Why Leaders Must Prioritise Mental Health and Wellbeing in the Workplace – And What I Learned the Hard Way

Mental health in the workplace is no longer a nice-to-have, it’s a must. Yet so many leaders are running on empty, barely holding things together for their teams, let alone themselves. I know this all too well. As a former people manager, I hit burnout head-on – the result of always putting others first, pushing through pressure, and ignoring my own wellbeing.

Now, as a leadership coach, I help others avoid that same painful lesson. In honour of Mental Health Awareness Week, I’m sharing why prioritising wellbeing in the workplace isn’t just about looking after your team – it’s about looking after you.

During my leadership career, no one really talked about wellbeing. If anything, admitting you were struggling felt like failure. So, I pushed on. I felt the incredible weight of keeping my school running during a very challenging time, as my sole responsibility. I told myself I just had to be more resilient. But in truth, I was running on adrenaline and slowly disconnecting from myself.

Eventually, it all caught up with me.

My body shut down.

My motivation disappeared. I was crying behind closed doors, had nothing left to give, and I doubted myself daily. It wasn’t until I was signed off sick – and had space to reflect – that I realised: looking after your team starts with looking after you.

I now help leaders build a more balanced, emotionally intelligent approach to leadership – one that supports mental health and builds resilience for the long term. Because let’s be honest: workplaces don’t run on strategy alone – they run on people.

A Human-Centred Approach to Leadership

The NHS England guide on health and wellbeing for teams says it clearly: “To deliver high-quality care, we must care for those providing it.” That’s not just true in healthcare – it applies across every sector. Leaders who care for their own wellbeing create cultures where others can do the same.

That means:

• Encouraging open conversations about stress and workload

• Modelling healthy boundaries

• Knowing the signs of burnout (in yourself and your team)

• Creating space for people to feel heard and supported

As the NHS guide puts it: “Psychological safety is crucial in any team. It means people can speak up without fear.”

And that begins with leaders.

The Cost of Ignoring Mental Health in the Workplace

The numbers are sobering. According to Deloitte’s 2023 report on workplace wellbeing:

• 60% of employees say their job is the most negative impact on their mental health

• 57% of employees are seriously considering quitting for a more supportive culture

• Only 1 in 3 workers feel comfortable talking about mental health at work

• Senior leaders are more likely to report poor mental health than other employees – and less likely to seek help

In other words – leaders are suffering in silence. And when wellbeing isn’t prioritised, the whole organisation feels it.

As Deloitte puts it, the solution lies in “embedding wellbeing into the design of work.” That means rethinking how we lead – not just what we deliver.

What I’d Do Differently Now

If I could go back to that version of me – the one burning out while trying to hold it all together – I’d say this:

You don’t have to prove your worth by running yourself into the ground. You’re allowed to rest. You’re allowed to set limits. You’re allowed to lead with care – for yourself as much as your team. I would have removed the layers of expectations and reduced the ‘additional’ extras we were undertaking and only focused on the bare minimum to get us through.

And I’d tell her that prioritising wellbeing in the workplace doesn’t make you less committed. It makes you sustainable. It makes your team feel safe. It makes leadership feel human.

Work shapes our wellbeing more than you think.

Where to Start

If any of this resonates – whether you’re feeling exhausted, disconnected, or simply unsure how to support your team’s wellbeing – here are a few small ways to begin:

• Name it. Start conversations with your team about stress, capacity and how they’re really doing.

• Model it. Show that you set boundaries, take breaks, and value your own wellbeing.

• Support it. Make use of resources that encourage reflection, emotional intelligence and balance.

You can explore my Leading with Balance vlog series, dip into one of my guided leadership meditations, or get in touch for leadership coaching that puts people first.

Because mental health in leadership matters.

And it starts with you.

Final Thought

In leadership, you’ll always face uncertainty, pressure, and change. But how you move through it, how you take care of yourself and others, makes all the difference.

This Mental Health Awareness Week, let’s make one thing clear: wellbeing in the workplace isn’t soft.

It’s strategic.

It’s sustainable.

And it’s what great leadership is built on.

Want support? I work with leaders across industries to build confidence, clarity and emotional resilience. Book a call with me here – let’s make sure you’re not doing it all alone.