Blue Monday - Here to stay

Barbra Carlisle • January 12, 2023

Energy levels and intent


Feeling low on energy, lots on your plate and not enough time to do everything you would like to do in the way you would like to do it?


Many of us are feeling this way, as ‘winter’ drags on, we start failing on our New Year’s Resolutions, and we opt for comfort food to fill a gap.  For some it is a recipe for feeling out of sorts and not at our best.

As someone with a birthday in January I have always struggled with being super positive and jolly two weeks into the year, and I have seen friends dip out of social life for a good month to refresh.


A ploy with a point


Blue Monday is a PR ploy – to encourage people to book holidays in the sun. 

It isn’t based on science, there has been no psychological trials on our sadness relating to the third January of the month (this year falling on 16th January 2023).


It is a PR stunt with an endorsement from an academic who used an equation to assess the saddest day of the year.

In that assessment the academic (who I have no intention of disclosing as it serves neither them or I) developed an equation to assess feelings.


They took into consideration :


  • The weather
  • Time since Christmas
  • Probable levels of debt
  • New Years Resolutions
  • Levels of motivation 


As a regular person the list resonates with me as things that can affect my mood and how I show up.


Flippancy breeds contempt


The issue with Blue Monday is that for people with SAD (Seasonally Affective Disorder) and/or depression the idea that you will be blue on just one day – 24 hours – in a year is pretty preposterous.

"Mental health 'good and bad' days are individual to each of us"

There is no scientific evidence at present that shows the 3rd Monday in Jan as the saddest day in the year.

As a Mental Health First Aider and trained coach I have witnessed people who are sad due to complex reasons throughout the year and I work with them on unpacking how they are feeling and looking to future options to move towards a happier space.


What the papers’ say


Looking at remedies to Blue Monday in the media was at times encouraging and at other times frustrating – in particular hopping on a plane and having a holiday in Bali as a remedy – hmmm not for 99% of the population.


Look after yourself and others


Taking a walk in nature can sooth and support wellbeing

Blue Monday does however give us all an opportunity to stop, reflect and become aware of how we feel, and start to consider how others may be feeling.


Advice I am happy to endorse includes:


  • Talking to people around you – in your team – in your family on what they are feeling on Blue Monday
  • Take a walk - to feel the air on your face (and perhaps the rain!) and to exercise your physical and mental self.
  • Beat the January Blues :: Keeping Well (keepingwellnwl.nhs.uk) NHS suggestions to beat the January blues
  • Look at your New Year Resolutions and think – why, why, why does this really matter to me and my long term wellbeing.
  • Eat a healthy meal and get to bed earlier than you may normally do.
  • Volunteer – this came up in several media posts about Blue Monday. Giving back to someone or the wider community can be really personally satisfying and rewarding.


If you manage someone, lead a team, lead a business you can reach out to others to ask them how they are feeling. Talking helps. If you don't feel confident or capable about having a potentially sensitive conversation with someone look at how you can support them through others. Perhaps make a commitment to learn how to have sensitive conversations - they matter.

Blue Monday is here to stay so let's use it to our advantage and for the advantage of others - no trip to Bali necessary.


What will I be doing?


I will be North sea swimming with one friend (no other takers!) and while we may not get underwater we will certainly have a laugh trying.

I will be checking in on my older relatives (using Blue Monday as an excuse to act) and talking to my family about wellbeing.


If you are interested in keeping in touch with insights from The Curious Coach do email me at barbra@gleecoaching.com or visit www.gleecoaching.com

Getting out of the Weeds into Strategic Thinking

By Barbra Carlisle • June 25, 2025
Introduction In today’s fast-paced, always-on work culture, leaders often find themselves consumed by operational demands, exciting things like emails, meetings, staff check ins, and the mountain of prepping and paperwork. But to lead well we need to redefine what we mean by our day to day priorities, and we need to manage our time. As a leader you need to be a step ahead, thinking of the future, whether that comes naturally to you are not. Strategic thinking is not a luxury; it’s a necessity. Why Strategic Thinking Matters Strategic thinking enables you to: Anticipate change and position you organisation for long-term success. Align teams around a shared vision. Innovate rather than merely optimise. Feel personally motivated and in control Recognise the value of delegation, which in turn supports the development of others The National Audit Office (NAO) highlights that while operational delivery is essential, senior leaders must adopt a “whole-system” approach that aligns policy, funding, and governance with long-term outcomes. I agree wholeheartedly with them! Beyond Time Management: Creating Strategic Space This isn’t just about blocking out time in your calendar., calling it focus time and then using that time to allow another meeting before the week is out. It’s about creating mental and organisational space for strategic reflection. Here’s how: 1. Delegate with Purpose Empower your team to own operational responsibilities. This builds capability and frees you to focus on the bigger picture. 2. Design Strategic Rituals Step back and ask: “What can I do as a leader that no one else can?” . Ask yourself "!what should I start doing, stop doing and continue to do". Weekly reflection sessions, quarterly off-sites, or even walking meetings can foster strategic clarity. 3. Build a Thinking Culture Encourage your team to think strategically too. When everyone is aligned on long-term goals, operational decisions naturally support strategic intent. It then becomes the norm to have time blocked out for thinking - time where you are not disturbed. 4. Use Strategic Frameworks Tools like SWOT, PESTLE, or scenario planning aren’t just for consultants. Use them regularly to challenge assumptions and explore new directions. Do it alone and with your team. This will create a culture of strategic thinking. 5. Get a Leadership Coach I would say this as a Leadership Coach but honestly getting a coach could be the single most important thing you do to unlock your thinking. With a Coach you talk things through, business and personal, freeing up time outside coaching sessions and not being consumed with things on your mind that you have not been able to share with anyone. Lots of my clients say to me " You are the only person I can speak to about this, I haven't told anyone, not even my partner about how I feeling about my role and life" And finally Strategic thinking isn’t a task it’s a mindset. Leaders who prioritise it not only future-proof their organisations but also inspire those around them to think bigger and bolder. Get in touch if you want to know more about developing a strategic thinking mindset

How to build your leadership after a Founder leaves

By Barbra Carlisle • June 25, 2025
Taking the reins after a founder steps down is one of the most complex leadership transitions. Founders often embody the culture, vision, and identity of an organisation. So how do you lead effectively without being in their shadow? How do you make an impression? And how easy is it to make an impression when the person before you was the person who started the organisation? It is incredibly difficult, depending on the nature of the person before you , and the culture they created when they were the leader. New leaders often look to honour the past while creating new momentum - their way. It is a tension between respect and reinvention. Without trust and transition rituals, teams can stall in founder nostalgia. Here are a few tips for you to consider: Understand the Founder’s Legacy Before you start or at least in the first three months in role, take time to understand: What the founder stood for. What were their values, vision, and leadership style. What worked well and what may need to evolve. How the team in place feel about work and about the transition. Are they grieving, anxious, or hopeful? Strategies for a Successful Transition 1. Respect the Past, But Don’t Replicate It Acknowledge the founder’s contributions, but don’t try to be a carbon copy. Your leadership must be authentic to you. 2. Communicate Transparently Be open about your vision and how it builds on the founder’s legacy. Regular, honest communication builds trust and reduces uncertainty. 3. Engage Key Stakeholders From board members to frontline staff, involve people in shaping the next chapter. This fosters ownership and reduces resistance. It will involve a lot of active listening. 4. Establish Your Leadership Identity You have the opportunity to reflect on your unique strengths, what got you the job and what your purpose is as a leader. Use this insight to define your leadership narrative. 5. Balance Continuity and Change Identify what must stay (core values, mission) and what can evolve (processes, strategy). This balance reassures stakeholders while signalling progress. And finally Following a founder is not about copying, filling shows or throwing the baby out with the bath water. It’s about walking your own path while honouring the journey that came before. It is time for strategic thinking to help you set up for your own successes and to weather the storms of new transitions. With empathy, clarity, and strategic intent, you can lead your organisation into its next era. In the UK, leadership transitions are increasingly supported by structured development programmes that focus on emotional intelligence, strategic alignment, and stakeholder engagement. These resources can be invaluable during founder succession. I am always hear to help you navigate new transitions. Do reach out if you want to think about how to be the best leader, your own way.
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