Meghan Locklair’s Post

In our journey of providing compassionate care to our patients, it's important to create strong connections not only with our colleagues but also with our leadership team. I’ve been noticing a significant gap between employees and leaders, which often leads to misunderstandings and frustrations. I'm hearing that employees feel that their leaders could be doing more to alleviate the stress in their work environment. However, it's crucial to recognize that the disconnect goes both ways. As much as we wish our leaders understood the challenges we face, we must also strive to understand the responsibilities and pressures THEY face. With that in mind, I wanted to share with you 𝟯 𝘁𝗵𝗶𝗻𝗴𝘀 𝘆𝗼𝘂 𝗺𝗶𝗴𝗵𝘁 𝗻𝗼𝘁 𝗸𝗻𝗼𝘄 𝗮𝗯𝗼𝘂𝘁 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗲𝗮𝗺 𝗯𝘂𝘁 𝘀𝗵𝗼𝘂𝗹𝗱. 🔹 𝗧𝗵𝗲𝘆 𝗠𝗮𝗸𝗲 𝗠𝗶𝘀𝘁𝗮𝗸𝗲𝘀 Sometimes they don’t make good decisions but may be afraid to admit it to their employees for fear of criticism or loss of trust. However, just because they are in a leadership role doesn’t mean that they are immune to mistakes. Go easy on them and let them know that it’s okay. 🔹 𝗧𝗵𝗲𝘆 𝗗𝗼𝗻’𝘁 𝗛𝗮𝘃𝗲 𝗔𝗹𝗹 𝘁𝗵𝗲 𝗔𝗻𝘀𝘄𝗲𝗿𝘀 𝗮𝗻𝗱 𝗡𝗲𝗲𝗱 𝗬𝗢𝗨𝗥 𝗜𝗻𝗽𝘂𝘁 𝗧𝗼𝗼 I asked other leaders what they want their employees to know. Dr. Michael Grossman, a good friend and amazing leader shared this: “Your leaders can’t solve everything without your input. They know you’re busy, but don’t tell them to fix it, and then sit back and complain that they didn’t fix it the way you wanted, and then complain that they can’t help because they’re still too busy.” 🔹 𝗧𝗵𝗲𝘆 𝗧𝗿𝘂𝗹𝘆 𝗖𝗮𝗿𝗲 𝗔𝗯𝗼𝘂𝘁 𝗬𝗼𝘂 They care about your wellbeing, your personal and professional development, and your happiness! They think about you when they’re home; worry about you when you’re sad or frustrated and pray for you when you’re struggling. Even though they may get angry or frustrated with you, they care about you as a human being beyond the workplace. The disconnect between employees and leaders doesn’t have to exist if we each gained a healthy dose of perspective and took the time to understand what it’s like to walk in each other’s shoes. I'm curious to know if there's anything you would add to this. Leaders - what do you wish your employees knew about you? Employees - what do you wish your leaders knew about you? Drop your input in the comments below. #healthyteams #culturechange #healthyworkculture

While it's true that leaders often have to work long hours and be available 24/7, it's important for them to take time for themselves to recharge and de-stress. Downtime is essential for leaders to be effective in their roles. Here are some of the benefits of downtime for leaders: Improved decision-making: When leaders are well-rested and refreshed, they are better able to make sound decisions. They are less likely to be impulsive or make decisions based on emotion. Increased creativity: Downtime allows leaders to step away from the day-to-day grind and come up with new ideas. It gives them the space to think creatively and solve problems in new ways. Reduced stress: Stress can take a toll on leaders' physical and mental health. Downtime helps leaders to manage stress and prevent burnout. Improved relationships: When leaders are taking care of themselves, they are better able to be present for their relationships. They are more patient, understanding, and supportive. Of course, it's not always easy for leaders to take time for themselves. They may feel guilty or like they are letting their team down. But it's important for them to remember that they are no good to anyone if they are burned out. Downtime is an investment in their own well-being and in the success of their team. Here are some tips for leaders to get the most out of their downtime: Schedule it: Just like any other important meeting, leaders should schedule time for downtime on their calendar. This will help them to prioritize it and make sure that they actually take it. Unplug: When leaders are in downtime, they should try to unplug from technology as much as possible. This means turning off their phones, laptops, and other devices. Unplugging allows leaders to truly relax and recharge. Do something they enjoy: Downtime should be enjoyable for leaders. They should do something that they truly love to do, whether it's reading, spending time with family and friends, or going for a walk in nature. Don't feel guilty: It's important for leaders to not feel guilty about taking time for themselves. Downtime is essential for their well-being and for the success of their team. Taking downtime is not a sign of weakness. It's a sign of strength. It shows that leaders are committed to taking care of themselves and that they are willing to invest in their own success. #Everardo_Gaxiola #SolarAdvisor #solarconsultant #wellnesscoach #multiplestreamsofincome

I started on Simon Sinek‘s Leaders Eat Last this weekend. I was really struck by the link between health x work in his “Yes But” chapter. 3 examples that stuck: 1. The Whitehall Studies that showed how worker stress was not caused by higher degree of responsibility and pressure usually associated with rank. It is not the demands of the job that cause most stress, but the DEGREE OF CONTROL workers feel they have throughout the day. It also discovered that Executive Stress Syndrome where someone drops dead of a heart attack before 50 is not due to more responsibility but due to LACK OF CONTROL over work 2. The study by 2 researchers at the Graduate School of Social Work at Boston College that found a child’s sense of well-being is affected less by the long hours their parents put in at work and more by the MOOD their parents are in when they got home. Kids are better off having a parent who works into the night on a job they love than a parent who works shorter hours at a job that makes them unhappy. 3. By creating a CIRCLE OF SAFETY around their people, leaders can reduce the amount of stress and threat people feel inside them vs forcing people to spend time, focus and energy on protecting themselves from each other. Note: Weak insecure leaders draw this Circle of Safety only around their inner circle and create more stress. So as a leader, if you are trying your best everyday to create a culture that - gives people more say, agency and control over how their work is carried out - supports people talking to each other more empathetically, honestly and usefully about the emotions they feel about their own work and the people around them getting work done - encourages people looking out to support each other as possible vs. only caring for their own inner circles and tribes ….You are doing your part to add to their years of healthy life and happiness. You may not know it, they may not know it but that’s what’s happening. Conversely, if you’re a someone who sees “hmmm this is NOT what’s happening at my workplace”, perhaps that’s the call to leadership awaiting you. Answer the call. Change something at your workplace. Give people more control and say over work that matters to them. Normalise engaging with each others’ feelings about what’s happening at work. Open up your Circles of Safety at work to include more people and take a stronger stand against silos, tribes and gangs forming. — #leaderslent #organisationaldevelopment #leadershipdevelopment #culturalchange #movementsforhealth

🌟 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗬𝗼𝘂𝗿 𝗕𝗹𝗶𝗻𝗱 𝗦𝗽𝗼𝘁𝘀 𝗳𝗼𝗿 𝗕𝗲𝘁𝘁𝗲𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 🌟 Even the best spirit-led wellness leaders have blind spots. Acknowledging and addressing them can enhance your ability to lead with love and effectiveness. Patricia A. Muir's article "Lead with Love" offers a strong case for love as a practical leadership skill and strength. Her article also includes a beautiful practice for working with blindspots with compassion and grace. Here are the highlights: ✨ 𝗕𝗮𝗹𝗮𝗻𝗰𝗲𝗱 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗠𝗮𝗸𝗶𝗻𝗴: Fast, impulsive decisions are often revered in leadership but can lead to significant blind spots. Slowing down to engage in reflective thinking can improve impulse control, reality testing, and problem-solving skills, ultimately leading to better outcomes. ✨ 𝗦𝗲𝗹𝗳-𝗣𝗲𝗿𝗰𝗲𝗽𝘁𝗶𝗼𝗻: Many leaders overlook their strengths and overemphasize their flaws, negatively impacting self-regard and self-actualization. Practicing self-awareness and self-love can help correct this distorted self-image, fostering a healthier, more compassionate leadership style. And my favorite . . . ✨ 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗟𝗼𝘃𝗲: Doing the right thing at the right time in the right spirit is crucial. By cultivating emotional self-care and self-compassion, leaders can project loving energy and make more mindful decisions. https://lnkd.in/eSyx6Vpn 𝙒𝙝𝙖𝙩 𝙝𝙖𝙫𝙚 𝙮𝙤𝙪 𝙡𝙚𝙖𝙧𝙣𝙚𝙙 𝙛𝙧𝙤𝙢 𝙩𝙝𝙞𝙨 𝙖𝙧𝙩𝙞𝙘𝙡𝙚 𝙖𝙣𝙙 𝙝𝙤𝙬 𝙬𝙞𝙡𝙡 𝙩𝙝𝙞𝙨 𝙢𝙖𝙠𝙚 𝙖 𝙙𝙞𝙛𝙛𝙚𝙧𝙚𝙣𝙘𝙚 𝙞𝙣 𝙩𝙝𝙚 𝙬𝙖𝙮 𝙮𝙤𝙪 𝙡𝙚𝙖𝙙? 💚 Let me know in the comments 💚 #Leadership #BlindSpots #EmotionalIntelligence #SelfLove #LeadWithLove #MindfulLeadership #ConsciousLeaders #SpiritLed #TheStoryStylist #SageSensationRetreats _________ 👋🏼I'm Gayle Nowak, Communications and Emotional Wellness Coach, founder of The Story Stylist, and creator of Sage SensationTM Retreats 🔥 I’m passionate about authentic, clear communication and energetically aligned leadership ✨ I help spirit-led wellness coaches create authentic, healthy business relationships -- without hiding or silencing yourself -- so you can communicate boldly, lead lovingly, and make the world a better place. Want to see more posts from me? ⤵ ✅ Connect with me https://lnkd.in/ehc3ThBj 🔔 Ring the bell on my profile Schedule a Business Communication Breakthrough call with me: 👉 https://lnkd.in/eHyfUy85 

𝗜𝘁 𝗶𝘀 𝗲𝗮𝘀𝘆 𝘁𝗼 𝗱𝗿𝗲𝗮𝗺 𝗮𝗯𝗼𝘂𝘁 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁. 𝗕𝘂𝘁 𝘁𝗵𝗲 𝗱𝗶𝘀𝘁𝗮𝗻𝗰𝗲 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝘄𝗵𝗲𝗿𝗲 𝘆𝗼𝘂 𝗮𝗿𝗲 𝗮𝗻𝗱 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝘄𝗼𝘂𝗹𝗱 𝗹𝗶𝗸𝗲 𝘁𝗼 𝗯𝗲, 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝘀 𝗮 𝗹𝗼𝘁 𝗼𝗳 𝗰𝗵𝗮𝗻𝗴𝗲. Most of the New Year goals and resolutions fizzle out because there is something deeper that needs to be addressed. The idea is not to beat yourself up. The idea is to dig deeper and ask ❓ What's stopping you from taking action?  ❓ What self-doubts and fears are resting beneath the surface? ❓ What hurt, experiences or unresolved trauma is sitting in your physiology? ❓ How is the current state aligning with effective performance as leaders and growth accelerators? The Workforce Institute at UKG surveyed 3,400 people across 10 countries and found that “managers impact employees’ mental health (69%) more than doctors (51%) or therapists (41%). It's high time we #think #differently #about #leadership, not taking the place of mental health professionals or accepting any less from employees. However, being more empathic, our best self, and encouraging others to maintain mental wellness to unleash maximum potential. To become both more #empathetic and #effective, leaders must make #four #fundamentalshifts: #Mindset. Leaders no longer manage people; they enable their success. Managers need to move from focusing only on process, oversight and performance to becoming “#coachlikemanagers that #invitefeedback, cultivate psychological safety, and provide individualized interpersonal support" by working with #leadershipcoaches. #Culture. In the era of the all-knowing, workers vied for attention, direction, push, and praise. For higher engagement and collaborations, teams must operate with #collectiveintelligence. The essential focus of this shift is establishing #trust. When teams perceive each other as collaborators, they free their leaders to become mentors and expedition guides rather than flag-throwing referees. #Approach. Overly structured org charts and measures of every element cannot drive employees to learn and adapt at the speed, scale, and scope necessary amid extraordinary rates of change. Instead, leaders need to help employees identify their #intrinsicmotivation and embrace #jobsculpting rooted in people’s values, curiosity, and interests. #Behavior. Command and decision-making to drive productivity have shifted to leaders as enablers and #motivatorinchiefs. Leaders now guide effective behaviours, balance wellness, avoid team burnout, and inspire people to do their best work by creating the #optimalconditions for them to thrive. "Mental Wellness is the North Star, and burnout is kryptonite". Do you see these four shifts to guide the current economic era? How is your organization enabling these shifts? #mentalhealth #unlocktruepotential #leadershipcoach #cultureshift #mindsetandhabits #training Follow Shivaani Talesra and hit 🔔 for more inspiring and insightful posts. #Repost for wider impact.

Does each meeting start with the numbers?   In the digital crescendo of progress, it's alarmingly easy to prioritize metrics over the very souls that drive our success. But consider this: research from Harvard Business Review suggests that companies focusing on employee well-being outperform their competitors by 2.5 times in terms of financial performance.   I need to be clear. At THRYVV, we do not believe that meditation apps, yoga, massages and the occasional expert telling you how to be..”well” is not wellness. There is so much wellness washing currently – ticking boxes to paper over the cracks of dysfunctional teams, leadership and culture. Understanding that true employee well-being is the outcome of a culture that extends far beyond the conventional perks of gyms and spa days is crucial.   Real well-being is about creating a culture where individuals feel heard, and valued—not just as contributors to the bottom line, but as human beings with diverse needs and aspirations.   Want to know what really winds me up? The relentless pursuit of metrics at the expense of team spirit is a hollow triumph. Studies, like those from Gallup, show that high employee engagement leads to 21% greater profitability.    Profit.   Yet, many leaders continue to march to the beat of an outdated drum, overlooking the power of human connection. This is a key driver of our WHY at Thryvv; my frustration is that protectionist, controlling tendencies with a focus on compliance are proven with hard data to be NEGATIVELY correlated to leadership effectiveness and profitability. IT DOESN’T EVEN WORK.    Develop a leadership style where success is a collaborative journey, not a war. At THRYVV, we've embraced a methodology validated amongst many others by Stanford's Project on Team Dynamics, which proves that teams grounded in trust and healthy conflict are 60% more innovative.   Start by weaving trust into your team's DNA. Want more hard data? A Deloitte survey found that 93% of employees who feel trusted report feeling empowered to innovate.  Encourage constructive conflict—More data? McKinsey's research indicates that teams that debate their ideas vigorously and engage in healthy conflict are 35% more likely to meet their goals.   As a recovering Toxic Leader - I used to completely reject this.   So I understand that sceptics may wonder, “woo woo” sh&t? But here's the twist: this isn't about softness but strategic intelligence. Achieving targets is crucial, and the manner of achievement defines leadership. Aim to leave a legacy where success is measured not just by figures but by the fire it kindles in every team member's heart. The results followed with Vital Accountability.    So let’s have a chat and turn this ship around.   It's time to redefine success in the digital age—not (first) by the numbers we hit, but by the lives we uplift. Then, you hit your numbers in a way that doesn’t kill you. #leadership #wellbeingatwork #wellness #results

Is CEO wellbeing the secret to business success? 💡 We wanted to highlight this gem from Directors & Boards. CEO wellbeing is more important than ever in today’s high-pressure environment. Stress and burnout can derail even the best leaders. At Chief Executive Search, we focus on regular wellbeing checks, executive coaching, and open health discussions. When board members lead by example and create supportive systems, everyone benefits. Key points from the article: 💎 Model desired behaviors: Board members should lead by example.  💎 Candid conversations: Encourage open discussions about health. 💎 Wellbeing assessments: Regularly measure resilience and energy. 💎 Support systems: Create networks of supportive professionals.  💎 Create an ecosystem of Support: Invest in holistic training and support. Let’s prioritize CEO wellbeing for a thriving organization. 🌟 If you're interested in this topic, feel free to contact us or click the link below and dive in to read the full article. ⤵ https://lnkd.in/dsvEhR6g #Leadership #CEO #Wellbeing #BusinessSuccess #ExecutiveHealth

1. "Prioritize self-care to lead with resilience." 2. "A well-rested leader is a powerful leader." 3. "Wellness fuels your leadership potential." 4. "Your health is your greatest leadership asset." 5. "Lead by example: practice self-care." 6. "Wellness is the foundation of sustainable leadership." 7. "Burnout is a sign to refuel, not to quit." 8. "Leadership begins with self-care." 9. "A healthy leader inspires a healthy team." 10. "Caring for yourself is a sign of strength." 11. "Wellness is the key to long-term success." 12. "Leadership thrives on a balanced life." 13. "Leadership and self-care go hand in hand." 14. "Don't sacrifice your well-being for leadership." 15. "Lead with a full cup, not an empty one." 16. "Wellness is the path to effective leadership." 17. "Healthy leaders lead healthy organizations." 18. "Self-care is a leadership responsibility." 19. "Wellness is an investment in your leadership future." 20. "Leadership without self-care is unsustainable." 21. "Leadership is about empowering, starting with yourself." 22. "Take breaks, not shortcuts in leadership." 23. "Lead with energy and enthusiasm." 24. "Leadership is a marathon, not a sprint." 25. "Wellness is a daily commitment for leaders." 26. "A rested mind leads to better decisions." 27. "Wellness is a non-negotiable for leaders." 28. "Your well-being sets the tone for your team." 29. "Prioritize self-care to prevent burnout." 30. "Lead with a healthy work-life balance." 31. "Resilience is born from self-care." 32. "Leadership is about the journey, not just the destination." 33. "Self-care enhances leadership effectiveness." 34. "Wellness fuels your leadership fire." 35. "Leadership wellness is a competitive advantage." 36. "A well-rested leader inspires creativity." 37. "Wellness is the secret to leadership longevity." 38. "Lead with a clear mind and a strong body." 39. "Leadership starts with self-love and self-care." 40. "Prevent burnout to lead without limits." 41. "Wellness is the armor against leadership challenges." 42. "Self-care is the fuel for your leadership engine." 43. "Lead with mindfulness and self-compassion." 44. "Healthy leaders build healthy teams." 45. "Self-care is the foundation of effective leadership." 46. "Balance is the key to sustainable leadership." 47. "Leadership thrives in a healthy vessel." 48. "Wellness is the cornerstone of leadership success." 49. "Lead with a heart that's full, not heavy." 50. "Remember, the best leaders care for themselves first."

How Leaders Can Reduce Stress For Employees Instead Of Adding To It Part1/ Did you know that Leaders and managers have a direct effect on their employees’ stress and anxiety levels? Yes. What they say, feel, and do hugely influences their team’s physical and emotional well-being. Sadly, far too few leaders are aware that they have this power. And many of them are too stuck in their egos to notice that they are increasing anxiety levels in their employees instead of lowering it. And If you think you are leading effectively, what is the point of changing? It is for this reason that leaders must pay a great deal of attention to how they act and communicate. The importance of this is exacerbated during times of increased uncertainty, as the team members often look to leaders to guide them in the face of fear, to provide clarity and direction, and, most of all, to give them reasons to remain hopeful and optimistic. If you are a boss, don’t introduce an unnecessary layer of complexity to your employees’ lives by making them guess what you will do next. Be reliable, predictable, and even boring if necessary. You may be the only predictable factor your employees can count on in a time of great uncertainty. 1. Reflect on how your actions could impact others. As a leader, it is important to think about how your actions play a wider role in nurturing the workplace for those at all levels. Supporting team members to manage their emotions and moodstates (through emotional awareness and regulation) will have a positive impact on how they interact and connect with others, as well as how they navigate individual challenges. 2. Identity your stressors. The first step to managing stress for yourself and others is to identify what triggers it. Stressors can vary from person to person, but some common ones for executives are deadlines, conflicts, uncertainty, expectations, workload, and pressure. Once you know what causes you stress, you can prioritize, delegate, communicate, and plan accordingly. You can also avoid or minimize unnecessary stressors that don't add value to the workplace by implementing small changes to your workday that will begin the domino effect – check-in with your mood before a team meeting; schedule that 1:1 as a walk; allow yourself ‘recharge time’ throughout the day. Being consistent with these small changes can lead to widespread positive outcomes, benefitting far more than just yourself. Part 2 in comments below #mondaymorningleadership #managingstress #workplacewellness #breathwork #selfcare #mentorship

In our quest for omnipotence, we often push ourselves beyond reasonable limits, setting unrealistic standards and succumbing to the belief that doing more equates to success. Yet, the toll this takes on our well-being remains palpable. The demands we place upon ourselves, driven by societal norms and self-imposed expectations, pave the path to burnout. We strive to break the confines of our capabilities, only to realize that we're human after all—subject to limitations, boundaries, and the need for self-care. This pursuit of omnipotence is not just a personal plight; it resonates deeply within workplaces, where the lines between personal and professional life blur amidst the relentless pace of the digital era. The journey to burnout often begins with our desire to accomplish the impossible. We demand more of ourselves without acknowledging our limits, seeking magical remedies to push past what's feasible. The outcome is predictable: frustration, exhaustion, and ultimately, burnout. Amidst this turmoil, the role of leadership becomes pivotal. A leader's responsibility extends beyond steering organizational success; it encompasses safeguarding the mental and emotional well-being of their teams. The need of the hour is a new brand of leadership—one rooted in empathy, strategic vision, and emotional intelligence. Leaders must navigate the turbulent waters of burnout by prioritizing their team's well-being as fervently as they do the company's bottom line. 🔸Leaders need to be empowered with tangible steps to combat burnout: setting clear priorities aligned with strategic goals, recognizing signs of stress, promoting wellness, and cultivating environments where breaks are encouraged without guilt. 🔸Creating a safe space within organizations is imperative. Favoritism breeds distrust, hindering team unity and leading to a decline in performance. Building trust through transparent communication and a supportive environment where every voice is valued becomes foundational in combating burnout. 🔸The struggle against burnout transcends individual efforts—it's an organizational challenge. Effective leadership entails communicating a clear vision, prioritizing ruthlessly, and nurturing diverse team dynamics. It’s important to find balance between strategic foresight and authentic empathy, steering teams toward not just surviving but thriving. A future where the emphasis lies not just on productivity but on the holistic well-being of every team member. #burnout #leadershipdevelopment #worklifebalance #resilientteams #workplaceculture #leadershipstrategies See full text: https://lnkd.in/e2a9-QMT Image: Fishermen at Weligama, Sri Lanka, 1995 by Steve McCurry