Leadership Overwhelm

The unspoken

It is right and fair that business leaders look after the people they hire….but who looks after the leaders?

Business leaders, and particularly those in small and growing businesses often feel overwhelmed because they’re used to putting business first and themselves last.

Where leaders are part of a partnership, have shareholders, or team members to think about, stress and overwhelm can be hard to manage at times.

What is overwhelm?

To be overwhelmed is to be buried or drowning beneath a huge mass of something. It can mean to defeat completely. Like a strong wave on a beach, you may not see it coming, or else you see it coming but stand still in its wake and become overwhelmed, thinking at first that you can stand your ground. Or you may have your back to the wave and not notice it advancing towards you.

However leaders become overwhelmed, and with what, it tends to be something many leaders don't like to admit to, and many plough on till on the brink of burnout before they seek support.

In setting up Glee last year I experienced overwhelm. I only had myself to manage and I was in control of the pace of developing my business - there was just so much to do, and I wasn't an expert in business start ups. I reflected on a 2019 HBR article to think about overwhelm as well as draw on coaching myself and talked to others to overload.

Common reasons why leaders experience overwhelm

As the name suggest, you are a business owner, a business leader, an executive. You are expected to carry the can, be the figure head, know how stuff works, and be the one driving the business to success. And you are. It is just sometimes not that easy to do.

Reasons why leaders become overwhelmed include:

1.  Trying to be everything to everyone (inside and outside work)
2. Trying to focus on too many things at once
3. Being too optimistic about how much time it takes to do a task
4. Always saying ‘yes’, including to non essential tasks
5. Adding too many appointments and projects to their weekly calendar
6. Not fully trusting the people around you so carrying the burden on yourself

 Ways to manage overwhelm

1. Think about what you love doing, what you enjoy doing and what you have to do to move your company forward. Simply becoming aware of this can help you see the bigger picture and help you reframe what you need to do to help yourself feel less overwhelmed
2. Map out your projects and tasks and prioritise – and keep checking back to see if you are working on the prioritised items not just the items you ‘enjoy’.
3. Map out your day and week to get structure.
4. Focus on one task at a time.
5. Take time out daily to think about how you are sitting, what is your body posture telling you? How are you breathing? If you are feeling tense, walk away and take a breather.
6. If you do have people around you who can help you, let them help! This could include delegating (but avoid micromanaging because this can be as stressful as overwhelm)
7. Celebrate and give gratitude to what you are achieving on a daily basis not just what you haven’t achieved. And recognize and give gratitude to yourself for delegating
8. Talk about how you are feeling. Talk to your loved ones, a trusted friend or a coach who can provide the space, listen without judgement and help you navigate what would work for you

Don't get caught up in thinking that you have to action all of the points above as this will simply add to you feeling overwhelmed!



A word about delegation

It is in your gift if you have people working for you, or if you are in a partnership. You can share the workload. You win no prizes for doing all the work yourself. The skill is in identifying what you love doing and do that, and surround yourself with people who can help who love doing the things you don't get any energy from.

When delegating one way to avoid stress and slipping back into overwhelm is not to fall into the trap of micro-managing.

Ways to delegate without slipping into micro managing tendencies

1. Choose the right person for the job. This requires you to know your team and their strengths (and job roles!)
2. Talk to them about the issue you have and explain what you need from them
3. Provide guidance, and clarify their understanding of the requirement of them
4. Provide resources and training when necessary.
5. Confirm at time of delegating standards expected and timeline for delivery and how you intend to check in with them on how the work is going
6. Follow up as agreed and verbalise your thanks on the progress made 

Coaching and Peer Support

We over 121 coaching and peer group support for busy leaders who are experiencing overwhelm and stress. Get in touch with Barbra@gleecoaching.com to explore how coaching can support your business and personal health and wellbeing.

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