One Friday evening, while I was supposed to be getting ready to attend a family function I had RSVPd to earlier, I was looking for reasons to not show up. Initially, this was an event, a reunion I had been waiting for, as some family members had come from as far as Brisbane, which was the reason for excitement when I had initially agreed. Simply put, I had too much going on with work to take time out for the occasion.

I’ve been in the corporate trenches for some years now and have seen how the pressure to always be “on” can wear down even the toughest leaders. It’s about being effective, sustainable, and setting the right tone for your organisation in addition to feeling good. Let’s break this down, weaving in research and my own observations, to understand why work-life balance is crucial for corporate leaders, especially in 2024, which is very fast-paced. I’ll walk you through the impact on performance, health, leadership effectiveness, organisational culture, and long-term stability.

Setting the stage: What’s work-life balance anyway?

First, let’s get clear on what we actually mean by work-life balance. It’s not about splitting your time 50-50 between work and personal life — life’s not that neat, right? It’s more about finding a rhythm where you’re fulfilled in both areas without one completely overtaking the other. For corporate leaders, this is especially tricky because the demands can sometimes be relentless. You’re not just managing your tasks; you’re steering a ship, making calls that affect hundreds or perhaps even thousands of people, and carrying the weight of responsibility that comes with it. But here’s the thing: if you’re constantly running on empty, you’re not just risking your own well-being, but also putting your entire organisation at risk, too.

The performance hit: When you’re running on fumes

Let’s start with performance, because that’s what we we’re all judged on, right? When you’re exhausted, stressed, or just plain burnt out, your brain doesn’t work at its best. You’re more likely to make hasty decisions, overlook details, or lack the creativity needed to solve complex problems. I’ve been there — staying up late to prep for meetings, only to realise the next day that I’ve missed a key point in the data. Research backs this up. The Happiness Index highlights a study by Aviva, that’s pretty telling: more workers are attracted to jobs for the work-life balance (41%) than for the salary (36%). That’s a big shift, and it tells us something important. When people feel balanced, they’re more engaged and productive. For leaders, this means you’re not just setting yourself up for success, but also creating an environment where your team can also thrive.

Now, let’s dig into the numbers. Sage Advice UK found that 81%of employees value flexible working. That’s huge! It means most people want and need flexibility to manage their work and personal lives effectively. Leader can think to be sharper, more focused, and less likely to make those costly mistakes that can derail a project or deal. It’s like trying to run a marathon without training — you’re setting yourself up for failure if you don’t pace yourself.

Health isn’t optional: The body and mind can’t keep up

Okay, let’s talk health, because we can’t ignore it. Chronic stress from overworking can lead to serious health issues like heart disease, anxiety, and depression. I’ve seen colleagues who were always the first in and last out, and years later, they’re dealing with the burnout or worse. WebMD Health Services lists several benefits, including reduced stress, better sleep, and improved relationships, all of which contribute to a leader’s overall effectiveness. For corporate leaders, who often face unique pressures — like being “always on” or feeling like they have to set an example by working harder than anyone else — this is critical. If you’re not taking care of yourself, how can you expect to lead effectively? It’s like trying to fuel a car with an empty tank — you’re not going anywhere fast.

The American Psychological Association, cited in WebMD Health Services, found that 92% of workers say it’s very or somewhat important to work for an organisation that values their emotional and psychological well-being. That’s a loud signal for leaders: your health isn’t just personal, but professional. When you’re balanced, you’re less likely to snap at your team, miss key details, or make decisions in a fog. It’s about being present, not just physically but mentally, and that starts with taking care of yourself.

Leading by example: The ripple effect on your team

Now, let’s think about your team. As a leader, you’re not just responsible for hitting targets or keeping the ship afloat; you’re also setting the tone for your entire organisation. If you’re always working late, checking emails at midnight, or skipping vacations, your team notices. They might start to think that’s what’s expected of them, too. And that’s how you end up with a culture of overwork, where burnout becomes the norm. I’ve seen it — teams where everyone’s stressed, turnover is high, and morale is in the gutter. On the flip side, when you prioritise balance, you’re showing your team that it’s okay to have life outside of work. This doesn’t just boost morale – it can also improve retention and engagement.

Motion mentions that 48% of Americans consider themselves workaholics, which is quite alarming. But companies that promote work-life balance see lower turnover rates because employees feel valued and supported. There’s also a diversity angle here. Harvard Business Review found that when companies offer flexible work schedules, family leave, and childcare support, the percentage of women and people of colour in management role rises significantly. Why? Because these policies make it possible for a wider range of people to thrive in leadership positions, not just those who can afford to sacrifice their personal lives. For leaders, this means balance isn’t just good for you, but it’s good for your team and your organisation’s bottom line.

You’re the tone-setter

Speaking of culture, let’s not forget that leaders set the tone. If you’re constantly sacrificing your personal life for work, you’re sending a message that work is all that matters. But if you model balance — say, by leaving the office on time or taking real vacations — you’re showing your team that it’s possible (and important) to have both a successful career and a fulfilling personal life. BetterUp suggests practical ways leaders can support their teams, like encouraging them to leave work at home during vacations or organising social events to build connections outside of work tasks. These small actions can make a huge difference in creating a culture where people feel valued as whole human beings, not just employees.

Qualtrics points out that some employees are happy with how they manage their personal life versus work, while other struggle. It’s about recognising that balance looks different for everyone, and as a leader, you can help by offering flexible work arrangements, like remote options or flexible hours. Aurora Training Advantage echoes this, suggesting organisations support employees with resources for stress management and mental health, and encouraging a culture that values personal time. And Repsol is a great example — they encourage balance by offering remote work options and a range of benefits, recognising its importance for well-being.

The long game: Sustainability for the marathon

Finally, let’s think about the long term. Corporate leadership isn’t a sprint but a marathon. If you burn out early, you’re not going to have the stamina to lead effectively over decades. Maintaining the balance helps you pace yourself, so you can keep growing and evolving as a leader. It’s about sustainability — not just for you but for your organisation, too. When leaders are balanced, they’re more likely to innovate, adapt to change, and inspire their teams to do the same. On the other hand, if you’re constantly running on fumes, you’re more likely to stagnate or, worse, crash.

Maven puts it well: a well-balanced life comes with numerous benefits for both leaders and their teams, including improved mental and physical health, increased job satisfaction, and enhanced leadership effectiveness. It’s about being the best version of yourself so you can lead with clarity, compassion, and vision. And let’s face it, if you’re not around for the long haul, who’s going to steer the ship?

In a nutshell

The question is, why does this all matte? Well, because as a corporate leader, you’re not just managing a business — you’re shaping lives, including your own. Work-life balance isn’t just about taking more vacations or leaving early (though those are nice). It’s about being the best version of yourself so you can lead with clarity, compassion, and vision. It’s about building a sustainable career and a thriving organisation, and, honestly, it’s about remembering that you’re human, too.

If you’re feeling sceptical, I get it — I’ve been there, but trust me, once you start prioritising balance, you’ll see the difference. Your decisions will be sharper, your team will be more inspired, and you’ll feel more energised to tackle whatever comes your way, So, take it from someone who’s been in the trenches: make balance a priority.