At the top of an organization, whether a major corporation or a family business, the pressure is immense. Leaders are expected to be pillars of strength; decisive, unshakable, and constantly focused on moving the business forward. But what happens when the weight of this responsibility becomes too much to bear? When grief, loss, or depression infiltrates the mind and body of a leader, the effects can be profound. The demands of leadership leave little room for vulnerability, yet this is often exactly what’s needed to address the emotional toll that leadership can take.

Grief and loss are not only experienced in personal life, but they permeate the professional world, too. For the leader, these emotions might stem from personal loss, failed projects, strained relationships, or unmet expectations. When left unaddressed, they can impact decision-making, relationships with others, and overall well-being. So how do we address these emotions, especially when they may threaten to undermine the very foundation of leadership?

Understanding Depression in Leadership

For many leaders, depression manifests differently than it does in others. It may not look like the traditional image of sadness or hopelessness. It may show up as irritability, burnout, or a sense of numbness to the world around you. Leaders often feel that they cannot afford to show vulnerability or express sadness; doing so could be perceived as a weakness. However, ignoring the body’s signals such as tension in the shoulders, shallow breath, the weight of exhaustion will only exacerbate the issue.

The truth is that depression is often a somatic experience. It’s not just mental! It’s in the body. In my work, I talk about how our bodies hold stories of tension, grief, and unprocessed emotions that impact our well-being. When the body carries these unresolved emotions, the mind struggles to stay clear and focused. This disconnection from self which shows up as “ignoring the body’s signals”, only perpetuates the cycle of stress and dis-ease.

The Intersection of Grief, Loss, and Disappointment in Leadership

Grief doesn’t just emerge in the wake of personal loss; it also arises in the professional realm. Business leaders grieve the loss of clients, partners, or employees. Family business owners grieve the shifting of roles, expectations, and dynamics within the family. There’s also the grief of unfulfilled potential and the weight of ambitions that didn’t come to fruition, of plans that didn’t manifest the way they were expected.

In my work, I’ve highlighted how grief, when acknowledged, opens the door to deeper connection and healing. Leaders who acknowledge their grief create space for others to do the same. This leads to a more emotionally intelligent and resilient team. Grief and disappointment don’t have to be shameful or signs of failure. They’re part of the human experience. When leaders show vulnerability, it models a culture of emotional health and helps break the stigma that business leaders should be impervious to emotions.

The important piece here is allowing grief to exist in the body. I’ve often discussed the power of somatic practices to process and release what’s held in the body. Leaders who slow down, check in with their bodies, and honor their emotional responses are better equipped to process the grief and loss that naturally occur in both personal and professional realms.

Vulnerability in Leadership: Embracing Imperfection

One of the most powerful aspects of leadership is vulnerability. This is the ability to show that you are human, just like everyone else. This is often the hardest aspect for those in power to accept, because leadership can be associated with strength, certainty, and control. However, true strength comes from the ability to acknowledge our vulnerabilities and work through them.

In my writings, I’ve highlighted the importance of self-compassion and self-awareness in leadership. Vulnerability doesn’t mean showing all your emotions at once; it means being aware of what you’re feeling and acknowledging it. For a leader struggling with depression, this could mean seeking support, expressing emotions when necessary, and setting boundaries to allow for healing. It also means creating space for the team to engage in these conversations without fear of judgment.

Creating an Environment for Emotional Health

As leaders, it’s easy to push personal well-being to the back burner in favor of business demands. This approach ultimately erodes the leader’s health and the team’s overall well-being. As I’ve discussed in my previous work, when we prioritize our own emotional health, we create an environment where others can thrive. Leaders who take time for emotional self-care set an example for others, demonstrating that the emotional and mental health of every individual is paramount to success.

Leaders are often the stewards of their organizations’ culture. When a leader demonstrates vulnerability, it encourages openness, transparency, and empathy throughout the organization. It creates an environment where others can address their own grief and stress without fear of judgment. This environment improves team cohesion and fosters creativity, innovation, and resilience.

Strategies for Balancing Leadership with Emotional Health

Here are a few strategies that combine emotional and somatic awareness to help leaders manage grief, loss, and depression:

1. Somatic Check-Ins: Regularly pause throughout the day to check in with how your body feels. Are you carrying tension in your shoulders? Is your breath shallow? Are you feeling restless or fatigued? Acknowledging these signals allows you to intervene before they escalate into deeper emotional challenges.
2. Honor the Process of Grief: Allow yourself time to grieve and process loss, whether personal or professional. This is not a weakness, it’s part of healing. Leaders who make space for grief are more likely to emerge stronger and more capable.
3. Build Emotional Resilience: Leaders can build emotional resilience by embracing practices that nurture their bodies and minds such as exercise, time in nature, mindful breathing, and meaningful connections with others. These practices create a foundation that allows leaders to weather emotional storms with more grace and clarity.
4. Professional Support: Seeking support from a therapist, counselor, or coach who understands the unique pressures of leadership can provide tailored guidance for managing depression and grief. This external perspective can offer clarity and support for navigating these emotional challenges.
5. Foster a Culture of Vulnerability: Encourage open dialogue about emotional health and vulnerability within your organization or family business. When leaders are open about their struggles, it paves the way for others to do the same, creating a culture of trust and support.

Moving Through Grief with Strength

Powerful leadership looks beyond perfection to foster authenticity and becomes grounded in humanity. Grief, loss, and depression are part of being human and can be managed with compassion, support, and emotional intelligence. By addressing these emotions head-on, leaders create the space they need to heal and continue leading with clarity and purpose.

In my work, I’ve often emphasized the importance of soul connection and the need for leaders to remain grounded in their values and purpose. Leaders who navigate grief and loss with vulnerability model and create an environment where others can heal, making for stronger, more compassionate organizations. Excellent leadership means leading with authenticity, resilience, and an unwavering commitment to both personal and collective well-being.