Why Rising Stress is a Leadership Crisis and What You Can Do About It.

As leaders, many of us are seeing the ripple effects of stress surge through our teams—more sick leaves, burnout, turnover, and a general sense of overwhelm.

The once buzzing office can start to feel like it’s drowning in unproductive busy work.

But what’s the solution? Few leaders know how to approach this challenge head-on, and many are left wondering, “Is my employee’s stress really my problem?”

The reality is, rising stress in the workplace isn’t just a personal issue for your employees—it’s a leadership challenge.

And to thrive in today’s high-speed, competitive environment, we need to address it strategically.

The State of Workplace Stress: A Snapshot

Let’s start with a clear picture of what we’re dealing with.

Over the last decade, stress levels have climbed steadily. In fact, 50% of U.S. adults reported experiencing daily stress in 2022—up from around 35% in 2012.

According to Gallup, North America has one of the highest levels of workplace stress in the world, with 57% of workers feeling stressed daily.

This escalation is driven by several key factors such as:

• Technological speed: The breakneck pace of new technology and the constant pressure to stay competitive.
• New Generations: Millennials and Gen Z bring with them different expectations, often struggling to balance work-life integration.
• Economic Turmoil: Uncertainty around inflation, and economic shifts are making employees anxious.
• Isolation: The rise of remote work, while offering flexibility, has also led to a greater sense of loneliness for many employees.
• Rising Expectations: Companies are expecting employees to do more with less, keeping up with faster deadlines and heavier workloads to stay competitive.

All this stress… Is This My Problem? "I’m Not a Therapist"

You might be thinking: “My job is to ensure productivity, not to handle someone’s emotional baggage.”

While it’s true that you’re not a therapist, it’s important to understand that stress is an organizational issue, not just a personal one.

When left unaddressed, stress manifests as absenteeism, disengagement, and even turnover—issues that are your problem. High-stress environments lead to poor decision-making and strained relationships, ultimately hitting your bottom line.

Ignoring workplace stress is like leaving a leak in your roof. Sure, it might seem small at first, but soon you’ll be dealing with water damage throughout the house. Addressing stress before it spirals is one of the most impactful things you can do as a leader.

The Myth of the "Quick Fix": Vacations Won’t Solve It

There’s a common belief that stress can be cured with a vacation or a few days off. However, while time away can help employees temporarily recharge, it’s rarely a long-term fix.

In fact, studies show that the effects of vacations wear off quickly, with stress levels often returning to pre-vacation levels within a week.

True resilience and well-being come from sustained, systemic change, not just a little more "self-care."

Understanding Stress: A System Under Pressure

To address stress effectively, we need to start by understanding what it actually is.

Dr. Hans Selye famously defined stress as the “force exerted on a system.”

In other words, it’s the external pressures placed on your team that can lead to internal strain. Let’s break down stress into three key areas:

1. External Stressors: The Force Applied

These are the external factors that push on your team, like tight deadlines, rapid change, high expectations, and economic uncertainty.

The environment we operate in today, with its demand for constant connectivity and immediate results, applies relentless pressure on employees.

The key is recognizing that some of these pressures are unavoidable, but how you help your team manage and navigate them is where leadership makes a difference.

2. Internal Contributors: The Mindset We Create

External forces may exert pressure, but how your team responds is deeply influenced by their internal world.

Internal contributors to stress include limiting beliefs (“I’m not good enough to lead this project”), unhealthy thinking patterns like perfectionism, and lifestyle choices such as poor sleep or lack of exercise.

Over-reliance on grit and willpower—while celebrated—can actually lead to burnout when not balanced with emotional intelligence and self-care.

Part of leadership today is fostering a culture that encourages employees to challenge their patterns and set realistic expectations for themselves.

3. Understanding the Tipping Point: When Stress Becomes Harmful

Not all stress is bad. In fact, some stress is necessary for growth, innovation, and high performance. This is what’s known as eustress, the type of stress that energizes and motivates us.

But when stress becomes chronic or overwhelming, it turns into distress—the type that leads to mental and physical health problems, disengagement, and poor performance.

Leaders need to be attuned to when their teams are approaching this tipping point, and step in with support before stress spirals into burnout.

Navigating Stress with Resilience

Imagine leading a team that is not only resilient but also proactive in managing stress.

What if your employees felt supported and equipped to handle challenges before they hit a breaking point?

When you help your team navigate stress, you not only improve their well-being, but you also enhance performance, creativity, and engagement. It’s a win-win.

As a leader, it’s up to you to model it first (which is also in your own best interest). Leaders who can manage stress effectively are better decision-makers, more empathetic, and able to maintain clarity even in high-pressure situations.

The Solution: The Executive Edge Program

At In Charge Coaching, I’ve worked with countless leaders who, like you, were dealing with the effects of rising stress. We help leaders not only reduce stress but also boost resilience and well-being across their teams.

Through The Executive Edge, we go beyond the surface-level tips you get in most management training programs. While others might touch on the effects of stress, we actually give you the tools to navigate and transform it.

Our program equips you with the tools to foster a high-performing, engaged, and healthy workforce, so that you’re not just managing people—you’re empowering them to thrive.

How are you seeing stress show up in your team? What’s been the most challenging part of managing it? Drop a comment below to start the conversation.

If you’re ready to take the next step toward reducing stress and building resilience in your organization, let’s connect.