Prioritize creating psychological safety in teams, relationships, and families, ensuring everyone feels comfortable speaking up regardless of hierarchy, as it’s crucial for well-functioning groups.
Adopt a mindset where sanity and ambition are seen as mutually reinforcing, like Thich Nhat Hanh’s concept of ‘interbeing,’ recognizing that one relies on and includes the other for sustainable success.
Managers and employers should implement humane policies for time off and rest, as data shows people produce their best work when they have vacations, balance, and the ability to care for family.
Understand that rest is a ‘must-have,’ not a ’nice-to-have,’ because rest and work are two sides of the same coin, with one fueling the other for optimal performance.
Aim for big, audacious goals but approach them with a ’low resting heart rate’ to prevent burnout and maintain sanity, avoiding the ‘pizza and fear’ culture often found in high-pressure environments.
Practice ‘slow productivity’ by doubling all project timelines, giving yourself more time than initially estimated (e.g., two months for a one-month task) to reduce rush and improve quality.
Adopt an honor system for sick days and emergency time off, allowing employees to take time when needed without a set limit or counting it against vacation, reducing stress during difficult situations.
Implement a policy requiring employees to take a minimum number of additional days off each year (e.g., 15 days, in addition to company holidays and a summer vacation), without requiring a reason, to ensure rest and prevent burnout.
Create systems and cultures where team members feel comfortable not responding to late-breaking messages unless it’s an emergency, and avoid checking work communications frequently during weekends.
Create a ‘parking lot’ or ’not now’ list for new ideas, prioritizing them and revisiting them periodically, to manage ambition without overwhelming the team and ensure good ideas aren’t lost.
Conduct weekly one-on-one check-ins with direct reports, starting with a ‘red, yellow, green’ assessment of their work well-being, and foster a culture where honest responses are encouraged to identify and remove obstacles.
For remote teams, move as much communication as possible from private to public channels to prevent feelings of exclusion or secret cabals, fostering transparency and trust.
Model and encourage direct questions and pushback to seek clarity, preventing team members from ‘chasing after breadcrumbs’ and ensuring everyone understands expectations.
Make it a habit to involve the most junior people in discussions and publicly reward those who challenge you, especially if you have a clear power dynamic or intimidating presence.
Schedule 15-minute rest blocks on your calendar daily, making them public to hold yourself accountable and encourage others to prioritize rest.
Identify the types of breaks that are most effective for your well-being, such as exercise, meditation, and socializing, and integrate them into your routine.
Actively seek out and surround yourself with people who are willing to challenge your opinions, fostering intellectual humility and open-mindedness, as recommended by Adam Grant.
Establish a maximum number of vacation days (e.g., 25 days, including company holidays and a summer vacation) to ensure sufficient staffing for meetings and tasks.
Cultivate a culture where team members feel empowered to honestly communicate when they cannot take on a task or when a project will take longer than expected.
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