At the beginning of 2022 DDI said wellbeing would be the No.1 priority for leaders, especially as it’s a top driver for retention.

As we hit the halfway point of 2022 how is the focus on leadership wellbeing going?

Well, there’s new statistics out on leadership wellbeing and they are ones you really need to see!   I’ve collated a snippet of some of those stats here with some tips and advice too, and I’ll be sharing these and more in my monthly newsletter which you can get access to by signing

According to Deloitte’s research with Workplace Intelligence, C suite leaders are struggling with health and leadership wellbeing along with the rest of the workforce.

Results show that

70% of C-Suite executives are considering quitting their job for one that better supports wellbeing.

The study took place across US, UK, Canada and Australia to explore workforce wellbeing and to determine the role that organisations have on their employees quality of life. 

It’s not just employees who are struggling with health, wellbeing and excessive demands of the job.  The results shows that a shocking 7 in 10 of the C-suite surveys are seriously thinking about resigning their position.

If C Suite are Struggling with Leadership Wellbeing, Why Don’t They Do More?

What happens when we’re stressed, overwhelmed and burning out is that there’s a part of our brain that begins to shut down.  It’s a natural protective mechanism that happens in the fight or flight mode.  However, it also means that we don’t just shut down our own feelings, we shut down those empathic, caring feelings for others too. 

Complex decision making is also much more difficult, along with our ability to access multiple perspectives. 

This results in a disconnect between C-Suite perspective and employee perspective on how well and organisation is supporting wellbeing, which is evidenced by the results of Deloitte’s latest insights (below).

How Do C-Suite Improve Everyone’s Wellbeing?

When C-suite invest in coaching to support their leadership wellbeing and make it a priority to really, truly, honestly own how they’re feeling, the impact will be wide reaching.  They will become more purpose-driven leaders with better leadership wellbeing, skills and abilities.  It will also have a positive effect on their employees – at every level of the organisation – and on company culture.

86% of organizations saw an ROI on their coaching engagements, and 96% of those who had an Executive Coach said they would repeat the process.

Deloitte says the analysis shows early leadership wellbeing intervention is vital. 

Therefore, providing in-depth support where needed if a person is struggling, alongside organisation-wide education, skills and tips will give an even higher return on investment and culture change.

Looking after wellbeing, with a planned approach of both coaching and training will decrease employee absence, increase productivity, and improve retention.

Emma Langton

To discuss how you can implement positive, practical support and strategies for your leadership wellbeing and mental health awareness across your entire organisation, book a call with me. 

This article was previously published on LinkedIn

Emma Langton has 10 years experience in supporting mental wellbeing in organisations. She helps leaders with 1:1 coaching and organisations with training and workshops. Emma regularly provides insights on leadership and mental wellbeing on her Lessons for Leaders podcast and has been featured in Forbes, Metro, Yorkshire Business Review and The Press Business Section.