Leadership Perspective on Sabbatical
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Shark tank the tv show is commonly referenced in our home. Not because we watch it regularly but because there are a couple of self-proclaimed ideators in my home that find it intriguing to spark conversation starting with, “Would this *insert crazy idea* fly on shark tank?
As we discuss, we offer our fake money and investment options, saying something like “I’d give you 5 million for a 50% investment and unlimited quality time with your mom! The counter-offer is often, I’ll take the 5 million and leave the rest! (Thank you teenagers!)
Amidst the banter we may pull up a show or two and probe into the real world of what is working and not. Recently I was drawn into an older episode that included a proposition for a very intriguing power nap studio!
The idea included sleep pods, a studio pop-up shop and a relaxing ambient, atmosphere resembling a massage room. Coming to a city near you!**
In reality we all need more creativity and productivity in our daily life. And even a brief nap such as 15-20 minutes, we know provides greater brain clarity, a mental boost and overall body refreshment.
While the idea of napping for refreshment is not a new concept, the creativity that may be sparked and necessary, encouraged in the form of an intentional rest outside the floor of your office or a reclined position in your car or nodding off at your desk, is more necessary now than ever.
I’m a big fan of power naps and the way they refresh my whole being. My response as I continued watching was one of immediate welcome and desire to endorse, if I could have.
But instead, the shared general sentiment of the sharks, their response surprised me. It sounded like this… “No one has time to leave their job for naps nor do we want to encourage it and for that reason I’m out!”*
While much research has shown the benefits, the overarching value is that work takes precedence over self-care! Productivity trumps care despite the desire and lip service given to prioritize the greatest assets of any company – the people.
Although ministry leaders don’t say it as directly as the sharks, the sentiment is not that different from corporate America - We can’t afford to rest and neither can you!
Just last week I had a conversation with an executive director of member care discussing why leaders need a sabbatical. He was authentically questioning the efficacy. Why isn’t vacation enough? How burned out do they need to be? When do we say yes? How do you cover positions and who pays for this?
““No one has time to leave their job for naps nor do we want to encourage it and for that reason I’m out!”*”
As sabbatical coaches we frequently hear this "man over machine" mindset but the form and approach to see the value lived out, lacks. People are still denied space and time because the leadership isn’t certain of the value, doesn’t understand how the job will get done, is afraid of an employee leaving or hasn’t been in a similar position. That all makes sense. These are common reactions across ministry, non-profit, and corporate America.
If you’re a leader positioned to champion this type of care, what are your responses? How do you posture yourself to listen for these words – stuck, discontent, exhausted, unsettled and poor fit - amidst those you serve? What might a follow-up conversation look like when you hear these words?
A sabbatical policy in our mind is meant to be created from a developmental perspective. People are the best resource of any company, and shouldn’t be treated as machines. Giving space and time such as a long pause in the form of a sabbatical to listen to their heart, their head and their body will likely keep them from burning out and leaving altogether. Organizations often feel like they need to have all the answers or a policy in place in order to grant a sabbatical and to that we say, give it a try with a few and see what works for your organization and personnel.
Consider a few leadership best practices to sabbatical:
Be open to what the employee needs for their own physical, mental and spiritual growth even if you don’t understand. Let them decide and tell you what they need. If we want healthy leaders, we ultimately want to create an environment where these healthy leaders know what they need and ask for it.
Help them find third-party resources and accountability that understand sabbaticals and how to structure one. You as the leader will have a different agenda than an objective outsider.
Take a company-wide approach to care. When everyone catches the vision for a sabbatical culture the whole culture wins. How can every employee consider where sabbatical might fit on their developmental track? And consider for others how they might chip in to cover for when people take time off?
What can you as an organization say no to in order to live out this value? Not every fundraiser is necessary. Not every service is needed. What can be released for a time?
Consider sending the employees you hear say the above words, a sabbatical readiness survey. This serves as a way of saying I see you and there are resources available.
You don't have to have all the answers, a policy or even the ability to grant a sabbatical. Let's keep the conversation open so leaders remain healthy and have access to the resources they require. Sleep pods or not, let’s demonstrate the powerful value of rest over productivity in creative and effective ways.
Bonus: Listen here for a sabbatical conversation from a google employee.
Questions for further conversation: Let me ask you. What is your theology of rest? And where did it come from?
*As of July 2023 napping pods or minute sleep stations are located in at least 21 aiports in the world including DFW, DXB, IAD, DEL, ATL, MUC, JFK, MEX, AUH, PHL, HEL, LGW, CLT, IST, SVO, NRT, YYZ, TLL, BGY, (find one next time you fly!)
