How To Reduce Workplace Stress While Building Resilience Through Conversation

In Fierce Resilience, author Edward Beltran, CEO of Fierce Inc., presents a groundbreaking approach to reducing workplace stress and building resilience through conversation.

As technology, isolation, and productivity pressures increasingly contribute to workplace stress, Beltran offers a science-based model that identifies and neutralizes individual stress triggers.

By leveraging the power of conversations, individuals discover:

their unique stressors.
how to master skills to neutralize stressors.
ways to build unwavering resilience that elevates their emotional well-being.

“This book is aimed at people who are part of any type and size of workplace: in-person, hybrid, or virtual,” says Beltran. “I share personal anecdotes, case studies, exercises, practical guidance, and actionable strategies.”

In the book, Beltran redefines resilience as the courage to self-assess and act. It is about being brave enough to face stress head-on, understand its roots, and take meaningful action to overcome it.

True resilience involves three key elements:

Courage
Self-awareness
Action

“Resilience is not something you're born with—it's something you build,” explains Beltran. With the right tools and mindset, you can turn stress into a source of strength, enabling you to adapt and excel, no matter the challenge.”

The book demonstrates for readers how to:

Address timely topics relevant to today's business and personal challenges.
Tackle the root causes of stress in relationships and interactions.
Explore the impact of human interactions and perceptions on organizational health.
Utilize modern biometrics to identify personal triggers and stress factors.
Navigate an improved work and life balance.
Demonstrate the power of structured dialogue in unraveling misunderstandings and addressing stress directly.

Finally, one of my favorite parts of the book is where Beltran explains how to give and receive praise. His best practices for these types of Feedback Conversations include for:

Giving praise

Experience: Look for the where, when and what.

When and where did you observe the behavior?

Give specifics and details.

Saying “Good Job” is not enough.

Explore: Get curious.

Ask questions that help you incorporate the feedback.

Have you received feedback like this before?

Where does this land for the recipient in his/her map of where they are and where they are going?

Explain: Clarify why it matters.

Articulate why they deserve to hear this feedback.

Tell how it impacts you and others in the best of ways.

Receiving Feedback

Experience: Look for what, when, and where.

Listen carefully to what’s being said and how.

Say, “Thank you.”

Decide what you can learn from the feedback.

Explore: Get curious.

First, be curious and genuinely open to learning.

Ask for clarification and specific examples. Ask when and where you have been observed doing that behavior. For how long has it been going on? What is the impact of that behavior on the person giving the praise, the team, and the organization?

Explain: Clarify why it matters.

Take responsibility for the impact and present your thoughts.

Reiterate gratitude for the feedback and share why it is important to you.

Articulate your future focus.

___

Beltran brings over 20 years of experience from big names like Arthur Anderson and PwC, the leadership development industry, and tech innovation to his new book.

Thank you to the book’s publisher for sending me an advance copy of the book.

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