Optimism At Work
Nick’s Journey: Finding Resilience Under Poor Leadership
Nick had always loved his job. Working as a project coordinator for a mid-sized marketing firm, he thrived on organisation, collaboration, and seeing ideas come to life. But over the past year, things had started to change. A new manager, Tom, had taken over, and Nick quickly realised that leadership could make—or break—an employee’s experience.
At first, it was little things: vague instructions, missed meetings, shifting deadlines. Nick assumed it would settle, but the inconsistency only grew. Tom frequently changed priorities without explanation and rarely acknowledged the team’s hard work. Nick started feeling tense and anxious before even arriving at work. He noticed that colleagues were whispering in corners, worried about making mistakes or drawing the manager’s attention.
The Mounting Pressure
From the pressure perspective, Nick’s situation was a textbook example of imbalance:
Demands:
Unclear project expectations.
Frequent last-minute changes.
Emotional strain managing client frustration and a difficult manager.
Resources:
Little support or feedback from Tom.
Few opportunities for recognition.
Weak team guidance and peer support initially.
Nick felt trapped. His stress was spilling into evenings—he couldn’t sleep, he was irritable at home, and he started questioning whether he was even good at his job.
Sessions with Professional Coach Danielle
When Nick decided to seek help, he booked sessions with professional coach Danielle. From Nick’s perspective:
“When I first started my sessions with Danielle, I wasn’t sure what to expect. From the very first meeting, she helped me see things differently. She introduced me to Martin Seligman’s learned optimism model, showing me how I could reframe challenges instead of feeling overwhelmed by them.
One situation that really stood out was how Tom constantly changed priorities without explanation. I kept thinking, ‘I can’t keep up, and I’ll never get it right.’ Danielle helped me break it down using the ABC framework:
A – Adversity: The challenge I was facing—Tom’s inconsistent instructions.
B – Belief: My negative thought—‘I can’t succeed under these conditions.’
C – Consequence: How it made me feel—stressed, anxious, and demotivated.
Then she guided me through disputation, challenging that belief and helping me see what I could control. I realised that even if I couldn’t change Tom’s management style, I could:
Clarify priorities by sending brief, structured emails.
Break my projects into smaller, manageable steps.
Lean on my peers for advice and support when things got confusing.
For the first time in months, I felt a sense of control and possibility. Danielle helped me see that by changing my perspective and focusing on actionable steps, I could reduce my stress and start taking charge of my work—even under poor leadership.
Weekly Reflections: Nick’s Journey
As Nick progressed with Danielle, he began documenting reflections from each week’s session:
Week 2
“This week, I tried clarifying priorities before starting each project. It wasn’t perfect—Tom still switched things around—but sending a short email to confirm expectations helped me feel less anxious. I even noticed that small wins, like completing a task on time, lifted my mood. I think I’m starting to see how optimism isn’t about ignoring problems; it’s about focusing on what I can influence.”
Week 4:
“I felt frustrated today when a deadline changed last minute. But I remembered Danielle’s advice: break it into manageable steps. I prioritised what I could control and delegated smaller tasks to colleagues. For the first time, I didn’t feel completely overwhelmed. Instead, I felt like I had a strategy to deal with chaos.”
Week 6:
“I started recognising patterns in Tom’s behaviour and planning ahead. By keeping track of repeated last-minute changes, I could anticipate issues and communicate proactively with the team. Danielle helped me see that I’m developing resilience, not just surviving. I feel stronger and more confident in my role.”
Week 8:
“I suggested a small workflow improvement during the team meeting, and it was implemented. I never thought I’d speak up under Tom, but I realised I don’t need perfect conditions to make a difference. Danielle’s coaching has helped me focus on possibilities, not just problems.”
Building Resources to Counter Demands
Through Danielle’s coaching, Nick strengthened both internal and external resources:
Internal: Optimism, planning, problem-solving, resilience.
External: Peer support, structured communication, small autonomy gains he could negotiate.
He developed practical strategies: setting achievable weekly goals, maintaining a success journal, and practising mindfulness exercises. Each strategy helped balance the high demands of his job, gradually transforming stress into actionable motivation.
Small Wins, Big Impact
Over several months, Nick’s mindset shifted. He still faced high demands, but his resources had grown, and he felt more in control. Documenting priorities and checking in with peers reduced confusion, and celebrating small wins reinforced his optimism and self-efficacy.
He even began offering suggestions to improve workflow, which caught the attention of senior leaders. With Danielle’s guidance, Nick had transformed from feeling helpless under poor leadership to navigating challenges proactively, building resilience and confidence along the way.
Lessons from Nick’s Journey
Nick’s experience demonstrates how professional coaching can empower staff under challenging leadership:
Identify Demands and Resources: Mapping out stressors and support systems helps clarify what’s controllable.
Apply Learned Optimism: Reframing adversity fosters proactive thinking and resilience.
Leverage Peer and Personal Resources: Seeking support and building strengths buffer stress.
Track Wins: Recording achievements reinforces optimism and confidence.
Professional Coaching Support: Danielle’s sessions provided structure, guidance, and actionable strategies for overcoming workplace pressures.
Nick’s story shows that even under poor leadership, coaching can help employees reclaim agency, sustain motivation, and thrive.
Thriving Despite Leadership Challenge.
Nick’s journey is a powerful reminder that poor leadership, while challenging, doesn’t have to define the employee experience. With coaching support from professionals like Danielle, staff can develop the skills and mindset to navigate demands, build resilience, and maintain engagement.
Nick didn’t just survive his work environment—he learned to thrive, turning obstacles into opportunities for growth, optimism, and professional development. His story underscores the importance of combining structured coaching, positive psychology, and practical strategies to empower staff in even the most challenging leadership contexts.
Ready To Take that step?
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Contact Danielle today
Danielle@DanielleRowleyCoaching.com
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The content and services provided through this coaching program are intended for personal and professional development purposes only. Coaching is not a substitute for professional medical, psychological, legal, or financial advice. While coaching can support confidence, growth, and skill development, results may vary depending on individual circumstances and commitment to the process. Clients are responsible for their own decisions and actions.
Disclaimer – Use of AI in Content editing
This blog was edited with the assistance of artificial intelligence (AI) tools,. AI was used to generate improve readability, and optimize for online publishing. While AI contributed to content development, all information, examples, and narrative choices were created, reviewed, adapted, and curated by the author to ensure accuracy, relevance, and suitability for the intended audience.
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