Forget what they told you in that corporate training. You don’t need to be more polished. More buttoned up. More “executive presence.”

You need to be more you.

Toxic loyalty feels safer than starting over. Because performative perks are easier to point to than actual well-being. Because we’ve normalized manipulation in the name of retention.

When Happy Leaders walk in the room, they don’t shift the mood—they set the tone. And that tone says: We’re here to do meaningful work. Together. Without the extra noise.

Productivity without well-being isn’t progress—it’s just survival. And Happy Leaders don’t settle for survival. They build something better.

A growing body of research confirms that the glorification of nonstop hustle is doing real damage. This is about misaligned priorities and leadership that hasn’t evolved.

When you lead with happiness, connection and intention—you unlock the best in others. When you lead with exhaustion, fear and scarcity—you drain it.

1 in 5 young adults say they have no one to count on. That’s a 39% increase since 2006. It’s sobering—but not surprising.

The World Happiness Report 2025 dropped. And while the findings are sobering—especially for the U.S.—they also give us a clear opportunity to reset. To recommit. To reimagine what it means to lead and live with happiness at the center.

The World Happiness Report has shown us, year after year, that the happiest countries are also the most economically stable, innovative and socially connected. The research is clear on this—when well-being is prioritized, success follows. The same is true for businesses.

As leaders, every message we send—whether it’s in a team meeting, an email or a one-on-one conversation—either fuels engagement or drains it. And in a world where only 23% of employees report feeling engaged at work, we can’t afford to communicate on autopilot.

A Happy Leader isn’t someone who’s always smiling or never faces challenges. It’s someone who chooses happiness as a leadership strategy—not as an afterthought, but as a foundation for success.

DEI—by name or not—is about our shared humanity. And no one can legislate away our ability to lead with empathy, to create space for others and to design a world that works for all of us.

Building a community of peers, mentors and collaborators—a team beyond your immediate team—can be the difference between burnout and thriving. It’s about surrounding yourself with people who challenge you, inspire you and help you grow into the leader you’re striving to be.

Happiness isn’t something to squeeze into the margins of your life. It’s the foundation of everything you do. And when you prioritize your happiness and well-being, you show up more focused, energized and engaged. And that benefits everyone around you.

As we close out the year, I’m reflecting on what it would look like if our workplaces and schools were designed to truly honor that diversity. If we created systems where everyone felt supported to celebrate—or not celebrate—what aligns with their values and traditions.

A study published in the Journal of Occupational Health Psychology found that regular rest leads to greater job satisfaction, reduced burnout and higher levels of creativity (Sonnentag & Fritz, 2007). Another study from Harvard Business Review highlights that leaders who model healthy work-life boundaries reduce burnout in their teams by 70% (HBR, 2020).

Only 30% of managers and 23% of employees worldwide were engaged in 2023. That’s a costly gap. When managers aren’t engaged, productivity drops, innovation stalls, and profitability takes a hit. Engagement is no longer optional—it’s essential.

This can be one of the most intense periods of the year, but it’s also one of the most rewarding. November naturally brings a focus on gratitude and by building appreciation into your team’s day-to-day, you can energize and support them during these final weeks.

Employees are no longer just looking for a paycheck—they’re looking for opportunities to learn, develop and progress. The workplaces that provide continuous growth opportunities aren't just fulfilling a wish list; they’re creating a culture that drives retention, innovation and productivity.

Ping pong tables might be fun, but they can’t fix broken trust, poor communication or disengaged employees. Unlimited snacks won’t cure burnout or create a sense of purpose. And wellness programs fall flat when employees are overwhelmed, underappreciated and unsupported. These are surface-level perks that distract from the real work that needs to be done.