In our last blog, post we shared key insights from Gallup’s State of the Workforce Report  which reinforces the notion that effective leadership is critical to organizational success. The calibre and bench-strength of your leaders has a dramatic impact on organizational performance, overall employee satisfaction, engagement and wellbeing. 

We decided to keep the momentum going and dive deeper into how as leaders, we need to be in a good place first before we can effectively lead and support others. That is the “leading self” part of our strategic framework, that entails leading self first, then we build on leading others and leading change. 

The Dual Role that Leaders Play in Leading & Supporting

One of the key insights from the report is that leaders often experience more negative daily experiences than their teams. This might seem counterintuitive at first glance, but it makes sense when considering the dual role that leaders play. They are not only responsible for their own tasks and objectives but also for providing continuous support to their employees. This involves guiding team members through challenges, offering resources, and being a pillar of stability and encouragement.

Leaders are the first line of defense against workplace stress and burnout for their teams. They are the ones who listen to concerns, mediate conflicts, and help navigate the often-turbulent waters of professional life. In doing so, they absorb a significant amount of stress, which can impact their own wellbeing.

The Wellbeing of Leaders: A Critical Component to Employee Wellbeing & Organizational Success

While leaders are pivotal in supporting their teams, it is crucial to recognize they are not immune to stress, mental health issues, and wellbeing challenges. The wellbeing of leaders is a critical component that directly affects the engagement and performance of their teams. When leaders are engaged and thriving, they are better equipped to inspire and motivate their employees. Conversely, when leaders are struggling, it can create a ripple effect, leading to decreased morale and engagement across the team.

Engaged leaders serve as role models. Their positive attitude, resilience, and dedication can be contagious, fostering a culture of engagement and productivity. On the other hand, disengaged leaders can inadvertently set a negative tone, which can permeate through the team, leading to disengagement and reduced performance.

Strategies to Support Leadership Wellbeing

Prioritizing health and wellbeing is crucial for leaders to maintain their effectiveness. Here are some simple strategies to ensure you are taking care of yourself first:

Physical Exercise

• Incorporate some form of physical movement or activities such as walking, jogging, yoga, or gym workouts into daily routines.
• Maintain a balanced diet rich in nutrients and avoid excessive caffeine and processed foods.
• Establish a regular sleep schedule so you can rest and recharge.
• Schedule routine medical check-ups to monitor and maintain good health.

Mental and Emotional Wellbeing

• Practice some form of mindfulness, meditation (active or passive), or deep-breathing exercises to reduce stress.
• Manage your time effectively to create some space for you to take care of yourself and those that you value most. Don’t get me wrong, I understand, after working in senior corporate leadership roles for almost two decades, that the concept of working a regular schedule isn’t realistic for some leaders. The demands will fluctuate which means your self-care and family time will also have to fluctuate which is why I love the notion of work life integration vs. balance.  

• As your workload ebbs and flows how can you adjust your schedule, so you create time for you. I recently read The 5AM Club  and it has been a game changer for me.
• Delegate responsibilities as needed to reduce workload and prevent burnout.
• Seek support and talk to a coach, mentor, or therapist to navigate stress and emotional challenges.

Social Wellbeing

• Enjoy what you do and foster positive relationships with colleagues too, not just your friends, and family.
• Set boundaries for both work and your personal life to prevent work from encroaching on personal time and vice versa.
• Engage in community activities or volunteer work to build a sense of purpose and connection.

Professional Wellbeing

• Invest in your own personal and professional development, not just that of your teams.  You need to keep your skills and mindset sharp so you can evolve with the world around you.  
• Ongoing reflection and adjusting both your personal and professional goals and progress to ensure they are aligned with your values and organizational objectives.
• Celebrate success by acknowledging and celebrating small and big achievements to maintain motivation and positive outlook.

These are just a handful of simple and practical tips to ensure you are taking care of our own wellbeing which will lead to improved performance and a more balanced life. We must practice what we preach and make ourselves a priority if we are going to effectively support our employee’s wellbeing and deliver as a collective team.  

Organizational Commitment to Leadership Wellbeing

It goes without saying that for organizations that have robust programs and resources to support employee wellbeing that these resources are available to all employees which includes leadership, too. If you are in a senior leadership position where you are leading leaders for the organization, regardless of level, are you ensuring that your leaders are prioritizing their own health and wellbeing?  

It must be role modelled and supported for everyone in the organization to follow, no matter their position. Ask yourself the following questions if you are, in fact, in a position where you are supporting other leaders:

• Are you providing your leaders with the skills and knowledge they need to effectively support their teams while managing their own wellbeing?
• Are you fostering an organizational culture that values and supports mental health and wellbeing at all levels?  
• Are you offering regular feedback and opportunities for professional development that can help leaders feel valued and supported?  
• Do you have resources and tools specifically designed to support your leader’s wellbeing?
• Are you encouraging leaders to build strong peer networks where they can share experiences, challenges, and strategies for maintaining wellbeing? 

That’s a Wrap

The role of leadership is integral to employee wellbeing and organizational success. By understanding and addressing the unique challenges faced by your leaders, organizations can create a more engaged, productive, and resilient workforce at all levels. 

Prioritizing the wellbeing of your leaders not only benefits them but also sets the stage for a thriving organizational culture where everyone can succeed. In doing so, companies can harness the full potential of their teams and achieve sustained success in an increasingly competitive and ever-changing world.

What Are Your Thoughts?

We want to hear what your thoughts are on this topic. What strategies do you have that are working for you to manage your own stress and wellbeing? As leaders, are you practicing what you preach? 

We would love to hear from you so leave me a comment here or email me at joanne.trotta@leadersedgeinc.ca or call me at 416.560.1806.