As a performance psychologist working with diverse leaders, I’ve witnessed significant shifts in leadership models over the years. Traditional leadership focused on command and control, commonly seen in emergency services and defence sectors. These models emphasised hierarchical structures and authoritative control, effective in specific contexts but less so in a world demanding constant adaptability.
Over time, leadership evolved towards a participative approach, involving employees in decision-making processes, fostering a more inclusive and collaborative environment. Transformational leadership then emerged, focusing on inspiring and motivating employees. Leaders began to recognise their role in influencing employee well-being, performance, and productivity, aiming to achieve organisational goals while fostering personal and professional growth.
Most recently, servant leadership has come to the fore. This approach prioritises serving teams, supporting employee growth, well-being and empowerment, and fostering collaborative relationships.
Today’s leaders face evolving expectations, especially with the introduction of psychological safety codes and increased mental health literacy. Emotional intelligence is crucial, requiring leaders to show empathy and understanding. Adaptability is essential for making quick decisions and adjusting to changing circumstances, particularly during uncertainty.
Visionary thinking is also vital, as employees seek clear vision and direction from their leaders. Inclusive leadership is emphasised, valuing diverse backgrounds, experiences, and perspectives. Leaders are expected to demonstrate vulnerability and a commitment to continuous learning, staying updated on industry trends and personal development and fostering a culture of growth and improvement.
Despite growing expectations, managers often juggle numerous responsibilities with limited support. Organisations recognise the critical role managers play, yet there’s often a gap between acknowledging their importance and providing necessary development and support. This can leave managers feeling overwhelmed and confused as they navigate expectations from all directions.
In a recent panel session on the Hard Work of Leaders, we explored the invisible work leaders do daily. True leadership lies in understanding and uplifting the people behind the roles, a facet often unacknowledged.
Support for leaders often falls short, particularly in development, especially if the leadership role is new and often at times largely different from the one they may have been promoted from. Leaders need ongoing development to adapt to evolving skills and capabilities, especially in managing mental health and well-being for themselves and their teams. Without adequate development and resources, these expectations can be unrealistic.
Communication and interpersonal skills are crucial but often assumed to be inherent, and effective relational skills are necessary to avoid complicated relational ruptures. One of the best, yet underutilised, forms of development is coaching. Regular access to experienced mentors or coaches provides leaders a safe space to acknowledge skill deficits, showcase vulnerability, and foster growth and accountability.
Leaders also need to handle the “ugly stuff”—uncomfortable aspects of leadership that can trigger strong emotional responses. Regulating their own emotions during discomfort, whether handling difficult conversations or addressing mental health issues, is crucial for effective leadership.
Leaders today face numerous challenges, including high levels of stress and burnout. The increased workload and responsibilities, coupled with the emotional strain of supporting others, can be overwhelming. High expectations for performance and results add to this pressure, leading to emotional exhaustion. Isolation is common as leaders navigate complex challenges with insufficient peer support, negatively impacting their mental health.
Understanding mental health in the workplace has deepened, highlighting the critical role of leaders. Leaders are often the first point of contact for employees experiencing mental health challenges, and their response can significantly impact team well-being. To navigate this responsibility effectively, leaders can apply the following principles:
• Professional Boundaries: Know your role limits and when to refer to professionals.
• Confidentiality: Maintain confidentiality to build trust and psychological safety.
• Safe Space: Create a supportive, non-judgemental environment for vulnerability and disclosure.
• Resourcefulness: Ensure easy access to mental health resources and support services.
• Advocacy for Training: Promote training and awareness around recognising and responding to mental health issues.
Organisations must take proactive steps to foster an environment where mental well-being is prioritised. This includes:
• Investment in Well-being: Programs, development, and resources that prioritise employee and leader well-being.
• Supportive Culture: A culture where mental health is openly discussed and not stigmatised.
• Resource Allocation: Equipping leaders with tools and resources like coaching, mentoring, and peer support networks.
• Leadership Accountability: Regularly assessing the mental health climate and adjusting policies and practices as needed.
The connection between mental health and performance is undeniable. Leaders shape the culture, productivity, and overall success of an organisation. When leaders face mental health issues, it affects their performance, decision-making, communication, and ability to lead effectively.
Leaders should prioritise their well-being, as they are often the forgotten employees. By investing in continuous development, coaching, peer support, and mental health resources, organisations provide leaders with the support they need to manage responsibilities effectively. This fosters a resilient, productive, and successful environment where both leaders and their teams can thrive.
To support leaders and organisations in navigating the complexities of leadership and mental health, we’ve compiled a selection of valuable resources. Whether you’re looking to enhance your team culture, explore new strategies, or deepen your understanding of the hidden dynamics at play in leadership, these resources are designed to help you take actionable steps towards a healthier workplace.
• Voice of Team Culture Review Information: Download here.
• Active Respect Information: Download here.
• Webinar: Navigating Workplace Dynamics. Watch here.
• Beyond Positive Duty: Safe and Healthy Workplace Cultures Factsheet: Download here.
• Hidden Dynamics Resource Pack: Download here.
• The Hard Work in Leading Humans Resources Pack: Download here.
By prioritising the mental health of leaders and acknowledging their hard work, organisations can create environments where both leaders and their teams can excel.
