
Why leaders should learn to value the boundary spanners
Entrepreneurial talent who work with other teams often run into trouble with their managers. Here are ways to get the most out of your ‘boundary spanners’...
by Andrew Sharman , Susan Goldsworthy Published May 28, 2025 in Brain Circuits • 3 min read
Time’s up
1. Use leading indicators to measure well-being levels
Organizations often rely on lagging metrics such as absence from work, which don’t capture the full picture. Leading indicators, such as employee happiness and job satisfaction, provide a more accurate measure of well-being.
2. Co-create supportive environments
Foster a culture of acceptance where employees feel valued, even on difficult days. Regular feedback and open conversations allow employees to express their needs and help bring their full selves to work.
3. Institute flexible work arrangements
Hybrid or flexible working can have significant benefits for companies and their workforce. A study by Harvard and Penn State University, for example, found that flexible working can significantly reduce the risk of a heart attack or stroke, and is also believed to prevent burnout and protect mental health.
Companies need to move beyond superficial programs to embed well-being into their core operations, and leaders must understand that investing in well-being is about building resilient, innovative teams that drive long-term success.
Andrew Sharman is an Adjunct Professor of Risk, Resilience, and Safety Culture. He explores risk and safety culture, highlighting the positive impact of leadership. His executive education covers leadership and organizational behavior, from stress and resilience to safety culture. His approach is practical and high-impact. Sharman holds master’s degrees in international health and safety law & environmental law, and occupational psychology & organizational behavior, plus a doctorate in leadership and culture transformation.
Affiliate Professor of Leadership, Communications and Organizational Change at IMD
Susan Goldsworthy OLY is an Affiliate Professor of Leadership, Communications and Organizational Change at IMD. Co-author of three award-winning books, she is also an Olympic swimmer. She is a highly qualified executive coach and is trained in numerous psychometric assessments. She is Director of the IMD Executive Coaching Certificate and Program Director of the Leading Sustainable Change program.
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