Leading Stressed Teams When You're Stressed Yourself

9 AM team meeting. "Let's stay focused on what we can control."

You said the right words. Hit the right notes. Projected the right confidence.

Then you closed your laptop and wondered who's going to give you that pep talk. Because you need it more than they do.

The leadership paradox at its finest:

• They need hope. You're out of stock.
• They need certainty. You have none.
• They need energy. Yours is depleted.
• They need a leader. You need a break.

The Honest Middle Ground

You can't fake optimism. They'll smell it. But you can't share your full truth. They'll panic.

• Acknowledge without catastrophizing. "Yes, the market is challenging. Here's what we're doing about it." Truth without terror.
• Share the struggle, not the spiral. "I'm also adjusting to these changes" lands better than "I don't sleep anymore."
• Focus on next steps, not final outcomes. "This week, we're going to..." gives direction when the destination is unclear.

The Energy Economics

Leading stressed teams when stressed yourself requires ruthless energy management.

1. Batch your brightness. One high-energy team meeting beats five medium-energy check-ins. Concentrate your performance.
2. Delegate mood management. That optimistic senior manager? Let them run the Friday wins meeting. Use your lieutenants' energy.
3. Schedule your shadows. Block time after heavy team interactions. You need recovery between performances.

Your Move This Week

Pick one:

1. Create a stability anchor. One thing that stays consistent despite chaos. Weekly 1:1s. Friday coffee chats. Predictability in unpredictability.
2. Find your energy donor. One team member who gives energy rather than takes it. Spend more time there. It's not favoritism; it's survival.
3. Build in recovery rituals. Five minutes between meetings. Walk after difficult conversations. Small resets prevent big breakdowns.

The Truth

You don't need to be their rock. You need to be their guide.

A guide can be tired. Uncertain. Human. They just need to know the next few steps on the path.

Your team doesn't need a superhero. They need someone real who's still moving forward.

Next week: "Setting Boundaries Without Seeming Weak" – Building walls that look like doors at senior levels.

What does your team need from you that you don't have to give? Reply and tell me. Your response stays private.

P.S. Sometimes carrying it alone becomes too much. If you're looking for a confidential space to work through these challenges, I offer coaching for senior professionals navigating exactly this. Reply for details.