Well-Being and Leadership
In this blog, we’re diving into something you’ve probably heard a thousand times: the importance of prioritizing your well-being. Sure, you know the reasons—better health, stronger relationships, and more happiness. You could probably list them in your sleep.
At the Holistic Leadership Academy, we’ve got our own spin on what personal well-being really means, but we’ll save that for another newsletter. Today, let’s focus on something you might not have considered: how your well-being (or lack of it) directly impacts your leadership.
Here’s the thing—a healthier, more balanced leader creates a stronger, more effective team. So, if putting yourself first feels selfish or impossible, let’s take a minute to explore how neglecting your well-being doesn’t just hurt you—it affects everyone you lead. Trust me, your team is counting on you to show up at your best.
Here are some of the consequences of showing up stressed at work for leaders like you.
Increased Stress and Burnout: Leaders experiencing high stress levels can inadvertently transfer this stress to their teams, leading to increased employee burnout and emotional exhaustion. A study by the Positive Group found that leaders reporting high stress levels perceived leadership as less supportive and compassionate, which negatively affected team morale. (1)
Reduced Morale and Motivation: Stressful work environments stemming from overwhelmed leaders can lower team morale. Research indicates that employee motivation and commitment are higher when leaders demonstrate well-being and confidence. (2)
Decreased Productivity and Performance: Leadership stress can impair cognitive functions such as decision-making and problem-solving, leading to decreased productivity. Leaders under stress may struggle to inspire their teams, resulting in a decline in employee engagement. (3)
Loss of Trust and Respect: Employees expect leaders to model behavior they should emulate. When a leader appears consistently overwhelmed, it can erode trust and respect. Leaders who do not practice self-care can undermine organizational well-being initiatives, making them seem insincere. (4)
Poor Team Dynamics and Communication: Overwhelmed leaders may be more reactive and less patient, leading to strained communication. This can create a work environment where employees feel hesitant to share feedback or new ideas. Inconsistent guidance and unclear direction can foster misunderstandings and conflict within the team. (5)
Increased Turnover and Absenteeism: Chronic stress and a perceived lack of support from leadership are significant drivers of employee turnover. Employees are more likely to leave when they feel unsupported. Before quitting, employees may display disengagement, increased absenteeism, or reduced productivity as a coping mechanism to deal with the stressful environment. (6)
Yikes, those outcomes don’t seem good. What are some practical ways you can mitigate stress and show up in ways that are supportive of yourself and your team? As you probably figured, it all begins with you.
One day, I was working with a nonprofit leader who was struggling to help her overwhelmed and burnt-out staff. She had tried everything—trainings, wellness initiatives, you name it—but nothing seemed to make a difference.
When we met, the first thing I asked her about was her own schedule. She was quick to tell me that she encouraged her team to set boundaries between work and home, delegate tasks when they felt overwhelmed, and stick to reasonable working hours. But when it came to her own schedule? That was “different.”
She started her days several hours before the organization opened and stayed long after closing. She was on-call 24/7—even during vacations—and jumped in to help with anything, anytime.
Here’s the catch: her team wasn’t following what she said—they were following what she did. They mirrored her pattern of overwork and were just as exhausted and burnt out as she was. It was a classic case of "lead by example," only it wasn’t the example she intended to set.
Here are five concrete actions you can take TODAY to practice and model stress management skills effectively:
1. Set and Maintain Boundaries
o Clearly define work hours and stick to them. Avoid checking emails or taking calls outside of these hours unless it’s an emergency. Share this practice with your team to encourage them to do the same.
2. Take Breaks and Encourage Others to Do the Same
o Schedule regular breaks during the day and communicate this openly to your team. For example, “I’ll be stepping away for 15 minutes to recharge—be sure you’re taking time for yourself too.”
3. Practice Mindful Stress Reduction Techniques
o Incorporate mindfulness practices like deep breathing, meditation, or brief walks into your day. Share these strategies with your team, perhaps even introducing a weekly mindfulness moment during meetings.
4. Delegate Tasks Thoughtfully
o Let go of the need to do everything yourself. Trust your team by delegating responsibilities, and frame delegation as an opportunity for growth rather than a sign of weakness.
5. Talk Openly About Self-Care
o Be transparent about the steps you take to manage stress and prioritize well-being. For example, share, “I’ve blocked time on my calendar for a workout or some quiet time—what are you doing to recharge this week?”
Modeling these actions not only helps you manage your own stress and creates a workplace culture that values well-being, encouraging your team to follow suit.
What is one action you will take to manage and model prioritizing wellbeing in your workplace this week?
Notes:
(1)https://www.positivegroup.org/loop/articles/stress-in-leaders-whats-driving-it-and-whats-the-impact
(3)https://leadersthatgrow.com/stress-affect-leadership-behavior
(4)https://www.stress.org/news/stress-management-for-leaders-improved-mental-health-for-the-workplace
(5)https://www.apa.org/topics/stress/leaders-crisis-management
(6)https://www.infoprolearning.com/blog/leadership-stress-management-strategies-and-benefits