Workplace mental health in leadership roles doesn\u2019t get the same level of attention as employee wellbeing. There\u2019s a common misconception that under stress, managers and other leaders should just push through challenges, leave their problems at the door, and maintain positivity for the sake of their employees. <\/p>\n\n\n\n
In recent years, employee mental health and wellbeing have become priorities for organizations. During the pandemic, leaders also took on additional responsibilities for supporting their staff through widespread mental health struggles and uncertainty. As a result, many leaders have been shouldering employees’ stress, but what about their own mental health concerns? <\/p>\n\n\n\n
Helping employees navigate increased stress, anxiety, and burnout, on top of their regular management duties\u2014in addition to new responsibilities resulting from changes during the pandemic\u2014has led to a significant decline in mental health among leaders. A Deloitte survey<\/a> found that senior leaders have been experiencing high levels of strain, with one of the highest reported stressors being the desire to provide adequate support for staff wellbeing. <\/p>\n\n\n\n While many employees have received support to improve their mental health, those in leadership positions may be less likely to seek help due to stigma or fear of negative consequences, such as appearing like they cannot handle their role. This can lead to overcommitment, which may be viewed as dedication, but increases the risk of burnout. <\/p>\n\n\n\n Working under stress and pressure might help with immediate tasks, but it\u2019s unsustainable in the long term, and leaders in these situations may experience declines in wellbeing and effectiveness. Extreme, long-term strain poses a significant risk to the leader\u2019s wellbeing and resilience, as well as to the business. Unaddressed mental health issues and visible signs of stress, including irritability, exhaustion, and mood swings, can create additional strain at the employee level, increasing the risk of employees leaving their jobs. Organizations are at significant risk of losing talent, as the Deloitte survey found<\/a> that over half of senior talent is considering leaving their roles, whether by resigning (23 percent), downshifting (16 percent), retiring (15 percent), or taking a leave of absence (13 percent). <\/p>\n\n\n\n Leadership style has a considerable influence on overall workplace mental wellness. Leaders and managers experiencing burnout are less likely to perform at their highest level of productivity and therefore may be unable to support their employees. If unaddressed, this shortcoming can contribute to a stressful work environment and lower employee engagement. Mental health in leaders affects everyone who reports to them, so it\u2019s essential that companies take adequate measures to build resilience in their leaders and managers. <\/p>\n\n\n\n Resilience is the ability to overcome obstacles and bounce back from challenges, but leaders can\u2019t lead if they\u2019re suffering. Our team of HR experts strives to identify all avenues of the business that may require additional support and to provide resourceful solutions to help you efficiently tackle them. Discover our HR experts’ proven approaches and guidelines for creating workplace mental health programs that make a difference in our guide, Essential Ingredients for Effective Workplace Mental Health Programs. <\/p>\n\n\n\n Download the guide here!<\/a>\u00a0<\/p>\n\n\n\n Our Canadian HR advisors and consultants have helped thousands of businesses develop innovative HR and health and safety programs designed to support the mental health of leaders in every jurisdiction. <\/p>\n\n\n\n With a flexible and connected platform devoted to education, you can assign and manage training and document completions at your fingertips, all from one secure platform. <\/p>\n","protected":false},"excerpt":{"rendered":" Burnt-out leaders struggle with productivity and supporting their employees, leading to a stressful environment and disengaged staff. This post explores how companies can implement measures that build resilience in their leaders and managers.<\/p>\n","protected":false},"author":26,"featured_media":18409,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[39,41],"tags":[],"acf":[],"_links":{"self":[{"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/posts\/2971"}],"collection":[{"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/users\/26"}],"replies":[{"embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/comments?post=2971"}],"version-history":[{"count":10,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/posts\/2971\/revisions"}],"predecessor-version":[{"id":18412,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/posts\/2971\/revisions\/18412"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/media\/18409"}],"wp:attachment":[{"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/media?parent=2971"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/categories?post=2971"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/tags?post=2971"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}Consequences of unaddressed mental health issues in the leadership <\/h2>\n\n\n\n
Improving mental health in the workplace for leaders <\/h2>\n\n\n\n
\n\n\n\nAre you supporting the mental health needs of your leaders as much as those of your employees? <\/h2>\n\n\n\n
Our services and support include: <\/h3>\n\n\n\n
\n