Calling your business ‘gowpen’ is a stupid idea. That’s what my inner critic has been hissing in my ear, ever since I bought this domain name. It goes against every piece of advice that branding people will give you. It doesn’t tell you what we do, and nobody even knows what it means.

A gowpen is an old english word – and one still in use in Scotland – for two hands cupped together.

It is both the word for the shape the two hands makes – holding a bee in your gowpen – and the word for the volume contained within – a gowpen of grain. A gowpen is the most ancient and human of measurements, offering and receiving sustenance, refreshment, kindness, love.

And when thinking about the work I wanted to do, I realised that this is what I can offer. Sustenance, human to human; sharing what we know, and gathering what we learn; holding space to receive as much as to give.

I decided to take the risk and set up on my own, following a period of burnout. A series of stressful situations in my personal life proved to be too much and I spiralled into crisis. With hindsight, I realised that for over two years I had been gradually becoming more and more burnt out at work. Trying to keep soldiering on through the problems, and intense guilt and anxiety about wanting to make a difference, had been taking its toll on my mental health and my family.

I needed, what Megan Reitz calls spaciousness. Against my Generation X worth ethic, I gave myself permission to pause, and to really think about what I love to do, what gives me meaning in my work, and how to achieve balance.

I had recently completed a PG Diploma in Kindness and Wellbeing in the Workplace at University of Sussex. It connected so many thoughts I have about values, ethical business practice and how to truly nurture workplaces so that we can feel our best, give our best and do our best.

Being able to speak up and be heard at work is an essential element of an ethical and well run organisation. Since I wrote the IBE Good Practice Guide: Encouraging a Speak Up Culture, I do believe that progress has been made, but there is still a long way to go for workplaces to truly support those who speak up. This is as much about human nature as it is about leaders and organisations.

But I do believe that by championing speaking up, by highlighting for leadership that workers’ voices cannot and should not be ignored, the dial is beginning to move in the right direction, though it is nowhere near where it needs to be.

As well as supporting organisations, I also wanted to continue to support the work of Freedom to Speak Up guardians, whose qualities and courage are much needed in the NHS right now.

Following my own experience of burnout, I realised that Freedom to Speak Up guardians – and indeed anyone who is values and purpose driven – are in danger of experiencing what I call ‘passion fatigue’.

Wellbeing research says that having a sense of purpose is beneficial to our wellbeing.

But what if your sense of purpose is so strong that it can actually be detrimental to your wellbeing? How can we maintain balance and boundaries whilst still keeping our passion burning, without burning out?

This is what is on my mind right now as I prepare to start to share my gowpen.

I’d really love to hear your thoughts. If you’d like to have a conversation about how we might work together, whether that’s your wellbeing or ethical health of your organisation, please get in touch.