{"id":7061726,"date":"2026-09-20T04:29:48","date_gmt":"2026-09-20T04:29:48","guid":{"rendered":"https:\/\/som2nypost.com\/uncategorized\/the-care-mindset-that-separates-great-leaders-from-burnt-out-ones-graeme-cowan\/"},"modified":"2026-09-20T04:29:48","modified_gmt":"2026-09-20T04:29:48","slug":"the-care-mindset-that-separates-great-leaders-from-burnt-out-ones-graeme-cowan","status":"publish","type":"post","link":"https:\/\/som2nypost.com\/?p=7061726","title":{"rendered":"The Care Mindset That Separates Great Leaders From Burnt-Out Ones | Graeme Cowan"},"content":{"rendered":"


\n<\/p>\n

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The highest-performing teams aren\u2019t built on pressure\u2014they\u2019re built on care, trust, and the psychological safety that unlocks real results.<\/strong><\/p>\n

This article first appeared in CSQ<\/a> on 27 April 2026<\/p>\n

In my work with leadership teams and corporate clients, I\u2019ve asked thousands of managers and team members (via an anonymous live survey) to think of a great team they\u2019ve been part of and identify what made it different. In these anonymous surveys, in nine out of ten cases, the top three factors are \u2018we cared about each other\u2019, \u2018we had each other\u2019s back\u2019, and \u2018we encouraged each other\u2019.<\/p>\n

This reinforces the importance of feeling like we belong, which is a fundamental need of all humans. These qualities also mirror what Harvard Business School\u2019s Amy Edmondson calls \u2018psychological safety\u2019 \u2014when team members feel they can be their authentic selves, suggest new ideas without fear, and challenge ideas they disagree with. Indeed, Google\u2019s Project Aristotle found that psychological safety was by far the most important factor in their best teams. Some leaders call skills such as empathy, respect and compassion \u2018soft skills\u2019, but in today\u2019s workplace we need a better term. As leadership author, consultant and former Silicon Valley executive Minette Norman argues, \u2018Call them strong skills, brave skills, or leadership superpowers\u2019.<\/p>\n

Norman\u2019s work highlights the courage and strength required to exercise these skills in the workplace. They are essential for leaders who want to create environments where employees feel valued, included and enabled. Treating your people well brings immense benefits in employee engagement, discretionary effort and productivity. Another factor influencing leaders across the world are workplace health and safety (WHS) laws. In Australia, for example, laws that came into effect in 2022 created genuine risk for leaders and managers who ignore workplace stress \u2014criminal liability, personal fines and potential imprisonment aren\u2019t theoretical anymore. Globally, the international standard ISO 45003 advocates the same urgency for building mentally healthy work cultures and reducing harmful risks.<\/p>\n

But these laws also create significant opportunity. Managers who understand harmful work stress (psychosocial risks) and take reasonable action aren\u2019t just protecting themselves legally. They\u2019re also building stronger, more loyal teams. Research from Gartner, Gallup and Harvard Business Review <\/em>shows that psychologically safe workplaces have 76 per cent higher engagement, 50 per cent more productivity and 74 per cent less stress. The managers getting ahead of this aren\u2019t spending more time on compliance \u2014they\u2019re spending their time differently, having better conversations and getting better results.<\/p>\n

The solution: A great leader\u2019s care mindset<\/strong><\/p>\n

What if you could stay fresh, focused and flexible? Imagine if you knew practical things to do each day that boosted your energy and your team\u2019s. What if leadership could be a desirable, fulfilling role rather than a burnout sentence?<\/p>\n

The most effective leadership strategy isn\u2019t rescuing people from crisis \u2014it\u2019s preventing crisis in the first place. Think of it like this: it\u2019s much easier to maintain good health than to recover from a heart attack. It\u2019s important you keep your team (and yourself) in what I call the \u2018green zone\u2019 \u2014that space where people feel energetic, optimistic and resourceful. The alternative is the \u2018red zone\u2019, where people feel angry, depressed and ashamed. The three pillars of prevention, early intervention and performance are:<\/p>\n

    \n
  1. Self-care: <\/em><\/strong>Building your own resilience so you can lead from strength rather than desperation. When you\u2019re running on empty, you have nothing to give your team.<\/li>\n
  2. Crew care:<\/em><\/strong> Creating belonging, and safe, resilient groups. This isn\u2019t about being soft; it\u2019s about building the foundations for high performance.<\/li>\n
  3. Red-zone care: <\/em><\/strong>Knowing how to identify and support struggling team members effectively, without burning out yourself or becoming their therapist.<\/li>\n<\/ol>\n

    These pillars are all critical, and interconnected. Together, they increase resilience and growth and reduce risk, building sustainable success. Organisations with strong management pipelines have higher retention, better performance and healthier cultures. Employees who feel supported are twice as likely to work in sustainable environments and experience fewer conflicts.<\/p>\n<\/p><\/div>\n\n","protected":false},"excerpt":{"rendered":"

    The highest-performing teams aren\u2019t built on pressure\u2014they\u2019re built on care, trust, and the psychological safety that unlocks real results. This article first appeared in CSQ on 27 April 2026 In my work with leadership teams and corporate clients, I\u2019ve asked thousands of managers and team members (via an anonymous live survey) to think of a […]<\/p>\n","protected":false},"author":1,"featured_media":7061727,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[183783,115442,98079,165359,115445,144099,183784],"tags":[183785,223733,760,115448,183786,94856,2338,183787,17389,8963,183788,183789,183790,162800],"dealstore":[],"offerexpiration":[],"class_list":["post-7061726","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-mentalhealthspeaker-resiliencespeaker-leadershipspeaker-psychologicalsafetyspeaker","category-culture-leadership","category-general","category-high-performance-teams-speaker","category-psychological-safety-speaker","category-r-u-ok-speaker","category-resilience-speaker","tag-mentalhealthspeaker-resiliencespeaker-leadershipspeaker-psychologicalsafetyspeaker","tag-burntout","tag-care","tag-cowan","tag-culture-leadership","tag-graeme","tag-great","tag-high-performance-teams-speaker","tag-leaders","tag-mindset","tag-psychological-safety-speaker","tag-r-u-ok-speaker","tag-resilience-speaker","tag-separates"],"yoast_head":"\nThe Care Mindset That Separates Great Leaders From Burnt-Out Ones | Graeme Cowan - Som2ny Network<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/som2nypost.com\/?p=7061726\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Care Mindset That Separates Great Leaders From Burnt-Out Ones | Graeme Cowan - Som2ny Network\" \/>\n<meta property=\"og:description\" content=\"The highest-performing teams aren\u2019t built on pressure\u2014they\u2019re built on care, trust, and the psychological safety that unlocks real results. 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