Leadership Impact on Health Outcomes

The Hidden Cost of Poor Leadership (It's not just performance. It's mental health.) A global survey of 3,400 employees by the Workforce Institute at UKG found that 69% of people say their manager has more impact on their mental health than even doctors (51%) and therapists (41%). Because managers don’t just manage deliverables. They shape how safe, seen, and supported you feel at work. The wrong manager can create anxiety, doubt, and disconnection. The right one? Can unlock energy, creativity, and growth. Here are 5 subtle but powerful ways managers influence mental health - And what conscious leaders do differently: 1️⃣ Micro-control → Erodes trust Every task questioned, every decision second-guessed. It tells people: I don’t trust you. ✅ Do this instead: Shift from control to clarity. Give context, not just instructions - and space for autonomy. 2️⃣ Lack of feedback → Creates anxiety Silence doesn’t feel neutral. It feels like uncertainty. Unspoken feedback becomes internalized fear. ✅ Do this instead: Normalize feedback as care. Make it frequent, specific, and forward-looking. 3️⃣ Unclear expectations → Fuel confusion and self-doubt When goals shift without warning, or roles are blurry, people question their worth. ✅ Do this instead: Set clear priorities and revisit them regularly. Clarity = psychological safety. 4️⃣ No recognition → Kills motivation When effort goes unseen, people stop showing up fully. They start surviving instead of thriving. ✅ Do this instead: Celebrate wins - big and small. People don’t need trophies. They need to feel seen. 5️⃣ Emotional inconsistency → Creates instability Mood-based leadership keeps people on edge. They start managing you instead of their work. ✅ Do this instead: Regulate yourself before you lead others. Stability is a gift you give your team. ✨ Leadership isn’t just what you do. It’s how people feel around you. 👉 Lead like it affects their nervous system - because it does. What’s one leadership habit that makes you feel safe? 🔁 Repost if you believe leading well is part of caring well. ➕ Follow Bhavna Toor for more on conscious leadership.

We can roll out all the wellbeing apps, “Lunch & Learn” seminars and wellbeing days we like, but if the fundamentals aren’t in place, these initiatives simply won’t move the needle. To put it bluntly, these initiatives can often be a complete waste of invested funds, time and energy. Here’s what the research tells us: According to WorkWell Leaders, a leader’s wellbeing has the single biggest impact on employee wellbeing. In fact, it's more than any other initiative. In fact, leaders’ leader wellbeing is 11 times more impactful than stress management programmes and four times more effective than wellbeing apps in improving organisational outcomes. (see- https://lnkd.in/gQ8-V4NR) So, what undermines all those great intentions? 🚶🏻Leaders who don’t walk the talk. (Let’s be honest, it’s hard to ignore a Saturday 4pm email from your boss.) 🥱 Promoting people who are already burnt out or chronically exhausted. 📋 Unmanageable workloads that make “wellbeing” feel like just another item on an endless to-do list. 🦺 An absence of psychological safety: when speaking up about stress or overload isn’t safe or supported, a poor culture of wellbeing (and performance) perpetuates itself. 👩🏽💼 And let’s add: a culture that celebrates busyness over boundaries, and “resilience” over real rest. The contagion effect is real. When leaders model healthy boundaries, prioritise recovery, and genuinely care for their own wellbeing, it gives everyone else permission to do the same. But when exhaustion, overwork and stress are the norm at the top, they ripple through the entire organisation and can have devastating impacts not only employees' wellbeing but also their performance and productivity. So investing in the wellbeing of your leaders is of critical importance. If we want meaningful, sustainable change, we need to start with leadership. Because wellbeing isn’t a program...it’s a culture. How are your leaders modelling wellbeing right now? If you're a leader, what are you doing to role model and support genuine wellbeing in your workplace? #PoweredUpPerformance #Leadership #WellbeingAtWork #WorkplaceCulture #SustainableSuccess #WorkWellLeaders #SpaciousSuccess

Proud to share my latest article published in Forbes: Lifestyle Medicine for Leaders: The Hidden ROI of Health As leaders, we obsess over quarterly results, growth targets, and performance metrics 📊 Yet one of the most overlooked drivers of sustainable success? Our own Health 💪 In this piece, I dive deep into how: 🎯 Investing in sleep, nutrition, movement, and stress management creates measurable ROI for leaders 🚀 Health isn't a personal indulgence, it's your secret strategic advantage 🌟 When leaders model wellbeing, they build healthier, more resilient teams and thriving organisations The research is undeniable: peak performance starts with peak health. But most executives are missing this critical connection 🧩 I'm grateful to contribute this perspective in my role as Workplace Wellbeing Lead at Forbes Coaches Council and to continue advancing Lifestyle Medicine beyond the clinic into boardrooms, C-suites, and leadership culture 🏢 What's been your experience? Have you seen the ripple effects when leaders prioritise their Health? 👇 🔗 Read the full article: https://lnkd.in/eeQBkQRS #Leadership #LifestyleMedicine #HealthROI #WorkplaceWellbeing #ExecutiveHealth #Forbes #HealthyLeadership #BusinessStrategy`,

A few years ago, I worked with a hospital that was struggling with high turnover rates and low morale. People simply didn't feel valued or heard. Our strategy was aimed at reshaping organizational culture, and we believed the key to this transformation was leadership development. We coached leaders on conducting regular one-on-one check-ins with team members, which provide opportunities to discuss progress, address concerns, and invite feedback. We stressed the need for leaders to recognize people for their efforts and the pivotal role they play in the organization. We guided leaders on fostering psychological safety, ensuring an inclusive environment where everyone feels comfortable sharing ideas and asking questions. Over time, things started to change. People not only felt recognized, but they also began to communicate more openly, bring forward ideas, express concerns, and collaborate. Morale rose, turnover decreased, and quality improved. This transformation aligns with what neuroscience teaches us. Our brains naturally thrive in environments that foster trust, respect, and positivity. Leaders who tap into this understanding not only create better work environments but also elevate overall team performance. I encourage healthcare leaders to focus on the culture they are building. See the difference it makes in your teams and the care your patients receive. Strong teams and strong cultures lead to outstanding results, which means a healthier healthcare system for all. Have you experienced a similar transformation in your organization? What have you found effective in boosting culture? Share below! #Healthcare #Leadership #teamwork #Leadershipdevelopment

After leading hundreds of healthcare workers across 5+ orgs, I can predict team failure from the first meeting. The warning signs are subtle but consistent. At the companies we've built, I learned to spot dysfunctional team dynamics before they destroyed patient care. Here's what I watch for and how I intervene: Red Flag #1: The "That's Not My Job" Culture Early sign: Staff won't cover basic tasks outside their role Impact: Patients suffer during transitions and emergencies My intervention: Cross-train everyone on core functions, rotate responsibilities monthly Red Flag #2: Heroic Individual Contributors Early sign: One person handling all complex cases alone Impact: Single points of failure, team skill stagnation My intervention: Mandate case collaboration, no solo complex decisions Red Flag #3: Meeting Fatigue Without Action Early sign: Same problems discussed repeatedly without resolution Impact: Decision paralysis, staff disengagement My intervention: 48-hour action requirement for all meeting decisions Red Flag #4: Upward Problem Delegation Early sign: Staff bringing problems without proposed solutions Impact: Leadership bottlenecks, reduced team autonomy My intervention: "No problem without three potential solutions" rule Red Flag #5: Patient Complaints Treated as Anomalies Early sign: Dismissing feedback as "difficult patients" Impact: Systemic quality issues go unaddressed My intervention: Monthly patient feedback review with action plans The Intervention Framework That Works: Week 1: Individual skill assessment and gap identification Week 2: Clear role definition with overlap responsibilities Week 3: Decision-making authority documentation Week 4: Patient feedback integration into workflow Results: Staff turnover dropped Patient satisfaction scores increased to over 98% Clinical quality metrics improved across all measures Time to resolution for patient concerns decreased 70% The difference between high-performing and failing healthcare teams isn't talent. It's systems that either amplify individual strengths or expose team weaknesses. Many healthcare leaders try to fix people. I fix the systems that shape behavior. ⁉️ Healthcare leaders: What early warning signs have you seen in struggling teams? How did you address them? ♻️ Repost if you believe healthcare team dysfunction is preventable 👉 Follow me (Reza Hosseini Ghomi, MD, MSE) for proven healthcare leadership strategies

Have you ever worked under a leader who drained your energy, crushed morale, and made the workplace unbearable? Toxic leadership isn’t just bad for morale—it directly fuels burnout, workplace deviance, and organizational cynicism. If left unchecked, it leads to high turnover, disengagement, and a broken culture. A scientific study published in BMC Nursing (2024) analyzed 243 nurses across three hospitals and found that toxic leadership significantly increases emotional exhaustion and workplace deviance . 📊 Key Findings: 🔹 Toxic leadership leads to a 16% increase in workplace deviance—including absenteeism, gossip, and even unethical behavior. 🔹 Emotionally exhausted employees are 30% more likely to disengage and contribute less to organizational success. 🔹 Cynical employees stop believing in leadership, further amplifying toxic workplace behaviors. 🚀 How to Lead Without Toxicity & Build a Healthy Workplace ✅ Recognize the Signs of Toxic Leadership Before It’s Too Late 📌 How? Watch for micromanagement, public humiliation, and self-serving behaviors in leadership. Anonymous feedback surveys can help uncover hidden leadership issues. HR should implement structured coaching programs for managers with low trust scores. 📊 Impact: Companies that address toxic leadership reduce turnover by 35% and improve job satisfaction by 40% . ✅ Prevent Emotional Exhaustion Through Smart Leadership Practices 📌 How? Implement reasonable workloads and predictable schedules to reduce burnout. Train managers to communicate with empathy, not control. Offer mental health support and resilience training—healthy employees make better teams. 📊 Impact: When leaders prioritize well-being, employee engagement increases by 28% and productivity by 22% . ✅ Eliminate Organizational Cynicism & Rebuild Trust 📌 How? Be transparent about company decisions—employees don’t trust what they don’t understand. Hold leaders accountable for their behavior, not just their results. Foster a culture of recognition and appreciation to counteract negativity. 📊 Impact: Organizations with high trust see 50% fewer cases of workplace deviance and stronger team cohesion . 🏆 The Bottom Line: Leadership Defines Culture Toxic leadership doesn’t just harm individuals—it destroys entire teams and cultures. Companies that take a proactive approach to leadership development, well-being, and workplace trust create environments where employees thrive and perform at their best. 📖 Ahmed, A. K., Atta, M. H. R., El-Monshed, A. H., & Mohamed, A. I. (2024). The Effect of Toxic Leadership on Workplace Deviance: The Mediating Effect of Emotional Exhaustion and the Moderating Effect of Organizational Cynicism. BMC Nursing, 23(669), 1-14. 👉 Have you ever dealt with a toxic leader? How did it impact your work? Let’s discuss in the comments! ⬇️ #Leadership #ToxicLeadership #HR #WorkplaceCulture #EmployeeWellbeing #Retention #Trust

Navigating Modern Healthcare: Leadership Strategies for Excellence and Improved Outcomes In today's rapidly evolving healthcare landscape, leaders face unprecedented challenges in delivering high-quality care while managing operational complexities. To drive excellence and improve patient outcomes, healthcare executives must adopt a multifaceted approach that balances innovation, efficiency, and compassionate care. At the forefront of effective healthcare leadership is the embrace of data-driven decision making. By implementing robust health information systems and leveraging advanced analytics, leaders can identify trends, anticipate challenges, and make evidence-based decisions. This approach not only enhances operational efficiency but also contributes to improved patient care through more accurate diagnoses and personalized treatment plans. Patient-centered care remains a cornerstone of modern healthcare delivery. Leaders must foster a culture that prioritizes patient experience and satisfaction, implementing shared decision-making models that empower patients in their healthcare journey. This patient-first approach, combined with advancements in personalized medicine, can significantly improve treatment outcomes and patient satisfaction. Quality improvement initiatives are crucial for maintaining high standards of care. By establishing clear quality metrics, implementing continuous improvement methodologies and fostering a culture of safety, healthcare organizations can reduce errors and enhance overall care quality. Technology integration presents both opportunities and challenges for healthcare leaders. While innovative technologies can improve care delivery and accessibility, leaders must ensure these tools are implemented thoughtfully, maintaining the crucial human element in patient care. Cost management remains a perennial challenge in healthcare. Leaders must navigate the shift towards value-based care models, optimizing resource allocation while reducing waste and inefficiencies. This delicate balance is essential for maintaining financial sustainability without compromising care quality. By focusing on these key areas, healthcare leaders can navigate the complex challenges of modern healthcare delivery, driving operational excellence while improving patient outcomes. As the healthcare landscape continues to evolve, adaptable and visionary leadership will be more important than ever in shaping a healthcare system that is both efficient and compassionate.

📉 High demands + low control = high stress. But there’s good news: we can flip the equation. 🧠 Working 55+ hours per week raises the risk of ischemic heart disease by 17% and stroke by 35%, compared to a 35–40 hour workweek (WHO & ILO, 2021). However, increasing job autonomy—giving people more say over how and when they work—can reduce stress and protect mental health. In a UK study of over 12,000 employees, those with higher autonomy reported significantly greater happiness and job satisfaction. And among healthcare workers, those with low autonomy were 163% more likely to experience burnout symptoms. If you’re a leader, try asking: ✨ “What aspects of your work energize you—and how can we create more space for that?” Because healthy workplaces begin with human-centered heart-aligned leadership. #JustOneHeart #MindHeartScience #WorkplaceWellbeing #LeadershipDevelopment #BurnoutPrevention

This morning, I was interviewed about how the role of leaders and managers impacts the mental health of first responders and professional helpers. The primary distinction between a leader and a manager lies in their positioning within an organization and their respective scopes of responsibility. Managers typically oversee teams directly, ensuring tasks are executed proficiently and goals are met. On the other hand, leaders operate at a higher level, focusing on crafting strategic visions, inspiring innovation, and guiding those who manage teams. While leaders shape the overarching direction, managers play a crucial role in implementing plans and driving day-to-day operations forward. Together, they form a dynamic partnership essential for organizational success. Although this is the case, as a keynote speaker, I am not aware whether a leader, manager, or aspiring leader is in attendance during my program. So, I focus on a vicarious-trauma-informed approach, no matter their role. Here's the bottom line: create a flexible workplace, maintain a positive attitude, look for moments of awe, focus on boundary development, and have peer-to-peer support. Also, learn how to listen well and how to be self-compassionate when morally injured. In this morning's interview, I left them with this: delve into the critical roles of leaders and managers in shaping the mental health of first responders and professional helpers. Leaders, through their strategic vision and support, can establish a culture of well-being and resilience. By fostering open communication, providing resources for self-care, and prioritizing mental health initiatives, leaders can empower their teams to navigate the challenges they face with greater resilience. Meanwhile, managers or supervisors play a role in implementing these strategies on a day-to-day basis, ensuring that support systems are integrated into the fabric of the organization. Together, their efforts make a profound difference in promoting the mental health and overall well-being of those on the front lines of emergency response and caregiving. In Gallup's Clifton Strengths April Newsletter, they included a diagram on "What Followers Need From Leaders." This is a valuable resource that highlights key attributes and behaviors that followers seek from their leaders to feel motivated, engaged, and supported. These qualities include trustworthiness, compassion, hope, and stability. The diagram emphasizes the importance of leaders leveraging their strengths to inspire and empower their teams, ultimately fostering a culture of collaboration and growth. This visual aid provides valuable insights for both leaders and aspiring leaders looking to enhance their leadership effectiveness and build stronger relationships with their teams. #suicide #compassionfatigue #vicarioustrauma #lawenforcement #leadership

Leadership in healthcare is changing—and it starts way before the C-suite. That's why I was excited to speak with Leon Moores, a neurosurgeon and seasoned healthcare leader who literally wrote the book on physician leadership for the US Army. As a West Point graduate who became both an officer and surgeon in the Army, Leon brings a unique perspective on how leadership impacts healthcare outcomes. He argues that leadership training needs to start in medical school and explains why managing yourself is key to influencing others. His insights on leading under stress are particularly valuable—not just for healthcare, but for any field where precision matters and lives are at stake. Leon makes a compelling case for why every doctor is actually leading every day—whether they realize it or not. We discussed: 🔸 Why leadership isn't just for those with formal titles 🔸 How physician leadership directly impacts patient outcomes 🔸 Leading effectively under stress 🔸 Why medical schools need to rethink leadership training 🔸 The power of managing yourself first Leadership in medicine matters. It’s not just theory--it’s about saving lives. 🎧Listen to our interesting conversation by finding the link to this week’s episode in comments below. #healthcare #leadership #physicianleadership #medicaleducation #CEOontheGoPodcast