If you’re a GenXer, the data shows you’re more stressed than any other generation. The American Institute of Stress, 22% of Gen Xers report struggling with daily stress, compared to 17% of Millennials, 14% of Gen Z, and just 8% of Baby Boomers.
However, Gen X isn’t alone in this struggle. The American Psychological Association reveals that younger Millennials and Gen Z adults report feeling “completely overwhelmed” by stress. It matters less about which generation experiences more stress and more about how pervasive burnout has become.
Everyone needs a reset.
Summer provides a valuable opportunity for a reset. It’s one of the few times in the year when meetings drop off, inboxes quiet, and people take more time off. It’s a natural pause—like the holidays, but with more extended downtime. Summer gives you several months to evaluate, realign, and rebuild your approach.
For those in leadership roles, taking a reset isn’t optional; it’s a responsibility. Leaders who invest in their own well-being not only improve their performance but also positively influence their teams.
Five Reasons Prioritizing Well-Being Makes Better Leaders
- Fewer reactive decisions
Chronic stress shortens your time horizon. It fuels urgency. When you take time to reset, you create space between stimulus and response. That pause is where better choices happen. - Stronger Emotional Regulation
Teams take their emotional cues from leadership. When you’re anxious, they sense it. When you’re calm and focused, they feel it. Your nervous system sets the tone. - Modeling Sustainable Behavior
Your habits set the standard for your team. When you take time off, protect your boundaries, and speak openly about well-being, you empower your team to adopt healthier work practices. Your actions create the norms. - Stronger Relationships
Leaders with a clearer mind listen better. They aren’t distracted. They ask insightful questions and forge deeper connections, which enhances team collaboration. - Faster Recovery
Stressful events happen. Resilient leaders build physical and mental reserves through rest, movement, and reflection—not through overwork. These reserves enable quicker recovery when facing stressful events.
Generational Differences Are Real—and Manageable
Today’s workforce spans four generations, each with a unique set of values and expectations about work and well-being. These need to be considered as you help your team with more sustainable ways of working. Below is a quick overview, but since everyone is different, these are not hard and fast rules.
Baby Boomers (1946–1964): Often view their careers as central to their identities. They value loyalty and job security and may continue working later in life. Recognition and respect for their experience goes a long way.
GenX (1965–1980): Known for their skepticism towards systems, GenXers value autonomy and self-reliance. Many climbed the ladder through long hours and perseverance. Despite their achievements, they’re often exhausted yet reluctant to seek help.
Millennials (1981–1996): Prioritize work-life balance and flexibility, preferring flexible work arrangements and meaningful projects.
Gen Z (1997–2012): Value mental health, inclusivity, and adaptability. They prefer work environments that support holistic well-being and flexibility.
While these generational differences may occasionally create misunderstandings, such as a GenX leader finding younger workers’ boundaries rigid or self-centered. GenZ and Millennials often view older generations as resistant to change and out of touch with well-being. These aren’t problems—they’re opportunities to learn. Each generation brings something useful. When you bridge these differences, you strengthen your organization’s culture and potentially expand the well-being of everyone.
Five Ways to Support Well-Being Across Generations
- Ask, Don’t Assume
Instead of guessing, ask your team what matters to them. Asking them about what motivates them, what drains them, how they recover and what support looks like goes a long way. - Stop Praising Burnout
Working late, skipping breaks, and being always-on is not a leadership badge of honor. It’s a warning sign. Reward effectiveness, not exhaustion. Celebrate rest and smart boundaries. - Design for Flexibility
Where possible, offer choices of remote days, asynchronous communication, or adjusted hours. Flexibility benefits everyone, regardless of generation. Results—not hours—should be your focus. - Prioritize Connection
Relationships improve performance. Regular 1:1s, team check-ins, and informal conversations create cohesion. Don’t let “busy” replace belonging. - Lead Out Loud
Share what you’re doing for your own well-being. Show it’s okay to block calendar time, unplug, or leave early. Normalize care.
Use the Summer Slowdown Strategically
Summer presents a natural reset point with fewer meetings as people take vacation and enjoy the outdoors more (hopefully). You don’t have to create space—it’s already there.
Use it well.
Instead of defaulting to low-value tasks, zoom out. Use this space to evaluate what’s working and what isn’t. Realign how you use your time. Rebuild your baseline so you return in the fall with more clarity and capacity. A reset doesn’t mean vacation. It means making consistent, deliberate shifts that bring clarity and sustainability. It’s often simple, repeatable practices that create the biggest impact. Below is a list to get you started creating your own Summer Reset Plan.
A Summer Reset Plan: 10 Practical Ideas
- Audit Your Calendar
Review the past month. Which meetings drained you? Which energized you? Cancel, delegate, or restructure accordingly. If you have recurring meetings, can they be shortened, become less frequent or paused for the summer? - Shorten One Workday a Week
Pick one afternoon to shut down early. Use it to rest, read, or connect with people. Block it on your calendar and protect it. Don’t move it. Use it well. If you find you’re using this time to catch up, then you need to block off two afternoons on your calendar, one to catch up on work and the other to recharge. - Start Your Mornings Without Screens
Give yourself 30-60 minutes before opening email or getting on your phone. Sit quietly. Stretch. Journal. Step outside. Let your mind breathe. - Schedule Personal Time Now
Book your PTO, long weekends, or full afternoons off. If it’s not on your calendar, it won’t happen. - Move Daily
Walk during calls. Stand up every hour. Use a 10-minute break to stretch. Movement improves focus and mood. - Reconnect Socially
Strong relationships are essential to well-being. The Harvard Study of Adult Development shows they’re more predictive of long-term health than cholesterol or IQ. Who do you want to connect with or deepen our relationship with? - Unplug for One Full Weekend
No email. No Slack. No work planning. Let your mind reset. You’ll come back clearer and more engaged. Bonus: skip texting, screens, calls or TV (crazy talk, I know). - Set a July Well-Being Goal
Pick one goal: screen-free nights, daily movement, one unplugged weekend. Make it specific and trackable. - Talk About Rest with Your Team
Bring up well-being in meetings. Share your own practices. Ask others what helps them recharge. Normalize the conversation. - Get Support
A coach can help you build personalized strategies. It’s not about knowing what to do—it’s about having accountability and clarity so you follow through.
Real Life Examples
A senior leader at a tech company once found herself constantly anxious, always checking Slack, and rarely sleeping well. We focused on two shifts: turning off notifications at 6 p.m. and scheduling five minutes of daily quiet time (meditation). Within a month, she reported fewer mistakes, calmer mornings, and increased patience with her team.
Similarly, a mid-level manager began taking Fridays off during July using accrued PTO. He dedicated that time to exercise, reading, and reconnecting with his family. The result? He returned to work each Monday feeling more energized and less reactive during the week.
These changes may seem small, but their consistent application can significantly enhance overall well-being.
Start Planning Your Reset
I reset every summer. I try to schedule time to hike and be outside more. I reduce my project load so I can integrate more fun (without feeling like I’m behind). It helps me focus more on projects in the fall and allows me to role model for my clients.
You don’t need to overhaul your life, just take the next step now. Seize the natural lull of summer to build habits that will carry you through the fall and beyond.
Your future self—and your team—will thank you.
If you need support with creating your summer reset plan or just someone to hold you accountable, I’m here for you.