In leadership, the push for productivity and profit often overshadows a vital component: mental well-being. Yet, research increasingly underscores that leaders who prioritize self-care see increases in not only their own resilience but in their teams as well. Here are a few practical, research-proven strategies that you can implement to support your own mental health and your team.
1. Practice “Mindful Leadership Breaks”
The concept of mindfulness has recently become popular in a variety of work and life applications. While some advocate for full meditation sessions, that’s not practical for most leaders. Instead, try “mindful leadership breaks”—five-minute windows throughout the day when you can disengage from work to reset mentally. Meditation, prayer, and breathwork are all great options that you can learn to practice on your own. Studies show that brief, intentional breathing meditation breaks improve focus and reduce stress. And, your improved focus and reduced stress directly impacts your decision-making ability. When you can successfully model these short resets your team members will be more likely to take their own necessary pauses and avoid burnout.
2. Leverage “Self-Compassion” Over Perfectionism
A Harvard Business Review study found that leaders who practice self-compassion report lower stress levels and greater emotional resilience than those driven by perfectionism. Self-compassion means accepting your mistakes and setbacks with kindness rather than harsh self-criticism. It’s not about becoming okay with failure. Rather, it’s understanding that setbacks are a part of any long-term improvement. That’s important because leaders who can treat themselves with compassion are more likely to create workplaces where employees feel comfortable sharing challenges and learning from their own mistakes. Employees in psychologically safe workplaces are consistently more innovative.
3. Adopt Physical and Mental “Boundary Rituals”
You’ve probably heard about how important it is for leaders to set boundaries. Boundary-setting has been proven to help reduce burnout. However, that’s easier said than done for most of us. One unique tactic is creating a “boundary ritual”—a deliberate action marking the transition from work to personal life. This might involve a specific commute routine, an evening walk, or even a symbolic act such as changing attire to signal the end of the workday. (Hey, it worked great for Mr. Rogers!) Research shows that these kinds of rituals make it easier for leaders to mentally switch off from work to personal mode. Leaders who practice this subtly encourage employees to respect their own work-life balance.
4. Incorporate Physical and Mental Self-Care in Your Schedule
Start by choosing activities that support well-being, such as regular exercise, reflective journaling, prayer or Bible reading, or personal hobbies unrelated to work. Then, intentionally schedule those activities to create your own “resilience routine.” Take it a step further by sharing that routine with your team. This is a great way to normalize self-care and even make it part of your organizational culture. In recent years, the importance of destigmatizing mental health has become apparent across our society. Now is the time to encourage employees to adopt self-care practices without fear of judgment.
5. Institute “Open Dialogue” Meetings
Finally, consider holding a regular meeting where employees can engage in open dialogue and share ideas for organizational improvement without the fear of criticism or performance evaluation. Research shows that these types of conversations foster trust, reduce stress, and increase team cohesion. Not only will you likely gain some valuable insights and ideas, but you’ll be creating a work environment that directly benefits mental health. Your team will feel valued and resilient.
It’s no secret that many leaders are judged most harshly on tangible and quantifiable outcomes.
So, the idea of leader and team mental health strategies might initially feel out-of-place. However, leaders who make mental well-being a priority are more effective leaders. They aren’t just caring for themselves; they are caring for those they are called to lead. They build healthier, more productive, and more resilient organizations.