The challenges faced by leaders are often invisible.
They carry the weight of their organization alone, whether in private or publicly.
This constant pressure can severely impact their well-being without them realizing it.
Yet, acknowledging these difficulties is the first step towards healthier and more effective leadership. As an executive coach, I support leaders and their teams in overcoming these obstacles and reaching their full potential. My tailored approach combines listening, expertise, and innovative tools to foster growth and performance. Together, let’s build your success!
Studies show that the mental health of leaders is in a precarious state: for example, 55% of CEOs in a recent 2024 study reported having mental health issues. Given that private leaders tend to be reserved about the pressures they face, imagine how many of them have not spoken up.
There is a tacit truth in high-level leadership: CEOs and executives bear the weight of their organizations alone, whether they admit it or not. No matter how many advisors, direct reports, or leadership partners surround them, they remain the ultimate decision-makers. Most also operate under the assumption that their primary role is to support everyone — driving growth, ensuring profitability, and managing crises.
Unlike middle managers, who have peers to confide in, CEOs and executives often find themselves with limited avenues for genuine support. Moreover, they are expected to perform at an unrelenting pace. Balancing market pressures, investor demands, the internal dynamics of teams, and personal ambition while managing the inherent isolation of the role, the personal well-being of leaders takes a back seat. I refer to this as the leadership blind spot.
It should be no surprise that, over time, this burden takes its toll. Chronic stress, anxiety, and even physical health issues seep in, often unnoticed, until they affect performance. A leader’s uncontrolled sacrifice leads to burnout, poor decision-making, and diminished long-term effectiveness. Furthermore, when a leader operates from a place of exhaustion, the entire organization feels the effects. Productivity suffers, culture weakens, and critical errors become more frequent. The leader’s blind spot becomes that of the organization as well.
Building a Dream Team
If sustainable success is the goal, leaders must stop treating personal well-being as optional and start viewing it as a strategic investment. I have been in this position myself and have seen many colleagues in the same situation. But there is a simple and sensible method to address it. First, admit there is a problem. Then, build a support team: a core dream team that focuses on the leader’s well-being, rather than just the usual organizational and managerial levers. Most CEOs surround themselves with financial, operational, and strategic advisors. However, this team is meant for the primary leader, set up as a protective measure to support their personal resilience. Whether you believe in their necessity or not, you need them. They serve as essential safeguards against the pressures of executive life.
Here’s what the team should include:
- Leadership or performance coach: A leadership or performance coach serves as a sounding board, offering strategic guidance and helping executives maintain clarity amid complexity. They provide the external perspective leaders need to make better decisions and avoid blind spots (including neglecting their own well-being).
- Therapist or mental health professional: Emotional resilience is just as critical as financial acumen. Therapy equips leaders with tools to manage stress, address challenges, and maintain balance. Some of the most successful executives have publicly credited therapy with their ability to navigate high-pressure environments. Sometimes, I even recommend a shaman instead of a traditional therapist — it depends on what resonates with the individual.
- Physical trainer: High-performing leaders understand that physical health directly correlates with mental clarity and stamina. Richard Branson has long credited his fitness regimen as a key factor in his productivity and creativity. CEOs like Tim Cook and Jeff Bezos prioritize fitness, knowing that a strong body fuels a sharp mind. Regular exercise alleviates stress, improves focus, and boosts energy levels — essential for sustained leadership performance.
- Nutritionist: Diet plays a direct role in cognition, mood, and overall energy. Many executives opt for convenience foods — grabbing whatever is available between meetings — without realizing the impact this has on their performance. A nutritionist ensures that they fuel their bodies and brains for optimal functioning throughout an executive’s typical day.
Is a Co-CEO Helpful?
I have had discussions about the prospect of integrating a co-leader or co-CEO to share the burden. It’s a common question: wouldn’t having two people at the helm of the organization cut the load in half?
That may be true in the short term, but it is rarely a sustainable solution. In the startup world, the co-CEO structure has gained traction. But I have yet to find any established company that has truly mastered this model. Take Salesforce, often cited as a case study in co-leadership. The organization has struggled to make this model work. Marc Benioff, founder of Salesforce in 1999, initially appointed Keith Block as co-CEO in 2018. But within two years, Block resigned for undisclosed reasons. Benioff tried again in 2021, appointing Brett Taylor as co-CEO. Once again, it did not last: Taylor left in 2023.
Separating the position does not address the fact that the role itself requires multiple layers of support, and now an organization has two leaders who can suffer from the same blind spot, instead of just one. It is better to have a team surrounding the leader that can directly address well-being.
High-Level Leadership Requires High-Level Health
Executives often neglect personal well-being, thinking they will “think about it later.” Their schedules are packed. Their responsibilities are immense. And for many, there is a deeply ingrained belief that they are built differently — that they can endure more, push harder, and manage stress better than others. But the reality is that the most effective leaders don’t just work hard — they take care of themselves so they can sustain that hard work over the long term.
By adopting the Core Dream Team model, leaders can protect themselves from burnout, refine their decision-making, and cultivate the resilience needed to thrive. For high-level leadership is not just about generating business results — it’s about supporting the human behind the title. Those who recognize this truth will lead with greater clarity, increased impact, and enhanced longevity.
- Ashwin Gulati has launched international ventures, helped startups take off or land, and co-piloted complex transitions for more than 100 companies across various sectors in the UK, US, Spain, and France. With 30 years of hands-on experience, he has identified hidden pitfalls, unsaid truths, and personal turning points that ultimately determine the success or failure of a venture. He holds a degree in economics and mathematics from Claremont McKenna College and studied at King’s College and the London School of Economics. His new book is Soul Venture: A True Life and Death Journey into the Startup Culture. Learn more at www.soulventurebook.com
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Why is leader well-being often overlooked?
In the world of leadership, an often-overlooked reality persists: many leaders will sacrifice their personal well-being for the sake of business objectives. According to a recent 2024 study, 55% of CEOs reported experiencing mental health issues. These figures reveal an alarming truth about the mental health of senior executives. As leaders, they bear the weight of their organizations alone, taking ultimate responsibility for strategic decisions, growth, and crisis management.
This isolation is exacerbated by the fact that leaders are often perceived as unshakeable pillars, capable of handling immense pressures without showing signs of weakness. However, this perception creates a leadership blind spot, where leaders fail to see the impact that their stress and exhaustion can have on their performance and, by extension, on the entire organization. Unlike middle managers who have peers to share their concerns with, leaders rarely have access to genuine emotional support, which leads them to ignore their own well-being.
Understanding this dynamic is crucial for any organization wishing to maintain sustainable performance. Ignoring leaders’ well-being only reinforces the cycle of stress and overload, potentially leading to burnout, impaired decision-making, and reduced long-term effectiveness. It is therefore essential to recognize that the health of leaders is intrinsically linked to the health of the business itself.
What are the warning signs of struggling leadership?
The warning signs of struggling leadership can be subtle yet impactful. One key indicator is the increase in chronic stress, which may manifest as anxiety, sleep disturbances, or heightened irritability. These symptoms, often silent, can quickly escalate into more serious issues if not addressed in time. Additionally, an overwhelmed leader may begin to exhibit compromised decision-making, making hasty choices or avoiding critical decisions out of fear of failure.
Another warning sign is the deterioration of interpersonal relationships within the team. When a leader is constantly stressed, it can affect their ability to communicate effectively, leading to misunderstandings and conflicts among team members. Decreased productivity and a weakened company culture may also indicate that the leader’s well-being is compromised. Moreover, diminished creativity and innovation are often observed, as an exhausted mind has fewer resources to think innovatively and strategically.
It is therefore crucial for organizations to implement monitoring and support mechanisms for their leaders to spot these signs in time and intervene appropriately. By fostering a culture where well-being is valued, companies can prevent the detrimental effects of stress and burnout on their leaders, thus ensuring effective and sustainable leadership.
How can executive coaching improve leaders’ well-being?
Executive coaching plays a pivotal role in improving leaders’ well-being. As an Executive Coach, I utilize a tailored approach that combines active listening, expertise, and innovative tools to assist leaders in achieving their full potential. This personalized support enables leaders to better manage stress, improve their work-life balance, and enhance their resilience in the face of daily challenges.
An executive coach helps leaders identify and overcome their weaknesses, clarify their personal and professional goals, and develop effective strategies to achieve those goals. By working with a coach, leaders can step back and gain an external perspective on their challenges, facilitating informed decision-making and avoiding blind spots.
Additionally, executive coaching fosters better emotional intelligence, essential for managing interpersonal relationships and crisis situations with calm and effectiveness. By integrating well-being practices such as meditation or stress management techniques, coaching helps leaders maintain a high level of performance while preserving their mental health.
To learn more about the importance of emotional intelligence in decision-making, check out our article on emotional intelligence and major life decisions.
What are the key components of an effective support team for leaders?
Building a support team is essential for leaders’ well-being. This team, which I call the Core Dream Team, should focus not only on the usual organizational and managerial aspects but also on the leader’s personal well-being. Such a team generally includes a leadership or performance coach, a therapist or mental health professional, a physical trainer, and a nutritionist.
A leadership coach provides a safe space to discuss professional and personal challenges, offering strategic advice and helping leaders maintain the mental clarity needed to make effective decisions. A therapist or mental health professional assists in managing stress, addressing emotional challenges, and maintaining a healthy work-life balance.
A physical trainer ensures that the leader stays in good physical condition, essential for sustainable mental clarity and endurance. Finally, a nutritionist ensures that the leader maintains a balanced diet, promoting better cognition, stable mood, and sustained energy throughout the day.
By integrating these professionals into their daily lives, leaders can create a supportive holistic environment that promotes their overall well-being and, consequently, the company’s performance. To learn more about developing a shared vision with your team, visit our guide on developing a shared vision.
What are the impacts of healthy leadership on the organization?
A healthy leader exerts a considerable positive influence on the entire organization. When leaders take care of their well-being, they are better equipped to make informed decisions, inspire and motivate their teams, and create a healthy and productive corporate culture. This dynamic fosters increased productivity, improved company culture, and a reduction in critical errors.
Healthy leadership translates into better communication, increased collaboration, and a greater ability to manage crises effectively. Employees directly feel the benefits of their leaders’ health, leading to increased engagement, enhanced retention, and continuous innovation within the company.
Moreover, a well-balanced leader can convey positive energy and a clear vision, essential elements for navigating complex and ever-changing economic environments. By investing in leaders’ well-being, organizations can ensure greater longevity and resilience, thus guaranteeing sustainable success.
To explore the best careers based on your personality type, check out our article on ENFP and ideal careers.
Why is the dream team model more effective than a co-CEO?
Faced with the challenges of modern leadership, some organizations consider the option of a co-CEO to share responsibilities. While this approach may seem appealing in the short term, it often presents long-term limitations. Examples like Salesforce show that the co-leadership model can be difficult to maintain, with co-CEOs frequently leaving their positions due to the inherent challenges of this structure.
The main issue with the co-CEO model is that the burden of leadership remains intense, even when shared between two people. The two leaders can suffer from the same blind spots, making stress management and decision-making even more complex. In contrast, a dedicated support team allows delegation of the aspects related to personal well-being, without diluting the strategic responsibility of primary leadership.
The Core Dream Team model offers a more balanced and sustainable solution. With a team of professionals dedicated to well-being, leaders can focus on their primary role while benefiting from constant support for their mental and physical health. This fosters better individual and organizational performance, without the additional complications of shared leadership.
To learn more about the subtypes of the Enneagram and their implications in leadership, explore our in-depth guide on the Enneagram subtypes.
How to instill a culture of well-being within the company?
Instilling a culture of well-being within the company starts with a clear recognition of the importance of leaders’ and employees’ well-being. This involves implementing policies and practices that support the mental and physical health of everyone, thereby fostering a healthy and productive work environment. Companies can adopt various strategies, such as stress management programs, physical health initiatives, and personal development opportunities.
Encouraging open and transparent communication is also essential. Leaders must lead by example by sharing their own experiences and encouraging employees to talk about their challenges without fear of judgment or repercussions. This creates a climate of trust and mutual support, facilitating collective management of stress and workloads.
In addition, investing in tools and resources that promote well-being, such as meditation apps, relaxation spaces, or personal development workshops, can help maintain a high level of satisfaction and motivation among employees. A company culture focused on well-being not only generates better performance but also fosters greater loyalty and enhanced team engagement.
To discover how to develop a shared vision with your team, check out our article on developing a shared vision.
What are the benefits of proactive attention to leaders’ well-being?
Adopting a proactive approach towards leaders’ well-being offers multiple benefits for both leaders and the organization as a whole. By investing in the mental and physical health of leaders, companies can prevent the onset of serious health issues and reduce the risk of burnout. A healthy leader is better positioned to maintain strong performance, make informed decisions, and inspire their team.
Benefits include better resilience in facing challenges, increased adaptability, and better stress management. Moreover, leaders who take care of their well-being are often viewed as positive role models by their teams, fostering a corporate culture where well-being is valued and promoted at all levels. This leads to increased job satisfaction, reduced absenteeism, and overall improvement in organizational performance.
Furthermore, proactive attention to leaders’ well-being contributes to the sustainability of leadership. Leaders who can maintain their health and energy in the long term are better equipped to guide their organization through periods of change and uncertainty. They can also mentor and develop the next generation of leaders, ensuring continuity and stability for the company.
To explore ideal careers based on your ENFP personality, visit our article on ENFP and ideal careers.
