Is it possible for the well-being of staff members and their effectiveness to be progressed simultaneously, using simple but effective leadership practices supported by current research? Finding an answer to this dilemma is extremely important for high-performance leaders since stressed out staff with bad feelings lead to decreased work-place results and a failure to meet KPIs.
To learn more about this we spoke to Stuart Hayes, who is the owner and CEO of Stuart Hayes Leadership, a guru in guiding business leaders in how to stabilize performance together with wellness in corporate and small business settings. To begin, Hayes asks leaders to think about the effects of stress and anxiety in the workplace and compare it with the outcomes achievable where well-being is sustained:
Number One: The State of Morale
Tension and also negative emotions result personnel turnover. Contrast this with more satisfied people and youll find they feel more ‘linked’ to both their company and colleagues, and so usually stay put longer;
Number Two: Alignment to Business Strategy or Strategic Adjustment Initiatives
Tense or pessimistic employees unlikely to affiliate themselves with the teams game plan. They are also far more prone to be defensive and resist change… whereas forward-looking and upbeat team members are imaginative, interested, instigate advancements and also are usually more embracing of both the current methodology and also any changes that may be necessary.
Number Three: Company Wellbeing
Strain along with adverse feelings are known to exacerbate illness but where people are happier, they tend to be both healthier and better enjoy the work they do;
Number Four: Performance of Business
Stress and also pessimistic feelings results in staff having their attention disturbed and a lower level of mental clarity … in contrast more satisfied staff have minds that are clearer and are a lot more engaged, focused as well as innovative;
Number Five: Brand Name
Stress and anxiety and also negative emotions often result in team members feeling resentful and this can result in a lack of commitment in customer care roles. On the other hand, generally happier personnel connect much better with clients and are superior supporters of your brand.
Ok, so if these are the problems, then what is the remedy …
To really help staff members handle stress and achieve changes for the better, companies are more frequently utilizing office health and wellbeing initiatives, although not all of these resources are effective or turn into performance returns, warns Hayes. “Pulling off enduring enhancements in both productivity and wellness calls for a lot more thought compared to simply allowing a little job versatility, using a fitness center subscription or enlisting a wellbeing presenter. These are just ‘box ticking’ exercises and are not going to cut it” he says.
Listening to Hayes, it is this ‘box ticking’ mentality that is the most prevalent reason why health and wellbeing schemes come to nothing. “If you think about it, attaining lasting progress in any aspect of life requires an evaluation of exactly what is taking place currently, making a deliberate long term resolution to shift this, and then embarking on a really targeted as well as structured campaign.” Hayes impresses that assisting groups to elevate their pleasure and experience of their job and the results they accomplish from their work is no different.
“The establishment of a wellbeing scheme alone should never be the aim. Rather, it ought to be the generation of a different culture in which responsibility as well as health and wellbeing are the foundation stones.”
“What this points to is that as the leaders, we take responsibility for the following three things:
One: Transforming the way our workers respond to pressure and bad feelings,
Two: Changing the way our group affiliates and communicates with each other, and
Three: Making certain everyone is naturally aligned to the team’s greater missions,
all at the same time.
These may seem like a big undertaking, but the rewards are great, because this is the core of a great culture, and its also why leaders should view themselves, above everything else, as guardians of your enterprises culture.”
Where do you look to help you with these three objectives?
As is well reported, mindfulness is being effectively utilised by many groups in order to help staff accept and more effectively come to terms with situations, stress and bad feelings. But what hasn’t been made as well known yet is new research that shows that our brain and heart continually engage with each other, that our heart can be used in order to help move a person’s emotions from adverse to favorable, or that the heart’s field likewise has a measurable effect on other people in the vicinity.
This epitomizes the spearhead of H.R. development combined with leadership says Hayes. “It’s funny in a number of ways, considering we all have a heart, we all have a mind, and all of us understand these ideas intuitively, nevertheless the growing emergence of research that reveals that the heart and mind interact is incredible,”
Hayes has now dedicated the past seven years to studying this interaction and the ways it impacts the workplace and he asks team leaders and small business owners to contemplate the following four points:
First: When communicating with an excellent leader, a person’s brainwaves will sync up with the leader. This is an effect that does not transpire when the same individual has a conversation with, for instance, other people of their organization. The impact of this improves team interaction.
Second: Both the brain and heart each emit an electromagnetic field that is able to be measured away from the body, but the heart’s electromagnetic field is significantly stronger.
Third: The size of the heart’s field varies in accordance with the person’s state of mind, and finally;
Fourth: It’s possible to engage the heart in certain practices that measurably shift the influence of negative feelings both within an individual as well as within those near them, bringing about alterations in both people and teams. This is called “Bridging The Heart And Mind” he said.
Any person involved in leading an organization that is under stress and anxiety, or any individual needing to implement changes in a business, or seeking to achieve high-performance results in much easier ways, will gain from a 1 day concentrated leadership event called ‘Leading To Improve Performance And Well-Being’ says Hayes.
The training day provides ways that are practical for leaders operating in competitive and stressful settings, to achieve definite improvement in the frequently opposing spheres of group well-being plus team performance, by using several of the latest, cutting edge insights into personnel growth and development where they correspond to the position of leadership.