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Psychological Safety in Practice: A Guidebook for Managers a guidebook by CEO Health + Safety Leadership Network 20 Scenario #1 A manager whose style is one of calm and reassurance has a strong team that trusts them and works cohesively and collaboratively. The team is achieving objectives and performing well. However, the organization is in chaos. Many teams are not as organized. The leadership team is constantly shifting focus. The manager absorbs a lot for the team, but it's taking a toll. What advice would you offer to this manager to help them protect their own mental health and that of their team? Milena Braticevic "Self-care is critical" While this manager seems to have things under control within their own team, constant change and focus shifting from the leadership can make work exceedingly difficult. If people on this team are highly conscientious, they will want to do a good job and achieve desired results. Constant shifting focus can make team members feel like they are being set-up for failure, which can quickly result in reduced morale, depletion, and people leaving their jobs. This manager can start monitoring their energy levels and introduce effective ways to recharge daily at the level of body, mind, emotions, and spirit. They can recharge the body through proper nutrition and physical activity, and can mentally recuperate by removing distractions and taking some time daily for rest and deep relaxation. Emotionally, energy can be renewed through supportive relationships and ensuring quality time with friends and family. Spiritually it can be renewed by making decisions with a clear sense of purpose instead of being influenced by changing external demands. To help their team, this manager can communicate to leadership how shifting focus can be detrimental to team members' well-being and ability to deliver results. Aside from communicating team members' needs, this manager can be vocal about prioritizing mental and physical well-being and preventing burnout. They can lead by example and openly discuss the importance of rest and rejuvenation. The manager could introduce informal meetings where team members can brainstorm and support one another, so that the manager is not alone in shouldering the burden of organizational uncertainty and change. Finally, the manager can share their strengths and performance methodologies with the rest of the organization, with the goal of helping leadership and other teams develop their skills to better deal with high levels of uncertainty and change.