Collaboration (16%)<\/li>\n<\/ul>\nIt is evident that leaders in organizations need to be focusing on creating opportunities for meaning and purpose with their teams, rather than driving tasks that need to be done.<\/p>\n
“People in an organization want to feel purposeful and fulfilled,” explains Riekstins. “They want to feel that it’s honest, open, and transparent when people communicate with them. And they want to feel like they’re in an environment where they’re growing personally and working within a collaborative and supportive environment. Employees want this rather than merely being given a job, being told to get it done and come back when it is. They want to feel connected.”<\/p>\n
If burnout is most often a result of loss of meaning rather than exhaustion, creating an environment that fosters well-being and purpose is the job of any good leader. The initial step, Riekstins believes, is that every leader should first be a leader of self. “Self-leadership means that you’re the best version of yourself when you show up at work. You’ve done things that have nurtured your mind and your body. You feel rested, rejuvenated, eager, motivated, and excited. Once you have done all those things, I believe, only then are you qualified to be a leader of leaders,” he says.<\/p>\n
Self-leadership is a priority and will assist in managing others. Unfortunately, this is not always evident when Riekstins starts work within a company. “The majority of people I come across in business haven’t done the work,” he asserts. “They’re leading people, but they are reactionary leaders. A reactionary leader is a person that is merely reacting to life. They’re ultimately living their life by default. They are not purposely and carefully calculating how they want to feel, ensuring they’re calm, collected, creative, and inspired. They haven’t had rest, moved their body, meditated, or journaled to have a clear vision of what they want to achieve. Then when they get to work, they simply react.”<\/p>\n
Riekstins believes that leaders need to set clear intentions each day as to how they want to feel and what they want their day to look like. They need clarity on how they want to move and inspire the people they work with to journey in the direction required to create the most efficient business. “The best leaders,” he says, “are leaders that lead by example. When you walk into an office environment or a conference, you need to walk in calm, collected, motivated, and inspiring.” The most significant growth in an organization is seen when a leader can lead themselves first. This is where Riekstins starts his work, and the results are visible, with thousands of people shifting the way they work through his guidance and care.<\/p>\n
The most significant way to inhibit the potential of burnout is for the leader to share the company’s vision and purpose and the work each team member is doing. Removing stress and fear is vital to creating an energized culture, as is ensuring that each team member feels like they can develop and grow as individuals.<\/p>\n
“When you develop people first and foremost, they feel committed to the company. They feel valued and appreciated, and then they bring a significantly greater version of themselves to work,” says Riekstins.<\/p>\n
The power of self-leadership \u2013 through purpose, meaning, communication and collaboration \u2013 can then filter through to every person in the business. Whatever the function is of each person in the business, when they know and understand that their role adds to the collective goal of the overall organization, you are creating a more productive workforce with a culture of accountability and responsibility, says Riekstins.<\/p>\n
After the pandemic, and with the dramatic changes happening within the world of work, leaders must reassess how they lead themselves and others. With the work Riekstins is doing, he is shifting the focus from work being task-focused to ensuring a company is transformed through the connection with its people, and making a profit as a result.<\/p>\n
Counteracting burnout starts with self-leadership, purpose and meaning. If you want to see this shift in your organization, you can work with this top coach by scheduling a call with him here<\/a>.<\/p>\n","protected":false},"author":26633,"featured_media":64626,"template":"","format":"standard","categories":[],"yoast_head":"\nRudi Riekstins on How He Helps Organizations to Avoid Burnout<\/title>\n<meta name=\"description\" content=\"After spending his 20s working non-stop, Rudi Riekstins was forced to slow down. 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