Your workplace is a living system. We don’t manage a living system, we nurture its inherent capabilities to thrive and remove any pesky pests.
Leaders need to care enough to learn the skills to manage the emotional and social risks to the team members and organisations are now legislated to help them.
I got so excited about the new Psychosocial legislation (because usually I will just yawn at such things) when I realised that by understanding the risks and then helping your team wrap their head around it – makes us focus more on caring. And being more emotionally intelligent.
Would you invest your personal money in something that was going to give you at least 2.3 the return? I say a hell yes.
That is the ROI for well-being programs in an organisation. If you have a small organisation the ROI can be 14.5 – that’s amazing. I spoke about it in my last newsletter and you can find it here.
Why aren’t we spreading the word and screaming it from the rooftops?
Is it like the marshmallow test in which researchers could pick those that would be more likely to be successful in life because they resisted one marshmallow for the promise of two?
Some of us can’t wait to see future returns and we would rather eat our marshmallow now. You are missing out and so are your team.
It is not engagement and communication tricks that are going to get you a thriving team, it is showing your team you care.
In a longitudinal resource on leader’s who rock impact scores, it was seen that “leaders learned to set the stage and create an environment in which others were willing and able to do the hard work of innovation.”
In 2019 the World Health Organisation declared burn-out to be a workplace phenomenon arising from unmanaged chronic workplace stress. This is why Australia has trailblazed regulating workplaces, so they proactively address the psychosocial hazards.
In case you missed the masterclass on creating a Trauma informed workplace, here are the hazards as listed by Safe work Australia.
- Work experience hazards– violent and aggressive behaviours, poor organisational justice, traumatic event.
- Work design hazards– lack of role clarity, unachievable job demands, low job control, inadequate reward and recognition.
- Social support hazards– poor supervisor support, poor workplace relationships, bullying, harassment.
- Work condition hazards– poor change management, poor physical environment, remote or isolated work.
Creating a culture of safety and care needs a set of leadership skills that are not usually taught in leadership programs.
I wrote about the emotional intelligence that will reduce the impact of these in my book Transformational Nurse Identities: how to revolutionise your leadership.
Caring is emotional intelligence. It is when a leader observes what a person wants and then ‘manages their emotions’. They leave the conversation better than when they entered it.
Leaders need to care enough to learn how to do this and organisations are now legislated to help them.
Book here if you want to set up an obligation free chat. Or email me on michelle @c4consultancy.com.au
Warmly,
Michelle
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