Leadership today can feel like walking a tightrope over a calendar full of meetings, deadlines and decisions. It’s one of the most common things I see in my business and one of the reasons I launched the Less Stressed Leaders’ Club with my colleague. But the truth is, the most effective leaders aren’t the ones sprinting the fastest – they’re the ones steady enough to set the pace for everyone else. Being a less stressed leader isn’t just about feeling better personally, it’s about modeling healthy, sustainable habits that give your team permission to do the same.

When you lead with calm focus instead of constant urgency, you create an environment where people think more clearly, collaborate more easily and perform at their best. Here are four ways to become a less stressed leader – and how to model that for your team.

1. Lead by energy, not urgency.

Many leaders wear “busy” as a badge of honor. The daily workday is packed, the inbox is overflowing and the pace feels nonstop. But constant urgency is not the same as effectiveness. In fact, when your energy is always reactive – jumping from one fire to the next – you model anxiety, not leadership.

Instead, shift from urgency to energy management. Ask yourself: What tasks fuel me? What drains me? Then structure your week to maximize your best energy for your most important work. Protect your “deep work” hours like they’re meetings with your future self.

Leading by energy also means regulating your emotional tone. Teams subconsciously mirror their leader’s state. If you’re frazzled, they’ll feel frazzled. If you’re composed, they’ll match that steadiness. When challenges arise, take a breath before reacting. Pause, assess and respond with intention. Calm is contagious.

Model it: Let your team see you take short recharging breaks, block time for focused work and handle interruptions with grace. It’s not about pretending stress doesn’t exist – it’s about showing that stress can be managed skillfully.

2. Protect your boundaries – out loud.

Boundaries are not barriers; they’re safety rails for your focus and well-being. Many leaders silently suffer under unrealistic expectations because they feel responsible for everyone and everything. But the healthiest teams have leaders who communicate limits clearly and kindly.

When you say, “I don’t check email after 6 p.m.,” or “I’ll get back to you in the morning,” you send two messages: You respect your own well-being, and you trust your team enough to respect it, too.

This transparency builds psychological safety. Your team learns that it’s OK to log off, rest and return recharged. Burnout spreads through imitation, but so does balance.

Model it: Share your own boundary practices – perhaps you silence notifications during dinner or take a 10-minute walk before your next meeting. Encourage others to do the same. Consider creating a shared “no-meeting” hour or a weekly reflection where everyone highlights one small win and one self-care practice that helped them stay centered.

Boundaries become cultural norms when leaders demonstrate them consistently and without apology. When you lead with that clarity, your team feels empowered to protect their own time, too.

3. Prioritize presence over perfection.

In a world addicted to multitasking, presence has become a superpower. As a leader, your attention is your most valuable currency – and your team can always tell when you’re mentally elsewhere.

A less stressed leader doesn’t chase perfection; they focus on being fully there for the people and priorities that matter most in the moment. That presence creates safety, deeper trust and higher engagement. When your team feels seen and heard, their stress naturally decreases because uncertainty and confusion begin to fade.

Model it: Before your next meeting, pause for 60 seconds. Take a slow breath, unclench your jaw and clear your mental slate. Enter the conversation ready to listen, not just to lead. During one-on-ones, silence notifications and maintain eye contact. Even brief moments of undivided attention communicate respect and stability.

Perfection demands control; presence invites connection. The first fuels anxiety, the second builds alignment. When you prioritize presence, your team learns that mistakes aren’t the enemy – disengagement is.

4. Build recovery into the culture.

A truly less stressed leader doesn’t treat self-care as an afterthought – they design recovery into the rhythm of work itself. Stress isn’t inherently bad; it’s chronic stress without recovery that breaks us down. High-performing teams understand the cycle of exertion and renewal.

Think of recovery not just as rest, but as reset. That might mean flexible start times, walking meetings, short mindfulness pauses, or “no-camera” Fridays. Encourage your team to step away when their focus dips and return sharper. Replace guilt with gratitude when people recharge.

You can also make recovery visible through rituals. End the week with a short “wins & recharges” reflection: what went well, what energized you, and what you’ll do to reset for next week. Celebrate progress, not just productivity. Over time, those small habits accumulate into a healthier, more resilient culture.

Model it: Talk openly about your own stress management practices – whether that’s exercise, journaling or time with family. When leaders normalize talking about well-being, it dismantles the stigma around mental health and gives everyone permission to care for themselves.

Ripple effect

Being a less stressed leader isn’t a luxury; it’s a leadership strategy. When you manage your energy, uphold boundaries, stay present and prioritize recovery, you don’t just reduce your own stress – you elevate everyone around you. Your calm focus becomes the emotional climate of the team.

Take a deep breath. Step back. Protect your peace. The way you manage your stress today is teaching your team how to handle theirs tomorrow. And that’s the real mark of leadership – not how much you can handle alone, but how much calm and confidence you can inspire in others.

Paul D. Casey lives in the Tri-Cities and is the owner of Growing Forward Services, which aims to equip and coach leaders and teams to spark breakthrough success.