Lizmard Pellicier’s Post

Is burnout the responsibility of the company or the individual? Whose role is it to impose boundaries between work and life when the lines of hybrid working have become so blurred. When discussing this with a senior HR leader last week we explored three dimensions to burnout risk and prevention. Productivity does not mean sustainability. The company: Organizations need an early early warning system as well as the tools and support for those that are aware and vunberable. EAPs (employee Assistance Programs) are often too late in the game to help other than recovery when the aim should be prevention. The company needs to be clearer on its expectations, however the culture or sub culture in high output, low resource environments often drives burnout. For example an employment contract in Europe that is for 40 hours a week could state a maximum of 40 hours a week to guide employees that more than that is NOT OK to be doing more. The leader that cares too much. The individual: In my experience of burnout and that of leaders I coach, it’s the the most dedicated, driven, people pleasing workaholics who are heir worst enemies. They choose to work to long hours, because they are committted, competitive and addicted to work. So for those there is so little self-regulation they are unable to stop or see the damage they may doing to themselves. They need an accountability partner for their own wellbeing that either in the company or is independent of the organisations. You notice that the 9-5ers and the slackers will never suffer from burnout. Toxic inflammation. The third element rarely discussed is toxic employees. Toxic employees drive others to burnout, impact culture and engagement and often go unseen in organisations as their impact is often unoticed or recognised. They can have a profoundly negative impact on all of those around them without it affecting them directly. The rot and cancer that they cause can be cut out but often the damage is done and it’s too late for those infected. When coaching senior leaders I look to uncover what is causing them stress, is it themselves, the company or individuals within the system. Until you identify the cause you are only treating the symptoms and prevention is the only way as cure is not an option. #burnout #risk #leadership #mentalhealth #coaching #toxic

Have you heard this before? "Like a family" can be a red flag for many people when it comes to work! The desire for a healthy work/life balance makes us want separation between work life and family life. While having a closeknit, hardworking, collaborative team environment is great in the workplace, setting boundaries is still essential to preserving your own wellbeing and allowing you to consistently contribute to the team at your best. I admit, I struggle with this one. Do you? Try to remember that there's a reason we're told to put on our oxygen mask first before helping someone else with theirs. Thoughts? #boundaries #worklifebalance #burnout #TEDtalk #insightful

Empowering people and organizations to succeed involves going beyond dogmatic conversations and one sided thinking, it takes inclusive behavior that takes into account our needs, the needs of others and the needs of the organization. This TED talk speaker offers great insights and suggestions related to that, it ultimately clarifies the importance of boundaries, empowering work places, mental health, and our own personal responsibilities to prevent burn out for ourselves and others while promoting an environment of performance, shared goals, and trust and connection. #inclusion #leadership #greatplacestowork #greatpeopletoworkwith

Setting-up healthy boundaries at work is self-care…

What an important aspect to consider in career development! If we can't address our own internal patterns that lead to burnout, a job change will not help. We will repeat that pattern in the new position or workplace. As we work to grow and develop our careers, we must explore this crucial skill before making a big change, and as leaders, we can support our teams' work around establishing and maintaining healthy professional boundaries.

We must all empower our staff to know when to go home. and prioritise their own needs. Too many of us learn the hard way. It is not commitment to work to the point of exhaustion and burnout. Rather, it is a waste of valuable resource both for the individual (in terms of health and wellbeing) and the employer (the work still needs to be done when the staff member burns out). As managers and leaders, it is our job to help restore balance to the lives of our staff by demonstrating balance in our own work practices.

I recently watched a TED Talk by Gloria Chan Packer called "Work is Not Your Family," and it really struck a chord with me. Gloria talks about how calling your workplace a "family" can be harmful and lead to burnout. She stresses the need for setting clear boundaries to protect our mental health. In her talk, Gloria explains that while it's good to build strong relationships with colleagues, thinking of work as a family can create unrealistic expectations and emotional stress. She offers practical tips to help us see work differently and set boundaries between our jobs and personal lives. One important point she makes is that boundaries aren't meant to be restrictive; they're there to help us live balanced and fulfilling lives. By setting these boundaries, we can make sure our work doesn't take over our personal time and well-being. If you haven't seen this talk yet, I highly recommend it. It's a great reminder to take care of our mental health and set healthy boundaries. [Watch the TED Talk here](https://lnkd.in/ghPY3idV).

Well it passes my Linkedin, and it is insightful. So I reshare it for you. Rather than tell “work is like a family” to your team, you can do other approaches as below: 1) Get clear in your communication 2) Learn and model healthy boundaries 3) Empower mental health for yourself and others I recall that I’ve done some of them during my work and leadership experiences. Thanks for adding it up to my reference. Enjoy. #leadership #management #workingenvironment #nonstoplearning #sharetokeep

Sorry to burst your bubble but, your colleagues are not your family, well, unless they REALLY are. Calling a workplace “family” can create manipulation, unrealistic expectations, and toxic environments, making it a flawed metaphor. Here’s why; ↳ Manipulation and Guilt - It can be used to make employees feel guilty for taking personal time or pursuing better opportunities, creating an unequal dynamic ↳ Unrealistic Expectations - It sets unrealistic expectations for relationships and obligations that aren’t present in genuine family bonds. ↳ Lack of Accountability - It can lead to issues being ignored to maintain harmony, fostering toxic cultures. ↳ Exclusion and Bias - It can reinforce exclusionary practices and traditional gender roles. ↳ Unrealistic Comparison - Work and family are fundamentally different, and comparing them can blur personal and professional boundaries. If still in doubt, watch the talk below; And read up more of this on HBR here: https://lnkd.in/dczU4XEB #WorkplaceCulture #Leadership #EmployeeWellbeing #WorkLifeBalance #ToxicWorkplace #ProfessionalBoundaries #InclusiveWorkplace #EmployeeEngagement #OrganisationalCulture #FutureIfWork

Here is the one question you should ask yourself. Would you be willing to give your life for your company, team, or job like you would do for a child or parent? If the answer is no, read on.