This just in: A new study says managers impact employees’ mental health more than therapists — people they pay to help with their mental health, for heaven’s sake!
Whacky, right? Or not. We spend a third of our time at work, giving bosses ample opportunity to affect our lives.
As a leader yourself, you may not even recognise how much influence you have on your direct reports.
But current research continues to validate the old adage: People don’t leave their job; they leave their manager.
And Gartner’s No. 1 priority for leaders who want employees to stay and do good work is to see people as, well, people (what a concept I know).
Hmmm.
Here’s the thing. Of course, you care about people. Except, you’re also a problem solver! A fixer! So nurturing behaviours may not always be your go-to when you’re moving at Mach 5 with your hair on fire. Fortunately . . .
You already have the attributes you need to be a force for good at work.
We’re talking about emotional intelligence, ability to influence, and capacity to be a compassionate leader.
Here’s three ideas to help you be more aware, strategic and intentional in drawing on these strengths . . . so you can help others draw on theirs.
1. Revisit your Why.
Invest a few minutes considering what’s important to you about being an effective leader. Why are you doing this job?
- Is it accomplishing things?
- Providing great service?
- Making a positive difference?
Whatever floats your boat, figure it out.
Because connecting with your team as people instead of “human do-ers” (or, worse, road blocks) will likely result in more of the outcomes you want.
Which links your practice of Compassionate Leadership to what’s meaningful, motivating and enjoyable for you.
2. Be a Goodness Super-Spreader.
Researchers have proven time and again that emotions are contagious. And your team pays extra attention to your emotions cuz well, you’re the boss.
How you feel about challenges — whether optimistic, overwhelmed, or something in between — transmits to them, affecting what they believe and decide, and how they feel and behave.
So being mindful of and attending to your emotions isn’t just “a good idea when I have time.”
It’s important now, for you and the people you lead and serve.
Need a quick refresher on managing your emotions?
All the tips for creating psychological safety and a sense of flow apply.
3. Zoom out.
You already do this when you prioritize and tackle issues. Use the same zoom out strategy to step beyond your experience into others’ worlds. It’s a straightforward two-step process:
- First, ask questions.
- Next, listen to understand others’ perspective. What do they care about?
(Not sure what to ask? Here are ideas from the smart folks @ First Round Review).
When we attune to others this way, we’re more able to access our cognitive empathy, and naturally respond with compassion and acceptance rather than judgement . . . the things that pave the way to sustainable high performance.
But Why Bother?
Bottom line: Implementing these ideas helps people feel more supported, engaged and committed to the organization. So more likely to stay.
And what about you?
What if you could be a normal human being who doesn’t know all the answers or always have it together . . . at work?
Just imagine! You and your team learning, growing, doing good work, and getting through the tough stuff . . . together.
Research proves that enhancing mental well-being at work is not only possible, it’s doable.
Yup. You’ve got this.
Especially for Leaders & Teams in Seniors Care.
You’re good. Your leaders are good. Over the last few years you’ve been all about keeping things going, and you’ve done a remarkable job. All fine and well and . . . you’re tired. Of course.
You know that people have a choice of where they can work. And that creating an environment that has them want to come to work at your building, to work on your team, do a good job, collaborate with others, grow . . . it’s a big part of your job.
Except sometimes fitting that in with the umpteen other items on your to-do list feels like, well, one more thing on your to-do list.
It doesn’t have to be. Connecting to your why, spreading goodness and being curious will make work more enjoyable and meaningful for others and, more importantly, for you.
A few bonus suggestions to make it easier . . .
- Consider a Positivity Adventure, which is definitely not about slapping on a smile when things are yucky but more about connecting to real and heart-felt resilience and trust in yourself.
- A little self-compassion cuz it goes a long way.
- Create a soft place for you and your leaders to land . . . a place where you can build connection while equipping yourselves to foster the same kind of relationships within your teams. The Academy for Compassionate Leadership can be that place. Academy graduates tell us it enabled them to be more open-minded, creative, and strategic.
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