Tales From Leadership

What's up, Cadre crew? Just a little early here for my 03:00. I apologize, but I'm actually heading out of town with my family. We're gonna go up to a cabin. Super excited to just get away with the family. But I did want to connect with y'all and drive a message about a plea that I have for you today. And here's my plea for you. That there's this possibility that anytime somebody struggling with mental health, you know, substance abuse, etcetera, struggling at work, right. The very first thing that I want you to do, because usually what ends up happening is they become a distraction.

An employer, group, supervisors, etcetera, which are probably the closest individuals to these individuals, even over spouse, family, you name it. Right. 69% of all individuals actually just did a post on this. 69% of all individuals say that their direct supervisor is most responsible for their overall mental health. So, again, you know, take that into consideration. Right? So as you're the supervisor and you're the colleague that are working with the individuals that are now having individuals that are suffering.

Sufferings, relative. That are struggling under your relative guidance and support, as their direct supervisor, my question to you is this. When individuals become frustrated, when individuals don't necessarily deliver on their goals, objectives in the role of their responsibilities, what. What do you do first? Right? What do you do first? Do you immediately go to a performance improvement plan? Do you immediately go to, you know, a way to, you know, talk about performance with a pip? You know, if your first question is, what is somebody doing wrong, right.

As a leader, you know, what are they doing wrong? Versus how can I help? Right? How can we help? How can we talk about this together? Are you okay? Are you okay? Is there something that I can help do, right, versus immediately going down the performance route of what somebody's not doing at work versus asking them, are they okay? Risa. What up, Dan? Dan, you know how much I love the organizer, man. Junk food junkie. The greatest. The greatest person on the app right now. Let's go, buddy. No. So we just love you guys like crazy.

But, you know, again, I just want to, you know, really lean into this if you're leading people, and the very first thing you do when you see somebody struggling is this punitive approach. I really want you to change your mindset to immediately lean in to asking somebody and sitting down with them on one. On one or otherwise, and asking, are you okay? Are you okay? Is there something I can support you with? Is there some way I can show up for you for a different way. Is there something you need from me?

Do you need some time away? Are you struggling with burnout? You know, employee productivity, all those other things? We want to just. We want to lean so much into performance and employee productivity and and sometimes we have to, like, figure out, like, where that. Where their head and their heart are before we lean into that. So I really want you to take this message today and say, how am I showing up for my other teammates? Am I supporting their mental health? And am I doing it the right way?

Cause again, 70%. Let me say this again, 70% of all individuals work for workforce institute. Study done by UKG say that their direct supervisor is their number one reason for their mental health or lack thereof. Let's lean into supporting people. You guys have an amazing week. Thank you for your time. Tales from leadership. We're out.