Get Curious: Pulse on Well-Being

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Identify

It's important to identify the aspects of mental well-being that you can impact in a work setting.

Evaluating well-being involves understanding deeper patterns of stress, burnout, and emotional strain. Look for common signs of stress, such as irritability, decreased productivity, or frequent absences. Assess burnout by noting exhaustion, disengagement, or a drop in motivation.

A thorough understanding of these indicators—through surveys or informal check-ins—can guide you in providing the right support.

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Reflect

Consider how well you recognize your team's state of well-being.

• How often do you check in on their well-being, beyond work-related matters?
• Do you notice anyone withdrawing or showing signs of burnout, and how are you responding?
• What silent battles might your team be facing?
• What observable signs of stress, such as irritability or fatigue, are showing up in your team members, and how can you respond effectively?
• How are you creating an environment that normalizes talking about well-being?

Talking about mental well-being may feel uncomfortable, which is why it's important to start by building awareness of how you're managing it now.

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Insight: Your Responsibility

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Curiosity is about asking questions and observing. Insight turns those observations into a deeper understanding of what drives well-being and where interventions are needed.

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Hidden Cost of Stress

Stress isn't just uncomfortable—it has real consequences.

Mental health challenges can be triggered by a range of factors: financial pressures, family dynamics, work demands, and the pressure to meet expectations. According to the American Psychological Association (APA), chronic stress significantly contributes to physical health problems, emotional exhaustion, and workplace burnout (APA, 2021). These stressors accumulate, leading to exhaustion and emotional strain.

Addressing the sources of stress can prevent a cycle of burnout and disengagement.

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Burnout's Ripple Effect

76% of employees experience burnout at least sometimes, with 28% feeling burned out 'very often' or 'always' (Gallup, 2020).

When stress increases, cognitive capacity decreases. That means poor decision-making, a rise in absenteeism, and emotional exhaustion—all contributing to lower overall team performance. Burnout doesn't just impact individuals; it affects team dynamics, productivity, and overall morale.

Addressing burnout is crucial to building a strong, engaged, and high-performing team that can weather challenges effectively.

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The Power of Empathy

When leaders actively show support for their team's mental health, they create a culture of safety and trust.

The World Health Organization (WHO) emphasizes that workplace conditions—specifically supportive leadership and psychological safety—play a critical role in reducing mental health challenges. Similarly, a 2022 study by the Harvard Business Review found that employees who felt their managers were supportive of their well-being were 70% less likely to experience burnout. Genuine care, demonstrated consistently, beats any external perk a company can offer.

Empathetic leadership is a powerful tool for building resilient, engaged teams.

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Action: Support Well-Being

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Insight helps us understand the root causes of well-being challenges. Now it's time to put that understanding into practice and make meaningful changes.

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Normalize

Create a psychologically safe space by bringing up well-being during your regular one-on-ones.

A simple, "How are you really feeling?" can open doors to an honest discussion. Keep the tone casual—this isn't an interrogation, it's an invitation. Ask open-ended questions and listen without judgment.

Building a culture where mental health conversations are normalized starts with consistent, genuine efforts from leadership.

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Offer Flexibility

Give your team the power to adjust their schedules as needed.

Whether it’s a flexible start time, a 'mental health half-day,' or simply encouraging people to take breaks, even small gestures can make a huge difference in supporting mental well-being. Flexibility signals trust in your employees' ability to manage their time and responsibilities. Empowering them with choices can lead to increased morale and reduced stress.

The goal is to support your team in maintaining a balance that fosters both well-being and productivity.

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Lead by Example

Be transparent about your own well-being—authenticity builds trust.

Share how you're managing stress or how you're prioritizing rest. Vulnerability is powerful; it gives others permission to do the same. When leaders openly discuss their own challenges and coping mechanisms, it shows that it's okay to address and prioritize well-being.

Leading by example creates an environment where well-being is part of the team's shared values.

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Connect

Shift the focus from output alone to also include meaningful interactions.

Create informal opportunities for connection—whether it’s a virtual coffee break or a no-agenda check-in. Emphasize that it’s okay to be human, even amidst deadlines. Strong relationships within teams lead to better communication and collaboration.

By making time for genuine connections, you foster a sense of belonging that underpins resilience.

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Practice Gratitude

During meetings, intentionally highlight contributions beyond productivity.

Recognize qualities like resilience, empathy, and creativity—the things that are less likely to show up in metrics but mean everything to morale. Gratitude fosters positive emotions, which in turn improves mental well-being. Regular acknowledgment of effort and character helps employees feel valued beyond their work output.

Practicing gratitude regularly cultivates a positive and motivated team environment.

Mental health is complex, but leadership isn’t about fixing every problem—it’s about being there when it matters most, helping to reduce stress, prevent burnout, and alleviate emotional strain at work.

Thank you for joining me this week. Feel free to forward this to someone who might benefit from it.

Here’s to leading with purpose and curiosity!

Cheers,

Del

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