How Leadership Example Sets the Limits of Freedom (or Creates Invisible Traps)

When Netflix removed its official vacation policy, some teams thrived—taking more breaks, returning more energized and creative. Others quietly transformed their 'no policy' into a 'no vacation' culture, simply because their bosses never took time off themselves. Donna, an overworked manager, hadn’t had a nonworking break in years; her department mirrored her habits, feeling pressure to always be seen working. Meanwhile, another director, Greg, talked openly about his vacations (and those of his team), ensuring everyone felt safe to rest. His group not only avoided burnout but also reported greater job satisfaction and better results. The lesson: policies mean little compared to the behaviors modeled by leaders and visible peers. Humans intuitively imitate what the most influential people around them actually do, not what’s written in a handbook. For freedom to really take hold, leadership must set the context and make room for it in daily actions—not just ideals.

As you move through your week, pay attention to what people in your group do, not just what they say. Make an intentional choice to rest or step away when you need it, and talk openly about it—don’t just disappear. If you remove a rule or open up new flexibility, take time to discuss expectations: address what's reasonable, what counts as 'okay,' and how you navigate tricky situations. By living the behaviors you want to normalize, you signal to everyone that it’s safe—and smart—to take care of themselves and focus on results. Give this a try in your next group setting, and note what changes.