This week’s blog is about the challenge of toxic environments and knowing when to make a change – for yourself, or to shift a culture where people are not thriving.

My son who is 23 recently started a new job in a new industry. It’s a hard slog. 12 hour shifts, one week of day shift, one week of night shift straight through. He’s learning an enormous amount as he navigates one of the toughest jobs in that industry.

And just one month ago, he requested to change teams. He knew that being on that crew was costing him his mental wellbeing. Was he slack? Was he fragile? No way. He is one of the hardest-working people I know and has a work ethic that is rock-solid. But he doesn’t thrive when the only time he is spoken to is when he makes a mistake and even that was curt and minimal. There was no learning, no discussion to induct him into a complex job properly. He was unable to ask any questions as the relentless drive for outputs was pushed. He made a couple of rookie errors. But when there was no guidance, only verbal dressing down, his feelings of failure rather than a learning opportunity raised and sabotaged his wellbeing. As the new kid on the block in a new industry, giving no time to teaching and guidance is a ridiculous call by the leader. Just as importantly, there was no desire to connect with him at a human level within the work environment. The kicker – the leader was a ‘good guy’ out of the work environment. So my son had to work through a tricky internal emotional conflict to make his next decision.

When he embarked on this job, we discussed how important it was for him to look out for his own wellbeing, especially in the extreme environment he would be in. So he made the call, after giving it what he would say was a ‘red hot crack’ to stick with it.

So now – he has moved teams and is loving it. There is learning, he can ask questions, there is camaraderie and a real sense of team. He feels like he is getting better each day at his job and even if he doesn’t know how to do something – all he has to do is ask. Good on you Conor for knowing what a great team culture is. And good on the company for listening.

It’s a common refrain these days: “People are too fragile.” It’s often said in response to increased discussions about mental health, workplace well-being, and the importance of creating safe and inclusive environments. But are we really becoming more fragile, or is there something deeper at play?

Perhaps it’s not that people are more fragile—it’s that we are more aware. We’re more attuned to the impact of stress, burnout, and toxic environments on our mental and physical health. We’re recognising that resilience isn’t about “toughing it out” but about having the tools and support to navigate challenges effectively.

This shift in mindset is not a sign of weakness but a sign of progress. For too long, people have been expected to “suck it up” and carry on, often at great personal cost. We now understand that this approach isn’t sustainable. The data is clear: workplaces that ignore well-being see higher turnover, lower productivity, and increased absenteeism.

When we talk about fragility, we’re often misinterpreting what is, in fact, a growing intolerance for harmful behaviours and environments.

People are no longer willing to put up with bullying, discrimination, and unrealistic demands. They’re advocating for environments where they can thrive, not just survive.

So, how do we move things forward?

1. Redefine Resilience: It’s not about enduring endless stress. True resilience involves knowing when to ask for help, setting boundaries, and having a supportive network.

2. Create Safe Spaces: Psychological safety is crucial. People need to feel safe to speak up, share ideas, and admit mistakes without fear of ridicule or reprisal.

3. Foster Open Dialogue: Encourage conversations around mental health and well-being. Normalise seeking support and make resources readily available.

4. Lead with Empathy: Leaders need to be attuned to the needs of their teams. This doesn’t mean lowering expectations, but it does mean understanding that people can only perform at their best when they feel supported and valued.

The world is changing, and so are our expectations of what it means to be strong. Strength is not about denying our humanity; it’s about embracing it. It’s about recognising that the way we’ve done things in the past isn’t the only way, and that creating environments where everyone can thrive is not a sign of fragility but of wisdom and progress.

Let’s celebrate this shift towards awareness, compassion, and truly sustainable success. After all, the strongest organisations are those that know how to care for their people as whole, complex individuals.

Action Step: Reflect on your own environment. Are there areas where “toughness” is being prioritised over well-being? How can you foster a culture that supports true resilience and in fact anti-fragility, where people feel empowered to grow and contribute without compromising their health?