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Top 5 pressures on leaders and managers – 2013

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The latest update of the Top 5 pressures on leaders and managers from the L.E.A.D. Survey highlights that high demand on time and a heavy workload is creating pressure on leaders and managers, impacting their ability to achieve work/life balance.

Q. What would you say are the top five biggest sources of pressure for you (leaders and managers in your organisation) at the present time?

Top 5 Rankings of Pressures on Leaders / Managers Leaders (about self) Managers (about self) Employees (about self)
Balance between personal & work life

=1

=2

=7

Continuously being in demand

=1

4

=6

Increase in their personal workload

3

1

=6

Ensuring effective communication within the organisation

4

6

=3

Quality of staff in the organisation

5

=2

=3

Increasing competition in the marketplace

6

=11

=1

Expectations of customers/clients

=7

5

=1

 

The reaction to pressure for many is to start looking elsewhere for positions that take some of the pressure off or at least afford the individual better ways to manage or cope with pressure. Leaders and managers are no different.

As well as looking to better manage their own pressures to work effectively, leaders and managers need to be observant and identify when the pressure is having a detrimental impact on their people and support them in dealing with it.

So what should leaders and managers do?

  • Tune-in to the nature and extent of pressures being felt by employees at all levels – acknowledge that the pressures you’re feeling are also highly likely to be evident in the worlds of others.
  • Explore avenues to reduce and minimise pressure by working collaboratively on strategies and approaches that meet the individual’s needs.
  • Coach managers and employees in how best to manage personal pressure.
  • Work to identify different avenues to reduce pressure to a manageable level- you will develop a better connection with people and play a more effective supporting role as leader or manager.
  • Be prepared to review and discuss pressure regularly to ensure it remains manageable and acceptable at all levels.
  • Make the goal of achieving the desired work/life balance a goal for every individual and be prepared to flex to meet the needs of all personnel.