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Foster and Build Upon a Culture of Well-being
Whether you’re an individual contributor or oversee a school, unit, or team, acknowledge the impact your leadership style can have on your colleagues’ well-being, and how role-modeling can go a long a way in setting the tone of the culture.
Know your values and priorities. Share your unit’s mission statement and yearly goals regularly to help understand the year’s priorities and why they matter, which can be a source of motivation and direction. It also provides guidance for what can or can’t be taken on, or what must wait. Jointly identify tasks or processes that are redundant or could be automated. Focus on clear communication and shared expectations.
Create safe and respected spaces. Having a safe work environment, both physically and psychologically, is essential for workers’ well-being, engagement, and productivity. Some ways to create a respectful workplace include collectively defining your team’s culture, leading by example, incorporating DEIB practices, making decisions as a team, and having regular check-ins.
Be flexible. Flexibility can apply to the team as a whole and individuals alike. If an unanticipated project is added to your team’s workload, consider what can be adjusted, removed, and/or which deadlines can be extended. If an employee needs to update their Workplace Strategy, discuss the plan together, and if changes are implemented, revisit after six weeks to learn how it’s going.
Practice good meeting “hygiene”:
- Instead of a meeting, commit to turning communications that don’t require feedback (e.g., status updates) into a digital vehicle (email, Teams message, etc.).
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Start meetings with a well-being practice and/or with 5 minutes of non-work conversation or activity.
- Send an agenda for the meeting at least 1 day in advance.
- Rotate responsibility for leading the meeting among team members.
- Schedule meetings 5 minutes after the hour and end at least 5 minutes before the hour to give attendees (virtual or on-site) time to re-set between meetings.
Plan vacations as a team. At the start of each quarter, use a team meeting to discuss and plan time off. This can help reduce the stress associated with being out of the office and managing your workload upon returning. Check out these tips from NYU and Employee Benefits News about how to prepare to be out, disconnect, and return to work.
Celebrate accomplishments and each other. Acknowledge team and individual successes, small and large. Understand how each person prefers to be recognized and consider team celebration ideas. A Team User Manual can help inform about preferences and serve as a great team activity.
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