As we approach the end of 2024, it’s striking how much workplace wellbeing remains misunderstood. At the start of the year, my book The Emotional Overdraft launched alongside an Oxford study claiming that many wellbeing initiatives are ineffective. Critics argue that these efforts are either a distraction or a sticking plaster over deeper workplace issues.
Here’s the truth: wellbeing isn’t just about fixing the workplace for others—it’s about leaders protecting their own wellbeing, so they have the energy, resilience, and clarity to lead effectively.
Why wellbeing starts with you
The concept of an “emotional overdraft” is central to understanding why leaders must prioritise their own wellbeing. When we push ourselves too far—taking on every challenge, micromanaging to maintain control, or sacrificing personal time—we pay the price in resilience, health, and relationships.
But there’s another cost: the example we set. If we’re overworking, our teams will feel they need to do the same. If we’re burnt out, the environment we create will be one of stress and low morale. The most impactful leaders protect their own wellbeing to model what balance looks like and to ensure they’re operating at their best.
The leadership imperative
Wellbeing isn’t just a nice-to-have; it’s an essential leadership competency. Here’s why:
- Your ability to influence others depends on your energy. If you’re constantly drained, you can’t inspire, guide, or motivate your team.
- You set the tone for your culture. Teams mirror their leaders. If you’re always “on,” they’ll feel they need to be too, leading to burnout across the organisation.
- Good decisions come from clarity, not chaos. A well leader is a sharp thinker. A burnt-out one makes reactive, short-sighted choices.
What leaders can do
It’s easy to dismiss workplace wellbeing as another task on an already overloaded to-do list. But making small shifts in how you manage your own energy and support your team’s wellbeing can have an outsized impact.
Here’s how:
- Redefine success
Success isn’t just hitting targets—it’s hitting them sustainably. Ask yourself: would your P&L look as healthy if it included the personal cost of missed family moments, sleepless nights, and long hours? - Trust and delegate
Leaders often fall into the trap of doing everything themselves. This isn’t just exhausting—it’s unsustainable. Build trust in your team, delegate effectively, and empower others to step up. - Set boundaries
Protecting your time and energy isn’t selfish—it’s strategic. By setting clear boundaries around work hours, availability, and personal time, you model healthy behaviours for your team. - Track your emotional overdraft
Awareness is everything. Reflect on the times when you feel most overdrawn and why. Recognising these patterns allows you to plan ahead and put safeguards in place. - Integrate wellbeing into your culture
Wellbeing isn’t about yoga sessions or free fruit bowls—it’s about designing work in a way that supports people’s health. Ensure manageable workloads, psychological safety, and opportunities for meaningful rest.
The ripple effect
When leaders prioritise their wellbeing, it creates a ripple effect. You’re not just protecting yourself—you’re influencing the health, productivity, and satisfaction of your entire team.
As I wrote in The Emotional Overdraft, leadership isn’t about overwork and underliving. It’s about creating environments where success doesn’t come at the cost of wellbeing—yours or your team’s.
So as we head into 2025, the question isn’t whether workplace wellbeing is worth the effort—it’s how much longer we can afford to dismiss it. Let’s lead by example and show that protecting your own wellbeing is the first step in influencing and impacting others. Because if we don’t take care of ourselves, how can we expect to care for those who look to us for leadership?
Andy.
