When someone on your team faces loss, good intentions aren't enough

When your team member experiences bereavement, divorce, illness, or a major life transition, you need systematic frameworks—not just compassion—to support them effectively while maintaining team performance.

Every year, roughly 1 in 10 of your team members will face major loss—the death of a family member, divorce, serious illness, or significant life transition. When it happens, you're suddenly responsible for supporting them through their most vulnerable moment while maintaining team performance.

Many leaders handle this through instinct and guesswork. You say what feels right, adjust work as best you can, and hope it's enough.

But grief isn't just emotional—it's neurobiological. Research shows it creates measurable cognitive impairment lasting 6-12 months: compromised decision-making, reduced processing speed, and decision fatigue that hits 40% faster than normal.

Without understanding what's actually happening, well-intentioned support often makes things worse.

Over two weeks, you'll receive seven research-backed emails that transform how you support team members experiencing loss.

You'll learn:

What grief actually does to work performance (it's measurable cognitive impairment, not just sadness)
The specific phrases that help versus hurt (your instincts are probably wrong)
Realistic recovery timelines (hint: it's 6-12 months, not days)
How to support someone effectively in remote environments
When peer support is enough versus when professional help is needed
Practical frameworks you can use immediately

Each email takes 3-4 minutes to read and provides immediately actionable guidance backed by research on grief recovery in workplace contexts.

Get the Free 7-Email Course

Supporting Colleagues Through Grief

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