‘Companies need to create and invest in long-term strategies for developing healthy, thriving teams, much like they already do in the areas of finance, operations, and technology.’
‘Your teams won’t reach their full performance potential until you uncover and address the root source of chronic stress and disengagement and address them, before actively seeking to incorporate the root drivers of thriving and high performance.’
‘Leaders need to be aware of the tension that workplace policies create within the ABC needs, specially between autonomy and belonging, and find intentional ways to develop both.’
‘It’s important for leaders to identify the root cause of workload and overcommitment.’
‘Don’t be afraid to have conversations with your internal and external clients and customers about workload priorities.’
‘Developing great teaming practices, timeboxing top priorities, conducting meetings audits, and other simple strategies can provide outsized stress relief to your team.’
‘Employees crave meaning and values alignment in their work experiences.‘
‘Speaking in the language of an employee’s values can help them to prioritize their work and more clearly see the impact they are making.’
‘Sticky recognition leads to mattering. There are important business and well-being outcomes that occur when a person feels like they matter at work.’
‘Saying thank you ‘plus’ is one of the best ways to convey sticky recognition.’
Source:
Paula Davis (2025). Lead Well: 5 Mindsets to Engage, Retain, and Inspire Your Team
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