Authentic Leadership Includes Taking Care of Ourselves

In recent years, we have made real progress in recognizing the importance of mental health, both in our communities and in our workspaces. Specifically, in my law enforcement arena, we have expanded peer support teams, implemented critical incident debriefings, and increased access to counseling for our officers. Much the same can be said for public service in general. That’s meaningful progress and has produced healthier public servants who are now equipped to better serve their communities. However, we often overlook one group in need of the same care: ourselves.

Organizations that prioritize employee wellness while neglecting executive wellness create a leadership blind spot that eventually impacts culture, morale, and effectiveness.

As leaders, we carry a unique and often invisible burden. We manage the emotional aftermath of critical incidents, navigate political pressure, and bear the weight of public scrutiny, all while trying to remain steady for our communities and organizations. The expectation that we always “hold it together” can leave us isolated and emotionally depleted.

The truth is, leadership can be lonely. Strike that. Leadership IS lonely.  While our staff may have formal peer support structures and wellness initiatives, those of us in “the-buck-stops-here” positions rarely access them. Even when support is available, many of us hesitate to use it. The higher we rise, the more pressure we feel to appear unshakable. Vulnerability can feel risky at the top, where perception often matters more than reality. But that silence and stoicism come at a cost.

Unchecked stress accumulates. Over time, it can manifest as burnout, damaged relationships, substance use, or impaired decision-making. That is not only detrimental to our own careers, but it also has a trickle-down effect on those we are entrusted to lead. We’ve all seen highly capable leaders begin to unravel under the cumulative weight of emotional fatigue, and we’ve likely come close to that edge ourselves. I know I have.

We must start treating self-care as a professional responsibility. If we genuinely believe in mental wellness for our teams, then we must model that belief ourselves. That means seeking out support networks, engaging in confidential counseling when needed, and integrating intentional wellness practices into our own lives instead of just encouraging them in others.

Our organizations can help by embedding executive wellness into leadership development programs and by offering access to services tailored specifically for executives. Confidential peer groups for city administrators, police/fire chiefs, and senior leaders can be powerful tools for connection and resilience. Just as we prepare for operational crises and public scrutiny, we must also prepare for the emotional realities of sustained leadership.

But perhaps the most powerful change starts with us. When we speak openly about the mental and emotional challenges that come with this job, we give others permission to do the same.

There is a difference between the humble brag of “my job is mentally taxing” and sharing the trials we face with transparency. That requires real courage. But when we do, we show that strength and vulnerability are not opposites. They are partners in healthy, sustainable leadership.

There is a reason a flight attendant’s pre-departure safety briefing instructs us to put on our oxygen mask first before helping someone else with theirs. If we are incapacitated, we are of no help to the person next to us. In fact, we’ve just doubled the problem. The same is true in our organizations. Taking care of our people starts with taking care of ourselves. The public service profession demands strength and courage, no doubt. However, it also requires balance, reflection, and the willingness to prioritize our own well-being. Let’s lead from the front, not just in action and accountability, but in wellness and humility.

Our teams are watching. Let’s show them what authentic leadership really looks like.

Find out more about Chief Blair on his LinkedIn page or his website.