Hi, I am Patti Oskvarek of Coaching For Inspiration with Patti. I’m a Leadership, Work-Life Balance, and Life coach who helps individuals achieve their dreams, goals, and aspirations and live more purposeful, balanced lives outside of work.
Come chill with us on February 28, 2025, at 6:00 PM Arizona Time on YouTube @CoachingforInsp channel.
☕️ We will be sipping tea, painting, and chatting about our life adventures while painting and sipping tea. We share our paintings, tea time adventures, and painting experiences. 🎨🖌️
🎨🖌️ Hey, Bring out your favorite beverage and craft project, and paint with us.
In this video, I will pick a Work-Life Balance Affirmation Card from my Work-Life Balance Affirmation Cards and share my viewpoint on this card and topic.
Hi, I am Patti Oskvarek of Coaching For Inspiration with Patti. I’m a Leadership, Work-Life Balance, and Life coach who helps individuals achieve their dreams, goals, and aspirations and live more purposeful, balanced lives outside of work.
In this video, I will pick a Work-Life Balance Affirmation Card from my Work-Life Balance Affirmation Cards and share my viewpoint on this card and topic.
This video’s Work-Life Balance Affirmation:
I’m making healthy lifestyle choices.
Hi, I am Patti Oskvarek of Coaching For Inspiration with Patti. I’m a Leadership, Work-Life Balance, and Life coach who helps individuals achieve their dreams, goals, and aspirations and live more purposeful, balanced lives outside of work.
*I would love to hear what you’ve started to eliminate from “I say no to things that I don’t want to do” and how it’s changed your life. *
Hi, I am Patti Oskvarek of Coaching For Inspiration with Patti. I’m a Leadership, Work-Life Balance, and Life coach who helps individuals achieve their dreams, goals, and aspirations and live more purposeful, balanced lives outside of work.
In these monthly podcasts, we (Patti and Lynn) talk about everyday situations that can arise.
Two friends who have known each other for four decades want to share fun life adventures, life experiences, and life lessons to bring positivity into the world.
In this episode, we share about New Year’s Resolutions.
Do you make New Year’s Resolutions?
*According to a study published in the Journal of Clinical Psychology, only 46% of people who made New Year’s Resolutions were successful.*
We shared the list of the top *10 New Year’s Resolutions* with Patti and Lynn’s point of view.
What is your New Year’s Resolution?
Lynn shares funny New Year’s Resolutions.
Patti shares Tips on How to Succeed with Your New Year’s Resolutions.
What’s your New Year’s Resolution action plan for 2025?
Comment on the name of the traveling plant.
🎙️ Don’t forget to like, subscribe, share, and comment.
I (Patti) was on the Unstoppable Mindset Podcast with Michael Hingson; we talked about Work-Life Balance, Leadership, Coaching, Reiki, and my unique coaching style.
It was a great conversation with Michael Hingson on the Unstoppable Mindset podcast.
Some of what we discussed:
As Patti shares, she finally retired in her 50s and began working toward becoming a Work-Life Balance coach and Reiki Master.
Today, she even is a host on two different podcasts. Patti and Michael talk quite a bit about the concepts of work-life balance, leadership, and how a coach can help people attain balance, which they sometimes don’t even know they want. We even talk a bit about what a coach does and how he or she can help people willing to explore their own lives. I think you will enjoy this episode and come away with some new and updated ideas.
About the Guest – Patti Oskvarek, CoachingforInspiration with Patti: Patti Oskvarek of Coaching for Inspiration with Patti. Patti is a Certified Professional Coach and Certified Master Coach specializing in Work-Life Balance and Leadership coaching, Reiki Master, and Podcaster. Patti inspires others to pursue their passions in life through their relationships, careers, business, and leadership development.
She became a Coach and Reiki practitioner to help people follow their hearts, use their talents, and live purposeful, balanced, and fulfilling lives. With a unique approach to coaching, Patti has dedicated herself to helping others find passion, purpose, and confidence in all they do. Her theory is that to find business success; you must know how to find happiness in other areas of life and learn the true meaning of work-life balance for yourself.
Patti is committed to helping managers, supervisors, and others become better leaders and live more purposeful, balanced lives outside work.
About the Host – Michael Hingson of Unstoppable Mindset:
Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog, Roselle. This story is the subject of his best-selling book, Thunder Dog. Michael gives over 100 presentations worldwide each year, speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children’s Hospital, and the American Red Cross, to name a few.
He is an Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind. He also serves as an Ambassador for the American Humane Association’s 2012 Hero Dog Awards.
As a manager and supervisor, are you experiencing your employees silently quitting?
I came across an article on LinkedIn about the rising trend of quietly quitting and thought this is a good topic to explore.
Silently Quitting, which can contribute to a lack of enthusiasm, decreased productivity, or a reluctance to take on new tasks, has increased due to workplace burnout, dissatisfaction, and blurred lines between work and personal life. Many employees feel overwhelmed by expectations and find themselves doing just enough to meet their job requirements without going above and beyond.
Dealing with employee disengagement is not a passive task. It requires a proactive approach, and let’s explore why.
Here are some strategies for managers and supervisors:
Be a safe environment where employees share their thoughts, feedback, and concerns while creating a healthy work-life balance by respecting personal time and encouraging breaks. Flexible work arrangements help. Ensure employees understand their roles and responsibilities. Monitor workloads to ensure they are manageable, that employees are calm, and that they have the resources they need. Demonstrate engagement and positivity in your work. Your attitude can influence the team’s morale.
Having strategies can help create a more engaged and motivated workforce, reducing the likelihood of silent quitting.
Silent quitting can have several effects on the workplace.
When employees disengage, this creates an unpleasant atmosphere. Employees not invested in their work are slow to complete tasks or may not complete them. Employees who feel undervalued or unmotivated may seek other opportunities, leading to turnover rates and the costs of hiring new staff.
Addressing the issues that lead to silent quitting—such as lack of recognition, limited growth opportunities, or poor work-life balance—can help mitigate these adverse effects.
“Silent Quitting,” where employees disengage from their work without formally resigning, can significantly affect managers, supervisors, and employees.
Managers and Supervisors may see a reduction in team performance. If some members are visibly disengaged, the overall team morale can suffer.
They might have to take on extra responsibilities or redistribute tasks to accommodate less engaged and disengaged employees.
If silently quitting becomes the norm, Managers may need to implement these strategies.
To address silent quitting, managers can foster open communication, provide support, and ensure employees feel valued, engaged, and safe.
Question:
How have you experienced silent quitting, and how did you handle it?
If you are struggling with the daily grind and feel alone, a leadership, life, and work-life balance coach like me can help you overcome those everyday challenges and continue moving forward to where you want to be.
What are your opinions on the changing employee and company loyalty trend and its impact on company behavior?
Employees used to be more loyal to companies. This shift in loyalty may be due to a perceived lack of company not being loyal back.
There’s a growing perception that companies need to show more empathy towards their staff, treat them well, and support them in front of others.
Layoffs and retail store closures are happening to people who have worked for companies for decades, and employees who are more recent and making less money appear to keep their jobs.
What are your opinions on the changing employee and company loyalty trend and its impact on company behavior?
Let’s explore this together.
What do you think are the primary reasons people are not staying in companies for their entire careers or lifetimes as they have in the past?
Is it?
Lack of positive recognition and feeling undervalued.
Businesses not offering pensions or laying off staff before they reach their retirement date for a pension?
Lack of growth opportunities, passed over for promotion by a colleague who needs a better work ethic.
Working with less, excessive workload, and career burnout.
A toxic work environment or frustration with their manager or company work culture, mission, or values.
Management tolerates lousy behavior and the terrible work ethic of staff.
Policies change, workload changes, or job duties change.
Low pay or no raises in years.
Lack of clear direction or training for the job position.
Employees who don’t feel safe will start looking for something new.
Turnover and training new staff can be costly to the company’s bottom line, and what about losing knowledge, experience, and customers?
Customers tend to stay as repeat customers when they feel appreciated and have built a good relationship with an employee within the company.
Are there other ways to cut costs, see what’s working and what’s not, and try new strategies other than eliminating positions or closing stores?
There may be no other alternative. Have different strategies been considered? Hopefully, yes, and it was the last option.
Some companies have maintained loyalty. What do you think are some of the factors for this?
Employee loyalty and retention may have a combination of factors, many of which revolve around how employees feel about their work environment, the organization’s culture, and the value placed on them as individuals.
Today’s podcast Affirmation I strive to maintain employee retention!
If you are struggling with the daily grind and feel alone, a leadership, life, and work-life balance coach like me can help you overcome those everyday challenges and continue moving forward to where you want to be.
What is it like to feel responsible for other people’s actions?
I struggle with feeling responsible for other people’s actions, which is not a good feeling. Maybe it is because of my many years of leadership roles that can shape that mindset of taking on more than necessary.
Feeling responsible for other people’s actions can be challenging and heavy.
I shared some steps in this video you can take to navigate through this feeling.
Learning to let go of responsibility for others’ actions can be a process. Put the strategies we’ve explored into action as let us know how it went.
What it’s like to feel responsible for other people’s actions.
If you are struggling with the daily grind, such as managing a team or balancing work and personal life, and feel alone, a leadership, life, and work-life balance coach like me can help you overcome those everyday challenges and continue moving forward to where you want to be.
Did you find this helpful? If so, please share this podcast with others!
Until next time when we meet again!
I would love to hear your thoughts on this topic. If you want me to explore a topic, please share it in the comments. Let’s keep the conversation going!
