For most organisations, the wellbeing strategy has been created in response to feedback from staff surveys and worsening key metrics such as sickness and attrition. Most initiatives are centred around restoring wellbeing. This is commendable, and it's certainly better than nothing.
But nobody is talking (out loud, at least) about how we, as leaders, are impacting employees' wellbeing, whether innocently or otherwise.
If we, we leaders, are frequently frustrated, anxious, tired or stressed
we won't do our best work
we won't perform well
we won't make great decisions
we will create policies, procedures and systems that are frustrating
we will communicate poorly
we won't maintain good workplace relationships
we won't be pleasant to be around
colleagues will become frustrated, anxious, tired or stressed
and the vicious cycle/ripple will continue through the organisation
The solution?
Make wellbeing a core aspect of your leadership strategy, not a separate strategy.
If everyone leads from a place of wellbeing, you probably won't need a wellbeing strategy.
If you don't, you certainly will.
