What do you do if your leader's resilience is tested by stress and pressure?

Bosses are humans too. It's easy to forget that most people in power actually want to do a great job but sometimes, good intentions lead to negative impacts. It's in our power then to cut our bosses some slack and assume positive intent. But there's more we can do. #1, bring in initiative and understanding. #2, defend our bosses' views and decisions to other people in the organization and our own team. #3, simply being a sounding board and someone who offers genuine feedback. The bad thing is that this is often seen as sucking up to your own boss for your own gain. But I find it's just being a good human.

If a leader's resilience is tested by stress and pressure, it's crucial to prioritize self-care and seek support from mentors or peers. Encourage open communication within the team to address challenges collaboratively and foster a supportive work environment. Implement stress management techniques such as mindfulness or regular breaks to recharge. Provide resources for professional development and resilience training to enhance coping strategies. Encourage a culture of work-life balance and promote healthy habits to mitigate burnout risk. Ultimately, supporting the leader's well-being contributes to overall team resilience and fosters a positive organizational culture.

If a leader's resilience is tested by stress and pressure, it's crucial to address the situation with empathy and support. Encourage open communication to understand the root causes of stress and offer resources for managing it, such as stress management workshops or coaching sessions. Help them prioritize tasks, delegate when possible, and practice self-care. Foster a culture of psychological safety where leaders feel comfortable seeking help and taking breaks when needed. Ultimately, demonstrating understanding and providing practical support can help leaders navigate challenges and maintain their resilience.

When your leader's feeling stressed, show empathy by listening without judgment. Offer support by asking how you can help lighten their load. Express appreciation for their hard work and dedication, letting them know you value their efforts. Simple acts like a genuine smile or a kind word can go a long way in showing you care.

When stress and pressure test your leader's resilience, your support can make all the difference. Here's how you can help them navigate these challenges. - Acknowledge your leader's feelings and the challenges they are facing. Offer a listening ear and validate their emotions, showing that you understand and care about their well-being. - Recognize and appreciate your leader's efforts and strengths. Highlight their resilience and past successes, reminding them of their capabilities and reinforcing their confidence. You can support your leader during challenging times by showing empathy and appreciation, helping them maintain their resilience and navigate stress and pressure more effectively.

When your leader's feeling stressed, show you're there. Offer to help with tasks or just listen if they need to vent. Give them space if they need it, but let them know you're ready to assist when they're ready. Reassure them that it's okay to feel overwhelmed. Encourage breaks and self-care. Be understanding and patient. Sometimes, a simple gesture like bringing them coffee or asking how they're doing can make a big difference.

Another effective way to support your leader's resilience is by offering both practical and emotional support: Supporting your leader's resilience involves offering both practical and emotional support. From assisting with tasks to providing a listening ear for their concerns, let's ensure they feel supported on all fronts. Together, with your team can help them navigate challenges with strength and positivity.

Offering practical support will be very helpful. Bring the team together. I learnt from my days in the Navy - "All for one, One for All." 1) Who in the team can help? Volunteer. 2) Gather resources. 3) Leverage the strengths of others in the team. 4) Encourage your leader to focus on the process. 5) Celebrate every small step forward and wins. 6) Make sure your leader has a trusted and caring person to speak to. 7) Encourage the leader to think of new different ways. Sometimes the old ways don't work anymore. (Systems, processes, tools etc) We all did it during COVID! Recall how we did it? We all did it with Care.

Wellbeing is key to manage stress. I encourage my leaders to go for a run, a swim, boxing or grappling (Jiu Jitsu). I remind them that the stress needs the body to be at its best. Then the solutions will show up. Small gestures like helping to order a healthy lunch will mean a lot.

Remind them to take breaks, breathe deeply, and prioritize their well-being. Encourage them to set boundaries, delegate tasks, and ask for support when needed. Remind them that taking care of themselves isn't selfish—it's essential for their effectiveness and longevity. Encourage them to engage in activities they enjoy, spend time with loved ones, and get enough rest. Lead by example, showing that self-care is a priority for everyone, especially during challenging times.

To bolster your leader's resilience, encourage self-care and balance: Promoting self-care and balance is key to sustaining leader's resilience. Let's encourage them to prioritize time for rest, relaxation, and activities that rejuvenate their mind and body. By nurturing their well-being, you can empower them to tackle challenges with renewed energy and clarity.

When your leader's feeling stressed and pressured, it's crucial to give them feedback that's both helpful and honest. Start by acknowledging their efforts and the challenges they're facing. Be specific about what's working and what needs improvement, but keep it constructive. Avoid blaming or criticizing; instead, offer suggestions for solutions and support. Be empathetic and understanding of their situation. Remember, your feedback can help them navigate tough times and improve overall performance.

Back when I was in the Marines, I learned that each Marine was a leader and could take charge when needed. This learning to do just that started in boot camp (I went to MCRD San Diego). Through each phase we became more proficient as leaders and towards becoming a Marine. After boot camp, we went to each of our assigned MOS' and further developed ourselves. In combat we took what we learned along with the reality of a high stress situation to better understand what it really took to grow our resilience. Not all came out more resilient though. Through phased learning, a leader can develop themselves as a leader and develop more resilience. This includes putting them into the arena so they can apply just enough to grow.

Offering constructive and honest feedback is crucial for your leader's growth and resilience: Constructive and honest feedback can strengthen your leader's resilience. Kindly ensure your communication is both supportive and candid, highlighting areas for improvement while recognizing their strengths. This balanced approach fosters personal and professional development, enhancing your leader's ability to navigate challenges effectively.

Challenging and inspiring growth is essential for your leader's resilience: Challenging your leader to grow while inspiring them to reach new heights fosters resilience. Kindly provide opportunities for learning, stretch assignments, and mentorship, encouraging continuous development. By nurturing their potential, you can empower your leader to thrive amidst adversity and lead with confidence.

Understanding that every leader will be challenged by stressors and pressure, both internally and externally, is a must. I often admonish those in leadership roles and various phases of life in this manner. Growing is uncomfortable. When you outgrow your clothes, they are no longer comfortable to wear. The same is true for those in leadership roles. As you are stretched in a leadership capacity, it will be uncomfortable. But, it is necessary to grow. Just as an olive must be pressed to produce the oil we desire, pressure must be applied to people to release positive and negative attributes. Look at the pressure as a growth and transformational mechanism instead of an adversarial force.

Show empathy and understanding, but also encourage them to see beyond the pressure. Remind them of their strengths and the team's capabilities. Suggest taking breaks to recharge and refocus. Offer to share the workload or provide assistance where needed. Be a positive example by staying calm and solution-oriented. Encourage open communication and brainstorming for fresh ideas. Together, we can overcome challenges and keep growing stronger.

Consider putting yourself in their shoes so you can offer meaningful assistance. 1. Show empathy and appreciation for what they have done and acknowledge the stress they are under. 2. Promote growth and encourage positive perspectives: Help them reflect on the situation and what’s causing concern and wearing them down; help them reframe the situation, identifying what they can control, can delegate, what positive steps are being done, as well as areas they need help. 3. Consider team dynamics and impact on the leader's well-being. Reflect on your contributions to the team environment and strive to cultivate a supportive culture. Effective teamwork requires mutual success, with both sides contributing to each other's achievements.

Returning to the mission is always helpful when things start to feel too much. Ask yourself and your leader what will actually get us towards the goal we seek? Any task that doesn't make a significant contribution can wait. If you feel that the rest of the team is not as committed and therefore as helpful, is it because they don't understand or buy-in to the mission? If so, reconsider your communication efforts. Having a trusted source of information is helpful to a leader so be careful and dutiful in the way you pass on information and make suggestions.

I would like to remind you that everyone goes through a testing time at some point in their career and life. It could be your leader today. You could be the one tomorrow. Therefore, find ways to be empathetic and supportive. Make sure you offer them ample emotional and physical support. Allow them to process the situation at their own pace without hounding them. Remind them of the option of self-care and self-preservation. Make sure you remain authentic, supportive, and empathetic throughout.