One emotion that defines the workplace today is stress. It can be productive, motivating leaders to innovate, or draining, leading to employee burnout. Given the increased complexity of decision-making in a crisis-driven workplace, leaders need to be proactive, or stress can harm well-being. A proven solution? Cultivating an attitude of gratitude reduces adverse workplace stress effects.

Why do you need a workplace stress reduction strategy?

Employees are stressed out. A global study of 14,800 knowledge-workers across 25 countries revealed:

  • 49% of leaders and 42% of non-managers are struggling with anxiety
  • 74% of those surveyed are looking to company leadership for help dealing with workplace stress.

The costs of workplace stress and burnout are severe for…

Being a leader in today’s crisis-driven workplace is exciting on the one hand and exhausting on the other. You are presented with new opportunities to make a real difference in areas where you find purpose and are frequently stretched to grow. These ‘crucible moments’ can leave you questioning your career…

All you need to do is hustle harder and work longer hours. But the work harder and longer hours leadership style comes with a risk of burnout and severe consequences. According to a study by the Mayo Clinic, the personal and organizational side-effects of executive leadership burnout include: broken relationships, substance abuse, depression, decreased customer satisfaction, reduced productivity, and increased employee turnover. Leaders are always connected to their operations in a crisis-driven digital workplace, ready to fight the next fire. This reality amplifies the risk of sacrificing success and significance for less important tasks. CEOs, managers, and decision-makers need a creative productivity hack for improving decision-making and avoiding physical, mental, and emotional exhaustion.

Is your performance suffering from the Urgency Effect?

Most leaders and entrepreneurs are metaphorically running on a treadmill at a speed that makes casual conversation difficult. They live in a world where it is impossible to respond to every email or accept every meeting invitation. …

Caught between the pressure of urgent and important work demands, delegating is often one leadership approach to get cut. Yet one of the top five reasons high potential employees leave their current employer is for an exciting career development opportunity. What if effectively delegating is the very thing executive leaders need to master now more than ever to win in the marketplace?

Effective executive leadership involves effective delegation. Executive leaders that maximize their purpose approach delegating with intention and a win-win mindset. Carefully considering the task, situation, employee capacity and capability, communication, and leadership support are essential to delegating, so that sticks.

This just feels like the right thing to do. Studies have revealed that more than half of us routinely use our intuition to make significant personal and professional decisions. There are situations when there isn’t the time or reliable data available. However, relying on only a feeling of right or wrong would be a big mistake in today’s complex and chaotic marketplace. A recent 2021 Fortune 1000 executive leaders survey revealed that 99% are investing in data initiatives to transform their companies. These investments in technology are producing a deluge of available data within companies. But are these investments leading to better decisions?

Leading companies are looking for data to transform their businesses, and 96% of executives report that they are achieving measurable business outcomes. However, these same leaders identify culture as the single most significant deterrent to becoming a data-driven organization. …

Communication is one of the most central functions of life. Like air, the words leaders speak can give life to a business. But words can also constrain and limit realities for individual employees, teams, and organizations. Leaders that talk about what is wrong and ignore what might be limit what is possible. Fighting the fire of the day is not unimportant but considering the best of what is and what might be is a priority for inspiring a shared vision. Shared vision enables growth, embodies hopes, and gives an organization a sense of purpose.

Changing Your Mindset to Change Your Results

Many current work processes are designed to identify deficits and problems rather than find strengths. A deficit thinking approach starts with leaders identifying shortcomings and then selecting solutions to improve those shortcomings. The goal is to see all the potential gaps so that continuous improvements can be introduced. …

Jeff Doolittle

Jeff is an executive coach, author, and organizational consultant with over 20 yrs of experience helping leaders achieve their personal and professional goals.

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