How becoming a new dad made me a better leader

Remember what it’s prefer to be thrown into a new job with no prior experience?

I just had a vivid memory of taking parental leave after becoming a new parent. I stepped away from my business for several months to assist care for my son, spending the summer sleep deprived and knee-deep in diapers.

But what a joy – and an eye opener. As every parent knows, the sense of responsibility for one other person teaches humility and changes lives. WITH lower than 5% young fathers in the US taking at least two weeks of parental leave, I know I’m in the lucky minority.

For me, my time away from the office as a full-time dad has also taught me some lessons about being a leader. This is an unexpected addition to this beautiful experience that gave me a new perspective on work.

It’s early days, but here are five things I’ve learned so far.

1. Strengthen your team

For leaders, leaving could be an opportunity to enable their subordinates to succeed in a higher level.

My baby needs me day and night. My employees? Less – and that is good. Sometimes leaders and managers overestimate how much their people rely on them.

In my case, I’m lucky that the company has matured to the point where it’s resilient enough to manage without my constant attention. Leaving showed me that I didn’t have to supervise all the pieces and everyone. Without me, team members can take responsibility and develop.

Plus, delegating is good for a business, especially when it’s scalable. Just 25% of company founders excel at delegating tasks, but those that achieve this generate one-third more revenue than colleagues without these skills.

2. Put your job and its “problems” into perspective

For me, fatherhood modified the scenario at work. I’m not the only one who thinks that, in comparison with caring for a toddler, returning to the office is like taking a break.

Now, when I think about my responsibilities as a parent and the impact I have on my child, I not worry about office “problems” like I used to, which makes me a better leader. I approach skilled challenges with a clearer mind – knowing that I have more essential things to maintain me up at night. (Thanks, son.)

Likewise, my new role as a parent has forced me to be more disciplined. I come to the office focused and able to have the option to get home at a reasonable hour. In other words, I not surf the Internet or read the news at my desk. Instead, I look at what must occur, make sure my calendar reflects those priorities, and get to work.

WITH greater than half of managers feeling burnt out at work, anything leaders can do to ease their burden shall be welcomed. You don’t have to be a new parent to place work into perspective and look for ways to get things done more efficiently. Success in the office becomes more meaningful when you allow space for the people and moments that matter most to you.

3. Know when to step back from technology

As a leader of a digital agency who is now also a time-poor parent, I’m an advocate of technology as a productivity enhancer moderately than a mindless distraction or a freelance project. In my work, but also in my personal life, I attempt to set a good example by limiting its use.

Some technology tools simply increase display time, others help reduce it. In this second category is my precious silly phone and my new favorite app, Read artificial intelligence. After the meeting, it spits out a transcript and the most vital conclusions and conversation time of each participant.

I don’t love my son seeing me using screens, so I’m going back to old methods of communication like the landline. Conversely, GenAI has helped reduce screen time at home. Instead of asking Google parenting questions, I can ask ChatGPT verbally without taking my eyes off my boy.

For me, as a leader, parenting is a reminder of how easy it is to get caught up in the digital world. Technology must be available to support people – but w recent surveythree-quarters of employees said AI increases their workload, reducing productivity and contributing to burnout. So as an alternative of falling for the latest shiny toy, make sure your tech stack is actually helping your team.

4. Show your people who you actually care

For any good leader, team members are people first and employees second. Becoming a parent has given me more compassion and respect for colleagues who face the many challenges of raising a child while also keeping them together at work.

To be clear, I’m pleased with our company’s policies. In addition to offering 4 or five weeks of leave to begin with, we are encouraging the extension of maternity and paternity leave, in some cases supplementing government advantages and ensuring a smooth return to work for employees.

Thanks to my free time, I’m much more involved in helping employees balance work with other responsibilities. Does your organization’s parental leave policy give people the space and time they should adjust to this new stage of life? If not, it might be time to reconsider.

Showing people you care about this also results in this better business results. Employees whose leaders are highly empathetic report significantly higher levels of creativity and engagement than employees whose bosses are less empathetic.

5. Don’t underestimate the power of attention

Like any conscientious first-time dad, I purchased all the pieces and realized most of it was unnecessary. Apart from a few basic items, the baby only needs a constant supply of milk and clean diapers, and above all, your attention and energy.

At the risk of oversimplifying, it’s the same in the office. Leaders should do not forget that the strongest tool at their disposal is present with their people.

My efforts to not be distracted by my son encourage me to focus just as much on my team. Therefore, despite the demands of a “different” job, I try to point out up at meetings with full commitment. When I’m there, I’m there. Now if you will excuse me, I have a team member who urgently must be fed.