Coaching executives on work-life balance is about empowering them to lead with intention and self-awareness. I guide them to have open, transparent conversations by first helping them clarify their values and priorities. For example, once a year, I fully disconnect to recharge, while regular sport, mindfulness exercises, and cooking keep me grounded throughout the year. Twice a year, I also invest in seminars for fresh ideas. Balancing strategic 'pause moments' with consistent, daily practices ensures long-term well-being and peak performance.

Is it work-life balance or work-life integration? And what is most important for the Executives? Their physical, mental and emotional health or the professional, may be material achievements, whatever those are for everyone? We all need to expand our perspectives and create a specific vision for our different roles, as professionals, as parents, as spouses, as social beings, as humans... We need to embrace constant improvement, commit strongly on what is important for us now and in to our future selves. Who would like to be full of regrets in their 90s?

Guiding executives through tough conversations about work-life balance requires empathy and strategy. Encourage them to anchor discussions in personal priorities rather than obligations—reframe balance as a performance enhancer, not a compromise. Equip them with clear, boundary-setting language, such as, “For optimal output, I need to recharge.” Stress the value of transparency and model vulnerability to inspire mutual respect. Teach them to pivot conflict into collaboration by focusing on solutions, like delegation or timeline adjustments, to align personal and professional needs seamlessly.

Work-life balance suggests the goal is to achieve equilibrium in an executive’s work and personal life. The challenge is the conflicts that emerge when integrating these different domains. Coaching can help develop the capacity to manage these conflicting domains by exploring self-imposed expectations and how our different selves conflict. Unpacking the internal dialogue between our different identities, e.g., the ambitious leader vs. the nurturing parent, to recognise how these conflicts manifest in decision-making, emotional responses, and behaviour—also helping identify the beliefs that drive choices, e.g., success at work requires always being available. Challenging narratives that create tension between personal and professional roles.

En una sesión, un ejecutivo me confesó: “Siento que si dedico tiempo a mi vida personal, mi equipo sufrirá”. Le pregunté: “?Qué pasaría si cuidar de ti mismo te hiciera un mejor líder?”. Esa pregunta abrió espacio para reflexionar sobre cómo el equilibrio no es un lujo, sino una estrategia clave. Las conversaciones difíciles requieren empatía y enfoque. Ayudo a los ejecutivos a priorizar lo esencial y a cuestionar creencias que limitan su bienestar. Al final, descubren que liderar con equilibrio no solo beneficia su vida personal, sino también a su equipo y organización.