Success Advice
Better Leaders Are Better Sleepers Here’s Why
Sleep is not a luxury but a necessity for optimal leadership performance

Business leaders are often regarded as indefatigable individuals who thrive on minimal sleep while they relentlessly pursue their dream careers. Throughout the business world, many are even admired for their tenacity and ability to work long hours. But is this lack of sleep actually contributing to higher levels of success? Studies seem not to think so.
We know a lack of sleep negatively affects other areas of our lives: from draining our cognitive abilities to making us more irritable. Then, why has the narrative of ‘you can sleep when you’re dead’ become the mantra for so many aspiring entrepreneurs and innovative thinkers? If sleep deficiency is terrible for our mental and emotional health, then it cannot be the impetus that drives business success.
The prevailing notion of the sleepless, hardworking executive is being challenged by research that indicates leaders who prioritize their rest are more energetic, efficient, and compassionate. From enhancing decision-making abilities to fostering a positive work environment, I want to talk more about the power of well-rested leadership.
The Science Behind Restful Leadership
A clinical review put out by N.F. Watson and C.M. Barnes detailed sleep’s significant contributions to effective leadership. Ineffective leadership that stems from sleep deprivation doesn’t only affect the stamina and ingenuity of leaders, it also has a direct impact on company culture and employee performance. One study that observed 88 leaders across several industries found that abusive supervision was more prominent after the leader acknowledged a poor night’s sleep the night before.
Sleep is not merely a passive state of rest, which we so often forget. It’s a dynamic process during which the brain experiences critical functions necessary for optimal functioning. During sleep, the brain consolidates memories, processes information, and rejuvenates neural pathways. Leaders who enjoy sufficient sleep are better equipped to think critically, make sound decisions, and retain essential information. Additionally, well-restedness makes leaders better emotional regulators. This translates into greater patience, empathy, and compassion for team members, which creates a positive and supportive work environment.
Enhanced Cognitive Abilities and Creativity
Cognitive excellence and creativity are crucial for effective leadership, both of which are contingent upon being rested. A well-rested leader experiences improved focus, concentration, and problem-solving skills, which enables them to tackle challenges and devise innovative solutions with clarity and efficiency. Sleep also helps leaders think more about complex decisions and propose necessary solutions.
Sleep also plays a vital role in the creative process. Rapid Eye Movement (REM) sleep, the stage during which dreams occur, is associated with enhanced creativity. Leaders who achieve enough REM sleep are more likely to think outside the box, approach problems from different perspectives, and inspire their teams to do the same.
“Sleep is an investment in the energy you need to be effective tomorrow.” – Tom Roth
Productivity and Efficiency: Quality Over Quantity
The myth of the sleepless executive working round-the-clock is slowly giving way to a more effective approach to leadership: quality over quantity. Leaders who prioritize their sleep understand that long hours do not necessarily equate to increased productivity. In fact, in today’s competitive business landscape, making the most out of one’s working hours and effectively meeting goals is only possible when well-rested.
Studies have found that leaders who get adequate sleep report higher levels of productivity and efficiency. They can accomplish tasks faster, make more informed decisions, and communicate more effectively with their teams. In contrast, underslept leaders often experience diminished cognitive performance, leading to errors, delays, and poor judgment. By valuing their sleep, leaders set a positive example for their teams, promoting a healthier work-life balance and overall well-being.
Emotional Intelligence and Empathetic Leadership
Leadership is not solely about driving results; it is about inspiring and guiding individuals to reach their full potential. Emotional intelligence plays a vital role in fostering strong relationships and cohesive teams. Well-rested leaders have an edge in this area, as sleep profoundly impacts emotional intelligence.
Adequate sleep supports the prefrontal cortex, the part of the brain responsible for emotional regulation and empathy. Leaders who prioritize their rest can better understand and respond to the emotions of their team members. This empathy creates a culture of trust, support, and open communication within the organization. On the other hand, leaders suffering from sleep deprivation are prone to emotional instability, leading to erratic behavior and strained relationships. A lack of empathy from the top can trickle down, resulting in disengaged and disheartened employees.
Sleep is not a luxury but a necessity for optimal leadership performance. Embracing a culture that values rest and work-life balance will undoubtedly lead to more energetic, efficient, and compassionate leaders, setting a new standard for success in the modern business world. The next time you find yourself contemplating pulling an all-nighter, remember that true leadership excellence begins with a good night’s sleep.
Success Advice
Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)
The surprising truth about leadership styles that can make or break your team’s success.

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)
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What Every New CEO Must Do in Their First 100 Days (or Risk Failure)
Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)
Entrepreneurs
The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
Entrepreneurs
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