Leadership by Example: Modelling Integration

People watch what leaders do.

Leadership isn’t just about setting goals or tracking results. It’s about modelling the behaviours you want to see in others. And when it comes to sustainable success, that means modelling integration.

Why Modelling Matters

People don’t just listen to what leaders say. They watch what leaders do.

• If you answer emails at midnight, they’ll assume they should too.

• If you never pause or take time off, they’ll think rest is a weakness.

• If you work through every crisis without boundaries, they’ll sacrifice their own lives to keep up.

The behaviours you model as a leader ripple through your team. You may not realize it, but every action sends a signal.

Integration as Strategy

Integration isn’t selfish—it’s strategic. When you set boundaries, protect your energy, and show what it looks like to thrive outside of work, you give your team permission to do the same.

Leaders who model integration create cultures where people:

• Feel safe to set boundaries.

• Value recovery and creativity as part of work.

• Deliver stronger results without burning out.

This isn’t about perfection. Integration doesn’t mean getting it right all the time—it means making intentional choices in the messy middle. Sometimes you’ll nail it, sometimes you’ll need to course-correct. What matters is showing your team that integration is possible, and that thriving matters as much as delivering.

The Messy Middle of Leadership

The messy middle of leadership is this: you can’t lead others into integration if you’re not living it yourself. When leaders ignore their own needs, teams will too. But when leaders model clarity, boundaries, and recovery, teams thrive.

Integration is contagious. Model it, and your people will follow.

What’s one integrated choice you’ll model for your team this week?