Case Studies & Worksheets

1. The Manager Under Pressure

Context: A mid-level manager in a busy public sector team faced constant deadlines and staff shortages. They felt their emotions spill over in meetings, leading to tension with colleagues.

Application: After working with the Emotional Regulation domain, they began using a two-minute grounding exercise before difficult conversations. They also practiced re-labelling emotions (“I’m not angry, I’m anxious about the outcome”).

Result: Within weeks, they noticed their meetings ran more smoothly. Colleagues responded more openly, and they reported feeling “in charge of her own state” rather than being driven by stress.

Reflection Prompt:

Where in your day-to-day could a short pause or grounding practice change the course of a conversation?

Moving from Story to Practice:

Worksheet 1

2. The Graduate Starting Out

Context: A recent graduate entering a competitive corporate environment felt out of place. Doubts about their ability kept them from speaking up in meetings.

Application: Through the Self-Efficacy domain, they created a personal “evidence list”, writing down past challenges they had overcome. They also set small weekly goals to contribute one idea per team meeting.

Result: Over time, their confidence grew. Senior colleagues noticed their contributions, and they began receiving positive feedback. They described it as “building proof that I do belong here.”

Reflection Prompt:

What’s on your own “evidence list” of past strengths and achievements?

Moving from Story to Practice:

Worksheet 2

3. The Team Facing Change

Context: A project team went through a sudden restructuring, creating uncertainty and mistrust. Morale was low, and collaboration suffered.

Application: Using Support Seeking and Adaptability, the team introduced weekly check-ins where members could share both challenges and small wins. They also practiced reframing change as an opportunity to try new approaches.

Result: The group reported stronger cohesion and greater openness. Productivity stabilised, and members said they felt “less alone” in the transition.

Reflection Prompt:

In times of change, who could you turn to for support  and how could you offer it to others?

Moving from Story to Practice:

Worksheet 3

4. The Parent Balancing Roles

Context: A working parent struggled to balance career demands with family life. They felt pulled in many directions, with little sense of purpose beyond “getting through the day.”

Application: Through the Purpose & Meaning domain, they reconnected with personal values by journaling. They began to see their dual roles as opportunities to model resilience for their children and contribute positively at work.

Result: The parent reported feeling less fragmented and more aligned. Instead of focusing on what was missing, they gained energy from a sense of coherence across roles.

Reflection Prompt:

What values guide you when you feel stretched and how do they help you find meaning in daily life?

Moving from Story to Practice:

Worksheet 4

5. The Colleagues in Conflict

Context: Two colleagues working on the same project found themselves in constant disagreement. Small issues quickly escalated, leaving meetings tense and progress stalled.

Application: Using the Emotional Regulation and Support Seeking domains, they introduced a simple practice before discussions: each paused for a moment of grounding and named the feeling behind their perspective (“I’m frustrated because I value clarity”). They also agreed to hold a short weekly check-in with a neutral peer present, focusing on alignment rather than blame.

Result: Conversations became more constructive, and misunderstandings reduced. While conflict still arose, it no longer derailed the team. Both colleagues reported feeling less drained and more focused on the shared goal.

Reflection Prompt:
Think of a recurring disagreement at work. What emotion could you name to reduce defensiveness, and who could you invite to support the dialogue?

Moving from Story to Practice:

Worksheet 5

6. The Overloaded Employee

Context: An employee who was known for reliability kept saying yes to every request. As deadlines piled up, they worked late nights and weekends, feeling overwhelmed and close to burnout.

Application: Through the Adaptability and Self-Efficacy domains, they began a weekly “stop–start–continue” reflection to manage priorities. They also practised setting boundaries by saying no to one task per week and communicating their workload clearly to their manager.

Result: The employee reported feeling more in control and less exhausted. By focusing on what mattered most, they protected their energy and regained confidence in their ability to deliver.

Reflection Prompt:
Where could you set one healthy boundary this week to protect your energy, and what small step will reinforce your sense of capability?

Moving from Story to Practice:

Worksheet 6

7. The Employee Receiving Feedback

Context: An employee received blunt feedback in a performance review that left them feeling deflated and doubting their abilities.

Application: Drawing on the Self-Efficacy and Purpose & Meaning domains, they revisited past successes to remind themselves of their strengths. They also reframed feedback as “data for development” and clarified expectations with their manager, aligning improvement goals with their value of growth.

Result: Their confidence gradually returned, and feedback sessions felt less threatening. Instead of avoiding criticism, they saw it as a tool to help them improve and contribute more meaningfully at work.

Reflection Prompt:
Think of a time feedback felt tough. How could you reframe it as input for growth, guided by your values?

Moving from Story to Practice:

Worksheet 7