A close relative of mine, who is under thirty, recently commented on their work, saying that their manager “obviously doesn’t do any work.” While this remark was specifically about client service, it left a lasting impression on me. It appears that the members of this team do not fully understand their manager’s daily responsibilities. Consequently, they may not recognize that the manager sometimes also needs support.
What pressures and complexities in a leader’s role highlight the importance of their well-being? This article was inspired by insights shared at an event organized by the Fontes Alumni Club titled “Leader’s Well-being.” Without redefining leadership and responsibility, I will present some past experiences that have remained significant over the years.
The “Good” Life of a Leader and Expectations of the Role
When founding or launching new companies or branches, leaders often need to attract new team members from their current jobs. Not all hires are supported by a strong global brand; sometimes, the leader just has to sell a compelling vision. Once the team is in place, an economic crisis may strike within a year, forcing the company to lay off every third employee. Knowing that you convinced these individuals to leave their possibly more stable jobs makes such layoffs personal and emotionally challenging.
Finding a balance between global growth expectations and the actual capabilities of a local team can sometimes be complex. Achieving desired results at the expense of team well-being can also affect the leader’s peace of mind. The role of the first salaried CEO of a family business is particularly challenging, it involves balancing the expectations of the owners with the needs of the employees. In the public sector, day-to-day politics often dictate the organization’s direction, which may not align with professionals’ aspirations working on the field.
Do those who aspire to a CEO role understand that they serve as intermediaries between the often-conflicting expectations of owners and employees? Is this role even recognized as a serious job by outsiders? As a leader, it’s essential to prioritize your own well-being first—secure your own oxygen mask before helping others.
Managing the Maze: Coping With Leadership Challenges
Skills in self-management—such as emotional intelligence, self-awareness, and maintaining well-being—are learnable and can be developed. As a leader, it’s essential to be in a “good place” yourself in order to effectively support your team. Leaders are only human and may encounter personal challenges, such as caring for sick children or navigating complicated family dynamics. Being able to understand and manage your emotions is crucial for handling both personal and work-related difficulties.
Self-reflection may sometimes be uncomfortable, but it is essential. “Comfort leadership”, where a leader only addresses what is immediately necessary, often leads to both the leader and team members missing out on crucial support. Leaders should make a conscious effort to take care of themselves and their team’s well-being!
It Can Be Lonely At the Top. Who Stands By a Leader’s Side?
Throughout my journey as a leader, I have found that other leaders provide the most support. Sharing experiences not only teaches us but also offers new perspectives. Having a circle or club of leaders where one can seek advice without fear of judgment is invaluable. A team is more willing to support a leader when its members understand the challenges the leader faces and how they can help. This mutual support is contingent on the team feeling that the leader also supports them and their efforts. Therefore, being alone at the top is often a conscious choice the leader makes rather than an inevitable necessity.
Leadership responsibility presents challenges but recognizing them makes coping smoother. When leaders embrace a clear sense of purpose and define their goals, managing a team transforms into an empowering and uplifting experience.
Authenticity Is for the Strong Ones
Crying at the movies is often seen as a sign of empathy and mental strength. A leader can acknowledge their vulnerable moments and share weaknesses without losing authority, as long as they have established a strong image with their team. Paradoxically, one must first develop strength to publicly admit to weaknesses and limitations. Throughout this journey, authenticity should be present from the beginning, as maintaining a façade for an extended period can be exhausting.
A leader with a strong image who acknowledges their vulnerabilities fosters openness and mental flexibility within the team cultivates emotional bonds among members and enhances team strength.
Be a Benchmark of Self-Well-Being
Simon Sinek stated that leaders are not accountable for the results; rather, they are responsible for the people who are accountable for those results. To fulfil this role, a leader must maintain good mental and physical balance. As Ivo Suursoo mentioned at the recent Development Rocket event, “As a leader, you cannot afford to operate in a low-energy zone.” A leader serves as a role model for the team, not only in professional matters but also in personal development and in cultivating skills for maintaining well-being. This includes taking responsibility for one’s own well-being and promoting the continuous learning and development of others. Providing caring support to one another helps the team navigate both planned and unexpected changes.
Let’s support one another!
Pille Parind-Nisula, Co-founder of Moticheck
