How Leaders Can Be a Catalyst for Recovery and Resilience
Practical steps for supporting people in high-pressure workplaces
Workplaces across Australia are under pressure. Burnout, restructures, change fatigue—it’s becoming part of the daily rhythm for many teams. And while recovery doesn’t happen overnight, it can’t happen at all without the right kind of leadership.
Leaders aren’t expected to fix everything. But they do have the ability to influence how people recover, how safe they feel, and how sustainable the pace of work becomes.
This isn’t about being the most inspiring person in the room. It’s about showing up in ways that help people feel steady, supported, and safe enough to reset.
What Do We Mean by “Recovery”?
Recovery at work isn’t just taking a break or having a long weekend.
It’s about:
Giving people space to reset after intense periods
Slowing down when the team is stretched
Protecting capacity instead of constantly pushing
Rebuilding trust and clarity after disruption
It also means recognising that high performance isn’t possible without regular recovery built in.
Why Resilience Needs Leadership Support
We often talk about resilience like it’s an individual trait. But in most teams, resilience is shaped by leadership. If leaders keep pushing, people keep pushing—until they burn out. If leaders pause, reflect, or ask the right questions, people feel permission to do the same.
That’s what being a catalyst looks like: helping teams move out of survival mode, without guilt.
Practical Ways Leaders Can Support Recovery
1. Slow the pace where possible
If your team has been through a tough project, restructure, or intense delivery cycle—don’t launch into the next big thing straight away. Create breathing space.
2. Pay attention to energy, not just output
Check in on how people are, not just what they’re doing. Notice if someone’s showing up but feels flat or disconnected. These are signs they might need time or support to reset.
3. Normalise boundaries
Protect your own energy—and role model this for others. Don’t reply to emails after hours. Say no when capacity is full. These small signals have a big impact on team behaviour.
4. Be clear about what matters now
In recovery periods, priorities need to be sharp. Too many conflicting messages or moving targets create fatigue. Be realistic, and cut back where you can.
5. Acknowledge effort, not just results
Sometimes, showing up and staying steady is the win. Recovery isn’t always visible, but it deserves recognition—especially after a tough period.
Don’t Wait for Crisis to Shift Your Style
The cost of ignoring the human side of leadership is burnout, turnover, and low trust. But when leaders focus on recovery and resilience, they build healthier, more sustainable teams.
You don’t need to have all the answers. You just need to be willing to lead differently.