Holiday Stress? Build Organisational Resilience

For CEOs, understanding the emotional well-being of employees during the holiday season isn’t just compassionate—it’s strategic. While many organisations face a slowdown, the race to meet end-of-year goals or finalise budgets can create added stress. Proactively addressing the emotional needs of your team during this time is essential for fostering resilience, sustaining morale, and maintaining productivity.

Holiday stress isn’t a failure of time management or effort—it’s often the byproduct of competing priorities and external pressures. Instead of labelling employee struggles as “weakness” or “poor performance,” CEOs can adopt a more compassionate perspective. Using language like “navigating a rough road” removes judgment and normalises employees’ challenges. When leaders reframe emotions this way, they create a culture of empathy where team members feel safe to voice concerns. This approach fosters trust and empowers employees to seek solutions and support without fear of stigma.

Holiday challenges aren’t just obstacles—they’re opportunities. CEOs can lead by example, sharing how they approach their “rough roads” with resilience and adaptability. When leaders show vulnerability and a willingness to grow, they inspire teams to do the same. Encourage employees to view holiday stress as a chance to sharpen their problem-solving and time-management skills. Highlight the connection between overcoming challenges and professional growth, motivating employees to approach difficult moments with an empowerment mindset.

As a CEO, your emotional equilibrium sets the tone for your organisation. During high-pressure times, it’s critical to maintain control over your emotional “steering wheel.” A steady, balanced approach reassures employees and reinforces a culture of composure and focus. Offer clarity about expectations, recognising the additional demands the season may bring. To show your support, provide resources, flexible policies, or even small gestures of appreciation. You can confidently and calmly guide your team through holiday pressures by staying in control of your emotional responses.

Blame is a productivity killer. In moments of high stress, it’s easy to point fingers—at circumstances, at others, or even at oneself. CEOs can help shift the narrative from blame to choice, emphasising that while external pressures may be beyond anyone’s control, how individuals respond to them is entirely within their power. Fostering this mindset encourages personal agency and reduces defensiveness among employees. It’s not about downplaying challenges but empowering your team to approach them proactively.

The ultimate hallmark of resilience is choice. CEOs who embrace the power of choice demonstrate that while the “roads” of business may be smooth or rough, everyone can steer their response. Encourage your team to prioritise self-care, communicate openly, and focus on what they can control. At the same time, resist the urge to overstep into employees’ emotional journeys. Instead, provide guidance and support from the passenger seat, allowing individuals to navigate their challenges while building resilience.

As the year ends, many employees feel the looming pressure of New Year’s resolutions and the fear of failing at them again. This sense of déjà vu can be demoralising, trapping individuals in a cycle of unmet expectations and self-doubt. CEOs can address this by reframing the conversation around change. Rather than focusing on rigid goals that hinge on perfection, emphasise the importance of progress and adaptability. Encourage your teams to approach the New Year not as a daunting overhaul but as an opportunity to reflect, adjust, and take small, meaningful steps forward. Creating a workplace culture where iteration and learning are valued over flawless execution helps employees feel empowered rather than defeated by the prospect of change.

Humans often become unknowingly addicted to emotional patterns—whether they’re stress, anger, or frustration. These patterns create a feedback loop that can be hard to break, especially during high-stress periods like the holidays. CEOs have a unique opportunity to help employees identify and disrupt these cycles. Start by encouraging mindfulness and emotional awareness in the workplace. Simple practices like pausing before reacting or reframing a triggering situation can help employees regain control over their emotions. Provide tools or workshops on emotional intelligence to equip your team with strategies to recognise and interrupt these unhelpful patterns. Over time, this shift from reacting to responding can significantly improve workplace dynamics.

Changing how employees respond to challenges is one of the most impactful lessons a CEO can impart. With competing demands and heightened stress, the holiday season offers the perfect opportunity to reinforce this principle. Emphasise the power of the pause: instead of reacting impulsively to a problematic situation, encourage your team to take a moment to process, evaluate, and choose their response thoughtfully.

As a leader, model this behaviour yourself. By responding to challenges with measured calmness, you set the tone for your organisation and demonstrate that resilience isn’t about avoiding stress—it’s about navigating it with intention and control. The holiday season can be a period of significant pressure, but it’s also an opportunity for CEOs to strengthen their teams and model emotional resilience. By reframing challenges, fostering a culture of growth, and leading with composure, you can help your organisation thrive during the most demanding times of the year.

This holiday season, take the wheel—not just for your business goals but also for your team’s emotional well-being. A resilient organisation starts with resilient leadership.

Written by Dr Jane Foster.
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