How to Manage Stress in Uncertain Times

How to Manage Stress in Uncertain Times

We live in a country where over 75% of our population experiences daily stress. That statistic only goes up when we go through times of worry and uncertainty such as now. Because of this, I want to share with you some stress management tips and routines that can help you think more clearly and respond to stress in a productive way. 

Your perception of stress is your reality: 

A recent study found that the way we think about stress changes the way our body perceives and deals with stress. People with negative perceptions of stress are more likely to experience commonly feared responses such as feeling panicked and an inability to focus. On the other hand, people who embraced stress and had a positive perception of stress felt a strong positive desire to better themselves. These responses could include a heightened sense of focus, having energy when under pressure, and the desire to prove themselves.  

Being positive during stress is difficult. But if we can change how we perceive stress and use it to our advantage, we can mitigate the negatives of stress and feel more relaxed and empowered. 

Eliminating Stressors: 

Changing your perception around stress is a great way to reduce your stress responses long term. But what about now? Eliminating stressors can be a good way to take a breath from things that are moving too fast. It is not always possible to escape a situation or change the way something is happening but evaluating a situation that is causing stress and dropping some responsibility from yourself can create relief and relaxation. 

The next time you feel a stressful situation hitting you suddenly, breathe, compose yourself, and see about reducing the amount of responsibility you have in the game. This may mean asking friends or family to do an errand, or politely asking your superiors for an extension or to move a task to someone else.  

Cultivate Social Support:  

Speaking of friendships, reaching out to family and friends is a great way to reduce stress and work on long term relationships with people you care about. Think about it strategically – some friends and family might be good at listening and empathetic to your situation. Others may be of help with the actions that they take, whether bringing you a meal or helping you run errands. Giving support is also another way of boosting your positive emotions and reducing negative ones. Just make sure that you balance your relationships in a healthy way! 

Quick Tips: 

Seek good nutrition: 

  • Stress is caused by many things, but a healthy diet can mitigate some of the physical responses that come with stress and help you feel more relaxed 

Replace Soda with Water: 

  • Sugary drinks are not just bad for our health, but they increase our energy in unnatural ways. Instead of something sweet, substitute it for naturally flavored water or soda water to give your mood, and taste buds, a boost! 

Get physical: 

  • Daily exercise is proven to reduce stress levels and bring you to a more positive state of mind. If staying home, do some home workouts and try to get active anywhere you can. When at work, take a break and walk for a short ten minutes to boost your mood and get in some good cardio. 


  • Protecting your sleep and getting to bed on time is another proven method to reduce stress levels and feel refreshed. Among all the stress that you may have, remember to take care of yourself and rest well every night. 

Anti-Stress Body Language: 

  • Taking a couple of minutes each day to stretch is a good way to reinvigorate yourself when you feel stressed or just generally tired. Having positive body language, like standing up straight, feet shoulders width apart, and looking up, is a mood booster that can alleviate pain and stress. 
Fall Resource Roundup

Fall Resource Roundup

It’s fall, y’all. Here at Trevero, we are enjoying chilly weather and using rainy weekends to spend a few hours on the couch with a new leadership book. We wanted to share some of the resources we love right now with you, our Trevero fam.

Pick one that catches your eye, grab your favorite fall beverage, and spend some time considering a different perspective.

We hope you’ll be inspired by what you read, watch, and listen to.

1. Should you encourage rebellion in the workplace? If you’re looking to explore eclectic but sophisticated leadership topics like this one, here’s an interesting list of books that will stretch you mentally and challenge you as a leader.

2. For any of you who use DoorDash, whether personally or at work, here’s an interesting update about how the company is opening ghost kitchens where restuarants can cook.

3. Customer service is no longer one department; it must be ingrained in every single member of the organization. Here’s a list of articles and case studies showing how companies are evolving. 

4. If you haven’t yet listened to the podcast Love Works Here, a great starting episode is this one on Accountability.

5. Finally, a TED talk with the ever-relevant title: How to Get Your Brain to Focus.

Operator Spotlight: Joe Anderson

Operator Spotlight: Joe Anderson

Meet Joe! We’ve had the awesome opportunity to partner with Joe for almost two years and counting. In that time, he’s gone from a leader in Chick-fil-A’s Leadership Development Program to the Operator of a freestanding Chick-fil-A restaurant in Houston.

Check out our recent Q&A with Joe.

What are you passionate about right now at work?

Just consistently growing and developing the team members. It’s really busy and I can’t do it by myself so I’m growing spiritually. I have to depend on Christ and I can’t continually put my identity in the restaurant and results because it’s going to fail at some point. I have to have a really rooted foundation.

What are you passionate about outside work?

Honestly, just developing myself to be better, personally and professionally. I’m trying to figure out how to continually diversify myself from a business perspective.

How did Chick-fil-A’s Leadership Development Program make you a better business owner?

My dad passed away when I was in LDP, so one of the biggest takeaways was learning through tragedy. Since then, I’ve dealt with multiple deaths on the team. It’s a reminder that within the business, life is still happening and you have to learn to balance this. I have more understanding when family members pass and I can point back to the empathy I learned while in LDP.

Another thing LDP taught me is that you have to own your own development. Prior to LDP, I thought of development differently, but I learned if you are going to change something, you are going to have to take control of your change.

How has coaching helped you?

Josh has given me a lot. I’m not as critical of myself anymore. I’m a huge competitor, but it’s given me the mindset of focusing on what’s important. If you don’t hit your goals, know why you didn’t hit your goals and what you can learn from it. I’ve continually self-examined as a business leader. I have also learned to ask questions and listen. I wasn’t a great listener, but now I’m much better at it.

What advice would you give a new business owner?

Invest yourself in your team. As the business continues to increase in complexity and demand, have an outside coach develop your leaders if you can. I don’t have the time every single day to sit down with my leaders and teach them, so I can outsource it and see my leaders continually growing. You can’t be reactive with development; you have to be proactive.

What’s the biggest challenge of opening a new business?

Trusting. You have to trust your team so you can step back sometimes and take care of yourself. The other thing is failing forward. We want to be perfect and there’s so much pressure on Operators to go multi-unit and then get a third and fourth restaurant, but it’s okay to fail. I’m really learning that because if I don’t make the mistake, I won’t learn. If my team doesn’t take the risk, then we will stay stagnant.

You’re a reader. What are some of your favorite books?

  1. The Bible
  2. How to Win Friends and Influence People
  3. The 5 Dysfunctions of a Team
  4. Developing the Leader within You
Leader Spotlight: Sami VanVranken

Leader Spotlight: Sami VanVranken

Meet Sami! We’ve had the awesome opportunity to partner with Sami for almost two years and counting. In that time, she has gone from a top leader at Chick-fil-A Hunter’s Crossing to a Grand Opening Supervisor within Chick-fil-A’s Leadership Development Program. She has helped open Chick-fil-A’s in Las Vegas, Florida, and New York among others.

Check out our recent Q&A with Sami.

What are you passionate about right now at work?

Right now at work, I am most passionate about learning how urban markets operate and do business.

How about outside of work?

Outside of work, I am passionate about my friends, snowboarding, and reading (Harry Potter is my favorite).

How has coaching helped you grow?

I’ve been fortunate enough to have been working with Trevero for over a year now. Sylvia has been my coach the entire time and has helped me to grow in my interview preparation, holding me accountable, challenging me on new things, and helping me to see other perspectives more clearly.

What is a favorite leadership resource you recommend?

I really like to read so I tend to usually find different leadership books that I find myself or that are recommended to me. With podcasts, my favorite one is How I Built This with Guy Raz. I really enjoy it because it gives you insight into a lot of different types of businesses and how they work. It’s refreshing and helps to broaden your perspective around business in general. 

What is Leadership Philosophy?

What is Leadership Philosophy?

Leadership…a term that some believe is constantly evolving and is indefinable; also a word that thousands of books and podcasts are centered around. There are several opinions and definitions of leadership; some that contradict one another, others that are just fluffy reiterations of a previous definition or perspective. So how does one navigate the endless abyss of leadership resources? Which ones are worth reading or listening to? Who should I trust? Who should I believe? Which ones apply to me? These are all questions with answers that are rooted in your leadership philosophy.

What is a leadership philosophy? I’m glad you asked. I personally define it as a theory or attitude that you hold that acts as a guiding principle for your behavior. To provide more context, it’s the underlying current that influences how you behave, the skills you choose to learn, and the traits/attributes that you choose to adopt as a leader. Your leadership philosophy is the “mission statement” of what you believe about leadership.

Where does one begin? Determining your leadership philosophy is central around one question: what do I believe the job and function of a leader is? This is where everyone has a different opinion, which is why there are so many thoughts on leadership. I appreciate simplicity in function, and I’ve uncovered really two philosophies on leadership that other opinions derive from (yes, this is my opinion): transactional and transformational.

Simply put, transactional leadership believes that if an employee does “A” then they are to be rewarded with “B”. This relationship is very transactional and the influence that the leader has is really centered around what they can give the employee. While most may not admit it, this leadership philosophy drives majority of leaders’ behaviors. Think about it…what’s the primary way in which you try to attract talent? How do you retain your employees? Are rewards and incentives only given is specific goals are met?

This leadership philosophy is not “bad”, a leader can achieve expected results through it. It’s just a very superficial relationship between the leader and employee. Also, this philosophy is much easier to execute and is much more widely accepted.

Transformational leadership operates on the assumption that the leader will help the employee reach their goals (personal and professional), and in return, the employee will help the leader achieve theirs (personal and professional). It’s a mutually beneficial relationship that goes much deeper than what one can do for the other one. Transformational leaders not only meet expected results, they exceed them.

While I will not get into the weeds and details of this particular philosophy and how to execute it in this article, there are four things that make a leader transformational:

1. The leader leads each person differently. The leader will adapt his style to the needs of each individual employee. The leader provides empathy and honest communication to the employee, and the leader challenges the employee to be better and grow.

2. The leader stimulates the intellect of their employees. The transformational leader will challenge the assumptions, mindsets, perspectives, and ideas of the employee. They will also encourage the employee to take risks and think outside-the-box. This leader will stimulate creativity, innovation, and different perspectives.

3. The leader motivates through inspiration. There’s nothing worse than having a “boss” that hates their job or is super pessimistic about the future. The transformational leader actively inspires and motivates the employees, first, towards their own personal goals and vision; then towards the goals and vision of the team and organization. This leader provides hope and something for people to look forward to.

4. The leader sets the example. In short, the transformational leader is worth following. This person is present (emotionally and physically), transparent, shares their own failures and challenges, and is able to identify with and relate to their employees. They’re not sitting in their ivory tower.

Transformational leadership is altruistic and fluffy, but it is difficult to execute, and let me tell you right now, it will cost you something; it may be time, money, energy, a goal, an opportunity. The most influential leader in history paid for the transformation of his followers with His life. While I don’t expect that most of you will ever be faced with that particular situation, you may have to sacrifice something else. Another reason it is difficult is that it assumes that your employees want to grow and be developed personally and professionally. Getting people to this point would take more words, so, I will pass on that for now (but you can email or call us!).

So which philosophy aligns most with your personal beliefs, values, and convictions? Is there another philosophy that you hold (again, this article is just my opinion)? Do your behaviors, financial decisions, calendar, and meetings reflect the philosophy you want? What will you sacrifice so that other people can experience growth and transformation?

Resource Round-up

Resource Round-up

Here’s an article, podcast + video I’m loving right now.

  1. Train people well enough so they can leave. Treat them well enough so they don’t want to. Check out this short article for inspiration.
  2. Podcast: Story Brand interview with Horst Schulze, co-founder of the Ritz-Carlton. You can also read about the time I had chips and queso with Horst here.
  3. Video: 5- minute TED-Ed What would happen if you didn’t sleep. While you’re at it, check out my personal power nap strategy. Naps can be a game-changer!

Have a great week, y’all!

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