Get Brain Fit

16/02/2026

Personal effort doesn’t reduce decision load.
It usually amplifies it.

Clarity comes from fewer, cleaner decisions -
not more effort.

15/02/2026

Some days your brain feels sharp. Other days it feels slower, foggy, or easily overwhelmed.

That doesn’t mean you’re failing. It often just means your brain is under load.

The Brain Function Checklist helps you quickly see how your brain is tracking across focus, memory, energy, and decision making.

It’s useful for both professionals under pressure and those recovering from brain injury who want to understand their current capacity.

Access it here:

By checking this box, I consent to receive non-marketing text messages from Get Brain Fit about neuroscience-based strategies to enhance cognitive performance. Message frequency varies, message & data rates may apply. Text HELP for assistance, reply STOP to opt out.

11/02/2026

Have you ever been told by one boss that something is a priority…
only to have another boss disagree?

That moment isn’t just frustrating.
It’s a psychosocial risk signal.

Low role clarity often shows up like this:

- Conflicting instructions from different leaders

- No clear owner of decisions

- Priorities that change depending on who you ask

When this happens, people don’t stop working.
They work harder, trying to protect themselves from being wrong.

The hidden costs:

- Decision paralysis

- Emotional load from constant second-guessing

- Re-work, tension, and quiet disengagement

From a risk perspective, this isn’t about communication style or attitude.
It’s about unclear authority and poorly defined decision boundaries.

When accountability exists without clarity, people absorb risk internally.

The strongest psychosocial controls aren’t well-being initiatives.
They are:
✔️ One clear decision owner
✔️ Agreed priority rules
✔️ Explicit role scope when pressure rises

If capable people in your business look stressed or hesitant, ask this first:

Are we giving them clear roles, or asking them to navigate conflicting expectations on their own?

That’s where psychosocial risk often begins.

09/02/2026

I’ve noticed many experienced leaders describe heavy decision load as “just part of the role.”

What’s interesting is how often the role has changed,
but the decision structure hasn’t.

08/02/2026

Working from home can look fine on the surface - until it isn’t.

When people work in isolation, psychosocial risks can quietly build:

- Feeling solely responsible for decisions

- Unclear expectations or shifting priorities

- No early warning signs when stress is escalating

Because there’s no office to “see” the strain, issues often show up late as burnout, disengagement, or time off work.

Managing psychosocial risk for remote or isolated workers isn’t about checking in more often.
It’s about:
✔️ Clear decision boundaries
✔️ Realistic workloads
✔️ Systems that surface pressure early

Good work design protects people before wellbeing becomes an issue.

If your team works remotely or independently, it may be time to ask:
Is the way work is structured actually reducing risk or just moving it out of sight?

04/02/2026

Just a heads up for anyone considering a VA trial with The Surge Institute.

I completed a one-month trial and cancelled several weeks before renewal. Despite this, my card was charged $220.

The company confirmed in writing on 9 January that a reimbursement would be processed. As of today, it has not been received.

I’m sharing this so others can make an informed decision and keep close records if trialling services.

If you’ve had a different experience, feel free to share.

01/02/2026

Sustained pressure doesn’t usually make leaders collapse.
It makes thinking less clean.

Signals stack up.
Priorities blur.
Decisions that once moved quickly start waiting.

That’s not a motivation issue.
It’s a capacity signal.

If everything feels equally urgent right now, pause here:
Which decision should have moved last week - but didn’t?

That hesitation is where clarity work starts.

01/02/2026

In Queensland, the average claim cost for a mental injury is more than double that of a physical one.

Most leaders don’t break under pressure.

Decision quality does.

Under sustained load, nothing explodes.
It just gets harder to see what matters first.

Signals stack up.

Everything starts to feel urgent.

Good decisions begin to wait.

This is often what’s happening long before psychological workplace injuries appear.

By the time a Workers Compensation claim shows up, clarity has usually been eroding for months.

I’ve written more about this, and why it’s a work design issue, not a mindset one: Link in the comments.

If decision-making in your business feels heavier than it used to, that’s not a personal failing.

It’s a signal.

30/01/2026

What have considered giving up on, but are still giving it a red hot crack?

26/01/2026

A conversation this week revolved around the same issue resurfacing.... again.

Not because it hadn’t been addressed,
but because ownership was unclear, the decision kept drifting back up.

That repetition is often more draining than the decision itself.

25/01/2026

Happy Australia Day everyone.

Be kind, have fun and stay safe ❤️