Psychological Availability: Providing Resources For Your Team
When you take a good, long look around your office, what do you see? Are team members engaged in projects or are they simply “going through the motions?” Do they have the proper technology to do their jobs and, at very least, a proper area to work? Is the environment inviting or dark and depressing?
All of these factors are just a few drivers of employee engagement. Last month, we looked at psychological safety and its impact on engagement. This month, we’re looking at psychological availability and the role it plays in a healthy, productive work environment.
So, what is ‘psychological availability’ and what does it look like? In short, it means that employees feel like they have the physical, emotional and mental resources to do their job. Here are some of the main factors that impact psychological availability:
- Support from leadership
- Ability to manage workload and stress
- Having a trusting, comfortable team environment
- Access to necessary equipment, comfortable workspaces, etc.
- Feeling like there’s a healthy work/life balance
Making psychological availability a priority comes down to organizations creating a workplace where team members feel supported – both through a healthy physical and emotional environment.
We hear the term “burnout” all the time, but we don’t hear about “psychological availability” all that often. However, the two go hand-in-hand: a lack of psychological availability in the workplace is a key contributor to employee burnout. And, as we all know, burnout can be lethal to an organization’s productivity, morale and overall culture.
That’s where Leah M Joppy and Associates can help. We get to the root causes of WHY team members are feeling burned out and disengaged. Then, we work with you to come up with ideas and strategies to address these problems quickly.
Learn more by calling us at 301-351-9523 or email us at leah@lmja.com.
Combating Burnout
The World Health Organization defines burnout as “a syndrome resulting from chronic workplace stress that has not been successfully managed.” In other words, this workplace phenomenon is a reflection on leadership, not a weakness in team members. Telling employees to “be more resilient” or to, “hang in there” just isn’t going to cut it right now.
The last few years have brought a fair share of challenges, to say the least. Burnout isn’t something that just happens overnight. It takes time to develop and can slowly creep into the workplace. What are some of the signs that your team is dealing with it? Be on the lookout for these 7 big ones:
- Change in demeanor or attitude
- Low-motivation or energy to do things they were previously motivated to do
- Difficulty concentrating, remembering tasks or completing projects
- Increased absenteeism or non-responsiveness
- Lack of participation in team projects, meetings or events
- High sensitivity to feedback or inappropriate reactions to criticism
- Low productivity or difficulty maintaining a normal workload
In our last article that we said that psychological availability means employees feel like they have the physical, emotional and mental resources to do their job. There are a lot of issues that are out of the control of leaders right now, but there are ways they can increase levels of psychological availability and combat signs of burnout. Here are the top 5:
- Ask how team members are really doing. Check in and practice active listening.
- Don’t micromanage, but empower. One of the main causes of burnout is a perceived lack of control.
- Recognize efforts. Expressing gratitude helps team members feel that their work matters.
- Make human connection a priority. A lack of social support can be a big driver of burnout, even if workers are back in the office.
- Develop a shared sense of “why” and communicate to team members why their work matters.
It’s a myth that burnout is simply from overwork. Burnout comes from basic needs not being met over time. But with the right leadership strategies, it can improve substantially. Leah M Joppy and Associates can help you combat employee burnout and disengagement before productivity declines and turnover increases.
Call us at 301-351-9523 or email us at leah@lmja.com to learn more.
How Secure Are Your Team Members?
When was the last time you really observed and checked in on how your team is doing? Last week? Last month? Or maybe you can’t even remember. It’s no secret that the last few years have really taken a toll on motivation. Now, more than ever, it’s important that leaders are looking at how the workplace environment is shaping team members’ attitudes and perceptions.
What is Psychological Safety?
There’s an important component of workplace motivation and engagement that shouldn’t be ignored: psychological safety. You’ve probably heard this term thrown around, but what does it actually mean? It’s the belief that team members can be themselves and can take appropriate risks without fear of being penalized. It enables them to:
- believe that they’re a valued member of the team
- admit and discuss mistakes
- talk about problems and tough issues
- ask for help and feedback
- trust that no one on the team is out to get them
What Does Psychological Safety Look Like?
So, the big question is, “How do I know if my team has psychological safety?” The answers to these 7 simple statements, developed by Amy Edmondston, Harvard Business School professor and author of The Fearless Organization, can give you a sense of whether or not they feel psychologically safe:
- If you make a mistake on this team, it is not held against you.
- Members of this team are able to bring up problems and tough issues.
- People on this team often accept others for being different.
- It is safe to take a risk on this team.
- It isn’t difficult to ask other members of this team for help.
- No one on this team would deliberately act in a way that undermines my efforts.
- Working with members of this team, my unique skills and talents are valued and utilized.
How would you rate the level of psychological safety within your organization? Do team members feel comfortable sharing their ideas, questions and concerns or is there room for improvement? That’s where Leah M Joppy and Associates can step in and help. We can look at your current practices and help you craft new and innovative ways to communicate, problem-solve and engage with team members.
Learn more by calling us at 301-351-9523 or email us at leah@lmja.com.
Feeling Safe = Better Team
Psychological safety isn’t just ‘nice to have’ within an organization. It plays a big role in decision making, healthy relationships, greater innovation and effective execution.
Need the data to back up why it’s important? According to Accenture, organizations that prioritize psychological safety enjoy:
- 76% more employee engagement
- 74% less employee stress
- 50% more productivity
- 27% reduction in employee turnover
Here’s what psychological safety is not: It’s not about “being nice” or creating an environment where people have to feel comfortable all the time. Taking risks can make people feel like they’re out of their comfort zone. Mistakes happen and need to be pointed out in order for learning to take place. The key is that these risks and mistakes happen in a safe environment.
So, how do leaders cultivate a psychologically safe workplace? Here are 5 ways to get started:
- Listen to feedback – and implement it: Commit to active listening (giving your full attention and summarizing what was shared) to understand team members’ feedback. And if it’s worth implementing, make sure you actually do it!
- Avoid pointing fingers: Team members won’t want to take risks or try new things if they think they’ll shoulder the blame if things don’t pan out.
- Model the behavior you want your team to emulate: Sharing your own mistakes and what you learned from them and asking thought-provoking questions in team meetings are a few ways to grow a more supportive culture.
- Advocate for your team: Be their champion and have their back, especially with fellow leaders.
- Celebrate lessons learned as much as you celebrate wins: Normalize having regular team meetings where you look back at recent milestones. Talk honestly about what went well and where you can improve.
It’s tempting to write off psychological safety as a feel-good, buzzworthy term that’s more focused on employee emotions than actual effectiveness. But plenty of research shows it isn’t a “woo-woo” concept. Psychological safety has real, measurable impacts! Leah M Joppy and Associates offers a fresh approach and perspective, combined with experience tackling all different types of employee disengagement issues, to help you jumpstart your team’s motivation!
Call us at 301-351-9523 or email us at leah@lmja.com to learn more.
Impactful Training Capsulized
Another Netflix binge. Another hour shopping online. Another hour lost scrolling. After a challenging 2025 for so many of us, we’re looking for ways to use our time in a more constructive and fulfilling way. And what better way than taking classes to build new skills?
But who has the time to sit through weeks of coursework? Fortunately, there’s a highly effective – and proven – way to increase your knowledge and skill base without a huge time investment. Focused training broken down into micro series of capsulized learning is the answer.
Focused courses are an increasingly popular way to foster growth in a fraction of the time. Designed to upskill team members rapidly, these attentive training programs are flexible, practical and targeted. And they yield measurable outcomes, making them a worthy investment for organizations.
In a 2019 study, Gallup discovered that one of the most important factors in creating a high-performance workplace is cultivating a culture that values the growth of individuals. Gallup found organizations that made a strategic investment in employee development report 11% greater profitability and are twice as likely to retain their employees.
These manageable courses are not just an investment in your teams’ professional growth — they’re a commitment to your organization’s success. By fostering a culture of learning, you ensure everyone is ready to tackle future challenges. And if 2025 taught us anything, it’s that challenges can come at us quickly and fiercely!
Sound interesting? Leah M Joppy and Associates has created Impact60, a micro series of highly focused, skills-based courses covering a variety of leadership topics, such as Managing Compassion Fatigue, Foundation of Effective Communication, and Adapting to Change, to name a few. More impact in less time!
Learn more by calling us at 301-351-9523 or email us at leah@lmja.com.
Focused Training For Greater Retention
While the idea of skills-based development and training sounds so appealing and a worthy investment, what’s the one thing that holds us back? Time. We’re already being pulled in a thousand different directions and the prospect of adding something else, even though we know it could be incredibly beneficial, just doesn’t seem possible. So, we put it on the backburner or forget about it all together.
Fortunately, there is a solution and it comes in the form of short courses. And the benefits are numerous. This month, we’ll break down some of the biggest ones:
Teaches in less time, but with lots of impact
As we all know, time is a precious commodity, and capsulized courses meet the need for skills-based learning in a fraction of the time. Students often report higher levels of retention when courses are offered in smaller, focused ‘chunks’, rather than longer, drawn-out lessons.
Offers rapid skill acquisition
Short courses are designed to meet the needs of fast-moving organizations. They allow team members to acquire new skills quickly and start putting that knowledge to work right away.
Addresses skill gaps
Every organization has areas where skills are lacking. Every leader, both new and seasoned, has areas where they could use some support. Capsulized learning provides a practical solution to bridge these gaps in a format that doesn’t require a huge commitment of time and resources.
Boosts confidence
Learning new skills and knowledge can boost team members’ confidence and self-esteem, particularly those new to leadership roles. And it can have a positive impact on all aspects of a person’s life, not just work performance.
Ready to start putting the power of short courses to work for your organization? Leah M Joppy and Associates has created Impact60, a series of highly focused, skills-based courses covering a variety of leadership topics such as Leading From Where You Are, The 3 Drivers of Motivation, and many more. More impact in less time!
Call us at 301 -351-9523 or email us at leah@lmja.com to learn what we’re offering and how we can help your organization.
Reconnect With What Matters!
If you’ve felt like the past year has been an emotional roller coaster of uncertainty and anxiety, you’re not alone. As we get ready to flip the calendar, now’s an ideal time to reflect and reset with purpose. Setting goals for 2026 isn’t about reinventing yourself. It’s about reconnecting with what matters and building a plan that you will actually follow through on.
Set aside some time and really think about your habits, attitudes and well-being routine over the past months. Write down (or make a note in your phone) some points that you can continuously refer to when inspiration strikes.
First, let’s start by reflecting on where you are today. Here’s a few questions to get you started:
- What patterns do you notice in your current life?
- Which areas feel fulfilling?
- Which areas feel out of alignment?
Once you’ve taken a clear look at your life today, the next step is vision. Not just what you want to achieve, but how you want to feel and live. Here are some more questions to consider:
- What habits/routines/attitudes will you stop?
- What will you start?
- What will you continue to do?
Finally, choose one clear priority and write a SMART (Specific, Measurable, Achievable, Relevant and Time-Bound) goal around it.
- What progress could you make in the next 90 days that would feel meaningful?
- Which areas of life need the most attention right now?
Setting goals and making meaningful change can seem like an impossible feat when we feel like we can barely keep our heads above water. But you don’t have to do it alone. In our next article, we’ll look at why an accountability partner is an invaluable part of the process and sets you up for success. And that’s where working with a coach, like Leah M Joppy and Associates, can help.
Ready to shake off 2025 and walk into 2026 with a fresh perspective and strong action plan? Learn more by calling us at 301-670-0051 or email us at leah@lmja.com.
Effective Leadership During Crucial Times
Strong leadership within an organization is important under the best of circumstances, but in times of uncertainty, it’s absolutely essential. This year has really put leaders to the test, as they try to help team members navigate change while still attempting to get work done. But understanding the psychological and emotional impact of uncertainty on teams is crucial for effective leadership. It requires leaders to really sharpen their emotional intelligence skills and place a strong emphasis on support and communication.
Let’s take a look at some of the biggest obstacles facing team members right now:
- Stress and Anxiety: Uncertainty can lead to increased stress and anxiety among employees, affecting their mental well-being and productivity.
- Resistance to Change: Fear of the unknown and loss of control can cause a major resistance to change and make it challenging for leaders to introduce new projects, meets deadlines, etc.
- Decreased Morale and Engagement: Long periods of uncertainty can have a huge impact on morale and employee engagement, leading to reduced motivation and job satisfaction.
- Trust and Confidence Issues: A lack of clear communication and direction can cause distrust in leadership and strain confidence in the organization’s future.
- Adaptation Fatigue: A constant need to adjust can create burnout and fatigue.
This paints a bit of a dim picture, but every organization’s secret weapon during times of change is effective leadership. Leaders must act as pillars of support and rely on crucial traits like empathy, resilience and adaptability. Here are 4 top examples of how strong leadership can make all the difference when uncertainty is the norm:
- Provides clarity and direction: Strong leaders have a clear vision and strategy to deal with unpredictability and they know how to set and communicate priorities.
- Fosters Stability: We all know leaders who seem unflappable when the going gets tough. Those leaders create a sense of stability and security that trickles down throughout their team.
- Builds trust: Transparent, consistent and honest communication builds trust and loyalty within a team.
- Offers motivation and inspiration: When leaders show empathy and compassion, it builds team resilience and helps them persevere through challenging times.
- Promotes problem solving: Times of uncertainty can force organizations to think more creatively. The leaders who embrace this tend to foster greater innovation in the long term.
Leading through times of change requires an inspiring vision, clear communication and the ability to provide support. Fortunately, there are some essential habits and mindsets that can help leaders and their teams operate more effectively during these periods of uncertainty. . Leah M Joppy and Associates can help leaders by providing teambuilding opportunities during times of uncertainty. Learn more by calling us at 301-670-0051 or email us at leah@lmja.com. For a catalog of our services, please send an email to lmjainc@gmail.com.
Four Steps To Leading During Uncertain Times
During uncertain times, team members look to leaders for support and guidance to overcome the challenges thrown at them. It takes a strong leader to be adaptive, not just reactive, when it seems like every day brings a fresh set of changes. It can be particularly difficult for new leaders, who may be dealing with all of this for the first time. But even the most seasoned leaders can feel tested by everything that’s going on right now. How can managers continue to lead effectively and maintain a strong, reassuring presence?
In most cases, organizations that emerge more aligned and resilient have leaders who lean into these 4 principles: inform, guide, unite and connect. Here’s a closer look at each one:
Inform
As team members struggle to make sense of all the changes going on, they are particularly hungry for information and open communication. That’s why it’s important for leaders to communicate early and frequently. Honesty is crucial and leaders must be candid in acknowledging the unknowns. This helps create credibility, builds trust and helps squash catastrophic rumors that may be filtering through the office. Remember, it’s a leader’s job to help team members make sense of all of the uncertainty going on around them and what these changes mean for them. Empathy, patience and compassion go a long way.
Connect
Now more than ever, it’s important to cultivate trust with employees. Team members need to feel a connection and leaders who reach out and build an environment of support will be viewed as more credible and reassuring. Now’s the time for leaders to get out of the office and into the hallways. They need to reach out to employees on a personal level and give them opportunities to safely express their thoughts and emotions. Leaders also need to acknowledge that they’re affected by uncertainty and trying to navigate the changes. Everyone, including leaders, may need to seek out support—from friends, family members, mentors or a coach.
Guide
During periods of uncertainty, team members want strong leaders who are comfortable giving direction on what to do – and what not to do. Talking about long-term visions and strategies aren’t going to be very effective when people are bracing for more bad news or still trying to recover from previous upheaval. Leaders may find it helpful to keep things a little more basic and focus on shorter term goals and priorities. Now’s the time for steady guidance and providing as much stability as possible.
Unite
Uncertainty and change remind us of the importance of community. People naturally look to rally around what brings them together, such as shared values, meaningful purpose and knowing that they’re not alone. Leaders can help reinforce these feelings of belonging by celebrating their team’s contributions and resiliency. It sends a strong message of, “We’ve adapted to changes before, we’ll get through this and we’ll be stronger for it.”
Leaders at all levels are being tested by the uncertainty and changes in today’s environment. When you have to lead through stressful circumstances, you often don’t know what you’ll show up to—but as a leader you always choose how you’ll show up. Leah M Joppy and Associates can help leaders by providing teambuilding opportunities during times of uncertainty.
Learn more by calling us at 301-670-0051 or email us at leah@lmja.com. For a catalog of our services, please send an email to lmjainc@gmail.com.
Gen Z And Return To Office
The Return to Office mandate has been a challenge for so many workers, from navigating a long commute to finding affordable child care and managing family schedules. However, there’s a generation that started their career at the beginning of the pandemic and may only know work life as remote employees. For Gen Z and even younger Millennials, the return to office can be overwhelming. They may struggle with the cultural shift and find it difficult to adjust to office life norms that many of us take for granted. And it’s an issue that can’t be ignored in the hopes that younger workers will just “adjust”. By 2030, Gen Z is projected to make up about a third of the workforce and their needs and influence will only continue to impact the office.
Why is Gen Z struggling with returning to the office? After all, we’ve read reports that many of them feel lonely and isolated working remotely and crave in-person contact. Let’s take a look at 4 top challenges they’re facing:
- They’ve never experienced office norms. From in-person meetings to casual chats while getting a cup of coffee, this is all new to many younger workers. This also includes things that are often learned through direct experience (aka, the hidden language of the office), such as:
- Reading the tone of meetings and knowing how (and when) to speak up in groups
- How to deal with making mistakes and take accountability
- How to build visibility at work
- They’re used to autonomy: Working remotely forced many early-career employees to be self-starters and find their work rhythm and direction without a lot of external help or validation. Now, being watched and interrupted can feel distracting and even undermining. They may feel like they’re not trusted and start to become disengaged with the workplace.
- They’re feeling overwhelmed and overstimulated in the office: For a generation used to remote work, office life presents a whole new set of sensory overload: constant noise, lack of space, social anxiety. This can quickly lead to fatigue, a loss in productivity and burnout.
- They feel like they might be “misunderstood”: In a remote setting, the work spoke for itself. Now, it’s not just about productivity, but there’s pressure on younger workers to present themselves in a certain way. This can cause anxiety about being perceived as “antisocial”, “awkward” or “checked out”. They may fear that this could impact their career advancement.
If you’re struggling with the challenges of returning to the office full time and the stresses of life in general right now, working with a coach, like Leah M Joppy and Associates, can help. Coaching can provide a fresh perspective, goal setting and strategies to make this major life transition a little easier to handle. For managers, we can help you learn the most effective ways for managing the growing number of younger workers and dealing with the challenges they’re experiencing in the office.
To learn more, call us at 301-670-0051 or email us at leah@lmja.com.