We’re moving back into our house in the city this week, and there is a lot of packing, culling and organising to do. Not to mention the unpacking at the other end. But once that’s done, I know it will be great to be in our home again, and this temporary overwhelm will be over.
But with leadership… busyness and overwhelm is not exactly temporary, is it?
It creeps in with one email, one meeting, one unexpected issue at a time. Before long, you’re running on fumes, with no time to think, plan or lead the way you want.
Ending the overwhelm, that is the meetings, the emails, the projects, is not exactly realistic though. But what if, instead of seeing it as a given, an inescapable reality, we start to see it as a signpost?
Remember to step back and refocus.
Because really, overwhelm is not about how much you have on your plate, it’s about clarity on what comes first. A lot of things are priorities, but they’re not necessarily your priorities, and there is a hierarchy directly linked to your vision and your goals.
So is overwhelm then… a symptom of losing sight of that vision and those goals? Hmmm… I want to encourage you to reframe overwhelm and take charge with purpose. And I could tell you to break tasks into micro-steps, or delegate everything, or focus on the 20% of tasks that drive 80% of results, but you already know all of that standard advice.
Here are some overwhelm-crushing moves that might surprise you:
Ask for feedback and delegate authority.
Overwhelm can come feeling solely responsible, so seek input from your team and trust others with important tasks. Delegating authority—not just tasks—empowers others and lightens your load.
Focus on progress, not perfection.
Small, consistent progress is often more effective than flawless execution. Are there places where you’re not acknowledging that progress and putting yourself and your team under too much pressure?
View overwhelm as a signal, not a failure.
This is your sign that something needs to change, not that you just need to hang in there, push through, and things will calm down soon. Things will not calm down.
I wrote these tips, and they say we teach what we need the most. So let us both take our cue and change things.
Juliet Robinson
Leadership and Change Specialist
Here’s how I can help you.
Do you have a sounding board? And I don’t mean your partner, or your former colleague who will nod vigorously at your complaints, or even your best friend. (While those are all great), I mean someone who understands the ins and outs of work dynamics and leadership. No? Let me help. Book a one-on-one session here so we can sort out your priorities and map your next steps together.
