{"id":20567,"date":"2025-11-18T14:49:11","date_gmt":"2025-11-18T14:49:11","guid":{"rendered":"https:\/\/siteglobal.com\/?p=20567"},"modified":"2025-11-18T14:49:34","modified_gmt":"2025-11-18T14:49:34","slug":"how-connection-leadership-and-safety-will-shape-the-future-of-the-events-industry","status":"publish","type":"post","link":"https:\/\/siteglobal.com\/blog\/how-connection-leadership-and-safety-will-shape-the-future-of-the-events-industry\/","title":{"rendered":"How connection, leadership, and safety will shape the future of the events industry"},"content":{"rendered":"

Thank you to Liz Lathan, co-founder of Club Ichi, for today’s blog focused on improving the mental health of incentive travel and other event industry professionals. <\/em><\/p>

The\u00a0Well-Being and Psychological Safety in the Events Industry Report<\/em>\u00a0by Melioscope and Event Minds Matter offers an unflinching look at the mental and emotional realities faced by event professionals. <\/p>

It\u2019s no surprise that we\u2019re in a stressful industry and hold an always-on role. What used to be a seasonal, event-driven cycle of burnout that was easily worked through with some comp days and a massage, the new pace of business no longer allows for that simple reprieve.<\/p>

While the data points to chronic stress and concerning gaps in workplace psychological safety, three findings stand out as both urgent and actionable. <\/p>

TL;DR: We can fix this.<\/p>

Pressure, workload, and the breaking point<\/strong><\/h4>

The survey exposes a culture of overextension. The top three reported stressors were \u201ctoo much workload\u201d (56%), \u201cunrealistic expectations\u201d (51%), and \u201cpoor work-life balance\u201d (36%), all of which directly correlate with high burnout scores. Participants working more than 40 hours per week or managing heavier client-facing roles reported markedly higher emotional exhaustion.\u200b<\/p>

These findings suggest that burnout in events is not simply about long hours. It stems from\u00a0misaligned expectations\u00a0and limited recovery space.<\/p>

The data reveals that\u00a0younger and less experienced event professionals\u00a0reported significantly\u00a0higher levels of burnout and work\u2013life conflict\u00a0than their older counterparts. <\/p>

Similarly, younger professionals also had greater\u00a0work\u2013family conflict, indicating poorer balance between career and home life.<\/p>

I found this interesting because of the anecdotal evidence of managers saying their Gen Z and Millennial workers are pushing back harder than ever to create work boundaries and \u201cme time\u201d that Gen X and Boomers never got. <\/p>

I\u2019m curious to dig more into these answers and find out if the workloads have gotten bigger or if younger workers are just jumping in and immediately seeing the unrealistic expectations (like the old adage of a frog and a boiling pot of water). \u200b<\/p>

When comparing burnout\u00a0by job level, the highest stress and exhaustion rates appeared among\u00a0administrative professionals, managers, and directors, while\u00a0owners\/founders and freelancers\u00a0reported lower burnout. It\u2019s not that senior professionals don\u2019t feel pressure (they do) but the\u00a0deepest strain appears to hit younger, early-career professionals, who are still establishing boundaries and stability. <\/p>

Freelancers and founders, of course, experience a different kind of stress from the business development required to keep paying the bills, but having the ability to set their own boundaries and scope with clients seems to provide more workload clarity and time freedom.<\/p>

Psychological safety: a gender and hierarchy divide<\/strong><\/h4>

Perhaps the most striking discovery is the uneven distribution of psychological safety. <\/p>

Despite women composing\u00a0over 80% of the industry workforce, they reported\u00a0significantly lower psychological safety\u00a0than men, meaning that women feel less comfortable speaking up, admitting mistakes, or raising concerns without fear of negative consequences.\u200b<\/p>

The problem deepens at lower job levels. Coordinators, administrative professionals, and managers (many of whom are women) reported the\u00a0lowest scores\u00a0across psychological safety, belonging, and job satisfaction metrics. <\/p>

Meanwhile, executives and founders rated their environments as far safer and more inclusive.<\/p>

This gap underscores a systemic leadership challenge. For an industry built on hospitality and connection, the internal culture often fails to reflect those same values. <\/p>

The report points out that leaders must become \u201carchitects of safety\u201d through training that cultivates empathy, transparency, and inclusion, especially in client-driven, high-pressure contexts.\u200b<\/p>

Belonging reduces burnout<\/strong><\/h4>

Event professionals who feel a strong sense of belonging to their industry or an affiliated organization report significantly lower stress and burnout. <\/p>

The report\u2019s correlational analysis found that higher \u201cindustry membership\u201d scores were\u00a0negatively associated with stress levels, suggesting that affiliation with professional bodies such as membership organizations, social clubs, and affiliations with the Event Industry Council (EIC) can directly promote resilience and engagement. <\/p>

Those who feel integrated into the profession through mentorship, networking, certifications, and shared values report higher job satisfaction and lower emotional exhaustion.\u200b<\/p>

This finding reinforces the importance of building robust professional communities. Belonging does not just connect individuals, it protects them.<\/p>

Turning insight into action<\/strong><\/h4>

The data is clear: belonging protects, balance sustains, and safety empowers. <\/p>

Instituting organizational belonging programs, improving workload alignment, and embedding psychological safety training at all leadership levels are no longer optional. They\u2019re essential to the business (and humanity) of events.<\/p>

As a CMP myself (having help the certification for more than 20 years), I think that there are opportunities within our industry to truly create an impact for the next generation of event professionals. Here are a few ideas that we could consider:<\/p>

  • Launch leadership psychological safety training
    <\/strong>Develop an industry-wide program to train managers, directors, and executives in empathy-based leadership, courageous communication, and failure-positive cultures. Equip leaders to become \u201carchitects of safety\u201d who model openness and inclusion at every event and within every team. Ideally, this would be a mandated part of industry certifications, but at the very least, developing an elective course for leaders will help workplaces attract the best and brightest team members who can feel secure in the knowledge that their place of employment cares about their wellbeing.<\/li>
  • Embed wellbeing standards in accreditation
    <\/strong>Expand EIC\u2019s Sustainable Event Standards or professional certification frameworks to include measurable wellbeing benchmarks, from workload management policies to behavioral indicators of psychological safety and healthy team communication. In my opinion, sustainability doesn\u2019t just mean keeping our planet blue and green, it means keeping our people from being black and blue. \u00a0<\/li>
  • Create a peer-led \u201cbelonging network\u201d
    <\/strong>Establish a structured mentorship and peer-support initiative that pairs early-career professionals with trained industry mentors. The aim: reduce burnout risk through social integration and belonging, which the report identified as a key protective factor against stress and emotional exhaustion. Our industry associations are primed to run programs like this and many of them do, but more emphasis should be placed on recruiting participants as mentors and mentees.<\/li>
  • Recalibrate workload and expectation culture
    <\/strong>Convene senior leaders to adopt evidence-based norms around client expectation management and workload redistribution. Introduce \u201cevent readiness\u201d review checklists that include recovery schedules, staffing ratios, and psychological risk assessments before major events.\u200b<\/li>
  • Publish an annual \u201cevent well index\u201d
    <\/strong>Implement an annual survey to measure progress across the three pillars: connection, leadership, and safety, making results public to encourage accountability and continuous improvement across industry organizations.<\/li> <\/ul>

    My organization, Club Ichi, is a social club for people in events. We embed neurovitality throughout our programs in-person and online and double-down on belonging. <\/p>

    Through our Event Minds Matter micro-community, we have uncovered a burning desire among our members to focus on conversations and resources to support the mental health and wellbeing of the people in our industry.\u00a0<\/p>

    We are not an educational institute or a research foundation, and we do not provide industry certifications or draft global standards. We look to partner with and support associations and accrediting organizations who do those things in order to help our members find the professional growth they seek. Whether we partner on any of these initiatives, or the EIC takes them and runs with them, we know that they are needed.<\/p>

    The EIC leads the way in setting global best practices. Now it can drive change by championing a new standard of care.<\/p>

    The success of the event industry isn\u2019t measured only by attendance or revenue; it\u2019s by how well we safeguard the people who make it all happen.<\/p>

    We are all in this together.<\/p>

    We are one.<\/p>

    We are Ichi.<\/p>","protected":false},"excerpt":{"rendered":"

    A guest post from Club Ichi co-founder Liz Lathan <\/p>\n","protected":false},"author":6,"featured_media":20568,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_views_all":1560,"_views_30d":611,"footnotes":""},"categories":[6],"tags":[11],"class_list":["post-20567","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-ideas"],"custom_author":{"byline":"SITE Staff","byline_avatar":"https:\/\/siteglobal.com\/wp-content\/uploads\/2025\/08\/site-staff.png","byline_email":"","author_id":"0"},"yoast_head":"\nHow connection, leadership, and safety will shape the future of the events industry - SITE Global<\/title>\n<meta name=\"description\" content=\"A guest post from Club Ichi co-founder Liz Lathan\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/siteglobal.com\/blog\/how-connection-leadership-and-safety-will-shape-the-future-of-the-events-industry\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How connection, leadership, and safety will shape the future of the events industry - 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