Managers aren't therapists – but they're the first point of contact where employees either let stress and strain become visible, or don't. How a manager responds to warning signs often determines whether someone seeks support early or only after a burnout.
What healthy leadership actually means It's not about psychologically analyzing every employee. It's about manageable behavioral changes: How do I approach a conversation when someone seems noticeably more strained than usual? How do I address overload without pathologizing it? How do I create a team climate where stress can be named openly? These questions are learnable – and the impact is measurable: teams with managers who actively practice stress management have lower absence rates and higher employee satisfaction.
How to embed leadership development in a BGF context A half-day workshop builds awareness but not behavioral change. What works is repeated practice: simulating conversations, discussing case examples, peer feedback between managers. Organizations that make Healthy Leadership a fixed part of development programs build competence that's available in daily practice – and doesn't disappear again by the next high-stress season.
How to put it in place
- 1Führungskräfte-Kreis definieren und Bedarf klären: Welche Themen brennen – Kommunikation, Mitarbeitergespräche, Umgang mit Belastung?
- 2Qualifizierten Trainer oder Anbieter für gesundheitsorientierte Führung auswählen und Angebote einholen
- 3Termine für eine Schulungsreihe (mehrere Module) mit den Führungskräften abstimmen und Kalender blocken
- 4Verbindliche Zusage der Geschäftsleitung einholen, damit die Teilnahme Priorität hat
- 5Auftaktveranstaltung durchführen und Ziel klar machen: Gesunde Führung wirkt direkt auf Fehlzeiten und Bindung
- 6Erwartungen der Führungskräfte einsammeln und in die weiteren Module einfließen lassen
- 7Einladungen zu den Folgeterminen der Schulungsreihe verbindlich versenden
- 8Schulungsmodule in festem Rhythmus durchführen (z.B. alle 2–3 Wochen ein Baustein)
- 9Zwischen den Modulen konkrete Praxisaufgaben vergeben – z.B. strukturierte Mitarbeitergespräche führen
- 10Kollegialen Austausch der Führungskräfte etablieren, um Erfahrungen und Fälle zu besprechen
- 11Führungskräfte reflektieren lassen, was sich in ihrem Führungsalltag konkret verändert hat
- 12Rückmeldung der Teams einholen, ob Kommunikation und Gesprächsqualität spürbar besser sind
- 13Auffrischungstermine planen und gesunde Führung fest in die Führungsleitlinien aufnehmen
What you need
- Effort
- multi-day
- Cost
- with budget
- Duration
- 16-24
- Setup
- 960 min
- ✓ Multiplier effect
- ✓ Culture change
- ✓ Sustainable
Eligible for funding: up to €600 tax-free
As part of a structured workplace health process, this measure is tax-free under § 3 no. 34 of the German Income Tax Act (EStG) up to €600 per employee per year — BGF-Kompass supplies the process. Certified offers (e.g. from Upfit) are additionally subsidised by statutory health insurers under § 20b SGB V.
Health-insurer funding & tax: how to apply →Adopt it for your company
Register for free — and the measure is ready to go in your cockpit: invitation, feedback survey and appointment are already set up. First cycle, first numbers for the boss.
Start for free nowRather take a look first? To the live demo →
Contributes to
Measure the impact with
Action field
Stress & Mental Health →A fitting occasion
Related best practices
Not sure where to start? 5-minute self-check →