Women’s History Month is a significant time to honor and recognize the remarkable contributions of women throughout history. As we celebrate, I want to focus on tools to support and empower women in the clinical research and pharmaceutical industry.
In today’s fast-paced world, women play pivotal roles in major organizations. Increasingly, they are leading these organizations to success. While this positive shift is commendable, it also presents unique challenges, including the risk of burnout. Prioritizing self-care and achieving a healthy work-life balance is essential for everyone. Now, let’s explore some practical tips to prevent burnout and foster thriving leadership journeys.
First, let’s establish priorities, not only for the organization but also for individual career goals. As a leader it’s essential to gain a clear understanding of your priorities. Identify what truly matters to you and align your time and energy accordingly. This approach will enable you to concentrate on tasks that have the most significant impact and eliminate unnecessary stressors.
Although it’s easier said than done, I’ve found a valuable tip: align your values with your career goals and priorities. For instance, if patient diversity is important to you, consider how your career objectives and priorities can contribute to positively impacting patient diversity.
Remember, you don't have to do it all. Delegating is an important skill, and by effectively delegating we can help advance others in their career journeys. Empowering your team and trusting their abilities allows you to focus on high-level decision-making and strategic planning. By sharing the workload, you not only prevent burnout for yourself, you also foster a more collaborative and productive work environment.
Surround yourself with a strong support network of mentors, peers, and like-minded individuals. Connect with other women in leadership to share experiences, advice, and insights. These relationships can provide valuable guidance, encouragement, and a safe space for discussing challenges and finding solutions.
I recently had a conversation with Sumana Jeddy, MPH CEO of Jeddy Wellness and The Workplace Wellness Collective, based in Alberta, Canada. Sumana is someone within my circle of mentors and like-minded individuals. We discussed the significance of seeking an external support system and wellness services to prevent burnout.
What makes your services so valuable to women?
“What I've primarily heard from women is, 'No matter my title or position at work, the responsibility of caregiving remains constant. I have to show up at work and I have to show up for my kids, my family, my parents, my grandparents etc.' There are norms that perpetuate the assumption that women will bear the burden of care deficits within families and communities, even at the expense of their own well-being. Women are constantly battling a resource deficit, which ultimately impacts both their personal and professional spheres. Workplaces have a role to play in mediating this resource imbalance. This is where Jeddy comes in, we provide resources for the individual, the community and the organization. Our purpose is the prevention of burnout and illness stemming from burnout; our method is through science, fun, and continuous improvement.”
Why is it important to consider an outside organization when navigating burnout prevention?
“Navigating burnout within an organization can be particularly challenging for those directly experiencing it. Being IN IT, immersed in burnout, is an incredibly distressing experience where nothing seems to make sense. I've made plenty of TikToks about it! Even the simplest tasks, like tying shoelaces or saying hey to a colleague, can feel overwhelming and demanding, let alone attending a meeting and making critical decisions about important healthy policies or strategies. For organizations with a high prevalence of burnout, say 40% or 60% of staff affected, the consequences are dire. They risk losing valuable employees and talent due to dissatisfaction, disengagement (quiet quitting), and eventual departure. Engaging an external organization/consultants for burnout prevention can provide a fresh perspective and specialized expertise to address these challenges effectively. Here are some advantages: unbiased assessments, tailored interventions, and innovative strategies can help organizations mitigate burnout, retain talent, and foster a healthier workplace culture. Workplaces that are serious about a culture change and a sustainable workforce are already doing the work. The rest of them need to catch up so we can turn it around. It only takes ONE leader in the organization to make the decision to prevent burnout. I've seen it happen!”
Avoiding burnout as a woman in leadership requires a proactive and intentional approach. By defining priorities, delegating, developing a collaborative environment, and building a support network you can find a balance that allows you to thrive both personally and professionally. Incorporating other women into collaborative assignments and entrusting them with responsibilities is a powerful catalyst for career growth.
When we actively involve others in decision-making processes, delegate tasks, and provide opportunities for them to showcase their skills, we create an environment where everyone thrives. By lifting others up, we elevate ourselves as professionals. When we celebrate the achievements of our colleagues, mentor emerging talent, and foster a supportive network, we contribute not only to their success but also to our own.
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