Executive Self-Care: The Secret to Sustainable Success and Mindful Leadership

Executive Self-Care: The Secret to Sustainable Success and Mindful Leadership

Executive Self-Care: The Secret to Sustainable Success and Mindful Leadership

executive self care

Grant Ian Gamble is a best-selling mindful leadership author and speaker. He has over 30 years of experience in leading teams to create innovative customer experiences, building engaged workforces, and developing leaders who prioritize mindfulness in their approach.

The #1 Habit for High Achievers: Recovery and Rest (aka Self-Care)

While millionaires and elite athletes may focus on outworking the competition, the happy and healthy ones are likely committed to recovery, rest, and self-care, which is what truly sets them apart. Prioritizing recovery is essential for maintaining peak performance and managing stress levels.

A regular recovery practice allows individuals to recharge, refocus, and ultimately, achieve more in the long run.

How to Incorporate Recovery into Your Routine

  1. Audit your energy expenditure: Reflect on how and where you’re spending most of your time and attention. Identify activities that feel draining and those that energize you.
  2. Balance credits and debits: Consider self-care activities that benefit your mental or physical health (credits) and those that detract from it (debits). Strive to incorporate more credits into your routine to maintain a healthy balance.

Cultivating Connection: The Foundation of Mindful Leadership

To become a mindful leader, it’s crucial to nurture connection. This includes cultivating relationships with your team and customers, as well as fostering a positive connection with yourself. Self-awareness and self-care are essential for preventing burnout and ensuring that you can lead effectively.

My Simple Executive Self-Care Practices

Personally, I regularly employ several simple self-care practices I’ll share with you now. These are accessible to anyone, don’t cost anything and can have a profound impact on your health and wellbeing if practiced consistently. I also use modalities like float therapy, infrared sauna, cold therapy, red light therapy, physiotherapy and acupuncture on an as-needed basis but I won’t go into them here.

1. Early morning walk: I start each day with abstinence from screens and coffee and instead take an early-morning 20-30 minute walk with my wife and our two dogs. This simple activity has several profound consequences. First, forward ambulatory motion (aka walking), combined with unobstructed exposure to sunlight (this simply means that I don’t wear sunglasses), regulates my hormones and has lasting positive effects on my mood, energy levels, overall well-being and sleep quality. It also lets my body “startup” more naturally, and begins my day with a connection with nature and a loved one.

2. Educational podcasts: I often do a lot of driving between the various wellness centers in our group and I try to leverage this time by listening to podcasts on everything from health and wellness to science and philosophy. My wife and I share our favorite podcasts with each other and this gives us a lot to talk about on our walks or when we’re hanging out.

3. Outdoor exercise: We end most days with some form of outdoor exercise, be it paddleboarding on a nearby creek, a bike ride at a local park, or another walk if we’re short on time. This is less about a hard workout and more about being present with each other, breathing, and grounding in nature after a busy day of almost constant stimulation. Mindfulness and self-awareness are about our ability to consciously detach and observe ourselves, which requires that we are present as much as possible instead of running on “auto-pilot.” This active time outside serves as a form of meditation that allows us to create the space within which we can practice and cultivate our ability to be present.

4. Family dinners: We also have nightly family dinners, which include our two kids, and usually their partners as well. Each night we take turns cooking and washing the dishes, which is something I highly recommend for a myriad of obvious reasons. Our whole family absolutely loves our family dinner ritual and actually embraces the shared responsibilities that come with it. The dinners and clean-up time give us ample opportunity to share our day and discuss a broad range of topics.

5. Limit screen time: After dinner, my wife and I try to limit our screen time and often, instead of watching TV, we get in bed and read “real” books. While it’s tempting to stream the latest show that everyone is talking about, we have found that reading tangible books instead has not only had a profound effect on the quality of our sleep, but also on our ability to focus throughout our day. 

If nighttime TV is something you’re not willing to give up, I highly recommend at least giving up the nightly news. If you pay attention to the (often irrelevant) news content, you will find that the vast majority of it is negative. That is because the news is a for-profit enterprise that competes for our attention, which is most easily captured by negative and sensational headlines and content. Studies have shown that watching the nightly news can have shockingly negative effects on our mental health and overall wellbeing.

Bottom line, striving for quality sleep is an obvious essential for wellness! I have written an extensive blog on what I believe sets you up for a great sleep experience. Sleep is one of the most critical pieces of the wellness puzzle. 

6. Executive coaching: The last form of self-care that I want to share with you is my fortnightly executive coaching session. I have a coach who is incredibly intuitive, insightful and with whom I resonate deeply. Most importantly, she is honest and unafraid to give me the hard to hear truths. Just because I’ve held leadership roles for over three decades doesn’t mean that my potential for growth has diminished. My goal is to be the best that I can be, and that demands introspection and being willing to receive unadulterated feedback. This helps me on so many levels. Most of all, it improves my ability to be present and mindful with my family, friends, and teams at work. I have come to view the process of receiving coaching as a necessity, as opposed to a luxury.

Executive self-care is critical for sustained high performance demanded of executives, leaders and managers these days. By incorporating recovery practices and nurturing a positive connection with yourself and others, you can become a more effective, mindful leader. Simple yet impactful habits like morning walks, outdoor exercise, and limited screen time can help you strike a balance between work and well-being, ultimately leading to greater success and happiness. So, prioritize your executive self-care and unlock your full potential as a mindful leader.

AFFINITY Podcast

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Put PEOPLE FIRST, ALWAYS and watch your business flourish.

Dive deep into the latest trends in customer experience and team engagement, mindful leadership and management. Discover practical tools and strategies that you can use to build a people-centric culture, the foundation for sustainable long-term business growth and success.

Led by mindful leadership expert, Grant Ian Gamble, a best-selling author and true visionary with over 30 years of experience in leading teams to create innovative customer experiences, building engaged, inspired and fulfilled workforces, and developing leaders who prioritize genuine connection in their approach.

The guiding principle behind all of Grant’s work is PEOPLE FIRST, ALWAYS.

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9 Trends Shaping the Workplace in 2023: How Leaders Can Become Employers of Choice in a Competitive Talent Landscape

The workplace landscape has shifted dramatically over the past two years. The COVID-19 pandemic has forced businesses to adapt to remote work and hybrid models, and team members have been feeling the effects of burnout more than ever before. In 2022, business leaders were faced with unprecedented challenges, and 2023 is no different. However, how organizations respond to these challenges could determine whether they become an employer of choice.

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In this article, I’ll share some of the strategies and tools that I’ve used to help prevent burnout in myself and my team, and how you can apply them to your own leadership style.

Burnout is a pervasive issue that affects many people in today’s fast-paced world. It is a state of chronic stress that occurs when we experience prolonged periods of exhaustion, cynicism, and detachment from our work or personal lives. According to productivity expert Chris Bailey, burnout can be described as a “diminishing returns problem,” where we become less productive and efficient as we work longer and harder.

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Similarly to the migration of retail to online, COVID has provoked a transition of thinking about where team members actually need to physically be in order to do their job well.

As we adjust our perceptions of what work looks like post COVID, there exists a gulf between what was and what will be when it comes to office geography. Companies have already begun divesting themselves of offices and buildings they formally saw as essential in order to house their workforce. Conference rooms lie dormant and have been replaced by Zoom calls. The office phone system has similarly been replaced by cell phones, text messages and FaceTime.

read more
Fill out the form below and receive a PDF download of "6 Key Strategies to Engage Untapped Fitness and Wellness Market Segments"

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CUSTOMER EXPERIENCE, TEAM ENGAGEMENT & WORKPLACE WELL-BEING: AFFINITY OS™ | WELLNESS INTEGRATION | MINDFUL LEADERSHIP: "THE AFFINITY PRINCIPLE"

0475 866 592

Grant Ian Gamble Business Consulting | Author | Speaker | Business Consultant | Coach |The Affinity Principle | Best Seller Logo

The Affinity Principle™ by Grant Gamble presents a formula for business success through a people-centric, mindful leadership approach.

PEOPLE FIRST, ALWAYS.

Team Member (aka Employee) Engagement

Team Member (aka Employee) Engagement

Unlocking the Power of People-Centric Culture: How Mindful Leadership Boosts Team Member (aka Employee) Engagement for Business Success

employee engagement<br />

Grant Ian Gamble is a best-selling mindful leadership author and speaker. He has over 30 years of experience in leading teams to create innovative customer experiences, building engaged workforces, and developing leaders who prioritize mindfulness in their approach.

Why do I call people “team members” instead of “employees” or “staff,” and why is it important?

Team member engagement is crucial to the success of any business. It not only boosts productivity but also enhances satisfaction and reduces turnover. With the increasing importance of team member engagement in today’s workplace, it’s essential to focus on creating a people-centric company culture through mindful leadership and always putting people first.

What is team member (aka employee) engagement, and why is it important?

Team member (aka employee) engagement is the level of commitment and dedication a team member has towards their work and their organization. Engaged team members are motivated, passionate, and dedicated to their work, which ultimately leads to increased productivity, higher job satisfaction, and reduced turnover rates.

On the other hand, disengaged team members lack motivation, don’t take pride in their work, and are more likely to quit their jobs. This can be incredibly costly for businesses, as hiring and training new team members is an expensive process.

Creating a people-centric company culture

Creating a people-centric company culture means placing your team members at the heart of everything you do. This involves creating an environment that fosters team members’ growth, development, and well-being, which ultimately leads to increased engagement and retention.

Here are some tips on how to create a people-centric company culture:

  1. Practice mindful leadership

Mindful leadership involves being fully present and attentive to your team members’ needs, feelings, and concerns. This means taking the time to listen, provide feedback, and show empathy towards them. By doing so, you’ll create a more open and trusting work environment where team members feel valued and respected.

  1. Communicate regularly

Regular communication is essential in creating a people-centric company culture. It’s important to keep your teams informed about company goals, objectives, and changes. This not only helps team members feel more connected to the organization but also helps them understand how their work contributes to the overall success of the company.

  1. Provide opportunities for growth and development

Team members want to feel like they’re growing and developing in their roles. Providing opportunities for training, development, and advancement is crucial to team member engagement. This not only helps team members improve their skills and knowledge but also shows them that the company values their growth and development.

  1. Create a positive work environment

Creating a positive work environment means fostering a culture of trust, respect, and collaboration. This involves recognizing team members for their achievements, providing positive feedback, and encouraging teamwork. By doing so, you’ll create a more supportive work environment where people feel valued and supported.

  1. Recognize and reward good work

Recognition and rewards are essential to team member engagement. It’s important to recognize people for their achievements, whether it’s through verbal praise, bonuses, or other incentives. By doing so, you’ll motivate them to perform at their best and create a more positive work environment.

In conclusion, team member engagement plays a crucial role in the success of any business. By creating a people-centric company culture through mindful leadership and always putting people first, you’ll foster an environment of trust, respect, and collaboration that leads to increased engagement, productivity, and retention. So, take the time to invest in your people, and you’ll reap the benefits in the long run.

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The workplace landscape has shifted dramatically over the past two years. The COVID-19 pandemic has forced businesses to adapt to remote work and hybrid models, and team members have been feeling the effects of burnout more than ever before. In 2022, business leaders were faced with unprecedented challenges, and 2023 is no different. However, how organizations respond to these challenges could determine whether they become an employer of choice.

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Burnout is a pervasive issue that affects many people in today’s fast-paced world. It is a state of chronic stress that occurs when we experience prolonged periods of exhaustion, cynicism, and detachment from our work or personal lives. According to productivity expert Chris Bailey, burnout can be described as a “diminishing returns problem,” where we become less productive and efficient as we work longer and harder.

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Similarly to the migration of retail to online, COVID has provoked a transition of thinking about where team members actually need to physically be in order to do their job well.

As we adjust our perceptions of what work looks like post COVID, there exists a gulf between what was and what will be when it comes to office geography. Companies have already begun divesting themselves of offices and buildings they formally saw as essential in order to house their workforce. Conference rooms lie dormant and have been replaced by Zoom calls. The office phone system has similarly been replaced by cell phones, text messages and FaceTime.

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Fill out the form below and receive a PDF download of "6 Key Strategies to Engage Untapped Fitness and Wellness Market Segments"

Let's Connect!

CUSTOMER EXPERIENCE, TEAM ENGAGEMENT & WORKPLACE WELL-BEING: AFFINITY OS™ | WELLNESS INTEGRATION | MINDFUL LEADERSHIP: "THE AFFINITY PRINCIPLE"

0475 866 592

Grant Ian Gamble Business Consulting | Author | Speaker | Business Consultant | Coach |The Affinity Principle | Best Seller Logo

The Affinity Principle™ by Grant Gamble presents a formula for business success through a people-centric, mindful leadership approach.

PEOPLE FIRST, ALWAYS.

9 Trends Shaping the Workplace in 2023: How Leaders Can Become Employers of Choice in a Competitive Talent Landscape

9 Trends Shaping the Workplace in 2023: How Leaders Can Become Employers of Choice in a Competitive Talent Landscape

9 Trends Shaping the Workplace in 2023: How Leaders Are Making Their Companies Employers of Choice in a Competitive Talent Landscape

workplace trends 2023

Grant Ian Gamble is a best-selling mindful leadership author and speaker. He has over 30 years of experience in leading teams to create innovative customer experiences, building engaged workforces, and developing leaders who prioritize mindfulness in their approach.

(Please note: As a mindful leadership practice, I use the term “team member” in lieu of “employee.”)

The workplace landscape has shifted dramatically over the past two years. The COVID-19 pandemic has forced businesses to adapt to remote work and hybrid models, and team members have been feeling the effects of burnout more than ever before. In 2022, business leaders were faced with unprecedented challenges, and 2023 is no different. However, how leaders respond to these challenges could determine whether thir companies become employers of choice.

Based on Gartner research, here are nine workplace trends that highlight the aspects of work that leaders must prioritize:

1. Employers are “quiet hiring” in-demand talent

In 2023, organizations are embracing “quiet hiring” as a way to acquire new skills and capabilities without adding new full-time team members. This involves encouraging internal talent mobility, providing specific upskilling opportunities, and leveraging alternate methods to bring in team members with specific skills for high-priority tasks.

2. Hybrid flexibility is reaching the front lines. 

Frontline workers, such as those in manufacturing and healthcare, need equitable flexibility to adapt to a more permanent era of hybrid work. Organizations are investing in improving their team member experience, including offering control over work schedules and paid leave.

3. Managers are finding themselves sandwiched between leader and team member expectations. 

People managers are struggling to balance their team member expectations with performance pressure from senior leaders. Leading organizations are providing fresh support and training to mitigate the widening managerial skills gap and redesigning their roles where necessary.

4. Pursuit of nontraditional candidates is expanding talent pipelines. 

To fill critical roles, organizations are becoming more comfortable assessing candidates solely on the skills needed to perform in the role. This involves removing formal education and experience requirements from job postings and reaching out directly to internal or external candidates from nontraditional backgrounds.

5. Healing pandemic trauma is opening a path to sustainable performance. 

As the immediate COVID-19 threat has receded, team members are contending with long-term physical and emotional impacts. Leading organizations are supporting their team members by providing proactive rest, discussion opportunities to work through challenges, and trauma counselors to train and coach managers on workplace conflict.

6. Organizations are driving Diversity, Equity, and Inclusion (DEI) forward amid growing pushback.

HR departments are equipping managers with tools and strategies to engage resistant team members and addressing pushback early before it evolves into more disruptive forms of DEI resistance. This includes creating group-specific safe spaces and upskilling team members with definitive “how-to” guidance that enables allyship.

7. Getting personal with team member support is creating new data risks. 

While using emerging technologies to collect data about team members can enable employers to respond more effectively to team members’ needs, they also have the potential to create a privacy crisis. Leading organizations are creating a team member data bill of rights to support team members’ need for healthy boundaries and are prioritizing transparency around how the organization collects, uses, and stores team member data.

8. Concerns around AI bias are leading to more transparency in recruiting tech. 

Organizations that use AI and machine learning in their hiring processes are facing pressure to get ahead of new regulations. This includes being more transparent about how they are using AI, publicizing their audit data, and giving team members and candidates the choice to opt-out from AI-led processes.

9. Organizations are addressing workforce-wide erosion of social skills. 

To successfully create intentional interactions among team members, leaders are focusing on team member choice and autonomy, a clear structure and purpose, and a sense of levity and fun. Companies are positioning themselves for future success by designing robust future-of-work strategies that get ahead of these trends and address emerging challenges proactively.

The workplace landscape is constantly evolving, and leaders must adapt mindfully to keep up. The organizations that are succeeding in 2023 are those that are prioritizing acquiring and retaining critical talent, supporting all team members holistically, and confronting how they ethically collect and use team member data. 

More Articles:

9 Trends Shaping the Workplace in 2023: How Leaders Can Become Employers of Choice in a Competitive Talent Landscape

9 Trends Shaping the Workplace in 2023: How Leaders Can Become Employers of Choice in a Competitive Talent Landscape

The workplace landscape has shifted dramatically over the past two years. The COVID-19 pandemic has forced businesses to adapt to remote work and hybrid models, and team members have been feeling the effects of burnout more than ever before. In 2022, business leaders were faced with unprecedented challenges, and 2023 is no different. However, how organizations respond to these challenges could determine whether they become an employer of choice.

read more
Overcoming Burnout and Building Resilience: Strategies to Help Prevent Burnout and Help You and Your Team Thrive in a Fast-Paced World 

Overcoming Burnout and Building Resilience: Strategies to Help Prevent Burnout and Help You and Your Team Thrive in a Fast-Paced World 

In this article, I’ll share some of the strategies and tools that I’ve used to help prevent burnout in myself and my team, and how you can apply them to your own leadership style.

Burnout is a pervasive issue that affects many people in today’s fast-paced world. It is a state of chronic stress that occurs when we experience prolonged periods of exhaustion, cynicism, and detachment from our work or personal lives. According to productivity expert Chris Bailey, burnout can be described as a “diminishing returns problem,” where we become less productive and efficient as we work longer and harder.

read more
The Office is Where Your Laptop Is

The Office is Where Your Laptop Is

Similarly to the migration of retail to online, COVID has provoked a transition of thinking about where team members actually need to physically be in order to do their job well.

As we adjust our perceptions of what work looks like post COVID, there exists a gulf between what was and what will be when it comes to office geography. Companies have already begun divesting themselves of offices and buildings they formally saw as essential in order to house their workforce. Conference rooms lie dormant and have been replaced by Zoom calls. The office phone system has similarly been replaced by cell phones, text messages and FaceTime.

read more
Fill out the form below and receive a PDF download of "6 Key Strategies to Engage Untapped Fitness and Wellness Market Segments"

Let's Connect!

CUSTOMER EXPERIENCE, TEAM ENGAGEMENT & WORKPLACE WELL-BEING: AFFINITY OS™ | WELLNESS INTEGRATION | MINDFUL LEADERSHIP: "THE AFFINITY PRINCIPLE"

0475 866 592

Grant Ian Gamble Business Consulting | Author | Speaker | Business Consultant | Coach |The Affinity Principle | Best Seller Logo

The Affinity Principle™ by Grant Gamble presents a formula for business success through a people-centric, mindful leadership approach.

PEOPLE FIRST, ALWAYS.
Overcoming Burnout and Building Resilience: Strategies to Help Prevent Burnout and Help You and Your Team Thrive in a Fast-Paced World 

Overcoming Burnout and Building Resilience: Strategies to Help Prevent Burnout and Help You and Your Team Thrive in a Fast-Paced World 

Overcoming Burnout and Building Resilience: Strategies to Help Prevent Burnout and Help You and Your Team Thrive in a Fast-Paced World 

overcoming burnout image

Grant Ian Gamble is a best-selling mindful leadership author and speaker. He has over 30 years of experience in leading teams to create innovative customer experiences, building engaged workforces, and developing leaders who prioritize mindfulness in their approach.

Here are some of the strategies and tools that I’ve used to help prevent burnout in myself and my team, and how you can apply them to your own leadership style.

Burnout is All Pervasive

Burnout affects an ever increasing number of us as we face the escalating pressure created by today’s fast-paced world. It is a state of chronic stress that occurs when we experience prolonged periods of intense workload, or pressure. Exhaustion, cynicism, and detachment from our work and personal lives creeps in and our productivity declines exponentially.

According to productivity expert Chris Bailey, burnout can be described as a “diminishing returns problem,” where we become less productive and efficient as we work longer and harder.

Recognizing Burnout

One of the first steps to overcoming burnout is recognizing it in ourselves. Common symptoms of burnout include feeling exhausted, overwhelmed, and emotionally drained. We may also experience physical symptoms such as headaches, muscle tension, and digestive problems. Additionally, burnout can lead to feelings of cynicism, detachment, and a lack of motivation.

Dangers of Repetitive Burnout

When we repeatedly experience burnout, it can have serious consequences on our physical and mental health. Chronic stress can lead to a weakened immune system, cardiovascular disease, and depression. Moreover, burnout can negatively impact our relationships with others and our ability to perform well at work or school.

How can leaders and managers build resilience and help prevent their teams from burnout?

 

Leaders and managers play a critical role in preventing burnout in their teams. Here are some strategies that I have used to help my team members build resilience, manage stress, and avoid burnout:

  1. Create a positive work environment: When you create a work environment that is supportive, inclusive, and positive, team members find it much easier to navigate stressful times. This can involve recognizing and celebrating team members’ accomplishments, providing opportunities for professional development, and fostering open communication. Taking time to recognize team members doing good things will bubble the “good stuff” to the top and encourage team members to build on those positive foundations.
  2. Encourage work-life balance: Leaders and managers should encourage their team members to prioritize their personal lives and take time off when necessary. This can involve offering flexible work arrangements such as remote work or flexible schedules. Often I find myself working long hours and not demonstrating the work-life balance I want to encourage among my team members. Recognizing when I’m “overdoing it” and when team members are also not getting the rest and recuperation needed is critical to reduce burnout. 
  3. Set realistic expectations: Leaders and managers should set realistic expectations for their team members and ensure that workloads are manageable. They should also provide the necessary resources and support to help their team members succeed. Seeking to understand the loads and pressures on your team members helps understand what they have the capacity to manage and allows you to adjust your expectations accordingly.
  4. Foster a culture of collaboration: Leaders and managers should encourage collaboration among team members and provide opportunities for teamwork. This can help to reduce feelings of isolation and promote a sense of belonging. Often team members will step up to support a team member who is struggling. Regular catchups within teams can help team members understand the pressure each other is facing. “Stand Ups” are a great tool to improve this appreciation of each other’s workload.
  5. Provide support for mental health: Leaders and managers should provide support for team members who may be struggling with mental health issues. This can involve providing access to mental health resources and promoting a culture of openness and support. The stigmas around mental health are slowly dissipating and we’re recognizing as a community that mental health is a very real issue for many of our friends and workmates. Being aware of your team member’s mental state will allow you to support them when warning signs arise.

By implementing these strategies, leaders and managers can help their teams to build resilience, manage stress, and avoid burnout. This can lead to improved productivity, job satisfaction, and overall well-being.

Strategies to Build Resilience and Overcome Chronic Stress

There are many strategies that we can use to build resilience, overcome burnout, and manage chronic stress. One of the most effective methods is to practice self-care. This can include getting enough sleep, eating a healthy diet, and exercising regularly. Additionally, it is important to set boundaries and prioritize our time effectively to avoid becoming overwhelmed.

Another strategy is to engage in mindfulness practices such as meditation, breathwork, or yoga. These techniques can help us become more aware of our thoughts and feelings, and to manage them in a healthy way. Moreover, taking breaks throughout the day, going for a walk, getting a change of scenery, can help us recharge our batteries and avoid burnout.

In conclusion, burnout is a pervasive issue that affects many people in today’s fast-paced world. Recognizing the signs of burnout is an important step in overcoming chronic stress in yourself and others. Equally, building resilience by practicing self-care, setting boundaries, and engaging in mindfulness practices is a crucial prophylactic for burnout. By implementing these strategies, we can overcome burnout and achieve greater productivity, happiness, and overall well-being for ourselves and our teams.

What small change can you implement today to help prevent yourself or your team from experiencing burnout?

More Articles:

9 Trends Shaping the Workplace in 2023: How Leaders Can Become Employers of Choice in a Competitive Talent Landscape

9 Trends Shaping the Workplace in 2023: How Leaders Can Become Employers of Choice in a Competitive Talent Landscape

The workplace landscape has shifted dramatically over the past two years. The COVID-19 pandemic has forced businesses to adapt to remote work and hybrid models, and team members have been feeling the effects of burnout more than ever before. In 2022, business leaders were faced with unprecedented challenges, and 2023 is no different. However, how organizations respond to these challenges could determine whether they become an employer of choice.

read more
Overcoming Burnout and Building Resilience: Strategies to Help Prevent Burnout and Help You and Your Team Thrive in a Fast-Paced World 

Overcoming Burnout and Building Resilience: Strategies to Help Prevent Burnout and Help You and Your Team Thrive in a Fast-Paced World 

In this article, I’ll share some of the strategies and tools that I’ve used to help prevent burnout in myself and my team, and how you can apply them to your own leadership style.

Burnout is a pervasive issue that affects many people in today’s fast-paced world. It is a state of chronic stress that occurs when we experience prolonged periods of exhaustion, cynicism, and detachment from our work or personal lives. According to productivity expert Chris Bailey, burnout can be described as a “diminishing returns problem,” where we become less productive and efficient as we work longer and harder.

read more
The Office is Where Your Laptop Is

The Office is Where Your Laptop Is

Similarly to the migration of retail to online, COVID has provoked a transition of thinking about where team members actually need to physically be in order to do their job well.

As we adjust our perceptions of what work looks like post COVID, there exists a gulf between what was and what will be when it comes to office geography. Companies have already begun divesting themselves of offices and buildings they formally saw as essential in order to house their workforce. Conference rooms lie dormant and have been replaced by Zoom calls. The office phone system has similarly been replaced by cell phones, text messages and FaceTime.

read more
Fill out the form below and receive a PDF download of "6 Key Strategies to Engage Untapped Fitness and Wellness Market Segments"

Let's Connect!

CUSTOMER EXPERIENCE, TEAM ENGAGEMENT & WORKPLACE WELL-BEING: AFFINITY OS™ | WELLNESS INTEGRATION | MINDFUL LEADERSHIP: "THE AFFINITY PRINCIPLE"

0475 866 592

Grant Ian Gamble Business Consulting | Author | Speaker | Business Consultant | Coach |The Affinity Principle | Best Seller Logo

The Affinity Principle™ by Grant Gamble presents a formula for business success through a people-centric, mindful leadership approach.

PEOPLE FIRST, ALWAYS.
The Office is Where Your Laptop Is

The Office is Where Your Laptop Is

The Office Is Where Your Laptop Is.

The Office Is Where Your Laptop Is

Grant Ian Gamble

Grant Ian Gamble is an international business strategy and growth consultant, best-selling mindful leadership author and speaker. He works in a broad array of industries helping companies build teams, navigate change and drive growth. He has over 35 years of experience in the health and wellness sectors.

Similarly to the migration of retail to online, COVID has provoked a transition of thinking about where team members actually need to physically be in order to do their job well.

As we adjust our perceptions of what work looks like post COVID, there exists a gulf between what was and what will be when it comes to office geography.

Companies have already begun divesting themselves of offices and buildings they formally saw as essential in order to house their workforce. Conference rooms lie dormant and have been replaced by Zoom calls. The office phone system has similarly been replaced by cell phones, text messages and FaceTime.

I am familiar with this decentralized workspace, having personally spent many years on the road, working from airport lounges, toting a portable printer, relying on my trusty laptop and the internet to keep my work flowing, and presence felt by clients across a variety of timezones. I appreciate the benefits of being mobile and also the downside of these sometimes very isolated environments.

This is the dilemma companies face as they approach a more fractured workplace.

The benefits are proven for many roles to be fulfilled from home or a remote coworking space. Equally, there are many challenges that come with this dispersion of talent and team.

As such, companies, managers, team members and family units are all trying to adjust their expectations in this new work environment.

For companies, the possible financial upside of not maintaining the same degree of physical premises to house their team can be significant. Associated costs involved in supporting team members at home are typically a fraction of the cost of maintaining significant office infrastructure. The lost productivity associated with commutes alone offer a boon to companies.

This regained segment of team members’ days can be parlayed into spending more time with family and for recreation, which has proven benefits both physically and psychologically.

  • Prior to COVID, 20% of team members that could work remotely worked from home.

  • This number spiked to 71% in the Fall of 2020.

  • 54% of these team members would prefer to work from home going forward.

For many team members, the added flexibility of working remotely can be life changing. Similarly, for some, it can be very challenging.

Herein lies the challenge that exists for managers and HR teams. As with many things, what suits one team member may well not suit another.

Myers Briggs would suggest that strong extroverts gain energy from being around other people, whereas strong introverts need alone time, or time with a limited number of people, to recharge. For the extroverts on your team, working from home may feel like a prison sentence. For your introverts, their productivity might improve as a function of reduced demand to be engaged with people during their workday.

This is just the tip of the iceberg when it comes to navigating dispersed working environments.

Much has been written around these issues and topics, but the relative newness of these changes in expectations and functions make it a challenging environment for companies, managers and teams.

I have been working with several companies to re-tool their work environments and as conversations and revelations emanate from these processes, it is evident to me that this needs to be an organic process and the many conundrums presented by this upheaval will not be solved overnight, or in a vacuum.

By engaging managers, department heads, team members, and even family members in the conversation, finding the sweet spot for your company and team may not be as elusive as it appears.

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