If you’re leading an organisation, your actions set the tone
Your team watches how you work, how you handle stress and, crucially, whether you prioritise your own wellbeing. But too often, senior leaders push through exhaustion, sending an unspoken message: “Wellbeing is important… just not for me.“
When leaders don’t model healthy working habits, it creates a ripple effect. Teams mirror this behaviour, leading to burnout, disengagement, and a toxic culture of overwork. Despite good intentions, leaders who fail to prioritise their own wellbeing unintentionally undermine the very culture they want to create.
“We Strive For Excellence”
I worked with a leadership team at a multinational firm where, (in the pursuit of ‘excellence’), long hours, presenteeism and constant availability were the norm. Their wellbeing initiatives (meditation apps, resilience workshops) fell flat because employees saw their directors skipping lunch, answering/sending emails at midnight, and never taking leave.
Once the leadership team changed their approach (public declaration on the strategic importance or wellbeing, budget allocation, blocking out breaks, taking walking meetings, and setting clear boundaries), engagement improved and absenteeism dropped.
The evidence is clear…
Research from the Harvard Business Review shows that leaders who prioritise their own wellbeing:
- Increase team productivity by 23%
- Reduce workplace stress by 30%
- Improve overall job satisfaction across teams
When senior leaders role model, take intentional breaks and normalise self-care, they create a culture where employees feel permission to do the same – without guilt.
How Can We Implement This?
Think of workplace culture like water. When leaders drop the right habits into the pool, the ripple effect shapes the entire organisation.
For decision-makers who want to drive real cultural change, here’s where to start:
- Model It First: Leaders should actively demonstrate the behaviours they want to see—whether that’s taking lunch away from the desk or switching off emails in the evening.
- Make Wellbeing Intentional: Encourage micro-breaks, walking meetings, and recovery time, embedding these habits into daily routines.
- Measure Impact: Track engagement, retention, and wellbeing scores. If leaders set the right example, the data will reflect a healthier, more engaged workforce.
Let’s Talk
What message are you sending to your teams about wellbeing? Let’s connect and explore how leadership habits drive organisational health.
#Leadership #Wellbeing #PsychologicalSafety #Burnout #MentalHealth #Stress
