Are You a Leader Who is an Authentic Work / Life Ambassador?

If companies want to attract and keep top talent, they can’t stop at offering work-life balance initiatives—they need leaders who live them! It’s not enough to tout flexible work arrangements or generous parental leave. Leaders must become authentic ambassadors of work-life balance, showing their teams that it’s not only encouraged but celebrated.

There’s a well-known saying (attributed to multiple sources) that goes: “Nobody on their deathbed ever said, ‘I wish I had spent more time at the office.’” Let’s be real—spending even more time at the office isn’t making anyone’s top 10 list of life goals. And yet, so many people struggle to maintain even a hint of work-life balance.

The Struggle is Real

Balancing work and life can feel like a never-ending tug-of-war. And it seems I’m not alone in this battle. The pandemic pushed many to reevaluate priorities, and the ripple effects are still being felt.

Take this eye-opening stat: In January, 22.1 million Americans voluntarily worked part-time—nearly six times the number working part-time involuntarily. According to the Wall Street Journal, that’s the highest ratio in two decades! Meanwhile, research from Harvard Business Review reveals that two-thirds of remote workers don’t want to return to the office, with 64% saying they’d forgo a $30,000 raise to keep their flexibility.

Of course, not everyone has the luxury of working part-time or passing up a hefty raise. But these trends highlight a growing truth: Employees value work-life support more than ever—and they’re not afraid to walk if they don’t get it.

“The leader sets the tone. Whether consciously or unconsciously, they set the example and the standard for behavior.”

— John C. Maxwell

The Disconnect Between Policy and Practice

Many companies offer great work-life initiatives, from flexible schedules to paid parental leave. But here’s the catch: Employees often hesitate to use them, fearing they’ll be seen as less career-oriented. That’s why leadership matters so much. Authentic leaders don’t just talk about work-life balance—they model it. They send consistent, supportive messages and back them up with actions. For instance, the best leaders I’ve worked with avoid scheduling meetings too early or late, making it easier for working parents to participate. These small gestures speak volumes about their commitment to balance.

My “Radical” Vacation Idea

Let me share a personal story about how leadership support changed my perspective. I’d been toying with a “radical” idea: taking three consecutive weeks off to take my teenage boys to Greece for the first time. Crazy, right? Three whole weeks away?

Two conversations helped me make the leap. First, a male colleague in a high-pressure producer role casually mentioned his annual three-week family vacation. His advice? “If I can do this in my role, so can you.” Second, I brought my “wild plan” to my manager, fully expecting skepticism. What happened? He encouraged it. No hesitation, no guilt trip—just a wholehearted, “Go for it.” That simple moment of support spoke volumes.

I planned ahead to ensure my responsibilities were covered, packed my bags, and took off for Greece. Those three weeks turned out to be one of the best experiences of my life—not just because Greece is breathtaking (which it is!), but because of the uninterrupted time I spent with my family. Priceless doesn’t even begin to cover it.

Leaders, Take Note

This story isn’t just about my vacation. It’s about the power of authentic leadership to empower others to embrace balance without guilt. Companies that want to retain talent need leaders who set the example. When leaders prioritize their well-being and encourage their teams to do the same, they create a culture where people can thrive—personally and professionally.

So, are you a leader who’s an authentic work-life ambassador? If not, there’s no better time to start. After all, your team deserves more than just talk—they deserve a leader who walks the walk (preferably on a beach in Greece).