Does a leader’s wellbeing affect employee wellbeing? 100% yes. An analysis of decades of leadership research shows that leader stress and burnout are associated with the same effects in their employees. The need for effective energy management is real for all humans no matter what titles they hold. If that energy is off, it permeates throughout an organization.
But dang it, leadership can be hard. It can be isolating. It can feel like a relentless push and pull of competing demands and stakeholders, especially for mission-driven leaders who are committed to serving others. Is it even possible to promote wellbeing in these seemingly superhuman roles? Also 100% yes.
It takes one initial step, then another, then another, and so on. We must start somewhere to turn the tide. Promoting wellbeing is not easy, but it is a worthwhile effort that is linked to the greater productivity and impact we all want from our work.
A Watercolor by Ian Mutton
These two strategies are a great place to begin.
Leader, lead thyself. It’s a concept we’ve been talking about a lot with our coaching clients. Instead of focusing on leadership over others, focus on leadership over self. With so many things outside of your control, it’s important to laser in on the one thing you can—your own thoughts and behavior. This means shifting limiting beliefs, setting boundaries, taking time to recharge, and practicing healthy habits like exercise and mindfulness. By prioritizing your own wellbeing, you serve as a role model for others and, in turn, create a culture where self-care is encouraged and celebrated.
Build an environment of trust. According to Gallup, the most effective employee wellbeing strategies don’t relate to ping pong tables in the break room or after-work happy hours. They relate to trust. Creating a positive work environment where employees feel valued, supported, and psychologically safe can have a significant impact on their productivity, engagement, and ability to innovate.
As a leader at any level, you can build trust through transparent communication to reduce ambiguity and stress. This means that policies, roles, expectations, and deadlines are well thought out and clear. You can be aware of the behaviors you are rewarding and ensure they align with your commitment to wellbeing. You can help your team prioritize and identify work that doesn’t need to get done or get done right now. You can ask your team what wellbeing initiatives they want, instead of deciding for them. And, you can establish ground rules for work hours, email, texting, and PTO that support wellbeing.
Changes like these are not easy and do not happen at the flip of a switch. If you’d like support to implement these strategies, contact us about our coaching packages or consulting services. If you’re in the Baltimore, MD, area, you can also join us for a deep dive into Building Professional Wellbeing on June 7 at the Dr. Nancy Grasmick Leadership Institute at Towson University. The demand for this session is high, so be sure to save your seat!