Shane Kemp’s Post

Leadership isn’t for cowards. (8 Brutal Truths About Well-Being at Work) Let’s be honest: Most workplaces talk about well-being, but how many actually mean it? Here’s the harsh reality: ➟ Burnout is ignored until people quit. ➟ “Mental health support” is just a line in the handbook. ➟ Employees are expected to give 110% without anything in return. Sound familiar? Well-being isn’t a buzzword. It’s the difference between a team that thrives and a team that’s hanging by a thread. So, how do you actually build resilience and well-being? 1️⃣ Stop glorifying overwork → Working late isn’t a badge of honor. It’s a fast track to burnout. 2️⃣ Make mental health visible → A meditation app isn’t enough. Real change starts with real conversations. 3️⃣ Don’t just praise—it’s cheap → Recognition means nothing if employees still feel undervalued. Reward them fairly. 4️⃣ Flexibility isn’t a perk → It’s a necessity. Give people the freedom to live their lives and watch them perform better. 5️⃣ Invest in growth—not pizza parties → Training and development beat one-off “engagement” gimmicks every time. 6️⃣ Tackle toxic leadership → Bad managers are the #1 cause of burnout. Start holding them accountable. 7️⃣ Create trust, not fear → Employees should feel safe speaking up—not terrified of being labeled “difficult.” 8️⃣ Lead by example → If leaders don’t prioritize well-being, why would anyone else? Why does this matter? Because a workplace that ignores well-being isn’t just bad for employees—it’s bad for business. When people are drained, productivity plummets. When people are valued, they thrive. Leaders, listen up: ➢ Resilient organizations don’t happen by accident. ➢ Well-being isn’t a “nice-to-have.” It’s the foundation of success. Here’s the tough question: Do you feel supported at work? Let’s hear your thoughts below 💬 ♻️ Share this to help your network. And follow @Shane Kemp for more. 📣 P.S. I have some exciting news! This week, I’m running a free LIVE session to dive into practical strategies for resilience in the workplace. Claim your FREE spot below and learn actionable ways to build a thriving culture, empower your employees, and adapt to change with confidence. 🗓 December 12th, Online 👉 https://lnkd.in/eK473EdD

Thanks to the amazing panelists sharing their advice! - Stella Gavinho, Group Head of Wellbeing, Entain - Alban Jacquin, VP, Inclusion & Care, Schneider Electric - Yulia O'Mahony, Director, Global Head of Health & Wellbeing, Philip Morris International - Mark Kelly, Global Head of Benefits & Wellbeing, Boston Consulting Group (BCG) - Keren W. Senior Manager, Organizational Development, Lyra Health - [Moderator] Christopher Rainey, CEO & Co-Founder, HR Leaders

An amazing discussion with great insights for 2025!

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Kazeem Tajudeen

First Class Graduate 4.55/5.0-Sociology | HR enthusiast |Agile Project Manager|Data Analyst|Hr Intern|Advocate|Volunteer|34th SOSSA-LASU President |Executive/Tutor Excel Mind Academic Group LASU

6d

Someone once said “Take my properties and give me my people because with my people I’m sure I’m going to get those properties back in a jiffy” This simply means, once you as a leader values your people or your team mates then you’d see them performing beyond expectations and same time company keep growing higher and higher But when you don’t even value them, you don’t even care about their mental health and co then they start to perform below expectations People should be valued ! Although I’ve not worked in any industry or business But I’m open to opportunities 🙏

The perfect way to prepare for 2025 👌

Sara Caroline Sabin

Executive Coach | Leadership Coach & Consultant for Extraordinary Leaders & Their Teams | Neuroscience for Professional Development

1w

This post is a wake-up call for leaders and organizations alike. You're absolutely right—talking about well-being is easy, but truly committing to it requires courage, accountability, and consistent action. Leadership isn’t for cowards because it demands more than just vision; it demands vulnerability, responsibility, and the willingness to challenge harmful norms. The brutal truths you’ve outlined hit home for many, and the solutions are spot on.

Thabo Dithebe

Regional Sales Manager at ITHUBA Holdings (PTY) LTD

2h

Insightful

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Purushottam N.

Student at B.C.E.T,balasore

15h

Also let them know your helping hand. indirect help has multiple acknowledgement for return respect response.

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Yacub Valy

Regional Sales Manager | Coca-Cola Beverages Africa

2h

very nice and helpfull👌

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Renuka Swamy

Leading & Managing Humans for Efficiency & Growth.

2d

Respect is always earned.

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