What are some ways to model self-care for your team members?

Reporting early and leaving work on time is a way I see leaders modelling self-care. Team members learn discipline and consistency as well as work prioritization/completion within working hours. Also to be intentional about rest, personal development. This mirrors efficiency and effectiveness fostering a positive work culture with minimal deviations. Taking breaks, catching up with colleagues is self care modelled by leaders

Some of the ways i model self care are; 1. Being vulnerable- this lets your staff know that you are human and dont have answers to everything and you are open to learn 2.Prioritizing individual growth and making this a focal point of discussion during checkins 3.Maintaining a work life balance and discussing with your team helpful strategies to maintain this balance

Learning how to say 'No' is very freeing. Knowing what to take on and what to turn down is a game changer. It's not easy though especially when dealing with one's superior, so understand your boss and know how to communicate unavailability. An example I have used that worked before was 'I am handling task A, B, C which have taken up all my time. If I am to take on task D then I will need to drop one. Please advice on which one I can drop so I can give D the requisite attention'. They opted to assign D to someone else. But this only works if you know how to push back and what would communicate well to your boss.

I agree setting boundaries is the most important aspect of self care. How we set those is rarely discussed. For example it may not be ther best idea for a person to simply say NO to an assignment that he internally views as unreasonable for him to take up. That might cost him a negative review at the next appraisal. We need to find appropriate ways to be assertive and not come through in an aggressive or disagreeable manner.

Beyond the daily breaks.. take long breaks and utilize your leave to switch off completely. Sometimes you need to step away from the day to day to get strategic insights. I love organisations that insist on block leave for a minimum of 2 weeks for their staff. It is a great way to reset and re-energize and can help the staff to come back with different perspectives to problems as opposed to the same tried and tested ways which one is used to while operating in the 'weeds'

One thing I have found helpful is creating an environment where the team is comfortable to give you raw feedback... especially on areas they would want you to improve/do better. Sometimes the feedback is difficult to hear and at times I'd be tempted to be defensive and try to explain the thing that was being criticised... which was counter productive because then the team would wonder why bother if I'll just explain it away. I have had to learn to sit and listen to understand vs. to respond. This is in order to create a safe space and also to really hear what is being said. Thereafter, I choose what to implement and what to dismiss. ps. not all feedback must be acted upon but do take note to understand then decide

If there's one thing I love and have learnt to do religiously is to celebrate progress. Sometimes we are tempted to celebrate achievements or closure or going live etc. but being able to take note of progress, for myself and for my team has gone a long way in increasing motivation and helping them to move from one milestone to another, despite not having closed off on the whole task. Remember to celebrate publicly and correct privately. That goes a long way in creating psychological safety and increasing motivation.