Re-Connected Leadership

Many people experience burnout. Leaders (especially corporate) are among the most frequently burnt out, but among the least mindful in preventing or addressing it.

Those who are in a position of leadership, whether they be a corporate leader, clergy person, nonprofit leader, etc., face the constant reality of having others looking to them for direction. There is therefore a great impetus to put on a good face and keep plodding forward. Leaders feel that any sign of weakness will lead to the whole ship sinking. The truth, however, is quite the opposite.

Vulnerability is not something that many people do well - especially white males who hold the majority of leadership positions. Regardless of the demographic, leaders do not want to exhibit any vulnerability despite the fact that it makes them more relatable.

Let's take an illustration for example. Jerry is a burnt out manager at a trading firm. He doesn't want his team to know that he is experiencing burnout because he feels that they will think he's weak and not follow his leadership anymore. So, he sucks it up and keeps plodding forward. Because he is burnt out, he's not able to show the empathy and compassion that he needs to toward his employees. Because he's processing from his amygdala, he isn't making good decisions and the team notices his missteps. This results in a disconnection between Jerry and the team and the ship does indeed begin to sink.

What if Jerry would have taken a different approach? Jerry notices that he's burning the candle at both ends and that he is feeling unsettled. He pauses to breathe and considers what is causing him to burn out. Because he is practicing mindfulness, he realizes that he's probably not the only one on the team who is experiencing burnout. He calls the team together and divulges that he's not been feeling fulfilled lately and wants for both he and his team to experience the best possible experience at work and work-life balance. He invites the team to share ideas and takes a coach approach to seeing how they can co-create a healthy work culture. The team is impressed by his vulnerability and feels connected with Jerry because he is showing compassion and empathy.

Every time the latter approach is taken, a healthy culture emerges and it positively affects productivity, how teams interact, and overall morale. Every time the former approach is taken, a culture of intimidation and unease prevails and people either crash or quit.

Set a good example. As a leader, don't be afraid to be vulnerable. Not only are you a human being with a need for self care, so are your team members. In the end, no matter our rank or position, the common denominator is that we are all people.