Latest news with #ModernHealth
Yahoo
20 hours ago
- Health
- Yahoo
The Rising Cost of Living Is Becoming a Mental Health Crisis for Young Employees
Modern Health's new workplace report finds 75% blame financial stress for fueling burnout and hurting productivity, 79% sacrifice mental health to meet work demands and 96% want preventative mental health support SAN FRANCISCO, July 23, 2025--(BUSINESS WIRE)--A new report from Modern Health, a global premium mental health solution provider, reveals a troubling picture of how Gen Z and Millennial employees are faring: only 16% rate their current mental health as excellent, with the vast majority grappling with anxiety fueled by economic uncertainty and financial stress that is taxing work productivity and personal time. In a survey of 1,000 American professionals aged 18 to 44, 79% not only feel anxious from economic uncertainty, concerningly they are also sacrificing their mental health to meet work demands. "Our latest report reveals that many of today's young workers are quietly pushing through mounting mental health challenges just to keep up at work," said Matt Levin, CEO of Modern Health. "They're not getting the support they need, which should be a wake-up call for employers. We can't afford to wait until someone is in crisis to act—we need to meet people earlier, with care that's proactive, adaptive, and designed to support the mental health of entire workforce populations." Anxiety is the New Cost of Living Financial anxiety and economic uncertainty are a key driver of mental health challenges for today's employees. Three in four say financial stress is fueling their burnout and hurting their productivity, 76% say financial anxiety is disrupting their sleep, mood and energy and directly impacting their productivity at work, and 68% say financial anxiety regularly interferes with their ability to do their jobs effectively. Financial and economic concerns are also dissuading employees from taking positive professional and personal actions in their lives. A resounding 74% of employees say they've delayed taking time off work due to financial concerns, while more than half (55%) have postponed seeking mental health care for the same reason. Even more concerning, 69% say they're staying in toxic job environments or avoiding necessary career changes due to economic fears. Repercussions of Hustle Culture The report reveals a troubling level of skepticism among younger employees when it comes to their employers' commitment to mental health. A striking 71% believe their employer uses mental health initiatives to mask a toxic culture, while 61% describe their company culture as flawed. Over half (53%) say their employer encourages self-care but makes it nearly impossible to practice. This erosion of trust is potentially fueling an unhealthy pace of work and worsening mental health in the workplace. A high majority (79%) say they routinely sacrifice their mental health to keep up with work demands, and 77% admit to checking emails during PTO, or avoiding time off altogether for fear of falling behind. Even when employees do take time off, 68% report feeling guilty, worrying it will be viewed as unproductive, or admit feeling pressure to "power through." Just 21% of employees say they can truly unplug without pressure from work. Alarmingly, 77% say they've worked through a mental health crisis because they felt they couldn't take a break. "The disconnect employees feel between their mental health needs and the realities of the workplace is a signal—not of failure, but of opportunity," said Dr. Jessica Watrous, Senior Director of Clinical Research & Scientific Affairs at Modern Health. "Many employers are doing their best to support well-being, but employees are still feeling pressure to be 'always on,' even when it impacts their health. By creating cultures that enable people to truly unplug and ask for help without guilt, organizations can build the kind of trust and resilience that helps both people and businesses thrive—especially in today's unpredictable environment." The Mental Health Care Gap and the High Cost of Inaction One of the most urgent challenges in workplace mental health today is the gap between when employees need support and when they actually receive it. The desire for early access to resources—before one is in crisis—is widespread, with a staggering 96% wanting access to preventative mental health support as a workplace benefit and 94% stating that they believe it would make a positive difference in their work lives. Spotlighting the growing care gap, 58% of employees admit they've waited until symptoms became unmanageable before getting help. The incentive for employers to close this gap is clear. Employees overwhelmingly believe access to preventative support would make a meaningful difference: 52% say they would feel more positive about their company, 51% say it would boost their productivity, and 49% believe it would help them avoid burnout altogether. And it's not just employees—99% of Gen Z and Millennial managers agree that workforce mental health programs positively impact overall business goals with almost half (49%) stating they directly influence business performance and results. For companies that fail to meet these needs, the stakes are high. More than half (52%) of respondents say they've considered quitting their job to protect their mental health—a clear signal that action is no longer optional. Worryingly, 1 in 7 young workers are actively searching for a new job for this very reason. "It's not surprising to hear that younger employees want mental health support before they're in crisis—it's something we see every day," said Alison Borland, Modern Health's Chief People and Strategy Officer. "For many, caring for their mental health is part of how they stay balanced and show up at work and in life—and they expect their employer to support that. Mental health can't just be treated as a problem to fix after it escalates. It needs to be a strategic priority, which means offering proactive, personalized support that evolves with people's needs. At Modern Health, we call this adaptive care—and it's not only the right thing to do for employees, it's a proven way to retain top talent and reduce healthcare costs." To learn more, download the full report here. About Modern Health Modern Health is a global leader in adaptive mental health care, dynamically offering multi-modal mental health support that delivers meaningful outcomes at a sustainable, predictable cost. With therapy, psychiatry, coaching, community groups, self-guided tools, and crisis support we dynamically create individualized care journeys to address a spectrum of mental health needs and preferences with culturally responsive providers in 200+ countries and territories and 80+ languages. Backed by peer-reviewed research and a proprietary blend of technology and live support, Modern Health delivers measurable outcomes, globally equitable access, and sustainable pricing. Our industry-leading Adaptive Care Model and dedicated, human centered, operationally tuned, customer success partners make us a trusted partner for organizations worldwide. Visit us at to learn how we can help you optimize your people and your business. Methodology Modern Health commissioned this scientific random sample of 1,000 U.S. adults (aged 18-44). This group was surveyed between June 5, 2025 and June 6, 2025. All respondents are currently employed for wages, confirmed by consumer-matched data. Sampling was calibrated to obtain a representative demographic sample aligned with U.S. workforce statistics. DKC Analytics conducted and analyzed this survey with a sample procured using the Pollfish survey delivery platform, which delivers online surveys globally through mobile apps and the mobile web along with the desktop web. No post-stratification has been applied to the results. View source version on Contacts press@
National Post
a day ago
- Health
- National Post
The Rising Cost of Living Is Becoming a Mental Health Crisis for Young Employees
Article content Modern Health's new workplace report finds 75% blame financial stress for fueling burnout and hurting productivity, 79% sacrifice mental health to meet work demands and 96% want preventative mental health support Article content SAN FRANCISCO — A new report from Modern Health, a global premium mental health solution provider, reveals a troubling picture of how Gen Z and Millennial employees are faring: only 16% rate their current mental health as excellent, with the vast majority grappling with anxiety fueled by economic uncertainty and financial stress that is taxing work productivity and personal time. In a survey of 1,000 American professionals aged 18 to 44, 79% not only feel anxious from economic uncertainty, concerningly they are also sacrificing their mental health to meet work demands. Article content Article content 'Our latest report reveals that many of today's young workers are quietly pushing through mounting mental health challenges just to keep up at work,' said Matt Levin, CEO of Modern Health. 'They're not getting the support they need, which should be a wake-up call for employers. We can't afford to wait until someone is in crisis to act—we need to meet people earlier, with care that's proactive, adaptive, and designed to support the mental health of entire workforce populations.' Article content Anxiety is the New Cost of Living Article content Financial anxiety and economic uncertainty are a key driver of mental health challenges for today's employees. Three in four say financial stress is fueling their burnout and hurting their productivity, 76% say financial anxiety is disrupting their sleep, mood and energy and directly impacting their productivity at work, and 68% say financial anxiety regularly interferes with their ability to do their jobs effectively. Article content Financial and economic concerns are also dissuading employees from taking positive professional and personal actions in their lives. A resounding 74% of employees say they've delayed taking time off work due to financial concerns, while more than half (55%) have postponed seeking mental health care for the same reason. Even more concerning, 69% say they're staying in toxic job environments or avoiding necessary career changes due to economic fears. Article content Repercussions of Hustle Culture Article content The report reveals a troubling level of skepticism among younger employees when it comes to their employers' commitment to mental health. A striking 71% believe their employer uses mental health initiatives to mask a toxic culture, while 61% describe their company culture as flawed. Over half (53%) say their employer encourages self-care but makes it nearly impossible to practice. Article content This erosion of trust is potentially fueling an unhealthy pace of work and worsening mental health in the workplace. A high majority (79%) say they routinely sacrifice their mental health to keep up with work demands, and 77% admit to checking emails during PTO, or avoiding time off altogether for fear of falling behind. Even when employees do take time off, 68% report feeling guilty, worrying it will be viewed as unproductive, or admit feeling pressure to 'power through.' Just 21% of employees say they can truly unplug without pressure from work. Alarmingly, 77% say they've worked through a mental health crisis because they felt they couldn't take a break. Article content 'The disconnect employees feel between their mental health needs and the realities of the workplace is a signal—not of failure, but of opportunity,' said Dr. Jessica Watrous, Senior Director of Clinical Research & Scientific Affairs at Modern Health. 'Many employers are doing their best to support well-being, but employees are still feeling pressure to be 'always on,' even when it impacts their health. By creating cultures that enable people to truly unplug and ask for help without guilt, organizations can build the kind of trust and resilience that helps both people and businesses thrive—especially in today's unpredictable environment.' Article content The Mental Health Care Gap and the High Cost of Inaction Article content One of the most urgent challenges in workplace mental health today is the gap between when employees need support and when they actually receive it. The desire for early access to resources—before one is in crisis—is widespread, with a staggering 96% wanting access to preventative mental health support as a workplace benefit and 94% stating that they believe it would make a positive difference in their work lives. Spotlighting the growing care gap, 58% of employees admit they've waited until symptoms became unmanageable before getting help. Article content The incentive for employers to close this gap is clear. Employees overwhelmingly believe access to preventative support would make a meaningful difference: 52% say they would feel more positive about their company, 51% say it would boost their productivity, and 49% believe it would help them avoid burnout altogether. And it's not just employees—99% of Gen Z and Millennial managers agree that workforce mental health programs positively impact overall business goals with almost half (49%) stating they directly influence business performance and results. Article content For companies that fail to meet these needs, the stakes are high. More than half (52%) of respondents say they've considered quitting their job to protect their mental health—a clear signal that action is no longer optional. Worryingly, 1 in 7 young workers are actively searching for a new job for this very reason. Article content 'It's not surprising to hear that younger employees want mental health support before they're in crisis—it's something we see every day,' said Alison Borland, Modern Health's Chief People and Strategy Officer. 'For many, caring for their mental health is part of how they stay balanced and show up at work and in life—and they expect their employer to support that. Mental health can't just be treated as a problem to fix after it escalates. It needs to be a strategic priority, which means offering proactive, personalized support that evolves with people's needs. At Modern Health, we call this adaptive care—and it's not only the right thing to do for employees, it's a proven way to retain top talent and reduce healthcare costs.' Article content To learn more, download the full report here. Article content About Modern Health Article content Modern Health is a global leader in adaptive mental health care, dynamically offering multi-modal mental health support that delivers meaningful outcomes at a sustainable, predictable cost. With therapy, psychiatry, coaching, community groups, self-guided tools, and crisis support we dynamically create individualized care journeys to address a spectrum of mental health needs and preferences with culturally responsive providers in 200+ countries and territories and 80+ languages. Backed by peer-reviewed research and a proprietary blend of technology and live support, Modern Health delivers measurable outcomes, globally equitable access, and sustainable pricing. Our industry-leading Adaptive Care Model and dedicated, human centered, operationally tuned, customer success partners make us a trusted partner for organizations worldwide. Article content Visit us at to learn how we can help you optimize your people and your business. Article content Methodology Article content Modern Health commissioned this scientific random sample of 1,000 U.S. adults (aged 18-44). This group was surveyed between June 5, 2025 and June 6, 2025. All respondents are currently employed for wages, confirmed by consumer-matched data. Sampling was calibrated to obtain a representative demographic sample aligned with U.S. workforce statistics. DKC Analytics conducted and analyzed this survey with a sample procured using the Pollfish survey delivery platform, which delivers online surveys globally through mobile apps and the mobile web along with the desktop web. No post-stratification has been applied to the results. Article content Article content Article content Article content Article content
Business Wire
a day ago
- Health
- Business Wire
The Rising Cost of Living Is Becoming a Mental Health Crisis for Young Employees
SAN FRANCISCO--(BUSINESS WIRE)--A new report from Modern Health, a global premium mental health solution provider, reveals a troubling picture of how Gen Z and Millennial employees are faring: only 16% rate their current mental health as excellent, with the vast majority grappling with anxiety fueled by economic uncertainty and financial stress that is taxing work productivity and personal time. In a survey of 1,000 American professionals aged 18 to 44, 79% not only feel anxious from economic uncertainty, concerningly they are also sacrificing their mental health to meet work demands. 'Our latest report reveals that many of today's young workers are quietly pushing through mounting mental health challenges just to keep up at work,' said Matt Levin, CEO of Modern Health. Share 'Our latest report reveals that many of today's young workers are quietly pushing through mounting mental health challenges just to keep up at work,' said Matt Levin, CEO of Modern Health. 'They're not getting the support they need, which should be a wake-up call for employers. We can't afford to wait until someone is in crisis to act—we need to meet people earlier, with care that's proactive, adaptive, and designed to support the mental health of entire workforce populations.' Anxiety is the New Cost of Living Financial anxiety and economic uncertainty are a key driver of mental health challenges for today's employees. Three in four say financial stress is fueling their burnout and hurting their productivity, 76% say financial anxiety is disrupting their sleep, mood and energy and directly impacting their productivity at work, and 68% say financial anxiety regularly interferes with their ability to do their jobs effectively. Financial and economic concerns are also dissuading employees from taking positive professional and personal actions in their lives. A resounding 74% of employees say they've delayed taking time off work due to financial concerns, while more than half (55%) have postponed seeking mental health care for the same reason. Even more concerning, 69% say they're staying in toxic job environments or avoiding necessary career changes due to economic fears. Repercussions of Hustle Culture The report reveals a troubling level of skepticism among younger employees when it comes to their employers' commitment to mental health. A striking 71% believe their employer uses mental health initiatives to mask a toxic culture, while 61% describe their company culture as flawed. Over half (53%) say their employer encourages self-care but makes it nearly impossible to practice. This erosion of trust is potentially fueling an unhealthy pace of work and worsening mental health in the workplace. A high majority (79%) say they routinely sacrifice their mental health to keep up with work demands, and 77% admit to checking emails during PTO, or avoiding time off altogether for fear of falling behind. Even when employees do take time off, 68% report feeling guilty, worrying it will be viewed as unproductive, or admit feeling pressure to 'power through.' Just 21% of employees say they can truly unplug without pressure from work. Alarmingly, 77% say they've worked through a mental health crisis because they felt they couldn't take a break. 'The disconnect employees feel between their mental health needs and the realities of the workplace is a signal—not of failure, but of opportunity,' said Dr. Jessica Watrous, Senior Director of Clinical Research & Scientific Affairs at Modern Health. 'Many employers are doing their best to support well-being, but employees are still feeling pressure to be 'always on,' even when it impacts their health. By creating cultures that enable people to truly unplug and ask for help without guilt, organizations can build the kind of trust and resilience that helps both people and businesses thrive—especially in today's unpredictable environment.' The Mental Health Care Gap and the High Cost of Inaction One of the most urgent challenges in workplace mental health today is the gap between when employees need support and when they actually receive it. The desire for early access to resources—before one is in crisis—is widespread, with a staggering 96% wanting access to preventative mental health support as a workplace benefit and 94% stating that they believe it would make a positive difference in their work lives. Spotlighting the growing care gap, 58% of employees admit they've waited until symptoms became unmanageable before getting help. The incentive for employers to close this gap is clear. Employees overwhelmingly believe access to preventative support would make a meaningful difference: 52% say they would feel more positive about their company, 51% say it would boost their productivity, and 49% believe it would help them avoid burnout altogether. And it's not just employees—99% of Gen Z and Millennial managers agree that workforce mental health programs positively impact overall business goals with almost half (49%) stating they directly influence business performance and results. For companies that fail to meet these needs, the stakes are high. More than half (52%) of respondents say they've considered quitting their job to protect their mental health—a clear signal that action is no longer optional. Worryingly, 1 in 7 young workers are actively searching for a new job for this very reason. 'It's not surprising to hear that younger employees want mental health support before they're in crisis—it's something we see every day,' said Alison Borland, Modern Health's Chief People and Strategy Officer. 'For many, caring for their mental health is part of how they stay balanced and show up at work and in life—and they expect their employer to support that. Mental health can't just be treated as a problem to fix after it escalates. It needs to be a strategic priority, which means offering proactive, personalized support that evolves with people's needs. At Modern Health, we call this adaptive care—and it's not only the right thing to do for employees, it's a proven way to retain top talent and reduce healthcare costs.' To learn more, download the full report here. About Modern Health Modern Health is a global leader in adaptive mental health care, dynamically offering multi-modal mental health support that delivers meaningful outcomes at a sustainable, predictable cost. With therapy, psychiatry, coaching, community groups, self-guided tools, and crisis support we dynamically create individualized care journeys to address a spectrum of mental health needs and preferences with culturally responsive providers in 200+ countries and territories and 80+ languages. Backed by peer-reviewed research and a proprietary blend of technology and live support, Modern Health delivers measurable outcomes, globally equitable access, and sustainable pricing. Our industry-leading Adaptive Care Model and dedicated, human centered, operationally tuned, customer success partners make us a trusted partner for organizations worldwide. Visit us at to learn how we can help you optimize your people and your business. Methodology Modern Health commissioned this scientific random sample of 1,000 U.S. adults (aged 18-44). This group was surveyed between June 5, 2025 and June 6, 2025. All respondents are currently employed for wages, confirmed by consumer-matched data. Sampling was calibrated to obtain a representative demographic sample aligned with U.S. workforce statistics. DKC Analytics conducted and analyzed this survey with a sample procured using the Pollfish survey delivery platform, which delivers online surveys globally through mobile apps and the mobile web along with the desktop web. No post-stratification has been applied to the results.
Fast Company
3 days ago
- Health
- Fast Company
Exclusive: 77% of employees have worked through a mental health crisis
In 2025, our collective mental health in the U.S. is worsening, with some reports calling it a 'crisis.' But when it comes to millennials and Gen Z employees, that national concern may be even more urgent with financial anxiety driving the crisis. A Modern Health report published today revealed just how mentally strained 18- to 44-year-old workers are, and the findings are troubling. In a survey of 1,000 American professionals within the age range, a staggering 79% said that economic uncertainty is fueling their anxiety. A dismal 16% rated their mental health as excellent. For millennials and Gen Z, financial anxiety seems to be all encompassing. Three in four workers said it is to blame for their burnout, 68% said it interferes with their ability to be productive at work, and it keeps 76% up at night, routinely disturbing their sleep. In a press release, Matt Levin, CEO of Modern Health, said, 'Our latest report reveals that many of today's young workers are quietly pushing through mounting mental health challenges just to keep up at work.' One massive issue seems to be the feeling that they can't step away or log off. Nearly three quarters (74%) said they've delayed taking time off due to financial concerns. And 77% say they check emails when they do take time off. A concerning 80% said they've sacrificed their mental health for work and 77% say they've even worked through a mental health crisis. While you might think 18- to 44-year-olds are more in tune with mental health concerns than older age groups, they largely feel forced to ignore their mental health concerns. Over half (58%) said they delayed seeking mental health care until their symptoms became unmanageable, with 66% pointing to financial stress as the reason for delaying getting the care they needed. 'For many employees, the pressure to perform outweighs the permission to pause,' Jessica Watrous, senior director of Clinical Research and Scientific Affairs at Modern Health, said in the report. 'They want to do well, but they feel they can't ask for help even when they need it most.' Gen Z and millennials say they want mental health support at work, but aren't getting it or the support isn't effective. In fact, nearly three quarters (71%) say that company mental health programs just mask toxic work culture that deprioritizes employee mental health over all. While an overwhelming majority, (96%) say prevention is key, with 94% saying it would improve their life overall, and 52% saying that mental health care would increase the trust they have in their employer, the vast majority do not feel a culture of prevention exists in their workplace. Only 31% of employees actually feel that their employers care about their mental health and create work cultures that support it. Millennials and Gen Z are struggling, while not getting the help they need. They also feel stuck. While 52% have considered quitting due to mental health concerns, 69% said they're avoiding changing jobs, even if it means staying in toxic environments. Essentially, financial anxiety is simply so crushing, that making changes—whether that be seeking help or getting a new job—feels impossible.
Harvard Business Review
11-07-2025
- Business
- Harvard Business Review
Leading Is Emotionally Draining. Here's How to Recover.
You have to lay off a team member, deliver hard feedback in a tense meeting, or end the day absorbing the resignation of a top performer. No crisis. Just another Tuesday. Each of these moments is emotionally taxing on its own. But taken together—and set against a backdrop of performance pressures, shifting workplace norms, and the unrelenting emotional labor of guiding and supporting teams through crises and global turmoil—they quietly add up. Newly released Gallup data reflects this toll. In 2024, global employee engagement declined for only the second time in over a decade. Unlike the first drop in 2020, however, the drop wasn't driven by frontline workers. Instead, it was entirely due to declining engagement among managers. In a March 2025 survey by Modern Health, 77% of managers reported that their role was more challenging now than ever before. Understandably, leaders focus on managing others through challenging moments. Faced with external expectations and a genuine desire to show up for their teams, they direct their attention and energy outward: guiding, steadying, and responding. But with that external focus and the nonstop pressure for results, it's easy for leaders to overlook a crucial step: processing their own emotional experience. Pressing on feels efficient, even the only choice to stay afloat amid all the demands on your time. Indeed, it can feel nearly impossible to process your emotions when you're in the thick of it at work. But over time, just powering through weighty situations without pausing to process your experience can come at a steep cost to your health, effectiveness as a leader, and relationships. Emotional depletion is a real and significant tax of modern leadership. Recovery is no longer a luxury. Instead, it's a leadership imperative, critical for protecting your well-being and sustaining your capacity to lead over the long haul. After a challenging event or period, use these three proven practices to process your emotions and replenish your energy. Reflect: Don't just move on—make meaning. While revisiting weighty times may sound undesirable, taking the time to reflect on them is key to moving forward. When we ignore or suppress our emotions, they don't disappear—they accumulate in the background, resurfacing later as increased stress, reactivity, and health issues. Reflection helps us process and metabolize what we've experienced so that we don't unintentionally carry it around. Carve out a few minutes after a challenging moment or day, and ask yourself: What am I feeling? Where do I feel it in my body? What are my emotions trying to tell me? What do they reveal about what matters to me? Acknowledge and accept your feelings without judgment. All emotions—even the unpleasant ones like frustration, sadness, or anxiety—offer valuable insights into our values, needs, and limits. Judging and resisting them only escalates the feeling and increases your reactivity. Consider writing down your responses to these questions. Writing creates space between you and your emotions, allowing you to identify meaning and purposeful next steps. Furthermore, research has shown that writing about your feelings for just 20 minutes a day over three days can improve both mental and physical health, reduce anxiety, and even boost job performance. If writing isn't your cup of tea, try leaving yourself a voice memo instead. What matters most is giving your thoughts and true feelings space to surface without editing or filtering. Alternatively, share your experience and challenges with a trusted peer or other sounding board. Social support not only helps us make sense of and process difficult events but also enhances our resilience to stress, protects us from burnout, and promotes our mental and physical well-being. Leadership is often a lonely experience, and having trusted peers, mentors, and other supports can be a powerful source of connection and clarity. Reflection doesn't require a lot of time. It just takes the discipline to pause amid the busyness. Even a few intentional minutes can help you build the self-awareness, emotional intelligence, and resilience essential for effective leadership in today's complex and challenging world. Reframe: Shift the narrative. Reappraising emotionally taxing experiences can also speed recovery by reducing our distress and freeing up our cognitive resources. Reframing doesn't mean you're ignoring the difficulty of a situation; instead, it's about shifting your perspective to find new meaning or possibility. For example, after successfully leading a major turnaround, my client Jacob was blindsided by a reorg that reassigned his team and left his role uncertain. Understandably, he was both frustrated and stressed. But over time, Jacob began to see the situation differently: as a chance to recharge after an intense chapter, and an opportunity to stretch into something new. By finding a silver lining, Jacob shifted his emotional state and was able to show up with more steadiness and optimism, while the organizational changes and his new role solidified. On the backside of a tough event, consider asking: What are the possible silver linings in this situation? What are the potential long-term benefits despite the short-term costs? How can I grow from it, or use it to build something better in the future? When you change the story, you change your experience—and you gain access to new energy, insight, and direction. Sometimes, however, it's not just the situation that needs reframing; it's how you see yourself in relation to it. Many emotionally intense leadership moments involve performing ' necessary evils, ' making decisions or taking actions that cause discomfort or harm to others, such as delivering tough feedback, letting someone go, restructuring a change-fatigued team, or implementing layoffs. Even when these actions are necessary for the greater good, they can leave leaders feeling anxious, guilty, and questioning their self-image as a fair and moral person. In these moments, self-compassion is a critical tool. It doesn't mean lowering your standards or avoiding responsibility. In fact, research shows self-compassion improves leadership, increasing emotional intelligence, composure under pressure, and resilience. Further, it enhances our psychological well-being and increases the compassion we show to others. Practicing self-compassion simply means treating yourself as you would a friend: acknowledging the challenge, recognizing anyone in your position might feel the same way, and responding with kindness instead of criticism. After hard moments, ask yourself: What would I say to a colleague struggling with this same situation? Then extend that same support inward. This quiet act of self-kindness will help you feel better, recover faster, and lead more effectively. Restore: Replenish your emotional reserves. When we push through emotionally difficult events without pausing to recover, we slowly drain our emotional and physical reserves. Over time, this can lead to emotional exhaustion and damage our mood, health, and effectiveness. Just like athletes need rest after an intense game, professionals must replenish after emotionally demanding situations at work. Without replenishment, the risk of burnout and long-term health issues climbs. Ironically, the more depleted you become, the less likely you are to engage in the very behaviors that would help. This is known as the recovery paradox: when you need a break the most, you're least likely to take one. Critically, recovering isn't just about taking time off. It's about engaging in the right kinds of experiences. Research highlights four that are particularly effective: Detachment, or giving your mind a true break. Resist checking email after hours and avoid replaying the workday in your head. Relaxation, or building in moments like taking a walk without your phone, listening to a calming playlist, or spending quiet time outdoors. Mastery, or doing something that challenges you in a positive way. Try a new recipe, pick up a hobby, or learn something unrelated to your role. Control, or protecting pockets of time where you choose what to do, even if it's just saying no to one more commitment. If you think you don't have time to relax, or worry that it might seem selfish, think again. Research shows that when leaders spend time on hobbies, relaxation, or other enjoyable activities after work, both they and their teams feel and perform better the next day. Intentionally investing in recovering after an emotionally demanding stretch isn't just helpful; it's essential to leading today. Reflecting, reframing, and restoring don't just help you reset in the short term; they also help you build the emotional muscle to handle future challenges with more steadiness and strength. Because your team doesn't just need you today—they need you to last.
