Boundaries for better leadership
Barbra Carlisle • March 5, 2025
Lead with impact: Why boundary setting makes you a better leader (and person!)
Your mission is too important to let busyness steal your impact. The world needs leaders who don’t just run organisations but truly lead them—boldly, wisely, and with purpose.
So, here’s the question: Are you leading with clarity, or are you just surviving the chaos?
The Silent Crisis: Leaders Running on Empty
If we don’t set clear professional boundaries, we risk losing ourselves in the process. The constant demands of leadership—meetings, emails, fundraising, team issues—can make it feel like there’s never a right time to step back.
The problem? Without boundaries, burnout is inevitable. Think about your leadership style, and read the following to see if the descriptions resonate..
• The Guardian
in you wants to ensure everything is done properly—but without boundaries, work never stops.
• The Creative
side thrives on vision and innovation—but exhaustion drains inspiration.
• The Connector
loves to support others—but when do you get the support you need?
• The Nurturer
puts people first—but neglecting your own wellbeing isn’t serving them either.
• The Pioneer
drives forward relentlessly—but pushing too hard can mean losing sight of the long game.
The Evidence: Why Boundaries Matter for Leaders
The research is clear:
✅ Burnout is a leadership risk: A Harvard Business Review study found that nearly 70% of nonprofit leaders experience burnout—leading to poor decision-making, high turnover, and reduced organisational effectiveness.
✅ Rested leaders make better decisions: Neuroscience research from the University of California shows that mental fatigue reduces strategic thinking ability by up to 40%. When you’re drained, you’re reactive, not intentional.
✅ Healthy boundaries improve team culture: Leaders who model work-life balance create healthier teams. A McKinsey study found that organisations with strong leadership boundaries have 23% higher employee engagement.
✅ Nonprofit leaders struggle to switch off: Research from the Chronicle of Philanthropy found that 62% of nonprofit CEOs work late evenings and weekends—even though studies show overwork decreases productivity after 50 hours per week.
So, How Do You Set Boundaries Without Guilt?
The idea of boundaries can feel uncomfortable—especially in a sector where giving, supporting, and showing up is central to the mission. But boundaries aren’t about saying no to your work; they’re about saying yes to leading well.
1. Define What’s Non-Negotiable for You
If you don’t set the boundaries, the demands of leadership will set them for you. Get clear on:
• Your working hours (and stick to them!)
• When you’ll check emails (instead of being available 24/7)
• What leadership priorities you’ll protect (vs. constant reactive work)
📌 Practical step: Block time in your calendar for deep work, strategic thinking, and rest—just like you would for an important meeting.
A study in the Journal of Occupational Health found that leaders who set clear availability hours had lower stress levels and higher long-term productivity.
2. Communicate Your Boundaries with Confidence
Your team and stakeholders won’t respect your boundaries if they don’t know what they are. Be upfront and frame boundaries as a way to be a better leader—not a lack of commitment.
Try saying:
“For me to bring my best thinking to this organisation, I’m protecting time for strategic work on Fridays.”
“I don’t check emails after 7 PM, but I’ll respond first thing in the morning.”
“I want to be fully present in meetings, so I won’t take calls during leadership sessions.”
A Stanford study found that leaders who communicate clear boundaries gain more respect, not less—and create healthier workplace cultures.
3. Lead by Example—Give Permission for Others to Set Boundaries
If you set boundaries but expect your team to be ‘always on,’ they won’t follow your lead. Create a culture where rest is valued as much as productivity.
• Encourage team members to step away from emails in the evening.
• Model taking breaks and leaving work on time.
• Recognise that sustainable leadership is about pace, not just intensity.
A Deloitte study found that organisations with leaders who openly prioritise wellbeing see a 25% improvement in overall team performance.
4. Reframe Rest as a Leadership Responsibility
You can’t lead well if you’re exhausted. Taking time to recharge isn’t selfish—it’s strategic. The best leaders protect their energy because they know:
🚫 Overworking = Diminished creativity
🚫 Always being available = Reactive leadership
🚫 No time for thinking = No time for growth
What’s one small shift you can make this week to protect your time and energy?
Final Thought: Boundaries Make You a Better Leader
The world needs you at your best—not burnt out, overwhelmed, and running on fumes. The stronger your boundaries, the stronger your leadership.
So this week, challenge yourself:
🔹 What’s one boundary you need to reinforce?
🔹 What’s one thing you’ll stop doing to create more space for what matters?
Because leading with impact isn’t about doing more—it’s about leading wisely.
Introduction Going down to London a couple of weeks ago I was looking forward to putting on a good podcast and ignoring everything and everyone around me. That is until a woman, Melanie, came and plonked down next to me, with her pile of papers and her phone ringing. Once she had taken the call, she smiled at me, I smiled back and this led to a 2 and half hour conversation on all things from professional development to managing long distant relationships. I got off the train more energised, connected and ready for the day than if I had stuck my headphones in. We arranged to meet for a coffee back in Liverpool. Why am I telling you this? Because in business, we often talk about the importance of networks and collaboration—but what if some of the most transformative insights come not from your inner circle, but from a stranger on a train, a chance encounter at a conference, or a casual conversation over coffee? The Research A recent UK study from the University of Essex (Sandstrom et al., 2022) showed that small talk with strangers can significantly improve mood, empathy, and creativity. More importantly, these fleeting interactions often lead to the sharing of ideas that would otherwise remain siloed. In a time when innovation and agility are everything, this matters. Another UK study by Nesta (2019) on innovation diffusion found that ideas spread faster in communities where “weak ties” are strong—those acquaintances and peripheral connections that sit just outside our usual networks. They introduce novelty and challenge groupthink, something every CEO navigating complexity should pay attention to. The Leadership Lens When I work with CEOs, those in peer networks always value that outside in perspective, a fresh set of eyes. When I interviewed Tom Morgan for The Unlikely Executive Podcast he highlighted the power of talking to absolute strangers. His stranger was on the side of a soccer pitch. Showing that real breakthroughs can happen when you put down your guard and just share what your thoughts and ideas are. The 5 Voices framework reminds us that each person has a unique voice—and when we only surround ourselves with people who speak “like us,” we lose access to vital perspectives. When leaders only stay within their trusted circle, something important is lost. You may protect consistency and control (a strength of the Guardian), but you risk missing the unexpected insight that could change everything. Often, it’s the Creative or Connector in the room who first sees the value in an offhand comment or a half-formed idea. These seemingly small conversations—ones we often don’t prioritise—are where innovation is born.” The Call So here’s an invitation: be deliberate about bumping into brilliance. Attend a meet-up that’s outside your industry. Talk to a stranger, say hello as a starter! This method was used by Mel Robbins to great effect when she moved home and is outlined in her brilliant book Let Them. Most of all, create cultures where your team talks beyond their silos too. You might be surprised by where the next big idea comes from—and who it comes from. Curious what kind of conversations might unlock new thinking for you as a leader? Let’s talk. barbra@gleecoaching.com
Introduction Starting a business with friends is thrilling. There is an overarching sense of relief that you don't have to do it alone -you can do it with your bestie! yay! Fast forward 18 months, and the Yay! can turn into Nay! Misaligned expectations, unspoken assumptions, and personality clashes often threaten what was once a shared vision. How can co-directors stay aligned—and stay friends? The Research The UK’s ScaleUp Institute (2022) found that the biggest internal challenge to scale-up growth isn’t funding or sales—it’s leadership alignment. Misalignment at the top leads to strategic drift, team confusion, and burnout. The London Business School’s study on entrepreneurial team dynamics (Lechler & Ensley, 2021) highlights that psychological safety, clear communication, and complementary leadership styles are essential for co-founder success. The Voice of Alignment Most founder teams don’t fall apart because they disagree on what they want to build. It’s how they build it—how they make decisions, how they handle conflict, how they communicate under pressure. One founder might lead with relentless vision, what I call the Pioneer perspective, while another is carefully evaluating risk (taking a Guardian perspective). One might want harmony above all else (Nurturer), and another thrives on energy and visibility (Connector). The key is not to flatten those differences, but to name and honour them.” As a co-director of a brilliant social research agency Michael and I were super excited when we set out - we even got to take clients with us! Yay! However our personalities and life stage were so so different that tensions started to arise. - One of us wanted to renegotiate the agreed starting salary - one of us didn't - One of us was a laissez faire leader, one of us wasn't - One of us put our people first, one of us didn't - One of us blended work with social life, the other just wanted to go home and be with their family - One of us was single and footloose, one of us was married with responsibilities. None of the above were unresolvable but we were unable to resolve due to lack of appreciation of each other, and pressures from around us. I wish I had sought out the support of a coach, I would have loved it if we had both had coaching before it was too late. The Call If you’re building something with someone you respect and care about, take the time to build how you build. A business plan is vital—but so is a relationship plan. Talk to one another about your needs and desires, and share your observations on how you think the relationship, not just the business is going. Let’s ensure your founding team is aligned not just on the product, but on purpose, pace, and process. If you want to run through your thoughts get in touch with me, I would love to be able to help you, and your friend, be totally awesome! https://zcal.co/barbracarlisle/30min
