Creating a Culture of Respecting Boundaries

I see it all the time — the HR team ships branded yoga mats... While the VP of Sales still pings reps at 11 p.m. “Employee-wellness swag” doesn’t lower anxiety — boundaries do. Here's the harsh truth for senior leaders: Swag is easy. Swag is cheap. Real wellness is neither. Your employees don’t need another water bottle or stress ball. They need a goddamn permission to switch off. I once advised a tech giant which was spending millions on wellness initiatives, yet their turnover stayed stubbornly high. They couldn’t figure out why. But a quick glance at Slack said everything: - Leaders messaging at 10 p.m. - "Urgent" emails on weekends. - Unspoken expectation of 24/7 availability. Branded swag won’t fix broken boundaries. Here’s what actually reduces burnout: 1. Clearly define availability hours — and respect them. 2. Stop rewarding the “always on” culture. 3. Train your leaders to practice restraint, not urgency. 4. Give explicit permission for people to disconnect. Want to boost employee performance? Forget swag. Set boundaries instead. Because true wellness comes from respect... Not from a branded tote bag. P.S. What do you prefer? The yoga mats, or the clear boundaries? 

I’ve noticed a worrying trend: bragging about skipping doctor’s appointments or working late as if exhaustion equals dedication. I get it, we want to show commitment. But what if we’re actually celebrating burnout disguised as productivity? Burnout isn’t a badge of honor. It’s a slow collapse, and Gallup’s latest report shows nearly 60% of employees feel emotionally detached at work. That’s not a culture I want to be part of — or build. Here’s what I believe we need instead: 1. Celebrate boundaries. Saying “I’m logging off” should be met with respect, not suspicion. 2. Redefine loyalty. True commitment means pacing yourself, not erasing your life outside work. 3. Question urgency. Not everything labeled “ASAP” really is. 4. Trade perfectionism for progress. Done is better than perfect. 5. Be the example. Culture changes when we model sustainable work, not just expect it from others. The toughest part is breaking the invisible habit of “pushing through.” Next time you feel the urge to sacrifice your well-being for work, pause and ask yourself: Is this really necessary? You don’t need to burn out to be valuable. #HealthAndWellness #Burnout #Growth

Culture isn’t what you say — it’s what people feel. And you can feel it most on Sunday night. 👇 Unspoken tension. Emotional exhaustion. A creeping sense of dread. That’s not just burnout — it’s a broken culture. Here’s how to start fixing it from the inside out: 1️⃣ Listen without fixing ↳ Ask “What do you need right now?” instead of offering a solution. 2️⃣ Make psychological safety visible ↳ Admit your own mistakes openly to create permission for honesty. 3️⃣ Turn values into verbs ↳ Don’t just say “we care” — show it in decisions, meetings, and rewards. 4️⃣ Recognize, early and often ↳ Give meaningful praise for effort, not just results. 5️⃣ Kill toxic tolerance ↳ Don’t promote brilliance that burns others — protect the team first. 6️⃣ Coach more than you manage ↳ Replace checklists with curiosity in your 1:1s. 7️⃣ Redesign your Sunday night ↳ Send a “what’s one thing you’re excited for?” message to your team. 8️⃣ Let humans be human ↳ Normalize rest, mental health days, and setting boundaries. 9️⃣ Re-recruit your team weekly ↳ Remind them why their work matters — and why they matter to you. 🔟 Measure what matters ↳ Track engagement and wellbeing like you track performance. Your culture already exists. The only question is — are you proud of it? ❓How do your people feel before Monday even begins? ♻️ Share this if you're building a better workplace. 👋 I write posts like this every day at 9:30am EST. Follow me (Dr. Chris Mullen) so you don't miss the next

Your words shape the air people work in. I’ve been in enough rooms to know, it’s not the policies that make or break a culture. It’s the everyday language leaders use without thinking. One sentence. Said the wrong way. Can shut somebody down. And one sentence, said with intention? That’s the kind of thing people remember years later. Toxic vs. Empowering communication, with real alternatives that create trust, not fear: ❌ "This is how we’ve always done it, don’t question it." ✅ "If you have ideas to improve this, let me know." → Innovation thrives where curiosity is welcomed. ❌ "I don’t care how you feel; I need results." ✅ "Your well-being matters. What challenges are you facing?" → Results don’t come at the cost of people. Sustainable performance starts with empathy. ❌ "Why weren’t you available?" ✅ "I respect your time off. Let’s plan to connect during work hours." → Respecting boundaries builds a culture of trust. ❌ "I thought you would do a better job." ✅ "This is a great start. Here’s an idea to make it even better." → Feedback should lift, not crush. ❌ "You should know this by now." ✅ "What questions do you have?" → Curiosity should be encouraged, not punished. ❌ "I don’t pay you to think; just do as I tell you." ✅ "Your insights and perspectives matter." → Smart teams are built on shared thinking, not dictatorship. ❌ "I need to know exactly what you're working on at all times." ✅ "You decide how the work gets done-I trust you." → Micromanagement kills morale. Autonomy drives ownership. ❌ "I don’t have time for your excuses." ✅ "What’s causing setbacks? Let’s find a solution together." → Accountability without blame is the secret to real progress. ❌ "If you can’t handle the pressure, this might not be the job for you." ✅ "How can I support you?" → Strong leaders lift people up when they’re overwhelmed, not push them out. ❌ "You are lucky to have this job." ✅ "Your contributions make a real difference. Thank you." → Gratitude > threats. Always. If you’re leading people, even if it’s just one person check your language. That’s where the work starts. Start by listening to how you show up when things are messy, rushed, or tense. Because that’s what they remember. Every time. ♻️ Repost this if you believe leadership is built in the small moments. 🔔 Follow me Armers Moncure for communication that builds trust, not fear.

A Chief of Staff’s strength isn’t always being available.     It’s trusting themselves enough to step back.      As a Chief of Staff, your team and your leader relies on you… a lot.      You’re their go-to. Their problem solver. Their safety net.     The one who keeps things running even when they’re in back-to-back meetings, on the road, or deep in strategy mode.     But here’s the thing: you can’t be any of those things if you’re burnt out.     Boundaries aren’t about stepping away from your responsibilities. They’re about ensuring you can lead effectively when it matters most.     So, how do you set boundaries while keeping trust intact?     Start here:     🟡 Set Clear Expectations     ↳ Define your availability and stick to it. Communicate your “office hours” and when you’re off the clock.    ↳ Align with your exec on what truly needs your attention versus what can be delegated.     🟡 Define ‘Urgent’ Together     ↳ Not everything needs an immediate response. Decide what’s urgent and what can wait.    ↳ Protect focus by distinguishing between urgent and routine tasks.     🟡 Use Technology Wisely     ↳ Automate where possible. Set clear OOO messages and delegate tasks.    ↳ Turn off unnecessary notifications so you’re not distracted by things that can wait.     🟡 Lead by Example     ↳ Respect your boundaries, and others will too. Model sustainable leadership and make time for rest.    ↳ When you prioritize well-being, your team will follow suit.     🟡 Create a Handoff System     ↳ Build a capable team that can manage in your absence. Define clear roles and responsibilities.    ↳ Set processes that empower others to take over without confusion.     🟡 Retrain Yourself to Disconnect     ↳ Trust your team to handle things while you’re offline. The work will still be there when you return.    ↳ Rest is part of leadership. Recharge to be more focused and effective.     🟡 Reassess Regularly     ↳ Periodically check in with your team to see if boundaries are working or need adjusting.    ↳ Get feedback and stay open to adapting as your role or team evolves.     The best Chiefs of Staff don’t just manage chaos—they manage their energy.     Because when you set boundaries, you show up sharper. More focused. More effective.     So, say it with me:     “I won’t be checking email, so if you need anything, please give me a call.”     And then? Actually, disconnect.    In the comments: How do you set boundaries in a high-demand role?     ♻ Share to help spread awareness of the Chief of Staff role.       👋 Follow Maggie Olson for daily CoS & leadership insights.  

LEADERS, YOUR URGENCY IS KILLING YOUR TEAM. How to lead without burning out your team: We’ve normalized a boundaryless work culture where constant availability is expected, but the cost is steep: • Burnout is on the rise. • Productivity takes a nosedive. • Creativity disappears. Here is the truth: Employees with supportive leaders are 70% less likely to experience burnout (Gallup). Leaders, here’s the hard truth: Your team’s well-being is directly tied to your leadership. What can you do? 1. Model boundaries yourself. • Skip late-night emails and set realistic response expectations. • Lead by example—work-life balance starts at the top. 2. Redefine productivity. • Focus on impact, not busy work. • Celebrate results not hours spent. 3. Trust your team. • Empower them to work autonomously—no micromanagement required. • Boundaries build trust, and trust drives performance. You don’t need urgency to win. You need clarity, boundaries, and trust to create an environment where your team thrives. That’s the next level of your leadership. What’s one boundary you’ll set this week?  Let me know in the comments 👇.. — Found this helpful? Repost it. ♻️ Follow me, Misha Rubin, for actionable career insights. If you enjoyed this post, you’ll love my free newsletter, The Modern Executive: Dare to Be Yourself and Win in Corporate —  https://lnkd.in/e5yeQwJP