Jennifer Moss

Jennifer Moss

Workplace Expert | Author of The Burnout Epidemic

Jennifer Moss is an award-winning journalist and author, international speaker, and workplace culture strategist. Her book, Unlocking Happiness at Work, received the distinguished UK Business Book of the Year Award and her most recent book, The Burnout Epidemic, was named one of the “10 Best New Management Books” by Thinkers50. Moss’ inspiring and evidence-based presentations help leaders and their teams find joy and become more resilient and successful.

Moss is a nationally syndicated radio columnist and writes for Harvard Business Review. Her work has also appeared in TIME, The New York Times, The Wall Street Journal, and The Washington Post. Moss previously worked in Silicon Valley and was a part of Barack Obama’s California social media team during his historic presidential campaign.

In recognition of her contributions to business and public service, Moss was named a Canadian Innovator of the Year and an International Female Entrepreneur of the Year. She was also the recipient of the Public Service Award from the Office of President Obama and, in 2022, was named to the Thinkers50 Radar list of “30 thinkers to watch”.

Preventing Burnout in the New Future of Work

As we begin to emerge from the pandemic, we’re pivoting to a return to work that carries a number of uncertainties and many unanswered questions. In this time of enormous change, we must prioritize workplace well-being to prevent employee burnout and increase motivation. We’re in a time, like no other in history, where organizations have been given an opportunity to redefine their workplace.

Jennifer Moss, globally recognized as an expert in workplace wellness, and author of the book, The Burnout Epidemic, published by Harvard Business Press, can show leaders how to capture those lessons from the pandemic. She walks audiences through our current realities and provides tangible solutions to increase psychological fitness for a healthier and happier today, and in the new future of work.

Takeaways include:

  • The myths and facts about burnout.
  • The role of the organization and the individual in preventing burnout.
  • Ensuring a healthy return to work experience.
  • Current realities of working during the pandemic recovery, and how to handle the changes to our work and personal lives while maintaining positive mental health.
  • Building the psychological fitness skills — particularly efficacy and resilience — to protect our well-being during times of change.

Regaining Well-Being for a Healthier Return to Work

While we look towards a return to work, we need to consider what’s next for well-being in the workplace. We all want to be happy, engaged, and satisfied and yet, during this time of continued change, these emotional states are at risk. Despite feeling overwhelmed, there is an opportunity for growth. By developing psychological skills, we can take the lessons learned during the pandemic and carry them into our post-COVID reality, and be well-prepared to handle current and future stress.

Award-winning journalist and author of The Burnout Epidemic, Jennifer Moss will share important strategies towards building a happier, healthier, and higher-performing professional and personal life. She will help audiences develop strategies to deal with stress and support their well-being as we move into the new future of work.

Takeaways include:

  • Taking the lessons learned during the pandemic and applying them to our post-pandemic life.
  • A deeper understanding of neuroplasticity and how to leverage it for a happier personal and professional life.
  • How to practice “active listening”, a tenet of empathy to increase trust and sense of community at work.
  • How to turn positive actions into habits into permanent traits of well-being.
  • The tools to reframe stressful experiences through cognitive resilience building.
  • A set of easy-to-apply, five-minute daily habits that can increase psychological fitness.

Unlocking Happiness at Work

Can you really be both “happy” and “at work”? We all want to be happy, engaged, and satisfied with our job or in the career we’ve chosen. Loving what it is we do makes us less stressed, decreases boredom, increases motivation, and has an overall positive impact on our personal lives. As workplace leaders, we want happier employees. These employees are more engaged, approach their work with enthusiasm, and bring a hunger to innovate.

Sadly, only 13% of the global workforce is happy and engaged. Despite all the stats, happiness strategies are often low on the workplace priority list. With 50% of our waking hours spent at work in our lifetime; this is a massive problem. It isn’t just costing employers – studies show that employee disengagement is making us lonely, anxious, and harming our health.

Jennifer Moss believes we can solve this well-being crisis and has the research and data-backed insights to show us how. Drawing on her experiences as a behavioural sciences consultant and member of the UN Global Happiness Council, Jennifer provides audiences with practical advice to become happier, healthier, and higher-performing people both professionally and personally.

Takeaways include:

  • How to develop the habit of gratitude and increase emotional intelligence.
  • The insights from behavioral sciences on how to be the most effective leaders or managers.
  • Psychological fitness techniques to better manage stress.
  • The organizational shift in focus from work/life balance to work/life continuum – what this means and how can we achieve it.

Combatting Burnout

Half-day seminar

Jennifer Moss is an expert in the field of burnout. For the past year, she has been deep into the research related to well-being in a crisis and just completed a joint research study with Harvard Business Review that analyzed the impact of COVID-19 on workplace well-being. She was able to gather data from 46 countries which has informed her strategic approach to managing well-being now and in the post-COVID world.

In her latest seminar, Moss dives deeper into the root causes of burnout and the upstream strategies leaders can leverage to prevent them. She will explain how burnout is a “we” problem to solve — a result of external events, societal impacts, organizational policy, and individual mindset — not cured with self-care alone.

Based on over a decade of research, two books on the topic, and her role as a strategist in nearly every sector of the workforce, Moss will offer a novel approach to preventing burnout. She will share where burnout fits into well-being strategies and where it needs to exist on its own. Leaders will walk away with a mix of essential strategic know-how and tactical plans to solve for burnout in their teams and across their entire organization.

The seminar will be followed by six weeks of activities and suggested reading to help further understand the role of leaders and the organization in preventing burnout. It will also include a prescriptive, tactical plan to engage individuals and teams immediately post-event. Leaders will then be able to position their teams to decrease chronic stress and burnout, while increasing well-being in the workplace.

Takeaways include:

  • Identifying and de-escalating burnout conditions by learning key upstream interventions.
  • Understanding the difference between a burnout strategy and a well-being strategy and why organizations need both.
  • Tenets of empathetic leadership and how to help leaders become people-centered in their approach.
  • Strategies for improving team well-being.
  • Interventions to help build psychological fitness in leaders.

Six weeks of independent work (activities and suggested reading) to learn more about:

  • Gauging team stress level.
  • Causes of burnout.
  • Identifying workload inefficiencies.
  • Recognizing employees more effectively to avoid burnout.

Six Root Causes of Burnout

A six-part workshop series that covered the root causes of burnout. Topics include:

  1. Unsustainable workload
  2. Perceived lack of control
  3. Insufficient rewards for effort
  4. Lack of a supportive community
  5. Lack of fairness
  6. Mismatched values and skills