If you are like most people, you're facing unprecedented levels of daily stress. Working harder than ever before has become the norm. While we can point fingers at staffing levels, remote work, and rapid technological upheavals, there's a deeper issue at play. The pursuit of happiness has morphed into over-scheduled calendars, feelings of inadequacy, and dwindling time for real relationships. Businesses can't afford to ignore the holistic impact of workplace stress. It's not just about those under stress - evidence suggests it's a trillion-dollar problem affecting all of us. The complexity can be overwhelming, creating uncertainty about the best course of action. What's the answer? Here are ten often hidden workplace stressors and one game-changing step every leader can take to create a healthier and better workplace. Why you need a workplace stress reduction strategy Managing long-term stress can lower your risk for conditions like heart disease, obesity, high blood pressure, and depression. According to a study by the Mayo Clinic, the personal and organizational side-effects of executives experiencing long-term stress and burnout include: broken relationships substance abuse depression decreased customer satisfaction reduced productivity increased employee turnover Employees are stressed out. A global study of 14,800 knowledge workers across 25 countries revealed: 49% of leaders and 42% of non-managers are struggling with anxiety 74% of those surveyed are looking to company leadership for help dealing with workplace stress. The costs of workplace stress and burnout are severe for individuals and organizations. Manufacturing organizations like General Motors report spending more on healthcare than they do on raw materials for their products. A recent study to quantify the costs of workplace stress found that workplace stressors in the United States account for more than 120,000 deaths per year and approximately 5-8% of annual healthcare costs. Here is a recent TedTalk on the surprising cost of workplace stress. Also, we are more connected to each other than we may recognize, and stress is an emotional contagion. Evidence suggests that co-workers can spread stress within a workgroup. For example, someone on your team who is feeling down enters a meeting. Within a few minutes, the entire team's emotions  begin to mimic their behaviors and non-verbal expressions. The following short NPR video discusses how emotions are contagious. The American Association of Psychology polled more than 1500 employees in the US and found: 87% believe their employer can take action to improve their mental health 59% experienced adverse impacts of work-related stress 44% intend to leave their current company in the next year 21% had a hard time focusing at work “Oh, you hate your job? Why didn’t you say so? There’s a support group for that. It’s called everybody.” George Carlin Workplace stressors There is a long and rich history of research into workplace factors with the potential to create stress for leaders. Here is a list of ten common stressors: Role Ambiguity— A common stressor in the workplace is unclear roles and responsibilities. Whether being asked to do more with less or reporting to a new leader, when leaders feel inefficient and are unsure how to prioritize their work, it creates stress. Self-doubt— Questioning your knowledge, skills, and abilities can result in feelings of being a fraud. Being assigned a task for the first time and not hearing any feedback can amplify these feelings and create anxiety. Organizational Culture Misalignment – A lack of alignment or conflict between the company and personal values. Mergers and acquisitions can be a common source of this stress. For example, when a company values rapid decision-making, and the leader prefers strategic thinking, it can add misalignment stress. Expectations Conflict— Starting your day feeling like you cannot win is not good. When leaders are handed a scorecard that can't be executed with the current team's capabilities, it creates stress. Role Overload - This type of stress occurs when you are given too much to do and expected to deliver it on time and with high quality. It is unrealistic and stressful. Inadequate Resources - A lack of staff, tools, materials, equipment, information, and other resources needed to complete the job. When budgets are reduced, investments are delayed, and expectations are not adjusted, it is common to feel stressed from a lack of resources. Work-Life Boundary Mismanagement— In the distraction economy, many  leaders have given up on managing work-life boundaries . However, evidence suggests that not committing to managing personal and professional expectations increases stress. Stalled Career -  Dissatisfaction with career growth opportunities and a lack of hope for a better future. Role potential stress can lead to increased turnover and decreased workplace effort. Isolation - When you are alone and feel disconnected from others, you can feel you lack the support needed to succeed. The opposite is team cohesion. This is when members are committed to one another and collectively to a task, mission, or cause. Underemployment – Feeling like you have more to offer than the company currently asks of you. Career transitions, reorganizations, and outsourcing job responsibilities can leave leaders stressed from wanting more out of their work. How gratitude makes a difference Grateful leaders experience less stress, and expressing gratitude helps both the giver and the receiver. Gratitude is a positive emotion that balances a negative mindset . Many studies link gratitude with improved health, increased happiness, and decreased anxiety and depression. An interesting recent study found that those who wrote gratitude letters showed greater activation in their brain's medial prefrontal cortex when they experienced gratitude in the fMRI scanner three months later. This evidence indicates that simply expressing gratitude may have lasting positive effects on your brain. Similar to the saying, you are what you eat. If you allow only negative thoughts and feelings into your life, it is harmful to your well-being. Consider the negative emotion of envy. It is impossible to be both envious and grateful at the same time. Gratitude helps create a barrier to negative thoughts and feelings. The following short video explains some of the science behind why gratitude matters. Feeling appreciated is linked to well-being and employee performance.  A study involving over 1700 working adults revealed that those who feel valued by their leader are likelier to report higher levels of physical and mental health, engagement, satisfaction, and motivation than those who do not. What is gratitude? According to the American Psychological Association, gratitude is a sense of thankfulness and happiness in response to receiving a gift, either a tangible benefit given by someone or a fortunate happenstance. "Gratitude is not only the greatest of virtues but the parent of all the others." – Cicero. Gratitude consists of an affirmation of goodness and a source outside of ourselves. Gratitude involves both the ability to acknowledge the good in your life and feeling a sense of thankfulness. Empathy, kindness, and love  are closely related to the virtue of gratitude. Take the following six-question survey to determine and benchmark your likelihood of experiencing gratitude. The following video is from Robert Emmons, the creator of the survey. In it, he addresses what gratitude means. Getting Started Step #1: Cultivating Your Attitude of Gratitude Cultivating an attitude of gratitude is something we can all do and is a healthy leadership habit. The best way to get started is to make gathering and giving gratitude easy and gradually increase the practice. Gratefulness.io  is an app that makes getting started easy. I have used it for a few years and found it effective in cultivating an attitude of gratefulness. The app will send you a simple daily prompt asking you about what you are grateful for, and it stores your responses in a private online journal. What you record can be as simple as what comes to your mind or a purposeful reflection on something good that happened that day and why you felt good. I find scrolling through my journal very encouraging, and it also serves as a way for me to track my progress. Stop. Look. Go.  The following video explains how to get started practicing gratitude. It begins by getting quiet, looking through our senses, and then taking the opportunity presented. If you are feeling stuck about how to get started or have tried to cultivate an attitude of gratitude, executive coaching can help. Coaches work with their clients to foster a mindset shift and implement practical strategies toward meaningful goals, including gratitude-related ones. Through thought-provoking partnerships, coaches guide clients to reflect on achievements and strengths while deepening awareness and appreciation. Getting Started Step #2: Expressing Gratitude to Others Giving gratitude reduces your stress, makes you happier, and improves relationships. After listing what you are grateful for each day, take a few moments to practice giving gratitude. Not only will reflecting and journaling what you are thankful for make you happier, but showing appreciation will multiply the positive effects on your emotions. Simply send a thank you note or, better yet, deliver it and say thank you in person. Here is a simple template from Mental Health America. So, what is the real workplace stress challenge for you and your organization? References: APA. (2021). Facing compounding stressors, many American workers plan to change jobs in coming year. American Psychological Association. Doolittle, J. (2023). Life-changing leadership habits: 10 proven principles that will elevate people, profit, and purpose. Organizational Talent Consulting. Gallup. (2022). State of the global workplace 2022 report. Gallup. Harms, Zhang, J., & Perrewé, P. L. (2020). Entrepreneurial and small business stressors, experienced stress, and well being . Emerald Publishing Limited. Joshi. (2005). Stress from burnout to balance . Response Books. Williams, N. (2016). Top ten types of workplace stress. Bartell and Bartell.

Exceptionally talented leaders are life-long learners. The most creative leaders are at the helm of the most successful organizations, constantly driving innovation and growth. Approximately 50% of annual US GDP growth is attributed to innovation by economists. Yet several studies suggest that disruptive innovation has declined since 1970. The wave of change driven by artificial intelligence and the evolving dynamics between employers and employees is reshaping the competitive landscape. Medal of Freedom recipient Eric Hoffer wisely noted, "In times of change, learners inherit the earth." Have you considered the skills you need to develop to stay ahead? Does your business strategy encompass the factors likely to shape the future? Here are three future-ready leadership traits, two ways to extend your strategic foresight, and one leadership habit to spark a brighter future for you and those you lead. Why being a life-long learner matters during times of change Most economists believe that a more efficient workforce leads to competitive advantage and lowers the costs of goods and services. As the world changes, people and businesses must change too. Advances in technology always attract attention because of their potential effect on employment. The scale and speed of advances in artificial intelligence and robotics have raised fears about the possibility of widespread job displacement in the near future because these advances are fundamentally different from previous technological advances. Employees with less education who handle routine tasks, such as cashiers or file clerks, are at the highest risk of job automation. Nevertheless, automation is expected to have broad impacts. Experts predict that between 9% and 47% of jobs might be automated in the future. You likely know someone who has personally experienced the impact of technology-assisted work or had their work replaced by innovation. Automation is everywhere and is a controversial employment topic. This video and news clip of an automated McDonald's went viral with people on both sides of the debate. Evidence suggests that more than 40% of the required skills in three-quarters of jobs have changed over the past three years, indicating that the future of the workplace involves change. Economists are mixed on the employment impact of automation. A recent MIT study revealed that wages in the U.S. have declined by 0.42%, and the employment-to-population ratio has declined by 0.2 percentage points for each robot added per 1,000 workers. None of this is to minimize the hardships experienced by displaced workers. However, robotics and AI may be simply another in a long A.I.ne of waves of innovation whose effects on employment will unfold at rates comparable to those in the past. Leadership and organizational development are essential investments in realizing your organization's potential and preparing the next generation. Becoming future-ready is a clear benefit for today's leaders. Falling behind in a fast-changing workplace is career-limiting and a competitive threat to your business. Although the amount of change today may feel overwhelming, it is essential to never give up on the person you can become. Check out this motivational video for some encouragement. 3 Future-ready leadership characteristics Leadership qualities are not something you are either born with or not. The following future characteristics may seem complex and challenging to articulate, much less measure. However, executive coaching and assessments offer deep insights into areas that, with attention, can lead to enhanced potential. When you think about the future of work and consider the leadership skills and qualities you will need technical and analytical skills will likely come to mind. According to a study by McKinsey & Company, you are justified in thinking this way . It is projected that by 2030, in the US and Europe, the time spent during a workweek on information technology and programming tasks will increase the most. While some skills will be less in demand, it is essential to consider the human leadership skills that remain in the technology-driven workplace. Leadership is a relationship, and technology is changing the relationship. Selfless love, humility, and data-driven decision-making are a few timeless leadership skills and qualities to enhance your leadership effectiveness: Leadership Characteristic #1: Selfless Love Without selfless love, the best of what might be is impossible for you and others. When leaders adopt a selfless love worldview, they desire to bring out the best in their followers by giving them the best of themselves . A couple of the most significant challenges leaders will continue to face in the future are retaining top talent and creating inclusive workplaces that bring out the best in all employees. Selfless love cultivates an organizational culture where healthy and caring leader-follower relationships break down the adverse effects of our differences. Selfless love enhances organizational commitment, productivity, job performance, and emotional well-being. Leaders who emphasize selfless love bring out the best in how people think, act, and feel in the workplace, leading to success and significance both personally and professionally. Leadership Characteristic #2: Humility Humble leadership behaviors reduce costs and increase revenue. Humility is a demonstrated lever for sustainable company development, enhancing employee innovation, team empowerment, company performance, and self-improvement. After analyzing 1435 companies over forty years, leadership guru Jim Collins concluded that humility and professionalism are the most transformative executive leadership characteristics. Humble leaders recognize and are self-aware of their strengths and weaknesses. They appreciate others and believe that life is less about themselves and more about the greater good. Humble leaders walk the line between self-confidence and over-confidence. They can be both competitive and ambitious. Humble leaders are not weak and indecisive. Leadership Characteristic #3: Data-Driven Decision-Making Innovations enable businesses to make sense of the chaos and complexity in the world. Technology is creating massive amounts of data with the potential to create a competitive advantage or overwhelm and paralyze leaders. Data-driven decision-making has become somewhat of a buzzword as many leaders and organizations aim to be data-driven. It is when leaders use facts extracted from data and metrics to guide business decisions that support business goals rather than relying on experience, intuition, and stories alone. Data analytics provide leaders with new insights and understanding of how to transform their business. Using data enables organizations to optimize operations, reducing costs and increasing revenue. Cognitive and predictive analytics go one step further, allowing organizations to transform quickly during market changes. Embracing data-driven decision-making cuts through the haze that comes from relying on intuition. 2 Ways to Ignite Strategic Foresight The past few years have made it abundantly clear that no one can completely predict the future. Strategic foresight can offer some valuable insights when rethinking the future of leadership. “Skate to where the puck is going to be, not where it has been.” Wayne Gretzky Strategic foresight is a systemic view of change, considering all possible changes. It aims not to predict the future but to enable better decision-making and preparedness. Here are two practical steps to extend strategic foresight about what you will need to be able to do that you can’t yet do: Step 1: Get curious about potential challenges and opportunities facing your business over the next few years. Network with peers and colleagues. Do some of your investigating of business trends. It is easy to focus narrowly on the work and lose sight of where it is going. It is essential in this first step to avoid narrowing in on any potential trend too soon. You may find it helpful to use the strength , weakness, opportunity, and threat (SWOT) analysis to categorize the trends you identify. When doing this assessment, don’t be overly optimistic or pessimistic, but focus on what is likely: Consider what poses the greatest opportunity and risk for the business? Ask yourself, what strengths do I have that could be leveraged? Where do I need to improve to meet the challenges and opportunities identified? Step 2: Now, you are ready to focus and explore your shortlist of trends. Consider the impact and likelihood as you consider each point. Zero in on the more likely and critical challenges and opportunities. Ask yourself: What skills and qualities are needed by leaders to be ready for the potential challenges? What are the strengths I can leverage? Where is my real challenge? What trends and learning opportunities do I want to focus on? 1 Future-ready leadership habit Reflection is critical to build a brighter and better future for yourself and those you lead. Adequate reflection involves doubting, pausing, and being curious about the ordinary. Reflection improves critical thinking capacity . Critical thinking helps leaders navigate daily volatile, uncertain, complex, and ambiguous situations in every business. It is the ability to use cognitive skills and strategies to increase the probability of the desired outcome when problem-solving. Critical thinking for executive leadership is required for businesses to grow, increase speed, and achieve sustainability. There is a saying in the military that if you fail to plan, you plan to fail. The following are some tips to embed reflection into your leadership habits. Journaling has been demonstrated to be incredibly impactful on leader-follower relationships, clarity of purpose, and improving new skills. Like building any habit, start small and tie it to an existing habit, like a routine, before you leave the office for the day. Critical reflection should be a social process and is most successful when collaborative. Leaders need to understand how followers perceive their actions. Leadership books, articles, and assessments can enable you to examine a particular situation from different points of view, supporting critical reflection. Here is a bonus link to " The Five Best Resources ," an assembled collection of my top five favorite books from thought leaders on change management, coaching, culture, innovation and creativity, leadership style, servant leadership, and strategic planning. Conclusion: Are you a future-ready leader? In today’s fast-changing workplace, failing to consider what you need to be able to do that you can’t yet do puts you and your team at risk of being left behind. A good place to start is by getting curious about the challenges and opportunities you will face in the future and taking an honest assessment of your strengths and weaknesses. While technology and innovations are making some skills less in demand, human leadership skills will remain in the technology-driven workplace. Selfless love, humility, and data-driven decision-making are timeless leadership skills that enhance effectiveness. A habit of critical reflection unlocks a massive opportunity for you and your organization. It is achieved by developing the ability to doubt, pause, and be curious about the ordinary. So, as you think about the future, what do you need to commit to learning that you can’t yet do? References Acemoglu, D., & Restrepo, P. (2020). Robots and jobs: EvidenceU.S.rom US labor markets. Journal of Political Economy. BLS. (2022). Growth trends for selected occupations considered at risk from automation. Monthly Labor Review. Collins, J. C. (2001). Good to great: Why some companies make the leap--and others don't. HarperBusiness. Doolittle, J. (2023). Life-changing leadership habits: 10 proven principles that will elevate people, profit, and purpose . Organizational Talent Consulting. Ferris, R. (1988). How organizational love can improve leadership. Organizational Dynamics, 16 (4), 41-51. McKinsey Global Institute. (2016). Skill shift: Automation and the future of the workforce. McKinsey & Company. Mulinge, P. (2018). Altruism and altruistic love: Intrinsic motivation for servant-leadership. The International Journal of Servant-Leadership, 12 (1), 337-370.

Could gratitude be a secret weapon to transform your stress-filled workplace? In tough times, negativity can spread like wildfire, leaving your team living for the weekend. Emotions are social contagions. Minor issues escalate quickly to critical concerns. After a while, compounded complexity and stress harm performance and employee well-being. Today's employees are looking to leaders for more help. Evidence suggests that 72% of leaders feel used up at the end of their day, a significant increase from two years prior. This is where the power of gratitude makes all the difference. Often forgotten in tough times, gratitude can restore a positive mindset, acting as a positive social contagion. Discover how you can make gratitude your leadership superpower with these three practical tips. Why gratitude matters Gratitude is a positive emotion that brings balance to a negative mindset . Many studies link gratitude with positive personal benefits, such as: Improved health Increased happiness Decreased anxiety Decreased depression Likewise, evidence suggests that feeling appreciated is linked to well-being and employee performance. Those who feel valued by their leader are more likely to report higher levels of: Physical and mental health Engagement Job satisfaction Intrinsic motivation Here is a short video that explains the science behind why gratitude matters. If you immerse yourself in the daily news, the future of work appears dire – supply chain constraints, geopolitical conflict, inflation, and historic labor shortages are projected to persist. Employees are stressed out, and the costs of workplace stress and burnout are high . To quantify workplace stress costs , a recent study found that workplace stressors in the United States account for more than 120,000 deaths per year and approximately 5-8% of annual healthcare costs. The Mayo Clinic found that the personal and organizational side effects of stress include: broken relationships substance abuse depression decreased customer satisfaction reduced productivity increased employee turnover Stress is an emotional contagion. Research has demonstrated that co-workers can spread stress within a workgroup. For example, someone on your team who feels down enters a meeting. Within a few minutes, the entire team's emotions mimic their behaviors and non-verbal expressions. The following short NPR video discusses how emotions like stress are contagious. What does leadership gratitude look like? According to the American Psychological Association, gratitude is a sense of thankfulness and happiness in response to receiving a gift, either a tangible benefit given by someone or a fortunate happenstance. "Gratitude is not only the greatest of virtues but the parent of all the others." – Cicero. As a leader, the practice of gratitude consists of affirming the goodness of others. A habit of gratitude involves acknowledging the good and feeling thankful. While distinctly different, empathy, kindness, and love are closely related to the virtue of gratitude. Effective leadership is more than making someone do something. It is about the selfless influence of others and the ability to bring out the best in others. Here is a good video from gratitude expert Robert Emmons addressing gratitude. We can all cultivate an attitude of gratitude. Evidence suggests that it is best to start by making gathering and giving gratitude easy. Here are three tips for building a habit of gratitude. Gratitude Habit Tip #1: Stop. Look. Go. The following video presents how practicing gratitude begins by getting quiet, looking through our senses, and then taking the opportunity presented. Gratitude Habit Tip #2: Make it easy When building a habit it is consistency and not intensity. Have you got an app for that? Gratefulness.io is a tool that makes getting started easy. I have used this tool for a few years and found it helpful for building an attitude of gratitude. The app will send you a simple daily prompt asking you about what you are grateful for, and it stores your responses in a private online journal. What you record can be as simple as what comes to your mind or a purposeful reflection on something good that happened that day and why you felt good. I find the reminders Gratefulness.io sends of what I was grateful for from my journal very encouraging , and a way for me to track over time. Gratitude Habit Tip #3: Give it away Giving gratitude makes you happier. After listing what you are grateful for each day, take a few moments to practice giving gratitude. Not only will reflecting and journaling what you are thankful for make you happier but giving appreciation will multiply the positive effects on your emotions. Simply send a thank you note or, better yet, deliver the thank you note or say thank you in person. How important do you think gratitude is for you and your team as you look ahead to what experts suggest will be another challenging new year, and what is the real gratitude challenge for you? References: Adecco. (2021). Resetting normal: Defining the new era of work 2021 [PDF]. The Adecco Group. APA. (2012). APA survey finds feeling valued at work linked to well-being and performance. Doolittle, J. (2023). Life-changing leadership habits: 10 Proven principles that will elevate, people, profit, and purpose. Organizational Talent Consulting. Goh, J., Pfeffer, J., & Zenios, S. (2016). The relationship between workplace stressors and mortality and health costs in the United States [PDF]. Management Science. Harvard Medical School. (2021). Giving thanks can make you happier. Harvard Health Publishing. McCullough, M. E., Emmons, R. A., & Tsang, J. (2002). The grateful disposition: A conceptual and empirical topography. Journal of Personality and Social Psychology, 82 (1), 112-127. The Gratefulness Team. (2021). What is Gratitude? A Network for Grateful Living

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DR. JEFF DOOLITTLE Executive Coach BIO SCHEDULE A MEETING DOWNLOAD BIO Dr. Jeff Doolittle is an executive coach and human capital consultant who specializes in elevating leaders and empowering organizational excellence. With over 25 years of experience partnering with Fortune 500 executives and global organizations, Jeff has a reputation for developing high-trust relationships and leveraging people insights and the latest research to challenge the status quo and create measured growth. Before starting Organizational Talent Consulting, Jeff held executive talent management and organizational development roles within multiple industries, such as pharma manufacturing, healthcare, retail, food service, and distribution. In these for-profit and non-profit organizations, he led a range of human capital transformation initiatives in support of strategic goals such as: Culture Building Employee Experience Leadership Competency Frameworks Organizational Design Performance Improvement Succession and Workforce Planning Strategic Planning Jeff received his Doctorate in Strategic Leadership from Regent University and his MBA from Olivet Nazarene University. He is an International Coaching Federation executive coach and holds advanced certifications in leadership assessment, performance management, and strategic workforce planning. Dr. Doolittle is also the author of Life-Changing Leadership Habits: 10 Proven Principles That Will Elevate People, Profit, and Purpose. Outside of his professional endeavors, Jeff enjoys spending time with his family hiking and scuba diving. He lives with his wife in Byron Center, MI, where he started a community service organization that has helped hundreds of people recover from life’s hurts, habits, and hang-ups. WHY I COACH I believe we are all created with unique gifts that can change the world, and I enjoy helping bring out the best in others. In my career, I have had the opportunity to receive an excellent education and experience firsthand some great coaches and leaders. It’s a privilege to give back what I have received. I believe your relationships make a difference in the life you live and your career; emotions and performance are contagious, and we are all more effective when we have a coach. WHAT YOU CAN EXPECT I will provide a safe, fun, inspirational, and challenging environment optimal for personal growth. What is shared with me stays with me, and I will always have your personal and professional goals as my goal. We will use the GROW model coaching approach and, as needed, powerful assessment insights. We will regularly measure progress to make course corrections and achieve sustainable results. WHAT I EXPECT FROM YOU I expect you will get involved and be willing to consider new ways of thinking. You will be open and honest with me about your personal and professional goals. You will share details that will provide insights into your coaching goals. Subscribe to Our Site Receive fresh Ideas to stimulate individual, team, and organizational effectiveness SUBSCRIBE Thanks for subscribing!