A New Season of Leadership, Mental Health, and Empowerment

October Vibes and the Final Quarter of 2024

Welcome to October! There’s something about this month that always brings a sense of excitement and reflection. For me, October has a special place in my heart—it's when I met my wife, it’s when we got married, and it’s a month full of celebrations like Halloween and Oktoberfest. While Tulsa hasn’t quite caught up with the crisp autumn weather I’m used to from my years in Colorado, mentally, it still feels like fall. There’s a shift in the air, and with that shift comes a sense of slowing down—even if there’s still a lot to do.

October also gets me thinking about the rest of the year. With just three months left, we’re entering the final quarter of 2024. This is a great time to pause, reorient, and prepare for what’s ahead. I used to think planning for the week on Monday morning was a solid strategy, then I heard advice to plan on Sunday so you’re ready to hit the ground running. Now, I’m more in line with the idea of planning on Friday before the weekend starts so you can truly unplug and come back fresh. In the same way, I think about the final quarter of the year—do you want to spend your holiday break in December planning for January? Or would you rather start setting yourself up for success now, so you can truly enjoy the holidays without the pressure of catching up? Let’s take this time to get clear on how we want to finish the year and start the next one strong.

Speaking of holidays, there are a lot on the horizon—Indigenous Peoples Day, Halloween, Veterans Day, Thanksgiving, Christmas, Hanukkah, Kwanzaa, New Year’s, and more. It’s a season for celebrating, reflecting, and spending time with loved ones. We’re already planning for Thanksgiving, and this year, we’ll be hosting for the first time! If you haven’t started planning for your holiday time off, now’s the time. If you’ve got PTO, don’t leave it on the table—take that time for yourself, whether to rest, recharge, or spend time with family. You’ve earned it!

This week is also a time to think about how we prioritize mental health, with World Mental Health Day on October 10th. It’s a reminder that taking care of ourselves isn’t just important—it’s essential for long-term success.

Let’s dive into the themes of the week!

World Mental Health Day: Prioritizing Mental Health in the Workplace

On October 10th, the world comes together to observe World Mental Health Day, a moment to raise awareness about mental health issues and rally support for mental well-being globally. This year’s theme—"Prioritize Mental Health in the Workplace"—couldn’t be more timely or relevant. As we continue to navigate the complexities of modern work life, mental health has become a critical area that demands more attention from leaders and organizations.

Mental health challenges affect nearly every aspect of our lives, and for many, the workplace is where stress and pressure often peak. Studies show that work-related stress is a leading contributor to mental health challenges, with 47% of employees and 66% of CEOs reporting that most of their stress comes from work. This is an alarming statistic, especially considering the increasing workload demands and constant connectivity in today’s professional environments.

The impact of poor mental health at work is profound: reduced productivity, absenteeism, burnout, and even turnover. Generational differences show younger workers, such as 68% of millennials and 81% of Gen Zs, leaving jobs primarily due to mental health concerns. These numbers remind us that the mental health of our teams can’t be an afterthought—it needs to be part of how we lead every day.

This year’s theme encourages organizations to create work environments that prioritize psychological safety, provide resources for mental health support, and foster open conversations. One key shift I’ve noticed is the increasing transparency from leaders about their own mental health—89% of employees in 2024 report that their leaders now discuss mental health openly, compared to just 35% in 2020. This is a positive change, but we still have much work to do.

As leaders, it’s essential to model healthy behaviors and create a culture where employees feel safe discussing their struggles. Only 13% of employees say they feel comfortable talking about their mental health at work. We can do better. By prioritizing mental well-being, we not only support our people but also boost innovation, collaboration, and long-term success.

So, how can we take action this World Mental Health Day? It starts with simple steps:

• Educate yourself and your team: Start the conversation and raise awareness about mental health in the workplace.
• Foster open dialogue: Create an environment where employees feel comfortable sharing their mental health challenges without fear of stigma.
• Practice self-care: Don’t forget to take care of your own mental health. Lead by example and show your team that it's okay to take a break.

The benefits are clear: investing in mental health not only improves lives but also provides a significant return on investment for organizations. Research shows that mental health initiatives can yield up to 800% ROI through higher productivity, fewer sick days, and reduced turnover.

Let’s commit to prioritizing mental health, not just today but every day. By doing so, we create healthier, more resilient workplaces where everyone can thrive.

Week 5: Authoritarianism in Leadership (Dark Triad Leadership Series)

This week marks Week 5 of our exploration into the toxic dynamics of dark triad leadership—narcissism, Machiavellianism, and psychopathy—and how they manifest in the workplace. The theme for the week is Authoritarianism in Leadership, which is one of the most dangerous and insidious forms of toxic leadership.

Why am I diving deep into this topic? Well, authoritarian leadership traits are unfortunately not just a thing of the past. In today’s world, we still see these behaviors creep into politics, organizations, and even personal relationships. This is especially relevant in the context of the upcoming election season. While I won’t make this series overly political, I do think it’s crucial to recognize how authoritarian leaders often embody the traits of the dark triad—manipulation, deceit, lack of empathy—and why it’s important to challenge and dismantle these behaviors, both in leadership roles and in how we make decisions, including at the ballot box.

Ethical leadership has been on my mind a lot recently. Too often, leaders claim to operate with integrity, yet their actions betray selfishness and toxicity. I hope this series sparks some reflection on what true integrity looks like. It’s not about authority for authority’s sake but about care, empathy, and aligning actions with values. Many people don’t experience or recognize the cognitive dissonance that comes with being part of toxic systems or even embodying these traits themselves. Through this series, I hope to increase awareness—helping people see the toxicity around them and within them—and ultimately encourage growth and change.

This series is about empowerment too. When I think about leaders who are overtly authoritarian, I think about how we, as professionals and individuals, can stand up against this type of leadership. I’m reminded of Woody Guthrie’s famous phrase, “This machine kills fascists.” I want to help others develop the tools to resist authoritarianism and fight for democratic, participative leadership in their organizations.

This week, I’ll be focusing on:

• Monday: What is authoritarian leadership, and what are its psychological underpinnings?
• Tuesday: A look at the traits and behaviors that define authoritarian leaders, including their communication and decision-making styles.
• Wednesday: The impact of authoritarianism on creativity and innovation within organizations, and how these leaders suppress diverse viewpoints.
• Thursday: A deep dive into how authoritarianism is fueled by dark triad traits, like narcissism and psychopathy.
• Friday: Strategies for recognizing authoritarianism in the workplace and how to effectively combat it by promoting more inclusive and democratic leadership styles.

At its core, this series is about confronting toxic behaviors that many people have been conditioned to accept or ignore. Authoritarian leaders, whether in politics, business, or life, stifle growth, innovation, and progress. They control rather than inspire, manipulate rather than lead, and divide rather than unite. We need to call out these behaviors and actively work toward better models of leadership that prioritize psychological safety, empathy, and integrity.

Let’s keep raising awareness, building self-awareness, and empowering each other to push back against toxicity. We’re shaping the future of leadership—let’s make sure it’s one that uplifts rather than suppresses.

Week 2: Understanding ADHD in Depth (Disability and ADHD Awareness Month Series)

This week, we continue our journey through Disability Awareness Month and ADHD Awareness Month, with a focus on invisible disabilities. In particular, we’re delving deeper into the nuances of ADHD, its impact on daily life, and the broader conversation around neurodiversity.

Invisible disabilities, like ADHD, often go unrecognized or misunderstood in both professional and personal contexts. This series, titled “Seeing the Unseen: Understanding and Embracing Invisible Disabilities,” aims to change that. The goal is to foster empathy and understanding for those living with ADHD and other invisible disabilities, while also empowering individuals who are part of the neurodiverse community.

ADHD can present unique challenges, but it also brings remarkable strengths. Unfortunately, much of the narrative around ADHD has been focused on the difficulties—trouble focusing, impulsivity, disorganization—but the reality is far more complex. ADHD, when understood and managed effectively, can offer incredible strengths in areas like creativity, problem-solving, and adaptability. These are the qualities that make neurodiverse individuals valuable assets to any organization, and yet they are often underappreciated or unsupported.

This week’s content is designed to break down these misconceptions and provide practical insights for both neurotypical and neurodiverse individuals. It’s about creating inclusive environments where everyone can thrive, and recognizing that diversity of thought and experience is essential for innovation and growth. For leaders, this means fostering workplaces where invisible disabilities are acknowledged, supported, and celebrated. For neurodiverse individuals, it’s about embracing your strengths and finding ways to navigate challenges with confidence.

Here’s what’s coming up in the series this week:

• Monday: We’ll start by exploring the different types of ADHD and their unique characteristics. Many people don’t realize that ADHD isn’t one-size-fits-all. It manifests in different ways—hyperactive, inattentive, or combined types—and understanding these distinctions is crucial for both self-awareness and external support.
• Tuesday: We dive into ADHD and executive function, looking at how ADHD impacts planning, prioritization, and task completion. Executive function difficulties can be particularly challenging in the workplace, but with the right strategies, individuals with ADHD can excel in roles that allow them to leverage their natural strengths.
• Wednesday: We’ll explore one of the most fascinating aspects of ADHD: hyperfocus. While ADHD is often associated with distractibility, hyperfocus is the flip side of the coin. It allows for periods of intense concentration on a task, sometimes to the exclusion of everything else. While this can be a powerful asset, it also comes with challenges, especially in time management.
• Thursday: We’ll focus on The Strengths of ADHD. This is where we highlight the creative problem-solving, adaptability, and resilience that individuals with ADHD often possess. Too often, the conversation around ADHD centers on limitations, but it’s time to shift the narrative and celebrate these strengths.
• Friday: The week wraps up by discussing The Emotional Impact of ADHD. Living with ADHD can be emotionally taxing, as individuals often face misunderstandings, stigma, or frustration in both personal and professional settings. We’ll talk about strategies for managing the emotional rollercoaster that often accompanies ADHD and how to foster emotional resilience.
• Saturday: We’ll look at ADHD Across the Lifespan. ADHD is often thought of as something that affects only children, but it is a lifelong condition. We’ll explore how ADHD presents at different stages of life and how individuals can navigate the challenges and embrace the opportunities at every stage.
• Sunday: Finally, we’ll explore Neurodiversity and the ADHD Experience, tying together the themes of the week and reflecting on what it means to create a more inclusive world where neurodiverse individuals can thrive without stigma.

The overarching goal of this week’s content is to foster greater understanding and empathy for those living with ADHD. Whether you’re someone with ADHD looking for ways to manage and celebrate your neurodiversity, or a leader seeking to better support your team, there’s something here for you. Let’s continue this journey of breaking down stigmas, promoting inclusivity, and building environments where everyone can bring their best selves to the table.

Stay tuned for daily insights and join the conversation as we work together to create a world that truly embraces neurodiversity.

Empowering Change and Embracing Growth

As we move into this new week, I want to remind you that the themes we’re exploring—mental health, leadership, and neurodiversity—are deeply interconnected. Whether we’re addressing mental health in the workplace, dismantling toxic leadership behaviors, or advocating for a deeper understanding of invisible disabilities like ADHD, it all comes back to creating environments where people can thrive.

This week is a powerful opportunity to reflect on how we show up as leaders, colleagues, and individuals. Prioritizing mental health is not just a one-time action; it’s about building a culture of care, empathy, and openness that allows everyone to bring their best selves to the table. Likewise, confronting authoritarianism and dark triad behaviors in leadership requires us to stand up for integrity, challenge the status quo, and embrace more democratic, inclusive ways of leading.

For those of us on the ADHD and neurodiversity journey, remember that your strengths are invaluable. The creativity, resilience, and adaptability that come with ADHD are gifts that can change the way we work and lead. Don’t shy away from your unique perspectives—lean into them, and continue advocating for environments where neurodiverse individuals can flourish.

As we navigate the complexities of leadership, mental health, and inclusivity, let’s do so with compassion, awareness, and the willingness to grow. You don’t have to have it all figured out right now; progress is a journey, not a destination.

So here’s my challenge to you this week: take a moment to check in with yourself and your team. Are you prioritizing mental health? Are you challenging toxic behaviors in your leadership or organization? Are you embracing the diversity of thought and experience that can drive innovation? Small actions lead to big changes, and you have the power to make a difference.

Thank you for being part of this journey. Let’s continue to learn, grow, and lead in ways that uplift those around us.

Stay well, stay curious, and keep making an impact.

Best,

Edward Schaefer