Leadership Awareness: The Hidden Key to Employee Wellbeing

Kelly Walker • November 17, 2025

We often talk about wellbeing programs, flexible work policies and mental health days - but the single greatest influence on how people feel at work isn’t policy. It’s leadership.


According to Gallup’s State of the Global Workplace 2025 report, managers account for 70 per cent of the variance in team engagement. That means how you lead - your tone, your presence and your choices - directly shapes how others experience their hours at work over a lifetime.
 
This article explores the powerful connection between leadership behaviour and employee wellbeing, and offers practical steps to create workplaces where people can truly thrive.


Background and Context


Modern workplaces are busier, faster, and noisier than ever. Microsoft’s Workplace Index 2025 suggests that:


• 40% of employees check email before 6 a.m.
• 29% check again around 10 p.m.
• On average, people send or receive 117 emails every day.
• Workers are interrupted roughly every two minutes - more than 275 times a day.
 
It’s no wonder that nearly half of employees (48%) and over half of leaders (52%) say their work feels chaotic and fragmented. In that context, wellbeing isn’t a 'nice to have' - it’s an organisational necessity.


Challenges and Implications


The evidence is clear according to Gallup’s State of the Global Workplace 2025 Report: only one-third of employees who are disengaged at work say they are thriving in life overall. But half of employees who are engaged at work report thriving in life.


Engagement at work and wellbeing in life are deeply intertwined. Engaged employees are also less likely to report daily negative emotions such as stress and anxiety. So when leaders influence engagement, they’re not just improving performance metrics - they’re improving people’s lives.


Why Leadership Awareness Matters


We spend a significant portion of our lives at work. The quality of those hours shapes our mental, emotional and physical health. Leadership awareness determines whether those hours feel draining or energising. It determines whether people disconnect each day feeling valued or depleted. When leaders model balance, empathy and boundaries, they create conditions for sustainable performance. When they don’t, burnout spreads faster than any virus.


The Human Factor: Emotional Contagion


Psychologists call it emotional contagion - the way emotions spread through groups like ripples in a pond. When a leader shows up stressed, anxious, or exhausted, the team senses it. Meetings feel heavier. Collaboration feels harder. Conversely, a calm, energised leader creates psychological safety, trust and optimism.
 
I’ve experienced both sides. During my own burnout, I thought I was hiding it - but my team felt the tension. Later, when I modelled healthy boundaries, they began doing the same. That’s the ripple effect of leadership awareness.


So what can we do to ensure our leadership is having a positive influence on workplace wellbeing?


Model Healthy Boundaries

Leaders set the cultural tone through what they do, not what they say. If you’re replying to emails at midnight, you’re signalling that 'always on' behaviour is expected - even if you insist otherwise. Schedule messages to send in the morning. Leave work on time. Protect weekends. Boundaries aren’t indulgent; they’re instructive.


Create Micro-Habits for Balance

Small, visible habits make wellbeing real: take lunch away from your desk, go for a short walk between meetings, pause for mindful breathing before starting a call. When leaders practise micro-recovery moments, it legitimises rest for everyone else.


Normalise Conversations about Energy

Instead of asking only 'How’s the work going?', try 'How’s your energy this week?' or 'What’s feeling heavy right now?'. These questions open the door to genuine check-ins and signal that wellbeing is part of performance - not separate from it.


Prioritise with Courage

Leadership courage isn’t about saying yes to everything; it’s about protecting focus. Clarify what truly matters each week and make it visible to your team. When you narrow focus, you reduce overload and create psychological space for quality work.


Lead with Openness

Authentic leadership builds trust. That doesn’t mean oversharing; it means being real. Saying, 'This week’s been tough - I’m taking a short break to reset,' demonstrates strength, not weakness. It gives others permission to be human too.


Conclusion


Leadership is about many things - strategy, performance, accountability — but at its heart, it’s about people.


Employees don’t just hear our words; they feel our presence. When leaders take care of themselves, they send a powerful signal: wellbeing is part of success, not separate from it.


So ask yourself — what example am I setting for my team today? Because leadership awareness isn’t just about managing performance — it’s about shaping lives.

Beyond Bricks: Why LEGO® Serious Play® Belongs in Leadership and Team Development

By Kelly Walker • August 17, 2025
In a world where leadership and team development programs often rely on PowerPoint slides and long discussions, it’s easy for sessions to feel like just another meeting. But what if there was a way to unlock deeper thinking, spark real connection, and make ideas visible — all while having fun? Enter LEGO® Serious Play® (LSP) — a research-backed facilitation method that uses LEGO bricks to engage hands, minds, and hearts. It might sound playful (and yes, it is), but it’s far from child’s play. LSP is grounded in neuroscience and the theory of hand knowledge: when we build with our hands, we tap into different parts of the brain, unlocking creativity and insight that often stay hidden in traditional discussions. How Does It Work? Instead of asking participants to talk through a challenge or strategy, LSP invites them to build their thinking using LEGO bricks. Each person constructs a 3D model representing their ideas, experiences, or solutions, then shares the meaning behind what they’ve built. This approach ensures every voice is heard, not just the loudest in the room. The process fosters psychological safety , encourages inclusive participation , and helps teams uncover assumptions that shape behaviour. The models act as shared metaphors — powerful tools for building alignment, creating clarity, and solving complex problems. Why It Works LSP is effective because it blends creativity with structure. It’s based on the principles of constructivism (we learn best by making) and constructionism (making things externalises our thinking). It helps people move beyond habitual ways of seeing challenges, leading to: Deeper engagement — everyone participates, no one hides behind a laptop Inclusive conversations — every perspective matters and is represented Connection and trust — sharing stories through models builds empathy and understanding Breakthrough thinking — visualising problems and possibilities opens up new solutions Where Can It Be Used? LSP can be applied in leadership development, team culture workshops, strategic planning, change management, and even personal purpose work. It’s particularly powerful for: Aligning teams on values, vision, and strategy Building emotional culture maps and team norms Exploring leadership identity and purpose Navigating complex challenges where there’s no clear answer What This Means for Prospera Consulting’s Clients At Prospera Consulting, we’re committed to helping leaders and teams thrive through heart-centred, sustainable ways of working . We use a variety of proven methods — from coaching to creative facilitation — to spark insight, build connection and generate breakthroughs. One of these methods is LEGO® Serious Play®, because it brings those values to life. It’s inclusive, engaging and transformative , helping teams not only find answers but connect on a deeper level. When people feel safe to share, think differently, and co-create solutions, they experience what we believe leadership and teamwork should be about: collaboration, creativity and human connection .

Embracing Emotional Culture: A Transformative Year Ahead

By Kelly Walker • December 9, 2024
Over the next 12 months, I’m embarking on an exciting journey to become an ECD Certified Practitioner with Riders & Elephants . This certification is not just about adding another qualification to my portfolio - it’s about deepening my ability to help leaders, teams and organisations thrive by intentionally shaping emotional culture. At Prospera Consulting, I’ve always championed heart-centered leadership, wellbeing and sustainable success. This certification aligns perfectly with that vision, equipping me with innovative tools and insights to support clients in fostering emotionally intelligent workplaces. Why Emotional Culture Matters Every organisation has an emotional culture - whether intentionally shaped or unconsciously developed. Emotional culture is about the feelings that drive our behaviours at work, impacting how we collaborate, innovate and perform. It influences: Employee engagement and retention. How teams navigate challenges and embrace change. The overall wellbeing and satisfaction of individuals. When leaders prioritise emotional culture, they create environments where people feel valued, connected and motivated. This isn’t just a soft skill; it’s a strategic advantage that directly impacts organisational success. What is the Emotional Culture Deck? A key component of this certification is the Emotional Culture Deck by Riders & Elephants. This powerful tool is designed to make it easier for leaders and teams to have meaningful conversations about the emotions driving their work. Through interactive exercises, the Emotional Culture Deck helps individuals and groups: Identify the emotions they want to feel (and avoid) at work. Explore how these emotions shape behaviours and outcomes. Build shared understanding and connection around what matters most. This innovative approach transforms abstract concepts into actionable insights, giving leaders the confidence to lead with authenticity and emotional intelligence. Exploring Emotional Culture in Leadership and Beyond The Emotional Culture Practitioner certification isn’t limited to workplace wellbeing; it spans several critical dimensions, including: Emotional Culture : Providing tools to uncover, define and shape the emotional landscapes that underpin organisational success. Leadership : Understanding how emotions influence decision-making, team dynamics, and authentic leadership. Change : Supporting organisations through transitions by addressing the emotional impact of uncertainty and transformation. Stakeholders : Enhancing connection and communication by recognising and shaping the emotions driving relationships. This holistic approach will allow me to deliver even more tailored, impactful solutions to my clients, whether they’re looking to navigate complex challenges, foster stronger connections, or build a more sustainable path forward. What This Means for Prospera Consulting’s Clients At Prospera Consulting, our focus has always been on heart-centered leadership, sustainable strategy, and wellbeing. This certification aligns perfectly with our mission to help leaders lead with authenticity and purpose. For my clients, this journey means: Enhanced Tools for Leadership Development : I’ll bring evidence-based methods to help leaders understand and influence emotional culture in their organisations. Deeper Conversations About Wellbeing : We’ll explore how emotional culture intersects with burnout prevention and sustainable leadership. Practical, Tangible Outcomes : Whether it’s through workshops or coaching sessions, emotional culture tools will be seamlessly integrated into the way we work together. Looking Ahead with Excitement This certification isn’t just about acquiring new skills, it’s about amplifying the impact of the work I already do. I’m excited to explore how these learnings will influence the services Prospera Consulting offers and the outcomes we achieve together. The year ahead will be one of growth, discovery, and transformation - not just for me, but for every leader and organisation I have the privilege of working with. If you’re curious about emotional culture and how it can reshape leadership, culture or wellbeing in your organisation, let’s connect. Together, we can explore how to create workplaces where emotions drive connection, innovation and success.

The Biggest Mistake Leaders Make When Supporting Burnt Out Employees

By Kelly Walker • November 4, 2024
Burnout is a serious issue across workplaces, impacting both productivity and personal well-being. When supporting a burnt-out team member, leaders have a critical opportunity to make a difference — but many make a common, well-intentioned mistake: assuming they know what the employee needs rather than directly asking them. Assumptions about how to support an employee can lead to unintended setbacks. For example, reducing responsibilities might seem helpful but could remove tasks that the employee finds meaningful or energising. Without asking, leaders risk taking actions that may ultimately frustrate or disengage the employee further. Why Assumptions Miss the Mark in Burnout Support Burnout is a deeply personal experience, and no single approach will work for everyone. Leaders who try to “fix” burnout by acting on assumptions may inadvertently worsen the situation, sending messages that feel dismissive, undermining and demotivating. Here are some common examples of how assumptions can backfire: Assuming a lighter workload will help : Automatically reducing tasks may unintentionally communicate that the leader doesn’t have confidence in the employee or sees them as a burden. Assuming they need “easier” tasks : Reassigning an employee to low-stakes work may feel like a demotion if those tasks lack purpose or meaning for them. A well-meaning leader can unintentionally add to the stress or isolation felt by the employee. To truly support, it’s essential to ask rather than assume. The Power of Asking: How to Create a Supportive Dialogue The best way to avoid assumptions is to engage in an open, respectful conversation. Rather than “fixing” burnout through assumptions, start by asking the employee what they need. This not only validates their experience but gives them control over their own path to recovery. Here are some questions that can foster a supportive dialogue: “What tasks or aspects of your role feel energising for you right now?” “Are there specific challenges or stressors that feel overwhelming?” “How can we adjust your responsibilities to better support you?” These questions demonstrate a willingness to listen and help the employee feel heard, ultimately leading to more effective support. Identifying Energising vs Exhausting Tasks Another risk of assumptions is removing tasks that are actually fulfilling for the employee. Burnout doesn’t mean every part of their job is overwhelming — often, some aspects remain rewarding. Understanding which tasks energise versus drain them can guide balanced recovery support. This approach also empowers the employee to retain some control over their work experience. For instance, if mentoring others brings purpose, keeping this in their role could aid recovery. Conversely, discussing ways to manage or reduce certain administrative tasks might ease their burden. Establish a Safe Space for Ongoing Conversations Supporting an employee through burnout requires ongoing dialogue, not a single conversation. Regular check-ins provide the opportunity to adjust support based on what’s working and what’s not. This consistent communication shows that the team values wellbeing and creates a culture where speaking up about challenges is welcomed and respected. By maintaining an open, adaptive approach, leaders reinforce their commitment to the employee’s wellbeing, creating a supportive environment for both the individual and the broader team. Avoiding Assumptions & Supporting Recovery The biggest mistake leaders make when supporting burnt-out employees is assuming they know what’s best without asking. By opening a conversation and inviting the employee to share what they need, leaders can avoid unintended setbacks and offer meaningful support. Burnout recovery is a journey, and compassionate, individualised support can make all the difference. Through open communication and a commitment to understanding each employee’s needs, leaders can foster a healthier, more supportive environment for everyone on the team. At Prospera Consulting, we understand the toll that burnout can take, and we’re here to support you on your journey to recovery. Remember, you don’t have to navigate this alone. Reach out, take that first step, and give yourself the care and compassion you deserve. Your wellbeing is worth it.