Corporate Leaders Should Consider Counseling Skills for Their Employees
Erica Kesse
Corporate Leaders Should Consider Counseling Skills for Their Employees
Corporate leaders should consider counseling skills for their employees because employees who are struggling with mental health issues are more likely to be absent from work, less productive when they are at work, and more likely to leave their jobs. Counseling skills can help employees deal with these issues and be more successful in their careers.
Honey, You Need Counseling Skills: Heal Yourself, Ignite the Leader, Grow your Business by Erica Kesse, LPC is a book that can help employees develop counseling skills. The book provides employees with the tools and resources they need to manage stress, build a support network, learn from mistakes, and more.
The 5 imperative counseling skills of vision casting, mission creation, communication skills, time management, and thrive planning are all essential for employees. Vision casting is the ability to create a clear and compelling vision for the future. Mission creation is the process of defining the purpose of an organization. Communication skills are essential for employees who need to be able to communicate effectively with their colleagues, managers, and clients. Time management is essential for employees who need to be able to manage their time effectively in order to get things done. Thrive planning is essential for employees who need to be able to plan for the future and ensure that their careers are successful.
Other counseling skills that would benefit employees include:
- Problem-solving skills. Employees need to be able to identify and solve problems in order to be successful.
- Decision-making skills. Employees need to be able to make decisions quickly and effectively.
- Stress management. Employees are often under a lot of stress, and they need to be able to manage that stress in order to be successful.
- Organizational skills. Employees need to be able to organize their time and their work in order to be efficient and effective.
- Teamwork skills. Employees often work with other people, and they need to be able to work effectively as part of a team.
- Motivation skills. Employees need to be able to motivate themselves and others in order to be successful.
By developing these counseling skills, employees can be more successful in their careers.
In addition to the counseling skills mentioned above, corporate leaders should also consider providing their employees with access to mental health resources. This could include providing on-site counseling services, offering employee assistance programs, or providing information about mental health resources in the community.
We often talk about leadership burnout as a result of working too many hours. But for many CEOs, the exhaustion comes from something more subtle: the cognitive load of leading a ship without a compass. When an organization lacks a clear distinction between its Vision (the destination) and its Mission (the drive), the CEO becomes the sole bearer of direction. This isn't just a business problem; it is a mental health crisis waiting to happen. The Anxiety of the "Drift" Psychological stress in business often stems from "strategic drift"—the feeling of working hard but moving nowhere. Mission provides the daily grounding. It answers "What do we do?" Vision provides the future hope. It answers "Where are we going?" Without these anchors, leaders live in a state of chronic low-grade anxiety, constantly reinventing the wheel. Clarity as Self-Care Defining these terms is an act of wellbeing. For the CEO: It offloads the pressure. You don't have to provide all the answers; the Vision does. For the Team: It reduces ambiguity, which is the number one cause of workplace stress.
Introduction: The Power of Pausing We often think leadership is about speed — moving fast, deciding fast, growing fast. But the most successful CEOs today know that the real edge comes from reflection . In an economy obsessed with action, the ability to stop and think deeply has become rare — and therefore, incredibly valuable. The Missing Skill in Leadership Development Many executives invest in strategy and performance coaching but overlook self-reflection. Yet reflection is where real leadership growth happens. It’s how CEOs identify blind spots, reframe assumptions, and improve decision-making. In therapy, this process is called holding space for yourself — creating time and emotional room to think without judgment. For CEOs, it’s a form of self-leadership that strengthens both mental health and organizational vision. Reflection Builds Strategic Clarity When you slow down to reflect, you activate System 2 thinking — deliberate, rational, and long-term. This helps CEOs avoid impulsive, emotion-driven decisions. Reflection questions to build clarity: What emotion is driving this decision? What assumption am I making that might be wrong? How does this choice align with our long-term purpose? Reflection turns leadership from reaction to strategy. The Mental Health Connection Leaders who never pause eventually burn out. Reflection isn’t indulgent — it’s a mental reset that prevents overload. It lowers stress hormones, restores perspective, and promotes creativity. In short, self-reflection is mental hygiene for CEOs. How to Build Reflection into Your Leadership Routine You don’t need hours of meditation. You need consistency. Here’s how top leaders make reflection a habit: Daily: End your day by noting one success and one lesson. Weekly: Set aside 30 minutes for “CEO thinking time.” No agenda — just clarity. Quarterly: Review major decisions. What worked? What patterns repeat? Make reflection as non-negotiable as your meetings. The Organizational Ripple Effect When CEOs lead reflectively, their teams follow suit. Reflection becomes part of the culture — encouraging learning over blame. This approach builds psychological safety and continuous improvement. A reflective CEO inspires a reflective organization — one that’s calm under pressure and always learning. In 2025, leadership isn’t about being the busiest person in the room — it’s about being the most self-aware. When you hold space for yourself to think, you make space for your organization to grow. That’s not just mental health — it’s strategic leadership.
When Leadership Starts to Take Too Much Every CEO knows what burnout feels like — that quiet exhaustion masked by productivity. You keep pushing because that’s what leaders do. But here’s the truth: if you don’t manage your boundaries , your brilliance won’t last. Boundaries aren’t barriers — they’re leadership systems that protect focus, time, and mental health. Why Boundaries Are Strategic, Not Selfish We often mistake saying “no” for being unhelpful or inflexible. But high-performing leaders understand that boundaries are an act of clarity . They communicate what matters most and protect the energy required to lead sustainably. Think of boundaries as your business infrastructure — invisible, but essential for stability. Without them, CEOs become reactive instead of strategic. With them, leaders stay composed, decisive, and clear-minded — the exact qualities that make organizations thrive. The Burnout Cycle CEOs Must Break Here’s how burnout quietly grows: You say yes to everything. You’re spread thin. You lose focus. You feel resentful or drained. This cycle hurts not just your health, but your organization’s health. When leaders are emotionally depleted, decision quality drops, communication becomes tense, and creativity disappears. The FIRM Approach to Setting Boundaries One of the most effective frameworks from the therapeutic world is the FIRM method : F — Frame the boundary clearly: “I’m available for strategy calls on Tuesdays.” I — Identify why it matters: “This helps me stay focused and give you my best.” R — Reinforce with consistency: Boundaries only work if they’re honored. M — Model it for others: When CEOs set boundaries, it gives permission for others to do the same. Boundaries aren’t rigid — they’re reliable. They show your team how to respect limits while still achieving results. How Boundaries Protect Mental Health Boundaries reduce the mental clutter that causes anxiety and fatigue. They create space for recovery and reflection — both vital for high-quality leadership thinking. When CEOs manage time wisely and say no when necessary, they model emotional regulation , the foundation of mental health. A calm leader creates a calm company. Boundaries in Action: Small Changes, Big Shifts Here are small but powerful boundary practices you can start today: Block “thinking time” on your calendar like a client meeting. End meetings five minutes early to reset before the next. Turn off notifications during deep work. Communicate your limits clearly and without apology. Over time, these small acts rebuild your energy and focus — and your team will respect you more, not less. The CEO’s New Role: Leading with Sustainability Leadership is no longer about endurance; it’s about sustainability. Boundaries are what allow CEOs to perform at their best without losing themselves in the process. They transform leadership from survival mode to strategic mastery. When you lead with boundaries, you show your team that clarity and care can coexist. And that’s what defines modern, mentally healthy leadership.