During disruption, double down on employee belonging

For new employees, managers and the members of the team they're joining can ease their entry by breaking down information into smaller chunks and immersing them in the company's culture. "A 30-60-90-day onboarding plan can help manage information overload while setting benchmarks for a new employee to be successful and learn about their role, their team and their new company in a way that can be meaningful as their context grows, especially when accompanied by the right guidance," says Lisa Claybon, a senior communications executive.

Put it into practice: Assign a mentor to new hires so they can get real-time feedback and guidance, says Caroline Schillaci, vice president and chief of staff at UpSpring. "We also emphasize consistent check-ins with managers to assess how they're settling in and whether they need additional support."

Great leaders are those who can see what's possible, even amid challenges, and prize integrity and innovation, says Kim Crawford Goodman, chief executive of Smarsh, who credits her leadership skills to her upbringing on the south side of Chicago, where her strong family instilled in her a sense of ambition and possibility. "As the leader, if you go high, everybody's coming with you. And if you go low, everybody's coming with you there, too. That was a huge lesson for me," Crawford Goodman says.

Scientists at the University of Naples Federico II have developed a method for boiling eggs called "periodic cooking." This technique involves alternating the egg between boiling water and a cooler bowl every two minutes for 32 minutes -- ensuring the yolk does not exceed 149 degrees fahrenheit and achieves a gel-like state. The method results in a creamier yolk with more polyphenols.

A thriving, productive team hinges on skills and productivity, but it also requires a deep sense of well-being and belonging. When your team feels connected and knows that you value and support them, they perform better, collaborate more effectively and remain committed to shared goals.

As a leader, you must model connection and well-being, says Vijay Pendakur. "Your team will not go to a place that you will not go yourself. The leader sets the ceiling on the team's capacity to navigate disruption."

This means encouraging open communication, recognizing their contributions (both big and small), offering flexible schedules and building an inclusive environment.

Empathetic and authentic leadership is what's needed to make well-being your company's "superpower," writes Cheryl Fields Tyler. "When your people feel good -- mind, body and spirit -- they bring their A-game to work. Companies that lean into holistic well-being see happier teams, higher productivity and fewer exit interviews."

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