Our journal of musings and thinking

Blog Title Wellbeing & Leadership June 28, 2018

Wellbeing & Leadership

Simon North

The impact leaders can have on the wellbeing of individuals working with them is significant. Their colleagues will be fitter, cheerful as they enjoy their work, they will feel supported and they will be clear about what they are doing, they will get regular feedback, they will be growing and learning, they will enjoy healthy relationships with those around them and they will want to stay and gain rewards for their success. They should also benefit from a better thinking environment which will be stretching and interesting.

That is some aspiration! Wellbeing is becoming an increasingly important issue for organisations to address. No longer is it possible to ignore the research and statistics and no doubt within every organisation there are wellbeing issues to be tended.

Every leader wants to attract and then keep good people – for longer periods of time so they can sustain strong organisational performance. To achieve this state, they need fit and resilient colleagues who turn up regularly; energetic aim to do their best work. Without this, they will lead an unhealthy organisation riddled with structural issues and low quality management and leadership.

Leaders must define and articulate a clear vision and give colleagues a clear sense of direction. They exhibit good behaviours in everything they do; recognising the power of their role modelling. They free up their colleagues to do their best work. They check in regularly to ensure their colleagues are receiving the right support. When they are pleased, they say so and show the power of regular and constructive feedback. They make themselves available colleagues.

Leaders support their colleagues by showing others what is right and the way they wish the organisation to run. They provide loads of communication and recognition. They seek to understand what underpins resilience and how resilience is key parameter. They telegraph what and who they regard as good managers and support them. They understand the impact of bad management and get involved in learning processes.

Leaders need a flexible mind-set and an understanding of what it takes to provide conditions that employees want and need.