Kalpvriksh Guru’s Post

🌟 Why Mental Health Leadership is Critical for Boards 🌟 💪I encourage every board to take mental health leadership as seriously as the balance sheet and income statement. Throughout my career, I've helped numerous organizations and witnessed firsthand how vital mental well-being is for both individuals and business success. Now more than ever, it’s time to integrate mental health leadership into board-level strategies. Here’s why.👇 🔎 Why now? The world is in a state of great upheaval. We’re living in a time of constant change and growing uncertainty. This puts immense pressure on people’s mental health. At the same time, workplace demands are increasing, and competition is tougher than ever. 📌 The result? Rising levels of burnout and mental health challenges like anxiety, which impact not just individuals but entire organizations. 🏢 Companies have a responsibility Employee well-being isn’t just an HR issue—it’s a business priority. When employees feel well, they’re more engaged, productive, and loyal. This directly boosts company performance and financial outcomes. Prioritizing mental well-being leads to stronger results for both people and profits. ❓ Did you know? On average, a day's sick leave costs the employer € 370 🎯 Boards play a key role in mental health leadership The board sets the tone and strategy for the entire company. That’s why mental health must be embedded into the company’s long-term plans. Boards need to champion environments where well-being can thrive. 🔑 What Does Mental Health Leadership Look Like in Practice? ✔ Ensuring workplace well-being: Preventing workplace bullying, fostering respect, creating ergonomic spaces, and supporting work-life balance are crucial. ✔ Building a trusting, open culture: Employees should feel safe, valued, and empowered to voice their ideas and concerns. ✔ supporting employee development: Offering opportunities for professional growth is essential for maintaining a motivated workforce. ✔ Highlighting the meaning of work: When employees find their work meaningful, they’re more committed, engaged, and motivated to give their best. ✔ Leadership skills: Humans need a visionary leader who integrates mental well-being into strategic thinking and shows her/his weaknesses. 🚀 The Benefits of Mental Health Leadership ✅ Improved employee well-being and satisfaction ✅ Reduced absenteeism ✅ Increased productivity ✅ Enhanced customer experience ✅ Stronger company culture ✅ Competitive advantage ✅ The best employees 📊 The Bottom Line: Investing in mental health leadership is an investment in the future. It ensures companies thrive, while employees stay healthy and resilient. 🧡 Human well-being is the key to success! #worldmentalhealthday #WHO #MentalHealth #Leadership #BoardLeadership #EmployeeWellbeing #CorporateCulture #Sustainability #MentalHealthMatters #BoardOfDirectors #LeadershipDevelopment #WorkplaceWellbeing #theyoungestboardprofessional #emotionsarepartofthestrategy

Mental health is a crucial aspect of overall wellbeing, yet many leaders face significant roadblocks when it comes to accessing support within the workplace. As someone deeply invested in promoting mental health awareness, I want to shed light on these challenges and encourage open dialogue about how we can overcome them. Key Roadblocks Leaders Face: 1. Stigma and Perception: Despite growing awareness, there is still a stigma associated with seeking mental health support. Leaders often fear that acknowledging their struggles could be seen as a sign of weakness or incompetence. 2. Time Constraints: Leadership roles are demanding, often leaving little time for self-care. The relentless pace and pressure to perform can make it difficult for leaders to prioritise their mental health. 3. Confidentiality Concerns: Leaders may worry about the confidentiality of their mental health issues. Concerns about privacy can prevent them from seeking help, especially within their own organisations. 4. Access to Resources: There can be a lack of accessible mental health resources specifically tailored for leaders. Traditional employee assistance programs (EAPs) might not fully address the unique challenges faced by those in leadership positions. 5. Cultural Barriers: In some organisational cultures, there may be an unspoken expectation that leaders must always be resilient and self-reliant. This cultural mindset can discourage leaders from seeking the support they need. Addressing These Challenges: 1. Promoting a Supportive Culture: Organisations should foster a culture that normalises mental health discussions and encourages leaders to seek help without fear of judgment. This often needs to start at the top. 2. Providing Tailored Resources: Develop specialised mental health programs that cater to the unique needs of leaders. This could include confidential coaching, leadership-focused therapy, and wellness programs. 3. Encouraging Work-Life Balance: Encourage leaders to take time off, set boundaries, and engage in activities that promote mental wellbeing. Leaders who model this behaviour can set a positive example for their teams. 4. Ensuring Confidentiality: Implement strict confidentiality protocols to reassure leaders that their mental health information will be kept private. 5. Raising Awareness: Regularly communicate the importance of mental health and the availability of support resources. Education and awareness can help reduce stigma and change perceptions. By addressing these roadblocks, we can create a more supportive environment where leaders feel empowered to seek the mental health support they need. After all, mentally healthy leaders are better equipped to inspire and lead their teams to success. Let’s continue to champion mental health in the workplace for everyone, including our leaders. #MentalHealth #Leadership #WorkplaceWellness #WellbeingCheck-In #ExecutiveWellbeing #EmployeeWellbeing #Mindstar

For many employees, on the surface, everything might look fine, but beneath it, they could be struggling with the weight of burnout, anxiety, and stress. In workplaces across the world, employees are quietly battling through psychologically unsafe work environments. The focus on achieving results, pushing limits, and staying productive has come at a cost of their mental health. But here’s the thing: mental health isn’t just an “employee issue” to be dealt with through a wellness app or occasional HR webinars. It’s a workplace responsibility that must be mandated. This is where managers come in. Their leadership and emotional intelligence have a profound impact on whether their employees thrive or merely survive. Managers have the power to make or break an employee's experience at work. They set the tone for their team’s day-to-day lives, influencing stress levels, work culture, and ultimately, job satisfaction. But often, managers themselves aren’t trained in mental health awareness, which is a crucial oversight. 🔴 Here’s why this must change 🔴 👉 Managers interact with their teams daily, and they’re the first to notice signs of burnout, anxiety, or emotional exhaustion. With the right training, they can recognize these early signs and offer support before the problem escalates. But without this awareness, warning signs can easily be overlooked. 👉 Managers must lead by example, creating an environment where it’s okay to ask for help, admit when you’re feeling overwhelmed, or simply say, “I need a break.” 👉 Empathetic managers create an environment where employees feel seen, heard, and valued. And this doesn’t just improve well-being—it boosts productivity. When employees know their manager genuinely cares, they’re more engaged, creative, and motivated. 👉 Many employees feel pressured to stay “on” around the clock. Managers can change this by encouraging their teams to disconnect when the workday is over, take time off without guilt, and respect personal time. At the end of the day, mental health is a shared responsibility across the organization, but managers are in a unique position to make a difference. Imagine what our workplaces could look like if every manager took an active role in supporting mental health, creating cultures of openness, and leading with empathy. Imagine if mental health wasn’t an afterthought but a priority. Let’s reimagine leadership. Let the conversation around mental health at work live in every interaction, every check-in, and every decision that managers make. It’s time to make mental health at work everyone’s responsibility, especially our leaders. #MentalHealthMatters #LeadershipAndWellbeing #EmpathyInLeadership #EmployeeWellness #WorkplaceCulture #BetterWorkplaces #WellnessAtWork #mindkritha

According to a study by Harvard Medical School and the University of Queensland, one in two people worldwide will develop a mental health disorder in their lifetime. This highlights the importance of mental health for everyone, including employers, who play a critical role in supporting employee well-being. On 𝐖𝐨𝐫𝐥𝐝 𝐌𝐞𝐧𝐭𝐚𝐥 𝐇𝐞𝐚𝐥𝐭𝐡 𝐃𝐚𝐲 (𝐎𝐜𝐭𝐨𝐛𝐞𝐫 10), it’s essential for leaders to go beyond occasional wellness activities and create long-term initiatives that truly support mental health in the workplace. Are you ready to inspire and lead others more effectively while creating a healthy work environment but don’t know where to start? Leadership is not just about holding a title or managing a team; it’s about inspiring those around you to perform at their best. But what happens when you feel unsure about how to truly motivate and lead others? Leaders set the tone for company culture, directly influencing whether employees feel supported or stressed. Here's how leadership can help: 💎𝐂𝐫𝐞𝐚𝐭𝐞 𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐒𝐚𝐟𝐞𝐭𝐲: Foster open communication where employees feel safe discussing mental health and business challenges. 💎𝐏𝐫𝐨𝐦𝐨𝐭𝐞 𝐖𝐨𝐫𝐤-𝐋𝐢𝐟𝐞 𝐁𝐚𝐥𝐚𝐧𝐜𝐞: Advocate for reasonable workloads, encourage time off, and address burnout, boreout (feeling unchallenged), and brownout (loss of passion and motivation). 💎𝐀𝐝𝐝𝐫𝐞𝐬𝐬 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐒𝐭𝐫𝐞𝐬𝐬𝐨𝐫𝐬: Identify and manage stressors like unrealistic deadlines to create a healthier environment. 💎𝐂𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐞 𝐄𝐟𝐟𝐨𝐫𝐭 & 𝐓𝐞𝐚𝐦𝐰𝐨𝐫𝐤: Recognize effort and collaboration, reducing pressure to perform perfectly. 💎𝐄𝐧𝐜𝐨𝐮𝐫𝐚𝐠𝐞 𝐅𝐥𝐞𝐱𝐢𝐛𝐥𝐞 𝐖𝐨𝐫𝐤𝐢𝐧𝐠: Support flexible hours or remote work to reduce stress and boost well-being. 💎𝐄𝐬𝐭𝐚𝐛𝐥𝐢𝐬𝐡 𝐏𝐞𝐞𝐫 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐍𝐞𝐭𝐰𝐨𝐫𝐤𝐬 𝐚𝐧𝐝 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬: Create mentorship and coaching programs for employees to discuss stressors in a safe space. 💎𝐌𝐨𝐝𝐞𝐥 𝐇𝐞𝐚𝐥𝐭𝐡𝐲 𝐁𝐞𝐡𝐚𝐯𝐢𝐨𝐫𝐬: Prioritize your own mental health as a leader and encourage others to do the same. 💎𝐄𝐧𝐜𝐨𝐮𝐫𝐚𝐠𝐞 𝐔𝐬𝐞 𝐨𝐟 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐀𝐬𝐬𝐢𝐬𝐭𝐚𝐧𝐜𝐞 𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬 (𝐄𝐀𝐏𝐬): EAPs provide free, confidential support for employees facing personal challenges that affect their job performance. Want to enhance your company culture, develop leadership skills, or implement an EAP? As a coach and HR consultant, I can help you create a thriving, supportive workplace where employees feel valued and empowered. Nicoleta - Leadership Coach and Consultant #WorldMentalHealthDay #EmployeeWellbeing #CompanyCulture #WorkplaceMentalHealth #PsychologicalSafety #WorkLifeBalance #EmployeeAssistancePrograms #EAP #MentalHealthAtWork #HealthyLeadership #ThrivingWorkplace #HRConsulting #LeadershipCoaching #WellbeingAtWork #CEOs #ManagementConsulting #SMEs

Can Great Management Improve Mental Health? Recent findings from Gallup's "State of the Global Workplace: 2024 Report" shed light on a troubling trend: people's mental well-being has worsened. In the past decade, stress, sadness, anxiety, anger, and worry have reached their highest levels since the surveys began. The U.N.'s 2023/2024 Human Development Report echoes this concern. Key Insights: - 41% of employees report experiencing "a lot of stress." - Bad management practices increase stress by 60% among actively disengaged employees compared to those in well-managed environments. Ineffective solutions: Well-being apps and stress management training often fail, especially in workplaces with poor management or negative cultures. What Works? The Oxford study highlights that organization-level initiatives, like improving scheduling, management practices, staff resources, or tailored job design, are far more effective. The Role of Leadership: As this article highlights, leaders play a pivotal role in their employees' well-being, engagement, and performance. Those developing leaders need to frame the competencies and characteristics shown to improve well-being, performance, innovation, inclusion, and engagement. H.R. partners need to use these competencies and characteristics when hiring leaders. - Leaders with high emotional intelligence can better understand and manage their teams' emotions, fostering a supportive environment. - Servant leadership emphasizes the well-being and growth of employees, creating a positive workplace culture that reduces stress and boosts engagement. - Transformational leaders inspire and motivate their team to exceed their own self-interests for the organization's good and reach their fullest potential. This approach brings profound benefits to both employees and organizations. Transforming our management approaches is essential to alleviate unnecessary stress and enhance overall well-being in the workplace. Join the conversation on fostering better management practices and promoting mental health in the workplace. Let's make a difference together! #MentalHealth #WorkplaceWellbeing #Leadership #EmotionalIntelligence #ServantLeadership #Gallup #EmployeeEngagement #ManagementMatters #StateoftheGlobalWorkplace #HR Richard Baron Michelle Taylor Josh Chapman Jay Pulawski Anita Okonak Greg Perkins MHA Sharon Hanscom Steve Richardson

According to a study by Harvard Medical School and the University of Queensland, one in two people worldwide will develop a mental health disorder in their lifetime. This highlights the importance of mental health for everyone, including employers, who play a critical role in supporting employee well-being. On 𝐖𝐨𝐫𝐥𝐝 𝐌𝐞𝐧𝐭𝐚𝐥 𝐇𝐞𝐚𝐥𝐭𝐡 𝐃𝐚𝐲 (𝐎𝐜𝐭𝐨𝐛𝐞𝐫 10), it’s essential for leaders to go beyond occasional wellness activities and create long-term initiatives that truly support mental health in the workplace. Are you ready to inspire and lead others more effectively while creating a healthy work environment but don’t know where to start? Leadership is not just about holding a title or managing a team; it’s about inspiring those around you to perform at their best. But what happens when you feel unsure about how to truly motivate and lead others? Leaders set the tone for company culture, directly influencing whether employees feel supported or stressed. Here's how leadership can help: 💎𝐂𝐫𝐞𝐚𝐭𝐞 𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐒𝐚𝐟𝐞𝐭𝐲: Foster open communication where employees feel safe discussing mental health and business challenges. 💎𝐏𝐫𝐨𝐦𝐨𝐭𝐞 𝐖𝐨𝐫𝐤-𝐋𝐢𝐟𝐞 𝐁𝐚𝐥𝐚𝐧𝐜𝐞: Advocate for reasonable workloads, encourage time off, and address burnout, boreout (feeling unchallenged), and brownout (loss of passion and motivation). 💎𝐀𝐝𝐝𝐫𝐞𝐬𝐬 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐒𝐭𝐫𝐞𝐬𝐬𝐨𝐫𝐬: Identify and manage stressors like unrealistic deadlines to create a healthier environment. 💎𝐂𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐞 𝐄𝐟𝐟𝐨𝐫𝐭 & 𝐓𝐞𝐚𝐦𝐰𝐨𝐫𝐤: Recognize effort and collaboration, reducing pressure to perform perfectly. 💎𝐄𝐧𝐜𝐨𝐮𝐫𝐚𝐠𝐞 𝐅𝐥𝐞𝐱𝐢𝐛𝐥𝐞 𝐖𝐨𝐫𝐤𝐢𝐧𝐠: Support flexible hours or remote work to reduce stress and boost well-being. 💎𝐄𝐬𝐭𝐚𝐛𝐥𝐢𝐬𝐡 𝐏𝐞𝐞𝐫 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐍𝐞𝐭𝐰𝐨𝐫𝐤𝐬 𝐚𝐧𝐝 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬: Create mentorship and coaching programs for employees to discuss stressors in a safe space. 💎𝐌𝐨𝐝𝐞𝐥 𝐇𝐞𝐚𝐥𝐭𝐡𝐲 𝐁𝐞𝐡𝐚𝐯𝐢𝐨𝐫𝐬: Prioritize your own mental health as a leader and encourage others to do the same. 💎𝐄𝐧𝐜𝐨𝐮𝐫𝐚𝐠𝐞 𝐔𝐬𝐞 𝐨𝐟 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐀𝐬𝐬𝐢𝐬𝐭𝐚𝐧𝐜𝐞 𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬 (𝐄𝐀𝐏𝐬): EAPs provide free, confidential support for employees facing personal challenges that affect their job performance. Want to enhance your company culture, develop leadership skills, or implement an EAP? As a coach and HR consultant, I can help you create a thriving, supportive workplace where employees feel valued and empowered. Coach Nicoleta #WorldMentalHealthDay #EmployeeWellbeing #CompanyCulture #WorkplaceMentalHealth #PsychologicalSafety #WorkLifeBalance #EmployeeAssistancePrograms #EAP #MentalHealthAtWork #HealthyLeadership #ThrivingWorkplace #HRConsulting #LeadershipCoaching #WellbeingAtWork

Burnout is a topic we often associate with junior employees or overworked teams, but lately, I’ve been thinking about how much it impacts higher-level management. A recent report from HR Asia made me reflect on this—while overall burnout in Singapore decreased slightly from 62% in 2022 to 61% in 2024, burnout among higher management often goes unnoticed. And yet, it’s just as severe, if not worse. Higher management faces a different kind of pressure. They’re not just managing their own tasks; they’re overseeing teams, making critical decisions, and shouldering the expectations of stakeholders. The constant demands leave little room for self-care, and when burnout hits, it doesn’t stop with them—it spreads. A stressed-out manager can unintentionally create a high-pressure environment, affecting morale, engagement, and team performance. So, what can we do? It starts with recognizing that higher management needs support, too. For instance, companies regularly assess employee workloads, but how often do we look at the responsibilities carried by management? They need tools to delegate effectively and prevent overload. Flexibility is another key area. It’s often promoted for employees, but higher management needs it just as much. Encouraging them to take breaks, set boundaries, and prioritize their own well-being sets a healthier tone for the entire organization. I’ve also seen the value of peer support networks. Sometimes, having a space to connect with others facing similar challenges makes all the difference. Sharing experiences, finding solutions together, and simply knowing you’re not alone can help ease the burden. Lastly, organizations need to set the example. When companies make the mental health of higher management a priority, it sends a clear message that well-being matters at every level. This isn’t just about preventing burnout—it’s about building a sustainable culture where everyone, from employees to management, can thrive. If we want to create resilient workplaces, we need to stop treating burnout as an individual issue and start addressing it as a systemic one. Supporting higher management is key to driving real, lasting change. Let’s not wait for burnout to become the norm—investing in wellness today will lead to stronger teams and more sustainable success tomorrow. If you have any questions or just want to explore more, feel free to reach out. Drop me a text anytime—no strings attached. We’re here to support your team’s well-being every step of the way! 😊 #MentalHealth

Burnout: The Silent Health Crisis in the Workplace Burnout isn’t just about feeling tired—it’s a deep, unrelenting exhaustion that impacts both mind and body. Prolonged work stress and toxic work culture doesn’t stay confined to the office; it follows employees home, affecting every aspect of their lives. 🔸 Mental health impacts: Anxiety, depression, and difficulty concentrating. 🔸 Physical toll: Chronic fatigue, headaches, weakened immunity, and even heart issues. 🔸 Relationships suffer: Burnout erodes personal connections, leaving employees isolated. One major driver of burnout? Toxic work culture. A toxic workplace goes beyond heavy workloads. It’s about an environment where negativity, fear, or dysfunction are the norms. Here are some common traits: 🔹 Micromanagement: A lack of trust stifles creativity and autonomy. 🔹 Poor communication: Mixed messages and secrecy breed confusion and mistrust. 🔹 Unfair treatment: Favoritism, bias, or lack of recognition devalue employee contributions. 🔹 Overwork as a badge of honor: A culture that glorifies long hours while ignoring well-being is unsustainable. 🔹 Fear-based leadership: Intimidation and punitive measures create stress and hinder psychological safety. The Impact: Employees in such environments feel undervalued, exhausted, and trapped, leading to higher turnover, diminished morale, and declining productivity. How do we break the cycle? ✅ Acknowledge the issue: Recognize how toxic behaviors harm individuals and the organization. Leaders must take accountability and commit to change. ✅ Redefine success: Shift the focus from hours worked to results achieved. Encourage balance and flexibility. ✅ Promote fairness and inclusivity: Ensure equitable treatment and provide platforms for all voices to be heard. ✅ Train leadership: Invest in empathetic and transparent leaders who foster trust and open communication. ✅ Prioritize employee well-being: Implement wellness programs, offer mental health resources, and make breaks non-negotiable. ✅ Establish accountability: Address toxic behaviors quickly and consistently, regardless of seniority. ✅ Create psychological safety: Foster an environment where employees feel safe to express concerns, share ideas, and make mistakes without fear. Burnout isn’t inevitable, and toxic work culture doesn’t have to define your organization. By addressing these challenges head-on, we can create workplaces where employees feel empowered, supported, and inspired to do their best work. Let’s work together to build cultures that sustain people, not drain them. What steps do you think organizations can take to combat toxicity and prevent burnout? Share your thoughts below!

Despite the buzz around wellbeing, two-thirds of HR professionals anticipate increased complexity in ensuring the health, wellbeing and security of their workforces this year. That’s the latest from International SOS’s Risk Outlook 2024 report, and it reflects a higher degree of worry than we’ve seen any time over the last five years (yes, that means all throughout Covid!) The numbers are disheartening, but there’s one thing I am encouraged by – and that is the focus that organisations are putting on taking responsibility for spotting, stopping and stamping out burnout. The increased role that they are concerned with playing in order to buffer their people against it. And this is why: Here’s a (shortened) excerpt from my book, Beyond Burnout, that’s as relevant now as it was when I wrote it! “One of the biggest and most insidious myths that surrounds burnout is that it is predominantly an individual’s problem, not an organisational one. We tend to put way too much onus on the individual to prevent, treat and recover from burnout in the workplace. The internet is awash with articles on burnout for the burnt out. They offer an array of tips and tools from yoga and mindfulness to resilience courses, prioritising and “just saying no.” Although most of these strategies are useful, they’re not enough. Nor is it merely the individual’s responsibility to tackle burnout. Because it’s not an individual problem. It’s dangerous to look at burnout in a singular light, or to view the person suffering from burnout in isolation. In doing so, we forget that they’re part of an ecosystem. And it’s this ecosystem that is almost always at the root of the problem. This is a bit like treating the sick fish when it’s the water that’s contaminated. Sure, employees can take steps to remain resilient and productive at work. But treating burnout predominantly as an individual problem is problematic. The root causes of burnout almost always reside inside organisational systems, culture and leadership practices. Treating burnout as an individual problem costs the organisation in no small way. Absenteeism (and presenteeism), employee turnover, low engagement and ultimately profits, are all victims of burnout – along with the person who’s suffering from it. Unless we start to view burnout in a more holistic, systemic way, we will continuously ‘treat’ sick fish – then put them back into the contaminated water, just to have them get sick again. In some cases, we even start to blame the fish for being weak, or somehow flawed, instead of taking a closer look at what’s making them sick in the first place. Yep, that toxic water.” It’s in addressing that, that the biggest positive ripples can be created. #burnout #prevention #leadership #leadershiptips

💡In 2019, the World Health Organization (WHO) officially recognized 𝐛𝐮𝐫𝐧𝐨𝐮𝐭 as an occupational phenomenon, classifying it as a syndrome stemming from chronic workplace stress that has not been successfully managed. While the term “𝐛𝐮𝐫𝐧𝐨𝐮𝐭” is often used casually, its impact on teams and organizations is profound, and as a leader, it’s your responsibility to recognize the signs and take proactive steps to support your team. Burnout doesn’t happen overnight; it’s a gradual process marked by specific behaviors and symptoms. Watch for these cues among your team members: ⊶Decreased productivity ⊶Emotional detachment ⊶Physical complaints ⊶Lack of motivation ⊶Increased absenteeism 💡A Gallup survey found that 76% of team members experience burnout at least sometimes, with 28% reporting that they feel burned out "very often" or "always." These numbers emphasize the importance of vigilance and immediate action. 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐓𝐢𝐩𝐬 𝐭𝐨 𝐇𝐞𝐥𝐩 𝐘𝐨𝐮𝐫 𝐓𝐞𝐚𝐦 𝐑𝐞𝐜𝐨𝐯𝐞𝐫: 🖤According to a Harvard Business Review study, team members who feel heard are 4.6 times more likely to perform their best work. Create an environment where team members feel safe discussing stressors and workload concerns. Leaders who foster open communication are more likely to identify issues early. 🖤Burnout often stems from feeling overwhelmed. Assess your team's current priorities and redistribute tasks to ease individual burdens. 🖤The American Institute of Stress reports that work-related stress causes 120,000 deaths annually in the U.S., highlighting the need for balanced work practices. 😮 Encourage team members to take their allotted PTO and log off at reasonable hours. As a leader, make sure to model this behavior yourself because your team is definitely watching! 👀 🖤Offer access to stress management resources, like mindfulness training or employee assistance programs (EAPs). Companies that prioritize wellness see a 23% drop in health-related costs, according to a study by Towers Watson. 🖤Acknowledge your team’s efforts. Recognition boosts morale and mitigates feelings of being undervalued. 🖤Research from the American Psychological Association shows that clear goal-setting improves job performance by 16%. When everything feels like a top priority, nothing truly is. Work with your team to clarify which goals are most critical and set realistic expectations. Grab our free NICE, SMART goal framework here: https://lnkd.in/dYKYqdQg Burnout isn’t just a personal issue; it’s a leadership challenge that can erode team cohesion and organizational success. By proactively identifying the signs of burnout and implementing strategic solutions, you can create a healthier, more productive environment for your team. #Wellbeing #Burnout #Teams #Leadership #BeProactive LaTour Leadership Academy