The journey of leadership is fraught with challenges, ranging from navigating organizational crises to the relentless demands of day-to-day operations. At times, the pressure intensifies, making the role of a leader one of balancing composure and decisiveness under extraordinary circumstances. Here’s the recent data:
Manager Burnout
- Prevalence: Studies indicate that between 40% and 50% of managers are experiencing burnout, with the constant pace of change and new demands contributing significantly to this trend.
- Impact on Retention: Burnout among managers is linked to increased turnover intentions, with affected individuals more likely to consider leaving their positions.
- Future Outlook: Projections for 2025 suggest a potential “manager crash,” resulting from prolonged unaddressed burnout and insufficient support systems.
However, burnout isn’t merely a personal issue—it’s a leadership crisis. Leaders who fail to manage their mental health not only jeopardize their own well-being but also risk losing the situational awareness and capacity needed to identify and address burnout within their teams.
To thrive as a leader under pressure, self-discipline, emotional intelligence, and unwavering commitment to personal and team well-being are non-negotiable. Leaders must prioritize their mental resilience, fostering environments that support growth and adaptability, while maintaining the clarity to guide their teams through uncertainty.
The Power of Emotional Intelligence and Self-Awareness
Thriving under pressure begins with emotional intelligence (EI). Leaders with high EI can regulate their emotions, even in the face of chaos, while maintaining an acute awareness of the emotional climate within their teams. As Shawn Brady, entrepreneur and financial wellness advocate, notes, “Leaders equipped with emotional intelligence build trust and reassurance during turbulent times.” In our experience at EXCELR8 working with leadership teams worldwide, high emotional intelligence in leaders and managers (which can be developed) drives measurable business outcomes such as higher sales and increased employee retention.
Self-awareness is equally critical. Leaders who recognize their own stress triggers and vulnerabilities can proactively manage their mental health, ensuring they have the capacity to support their teams. This vigilance extends to fostering empathy, allowing leaders to discern when team members are struggling. It’s not enough to be attuned to one’s own emotions—leaders must also be able to identify burnout within their teams, providing the resources and support needed to navigate tough seasons.
Communication as the Anchor
Clear, transparent communication is the lifeline of effective leadership, particularly under stress. High-pressure situations amplify the need for clarity, as ambiguity can lead to confusion and derail productivity. “One of the most important roles any leader can play is that of ‘dot-connector,’” says Larry Clark, emphasizing the value of helping employees contextualize their roles within the broader organizational mission. A profound understanding of how one’s role contributes to mission success, coupled with a deep emotional connection to that mission, serves as a cornerstone for cultivating resilience in high-stress environments.
This clarity fosters a culture of trust and alignment. Leaders who excel in communication not only articulate goals but also provide the “why” behind decisions. By connecting individual tasks to the overarching mission, they empower their teams to focus on what truly matters, eliminating distractions and fostering unity.
A Growth Mindset: Adapting and Learning Through Adversity
A growth mindset is a cornerstone of resilient leadership. Leaders who view challenges as opportunities for learning rather than insurmountable obstacles approach adversity with creativity and curiosity. This mindset transforms pressure into a catalyst for innovation and development.
Jacqueline Brassey and Michiel Kruyt of McKinsey & Company highlight that effective crisis management hinges on a leader’s ability to balance two crucial perspectives: external realities (“facts on the ground”) and internal self-awareness (“body and mind”). This dual focus enables leaders to remain composed under pressure, projecting a sense of stability that their teams can mirror. As a Navy SEAL combat veteran, I can assure you this is true. By embodying a growth mindset, leaders not only demonstrate adaptability in action but also cultivate a workplace culture that embraces challenges as opportunities, empowering the entire organization to thrive amidst uncertainty and change.
Returning to Core Values
In moments of profound stress, core values serve as an unwavering compass. These values anchor leaders, enabling them to make principled decisions even when expediency tempts them to compromise. “Staying grounded in core values provides a consistent and reliable foundation for teams,” says Brady.
By aligning actions with the organization’s mission and vision, leaders inspire trust and loyalty. Core values remind leaders—and their teams—of their shared purpose, reinforcing a sense of stability and direction during tumultuous times.
Leaders Must Lead Themselves First
Thriving under pressure isn’t solely about managing external challenges; it’s about cultivating internal resilience. Leaders must prioritize their own well-being with the same urgency they apply to organizational performance. A leader who is burnt out cannot effectively serve their team, let alone inspire it. By investing in their mental health and fostering environments that value self-care and support, leaders ensure they have the capacity to guide others through high-pressure situations.
Great leadership under pressure isn’t about eliminating stress; it’s about transforming it into a driving force for growth and success. By mastering emotional intelligence, honing communication, embracing a growth mindset, and staying true to their core values, leaders can navigate even the most challenging circumstances. The path isn’t easy, but it’s the hallmark of impactful leadership—an enduring commitment to self-mastery and service to others.
Three Things to Consider
1 – How well do you manage your own burnout and mental health?
Reflection: Burnout is not just an individual struggle—it’s a leadership challenge that affects your ability to serve your team effectively. Leaders who neglect their mental health risk losing the situational awareness and capacity needed to recognize and address burnout within their teams.
Action: Schedule regular self-check-ins to assess your mental well-being. Prioritize activities that recharge you, such as exercise, meditation, or spending time with loved ones. Treat self-care as a strategic priority, not a luxury.
2 – How effectively are you connecting individual roles to the broader mission?
Reflection: Employees are more resilient and engaged when they understand how their contributions drive mission success and feel emotionally connected to that mission. Clear communication of the “why” behind tasks and decisions fosters alignment and purpose.
Action: Make it a habit to articulate the mission and vision in team meetings. Use storytelling to illustrate how specific roles and tasks impact organizational success. Ensure every team member understands their value within the bigger picture.
3 – Do you model a growth mindset for your team?
Reflection: Leaders who view challenges as opportunities for growth set the tone for how their teams respond to adversity. A growth mindset fosters creativity, resilience, and a willingness to embrace change as a pathway to improvement.
Action: When facing challenges, openly share your thought process with your team, highlighting how you approach obstacles with curiosity and adaptability. Encourage team members to share their ideas and solutions, reinforcing a culture where challenges are seen as opportunities to innovate and improve.