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Show Notes
Trust Yourself (Melody Wilding LMSW)
- Amazon USA Store: https://www.amazon.com/dp/B08WCJ72RX?tag=9natree-20
- Amazon Worldwide Store: https://global.buys.trade/Trust-Yourself-Melody-Wilding-LMSW.html
- Apple Books: https://books.apple.com/us/audiobook/trust-yourself/id1561456672?itsct=books_box_link&itscg=30200&ls=1&at=1001l3bAw&ct=9natree
- eBay: https://www.ebay.com/sch/i.html?_nkw=Trust+Yourself+Melody+Wilding+LMSW+&mkcid=1&mkrid=711-53200-19255-0&siteid=0&campid=5339060787&customid=9natree&toolid=10001&mkevt=1
- Read more: https://mybook.top/read/B08WCJ72RX/
#selftrust #overthinking #workplaceconfidence #emotionalintelligence #boundariesatwork #TrustYourself
These are takeaways from this book.
Firstly, Understanding the Overthinking Loop and What Triggers It, A central topic is how overthinking forms a self reinforcing cycle in professional life. The pattern often begins with a trigger such as an unclear email, a meeting comment, a missed detail, or a high stakes decision. Instead of resolving the issue, the mind moves into repetitive analysis, replaying conversations and forecasting negative outcomes. This mental looping can look like being diligent, but it frequently reduces performance by draining attention, delaying action, and making communication less direct. The book emphasizes identifying personal triggers and the subtle cues that signal you are slipping into rumination, such as seeking excessive reassurance, rewriting messages repeatedly, or postponing decisions until you feel certain. By mapping the loop, readers can separate productive reflection from unproductive spiraling. This distinction matters because workplaces reward timely choices and clear priorities, not endless internal debate. The approach encourages readers to notice the emotional drivers under the thoughts, like fear of disappointing others, perfectionism, or insecurity about belonging. Once triggers and drivers are visible, it becomes easier to interrupt the pattern with concrete actions, including setting decision deadlines, defining what good enough means for a task, and choosing one next step that moves work forward.
Secondly, Building Self Trust Through Evidence, Not Mood, Another key theme is that self trust is built through consistent behavior rather than waiting to feel confident. Many professionals make the mistake of treating confidence as a prerequisite for action, which leads to hesitation and missed opportunities. The book reframes self trust as a track record you create, by making small commitments and keeping them, especially under uncertainty. This can involve starting projects before you feel fully ready, speaking up once per meeting, or sending a concise message instead of a perfect one. Over time, these actions generate evidence that you can handle discomfort and adapt when things do not go as planned. The emphasis is on reliability to yourself: following through, learning from outcomes, and adjusting without harsh self criticism. This topic also covers the idea that competence and confidence are not identical. You can be skilled and still doubt yourself, especially in environments with constant comparison or ambiguous expectations. The book encourages readers to define personal standards based on values and role requirements, not on imagined judgments. By anchoring decisions to criteria you can articulate, you reduce the influence of shifting moods and external validation, and you become more steady in how you lead, collaborate, and take initiative.
Thirdly, Using Emotions as Data for Better Workplace Decisions, The book highlights emotional awareness as a professional asset rather than a liability. In many workplaces, people try to push feelings aside, which can backfire by making reactions more intense or misdirected. This topic focuses on learning to interpret emotions as signals about needs, boundaries, and values. For example, anxiety can indicate uncertainty and prompt you to clarify expectations; frustration can reveal blocked progress or misalignment; guilt can point to a people pleasing reflex; and resentment can signal chronic boundary violations. When emotions are treated as data, they can guide practical responses like asking better questions, renegotiating priorities, or addressing conflict early. The approach also supports emotion regulation so feelings inform choices without controlling them. That includes pausing before replying, checking assumptions, and choosing a response that matches long term goals. The underlying idea is that emotions can sharpen judgment when paired with reflection and action. In team settings, this can improve collaboration because you are less likely to withdraw, over explain, or explode under pressure. It also helps with career decisions: recurring emotional patterns can indicate whether a role, manager, or culture fits your strengths. By building emotional literacy, readers can move from reactive coping to intentional decision making.
Fourthly, Boundaries, People Pleasing, and Communicating With Clarity, A major workplace challenge addressed is the tendency to over accommodate. People pleasing often looks like being helpful, but it can lead to overloaded schedules, unclear expectations, and simmering resentment. This topic centers on setting boundaries that protect focus and credibility while maintaining strong relationships. The book encourages readers to notice the moments when they say yes automatically, soften their message excessively, or take responsibility for other people’s emotions. It then shifts to more direct communication patterns, such as stating priorities, offering realistic timelines, and asking for what you need without excessive justification. This kind of clarity reduces overthinking because you do not have to guess what others want or constantly manage impressions. Boundaries also support better work quality, since time and attention are not fragmented by constant availability. The theme extends to feedback and conflict. Instead of avoiding uncomfortable conversations, readers learn to address issues early and respectfully, using specific examples and desired outcomes. This helps prevent small tensions from becoming large problems. Ultimately, the topic frames boundaries as a skill that strengthens trust with colleagues, because people know what to expect from you. It also supports healthier ambition by allowing you to pursue goals without burning out or losing your own voice.
Lastly, Resilience After Mistakes and Taking Strategic Career Risks, The final key topic is recovering from setbacks and using them to grow rather than spiral. Overthinkers often treat mistakes as evidence of personal inadequacy, which can lead to avoidance, over preparation, or shrinking from visibility. The book promotes a more resilient approach: separating the event from identity, extracting lessons, and returning to action quickly. This matters in fast moving workplaces where iteration and learning are essential. The topic also connects resilience to risk taking. Many capable professionals hesitate to apply for roles, pitch ideas, or negotiate because they fear rejection or exposure. The book encourages taking strategic risks that align with strengths and values, and it suggests focusing on controllable inputs like preparation, practice, and follow up rather than obsessing over outcomes. This approach builds momentum and expands opportunities over time. It also supports better leadership behaviors such as decisiveness, accountability, and calm problem solving under pressure. By learning to tolerate uncertainty and recover from discomfort, readers become more adaptable and confident in career transitions. The overall message is that progress comes from action paired with reflection, not from perfect certainty. In practical terms, this can mean making a decision with available information, learning from the result, and moving forward with greater self trust.
- Amazon USA Store: https://www.amazon.com/dp/B08WCJ72RX?tag=9natree-20
- Amazon Worldwide Store: https://global.buys.trade/Trust-Yourself-Melody-Wilding-LMSW.html
- Apple Books: https://books.apple.com/us/audiobook/trust-yourself/id1561456672?itsct=books_box_link&itscg=30200&ls=1&at=1001l3bAw&ct=9natree
- eBay: https://www.ebay.com/sch/i.html?_nkw=Trust+Yourself+Melody+Wilding+LMSW+&mkcid=1&mkrid=711-53200-19255-0&siteid=0&campid=5339060787&customid=9natree&toolid=10001&mkevt=1
- Read more: https://mybook.top/read/B08WCJ72RX/
#selftrust #overthinking #workplaceconfidence #emotionalintelligence #boundariesatwork #TrustYourself
These are takeaways from this book.
Firstly, Understanding the Overthinking Loop and What Triggers It, A central topic is how overthinking forms a self reinforcing cycle in professional life. The pattern often begins with a trigger such as an unclear email, a meeting comment, a missed detail, or a high stakes decision. Instead of resolving the issue, the mind moves into repetitive analysis, replaying conversations and forecasting negative outcomes. This mental looping can look like being diligent, but it frequently reduces performance by draining attention, delaying action, and making communication less direct. The book emphasizes identifying personal triggers and the subtle cues that signal you are slipping into rumination, such as seeking excessive reassurance, rewriting messages repeatedly, or postponing decisions until you feel certain. By mapping the loop, readers can separate productive reflection from unproductive spiraling. This distinction matters because workplaces reward timely choices and clear priorities, not endless internal debate. The approach encourages readers to notice the emotional drivers under the thoughts, like fear of disappointing others, perfectionism, or insecurity about belonging. Once triggers and drivers are visible, it becomes easier to interrupt the pattern with concrete actions, including setting decision deadlines, defining what good enough means for a task, and choosing one next step that moves work forward.
Secondly, Building Self Trust Through Evidence, Not Mood, Another key theme is that self trust is built through consistent behavior rather than waiting to feel confident. Many professionals make the mistake of treating confidence as a prerequisite for action, which leads to hesitation and missed opportunities. The book reframes self trust as a track record you create, by making small commitments and keeping them, especially under uncertainty. This can involve starting projects before you feel fully ready, speaking up once per meeting, or sending a concise message instead of a perfect one. Over time, these actions generate evidence that you can handle discomfort and adapt when things do not go as planned. The emphasis is on reliability to yourself: following through, learning from outcomes, and adjusting without harsh self criticism. This topic also covers the idea that competence and confidence are not identical. You can be skilled and still doubt yourself, especially in environments with constant comparison or ambiguous expectations. The book encourages readers to define personal standards based on values and role requirements, not on imagined judgments. By anchoring decisions to criteria you can articulate, you reduce the influence of shifting moods and external validation, and you become more steady in how you lead, collaborate, and take initiative.
Thirdly, Using Emotions as Data for Better Workplace Decisions, The book highlights emotional awareness as a professional asset rather than a liability. In many workplaces, people try to push feelings aside, which can backfire by making reactions more intense or misdirected. This topic focuses on learning to interpret emotions as signals about needs, boundaries, and values. For example, anxiety can indicate uncertainty and prompt you to clarify expectations; frustration can reveal blocked progress or misalignment; guilt can point to a people pleasing reflex; and resentment can signal chronic boundary violations. When emotions are treated as data, they can guide practical responses like asking better questions, renegotiating priorities, or addressing conflict early. The approach also supports emotion regulation so feelings inform choices without controlling them. That includes pausing before replying, checking assumptions, and choosing a response that matches long term goals. The underlying idea is that emotions can sharpen judgment when paired with reflection and action. In team settings, this can improve collaboration because you are less likely to withdraw, over explain, or explode under pressure. It also helps with career decisions: recurring emotional patterns can indicate whether a role, manager, or culture fits your strengths. By building emotional literacy, readers can move from reactive coping to intentional decision making.
Fourthly, Boundaries, People Pleasing, and Communicating With Clarity, A major workplace challenge addressed is the tendency to over accommodate. People pleasing often looks like being helpful, but it can lead to overloaded schedules, unclear expectations, and simmering resentment. This topic centers on setting boundaries that protect focus and credibility while maintaining strong relationships. The book encourages readers to notice the moments when they say yes automatically, soften their message excessively, or take responsibility for other people’s emotions. It then shifts to more direct communication patterns, such as stating priorities, offering realistic timelines, and asking for what you need without excessive justification. This kind of clarity reduces overthinking because you do not have to guess what others want or constantly manage impressions. Boundaries also support better work quality, since time and attention are not fragmented by constant availability. The theme extends to feedback and conflict. Instead of avoiding uncomfortable conversations, readers learn to address issues early and respectfully, using specific examples and desired outcomes. This helps prevent small tensions from becoming large problems. Ultimately, the topic frames boundaries as a skill that strengthens trust with colleagues, because people know what to expect from you. It also supports healthier ambition by allowing you to pursue goals without burning out or losing your own voice.
Lastly, Resilience After Mistakes and Taking Strategic Career Risks, The final key topic is recovering from setbacks and using them to grow rather than spiral. Overthinkers often treat mistakes as evidence of personal inadequacy, which can lead to avoidance, over preparation, or shrinking from visibility. The book promotes a more resilient approach: separating the event from identity, extracting lessons, and returning to action quickly. This matters in fast moving workplaces where iteration and learning are essential. The topic also connects resilience to risk taking. Many capable professionals hesitate to apply for roles, pitch ideas, or negotiate because they fear rejection or exposure. The book encourages taking strategic risks that align with strengths and values, and it suggests focusing on controllable inputs like preparation, practice, and follow up rather than obsessing over outcomes. This approach builds momentum and expands opportunities over time. It also supports better leadership behaviors such as decisiveness, accountability, and calm problem solving under pressure. By learning to tolerate uncertainty and recover from discomfort, readers become more adaptable and confident in career transitions. The overall message is that progress comes from action paired with reflection, not from perfect certainty. In practical terms, this can mean making a decision with available information, learning from the result, and moving forward with greater self trust.
