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Boundaries are the leadership skill we’re not talking about

Boundaries are the leadership skill we’re not talking about

Boundaries aren’t barriers. They are the scaffolding that allows leaders to thrive without burning out, checking out or dropping out.

In a world still addicted to busyness, the next evolution of leadership won’t be defined by how much we can take on. It will be defined by how well we hold the line. Not as an act of resistance, but as an act of wisdom.

Because when we lead with boundaries, we lead with clarity. And that clarity, more than anything, is what our people and our organizations need most.

The most overlooked leadership skill

When we talk about the traits of great leaders – resilience, vision and strategic thinking – there’s one powerful skill that rarely makes the list: boundaries.

Often misunderstood as restrictive or self-serving, boundaries are actually one of the most critical enablers of performance. They create focus, prevent burnout and build trust. But in cultures that prize overwork and constant availability, boundaries are often the first thing to go.

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Often misunderstood as restrictive or self-serving, boundaries are actually one of the most critical enablers of performance.

I’ve spent more than two decades in corporate leadership, including roles at IBM, GE and PwC. Today, through my work as the Founder and CEO of Women Rising – a global leadership platform that has supported over 10,000 women and 1,500 male allies in 68 countries – I see the same pattern play out again and again.

Brilliant leaders are burning out. Not because they aren’t capable, but because they don’t have the space, clarity or permission to set healthy limits.

We often think of leadership as doing more. But great leadership is about doing what matters most. That takes focus. And boundaries create that focus.

They protect our time and energy, which enables deeper work and more intentional decision-making. McKinsey’s ongoing research shows that inclusive, psychologically safe workplaces lead to higher performance and innovation. Boundaries help create that safety. They set expectations, demonstrate trust and show that wellbeing isn’t just permitted, it’s prioritized.

Burnout is a culture problem, not a personal one

Burnout rates in Australia continue to rise. Nearly half of employees report feeling overwhelmed or mentally exhausted on a weekly basis. Yet we often treat burnout like a personal failing, as if one more mindfulness app will fix it.

Leaders who model strong boundaries help shift the narrative. They make it OK to pause.

But the real problem isn’t individual capacity. It’s cultural overload.

Leaders who model strong boundaries help shift the narrative. They make it OK to pause. To say no. To rest. And in doing so, they create more humane, high-functioning workplaces.

Why boundaries are harder for women

Women face particular challenges when it comes to boundaries. As I say in my book, Women Rising, many of us have been conditioned to be agreeable, available and self-sacrificing. In professional settings, this often shows up as people-pleasing, over-functioning and the constant pressure to prove ourselves.

Boundaries become less about what we say no to and more about what we’re saying yes to.

In the Women Rising program, we hear it every day:

"I don’t know how to say no without feeling selfish."

"If I set limits, I’m seen as difficult."

"If I push back, I won’t get the promotion."

The result? Chronic stress, decision fatigue and disengagement.

Boundary erosion is not just a personal wellbeing issue. It’s a retention risk for organizations that are already challenged with a lack of women in leadership roles.

Setting boundaries is a leadership skill

Let’s be clear: boundaries are not soft skills. They are strategic, teachable and necessary.

From a performance perspective, boundaries help us focus on what matters. From a wellbeing perspective, they reduce stress and create psychological safety. And from a cultural perspective, they model sustainable leadership in a time of constant change.

 

In my work, I’ve developed 10 core principles for setting better boundaries. Here are three to start with:

1. Set boundaries before you need them

Waiting until you’re overwhelmed is like waiting for burnout before taking a break. Proactive boundaries are far more effective than reactive ones.

2. Name your non-negotiables

Know what keeps you grounded, whether it’s uninterrupted work time, your morning walk or dinner with your family and protect it. Your team will respect what you respect.

3. Boundaries need buy-in

Communicate clearly. If your team doesn’t know what your boundaries are or how they benefit them, they will default to old habits. Boundaries should be a conversation, not a command.

Leadership starts at the top

We can’t expect early-career staff to switch off if their leaders are online at midnight. If we want to change the culture of overwork, it starts with how we lead.

It means ending meetings on time. Respecting leave. Calling out an urgency culture when everything is treated like a crisis. Most of all, it means redefining good leadership, not as availability at all costs, but as clarity, presence and intention.

Through my ongoing research on women’s leadership and embodied leadership models, I’ve been exploring the shift from performance-based success to alignment-driven leadership.

When we lead from presence instead of pressure, everything changes. Boundaries become less about what we say no to and more about what we’re saying yes to: focused, values-led leadership that is sustainable, strategic and built to last.

Opinions expressed by The CEO Magazine contributors are their own.
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