Cristiana Pruneanu Psihoterapeut

Cristiana Pruneanu Psihoterapeut O mica incursiune informala. Se va lasa cu rasete, poate si cu insights.

A lil bit of Aslan's wisdom to start the day 😄
11/08/2026

A lil bit of Aslan's wisdom to start the day 😄

A little ocd kit that combines the latest evidence based findings on ocd. ✨️I am prepared!💪
03/08/2026

A little ocd kit that combines the latest evidence based findings on ocd. ✨️

I am prepared!💪

Always enthusiastic about books and support groups✨️
28/07/2026

Always enthusiastic about books and support groups✨️

I've met some wonderful people with stories that moved me thanks to AmpliFY ONG | Comunitate pentru ONG-uri
23/07/2026

I've met some wonderful people with stories that moved me thanks to AmpliFY ONG | Comunitate pentru ONG-uri

07/07/2026

7. Myth: If you’re exhausted, you worked hard.
Fact: Exhaustion and productivity are not interchangeable.
Mental fatigue can come from constant decision making, emotional labor, unresolved conflict, or sustained vigilance. Someone may feel depleted after a day with little meaningful output because their cognitive resources were spent managing stress instead of doing focused work.

8. Myth: The more choices you have, the more productive you’ll be.
Fact: Every decision carries a cognitive cost.
Choosing where to start, deciding which email deserves attention, or constantly reprioritizing consumes mental energy. Reducing unnecessary decisions leaves more capacity for complex thinking.

9. Myth: Self-criticism keeps people productive.
Fact: Harsh self-talk often increases avoidance.
People who criticize themselves after every mistake frequently become more hesitant to start difficult tasks because each task carries the risk of another internal attack. Self-compassion supports accountability without activating the same level of threat.

10. Myth: Productivity is a personality trait.
Fact: Productivity changes with context.
Sleep quality, psychological safety, workload, autonomy, emotional health, and the work environment all influence performance. Viewing productivity as a fixed characteristic ignores how strongly the environment shapes behavior.

11. Myth: Rest has to be earned.
Fact: Rest supports the cognitive processes that make productive work possible.
Memory consolidation, emotional regulation, attention, and creative insight all depend on periods of recovery. Many people protect work at the expense of recovery, then wonder why concentration declines.

12. Myth: If you’re always busy, you’re making progress.
Fact: Busyness can become a form of avoidance.
Responding to emails, attending meetings, and organizing files often feels productive because these tasks provide immediate completion. Important work usually involves uncertainty, complexity, and delayed rewards, making it psychologically easier to stay busy than to make meaningful progress.

07/07/2026

1. Myth: Productivity is mostly about time management.
Fact: Productivity often depends more on attention management than time management.
Many people have enough hours to complete their work. The challenge comes from fragmented attention. Every interruption leaves a cognitive residue, making it harder to fully engage with the next task. Protecting periods of uninterrupted focus often has a greater impact than squeezing more tasks into the day.

2. Myth: Procrastination means you’re lazy.
Fact: Procrastination frequently serves as an emotion regulation strategy.
People avoid tasks that evoke uncertainty, fear of failure, perfectionism, or self-doubt. Delaying the task temporarily reduces discomfort, which reinforces the habit. Addressing the underlying emotion often proves more effective than trying to force more discipline.

3. Myth: Motivation comes before action.
Fact: Action and motivation influence each other.
Waiting to “feel motivated” often keeps people stuck. Starting a task creates evidence that progress is possible, which can increase motivation over time. Small wins help reduce psychological resistance.

4. Myth: Multitasking helps you get more done.
Fact: The brain alternates between tasks rather than processing them simultaneously.
Each switch requires mental resources to disengage from one task and re-engage with another. Frequent switching increases errors, slows performance, and leaves people feeling mentally exhausted even when they have been busy all day.

5. Myth: High performers work well under pressure.
Fact: Chronic pressure narrows thinking.
When stress remains elevated, the brain prioritizes immediate demands over planning, creativity, and flexible problem solving. A deadline may increase effort for a short period, but sustained pressure reduces the quality of thinking.

6. Myth: Perfectionism leads to better work.
Fact: Perfectionism often protects self-worth more than it improves performance.
Many perfectionists believe flawless work will prevent criticism or rejection. The result can include overthinking, delayed decisions, difficulty finishing projects, and avoidance of meaningful risks.

06/07/2026

Monday we talk about relationships and today’s topic is essentially what do you do when your feedback is turned against you? How can you tell if it’s genuinely your fault or when you are having your words twisted around? A useful rule of thumb
A productive conversation often sounds like:
* “I see why that hurt you.”
* “Here’s what was going on for me.”
* “I could have handled that better.”
* “Can we figure out how to avoid this next time?”
A conversation that’s gone off course often sounds like:
* “So I’m the bad guy?”
* “You’re too sensitive.”
* “You’re making me feel awful.”
* “Now I need you to reassure me before we can talk about what happened.”
The key distinction isn’t who apologizes. Healthy conversations often involve apologies from both sides. The question is whether each apology corresponds to a real, identifiable action. If you apologize only because the other person’s emotional reaction eclipsed the issue you raised ❗️and the original concern never gets addressed❗️ that’s a sign the conversation may have been redirected away from the problem rather than resolved.

05/07/2026

This depends less on whether culture is involvedand more on what’s being asked. * If the request is about identity, customs, communication style, or sincerely held beliefs, “This is part of my culture” can be a legitimate explanation that deserves respect and a conversation about accommodation. * If the request is about core job responsibilities, workplace policies, safety, or treating colleagues fairly, culture is usually not enough by itself to exempt someone from those expectations. Some examples: * “In my culture, it’s considered disrespectful to address someone by their first name. Could I call you Ms. Smith instead?”
* “I have religious or cultural holidays I’d like to observe.”
* “Direct eye contact has a different meaning where I’m from, so if I seem to avoid it, I’m not being disrespectful.”
* “I communicate more indirectly than you’re used to. If I sound hesitant, that’s part of my communication style.” These are invitations to understand differences and often have practical compromises.
Usually not a sufficient excuse: * Refusing to do an assigned task that’s part of the role because “that’s not how we do it in my culture.”
* Ignoring safety procedures.
* Being repeatedly late when punctuality is a clear job expectation.
* Speaking disrespectfully to coworkers or customers.
* Refusing to collaborate with colleagues because of their gender, race, nationality, or other protected characteristics.

03/07/2026

❌ “My boundary is that I don’t take feedback.”
✅ “I’m open to feedback, but I’d like it to be respectful and specific.”
❌ “That’s a boundary, so don’t question me.”
✅ “Here’s what I can realistically commit to, and here’s what I can’t.”
❌ “I’m protecting my peace.”
✅ “I’m protecting my capacity while staying accountable.”
❌ “I don’t owe anyone an explanation.”
✅ “I’m not able to do that, and I want to communicate it clearly.”
❌ “Respect my boundary.”
✅ “I need to set a limit, and I understand that may impact you.”
❌ “That’s not my job.”
✅ “That falls outside my role. Let’s clarify priorities or who owns it.”
❌ “I’m unavailable.”
✅ “I’m unavailable today, but I can help by [time/day] or suggest another option.”

30/06/2026

Myth: Strong teams thrive because people avoid conflict.

Fact: Healthy workplace relationships depend on how people navigate conflict, not on whether conflict exists.

Research from the Gottman Institute has consistently shown that trust grows through everyday interactions. Small moments of curiosity, respect, appreciation, and responsiveness create the foundation for resilient relationships. The same principle applies at work.

A disagreement between colleagues does not predict a dysfunctional team. What matters is whether people listen, repair misunderstandings, acknowledge each other’s perspective, and stay engaged after difficult conversations.

Psychological safety is built one interaction at a time. Every response, every check-in, and every genuine attempt to understand another person shapes the quality of collaboration.

Strong professional relationships are rarely defined by perfection. They are strengthened through consistent, respectful connection.

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