6 steps to a mindful leadership style

We are in year three of the current corona crisis and companies are still struggling with the effects of the pandemic. Managers in particular are faced with particular challenges – such as managing remote work structures or increasing digitization. Those responsible often not only lack the necessary management skills, but also the ability to show enough empathy for the employees. The result: high levels of stress, increasingly declining performance and productivity, and sometimes massive health problems due to stress, insecurity, and self-doubt. Executives can only escape this vicious circle if they develop into a completely new type of leader: the mindful leader.

The following six steps describe how managers – especially in highly digital work environments – can develop into mindful tech leaders through consistent training of mindfulness and attention, the mind and the body:

Most executives’ minds are often either in the past or future – they are not anchored in the here and now. This causes unnecessary worry, generates too much flow of unproductive thoughts and leads to stress.

However, this can be counteracted by making the proportion of time measurable in which people are really fully there in their daily waking phase and perform. This value can be represented with the Level-of-Present-Awareness (LPA). What many people don’t know is that company leaders often only have an LPA of one to two percent and consider that normal – at least until they become significantly more productive through targeted mindfulness training. The goal should be an LPA value of at least 15 to 20 percent.

Managers achieve this best with very simple means and mindfulness exercises, such as consciously brushing their teeth or taking a shower. Enjoying meals without distraction and concentrating on the various sensory impressions is also a tried and tested method. But there is nothing like lots of fresh air and being fully aware of nature. The possibilities are many, but there is no magic formula or “one size fits all” approach. Special courses in mindfulness and meditation can also bring rapid progress. With the necessary interest and commitment, the measures then quickly lead to the desired results – often after just three to four months.

An increased LPA and the resulting increased attention and mindfulness automatically lead to many new skills. Above all, a strong emotional intelligence. This enables managers, for example, to listen better and more actively to discussions with employees and to come to efficient, appreciative and empathetic results.

Building on this, it is crucial in the second step to train and declutter your mind in a targeted manner in order to get a stronger focus, build up less stress and reduce the number of unnecessary, negative thoughts.

The best way to do this is with targeted mind management: a method that aims to gradually clear the mind and free it from negative experiences, limiting ideas and old beliefs. Here, too, there are many possibilities and approaches that can be individually adapted to the respective person – such as the book “The Work” by Byron Katie an example of how to approach the issue of limiting thoughts.

After managers have consistently integrated the first two steps into their lives and their spirit has been strengthened accordingly, they already see a change: the focus is massively increased and tasks are completed much faster and more efficiently. In this phase, however, the body usually makes itself felt, which has often been neglected for years. There is a lack of energy and sleep is not optimal. Mental performance suffers as a result.

This is where bio-hacking comes into play: This discipline enables systematic support and strengthening of the body – especially the brain. By precisely monitoring clear key figures, the biomarkers, you get an accurate picture of a person’s health. The main focus is on special blood and laboratory values ​​such as vitamin D levels, minerals, trace elements, hormones and thyroid values, which are analyzed by specialized (integrative) doctors. Correctly interpreted, the results then offer the basis for making the body more powerful and resilient and for increasing productivity even further.

With the newfound physical and mental strength gained from steps 1 through 3, leaders can now begin to reflect and think about what they actually want to achieve. It’s about the meaning and purpose of life. After all, managers in particular should not leave their personal mission to chance, but rather define their own leadership style and goals.

The most important questions for this: “Why am I here?” and who am I?”. Finding answers requires patience and the will to continuously reflect. It is also important to keep an eye on the biggest enemy: the ego. That likes to give answers that seem sensible on the surface, but don’t correspond to one’s own inner being and core.

Once personal mission, vision and purpose have been defined, executives can derive what their mindful management style should look like and how they would like to be perceived in their role. The results from step 4 form the foundation on which further development as a leader is built.

The important thing here is that managers should work out very clearly what they stand for and what is important to them – but also emphasize what they don’t want at all. Your own values ​​are always the focus.

Managers who have implemented the first five steps quickly notice that they have grown continuously – both mentally and physically. The increased LPA value has a direct effect on mindfulness and attention and, in cooperation with the trained mind and strengthened body, enables better decisions. Managers can use this condition to develop and build sustainable, goal-oriented and appreciative organizational structures for their teams.

The advantages are obvious – and they are clearly measurable: The employees notice the increased awareness and changes very quickly. Better and more active listening builds trust. This in turn creates the basis for positive cooperation. The new management style is therefore based on inspiration and not on control. Leaders who can do this are open to new paths and give their team the freedom they need to be creative and grow. Last but not least, it increases employee engagement and productivity. A win-win-win situation for everyone involved.

For managers who follow these six steps in an open and disciplined manner, the first major changes will occur after a short period of time, which will have a direct impact on the well-being and the way in which they treat their employees. But: This only works if all progress is documented and analyzed using a data-driven approach and clearly defined KPIs. Only then can truly sustainable improvements be achieved.