When we delight in others’ success, we create an atmosphere where everyone feels valued, safe, and motivated.
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It’s a familiar scene, but one that raises an important question: who ensures that leaders feel psychologically safe?
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Creating psychological safety in the workplace is more than a “nice-to-have” quality; it’s a foundational necessity for team cohesion, high-quality client care, and retention.
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Over the past few months, we have seen a significant rise in stress and overwhelm in many workforces. In this context, there has been an increased need to understand and make sense of what is occurring.
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Think of yourself as a lighthouse. Just as a lighthouse must maintain its light to guide ships safely to shore, a leader must take care of themselves to effectively guide and support their team.
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So, what skills do we need and what strategies can assist us in navigating the leadership and self-leadership required in different sized teams?
Career development isn't just about acquiring skills; it's about strengthening our inner foundation of self-leadership to cultivate fertile soil for our growth and development. In this piece, I've outlined key steps to help you build your sense of self, self-belief, and self-trust to provide the groundwork for outer progress.
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In the realm of leadership, you’ll often come across a range of long-standing ideas and perspectives around what leadership ‘is’ or ‘should be’.
As leaders it is important to consider how we influence how others may feel. How we deliver feedback is a great place to start. When thinking of colleagues as ‘human first’, there’s a lot we can utilise to help us as leaders ensure we’re providing feedback that supports the humans we work with.
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While there seems to be some merit in the recognising that ‘new year, new me’ mindsets can set us up for failure, I think it’s all in how we think about our goals as long-term direction and progress.
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