Are you a good boss ... or a bad apple?

As a credit union people leader, you might see yourself as a good boss. But do those you lead see it the same way?

It turns out many managers aren't as great as they might like to believe. A recent Workforce Institute study revealed that one in three people think their manager is ignorant of the effect they have on their team's mental well-being, and nearly three in four people are negatively impacted by work-related stress.

In this era of always-on communication, worker shortages, budget-cuts, and the near-constant threat of looming deadlines, it's no wonder that employees are stressed. But how you lead your team in the face of those challenges makes a big difference.

According to the Workforce Institute study, managers have just as much impact on workers' mental health as their spouse ... and even more impact than their doctor and therapist. But it doesn't stop at mental health. Swedish researchers have found that male employees with toxic managers are 60% more likely to experience either a stroke, heart attack, or other cardiac complications. That's a lot of influence.

Some toxic influences are harder to spot than others. You may think you're doing a great job managing your team, but if you haven't worked to build up your EQ (emotional intelligence), you may be unwittingly harming your entire credit union. In fact, experts at Gallup found that bad managers cost businesses billions of dollars each year, and only 10% of managers meet a basic competence level.

The good news is that you can hone your leadership skills and strengthen your EQ. Here are three areas you can focus on to become a great leader that others love to follow.

1. Mind your mood.

You've probably heard the saying, "One bad apple can spoil the whole barrel," but when a leader is in a bad mood or neglecting their own well-being, their attitude can be even more contagious than any other member of the group. Research shows that people are especially sensitive to emotional cues expressed by those with greater organizational power. So, how you show up to work can have one of the biggest impacts on how your team performs.

Leaders establish the emotional climate of the group. Optimistic moods increase cooperation, fairness, and results. Negative emotions—such as anger and anxiety—trigger threat responses in others, disrupting thinking and productivity.

It’s worthwhile to pause and consider how you are showing up for your team. Are you helping to promote positive moods? Or are you a catalyst for bad moods and anxiety?

While it is nearly impossible to be in a good mood all of the time, you can set yourself (and your team) up for success by engaging in well-being best practices such as getting adequate sleep, exercising, eating healthy, and finding positive outlets to process stress (such as therapy, friendship groups, and meditation).

And in those times when your mood or mental well-being is challenged, the best thing you can do for your team is to model self-care. You might think you're a hero by ignoring and working through your own pain and/or exhaustion, but that sends a signal to others that it's not okay for them to take time to refuel. Running on empty is a recipe for running your team into the ground. Tend to your needs first so you can show up better for your team tomorrow.

2. Don't expect sunshine and rainbows all of the time.

You've probably encountered a toxic leader who manages with fear and negativity. However, if you're reading this post, it's more likely that you strive to be the opposite: creating an atmosphere that is supportive and positive. But beware: all of that positivity can have a toxic effect too, if you're not careful.

When employees get the sense that any expression of negativity is undesirable, they are less likely to ask for extra support, report workplace policy violations, or say no to tasks they can't handle. If you want to be a positive influence on those you lead, you must give them the space and freedom to voice challenges and complaints.

Consider having monthly check-ins or sending out email surveys to ask employees about their pain points. By initiating these types of conversations, you model that it's okay to discuss challenges—with the goal of overcoming them for the benefit of all.

When someone does confide in you that they are unhappy or challenged, believe them. Resist the urge to downplay the issue or tell them there's nothing wrong. Accept that their feelings are valid, no matter how you might react to the same challenges. Empathy matters. More than half of workers in one Ernst & Young study said they left a job because their boss wasn't empathetic enough.

Your job as a leader is to listen and take action when you can and help others find the resources to address their own mental health struggles so that they are better equipped to deal with everyday workplace stress.

3.  Leave your ego at home.

Leadership expert Jann E. Freed, Ph.D. has coined an excellent phrase, "Your ego is not your amigo," and it couldn't be more true for leaders. Part of supporting employees' mental health is realizing that their challenges are valid ... and it could be that corrections and improvements are required on your part.

If you're truly interested in being a good influence, ask employees how you can better support their mental well-being, and then shut up and listen. Try not to get defensive if some of their answers feel like critiques of your leadership style and approach. If you listen to their responses with an open mind and humble ego, you're likely to find nuggets of wisdom and ideas on how to get the best performance from your team.

In turn, when employees see that you listen to their ideas and support their well-being, they are more likely to model that behaviour, listening to and supporting each other. This creates a positive feedback loop in which your team strives for constant improvement and achieves greater feelings of in-group belonging and loyalty.

Improving how you show up for your team and your credit union is about more than just being able to say that you're a good boss. It can make the difference between having happy and productive employees and those who leave (the Workforce Institute study also found that 64% of employees would take a pay cut for a job that better supports their mental wellness).

Ultimately, you are responsible for the energy you bring into the workplace. When you take an honest look at how you are influencing your team, are you really a good boss ... or are you more of a bad apple? Leadership growth is a journey, and being intentional about how you show up for your team will benefit your entire credit union.

About the Author

Sandra McDowell, MA, PCC, CULC, CPHR

As the founder and voice behind eLeadership Academy™, Sandra McDowell helps leaders and organizations increase performance and well-being by leveraging neuroscience insights to harness the untapped power of the brain.

About eLeadership Academy™

Exclusive to credit unions, eLeadership Academy™ is the only online training solution that provides accessible, actionable training to develop high-performance CU leaders. We are on a mission to help build leadership and coaching bench strength within the system because we know credit unions are a force for good, and their leaders are the catalyst for member and employee experience. For more information, visit www.eleadershipacademy.com or contact [email protected].