In today’s fast-paced corporate world, maintaining a healthy work-life balance is crucial for leadership success. Insights from a CEO and a certified integral coach shed light on effective strategies that support well-being. Discover how encouraging leaders to recharge can make a difference, and explore the concept of promoting mindfulness and healthy consumption. This article shares thirteen invaluable insights from industry experts on fostering a balanced and fulfilling work environment.
- Encourage Leaders to Recharge
- Create Space for Personal Fulfillment
- Advocate for Complete Disconnection
- Set Boundaries and Foster Flexibility
- Implement Flexible Work Policy
- Model Healthy Work-Life Boundaries
- Maintain Reasonable Workloads
- Encourage Flexibility with Flex Fridays
- Support with Unlimited Paid Time Off
- Enforce Strict No-Contact Hours
- Help Leaders Prioritize Personal Time
- Introduce Challenges for Fitness and Self-Care
- Promote Mindfulness and Healthy Consumption
Encourage Leaders to Recharge
My philosophy on work-life balance for leadership team members centers on the belief that well-being is essential for sustainable success. Leadership roles can be demanding, so I encourage a culture where taking time to recharge is not only supported but expected. I believe that when our leaders have balance in their lives, they’re more energized, focused, and effective—benefiting both the team and our clients.
One specific initiative we implemented is our “Wellness Week” policy for the leadership team. Once a year, every leadership member is encouraged to take a full week off without interruption to focus on their personal life, health, or family. This time is completely separate from their regular vacation days and is designed to provide a true mental break from work responsibilities. During this week, we ensure their duties are covered so they can fully disconnect without stress.
This policy has had a tremendously positive impact on team morale and productivity. Leadership team members return from their Wellness Week with renewed focus and creativity, which positively influences their teams and decision-making. It’s been a powerful way to support our leaders’ well-being and reinforce that we value our people as whole individuals, not just as professionals.
Samantha Easton
Chief Executive Officer, Blue Diamond Sales & Rentals, Inc
Create Space for Personal Fulfillment
Work-life balance for leadership team members starts with recognising that well-being is deeply personal and goes beyond surface-level solutions. My philosophy is rooted in creating space for individuals to reflect on what truly sustains them—whether it’s time with family, personal growth, or meaningful hobbies—and then integrating those priorities into their professional rhythm. Leadership is demanding, but it shouldn’t come at the expense of fulfillment outside of work. Supporting balance means empowering leaders to align their schedules and responsibilities in ways that feel sustainable.
One initiative I’ve implemented is dedicating regular coaching sessions for leadership team members focused on identifying and addressing stressors before they escalate. These sessions go beyond work-related discussions to explore how they can create harmony between their roles at work and their personal aspirations. For instance, one leader used this time to set boundaries around evening meetings, freeing up time for an art class they’d always wanted to take. Simple, intentional changes like this help leaders feel recharged and more effective, both professionally and personally.
Adam Klein
Certified Integral Coach and Managing Director, New Ventures West
Advocate for Complete Disconnection
My philosophy is that leaders should feel comfortable switching off completely when needed, as recharging leads to better decisions and resilience over the long haul. We’re all human, and honoring that fact means our team can be creative and proactive without burning out.
I advocate for regular wellness check-ins, not just on productivity but on how our leaders feel about their workload and stress levels. These conversations allow us to make meaningful adjustments that prioritize their mental and physical health alongside company growth.
We implemented a “no emails after 7 p.m.” policy, encouraging leaders to step away from work and focus on their personal lives each evening. This boundary ensures that everyone can disconnect fully and come back the next day refreshed, which has noticeably boosted overall morale and productivity.
Alari Aho
CEO and Founder, Toggl Inc
Set Boundaries and Foster Flexibility
Work-life balance for leadership team members is essential not only for their personal well-being but also for driving sustainable organizational success. My philosophy centers on setting boundaries and fostering flexibility so leaders can bring their best selves to both work and personal life. Supporting their well-being means creating an environment where taking time for family, health, and rest is encouraged-not seen as a sign of weakness.
One initiative I implemented was a “no-meetings Friday” policy for our leadership team. The goal was to give them space to focus on strategic work or personal priorities without the constant pull of back-to-back meetings. To complement this, we introduced a wellness stipend leaders could use for gym memberships, therapy, or other health-related expenses. Over time, we saw improved productivity and lower burnout rates, reinforcing that prioritizing well-being leads to stronger, more resilient leaders.
Runbo Li
Co-Founder & CEO, Magic Hour
Implement Flexible Work Policy
My philosophy on work-life balance for my leadership team is rooted in the belief that a healthy balance fosters creativity, productivity, and overall well-being. In my experience as the founder of a legal process outsourcing company, I’ve seen firsthand how burnout can stifle innovation and morale.
To support my team, I implemented a flexible work policy that allows them to choose their hours and work locations based on their personal needs.
For instance, I once had a key team member who was struggling to juggle work and family commitments during the school year. By allowing her to adjust her hours and work remotely when necessary, not only did her stress decrease, but her productivity soared as she felt more in control of her schedule.
This initiative has created a culture of openness and support, empowering my team to prioritize their well-being while driving our company’s success.
Aseem Jha
Founder, Legal Consulting Pro
Model Healthy Work-Life Boundaries
My core belief is that well-being starts at the top. If leadership is burned out and unbalanced, it cascades to the rest of the organization. One of my key priorities is modeling and supporting healthy work-life boundaries and self-care practices for my leadership team.
Some specific ways I put this into practice:
- Establishing “unplugged hours” from 6pm-8am on weekdays and all day on Sundays where no emails/Slacks are sent to allow for device-free family and personal time.
- Quarterly offsite “mental health days” for the leadership team to unwind, bond, and recharge at a relaxing location like a spa or nature retreat.
- Covering costs for therapy/coaching and fitness/wellness activities in addition to traditional health benefits.
- Openly discussing challenges with burnout, stress, and mental health to destigmatize these topics and encourage leaders to seek support.
By making leader well-being a cultural priority and providing tangible resources to support it, we’ve seen boosts in productivity, job satisfaction, and retention at the leadership level which trickles down positively to the whole company. Investing in your leaders’ wellness is one of the best investments you can make in your organization’s long-term health and success.
Brogan Renshaw
Managing Director, Firewire Digital
Maintain Reasonable Workloads
Work-life balance isn’t just a concept; it’s a necessity in law, where the mental toll can be significant if not managed well. I see it as our responsibility to create a supportive environment that acknowledges this and actively protects our team’s mental health. At our firm, we support well-being by maintaining reasonable workloads and celebrating milestones to reinforce that balance is just as crucial as winning cases.
We rolled out a mentorship and peer-support program where team members check in on each other’s well-being and share insights, creating a stronger internal support network. The goal is to give leadership a space to decompress, reflect, and gain fresh perspectives on complex cases. This peer approach has helped build trust and camaraderie, making it easier for everyone to handle high-stress situations together.
Jeffrey A. Preszler
Partner, Preszler Law Alberta
Encourage Flexibility with Flex Fridays
My philosophy on work-life balance for leadership team members is that it’s essential for both personal well-being and sustainable performance. Leaders set the tone for the entire team, so if they’re overworked or burned out, it impacts everyone. To support their well-being, I encourage a balance that respects both professional and personal time, recognizing that mental and physical health fuel long-term success.
One specific initiative I implemented is a “Flex Friday” policy where leadership team members are encouraged to use Fridays for focused work, personal projects, or even downtime to recharge, free from regular meetings and daily interruptions. This time allows them to catch up or decompress, making their work more efficient and giving them the flexibility to address personal priorities. This approach has helped foster a healthier environment where leaders feel empowered to manage their time proactively, resulting in improved productivity and morale.
Andrew Lee Jenkins
Owner, Andrew Lee Jenkins
Support with Unlimited Paid Time Off
In our team, we don’t offer traditional paid time off. Instead, when team members need time off, they take it. As a leader, understanding that we work with people, not just employees, is one of our most important responsibilities.
I don’t believe in the concept of “earning” the right to spend time with family or take a vacation by working a certain amount of time. Or even being penalized or not paid to do so. When my team members need time off, I’ll always ensure they’re compensated. This approach creates a supportive work environment where people feel valued.
To keep business operations running smoothly, we ask team members to arrange coverage when they’re out of office. Everyone is eager to step in because they know they’ll be supported the same way when they need time off. This practice builds immense trust, strengthens our team’s performance, and creates a culture where people know they can count on each other.
By recognizing that we employ humans with real lives and responsibilities, we’ve fostered a strong sense of synergy within our organization.
Michael Baker
President, Sparrow Hospitality Services LLC
Enforce Strict No-Contact Hours
We have strict “no-contact” hours on evenings and weekends, which are only interrupted for true emergencies. I make it clear that vacation time is for recharging—no checking in or replying to emails. This structure has helped everyone stay focused, make sharper decisions, and remain fully committed when they’re on the clock. It’s about working smart, not just working more.
Wes Wakefield
Founder, Pro Coffee Gear
Help Leaders Prioritize Personal Time
I help the leadership team create space for life outside work. I encourage them to prioritize time with family, friends, community activities, hobbies, and even side gigs, or whatever brings them joy. I work with the team to structure their days so they’re spending their high-energy hours on the tasks they find exciting and saving more routine work for when energy dips. Everyone’s rhythm is different, so respecting those differences keeps us energized and helps prevent burnout.
But honestly, the best way I can support balance is by living it myself. Even in high-stress times, I stay committed to the values I talk about because I know people notice if I don’t. We’ve made flexible hours and extra PTO the norm, but more than policies, it’s about creating an environment where balance is genuinely respected.
Andrei Mincov
Founder & CEO, Trademark Factory
Introduce Challenges for Fitness and Self-Care
One way to improve work-life balance for the leadership team is to introduce “challenges” for fitness, self care or anything other than their work. Allow them time every day to work on their challenge goals, and set aside some time each week or month to make note of everyone’s progress, share notes and provide support and encouragement to each other. This helps them bond, engage in friendly competition to show more progress and gives them something to look forward to, apart from letting them explore life beyond work as well.
Manasvini Krishna
Founder, Boss as a Service
Promote Mindfulness and Healthy Consumption
We care a lot about supporting our team members in having a healthy work-life balance, which is why we encourage them to practice mindfulness. We believe that by promoting a culture of mindfulness at work, it not only makes people happier and healthier on an individual level, it also makes the workplace more productive.
In order to support this effort, we plan for moments of mindfulness every week where we encourage our leaders to take breaks, think, and refuel whenever they need to, such as by taking a few moments to clear their mind or doing a short meditation. These breaks are important for staying productive and avoiding burnout. Our team members have found that these practices help them feel less stressed, think more clearly, and handle their emotions better.
We also motivate our team members to consume food and drinks that are good for them, such as our caffeine-free adaptogenic blends that are designed to give you calm, balanced energy without the highs and lows that come along with regular caffeine. These mixes help our team stay clear-minded and focused whether they’re at work, traveling, or spending time at home.
By focusing on mindfulness in this way, we not only play a role in improving people’s overall well-being, but we also create a culture at work that values renewal and balance.
Lenny Chase
CEO, Rasa