Corporate Coping

As a leadership coach, I work with professionals to navigate the many complexities that modern day professionalism brings. Initially this means offering support for standard organizational issues such as navigating corporate politics, becoming a stronger leader, bolstering strengths, identifying solutions to problems, mapping personal and professional development plans, developing teams/people, finding new perspectives, etc, etc, etc. 

But, 2020 added a heap of new complexities to an already overwhelmed and fragile work-life structure, illuminating the broken or about to break places. And what’s about to break? 


The average professional is tasked with so many competing demands that they are often lost in a shuffle of overwhelm and burden, leaving little time, space and energy to deal with the innermost truths. Truths of being fatigued, disenchanted, unsettled, and sad over the painful experience work has become. 

Much of my coaching work these days is centered around how to cope in a corporate environment. How to build up armor to withstand the punches, while growing into a more centered, authentic person, how to face the difficult realization that they aren’t happy and have to either deal with it or leave…this certainly wasn’t intentional on my end, it’s simply what I’m  encountering. 

The irony is that most employees do not want to leave. They find elements of satisfaction in their work, they like their colleagues, they believe in the mission/product/service of the company, they have connection and community. AND they are breaking, slowly and consistently. 

Why the need to cope? Too little time for self, nature, passions, loved ones and life. Too much pressure. Leaders who lack awareness and have little to no accountability for words and actions. Organizations that don’t reflect the evolving needs and values of people. Companies that say they care but don’t act to change. Addiction to technology, and social norms that support that addiction. 

What’s the solution? Discovery. Inquiry. A commitment to change. A zest for new beginnings. Throw out the old maps, draft a new one. 

Ask powerful questions. Model positive change. Hold people accountable for words and actions. Give everyone a day off- or better yet a week- to recharge, outside of their standard PTO. Push boundaries. Accommodate people’s real needs. Connect to your personal and organizational heart. Acknowledge that many professionals are in a state of coping, and trying to find their way through.

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