Zoe Fragou

Growth doesn’t just happen. It’s built through self-reflection, intention, and a little bit of courage. Let’s be honest: feedback can feel uncomfortable. Like holding up a mirror to see the angles you usually avoid. But at the same time, without that mirror, you’ll keep walking with spinach in your teeth. Feedback isn’t judgment. It’s clarity. It’s your GPS in a world full of uncertainty, helping you re-route, reset, and move forward. And when paired with a growth mindset, feedback becomes more than just insight. It becomes fuel. The belief that you can learn, change, and improve -even when it’s hard- is what separates those who evolve from those who stay stuck. Here, we don’t fear feedback. We seek it. We don’t hide from “not yet.” We build from it so let’s own our growth: one honest conversation at a time.

Who holds the responsibility when we experience burnout? Is it the management, our colleagues or us?

Burnout is a state of physical and emotional exhaustion. Most people don’t realize that they’re reaching burnout until something extreme happens to them and they hear the news from their coach.

When we think of burnout, we typically think of people being very tired and taking a short leave from work. It’s actually messier than that. Let me give you an example. When you take a day break to rest, how do you feel the following morning going to work? Revitalised or still exhausted? Now let me ask you again, when was the last time you felt truly energised and full of life? I think you get the point.

Our body is a complex system that needs to be treated with respect and care. We upgrade our software and change tires on our cars, nurture our plants with special fertilisers and give only the best pet food to our pets. But we don’t do the same for ourselves and our mental health.

Burnout is our responsibility, but most people cannot tell they are burnout out, because it has become normalised. And let’s be honest, most people can’t cope (let alone afford) with having to say ‘no’ to their boss. With “burnout” now officially recognised by the World Health Organization (WHO), the responsibility for managing is shifting away from the individual and towards the organisation.

So what can you as an individual do to protect yourself from burnout and what can you as an organisation do to protect your most valuable asset, your people?

It is a scientific fact, that you’ll be much happier if you just stop trying to be one dimensional and accept your own complexity. In fact, not just accept it, but aim to expand it. Multipotentiality, the ability to excel in more than one area, is not a flaw to fix. It’s a power to master. Having many talents isn’t the problem. Knowing how to activate them without burning out, getting stuck in the “starting phase,” or being overwhelmed by choice, that’s the real art. Turning multipotentiality into multiability means learning to focus without shrinking, to prioritise without self-betrayal, and to turn potential into performance: one meaningful, well-executed step at a time. Whether you’re a strategist who loves photography, an engineer with a flair for writing, or a psychologist who thrives in branding, your multidimensionality is your edge. But it takes intention to transform that edge into impact. It starts with self-awareness, continues with purpose-driven boundaries, and grows through feedback, discipline and yes, stamina. Let’s go from “I could do this” to “I did this.” Because potential is just the beginning, but ability is the legacy you leave behind.