Advertising Continue reading below The problem many leaders face isn't that they can't unplug, it's that they don't fully trust their team. This issue concerns you and you need to fix it before you can perform any of the steps I'm about to discuss. If you don't entrust your work to anyone on your team, you either have to find a whole new team or help those untrustworthy team members out of yours. Meet with your leaders and discuss potential issues ahead: The best way to avoid potential pitfalls before they arise is to have a candid discussion with your team about what they might be. You'd be amazed at how many problems can be avoided if you take the time to listen to your entire team on a weekly basis. Set up a meeting with your leaders and simply ask, Do you see any potential fires happening next week?
Even unlikely events should be discussed and solutions assessed. Assign executive decision-making power to those hair masking service you trust: It's tough, but it's essential to prevent your team from coming to a screeching halt while waiting for simple decisions in your absence. We are not talking about strategic make or break decisions, but about the day-to-day work of approvals and rejections. The more you trust your team to find solutions, the more they will feel valued. An added benefit is that potential leaders could emerge in your absence. Set your email notification with a single point of contact: do it! Let people who contact you know that you are gone and that they have someone to contact if they need help. Be sure to include in case of emergency so they know to only reach out if it's serious.
Otherwise, they have to relax and wait for you to return. Meet with key external stakeholders to discuss potential requirements: I'm not talking about setting 30 minutes with each stakeholder, but a few minutes at their desk can do wonders. Tell them you're going on vacation and ask if there's anything you can do for them before you leave. This should also set expectations and prevent fires. 2) Set expectations At work Tell those who report to you that you will be available; you're on vacation. Many of us have one or two team members who work too hard and don't value their work-life balance. It is essential that people understand the value you make of your work-life balance and make sure they understand that unless there is an emergency, they must hold on to the problem until your return or work to resolve. the problem internally.