Career Transformation IE -Q1 2024

Career Transformation

Q1 2024 | A promotional supplement distributed on behalf of Mediaplanet, which takes sole responsibility for its

“Apprenticeships are a great alternative to a full-time college course.”

Claire Farrugia, Assistant Editor, gradireland

Career development: how to empower employees with growth, trust and feedback

Unlock employee potential and discover how investing in growth boosts satisfaction, trust and engagement. Explore insights from Ireland’s Best Workplaces 2024.

A“I’m ready to return to work, but where do I start?”

Gina Oglesbey, Founder & CEO, Back to Work Connect

t Great Place To Work, we are constantly examining how organisations are creating a Great Place To Work For All™ by focusing on adopting consistently high-trust workplace cultures. One hugely important aspect of a high-trust culture is empowering employees to develop and reach their full potential at work.

Employee growth for motivation

Most employees need growth to feel stimulated and challenged. If people leaders don’t acknowledge and act on this, their employees can lack motivation, experience burnout and feel generally unsatisfied in their roles.

At Great Place To Work, we see this firsthand from our data. Among the 120 organisations that made our annual ‘Ireland’s Best Workplaces’ list in 2024, 84% of employees agreed with the statement ‘I am developing professionally working here.’ Among organisations not certified by Great Place To Work, this statement resonated with just 59% of employees.

Fostering trust through development

Offering growth opportunities not only boosts employee satisfaction but also signals a level of trust in the employee and a commitment to their professional advancement. This trust is necessary for any organisation to thrive; it forms the bedrock of effective collaboration and communication among employees, as well as significantly boosting employee engagement.

Transparency and feedback support

During this period of learning and development, leaders must also remain transparent and provide regular feedback to help both employees and managers understand how well their learning objectives are being met. At Ireland’s Best Workplaces this year, 82% of employees agreed that their line manager gives them regular feedback on their performance, contrasting with just 55% among employees at organisations noncertified.

82% of employees agreed that their line manager gives them regular feedback on their performance,

Trust is also mutually beneficial within organisations; investing in employee development enhances job satisfaction and engagement, leading to higher retention rates. In turn, satisfied and engaged employees are more likely to be loyal to the organisation, reducing turnover costs and maintaining knowledge of the business.

It can be daunting for anyone starting on a new path, and this feedback loop helps to allow for timely interventions, ensuring that employees stay on the right track and can tackle any challenges they encounter. Feedback can also serve as a powerful motivational tool; recognising and appreciating the effort employees put into their development not only boosts morale but also reinforces the significance of continuous learning within the organisation.

Cathal Divilly CEO, Great Place To Work

Rachel McLoughlin Marketing Coordinator, Great Place To Work

Claire

Assistant Editor, gradireland

Advantages of apprenticeships and how to take this rewarding career route

Discover the benefits of apprenticeships: earn while you learn, gain practical experience and achieve recognised qualifications in various fields.

Apprenticeships are a great alternative to a full-time college course. These programmes alternate phases of on-the-job and off-the-job training and development. They provide you the opportunity to get a recognised qualification while gaining practical experience relevant to your chosen career and being paid. At least 50% of the learning during an apprenticeship happens on the job.

Appealing apprenticeship advantages

Utilising the knowledge and skills acquired during off-the-job phases spent in a training centre, Institute of Technology or another approved training provider, in the daily operations of a business is a key advantage of apprenticeship that appeals to many. This, combined with the opportunity to earn a salary while training, further enhances their appeal.

and other experience. You may also be able to do a pre-apprenticeship course to compensate.

For some roles, passing a colour vision test is a mandatory requirement; but this is only relevant to a few professions. To start an apprenticeship, you must obtain employment as an apprentice with your chosen company, which must be approved by SOLAS.

To start an apprenticeship, you must obtain employment as an apprentice with your chosen company, which must be approved by SOLAS.

How do you become an apprentice?

The requirements for becoming an apprentice vary between programmes. The minimum age is usually between 16 and 18 years old, with no upper limit for age. The educational requirements vary depending on the programme you choose.

If you do not meet these requirements, you may be eligible for recognition of prior learning (RPL). This takes into consideration work

How to seize success by saying ‘yes’ to a careerchanging opportunity

WRITTEN BY Tony Greenway

Apprenticeship benefits for employers Employers can also benefit from apprenticeships. Courses are based on uniform, pre-specified and industry-agreed standards and comply with current and future needs of the occupation. Through the systematic development and assessment of skills, knowledge and competencies, apprentices become more productive and reach efficient worker standards more quickly. The demand for apprentices is growing as several sectors in the Irish economy experience skills shortages. Apprenticeships are available in diverse areas such as construction, engineering, electrical, finance, logistics, healthcare and property services — they are accessible and rewarding.

Keep an open mind when you’re presented with unexpected career opportunities, urge two women from a health and beauty retailer. You never know where your choices will take you.

Seizing a work opportunity — even a seemingly small one — can completely transform the direction of your career, says Ursula Feeney, Healthcare Academy Trainer at health and beauty retailer, Boots.

Transforming a career from a simple ‘yes’

Feeney should know because, although she’s now a fully qualified pharmacist, her original plan was to be a music teacher. “I was studying a music and history degree and found a part-time job in Boots as a Customer Assistant,” she says. “I loved it, but never thought about a career in healthcare.”

The turning point arrived when the store manager proposed she work at the healthcare counter. Feeney said ‘yes’ and was enrolled on the company’s internal Healthcare Advisor Programme and, later, Dispenser Programme, which ignited her passion for pharmacy work.

“Although I’d only recently graduated from my music and history degree, I decided to switch career paths, go back to university and study a full-time, five-year master of pharmacy degree,” she says. “I was supported by the company, and they let me reduce my hours to accommodate my studies. It was life-changing.”

Feeney’s current position as Healthcare Academy Trainer involves supervising colleagues on the internal training programmes that she once completed. “I really enjoy the role,” she says. “And, genuinely, I wouldn’t be here if it wasn’t for that first part-time job. I certainly wouldn’t have become a pharmacist any other way.”

My apprenticeship — and the degree which I’ll have in 2025 — will stand me in good stead for the rest of my life.

Educational opportunities lead to career development

Trish Sutton, Assistant Store Manager at Boots in Newbridge, County Kildare, had a similar career-changing experience. She started with the company in 2019 as a Customer Advisor while she was on a gap year. “I planned to go back to college but realised that I really liked the job,” she says. “In 2021, the store manager asked if I would be interested in enrolling on a two-year Level 6 Retail Apprenticeship. I said ‘yes’ — and graduated in June of last year.”

As Assistant Manager, it’s Sutton’s job to ensure her store runs efficiently and effectively. She’s also studying a Level 7 Retail Management Practice degree part-time, sponsored by the company. “I wouldn’t be in management at all without that first job,” she says. “I wouldn’t have my retail qualifications, either. My apprenticeship — and the degree which I’ll have in 2025 — will stand me in good stead for the rest of my life, wherever my career takes me.”

Ursula Feeney Healthcare Academy Trainer, Boots

Trish Sutton Assistant Store Manager, Boots

Peter Kearney Chief Executive Officer, AirNav Ireland

WRITTEN BY Tony Greenway

AHere’s what you’ll need for a rewarding career in air traffic control

Discover the highly rewarding world of air traffic control. Excitement, responsibility and constant challenge await. Learn more about air traffic controller careers.

ir traffic controllers — the unseen champions of the skies — harness radar, radio communication and a wide array of tools to skillfully guide aircraft through the skies and in and out of airports. Their job goes beyond just giving directions; they steer pilots through the complexities of take-offs, landings and every moment in between — guaranteeing the smooth and safe operation of every flight.

High-stakes air traffic control career

“Being an air traffic controller is a unique blend of excitement, responsibility and the satisfaction of knowing you’re contributing to aviation safety,” says Peter Kearney, Chief Executive Officer of AirNav Ireland, which provides air traffic

What makes a career in project management rewarding and dynamic?

Becoming a project professional can help address critical challenges, leveraging diverse projects to make a meaningful impact on our world.

Marcus Pathan Senior International Development Manager, APM

Projects come in various shapes and sizes, and all have an impact on the world around us. At a time when the world faces many major challenges, becoming a project professional can be a great way to help tackle some of these issues.

Effective project management is essential

management services across Ireland’s 451,000 km2 of airspace.

“Every day brings new challenges, and the sense of accomplishment from successfully managing complex traffic scenarios is incredibly rewarding.” It is a fast-paced role, especially during busy periods or in emergencies. Controllers cope with stress through rigorous training (with effective stress management techniques) and support networks — but having the right temperament is crucial.

“We seek individuals who are calm under pressure, possess strong communication skills, have excellent spatial awareness and can multitask effectively,” says Peter Kearney. “Adaptability, attention to detail and a commitment to safety are also crucial traits.”

Ireland a better country for all. When projects succeed, society benefits. As the only chartered membership organisation for the project profession in the world, Association for Project Management (APM) recognises that project management is a growing profession and changing fast.

Benefits of project management

Education requirements for air traffic control

You don’t need a college degree to become an air traffic controller, but you need a completed Leaving Certificate with five passes (including maths) with a Grade H5 in at least two higher-level papers. An equivalent second-level qualification may be acceptable, but it must include maths-based subjects. The educational standard required is a minimum of Level 5 on the National Framework of Qualifications Ireland (NFQ).

The main routes into the job typically involve specialised training programmes offered by air navigation service providers, such as AirNav Ireland. This usually includes a mix of classroom instruction, simulation exercises and on-the-job training under the supervision of experienced controllers. Duration can vary, but it often lasts between 18 months and two years.

Necessary skills to become an air traffic controller

Those considering a career as an air traffic controller would benefit from heeding Peter Kearney’s advice. “Focus on honing strong communication and problem-solving abilities,” he suggests. “Also, get ready for a rewarding and fulfilling career ahead.”

Every project needs a project team to keep a close watch on plans, budgets, contributors, quality of outputs and anything that could cause a problem along the way. The Project Ireland 2040 vision will indeed require many project managers — with the right skills to deliver what the strategy has set out to achieve — to make

Project management is increasingly becoming a career of choice rather than chance. It plays a crucial role in a wide range of business sectors from media, IT and healthcare to engineering, construction and financial services — making it a varied and rewarding job. Many project managers talk about

the pride they feel in delivering something that makes the world a better place. A career in project management can also be financially rewarding and offers numerous job opportunities, a clear and stable career path and the chance to make a significant impact on organisations and society. A good project manager can add value to any environment they choose to work in, utilising key transferable skills such as time management, organisation, communications, resilience and leadership.

Project management career routes

There are various routes to becoming a project professional, from apprenticeships including integrated degree apprenticeships to APM-accredited university degrees in project management and qualifications.

A project professional can then go on to become a Chartered Project Professional (ChPP): the recognised global standard in project management. This year, APM is launching a new pathway towards ChPP status, which will recognise validated professional practice built globally through qualifications and experiences in organisations across the profession, making chartered status accessible to even more project practitioners around the world.

Are

For

IEngineering must combat perceptions to diversify the profession

positively; with negligible differences in their perceptions of it as a financially rewarding, interesting career, with plentiful job opportunities. Nevertheless, clear discrepancies in perceived suitability were evident among these population segments.

Fostering engineering inclusivity through education

Recent research shows the varied perceptions of engineering careers among demographics. Find out how we’re working towards inclusivity in STEM.

n at least one respect, engineering suffers from a perception problem: certain sections of our society are less likely to view engineering as a suitable career than others.

Gender gap in engineering career perception

In new research, conducted for Engineers Ireland by Ipsos B&A, 1,000 people were asked if they viewed engineering as a career suitable for people like them. While close to half (47%) replied in the affirmative and just over a third (34%) in the negative, scrutinising these statistics reveals important insights. One stark discrepancy occurs between men and women, as 39% of women say they do not view

engineering as a career suitable for people like them, compared to just 29% of men. Similarly, when asked if they would consider engineering if starting their careers or making a career change, women were significantly less inclined to say yes, with 37% opposed, compared to 26% of men.

Socioeconomic divide in engineering perception

A comparable gulf exists when dividing by social grade, with 40% of those from lower socioeconomic groups (C2DE) stating that they do not view engineering as a career suitable for people like them, as opposed to 28% from more advantaged backgrounds (ABC1). All groups viewed engineering

Only 12% of engineers are women while Higher Education Authority statistics show that only 23% of graduates from 2022 engineering courses were women. Entry to the profession from different social grades is less studied, but limited research and anecdotal evidence tell us that a problem exists.

As a society and an engineering community, we must strive to create a profession that reflects diversity by tackling gender, socioeconomic and other stereotypes across STEM careers. The STEPS Engineering

Your Future programme, hosted by third-level institutes and industry, is designed to promote engineering to Transition Year students and targets a 30% female participation rate. Parents, teachers and career guidance counsellors also play vital roles in addressing this inequality and must be supported in the process.

These steps represent meaningful progress in promoting engineering that emphasises equality. However, we still have a long way to go.

Careers in renewable energy: be

part of Ireland’s journey to offshore

wind

Join our journey to delivering offshore wind by 2030. Find out how we’re driving change in offshore wind energy — and how you can be a part of it, too.

As a leading company in renewable energies, RWE Renewables Ireland Limited has established itself as a key player in the Irish energy market with an expanding portfolio of projects. Our ambitious RWE Offshore employees are all connected by one thing: their energy and how they’re using it to make a difference.

Vanessa O’Connell Development Project Director

Paid for by RWE

How to deliver Ireland’s offshore wind ambitions Ireland has set very ambitious targets for the delivery of offshore wind by 2030 (5GW) and 2050 (at least 37GW) — all to support the country achieving net zero by 2050. This is especially challenging given that we have only one 25MW project currently in operation here. However, we have recently seen the establishment of the Phase 1 programme and, in 2023, we saw the granting of Contracts for Differences (CfDs) to four projects, including Dublin Array. The Government also intends to run its second CfD auction in late 2024 or early 2025 for a project on the south coast.

The development of this pipeline presents an exciting opportunity for the Irish economy. With 25 years of successful onshore wind projects, we’ve built strong expertise in professional services, construction and operations. However, the scale and projected growth of offshore presents an opportunity of a different magnitude — not only in terms of those existing services but also in respect of regional development, infrastructure, education, training, innovation and R&D.

To realise our ambitions, we must find ways to export our surplus energy. This brings further opportunities in terms of new industries to use that energy domestically and in global markets. This necessitates placing offshore wind front and centre in Ireland’s economic future growth and prosperity with opportunities throughout the business and our communities.

construction and operation, with over 1,000 construction phase jobs and 80 direct and 160 indirect full-time jobs expected during the 30-year operational phase. Dublin Array’s operations base is expected to be located within Dún Laoghaire, resulting in an estimated €540 million in local expenditure across the Greater Dublin Area. The project was awarded its Maritime Area Consent (MAC) in December 2022, allowing the development to apply for planning permission, which is planned for later this year. Subject to planning permission, the project could be operational by the end of the decade.

Diverse career opportunities in Ireland’s offshore wind industry

Navigating a new industry poses challenges in decision-making about one’s career potential. However, it’s important to recognise that most jobs will not be in engineering or even involve working offshore.

The industry will need people in nontechnical roles such as finance, procurement, stakeholder management, HR, as well as trades.

Dublin Array: an offshore wind farm powerhouse

Dublin Array is a proposed offshore wind farm, which will be located about 10km from the coast of counties Dublin and Wicklow. Once operational, the project will deliver up to 824MW of clean, renewable electricity and will consist of up to 50 wind turbines, which is enough energy to supply around 77,000 homes.

The Dublin Array project will also bring significant economic benefits during its

The industry will need people in non-technical roles such as finance, procurement, stakeholder management, HR, as well as trades (welders, cable jointers, vessel crew). A lot of the early work is in onshore construction, followed by an intensive period of installation of the turbines offshore and then quietening down in the long period of operations (and maintenance).

Despite the novelty of offshore wind in Ireland, leveraging existing industries can help develop transferable skills in areas including project management, health and safety, environment and engineering (particularly electrical engineering). To grow at the pace planned, the industry will need people who bring different approaches and perspectives to ensure diversity of thought. No matter where you’re from or what your academic background is — there’s a place for you here.

Find

Peter Lefroy Offshore Development Head for Ireland and UK West

Celia Anderson Offshore Wind Skills Strategy Lead, UK & IE

Relaunch your career: how to return to work with ease after a break

Explore relaunch courses offering hands-on support, upskilling, mentoring and flexible options in Ireland. Get started on a successful career journey.

Returning to the workforce after a career break can be daunting. It can be overwhelming to navigate resume gaps, industry changes and outdated skills. “I’m ready to return to work, but where do I start?” is the most common question we hear from people in midlife looking to re-enter the workforce.

Return to work with a relaunch course Whatever your reasons for stepping away, taking a deep breath and diving back in often requires a combination of grit, determination and, of course, patience. Knowing where or how to start can feel like a challenge. The good news? You do not need to face the return-to-work journey

alone. Several supports and resources are available to help you step back into your career with renewed confidence. Relaunch courses are a perfect example.

What is a relaunch course?

A relaunch course is a programme designed to guide you through the unique challenges of re-entering the workforce. Taking part in a relaunch course is a great way to ease back into work because they offer a variety of hands-on support mechanisms, upskilling opportunities, peer networks, 1:1 mentoring and more. They are a fantastic, flexible option for returners who need guidance on the next steps. Classes are typically

part-time, run on a short-term basis and are a perfect blend of practical and theoretical lessons. Ultimately, they aim to provide the instruction, inspiration and practical tools you need to relaunch successfully in a flexible format that fits your life, schedule and goals.

Is a relaunch course right for you?

Regardless of where you are in your back-to-work journey, the beauty of a relaunch course is that they are for everyone. Career relaunch programmes can help refresh your professional and technical skills and give you the clarity and courage to make that all-important transition back to work.

Benefits of relaunch courses

• Greater clarity regarding your values, interests, skills and strengths

• Confidence and courage to begin your relaunch journey

• Invaluable time to take stock of where you are in your transition back to work

• Practical experience to grow your skills and confidence

• New connections to like-minded peers who are on a similar journey

If a relaunch course sounds like something you’d like to explore further, there are some excellent options available throughout Ireland.

Gina Oglesby Founder & CEO, Back to Work Connect

Scan the QR code to explore courses

Successful candidates get the chance to re-energise and develop their careers in a dynamic work environment.

How to revive your career on a dynamic return-towork programme

Return to work programmes benefit employees and employers. They give returners the chance to re-energise their careers — and firms access to varied experiences.

Deloitte Ireland

WRITTEN BY Tony Greenway

Elaine Diver didn’t plan on taking an extended career break after having children. But life — and a global pandemic — got in the way. “I was a business analyst for a bank when I had my first child,” she explains.

Career break and return to work decision

“After my maternity leave, I quickly found a creche place and was able to return to work. In 2018, when I had my second child, there were no creche spaces available, so I needed extra time off to look after my new son.”

Diver finally secured a second creche — but before she could use it and start job-hunting, Covid-19 struck, lockdown began and her plans were scuppered. “All of a sudden, it was 2023, my son was five years old and about to start school ... and I still hadn’t been back to work,” she remembers. Initially, Diver wasn’t concerned about going back into the workplace. However, as her career break grew longer, she admits that she began to lose her confidence.

Placements help returners re-energise their careers

A friend alerted Diver to a Return to Work programme run by Deloitte, the professional services network. Launched in 2022, it offers individuals who have taken a career break of 18 months or more (including career breaks of 10-plus years) the chance to join the firm on a fully paid, structured and supportive six-month placement.

This type of initiative is good for the employee and the employer, stresses Diver. Successful candidates get the chance to re-energise and develop their careers in a dynamic work environment; while Deloitte builds a pipeline of talented returners from a variety of backgrounds who are valued for their skills and knowledge.

Returners are given a salary and a role commensurate with their experience and, when they have finished the placement, it’s hoped that they will be offered a permanent role within the firm. Diver applied, completed two online interviews and started on the Return to Work

programme in September 2023.

Diver explains: “First, we attended coaching sessions (delivered by an external career coaching organisation), which were designed to help us regain our self-belief. Then, we were given individual placements. I was assigned to the Cloud and Engineering department, working full-time as a consultant on a project with a client.”

Taking advantage of mentoring and learning opportunities

During the placement, participants can take advantage of the firm’s buddy system, mentoring and learning opportunities — and, importantly, its hybrid working policy. “When I work from home, I can take my children to school in the morning,” says Diver.

It’s vital for employees to feel supported by their company, notes Diver, particularly if they have caring or family responsibilities. “Before my interviews, I remember thinking: ‘I’m going to have to say that I’m a mum of two.’ Sometimes, women feel as though they have to pretend that their children don’t exist and that they can soldier on with their work commitments regardless. So, it was reassuring when one of the partners said: ‘Elaine: we’re aware you have a family. That’s important to you — and it’s important to us.’”

Balanced team ambition and inclusivity

Diver has now been offered a permanent role and has enjoyed settling back into work. “I’m still getting used to juggling aspects of my personal and professional lives,” she says. “The whole experience has been a great way to challenge myself — and restart my career.”

Sinead Gogan, CHRO at Deloitte Ireland adds how the organisation strives for balanced teams throughout: “We continuously aim to eliminate barriers that prevent people from returning to the workforce — our Return to Work programme is at the heart of this ethos. We also have a suite of enhanced leave policies and hybrid and part-time work offerings, which go a long way in supporting our employees and, in particular, our returners.”

Elaine Diver Consultant,

Sinead Gogan Chief Human Resources Officer, Deloitte Ireland

Why a changing energy industry needs dynamic and curious talent

Burn bright vs burnout: energy and your professional success

A changing energy industry is looking for ways to contribute to Ireland’s decarbonisation agenda. That means it needs diverse talent from various disciplines.

Sean O’Loughlin and Kevin Donnelly have worked in energy for years and know it inside and out — but the change they have seen across the sector in the last decade has surprised them.

Decarbonisation push in energy sector

“It’s transformed from being a fairly staid industry to one that is at the core of everyone’s life,” says O’Loughlin, General Manager of energy business unit, Flogas. “There are various well-documented reasons for that, including climate concerns, economic and political shocks and technological advances. As a result, energy has moved from the business pages to the front pages. For those in the industry, it’s a dynamic, fascinating and challenging time.”

Entrepreneurial spirit and the ability to work collaboratively

Empty batteries make it difficult to win a race or clock a personal best, just as they impede professional success and ambitions.

CWe now see more diversity among engineering graduates, and we still need their expertise, but we also need IT professionals, customer insight professionals, sales and marketing and trading professionals.”

The continuous growth of the sector has had a big, positive impact on career opportunities. “Take our company,” says Donnelly, General Manager, LPG Business Unit at Flogas. “When I joined over six years ago, we had around 140 employees. Now, we’ve scaled massively, providing a full portfolio of energy solutions across the island of Ireland, and we’re close to 480 employees. We see ourselves continuing to grow and continuing to contribute to Ireland’s decarbonisation agenda.”

Energy transition is one of the reasons why Donnelly is so invested in the sector. “Pressure to decarbonise is coming from everywhere: governments, society and customers,” he says. “For me, that’s exciting. A big part of the attraction is that I want to be part of that transition solution.”

Paid for by FloGas

The industry’s eclectic nature requires talent across a variety of disciplines. “Twenty years ago, energy was male-dominated and engineering-heavy,” admits O’Loughlin. “That’s not the case now. We’re building a strong, multifaceted, diverse team across all areas of the business. We now see more diversity among engineering graduates, and we still need their expertise, but we also need IT professionals, customer insight professionals, sales and marketing and trading professionals.” Those with an entrepreneurial spirit and the ability to work collaboratively and think differently will go far, says Donnelly. “The industry needs people with passion and motivation,” he says. “Because the market is becoming so complex — and the range of technologies and solutions so varied — they’ll need a curious mindset to contribute at a high level. If you want a fast-moving career where you can drive sustainability and carbon reduction and help make the world a better place, then this is the sector for you.”

Sean O’Loughlin General Manager, Energy Business Unit, Flogas

Kevin Donnelly General Manager, LPG Business Unit, Flogas

WRITTEN BY Tony Greenway

hange and uncertainty, fuelled by new technology, global shifts and the pandemic, often demand significant attention and, unfortunately, drain our energy. This depletion, coupled with hybrid work setups that limit face-to-face interaction, can further drain our batteries.

Energy levels impact professional success

A study by NASA aimed to explore how people’s energy levels influence their professional performance. Participants were evaluated based on their impact within their internal network, ranging from ‘strongly energising’ to ‘strongly de-energising.’

By tracking outcomes such as promotions, salary increases and performance appraisals, the study concluded that participants perceived as energisers by their peers are more likely to have their ideas put into action, garner greater contributions from those around them and attract the commitment of high performers. This resulted in more promotions, higher pay and access to more interesting projects.

As you set your ambition, consider how you can supercharge your battery to burn bright.

Optimism and energy lead to success

Another study found that individuals who ‘project optimism and energy and are receptive to new ideas’ where ‘grimness was replaced with kidding and laughter’ were more successful as business innovators because they were able to influence thinking and decision-making on their ideas.

These findings point to the importance of consciously managing and modelling your energy. Anyone who has driven an e-car knows about energy management: the battery has to be full; energy is used to get where you want to go; there are periods of acceleration requiring more energy usage and coasting where less is needed. Humans are not all that different and by adopting a formula, we can better manage our own energy.

Mind + Body + Connection = Energy

• Mind: Your mindset about your energy. ‘Do I want to be an energy vampire or an energy generator? What is in my control to model that?’

• Body: Your physical care in hydration, sleep, exercise and diet. ‘What are the small habits I can adopt to move more, breathe and put the right fuel into my system?’

• Connection: Your willingness to show up and plug in to your workplace relationships that release oxytocin (fuels positivity), dopamine (enhances happiness), endorphins (to kill pain) and serotonin (creates belonging).

The pace of change and the terrain of your career are, typically, not in your control. The refuelling and readiness of your battery are. So, as you set your ambition, consider how you can supercharge your battery to burn bright.

Danica Murphy Founder, Prism