Learning Center

Managing Stress as a Leader

Leaders, like all individuals, face a multitude of stressors in the workplace. Whether it's the pressure of deadlines, conflicts with colleagues, or the responsibility of leading a team, stress is a constant presence for leaders. However, managing this stress is crucial in order to be an effective leader.

When leaders are able to effectively manage their own stress, they can then help their team members manage theirs. This leads to increased engagement, morale, and performance within the team. The positive impact of a more engaged team can also reduce the number of stressors that arise, ultimately increasing productivity across the board.

The effects of stress in the workplace are far-reaching, impacting both relationships and individual well-being. Studies have shown that the average number of hours worked has increased, with many individuals working longer and harder. This increased workload, combined with other stressors, can lead to negative consequences such as decreased job satisfaction and productivity.

To combat stress, it is essential for leaders to identify and understand their own stress triggers. By recognizing these triggers, leaders can then develop coping mechanisms that work for their unique personality and needs. Stress occurs when pressures or demands become overwhelming, taking individuals out of their comfort zones. However, by managing these triggers and developing effective coping strategies, leaders can reduce the impact that stress has on their health and overall well-being.

Understanding your own stressors and reactions is the first step in managing stress as a leader. Start by identifying what is causing your stress and recognize your stress indicators. Additionally, take the time to understand your own unique needs and expectations in the workplace. By aligning your environment with these needs, you can decrease the likelihood of experiencing stress and its negative effects.

At our Stress Behavior Workshop, we provide leaders with the tools and resources they need to gain a deeper understanding of their stressors and blind spots. This workshop empowers leaders to discover their sources of stress, how to get their needs met, and effective coping techniques. By increasing self-awareness, leaders can leverage their strengths and manage stress before it manages them.

Emotional intelligence is a key factor in managing stress as a leader. By knowing and understanding your own emotions, you can effectively recognize and address stress in a productive manner. Fulfilling your needs and leaning on positive behaviors is essential in managing stress and reducing burnout. Incorporating your interests and passions into your work environment can also help you stay motivated and energized.

Remember, stress doesn't just affect you as a leader, but also impacts your team dynamic. Staying connected with your team members and fostering collaboration can help you better deal with stress and find valuable solutions to challenges.

Strategic Positioning offers programs and the Birkman Method Personal Style Assessment, to help leaders manage stress and stay motivated. The Birkman Assessment uncovers the hidden social perceptions that leaders have in their workplace environments, providing valuable insight for self-management and stress reduction. The Stress Management report specifically targets individual needs and offers strategies to help leaders navigate potential stress triggers more easily.

Don't let stress manage you. Take control of your stress as a leader and create a more productive and fulfilling work environment. Contact us to learn more about how we can support you and your organization in managing stress and thriving in the workplace. Email info@strategicpositioninginc.com to start your journey towards stress management and increased leadership effectiveness.

Books to Read

The Advantage by Patrick Lencioni

Why Organizational Health Trumps Everything Else In Business.

Solution Sheets

High Performing Team Workkshop

Why?

Healthy Organizationsare-driven by a common Purpose and continuously create an environment of Clarity and Psychological Safety.

In our experience this also adds dramatically to the value of the company in both the short and long term.

What?

· Creating an organization that with a Cohesive, Aligned, Psychologically Safe Leadership Team.

· CreatingClarity for the organization by the team:

o Identifying a unifying Purpose for the company – Why do we exist?

o Developing a set of Core and Aspirational Values – What do we believe?

o Creating a mission/vision statement based on the purpose and values – What do we do?

o Identifying decision filters for the organization that will maximize your profitability at this point in your business life – How will we succeed?

o Identifying and building a game plan to accomplish a “Thematic Goal” to move the company forward incrementally over a 6 – 9-month time frame – What is most important right now?

o Clearly defining roles and responsibilities and resolving any areas of overlap to facilitate clear leadership – Who does what?

· Identifying and codifying a process to over-communicate the clarity that is developed by the team to the rest of the organization which includes:

o Communication cascade agreements

o How to be more efficient and productive with meetings

o How to communicate from one style to another

· Outlining how to Integrate the Clarity into the processes and procedures of the organization and gain commitment on how the executive leadership takes ownership of that integration.

How?

Prior to the workshop each participant will complete a Birkman Personal Style assessment and have a one-on-one review of the results with an SPI consultant. This allows the individual to internalize the material, ask questions and explore personal issues prior to the group meeting.

The participants will complete pre-work using the assessment and other tools to prepare for the group meeting. This is also an opportunity to pose questions to support the learning in the group sessions.

SPI will facilitate a Healthy Organization Workshop (HOW). Ideally it is facilitated in 4 half-day sessions over one to two months. They all can be facilitated virtually, and the program works best if the first two sessions are delivered on site in an afternoon and the following morning with the last two delivered virtually. The spacing allows time to digest the information and put the learning into practice to increase efficiency and make course corrections, while building the team.

The team will develop a “Play Book” to use to enhance productivity through more effective communication with their peers and the rest of the organization. This evolving document keeps the entire team and the organization following the purpose while living the values.

As part of the workshop, there are four follow up sessions to reinforce the learning and allow it to become the culture of the organization. They also review and celebrate progress, make mid-course adjustments, further develop the leadership team, reinforce the use of non-judgmental behavioral language, and set new thematic goals as necessary. These sessions are held every three months. Each session takes a half day for the development work, and we recommend the rest of the day for strategic conversation and recreation. The topics will include:

· How to Manage Your Stress Before it Manages You.

· Conflict resolution

· Giving and receiving feedback (Feed Forward)

· Effective Decision Making

Who?

Leadership Team