The Resilient Leader: Why Your Wellbeing Must Come First
Leaders often bear a unique weight, shouldering the responsibility for their teams, projects, and the overall success of their organisations. In this demanding environment, it's easy to fall into the trap of prioritising everyone else's needs above your own. However, true leadership, particularly in the context of our PEP model – Physical, Emotional, and Psychological wellbeing – begins with self-care.
Neglecting your own wellbeing isn't a badge of honour; it's a pathway to burnout, diminished effectiveness, and a reduced capacity to lead with impact. Research consistently demonstrates the positive correlation between leader wellbeing and team performance. A 2021 study by LifeWorks and Deloitte, "Well-being and resilience in senior leaders," revealed the extraordinary strain experienced by leaders, with more than eight in 10 (82%) reporting exhaustion indicative of burnout risk. Furthermore, 96% of those reporting exhaustion indicated a decline in their mental health. This strain is not merely personal; it poses a significant business risk, as more than half (51%) of senior leaders contemplated exiting their roles, with some considering resigning, moving to a less demanding position, or taking a leave of absence. The primary reason for considering such a move was increased mental stress/strain at work. As one leader shared, "Work demands do not stop, they are staggering, therefore taking time off feels like a weight and detrimental, so I resist taking it when I know I need it to be effective, creative and role model sound leadership behaviours." Proactive wellbeing is no longer just a desirable trait but an essential business imperative for sustainable leadership and organisational health.
Let's delve deeper into the PEP Model™, a practical framework that breaks down wellbeing into three essential components, drawing from established research including Ed Diener's Subjective Wellbeing theory (1984), Martin Seligman's PERMA model (2011), and the World Health Organisation's definition of health:
Physical Wellbeing: This is the foundation for sustained energy and cognitive function. It encompasses two crucial elements:
Physical Activity: Understanding and optimising daily movement patterns, weekly exercise routines, and maintaining proper hydration and nutrition.
Recovery: Emphasising the critical importance of quality sleep and strategic breaks throughout the workday for sustainable performance and productivity. When you consistently skip meals, work through the night, or neglect exercise, you're depleting your reserves, making it harder to think clearly, manage stress, and make sound decisions. The increase in work volume was the top stressor for leaders (68%) , often leading to extra hours that strongly correlated with mental health decline.
Emotional Wellbeing: This focuses on our emotional state and its profound impact on effectiveness at work:
Positivity: Cultivating moments of joy, satisfaction, and fun, which enhances creativity, problem-solving, and resilience.
Connection: Highlighting the importance of meaningful interactions with colleagues, friends, and family, as well as connecting with nature. As a leader, you navigate a complex landscape of emotions. Developing emotional intelligence and practicing self-compassion are vital. This means acknowledging your feelings without judgment, seeking healthy outlets for stress, and setting boundaries to protect your emotional energy. Understanding and managing your own emotions allows you to respond thoughtfully rather than react impulsively, fostering a more positive and productive team environment. A significant stressor for leaders (62%) was concern about providing adequate support for the wellbeing of their staff.
Psychological Wellbeing: This centres on mental growth, resilience, and a profound sense of meaning:
Growth: Extending beyond professional development to include mastering new skills, continuous learning, and pursuing spiritual development, as the experience of progress is crucial for psychological thriving.
Purpose: Understanding your role as part of something greater than yourself, manifested through meaningful work, parenting, community involvement, or other forms of service. When your psychological wellbeing is strong, you are better equipped to navigate setbacks, adapt to change, and inspire confidence in those around you. Prioritising time for reflection, learning, and meaningful connection directly contributes to this crucial aspect of your overall health.
A significant barrier to leaders prioritising their wellbeing is stigma. More than four in 10 leaders (41%) indicated self-stigma around acknowledging or accepting a mental health challenge , with one leader admitting, "If I am being honest, I probably have too much pride to ask for help." Furthermore, 55% were concerned about workplace stigma impacting their careers if a mental health issue became known , feeling "there are different rules for them". This leads to a concerning reality: 63% of leaders admitted they don't make time for their personal wellbeing, either consistently or at all. Specifically, 55% inconsistently make time, and 10% do not make time at all.
This commitment to self-care is not selfish; it’s a strategic imperative. It aligns perfectly with the principles of a Wellbeing Ambassador Programme (WAP) for leaders, which emphasises proactive strategies for maintaining mental health and resilience. Just as you wouldn't expect a car to run indefinitely without fuel or maintenance, you cannot expect yourself to lead effectively without consistently investing in your own Physical, Emotional, and Psychological wellbeing. Strong peer relationships are also vital; 65% of leaders reporting worsened peer relationships also had worsened mental health, while 59% with improved peer relationships saw improved productivity.
By putting your own wellbeing first, you are not only safeguarding your personal health but also setting a powerful example for your team. You demonstrate that prioritising wellbeing is not a weakness, but a strength – a cornerstone of sustainable leadership and high performance.
Take the next step: If you're ready to explore how your leadership team can integrate a robust wellbeing strategy into your organisational culture, let's connect. Book a call with us today to discuss how we can implement the PEP model and develop a tailored Wellbeing Ambassador Programme that empowers your leaders to thrive, enabling your teams to reach their full potential.
Bibliography:
LifeWorks & Deloitte. (2021). Inspiring Insights: Well-being and resilience in senior leaders: A risk to post-pandemic recovery. Retrieved from [the provided document as a PDF, no direct URL provided in the document itself]
Spreitzer, G. M., Porath, C. L., & Gibson, C. B. (2021). Leader flourishing and team performance: The mediating role of team psychological safety. Journal of Applied Psychology, 106(2), 221–237.
The Society of Occupational Medicine. (2025, February 11). The Importance of Proactive Mental & Physical Wellbeing in the Workplace: How Personalised Digital Coaching Can Drive Sustainability in Workplace Health. Retrieved from https://www.som.org.uk/importance-proactive-mental-physical-wellbeing-workplace-how-personalised-digital-coaching-can-drive