『Ep 131 - Why Your Team Burns Out Instead of Bouncing Back』のカバーアート

Ep 131 - Why Your Team Burns Out Instead of Bouncing Back

Ep 131 - Why Your Team Burns Out Instead of Bouncing Back

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The difference between a team that burns out and one that bounces back isn’t always workload. Sometimes, it’s the narrative you create. In this episode of Management Muse, Cindi Baldi and Geoff Tumlin dig into the science behind “oscillating narratives” and how honest, full-spectrum storytelling builds resilience and helps develop employees. Leaders who acknowledge both setbacks and successes don’t just help their teams handle adversity better, they actually appear more credible. You’ll learn how overselling a job can set people up to leave, when sharing your own setbacks gives employees permission to seek help, and what breaks when work becomes someone’s whole identity. Together, these ideas offer a practical approach to building resilience at work: tell the whole story, prepare people for difficulty, and give them something beyond their job to draw strength from. For managers building stronger teams, leaders deciding how much of their own struggles to share, and anyone looking to become more resilient at work, this episode is for you. You’ll learn: How “oscillating narratives” build psychological resilience at work and at homeWhy overselling a role leads to rapid turnoverWhat helps teams see setbacks as something to work throughThe identity trap: How loving your job can leave you less resilientHow to fix reward systems that unintentionally punish resilience Watch This Episode on YouTube: https://youtu.be/5XKBpQk4sr8 The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World: → Get your copy here. Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox: → Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook. Want to Go Deeper? Check Out Our Recommended Reading: Grant, Adam. “The Fine Line Between Helpful and Harmful Authenticity,” The New York Times, 10 Apr. 2020. https://www.nytimes.com/2020/04/10/smarter-living/the-fine-line-between-helpful-and-harmful-authenticity.html Fivush, Robyn, Duke, Marshall, and Bohanek, Jennifer. “The Power of Family History in Adolescent Identity and Well-Being.” Journal of Family Life, Emory Center for Myth and Ritual in American Life (MARIAL), 23 Feb. 2010, https://ncph.org/wp-content/uploads/2013/12/The-power-of-family-history-in-adolescent-identity.pdf Kinkead, Eugene. In Every War but One. W. W. Norton & Company, 1959. https://www.goodreads.com/book/show/4032542-in-every-war-but-one Join Our Community & Follow Us: - Youtube Channel - LinkedIn - Instagram -Facebook -TikTok - Website Questions Answered In This Episode: How can I build resilience at work? In this episode of Management Muse, hosts Cindi Baldi and Geoffrey Tumlin recommend creating realistic expectations about difficulty, learning how trusted mentors have navigated setbacks, and maintaining sources of identity outside your job. Cindi and Geoff explain how these practices can help a work problem remain one part of your life rather than become a judgment about your worth overall. Why does a setback at work feel like a personal failure? When work becomes your primary source of identity and self-worth, a professional setback can feel much bigger than the event itself. This episode explores how relationships, hobbies, and other communities can remind you that you have value and abilities beyond your work. How can managers help employees become more resilient? When hiring for a role, Cindi and Geoff recommend setting RJPs, or realistic job previews to avoid overselling a role. Make mentors and peer support available, and share relevant examples of working through difficulty. Employees who know that respected colleagues have struggled may be less likely to interpret their own challenges as proof that something is wrong with them. Should leaders admit fear or talk about their failures? Relevant disclosures can help employees acknowledge difficulty and seek support. Cindi and Geoff emphasize the importance of establishing your authority and credibility before sharing too many mistakes with your team, but once established sharing setbacks can build resilience, increase both trust and connection, and boost morale. Why don’t employees take vacation even when they have paid time off? One reason is that organizational incentives can conflict. If employees earn bonuses based on production, taking vacation may mean giving up income. Cindi and Geoff discuss why managers should examine whether their reward systems support the time away they say they want employees to take.
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