NAYLAH'S LEGACY

The New Health of Leadership – Balancing Humanity and Executive Power

“There is no footprint too small to leave an imprint on this world.”

This time of the year always brings a deep sense of reflection for me. September 13th marks the anniversary of my daughter Naylah's passing—a day forever etched in my heart. Every year, I try to motivate myself, believing that perhaps this will be the year I get through it without breaking down. But the truth is, there is no pain like the loss of a child. It's a loss that changes you at the very core of your being. As a mother, I carry this grief with me, and although I’ve found unreal resilience and ways to honour Naylah’s memory, the longing never disappears.

In her name, we raise funds for newborn and premature babies with 联合国儿童基金会 and The Ottawa Hospital Foundation ; creating a legacy that uplifts and saves lives. This work has brought profound meaning and purpose, but it has also taught me a deeper lesson about leadership.

This year, my reflection shifted toward mental health and leadership. Specifically, how we, as leaders, often normalize trauma, push through pain, and carry on because the demands of our roles and corporate goals don’t wait. But what if we changed that? What if we, as leaders, incorporated mental health as a cornerstone of how we lead, rather than an afterthought?

The Hidden Toll: Silently We Break

After our loss, I remember waking up the next day thinking, How am I supposed to breathe normally again? How do I live the rest of my life with this kind of pain?

I often think about mothers who have lost children—the pain they must carry silently. If you are one of them, I am holding you in strength and a lot of love.

Women are twice as likely to face depression, anxiety, PTSD, and other mental health struggles. In leadership roles, these challenges are often compounded by the reality of being underrepresented. Yet, much of this remains unseen. Many women carry these burdens in silence, hesitant to voice them—especially in professional settings where vulnerability is often mistaken for weakness.

As women, we owe it to each other to be powerfully vulnerable so that we can help save each other's lives.

The impact of losing a child is one of the most devastating and traumatic experiences any human can endure. It has led some women in leadership to leave their positions, unable to cope with the weight of grief while managing their professional responsibilities. In extreme cases, unaddressed mental health struggles have even led to tragic outcomes like suicide.

Break the Silence: Leaders Are Human Too

In the beginning, I wanted to believe that I could carry this weight silently, that grief was something I could compartmentalize. But grief, in its most profound form, never truly leaves you, it has a way of weaving itself into every aspect of your life—especially in the workplace.

For years, I felt the pressure to keep it together, maintain the fa?ade of strength. After all, leaders are expected to be resilient, to push through no matter what. But grief changes you, and it changes the way you lead.

The truth is, there’s no guidebook for how to navigate trauma as a leader. No manual to help us figure out how to run a company or lead a team while we're going through profound emotional pain. But we need to be extremely careful, remember the saying "Hurt people hurt people"; as leaders, when we don’t address our own mental health, we risk unintentionally passing that burden onto those we lead. This journey has thought me that leading from a place of emotional honesty makes me human.

So what if we stopped pretending everything was fine, and instead, we allowed ourselves to be human with those we lead? Showing them that it’s okay to feel, to struggle, and to heal. Honouring our own experiences while also giving permission for others to do the same.

The Magic of Intentional Time

I’ll never forget my first therapy session. I showed up with a schedule for my psychologist and I—yes, a literal schedule—for when I’d be "healed." We still laugh about that one every now and then. I look back and chuckle at the idea of treating mental health like a project with a deadline.

I’ve since learned that healing, much like leadership, is a journey. It can’t be rushed, and it certainly can’t be controlled.

Today I am also in gratitude to Dr. Jacline Nyman; during her role as Chair of Elevate International’s board, she taught me the critical importance of prioritizing my mental health as CEO. Without her guidance, I don’t think I would’ve have been able to navigate overwhelming complex emotions along with the challenges of leading during the pandemic. Therapy, self-care, and rest became not just a necessity but a leadership tool.

Just imagine if leaders normalized time off— an hour, a day, a week, a month... What if mental health days were part of our corporate culture, seen as a powerful way to return to work rejuvenated and more effective?

We often treat our mental health as something to be managed during "off" hours, squeezed in between meetings, or postponed until "things slow down." But the truth is, the magic lies in making intentional, non-negotiable time for our health.

Strength in Stillness: The Power of Inner Peace

In the midst of high-pressure environments, it can feel impossible to find moments of stillness. But over time, I’ve learned that inner peace is essential for navigating the demands of leadership. The ability to pause, reflect, and recalibrate allows us to approach challenges with a clear mind and a calm heart.

I have found strength in moments of stillness—I often find peace in quiet reflections. In those moments, I always gain clarity, resilience and a renewed energy for innovation that no amount of hustle could provide.

Calm at the core creates clarity in leadership.

Imagine if executives embraced stillness as part of their leadership strategy. What if we made space for moments of reflection, encouraging our teams to do the same? A leader grounded in inner peace is a leader who can navigate storms with grace and clarity.

The Legacy of Leadership

As I reflect on Naylah’s life, I see her legacy extending far beyond the work we do with newborns and premature babies. Her memory has given me the strength to advocate for a new kind of leadership—one that is rooted in humanity, emotional intelligence, and mental wellness. Through her lived days on earth, Naylah’s legacy extends beyond fundraising and into the lives changed through a more compassionate, balanced approach to leadership.

So to my dear Naylah, thank you. Thank you for giving me the courage this year to inspire leaders to be more human, more vulnerable, and more connected to their mental well-being. Your legacy is changing lives—not just in the in the lives of newborn babies, but in the hearts of leaders around the world.

Thank you for teaching me the power of stillness, the courage to heal, and the strength to lead with a full heart.

Article Mentions & In gratitude: UNICEF Canada , The Ottawa Hospital Foundation , Dr. Jacline Nyman, MBA, ICD.D & Elevate International

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Additional Supporting Articles:

Mental Health & Women in Leadership

1. Harvard Business Review – "Mental Health Among Women in Leadership" (2021) This article dives into the unique mental health challenges women in leadership face and how to support their well-being, emphasizing emotional intelligence and empathy in leadership. Link to Article
2. Forbes – "Mental Health for Women in Leadership: Why CEOs Need to Prioritize Wellness" This piece highlights the importance of prioritizing mental wellness for female leaders, especially in high-pressure environments. Link to Article
3. McKinsey & Company – "Women in the Workplace: The Impact of Mental Health on Senior Leaders" A comprehensive look at how mental health challenges affect women in leadership, particularly during the pandemic, and how organizations can better support them. Link to Article
4. Potential Project – "When Women Leaders Leave, the Losses Multiply" Discusses how women leaders, particularly in times of crisis, have shown resilience but face unique burnout risks, emphasizing compassion and support in leadership roles. Link to Article
5. World Economic Forum – "Mental Health Challenges Faced by Women in Leadership" Focuses on how the corporate world can address the specific mental health needs of female executives and leaders. Link to Article

Mental Health for Senior Executives:

1. MIT Sloan Management Review – "How CEOs’ Mental Health Affects Company Culture" (2022) This article explores the ripple effect of a CEO's mental health on company culture and long-term organizational success. Link to Article
2. Forbes – "The Emotional Toll of Leadership: Mental Health and Executive Burnout" (2021) Focuses on the increasing rates of burnout among senior executives and how organizations can build supportive systems. Link to Article
3. McKinsey & Company – "The Burnout Epidemic: What Senior Executives Face" (2020) An analysis of how senior leaders are more vulnerable to burnout and strategies for addressing this issue. Link to Article
4. Gallup – "The Cost of Neglecting Mental Health in Leadership" (2020) This research looks at the financial and cultural costs of neglecting mental health in leadership positions, especially at the executive level. Link to Article
5. World Economic Forum – "Executive Burnout: A Societal Problem" (2019) Examines the broader societal impact of executive burnout, with a focus on mental health awareness and prevention strategies. Link to Article

These articles provide a broad view of the mental health challenges faced by women and senior executives in leadership roles and offer insights into how organizations and individuals can better support mental wellness at the top.