For leaders, understanding their own and others’ unconscious bias — whether it’s related to race, age, gender, religion, sexual orientation, language, or communication styles among employees — allows for a company culture that demonstrates respect, acceptance, and inclusion.
Communication is the thread that allows leaders to create a culture of trust and commitment. Poor communication can easily lead to conflict and mistrust, which is both distracting and, according to the research, very costly.
Mindful leaders understand the value of self-management and mastering their time. This enables them to lead by example and inspire their teams to work with clarity, purpose, and higher engagement.
While many successful leaders attribute their success to meditation, many leaders I speak to struggle to to meditate. The reason is: each individual meditates differently. And unless people find the meditation styles that works for them, they aren’t able to commit to a regular practice.
Power stress occurs when leaders become aware of their responsibility and feel pressure to make the right decisions for their teams and organization. Leaving power stress unhandled leads to sloppy management. And that sloppy management is costly.
Mindful leaders embody a conscious leadership that inspires others not through their talk, but through their walk — through mindful actions, choices, and their very presence. They become catalysts. They spark a ripple effect that trickles down into the organization.
What if, instead of taking a reductionist stance, creating minimal programs with minimal effect, we mirrored the complexity of human wellness in our efforts? What if we addressed the physical and the mental with equal and adequate attention? What if we did more?
There may be a million reasons why top-tier management fails, but the primary reason they struggle is that they allow their emotions to get the best of them. To improve workplace culture and increase productivity in your organization, let’s look at what successful managers do to manage their emotions.
Without taking the time to create these intentional values, our businesses are simply throwing darts at a wall. With these values established, we have a bullseye at which we can aim our intentions, decisions, and culture.
There’s a big difference between leading the charge and controlling it. Micromanagement can create toxic work environments, and it’s a shockingly easy mistake to commit. You might be doing it without even knowing.
