Becker Wright Consultants’ Post

There's a healthy type of stress and an unhealthy type of stress in the workplace. Like it is for pro-athletes, high performance culture is about moments of performance and moments of rest, but it is not 'stress-free.' Growth and comfort are polar opposites. Our job as leaders is to help our teams modulate their amount and consistency of stress, but not to eliminate it. I encourage people to notice the stress they're feeling, and then take the time to figure out which signals actually merit their attention, what stress needs to be addressed, and what can be set aside. Chronic stress is unsustainable for people, so leaders and managers should ensure people are having intentional rest and recovery. But a certain amount of stress will always be healthy and natural, because we want to grow and improve ourselves.

Some excellent insights from DDI's CEO Dr Tacy Byham about how to enable a new generation of leaders to be sustainably successful and manage adversity. Check out this insightful article from Forbes that highlights how managers are struggling with stress in 2024, including insights from DDI | Development Dimensions International. Learn more about the impact of burnout and ways to cope. #WorkplaceCulture #Burnout #HRInsights

I get to work with incredible CEOs every single day. Two things I know to be true: they want strategic ways to approach problems and burnout can be very real. This recent article from Forbes gives four quick yet practical tips. How many are you implementing today?

One critical skill lacking somewhat in the workplace, is giving effective feedback. Most leaders are aware of the need and make the effort, but often fall short. Graduates of our Results-Centred Leadership program have commented on the benefits and productive traction you can gain through delivering effective feedback.

We all experience stress in our lives. Some level of stress is normal in the workplace. It can act as a stimulant to help us achieve more. However, excessive, prolonged stress can interfere with our productivity. Here are three ideas to help you thrive. https://okt.to/Fu7i0s

Burnout Rates Call for Reinvention in People Management In the fast-paced corporate world, the alarming rise in burnout rates is a clear signal that it's time for a transformative approach in how we manage our people. Burnout rates surged to an astounding 81% in 2023, up from 63% in 2019. This is not just a statistic; it's a wake-up call for all C-Level executives. As leaders, you must acknowledge that your employees are your greatest asset. Yet, 80% of them are seeking more empowerment in their roles. This isn't about perks or paychecks—it's about a fundamental shift in leadership style and organizational culture. It's time to embrace awareness- and heart-based leadership, grounded in universal wisdom. Here are three pivotal steps you can take to address this challenge: 1.          Cultivate Curiosity and Self-Awareness: Encourage a culture where leaders and employees alike are continually learning and growing. Foster curiosity by asking open-ended questions and seeking diverse perspectives. Self-awareness allows leaders to understand their impact on others, promoting a more empathetic and responsive management style. 2.          Build Trust and Emotional Resilience: Trust is the foundation of any successful team. Develop it by being transparent, consistent, and supportive. Incorporate mental health practices into your leadership approach, such as mindfulness and stress management techniques. These practices help leaders and employees alike build emotional resilience, reducing burnout and enhancing overall well-being. 3.          Reinvent Leadership with Universal Wisdom: Draw on timeless principles such as empathy, compassion, and interconnectedness. Incorporate these values into your leadership philosophy to create a more holistic and human-centered workplace. Empower your leaders to embrace reinvention of self—continuously evolving to meet the needs of their teams and the organization. The need for a shift in leadership is critical. By adopting these strategies, you can not only mitigate burnout but also build a more resilient and motivated workforce. Remember, the well-being of your employees directly impacts the success of your organization. Let's lead with heart and wisdom to create workplaces where everyone can thrive. Start today by rethinking how you manage and empower your team. #Leadership #MentalHealth #Empowerment #AncientWisdom

Can leaders experience burnout? According to a recent survey by Deloitte and Workplace Intelligence, “the relentless demands of the C-suite are leading to exhaustion and stress, with a staggering 75% of C-suite executives contemplating leaving their jobs for better well-being support.” It's important to recognize that burnout can affect individuals at all levels of the workplace, including our top leadership. This insight stems from a recent survey highlighting how many C-suite executives are experiencing severe burnout and considering quitting. However, I found Forbes' solutions particularly insightful. They emphasize prioritizing mental well-being through intentional exercise, adequate sleep, and avoiding the "superhero syndrome." The key takeaway here, which I strongly advocate for, is that when feeling burnt out, it's crucial to take a step back, reassess priorities, and make necessary adjustments. As leaders, we often become caught up in our responsibilities without realizing we're overloading ourselves, hindering our ability to perform at our best. Remember, taking breaks is essential for both personal well-being and the growth of our businesses. #Burnout #WorkLifeBalance #Leadership

Stress creates tension that encourages employees to break free from habits. However, if stress gets too high, employees can become anxious. Somewhere in between is the right level of stress that drives change without burdening your team. See more:

💼 Great leaders tackle burnout by fostering connection, showing empathy, and prioritizing well-being. Research shows that social support and a positive work environment reduce stress and boost job satisfaction. Engage with your team, discuss stress openly, and seek solutions together. @Amy Edmondson's concept of psychological safety highlights the need for environments where team members feel safe to express themselves, driving innovation and resilience. Prioritizing mental health and work-life balance strengthens team resilience and meets the evolving needs of today’s workforce. Lead with empathy and proactive support. Swipe through our carousel to uncover the 6 signs of burnout you shouldn't ignore 👇 _____ Inspired by our guide "From Burnout to Resilience: A Guide for Leaders," you can discover here: https://swll.to/IFHqsUb

Actual Causes Of Burnout Read more on original post below: Credits to George Stern, follow him for more useful content. ------ If you're feeling burned out by the weekend, It's not just hours that got you there: In fact, there are much deeper causes of burnout. Leaders should start to recognize when it's occurring, And take steps to help. Use this graphic to find causes of burnout in your organization, And then the solutions below to make things better: 1) False urgency Solution: Determine what's actually urgent, set realistic deadlines, and communicate those clearly 2) Unfair treatment Solution: Ensure evaluation and promotion decisions are merit-based 3) Relentless change Solution: Limit the number of big changes happening at once, communicate them clearly, and involve team members in the planning 4) Excessive workload Solution: Staff adequately and give people the resources and flexibility they need - all of that will still be less expensive than turnover 5) Limited growth Solution: Ask about career goals, provide tangible support and trainings, and prioritize promoting internally 6) Low pay Solution: Make sure compensation is competitive, and give raises and bonuses whenever warranted and possible 7) No balance Solution: Make work-life balance a priority, and ensure senior leaders model balance for all to see 8) Micromanagement Solution: Make autonomy and trust central parts of the culture, and give employees space to work independently 9) Pressure to perform Solution: Value growth and progress over perfection 10) Toxicity Solution: Have zero tolerance for toxic employees, no matter how well they perform 11) Lack of support Solution: Require regular one-on-one check-ins and have a mentorship program 12) Bad communication Solution: Have leaders give regular updates, and invite questions and feedback from everyone in the organization 13) No recognition Solution: Say thank you often, celebrate wins publicly, and create a formal recognition program 14) Monotonous work Solution: Make time for employees to work on passion projects or to use their creativity 15) Fuzzy expectations Solution: Make organization's goals public, and create clear and thorough job descriptions Are there other causes of burnout you'd add to this list?