As a leader, you often have a lot on your plate. Your schedule is packed; you keep the team running and meet deadlines, all while trying to stay afloat yourself. Precisely because others rely on you, your own recovery often falls by the wayside. Yet, healthy leadership isn’t about working harder or being constantly available; it starts with consciously reflecting on what you need to remain sharp, calm, and resilient.
The demands placed on leaders
Gallup conducts annual research into how workers worldwide experience their jobs and well-being. These studies show that leaders are often more deeply engaged in their work than the people they manage. At the same time, they report higher levels of stress, anger, sadness, and loneliness. While the role can be a source of great energy, it also places heavy demands on the leader.
This is a familiar scenario in day-to-day practice. As a leader, you constantly navigate between organizational goals, expectations from above, and the needs of your team. You listen to employees’ concerns, pick up on signals, and help set priorities—all while your own worries may not always be visible to others.
Your influence is greater than you think
A major international study by UKG reveals just how much influence leaders have on employee well-being. Of the employees surveyed, 69 percent indicated that their leader influences their mental health. That is on par with the influence they attribute to their partner, and greater than that of their GP, who was cited by 51 percent.
That influence can feel like a heavy responsibility. At the same time, it means that small, conscious actions can make a significant difference. By regularly asking follow-up questions, taking signals seriously, and highlighting the support available, you lower the barrier for employees to seek help.
You do not need to determine exactly what is going on yourself, nor do you have to conduct conversations for which you haven’t been trained. Referring someone elsewhere is not a sign of failure; rather, it is part of responsible leadership. And just as importantly: you do not have to be available at all times to be a good leader.
Support is available for you, too
What leaders sometimes forget is that support isn’t just for the team. Everything available to help employees can also help you fulfill your role in a healthy and sustainable way. Moreover, you don’t have to wait until something goes wrong; preventive support, in particular, can help you make adjustments early on.
Perhaps you want to become more confident in handling difficult conversations or giving feedback. You might be managing a change that you need to explain to your team, even while you are still finding your own footing. Or perhaps you want to gain clarity on your career direction, learn how to set better boundaries, or manage an excessive workload. Even a sense of isolation in your role can be a valid reason to talk to someone outside of work. All these issues are valuable enough to be taken seriously.
Where to find support
At The Mental Move, both you and your team can access various forms of support, ranging from the platform itself to a mental health helpdesk session. There is also a specific module for leaders focused on leadership within a healthy organization. Do take a look and make use of the available resources—not just for your team, but for yourself as well.
