Mental health in the management corridor affects the entire organisation

How can you, as a leader, ensure that you are in balance, so you are equipped to handle both major and minor challenges? Anja Dahl Pedersen is an organisational psychologist at Human House, and here she explains how to safeguard mental health and why it is crucial for leaders to maintain mental balance.

– Mental health is a state of wellbeing in which an individual is able to realise their abilities, manage everyday challenges and stress, and engage in communities with others. If, as a leader, you are under strain or do not have the appropriate organisational framework for your work, it can not only affect your own mental health, but actually also have a negative ripple effect throughout the organisation, thereby creating additional pressure on the leader. That is why it is important for leaders to focus on mental health, says Anja Dahl Pedersen.

Leaders are only human

Some leaders tend to ignore or postpone seeking help, as symptoms are often considered an inevitable part of the leadership role – but this is a slippery slope. Anja Dahl Pedersen elaborates that we need to challenge the culture which dictates that leaders must handle extreme workloads, boundlessness, and high complexity unaffected:

– The problem is that there is a prevailing myth that leaders must be strong, flawless, and highly efficient. This myth makes it difficult to detect and prevent poor wellbeing and stress among leaders. Many push through for extended periods, so it is entirely understandable that some become particularly overloaded. Leaders are not, and should not be, superheroes who can manage everything. We must ensure that the organisational structures are suitable, so that leaders have the opportunity to achieve balance in their own working lives. It is not solely the leader’s responsibility.

The organisation’s responsibility towards its leaders

– Beyond the direct impact on leaders themselves, even competent leaders can experience a decline in their performance if they lose balance. For example, they may find it harder to motivate employees, and there is an increased risk of poor decision-making. This affects not only the organisation, but also the leader personally, as the sense of mastering one’s work greatly influences wellbeing, and it can quickly trigger a negative spiral if one doubts their own effectiveness. Anja Dahl Pedersen comments on the organisation’s responsibility to create structures that provide a conducive psychosocial working environment for leaders, enabling them to succeed in their leadership tasks.

Although this is, admittedly, easier said than done, Anja Dahl Pedersen offers several recommendations for how leaders can maintain balance:

Five recommendations for ensuring mental health as a leader

1. Clarify your leadership scope and set boundaries

Ensure that your leadership remit is clearly defined, both regarding your mandate and your influence to make decisions and drive change. You can do this by regularly aligning with your own manager about your responsibilities, so you do not expend unnecessary energy. Keep your focus on core tasks and leadership objectives and be explicit in your expectations of employees.

It is also important to be clear about boundaries and sense of urgency. Not being available 24/7 not only provides you with needed respite but also helps to foster a culture that values taking time off to recharge energy for a new working day. Avoid responding to less critical emails outside working hours and put your phone away if you struggle to avoid checking it. You are co-creator of your own availability.

2. Remember also to focus on yourself

Some leaders lose sight of their own wellbeing amidst a busy schedule and the effort to ensure their employees thrive and succeed. If you struggle to find time to prioritise yourself, allocate breaks in your calendar on par with other important tasks. Whether it’s going for a run, knitting, or visiting a friend – whatever generates positive energy for you is secondary, as long as it restores you and helps achieve balance.

Remember too that physical activity, a healthy and varied diet, and especially good and sufficient sleep are important elements in maintaining mental health.

3. Use your manager, leadership team, or mentor for support

As a leader, it is vital that you have opportunities to discuss challenges and difficult decisions with others. Make use of your immediate manager, leadership team, or mentor to talk through issues you find challenging. Help yourself to create a safe space in the leadership group, where it is legitimate to discuss dilemmas, difficult challenges, mistakes, and personal strain.

Psychological safety, where it is possible to talk openly about errors and tough dilemmas, is a fundamental basis for a culture that prevents overload.

4. Recognise your own symptoms and respond promptly

Timely response is essential. Know yourself when you are in balance, so you recognise the early signs of losing balance. Regularly check in with how you are feeling physically and emotionally. Often, family or close friends notice behavioural changes before you do. If you find it difficult to notice these changes yourself, ask your closest contacts how they perceive you when you are too stressed, and encourage them to be specific. You can also ask them to speak up if they notice a marked change you haven’t recognised. In this way, you invite them to give you a nudge if needed.

5. Prioritise time for self-leadership

Allocate weekly time in your calendar for self-leadership as part of your self-care. Use this time to maintain or create an overview of tasks and priority areas. Reflect on whether your employees are heading in the right direction, if there is information to communicate, and what topics you need to discuss with your own manager. You can also take a ‘temperature check’ of your own wellbeing.