Persistent Leaders Get Tired Too
What are the characteristics of a persistent leader? How to overcome burnout?
There's no doubt that leading a company or team can be incredibly rewarding. But it can also be incredibly taxing – especially if you're working hard to overcome challenges and achieve great things. No one ever said being a leader is easy, but the challenges and demands of the role can often lead to burnout.
But first, what are the characteristics of determined leaders?
They are determined to achieve a goal. Someone who is determined to achieve a goal, no matter what challenges or obstacles they face. This type of leader is often passionate about their cause and driven by a strong sense of purpose. They possess a deep determination to see things through to the end, even when the odds are against them.
They have high standards. They take pride in what they do. They were never satisfied with average or mediocre performance. They have a unique ability to see what needed improvement and make it happen, no matter how difficult the task might have seemed at first glance! Adverse circumstances do not influence their need for perfectionism as they maintained high standards throughout all projects-a quality which made them well worthy of respect from peers & managers alike.
They inspire and motivate. Persistent leaders are skilled at inspiring and motivating other people. They get excited about accomplishing objectives, which inspires others to work hard as well. Their enthusiasm at work is contagious.
They communicate with power. Keeping silent is not an option. They communicate even if they have nothing important to say. Small things like words of encouragement, a thank you note or celebrating small wins. Research says that small acts of compassion toward yourself and others can help eliminate feelings of burnout, whether it is short-term or long-term.
They lead by example. The first to break the mold, these leaders saw change as essential for success. They weren't afraid of trying new approaches and doing things differently--they became role models in courage by being willing to take risks that others may not be able or want to do. They become the champions of change.
They are resilient. Persistent leaders are also typically very resilient, bouncing back quickly from setbacks and using each failure as a learning opportunity. This tenacity and fortitude are two of the most essential characteristics of a persistent leader. Without them, it would be impossible to maintain the necessary level of focus and commitment required to achieve any goal. persistent leaders also tend to be very proactive and resourceful, always looking for new ways to overcome challenges.
They take full responsibility for their actions. They hold themselves fully accountable. If mistakes were made, they take the blame, make corrections, and move on.
Leaders are just human, they are not machines. Ignoring the warning signs of burnout can be detrimental to both you and your team, so it's important to take steps to prevent it from happening in the first place. Keep these ideas in mind, and you'll be able to maintain your high level of productivity while avoiding burnout altogether.
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Fortunately, there are ways to manage and prevent burnout. Here are some useful tips on how to stay well-balanced and energised.
Be human first. You are one after all. The WHO defines workplace burnout as an occupational phenomenon, and we need to take this problem seriously. While the solution is complex (and sometimes difficult), at least part can be solved with common sense. As a matter of fact, according to Gallup, the willingness of a manager to listen and work with their employees is vital in preventing burnout by 62%. If you start putting people first instead of the never-ending treadmill of tasks you may even see a more engaged and productive workforce. In short, leaders must be a human first and a boss second.
Encourage your team to unplug. In the always-on culture of today's workplace, it can be difficult to step away from work - especially if you are encouraged not to do so by your boss. Leaders have a responsibility for setting an example and showing employees how they should disconnect themselves from constant contact with colleagues at all times during busy schedules or vacations alike!
Collaborative Culture. Following on from the point above, one of the reasons people don’t take time off is because they fear what they’ll be coming back to. This wouldn’t be such an issue, however, if key projects were openly shared, discussed, and there was a strong culture of collaboration at the core of every team. Collaboration is key to success. Leadership teams need a collaborative infrastructure where tasks are delegated and shared in order for the team members’ efforts not just be focused on one individual but also on their workloads as well so there isn't too much pressure placed upon any single person or point within your organisation - this way you can avoid failure altogether!
Be more vulnerable. A lot of people may outwardly look like they’re on their A-game. They may give the sense that despite the challenges of recent months they’re rolling with the punches and managing everything that’s thrown at them. However, we may have to dive deeper to dissect presenteeism from reality. Leaders should be aware of the emotional needs and wants of their team members. If someone's personal communication style focuses more on tasks, they may not have time to discuss how things are really going at work with others who've been affected by these circumstances too, but that doesn't mean there isn’t anything wrong or needing improvement. The best thing any leader can do in this instance? Start a dialogue about it so everyone has an opportunity to say what he/she needs from him/herself without fear his true feelings will never come out during work hours. The difficult part is this: dropping the ‘I’m fine’ facade themselves. Because the only way to enable vulnerability in their teams is for leaders to be vulnerable themselves.
Value differences. Burnout is a result of feeling like you can't be yourself or do well in your role. If employees feel like they're constantly having to put on an act, that's exhausting and creates a culture where people don’t trust each other either intentionally or not because there isn't any transparency within the company - which leads back into more burnout territory as well. Leaders who reinforce the kind of narrative that says people should hire like for like, roll out one-size-fits-all initiatives and keep on valuing more work over difference often find themselves struggling to deliver results. However, everyone performs best when they can be their whole self at work each day as it brings creativity into any environment no matter how dire things may seem or what challenges come along down road. A leader's job isn't just about managing operations but creating a culture where employees feel empowered; there needs certain behaviours from top management such as embracing new ideas while encouraging risk-taking which will help boost morale inside your business because you're sending out signals saying this place exists. It’s up to leaders to really celebrate those differences in their businesses so that people don’t burn themselves out trying to fit themselves into a narrow set of expectations.
Burnout is a very real problem for leaders, but it doesn’t have to be the end. There are ways to overcome it and become even more successful.
By understanding the characteristics of a persistent leader and taking steps to prevent burnout, you can stay on top of your game while avoiding some of the negative consequences that come with this type of stress.
If you’re feeling burned out and want help getting back on track, book a call with us. Our team will work with you one-on-one to develop a plan tailored specifically to your needs and goals.
