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PROMOTING WELLBEING IN YOUR TEAM
Hi there!
Soon we will meet in the training “Empowering managers: promoting wellbeing through supportive leadership and effective dialogue”.
This training isn’t just a standard program we took off the shelf. It’s part of a larger project that began with interviews conducted with ten MUAC stakeholders, including team leaders, the welfare officer, and internal prevention advisors. These interviews provided valuable insights into the challenges and opportunities surrounding wellbeing within MUAC.
Based on these insights, a detailed report was created, which led to three key outcomes:
You are registered for the pilot session, making you the first within MUAC EUROCONTROL to participate in this training. Your feedback during and after the session will be instrumental in refining the program for future participants.
What we already know by now is that you as a leader play an important role in fostering a workplace where team members feel supported, find meaning in their work, and can thrive. However, this impact extends beyond day-to-day interactions—it includes addressing wellbeing proactively and navigating challenges like employee absence and reintegration.
This interactive pilot training introduces five key moments designed to help you engage effectively with your team, prevent work-related stress, and support employees during and after periods of absence. These moments emphasize proactive dialogue, supportive leadership, and tailored approaches to ensure sustainable reintegration.
To tailor this training to your expectations, we kindly ask you to answer 5 short questions. See you soon!
The phrase, ‘If there’s anything, just let me know,’ may come from good intentions, but the effect of such an ‘open door policy’ can unfortunately be counterproductive.
As a leader, you end up only talking to your employees when something isn’t going (or hasn’t gone) well in time.
And often, things have been going wrong for a while before someone gathers the courage to admit that the workload is too much… 🫣
The result? People freeze up, start doubting themselves, and in the worst case, fall into a vicious cycle.
What doesn’t help, but often feels like a natural reflex, is taking over tasks and responsibilities from your employee.
‘Just throw it on my plate!’ Again, this comes from good intentions, but more often than not, it makes the person feel even worse. ❌ Your intervention as a leader can feel like a judgment on their abilities.
What’s better to do instead? Map out the workload together by discussing the causes and possible solutions. 🤝
Put people back in the driver’s seat because regaining control over challenging situations actually gives energy. Reducing tasks alone isn’t always the solution for handling work pressure.
As you can see, managing and discussing work pressure and stress in the right way is a delicate matter. But don’t let that be a reason to avoid these (admittedly tough) conversations.
We’ll talk about it more in the training! See you then.
