CEO at Lensa, Inc. Passionate advocate for recruiting and human resources technology that puts people first.
Simone Biles’ record-breaking performance at the 2016 Olympics made her the world’s leading gymnast, a position that remained uncontested until the Olympic Games five years later in 2021. By then, the world had changed — a lot.
A Case Of The Twisties?
Gymnastics is all about muscle memory. Athletes invest years of training to ensure that their daring moves don’t become fatal. Biles knew that she wasn’t 100% up to the challenge — that she had a serious case of the mental block that gymnasts call the “twisties” — so she stood down to focus on her safety and mental health. She did this not just for herself but for her team, which she continued to cheer on from the sidelines.
Would it have helped her team if she had “pushed through” only to injure or even kill herself? Of course not, so Biles removed herself from the game.
This is the essence of being a good team member and employee. It’s also a model for a new kind of leadership that we in the tech industry ought to embrace if we want to be up to the challenges of the post-pandemic world.
Tech Leadership 2.0
If the onus is on leaders to strike a new balance in teaching and enabling employees to put their well-being first, the question arises: What needs to change?
Better work-life balance begins at the top. If companies such as Nike and Bumble can temporarily close some or all of their offices as a preventative measure so that employees can relax and recharge, then tech companies can follow suit. However, we can’t just press the emergency button when the prospect of mass burnout looms; leaders will have to find ways to make well-being integral to their business models.
In an era when we’re all working in a global and digital marketplace, this will mean removing stigmas around taking time off, providing more flexible working hours and instituting enterprise-wide software solutions that not only support but encourage well-being. This can take the form of meditation apps and stress trackers, but it can’t stop at artificial intelligence, machine learning and prerecorded content.
Particularly in tech, where workers often work in isolation and/or in distributed teams, employee well-being programs will also need to incorporate a human touch. Virtual coaching, access to online counseling and emergency in-person intervention can form one such program pillar. At the same time, tech companies also need to ensure to implement proactive well-being enablers such as virtual water-cooler moments and regular virtual or in-person check-ins with teams and individual team members.
Leaders will also have to set an example. They will need to walk the talk and make uncomfortable choices to prioritize themselves as well. We can’t ask our workers to take steps that we are afraid to take as leaders. Only when the industry giants begin to put their mental and physical well-being first will the people who work for them and idolize them fully embrace this new model.
A New Normal?
As we move from lockdowns to a post-pandemic world, work-life balance and mental health are more important than ever before. In this climate, Biles’ brand of leadership sets a new standard.
By now, we who work in the intersection between technology and human resources should know that when employees prioritize their well-being, the benefits extend to teams and organizations. In short: The more balanced workers are, the more robust their employer’s bottom line will be.
However, just because putting well-being first makes good business sense does not mean that changes to tech work culture will be welcomed by all. Biles’ announcement drew its fair share of ire from the naysayers in her audience, and tech leaders should be prepared to face similar backlash. Like Biles, some could be labeled as quitters, unprofessional or selfish for setting a balanced example. However, the fuss will inevitably fade, and eventually, the public will accept this new form of leadership.
After all, the critical and public reception of Biles’ withdrawal was largely positive — and with or without her, the Olympics went on. In consequence, the post-pandemic world seems very different than the one that preceded it.
To me, at least, it feels like we are finally admitting that vulnerability is a human condition. It’s normal. Moments of weakness are normal.
Point Of No Return
To wrap up: At the world’s biggest sports event, one athlete chose her own well-being over winning medals, and the story stole the spotlight for an entire week. This tells me that we have reached an inflection point. We need to talk about our mental health so badly that when someone of Biles’ stature admits to struggling with it, this becomes the only conversation in the room.
It’s time for tech leaders to raise their voices, too. We should also recognize Biles as the leader she is — the kind we need to guide us through a post-pandemic version of work-life balance. Striking that balance won’t always be easy, but if we follow her example, we might finally begin finding strength in moments of vulnerability.
By putting ourselves first, we’re sometimes also putting our organizations first and setting an example for those we purport to lead. In a world where the tech we create is as addictive as it is empowering, embracing Simone Biles as a leader isn’t just the honest thing to do; it’s the only way we’ll survive.
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