Teaching and Leading Through Mental Health Struggles
Educational leaders are seen as pillars of strength and stability, setting the tone and solving problems for their communities. But when a leader struggles with their own mental health challenges, such as depression or anxiety, it can lead to feelings of impostor syndrome or self-doubt. These challenges, however, don’t have to define you; they can instead be catalysts for growth and authentic leadership. Instead, these experiences can be a powerful catalyst for growth, connection, and authentic leadership.
In my work as a youth worker for at-risk students, I learned that being honest about my own challenges—in the right context and at the right time—created a culture of safety, vulnerability, and collaboration. While leaders don’t need to disclose everything, embracing their humanity can foster an environment where others feel empowered to do the same. This blog explores practical ways for educational leaders to navigate their professional lives while addressing their own mental health challenges.
Acknowledge the Elephant in the Room
It’s tempting to suppress personal struggles to maintain a facade of strength. But ignoring mental health challenges often leads to burnout, decreased productivity, and even physical health issues. Research from the National Institute for Occupational Safety and Health highlights that untreated mental health issues in the workplace lead to a 37% increase in absenteeism, a 24% drop in productivity, and a 46% higher turnover rate, emphasizing the critical need for proactive mental health support.
For educational leaders, the stakes are even higher because the well-being of an entire school community often hinges on their stability. Admitting that you’re struggling—even if only to yourself—is the first step in addressing these challenges. Just as a sprained ankle signals the need to rest and heal, emotional pain serves as a reminder to address mental health. For educational leaders, this might mean acknowledging the unique pressures of decision-making, balancing responsibilities, and maintaining morale, all while prioritizing personal well-being.
Build a Support System
You don’t have to go through this alone. Leaders often feel isolated, but reaching out to trusted colleagues, mentors, or a mental health professional can make all the difference. For instance, one principal shared with Education Week how joining a peer support group provided her with practical advice and a sense of community that helped her navigate a particularly tough year.
Consider these tangible steps:
Professional Networks: Join leadership cohorts or local educator groups that offer mentorship and shared experiences.
Therapy or Coaching: Seeking professional help isn’t a sign of weakness; it’s an investment in your well-being and leadership capacity.
Personal Allies: Friends, family, and even staff members can be invaluable sources of encouragement and perspective.
Practice Radical Self-Care
The concept of self-care often gets reduced to surface-level practices like indulging in a favorite hobby or enjoying a quiet evening, which can still be valid for some. However, true self-care often requires deeper commitments to addressing physical, emotional, and psychological health. For leaders, this might look like:
Setting Boundaries: Avoid overcommitting. Learn to say “no” without guilt to protect your time and energy.
Prioritizing Sleep: A well-rested mind is better equipped to handle challenges.
Moving Your Body: Regular exercise has been shown to combat depression and anxiety, according to the Journal of Psychiatric Research.
Mindfulness Practices: Techniques such as meditation, deep breathing, or journaling can help regulate emotions and provide clarity.
One superintendent shared with Edutopia how a simple morning walk became her anchor—a time to clear her mind and recalibrate before facing the day’s challenges.
Embrace the Power of Vulnerability
In my work experience I discovered that appropriate transparency—sharing struggles without oversharing—built trust and inspired deeper conversations. For example, during a workshop, I spoke about the importance of seeking help and shared a personal story about overcoming a challenging season. This led students to open up about their own struggles, ultimately fostering a collaborative and supportive environment.
Educational leaders can take a similar approach:
Model Honesty: Share stories of resilience or moments when you sought help.
Create Safe Spaces: Encourage staff and students to talk openly about mental health without fear of judgment.
Foster Collaboration: When leaders show they’re human, it encourages others to bring their authentic selves to the table.
Brené Brown’s research on vulnerability underscores its importance in leadership. She notes that “Vulnerability is not about winning or losing; it’s about having the courage to show up when you can’t control the outcome.” I believe we can all practice this by fostering open dialogue in team meetings, encouraging honest feedback, and sharing our own moments of uncertainty to build trust and authenticity within our teams.
Implement Structural Changes
Many agree that addressing mental health isn’t just about individual actions, but rather creating systemic support within your arena. If in a position to do so, consider implementing the following:
Flexible Policies: Allow for mental health days and promote work-life balance.
Professional Development: Provide training for staff/team members on recognizing and addressing mental health challenges.
Wellness Programs: Develop initiatives that encourage self-care, such as fitness classes, counselling resources, or wellness challenges.
As an example, one district in California introduced a “Principal Wellness Program” that included monthly peer check-ins, access to a therapist, and mindfulness training. Within a year, staff reported higher morale and lower burnout rates. This model could be adapted to other contexts by tailoring it to local needs—for instance, incorporating virtual check-ins for remote districts or emphasizing culturally relevant mindfulness practices.
Tangible Takeaways
Check Your Inner Dialogue: Replace self-critical thoughts with affirmations of resilience and strength.
Delegate When Possible: Trust your team to share the load, freeing you to focus on what truly matters.
Schedule “You Time”: Block off time in your calendar for activities that recharge you.
Learn to Rest, Not Quit: When overwhelmed, pause and recalibrate instead of pushing through at all costs.
Focus on Growth: View struggles as opportunities to learn and grow, not as evidence of inadequacy.
You’re Not Alone
Leaders often bear the weight of their roles in silence, but the truth is, struggling doesn’t make you an impostor. It makes you human. Recognizing and embracing this truth can inspire not only your own growth but also a culture of resilience and empathy among your team, demonstrating that vulnerability is a strength, not a weakness. Just as a massage therapist needs massages and a coach benefits from coaching, educational leaders deserve support and care. By acknowledging your struggles, seeking help, and fostering environments of transparency, you not only improve your own well-being but also model resilience for your staff and students.
Remember, leadership isn’t about perfection—it’s about persistence, courage, and showing up even when it’s hard. Through your challenges, you have the unique opportunity to lead with authenticity and inspire those around you to do the same.
References
National Institute for Occupational Safety and Health. (2023). The Impact of Mental Health in the Workplace.
Journal of Psychiatric Research. (2022). Physical Activity and Mental Health: A Meta-Analysis.
Education Week. (2023). How Peer Support Groups Help Principals Thrive.
Edutopia. (2023). The Role of Mindfulness in Educational Leadership.
Brené Brown. (2012). Daring Greatly: How the Courage to Be Vulnerable Transforms the Way We Live, Love, Parent, and Lead.
