Can leaders take a break? Should they? How?

As a business leader, planning a sabbatical involves understanding the underlying reasons and impact.
In the fast-paced world of business, the concept of taking a sabbatical might seem counterintuitive. However, there are compelling reasons why business leaders should consider scheduling a break. This decision is complex and not without potential drawbacks, which means it’s even more important to consider different perspectives.

Having spent more than 18 years leading a business dedicated to mentoring fellow leaders, the same issue arises regularly, how do you carve out time from a business that you’ve meticulously built around yourself. This challenge becomes particularly pronounced when you realize that the very reason for establishing the business was to allow increased choice and balance.

The following are reasons to plan a sabbatical:

1.  Leadership development: taking a sabbatical can provide a unique opportunity for leadership development. Stepping away from day-to-day operations allows leaders to gain fresh perspectives, develop new skills and reflect on their leadership style. It can lead to personal growth enhancing effectiveness when they return to the business.
2. Succession planning: sabbaticals facilitate succession planning by allowing team members to step into leadership roles temporarily. This promotes skill development among employees and ensures that the business can function smoothly in the leader’s absence. It also provides an opportunity to identify and groom future leaders within the organisation.
3. Sustainable business structure: planning a sabbatical demonstrates commitment to building a sustainable business structure and encourages decentralisation. Teams are more likely to take ownership of their roles fostering a culture of accountability and resilience.
4. Autonomous leadership: sabbaticals encourage the development of autonomous leadership. Delegating responsibilities and decision-making authority empowers employees, fostering a sense of trust and confidence. This distributed leadership model can lead to innovation and agility in the long run, plus independence and autonomy for the leadership team to be able to focus on the future.
5. Personal wellbeing: sabbaticals offer a chance for improved wellbeing. Taking time off allows leaders to recharge reduce stress and maintain a healthy work life balance, this in turn can enhance productivity and creativity upon their return.

Reasons for not taking a sabbatical:

1. Fear: fear of disruption and increasing worry about potential setbacks in operations and client relationships. In my mind this fear is precisely why one should plan for a sabbatical because it addresses the issues and sets up business independence.
2. Accountability frameworks: some may hesitate to take a sabbatical due to concerns about the lack of robust accountability frameworks in place. Without clear guidelines and monitoring mechanisms they fear that important tasks might fall through the cracks or the decision making processes could be compromised – another reason why leaders should take a break. It is a better goal is to address this and enable the organisation to operate effectively.
3. Relinquishing control: the weight of leadership can result in a reluctance to relinquish control as the leader forecasts further issues relating to cost productivity or profit.
4. Ineffective communication: the planning that is required to ensure effective communication during sabbatical is critical. This is a long term expectation, so including it in your strategic plan to execute on two to three, or even five years can provide motivation for the leader.
5. Concerns about the future: despite the potential benefits of sabbaticals for succession planning some leaders may hesitate to take time off due to uncertainties about the readiness of their successors or the effectiveness of their contingency plans – again this is another reason to plan for a sabbatical. Encourage individuals and teams to step up and take accountability.

Planning a sabbatical from business can offer numerous benefits including leadership development, succession planning and personal wellbeing, however, it is essential to acknowledge the potential challenges and concerns associated with this decision. This includes fear of disruption, accountability frameworks and communication challenges which are not the result of a lack of planning for sabbatical, but should be considered key elements to plan for a successful sabbatical.

By weighing these factors and implementing a strategic plan business leaders can make informed decisions about whether or not to take the sabbatical, and the impacts on the sustainability of their organisation.