. The uncomfortable truth If you rely solely on injections without doing the inner work, you may find yourself facing the same struggles in new forms. At the same time, for some people, doing mindset work while constantly battling cravings and metabolic resistance feels impossible, like trying to learn to swim while someone’s holding you underwater. This isn’t a question of morality. It’s about reality. Different people need different levels of support at different times. And that’s okay. My bottom line Would I have taken injections back then? Yes. Am I glad I didn’t rely on them to fix what only deeper work could change? Absolutely. Now, I see the best outcomes when medication and mindset work are used together, thoughtfully and responsibly. Not as a shortcut. Not as a sign of failure. But as a respectful, realistic approach to sustainable change. Because weight loss is never just about the weight. And lasting change is never just about what’s on your plate. Follow me on Facebook , Instagram , LinkedIn , and visit my website for more info! Read more from Claire Jones Claire Jones , Weight Loss and Confidence Coach Claire Jones is an award-winning weight loss coach and author of How to Eat Less. After struggling with her own weight and relationship with food, she transformed her mindset and developed a sustainable approach to lasting health. Now, she helps others break free from dieting cycles, build confidence, and create healthier habits. With a background in coaching and behavioural change, Claire empowers clients to embrace a positive, long-term lifestyle. Her mission is to inspire sustainable health and self-belief.

Dr. Jasvant Modi’s  path has never been limited to the walls of a clinic. A retired gastroenterologist originally from Godhra, India, he received his medical education at B.J. Medical College before completing his residency in Chicago, Illinois.  Over the course of his career, medicine became not just a profession but a platform for service. Alongside his wife, Dr. Meera Modi, he has remained deeply committed to Jain values, channeling those principles into philanthropic work centered on education and healthcare across India and the United States.  Today, their efforts are focused on stewarding four hospitals with a clear mission: to ensure each institution actively serves its surrounding community, whether through expanded access to dialysis care or treatment for underserved and homeless populations. Q: Where did your passion for helping others through your profession and philanthropy originate? Dr. Jasvant Modi: Since my early childhood, I have received help from numerous sources, governmental, societal, religious, and familial. I am naturally drawn to philanthropy and motivated to help others contribute to societal good.  As a physician, I am passionate about lending my resources and talents to support the healthcare field. I want to help people who have food insecurities and go hungry. I want to bring education and resources to children.  Though I was born into Jainism, I remain devoted to its philosophy, and the way this way of looking at the world teaches others to be tolerant accepting, and humane. I have established more than 20 Jain professorships at various universities, and I believe that this education is a path to a better world for us to live in.  Q: What is your approach to your passions, both personal and professional? Dr. Jasvant Modi: I approach my philanthropy as I do my profession, through the lens of my philosophic beliefs. I follow the teachings of Jainism and apply them to each aspect of my life. I have seen my struggles and am committed to living the life of a humanitarian, lifting others, and providing necessary resources.  In 1975, I moved to the USA, and while my geography and the scope of my work changed, I have remained true to the tenets of non-violence, non-absolutism, and non-attachment. My primary goal is to help others and maintain respect for all living beings.  I believe in spreading holistic peace, open-mindedness, and generosity. My goal is to help students become global citizens while focusing on tolerance, pluralism, compassion, and non-violence. Q: Looking back on the last five years of your career and philanthropic endeavors, what has been a major highlight? Dr. Jasvant Modi: Through our work, my wife and I have endowed Jain philosophy studies and religious courses at institutions on an international scale. Universities across the globe have accepted the importance of Jain Dharma education and established religious studies.  Through this work, I endeavor to share many of the lessons that have brought me to where I am in life. I wish for others to understand the importance of tolerance to others. It is life-changing to see a problem through another’s perspective, and if I can help others learn that lesson, then I am helping them find a better way to live.  Most problems in this world start with a thought and reaction, such as anger, lust, greed, deceit, and the list goes on. These feelings and reactions to them lead to most problems faced by humanity today.  Q: When did you face a failure that became an important lesson for you? Dr. Jasvant Modi: I ran for president of an organization and conducted a principled, honest campaign. I was very vocal in abstaining from saying anything derogatory about my opponent, and it may have cost me that election.  It was a very important lesson and even a test of character that made me pause and consider, and I said to myself, “If I cannot win an election with an honest campaign, then I do not want to win.”  The alternative was not worth it. Achieving good results is only as valuable as the honesty with which we achieve the win.  Q: What is one of your greatest achievements, and how did it impact you?  Dr. Jasvant Modi: I am a vegan, and while Jain Dharma does not mandate or even promote a vegan lifestyle, I firmly believe in the importance of reducing the footprint we leave on this earth. Climate change is very real, and a vegan lifestyle is shown to promote a reversal of the worst effects of global warming.  With this in mind, I made it my mission to convert a Jain Center in Southern California into a vegan center, the first among all Jain centers throughout the USA, perhaps the world. Setting in motion a plan that has the potential to ripple out and affect others will be significant for generations to come. Q: What motivating factors have brought you to this place in your career, and where do you see yourself in the future? Dr. Jasvant Modi: When a message of non-violence is instilled into a university and proliferates the education system, I am proud of the work we’ve done. I approach life with a commitment to Jain Dharma and a passion for helping others achieve an enlightened higher self that embodies the key tenets of Jainism.  I am motivated to continue creating Jain Centers that are Vegan, matching the philosophy with key strategies to preserve our world and enhance the lives of those who suffer. I am currently working on an initiative to establish more religious education chairs throughout Africa and continue spreading Jainism. Follow Dr. Modi’s Journey Dr. Jasvant Modi on LinkedIn Dr. Jasvant Modi on X Dr. Jasvant Modi’s Blog Who is Dr. Jasvant Modi? Dr. Jasvant Modi is a retired gastroenterologist and philanthropist whose work bridges medicine, education, and humanitarian service. Originally from Godhra, India, he earned his medical degree from B.J. Medical College and completed his residency in Chicago, Illinois.  Guided by the principles of Jainism, Dr. Modi and his wife, Dr. Meera Modi, have dedicated decades to advancing healthcare access and educational initiatives across India and the United States.  Together, their efforts focus on the stewardship of multiple hospitals, with an emphasis on community-centered care, including expanded dialysis access and services for underserved populations.

Hazim Gaber  has built his career at the intersection of engineering, technology, and business execution. As CEO of ehZee Engineering Corporation and HSM Global, Gaber oversees complex, multi-disciplinary operations while guiding teams through rapid growth, industry disruption, and evolving client demands. Trained as a mechanical engineer and backed by an unusually broad academic and professional foundation, Gaber approaches leadership with a practical mindset shaped by curiosity and hands-on experience.  From enterprise WiFi design and IT services to construction, engineering, and education, his work reflects a consistent philosophy: understand how systems function in the real world, listen closely to the problems people are trying to solve, and build solutions that work in practice, not just on paper. Gaber reflects on the origins of his engineering mindset, the lessons learned from leading large-scale operations, and how adaptability, communication, and customer understanding continue to shape the future of his businesses. Q: Where did your passion for mechanical engineering come from? Hazim Gaber: I always liked taking stuff apart and seeing how it worked. I am always naturally curious about how things work, even now. It isn't just mechanical devices; I have interests in many other areas as well. Q: What inspired you to accept a position at Udemy? Hazim Gaber: I like teaching others, and I like making other people feel good. I like seeing people learn new skills and use them to improve their careers and deliver a better life for themselves and their families. I also find that teaching something to somebody is a great way to learn. Q: What is unique about the brand that sets you apart from your competition? Hazim Gaber: Never saying no. Whenever a customer comes to us with a problem, we work to find a solution. That has allowed us to become a one-stop shop for our customers so that they don't have to look elsewhere.  It has dramatically improved our ability to deliver efficient services, and it also allows us to improve the skills of our employees. We also work to understand our customers’ business, not just the technical aspect. This allows us to tailor our products and services to the customer. Q: Looking back on the last five years of your career, what’s the highlight? Hazim Gaber: Adapting to the COVID-19 pandemic allowed us to launch our construction business and bring in millions in additional revenue, write over ten books, and be appointed by BISCI to help rewrite the low-voltage building codes. Q: What does a typical day look like for you as a CEO? Hazim Gaber: I don't really have a typical day; the situation is always dynamic, and I have to adapt. Running a business across Canada with over 100 projects on the go at any given time means that I always have different things happening. I generally make a list of tasks that I need to accomplish, and then I can focus on getting everything done. Q: What are the top lessons you learned from your experience as CEO of HSM Global? Hazim Gaber: Talk to everybody. Everybody, no matter their role or background, has something important to contribute, and being able to take their perspective into consideration is really important to our success.  Help everybody on the team to see the big picture, and not just their own role, so that they have a greater sense of accomplishment and are motivated to do better. Offer excellent customer service and communicate well with everybody, including customers, employees, and vendors, especially when there is a problem.  People are willing to work with you as long as you are open with them, no matter what happens. Don't be afraid to get out of your comfort zone and try something new - business is all about solving problems, and so expanding into another industry can be very rewarding. Q: How do you incorporate new strategies/tactics in your business? Hazim Gaber: We look to see what problems people are facing that we can solve. We listen to what products/services our customers are looking for: What will make their business better/more efficient/profitable? How does your product/service make more money for your customer? Q: What is a necessary skill that is crucial to being successful as a mechanical engineer? Hazim Gaber: Getting some hands-on experience is the most important thing. It is easy for an engineer to draw out the design on paper, but having the experience to understand how your design actually fits into the real world and how people are going to put it together is really important  You learn a lot of things in university, but there is so much information, and very little of it is actually practical. University does not teach you how the world actually works and certainly does not teach you anything about running a business.  Customers don't care much about the technical side of things. That is why they hire you. You need to be able to understand the customer's business and explain your solution to them in terms that they understand. Q: What advice would you give to your younger self? Hazim Gaber: I would have focused more on the education side of our business, and on areas that provide recurring revenue. I was more focused on the type of work that only paid when something broke. But once everything was fixed, money stopped flowing in. There is a lot more money to be made on the management side of IT. Customers don't want to think about IT; they just want it to work. Q: What do you envision for the future of your business? Hazim Gaber: The future of the business is to expand our construction and engineering operations across Canada and take on much larger projects. We are already providing IT services across Canada. Then the much longer-term strategy is to use the money to set up manufacturing operations here in Alberta and create many more jobs, God willing. Follow Hazim Gaber’s Journey Hazim Gaber on LinkedIn Hazim Gaber on X Hazim Gaber’s Blog Who is Hazim Gaber? Hazim Gaber  is the CEO of ehZee Engineering Corporation and HSM Global. A mechanical engineer by training, he holds multiple bachelor’s degrees in science and engineering from MacEwan University, the University of Calgary, and the University of Alberta, and is an RCDD (Registered Communications Distribution Designer).  Since 2018, Gaber has overseen strategy, program management, and business development across engineering, IT, construction, and education initiatives. He is the creator of the Udemy course Design & Deploy an Enterprise WiFi Network and has served Fortune 500 clients, including Walmart, GM, Ford, and Apple. His work focuses on practical engineering, scalable services, and long-term business growth.

Written by Sam Kaur Evans, Emotional Intelligence & Legacy Mentor Sam Kaur Evans is an Emotional Intelligence & Legacy Mentor, bestselling author, and CREA Awards Winner 2021. Creator of the DIA:EQ ® Diagnostic of Infinite Ascension™, she equips high-performing women to lead with truth, conviction, and divine order in life, business, and legacy. On 8th December 2025, Fortune published yet another warning from inside Silicon Valley’s walls. Geoffrey Hinton, the man they call the Godfather of AI, stated that it is “very likely… we will get massive unemployment caused by AI,” predicting a sweeping economic reshuffle that could leave millions behind. At the same time, Nvidia CEO Jensen Huang declared that every job will be transformed, likely leading to a shorter workweek and a radically different labour landscape. Bill Gates echoed this, noting that humans may no longer be needed “for most things,” while Elon Musk predicts humans might not need to work at all within 20 years. The headlines sound catastrophic. The truth underneath them is far more precise. AI is not replacing workers. AI is replacing emotional instability. AI is replacing those who never learned self-leadership. AI is replacing people whose decision-making collapses under pressure. The panic is surfacing not because AI is accelerating, but because the emotional capacity of the average person isn’t. Senator Bernie Sanders warned that nearly 12 million U.S. jobs could be disrupted and emphasised that this is not “just economics,” but an existential question about what happens when humans lose the structures that anchor their identity. Senator Mark Warner added that without guardrails, we will look back with regret, just as we ignored social media until it reshaped society in ways no one controlled. But here’s the part they do not say, and the part that matters most heading into 2026 and beyond. AI will not replace leaders. AI will replace those who never learned to lead themselves. Your emotional authority is now as essential as your technical skillset. Your stability is now as valuable as your strategy. Your ability to regulate your internal world will determine whether you stand out, stay relevant, or slowly get washed out in the noise. We have entered a global transition where: those who rely on external validation collapse those who move reactively lose ground those who depend on old systems face redundancy those who mimic others online fade into irrelevance those who lack discernment fall into panic or paralysis Meanwhile, the leaders who master emotional intelligence, not the soft, fluffy version but the Kingdom-rooted, spiritually anchored, self-governed kind, rise. Why? Because AI can automate tasks. AI can summarise knowledge. AI can scale content. But AI cannot build trust. AI cannot carry spiritual authority. AI cannot discern the unseen. AI cannot replace a leader whose inner world is ordered. The leaders who thrive in this era are the ones who integrate His Word, His Will, His Way into the way they navigate pressure, visibility, decisions, and identity. The fog of war is lifting, and clarity is coming for those who choose it Fortune’s analysis described AI as moving through a “fog of war,” where the public sees only fragments of what is unfolding behind the scenes. But leaders with discernment understand something deeper: This is not a fog. It is a separation. A dividing line between those who anchor internally and those who outsource their power. AI is not the enemy. Emotional illiteracy is. So how do leaders utilise this shift rather than fear it? Here is the real roadmap for the next five years: Strengthen your inner world before you attempt to scale your outer world: The future belongs to emotionally stable leaders. Those who collapse under pressure will face replacement, not because AI is powerful, but because instability is costly. Build digital authority, not digital noise: In the AI era, search-driven platforms like YouTube become your moat. Algorithms prioritise leaders with clarity, consistency, and originality, not those copying scripts and trends. AI is making surface-level content obsolete. Authority-led content becomes the differentiator. Lean into discernment, not distraction: Every major shift in history has created opportunity for the grounded and chaos for the scattered. Discernment will become the new intelligence. Speed will no longer win, accuracy will. Lead with spiritual governance: The leaders who thrive will be the ones who stay aligned with truth, purpose, and divine direction. This is where emotional intelligence evolves into something higher, a Kingdom-rooted, God-led form of leadership that no machine can imitate. “For God is not the author of confusion, but of peace.” 1 Corinthians 14:33. Peace will be the new competitive advantage. Accept this truth: the marketplace is shifting to reward leaders, not labourers: This is the era of identity leadership. Not a role. Not skillset. Identity. Those who know who they are will stand. Those who seek their identity through performance or comparison will fall. Conclusion: The coming years belong to the emotionally intelligent and spiritually anchored The headlines may scream disruption. The politicians may warn of collapse. The tech giants may predict replacement. But the leaders who refuse to outsource their power, their thinking, or their emotional world, they rise. AI doesn’t replace leaders. AI replaces those who never learned to lead themselves. This is the era of deeper sight, higher governance, and unshakeable emotional clarity. Those who cultivate this will not just survive the shift, they will shape it. AI is not replacing leaders; it is exposing the gaps in their self-governance. The question is, "Do you know where your signal is leaking?" Before you attempt to scale your outer world in 2026, you must master your inner one. Take the DIA:EQ ® Diagnostic today to reveal the exact emotional and spiritual gaps in your leadership and stop letting the "noise" dictate your direction. Follow me on  Facebook ,  Instagram ,  and  TikTok  for more info! Read more from Sam Kaur Evans Sam Kaur Evans, Emotional Intelligence & Legacy Mentor Sam Kaur Evans is an Emotional Intelligence & Legacy Mentor who turned personal grief into a global movement for truth-led leadership. After losing everything and walking through deep healing, she shut down her six-figure business in obedience to rebuild from divine order. From that surrender came the DIA:EQ ® Diagnostic of Infinite Ascension™, a system merging emotional intelligence with spiritual alignment to restore clarity, conviction, and peace to high-performing women. A two-time bestselling author and CREA Awards Winner 2021, Sam is redefining what leadership, wealth, and emotional authority look like in the next era. As CEO of Leoship Property Ltd, she proves that faith and precision can build both profit and purpose.