Your high-potential leader is overwhelmed with work-life balance. How can you help them find equilibrium?

Assessing the needs of a high-potential leader is a crucial first step in providing effective coaching. Below some of the approaches that I usually implement: ? Engage in open dialogue ? Use active listening ? Identify specific challenges such as workload management, delegation difficulties or skill gaps ? Tailor a coaching plan in co-partnership with the leader, making sure to focus on smart goals ? Provide continuous support with regular check-ins and feedback

Help them prioritize their time in value-added buckets. There is likely some non-value-added activities that can be reduced, eliminated, delegated, outsourced, or improved. When people know that their time is going into the most value-added segments of their work, it will reduce that sense of busy-ness.

facilitate regular check-ins to discuss their challenges and successes to create a supportive environment where leaders feel heard and valued; encouraging the use of technology for task management can streamline their responsibilities, allowing for greater efficiency; promoting peer support groups or forums to foster a sense of community and shared experiences helping them feel less isolated and prioritizing a holistic approach to leadership development that emphasizes self-care to cultivate resilient leaders who are better equipped to navigate pressures and drive organizational success.

Step up as the leader and get in the weeds with them per se. You simply being there will be meaningful as a sign of respect towards completing the project. As you take on some of the work, you can free them up. Be kind and let them know how much you appreciate them but that they need to take some time off. Depending on the complexity of the project you can change the timeline and allow some extra time. It’s all under your control as a leader! The worst thing you can do is let them reach burnout and have a mental breakdown.

Invite them to do a list of what's most important in their life and then have them put those things in priority order. People most often list their family and health first and second and yet forget that when the end of the work day rolls around. Encourage them to check that list several times a day, keep it somewhere prominent and become the kind of person who knows how to prioritize aligned with their values. Being a good role model makes it easier for your team too! What worked for me was realizing that I could not be my best at work if I was not healthy and happy. It was a big paradigm shift to I was doing my company a big favor by taking care of me so I could take care of business.

Setting boundaries is indeed crucial for maintaining a healthy work-life balance for high-potential leaders. I support them defining boundaries, setting clear start and end times and identifying non-negotiables personal commitments. I guide them to clearly communicating boundaries to their team and superiors. I invite them to create some transition rituals from work to personal time, such as a short walk, changing clothes, journaling, or a quick meditation session. I discuss how to implement and maintain boundaries and invite them to regular review and adjustment. Furthermore, I highlight how is crucial for them to lead by example in promoting a culture of boundaries and wellbeing in their own teams.

If possible, I would take the leader out of their usual environment for this initial meeting. I would listen intently to their thoughts and feelings about what work-life balance means to them and how they ideally envision it. Understanding their personal definition and emotional response to work-life balance is critical in developing a personalized approach to support them. We would then discuss surviving vs. thriving, prioritizing, delegating, setting boundaries and asserting them, daily mindful breaks, support and emotional backing, self-care and role modeling, flexible schedule, streamline processes with tech and AI, professional development, and regular check-ins.

Suggest the HiPo leader plot their to do list using the Eisenhower matrix. Anything that falls into the 'urgent/not important' quadrant can be delegated.

Effective delegation is indeed a cornerstone of successful leadership and essential for maintaining a balanced workload. Here’s a structured approach to guide high-potential leaders in mastering this skill: 1. Identify Delegable Tasks 2. Select the Right Team Members 3. Communicate Clearly 4. Empower and Support 5. Invest in Training 6. Monitor Progress 7. Evaluate and Adjust 8. Foster a Collaborative Environment 9. Build Trust 10. Lead by Example

Before moving to delegation, one key step is to understand what is the fear behind doing everything themselves, and how they will be reassured. By reflecting on this, it helps the leader to step back, and to also be clear on what they can expect (/need) from their team to be reassured, and take more time for them.

Prioritizing self-care is essential for leaders to maintain their well-being and sustain high performance. I start my conversations with the leader by reframing self-care usually referring to the “7 habits of highly effective people” by s. Covey, in particular to the last habit: “sharpen the saw”. “you cannot pour from an empty”, you need to take care of yourself first to then be able to lead and inspire others. I then discuss how to best incorporate self-care activities such as daily exercise, mindfulness and meditation, hobbies and creative interests. I stress with them the importance of prioritising rest and recovery with adequate sleep and rest, developing a routine and tracking the progress.

This one is also important : helping identifying what gives them energy .... how do they recharge their batteries? how often? what they could start tomorrow ... It is the oxygen mask in the plane : you won't do anything if you don't put the oxygen mask first on you.

Improving time management is indeed vital for leaders to achieve balance and maintain productivity without overextending their workday. The steps I usually cover when supporting and coaching them are: ? Assessing current time use ? Setting clear smart goals and priorities ? Planning effectively for the week and month ahead (where possible), using prioritisation models and techniques such as eisenhower matrix and pomodoro technique, starting always by “putting first things first” ? Leveraging technology and tools such as calendars and other apps ? Implementing effective delegation ? Reviewing and adjust the plan regularly ? Fostering a healthy work environment leading by example

For high-potential leaders, having a robust support network is vital. This network, comprising mentors, peers, friends, and family, provides essential advice, emotional support, and a sense of belonging. A strong support system helps leaders manage stress, maintain perspective, and achieve a healthy work-life balance, which is crucial for sustained success and well-being.

This network may include mentors, peers, friends, and family who offer valuable advice, listen attentively, or provide a sense of belonging. A strong support system significantly benefits high-potential leaders in managing stress and maintaining perspective, especially when work-life balance seems challenging. As leaders and coaches, it's vital to promote the creation of such networks and recognize their importance in sustaining overall wellbeing and career success. Support systems not only nurture personal growth but also foster resilience and adaptability, which are essential for thriving in today's complex leadership landscape.