Tips for Reducing Workplace Stress Through Leadership

➤ Are You Drowning in Leadership Stress? ➤ Don't Just Lead – Excel! Conquer Stress with These Tips. ➤ From Stressed to Success: The New Leader's Journey! In my experience as a leader, one of the most significant challenges was managing stress, especially when new to leadership. Here are strategies that helped me and can assist other new leaders: - Set Realistic Goals: Define achievable objectives to avoid setting yourself up for unnecessary stress. - Develop Emotional Intelligence: Understanding and managing your emotions can significantly reduce stress levels. - Seek Feedback Regularly: Constructive feedback can help you improve and feel more confident in your decisions. - Embrace Flexibility: Be open to change and adaptable to new situations, which is key in reducing stress. - Prioritize Tasks: Learn to identify which tasks are urgent and important to manage your workload effectively. - Take Breaks: Regular short breaks throughout the day can help clear your mind and reduce stress. - Learn to Say No: Understand your limits and don’t be afraid to turn down requests that are beyond your capacity. - Create a Positive Work Environment: A positive and supportive work environment can significantly reduce stress. - Use Stress-Reduction Tools: Explore tools like stress balls, apps for relaxation or even aromatherapy to help manage stress levels. - Prioritize Self-Care: Taking care of your mental and physical health is crucial. Regular exercise, a balanced diet and adequate sleep form the foundation of stress management. - Effective Time Management: Organize your tasks and delegate when possible. Effective time management reduces the feeling of being overwhelmed. - Build a Support Network: Lean on mentors, peers or a professional coach. Having someone to share challenges with can provide new perspectives and solutions. - Maintain Work-Life Balance: Set boundaries to ensure personal time. This balance is essential for long-term success and well-being. - Practice Mindfulness and Reflection: Techniques like meditation or journaling can help maintain clarity and focus. - Continuous Learning: Embrace every challenge as a learning opportunity. This mindset reduces the pressure of perfection and fosters growth. As leadership expert John C. Maxwell once said, "Leaders must be close enough to relate to others, but far enough ahead to motivate them." The essence of leadership in stress management lies in bridging gaps and inspiring collective action towards a common goal. Also remember, effective leadership isn't about having all the answers… it's about navigating through uncertainty and learning along the way. Embrace leadership with confidence and resilience. #leadership #stressmanagement #leadershipdevelopment #teambuilding Are you a new leader feeling the weight of responsibility? Let’s share strategies, in the comments below, to manage stress effectively, ensuring a healthy and successful leadership journey.

➡️ The Unseen Cost of Constant Connectivity: Why Leaders Must Champion Real Breaks. Recently, a friend shared their struggle with the ‘always-on’ culture that’s been mounting at their work. The expectation to be constantly available, even at odd hours, was not just overwhelming but also unsustainable. ☑️The Pressure Cooker Environment: Continuous work without rest leads to a pressure cooker situation. It’s not just about the hours clocked in but the mental load that comes with it. ☑️Whole Self = Whole Success: Prioritizing your whole self isn’t a luxury; it’s a necessity. Our mental and physical well-being directly impacts our productivity and creativity. ☑️Corporate Values vs. Reality: As corporations tout values like work-life balance and well-being, it’s crucial for us, especially leaders, to ensure these are not just words but actions lived daily. 📌 Steps Leaders Should Put Into Action: 1️⃣Encourage Real Breaks: Advocate for true downtime, where employees can disconnect without guilt or fear. 2️⃣Set Healthy Boundaries: Establish clear work-life boundaries. Being on-call 24/7 shouldn’t be the norm. 3️⃣Lead by Example: Demonstrate the importance of breaks through your actions. When leaders take breaks, it sends a powerful message. 4️⃣Open Dialogue: Fosters open conversations about work pressure and mental health. It’s okay to admit when things are getting too much. 5️⃣Align Actions with Values: Ensure that the company’s stated values are reflected in its daily operations and policies. This conversation was a reminder for me. It reinforced the importance of not just taking breaks, but also creating an environment where taking care of oneself is encouraged and valued. We must live our values and encourage our teams to prioritize their well-being. Remember, a well-rested, mentally healthy team is more productive, creative, and ultimately more successful. To put this into practice, I left work early last Friday at 3 PM and went kayaking. As I glided over the water, each stroke initially brought thoughts of unresolved work issues. But gradually, my focus shifted. The rhythm of the water, the gentle sounds of nature, it all cleansed my soul. This moment of peace highlighted the stark contrast between the frantic pace of work and the calming embrace of nature. It’s in these moments of tranquility that we find true renewal. Remember, our work is important, but it’s not everything. Let’s not forget to take the time to truly live before it’s too late. PS - use all of your PTO. #KayakingForTheSoul #WorkLifeHarmony #NatureHeals #LeadershipLessons #WorkLifeBalance #MentalHealth #CorporateCulture #Leadership #SelfCare

Uncertainty and change at work is hard. That feeling of ‘not knowing’ can really stress people out and the energy and brainspace needed to maintain commitment and productivity can feel scarce. But it doesn’t have to feel so gloomy. If we can lean into that uncertainty and find connection with peers, ones team and isolate that ‘why’ for why we work where we work, or do what we do, it makes a huge difference. Plus, doing so is what separates high performing leaders and organizations from the rest. I’ve been focused on this lately and here are my observations: 📌 Start with understanding what people want. For many it’s an environment where people are heard, understood, and valued. A place where they can learn, grow and make a meaningful contribution and impact. Ask them, and listen. 📌 Now reflect on your style and your ability to adapt your style to changing situations. You must be adaptable. Versatility and your ability to tailor your role to immediate needs is really important. 📌 Adjust your perspective. Put yourself in your team’s shoes and look at problems from different points of view. Be open and prepared to adjust your approach in order to make points of connection. 📌 Focus on your team values, they’re core to the foundation of trust you’ve built with your team. They’re the glue that binds. 📌 Act with compassion and check in with your team. Uncertainty and disruption means your team is dealing with a lot that they’re not unaccustomed to. New obstacles and challenges must be taken into account. 📌 Create paths for communication the way your team likes to engage, meet them where they are at. Create simple pathways to ask questions and encourage feedback that will allow you all to navigate change positively. 📌 Lead with resilience which demands a growth mindset and positive thinking on your part. Things are moving fast, it’s important that you are self aware with your thoughts and emotions as you encounter stress so you can best show up for your team. No matter what uncertainty and disruption brings let’s always remember that teams are made of people with strengths, weaknesses, fears, goals and dreams. Treat your people as you’d like to be treated and you’ll find yourselves coming together and navigating the world of work together. I took this picture at LinkedIn NYC Headquarters a few weeks ago inspired by the many ways they bring their culture to life throughout their offices. A favorite quote comes to mind ⤵️ “People will forget what you said, people will forget what you did, but people will never forget how you made them feel” ~ Maya Angelou How do you deal with the unknown or too much change? Please share in comments so we can all learn together. #Career #leadership #FutureOfWork #mindset

Last week I shared something that caused a lot of reaction from the CS community: CSM burnout. First of all, apologies to the CSM who started that thread on Reddit, I had no bad intention of making this post, and I did it with a positive outcome in mind. I think I accomplished what I wanted: bring this very important topic to the surface. Not that it was a secret. So today, I want to write a follow-up. What can CS leaders do to help their team succeed during these tough times? Here are 10 things I would consider: 1. Establish regular feedback loops and take action: Create structured mechanisms for CSMs to provide feedback regularly, whether through one-on-one meetings, surveys, or team retrospectives. 2. Process improvement: Identify pain points in existing processes and workflows and work with your team to streamline or automate tasks wherever possible. How can you make your CSM's job easier? 3. Provide resources and training: Ensure that your CSMs have access to the tools, training, and support they need to perform their roles effectively. This may include investing in additional training programs or expanding the team. 4. Capacity planning: Proactively manage workload and resource allocation by implementing effective capacity planning strategies. Regularly assess team bandwidth and client demands to ensure that CSMs are not overburdened with excessive workloads. 5. Promote work-life balance: Encourage a healthy work-life balance by setting realistic expectations around workload and deadlines. Offer flexible work arrangements, time off, or mental health resources to support CSMs in managing stress and avoiding burnout. 6. Acknowledge hard work: Regularly recognize and celebrate the achievements and contributions of your CSMs. This could be through public praise in team meetings, personalized notes of appreciation, or performance bonuses. 7. Foster a supportive culture: Cultivate a culture of collaboration, trust, and support within the team. Encourage open communication, peer mentorship, and a willingness to help each other out during challenging times. 8. Provide professional development opportunities: Invest in the professional growth and development of your CSMs by offering opportunities for skill-building, career advancement, and cross-functional training. 9. Create a clear career path: Define clear career paths and progression opportunities for CSMs within the organization. Outline expectations for performance and advancement criteria, and provide guidance and support for those looking to grow in their roles. 10. Lead by example: Lead by example as a supportive and empathetic leader. Demonstrate active listening, empathy, and responsiveness to your team's needs. When times get tough, lead through uncertainty and push your team through. They will appreciate it.

When organizational changes or external factors create uncertainty, communication mistakes by leaders can unintentionally increase stress and anxiety for employees. As a department or team head, you must convey information thoughtfully. Key Takeaways: - Spotlighting only successes can make failure seem abnormal and prompt shame when things go wrong. Share lessons learned from challenges, too. - Provide "non-update" updates so silence doesn't fuel the assumption of impending bad news. - Balance future focus with recognition of accomplishments to date so teams feel capable. - Acknowledge hard times transparently without oversharing unconstructive venting. - Explain the rationale for surprises to prevent worst-case assumptions. Actions to Take: - Frame success stories as "belonging interventions" that normalize hurdles. - Regularly ask yourself, "What have I not said?" and evaluate what would be helpful to share. - Dedicate time in 1-on-1s and meetings to recognize recent wins. - Express confidence in overcoming current challenges based on past resilience. - Proofread messages to prevent unnecessary stress. Careful communication from leaders can provide stability amid uncertainty, boosting engagement and performance. #leadership #communication #organizationalculture

Saying "no" is a skill often overlooked in our get-involved, be-popular, people-pleasing world. However, for anyone wanting to achieve personal and professional success, it's a critical skill. Those currently with leadership responsibilities and those with aspirations to be a leader must pay attention. Learning how to decline tasks or requests that won't help you achieve your goals or that don't align with your company's objectives can save you time and energy, reduce stress, and keep you on a forward-looking path. Here are some simple suggestions that anyone can do: 1) Prioritize Your Goals. To effectively say "no," you must have a clear understanding of your goals and your company's objectives. When a new task or request comes your way, evaluate whether it supports one or both. If it doesn't, politely decline and explain that your current focus is on your established priorities. 2) Be Assertive but Polite. Don't be rude when declining a request as a polite, assertive response can help you maintain healthy relationships. Express your appreciation for the opportunity and kindly explain why you can't commit now. A simple "I'd love to help, but I have other commitments that need my attention" is often sufficient. 3) Suggest Alternatives. If you can't take on a task, consider offering alternatives. You might suggest another colleague who could be a better fit for the job or provide guidance on how the task can be accomplished without your direct involvement. 4) Stay Firm. Once you've made the decision to decline, stick to it. Don't be swayed by guilt or pressured into doing it by others. Remember that saying "no" is about preserving your time and energy for what truly matters. 5) Manage Expectations. Communicate clearly about your current workload and commitments. If you are already swamped with work and tasks, people will likely understand your need to decline additional requests. 6) Practice Self-Care. Saying "no" is an act of self-care. It allows you to manage your time and energy more effectively and avoid burnout. When you care for yourself, you're better equipped to contribute positively to your company's success. 7) Learn from Your Experiences. Reflect on your "no" moments and evaluate whether they effectively preserved your focus on your goals. Learning from those experiences can help you refine your approach and make it easier to say "no" in the future. Saying "no" can be challenging, but it's an essential skill for maintaining your focus and keeping your company's objectives the "main thing." By prioritizing your commitments, being polite yet firm, and managing expectations, you can protect your time and energy, keep the balls you're juggling in the air, and stay on the path to success. What are some other ways for effectively saying "NO"? #ceos #leadership #sayingno #execution As a senior executive, if you have trouble establishing priorities and saying no, DM me here to setup a conversation. I won't tell you no.

Stress is often seen as an inevitable consequence of leadership roles, but what if we could challenge that notion? Let's explore four possible places to intervene to reduce stress levels and empower leaders to thrive in challenging situations: 1️⃣ Planning for Stressful Events in the Environment: One way to reduce stress is proactively planning for stressful environmental events that don't generate value for you or your stakeholders. While we can't control everything, being mindful of potential pitfalls and taking preventive measures can minimize the impact of negative occurrences. Remember that you can't avoid these events forever, but you can play them out in your head, create a mindmap to evaluate your options, or role-play with a close friend to prepare for these interactions. 2️⃣ Evaluating Your Thoughts about Events: Cultivate accurate thinking when assessing events. Freeze your thoughts, identify critical thinking distortions, and clean up assumptions, limited viewpoints, and logical fallacies. This cognitive clarity can help you approach challenges with a clear and focused mindset. 3️⃣ Mindful Emotion Management: Avoid suppressing emotions, as it can be costly in the long run. Instead, practice mindful emotion management. Acknowledge your feelings and find healthy ways to process and express them, allowing for a healthier emotional state. 4️⃣ Emphasizing Rest and Recovery Strategies: Leadership roles often involve navigating through challenging situations. When facing demanding circumstances, accurately appraising the severity of the problem is crucial. In such moments, rest and recovery strategies become vital. Taking time for self-care, relaxation, and rejuvenation can equip you to handle stress more effectively. 📚💡 Interesting Study on Stress and Leadership 💡📚 A noteworthy study from 2012, published in the Proceedings of the National Academy of Sciences, surprisingly revealed that leadership was associated with lower stress levels. Two mechanisms may explain this correlation: First, having more control over situations can reduce stress, and second, leaders with lower stress levels are more likely to be effective in their roles. 💼💪 The Leadership-Stress Connection 💼💪 While the study found a correlation between leadership and reduced stress, it's essential to consider that causality might work the other way around. Individuals with naturally lower stress levels may be better suited for leadership roles, thriving in challenging situations. As leaders, we must manage and lead in demanding circumstances. Acknowledging the potential challenges and applying these four strategies can equip us to handle stress effectively. Remember, effective leadership isn't just about managing others but also about managing ourselves, embracing rest, and prioritizing recovery to navigate any storm with resilience. #psychologyofleadership #thinkchamp #stressmanagement #leadership #leadershipqualities Cornell University #stoicism #mindfulness

Stress doesn’t just wear you down—it reshapes who you are. At the University of Louisville, our research into workplace stress has taught us something critical: when stress goes unmanaged, it doesn’t just impact our day. It rewires our reactions, reshapes our identity, and reduces our capacity to lead well. Honestly? I’m feeling it right now—just writing this post. A new study published from the Brain & Behavior Research Foundation (BBRF) confirms what we’ve seen in our own work: when we consistently respond poorly to everyday stress, we don’t just feel worse—we become worse versions of ourselves. Let that land: Over time, we lose emotional stability. We become less open. And even our fluid intelligence—our ability to adapt and think—takes a hit. For leaders, this is more than personal. It’s cultural. It’s organizational. Unacknowledged stress erodes trust, creativity, and engagement. But when we face it, when we talk about it, when we design for it—we create something better. Here’s the leadership challenge: Build a culture where stress isn’t hidden—it’s named. Where psychological safety isn’t a buzzword—it’s a strategy. Where resilience isn’t heroic—it’s collective. Ask this often: What are acceptable levels of stress here—and when is the pressure too great? And when you need a reset, here are a few science-backed micro-strategies: • Name the stress. Labeling how you feel helps regulate the brain’s fear center. • Practice micro-recovery. Take five. Move. Breathe. Step away. • Build in predictability. Small routines = psychological safety. • Get physically active. Walk. Stretch. Move your body, change your brain. • Sleep like it’s your job. Recovery is not optional. • Set boundaries without guilt. Protect your capacity to show up tomorrow. The cost of chronic stress is high. But the ROI of emotional intelligence, shared resilience, and better boundaries? Even higher. #Leadership #Resilience #StressManagement #FutureOfWork #EmotionalIntelligence #EmployeeEngagement #OrganizationalCulture #PsychologicalSafety https://lnkd.in/eRnB3fPn

Anxiety is now the top mental health issue in the workplace. As someone with severe OCD and anxiety, I fall into this category. Many people do. This Mental Health Awareness Month, I want to address leaders with a challenge. As a leader, colleague, advisor, investor, or whatever capacity you’re operating in: please consider how you could possibly contribute to this problem and how you could be a part of improving the current state, where you are today. Here’s some suggestions to get you started: 1. Maintain clear communication Someone who is anxious needs predictability, so be clear on expectations, deadlines, etc. 2. Do not micromanage. One of the biggest causes of workplace stress is actually when employees feel they have no control. Be clear on expectations (see point 1), but give your employees autonomy on how to get that work done. 3. Ask. Ask your employees how their workload/ stress level is. If there is stress, do some discovery to understand what the cause is. 4. Discuss reasonable accommodations. Anxiety is an ADA recognized disability and many other countries recognize it similarly. Discuss adjustments or accommodations that could help support the employee. It oftentimes can be something as simple as changing things up to meet communication differences or making small adjustments to the way work is done.

A client recently asked this important question: "What can Senior Leadership do to lower worker stress?" Here’s the thing. Leaders often unintentionally add to their employee’s stress because they either don’t understand—or in the rush of the day-to-day they forget—that the mere fact they have power over them adds to stress. Power impacts how messages are received. 💥 Your power makes people worry about looking ‘stupid’ so they don’t speak up. 💥 A carelessly placed: “I don’t like this” will send a ripple of anxiety into the organization. 💥 When you are not clear with messaging, teams and individuals will become hesitant to admit they don’t understand your thoughts or ideas. The remedy is for leaders to practice creating psychological safety. Here are some tips on how: ❤️ Thank people for their thoughts & opinions. ❤️ Praise often and in public. Critique in private. ❤️ Don’t put people on the spot. Especially in public. ❤️ Ask each individual on the team how they like to be managed. Do they need daily check-in meetings? Weekly ones? Can they text you with questions? Call? ❤️ Watch body language and facial expressions carefully when you speak. Empathize if people look confused, nervous or worried. Eg: "Todd, you look concerned, what’s on your mind?" Stress is a state of worry or mental tension caused by difficult circumstances. Don’t be difficult = alleviating stress. #psychologicalsafety #stress #stressrelief #leadership