How can team leaders address stress without causing more problems?

1. Create an Open and Supportive Culture: Foster an environment where team members feel comfortable discussing their stressors. Encourage open communication about challenges without fear of judgment. 2. Regular Check-Ins: Conduct regular one-on-one or team check-ins to gauge the well-being of team members. Actively listen to their concerns and offer support.

Identifying the main sources of stress within your organisation is a crucial first step. Many employers shy away from asking employees about workplace stress because they fear the response. But in my view asking your employees directly shows you care and that you are willing to listen to whatever they have to say. When surveying employees about stress, it’s useful to include a standardised measure of stress. The results will serve as a clear benchmark against which you can assess the impact of any support or changes you implement. Once you’ve carried out your stress survey you must take action on the results. Employees will lose faith and become disengaged if they complete the survey and you ignore the findings.

Quick points - If the team leader doesn't know, how to handle stress, then, how he or she would be able to address stress without any further cause - So, a leader does - Walk the Talk. - If he or she is a meditator. Follows, deep breathing processes or any Yogic practices which have helped them keep calmess, then of course, they are better poised as leaders to handle stress without any escalations. Isn't? Best...

One of the primary sources of stress at work is the pressure to perform and meet expectations. This can lead to feelings of anxiety and burnout, especially when coupled with a lack of work-life balance. In addition, organizational changes and uncertainty about the future can also cause a great deal of stress for employees. Other common sources of workplace stress include poor communication, ineffective leadership, and a lack of support from colleagues and superiors. All of these factors can have a negative impact on employee well-being and productivity.

It's quite simple: 1. start with "framing": who in your teams experiences stress and in what form? Who is not? 2. formulate a "How might we ...?" challenge in relation to the main stressor(s) and brainstorm and prioritize solutions together as a team. 3. try out the solution(s) with the greatest impact and least implementation effort and review the results together with the team, e.g. monthly over the course of a quarter, to understand whether it is working.

Supportive listening and taking the time to actually ask, listen and share with the team is crucial for addressing stress in teams. Basic human interaction, with honest intentions leads to the team culture that is open, honest, engaging and humane.

Effective and Empathetic Communication: Open, transparent, and empathetic communication is the cornerstone of a thriving workplace. It fosters trust, resolves conflicts, and ensures everyone feels heard and valued.

Kindness and compassion are key. From that place, it is easier to communicate openly and effectively, and truly be a leader of choice. When employees feel even a bit of judgment they never open up fully, rather conceal how they truly feel.

One very effective technique is to use the “daily standup” Each member of the team stands up for just 1-2 min to tell of their progress, challenges and bottlenecks within their role or area of responsibility. This builds confidence, understanding and communication. The manager (listening but not interjecting) uses their intuition and sensing skills to see and hear which team member may need help, then meets with them at a convenient time to work on those areas that have been highlighted.

Leaders should initiate conversations with a tone of care and concern. Effective communication also means listening to understand, not to respond. This helps in building trust, so team members feel comfortable sharing their stresses and struggles. Empathy shows that leaders value their team members' well-being, not just their output.

Delegating according to the employee's zone of genius is the elevated form of delegation. If we only delegate for the sake of it, it could put people in tasks and project that are depleting their energy and causing even more stress than actually lowering it. A great leader gets to know their people and then assigns according to their strengths.

Proper delegation involves matching tasks with the team members’ strengths and capacity, not just dispersing tasks randomly. Empowering them means trusting their decision-making abilities, which can alleviate feelings of helplessness that contribute to stress.

Para líderes en empresas, recomiendo enfáticamente delegar y empoderar a los miembros del equipo. Esto no solo reduce el estrés, sino que también fomenta la autonomía y el crecimiento profesional. Al asignar tareas, considero las habilidades individuales, ofreciendo orientación pero también espacio para la toma de decisiones. Esta práctica no solo alivia la carga de trabajo del líder, sino que también eleva la confianza y la moral del equipo, creando un ambiente de trabajo más dinámico y productivo.

Delegation and Empowerment: Delegating tasks effectively and empowering team members by giving them autonomy not only reduces the workload but also boosts morale and encourages professional growth.

To address stress without causing more problems, team leaders should promote open communication, offer support, clarify expectations, manage workloads, encourage breaks, and provide access to resources but most important... get to know your people and delegate using their talents in their favour. Put them where they can shine!

Aprende a decir “no” A menudo, el estrés surge cuando nos sobrecargamos de responsabilidades y tareas. Aprender a establecer límites y decir “no” de manera asertiva es crucial para proteger nuestro bienestar mental y emocional (Cormillot, 2023).  Esto puede implicar establecer límites claros en tu trabajo, tu vida personal y tus compromisos sociales.  Recuerda, decir “no” jamás significa ser egoísta o insensible. Se trata de cuidar tu salud mental y física, a la vez que reconoces que no puedes hacerlo todo. Además de ayudarte a manejar el estrés, también puede mejorar la calidad de tu trabajo y tus relaciones mientras evitas sentirte constantemente abrumado.

Team leaders should proactively engage in stress prevention by promoting work-life balance in action as well as in words, setting realistic expectations, and acknowledging individual contributions. I've spoken for many prominent organizations on these subjects as well as provided executive coaching for team members. Regular check-ins and one-on-one meetings can provide a platform for team members to discuss potential stressors in a confidential setting. Also implementing stress management, work life balance and self care workshops as well as providing resources for mental health support can be proactive steps for both leaders and team members.

Prevention is always better than cure. 1. Take action to address the main sources of stress within the workplace 2. Educate your employees on the actions they can take to boost their wellbeing and resilience. Taking these steps will help to prevent chronic stress from developing into a major problem for your employees and your business.

Promoting Healthy Habits and Balance: Encouraging a culture that values work-life balance and promotes healthy habits—such as regular breaks, physical activity, and mental wellness initiatives—enhances overall well-being and productivity.

Leaders can set an example by adopting healthy habits themselves and encouraging the team to do the same. This includes taking regular breaks during the workday, leaving the office on time, discouraging after-hours work, and promoting the use of vacation time.

Hardly anybody learned during school, university education or in any company training THE core skill for our VUCA world: self-leadership! Thus it is important that you as leader and decision taker make it a priority to discuss any different elements of self-leadership and train your people accordingly so they have a fair chance to handle their own stress level and / or navigate themselves best possibly

Training and support is fine - but all too often these end up being tick-box events and add-ons that do not accomplish anything. Rather than seeing training and support as add-ons, leaders should work to create an organisation that embodies a culture of emotional intelligence, psychological safety, and a mutually supportive environment. This is not to knock skills-based learning - but integrated practice is the gold standard. Leaders should ideally see the workspace as an opportunity for the personal development and wellbeing of their staff as much as it is for producing whatever widgets it is the workplace produces. We spend too much time in work for it to be otherwise.

Providing Training and Support: Investing in continuous learning opportunities and offering adequate support ensures that team members feel equipped and confident in their roles, ultimately contributing to their success and the company's growth

Working on developing individuals within the team will pay dividends for both parties. “Stretching tasks” which, when well planned, help the team member achieve a greater level of confidence to take on new and more challenging responsibilities and roles. I’ve found these kinds of stretching and challenging trainings boost the individual’s self confidence which can be seen both inside and outside the working environment.

Equip the team with tools and techniques to manage stress better. This could be done through formal training sessions, providing access to time management or mindfulness apps, or even organizing stress management workshops.

Successful stress prevention and management can only be achieved through a collaborative effort between employee and employer. Both have a crucial part to play. The employer must address environmental factors that contribute to stress (e.g. poor working conditions, heavy workloads, unsupportive bosses). The employee must engage in positive wellbeing behaviours (e.g. eat healthily, connect with colleagues, take regular breaks). Both employer and employee need to make an explicit commitment to preventing and reducing workplace stress.

By recognising that they may be among the leading causes of stress!! To deal with this one needs to be: 1. Open and honest while communicating goals. 2. Be open to receive feedback from juniors. 3.Be a team player and step back if required. 4. Be adaptable and open to realign ones working methods.

Additional Considerations: Beyond these core strategies, it's crucial to consider ongoing feedback mechanisms, diversity and inclusion initiatives, and fostering a culture of appreciation and recognition.