We work with organisations to transform their workplace culture

Why the Most Effective Leaders Step Away to Move Forward

By Ashley Hunt, Founder and Director, Veraison

The most dangerous belief in senior leadership is that being always on is a competitive advantage. The evidence says otherwise.

Sustained pressure without deliberate recovery does not usually break great leaders dramatically. It erodes them quietly. Decision quality drops, strategic thinking narrows, and perspective shrinks. By the time most leaders notice, the cumulative cost to their organisation is already significant.

Seventy per cent of executives are currently considering leaving their roles for a workplace that better supports their wellbeing. Employee engagement has hit a ten-year low. These are leadership problems before they are anything else – and they are symptoms of a system that asks leaders to perform at their highest level without building in structured recovery.

Senior leaders understand the commercial pressures and external scrutiny they face. What is often missing is an equally rigorous discipline around recovery and renewal. The best leaders do not wait until they are depleted to address that gap. They build renewal into their strategy.

What the Science Tells Us

The case for stepping away

Attention Restoration Theory, well established in environmental psychology, confirms that natural environments are the most effective setting for cognitive recovery. Not a long weekend. Not a quick digital detox. Genuine immersion in nature.

Research published in PLOS ONE found that four days in a natural setting improved creative problem-solving performance by 50 per cent, driven directly by recovery of the prefrontal cortex – the part of the brain responsible for the kind of thinking that defines exceptional leadership.

No boardroom creates that condition. An immersive natural environment does – and the African wilderness is one of the most powerful examples of exactly that.

“You do not rise to greater levels of performance through relentlessness alone. You rise through the intelligent alternation of exertion and recovery.”

The current leadership landscape

• 70% of executives are considering leaving for a workplace that better supports their wellbeing.
• 70% of variance in team engagement is attributable to the quality of leadership.
• Employee engagement is at its lowest level in a decade in key markets.

These trends point to the same conclusion: if senior leaders are depleted, organisations pay for it in decision quality, culture, and retention.

The Business Case for Investing in Renewal

Organisations that invest in leadership development report seven dollars returned for every one dollar spent and 25 per cent better business outcomes. Australia’s AHRI 2024 Turnover Report found that leadership development delivers stronger retention results than any other workplace strategy, including pay increases.

This is not a niche investment. Australia’s largest organisations across resources, banking, health, infrastructure and professional services consistently rank leadership development among their highest-priority people expenditures. Veraison works with organisations including Rio Tinto, Western Power and the Royal Flying Doctor Service – and across these sectors, the leaders who perform at the highest levels are those who invest deliberately in their own renewal, not just their technical capability.

Wesfarmers publicly documents bespoke development programs for its top 30 critical leaders – including executive coaching, business school partnerships and leadership offsites – as a core part of its business strategy. Senior executives across Westpac, Commonwealth Bank, Telstra, Deloitte and PwC regularly invest in high-level leadership development.

The question is no longer whether investment in leadership development is worthwhile. The real question is whether leaders are making the most of that investment by choosing experiences that genuinely restore capacity and shift behaviour, rather than adding more content to an already overloaded schedule.

Why Leadership Retreats Are Growing – And What Matters

The global corporate retreats market was valued at 31.8 billion dollars in 2024 and is projected to reach 73.7 billion dollars by 2034, growing at 9.1 per cent annually. It is one of the fastest-growing segments of the leadership development landscape, fuelled by clear evidence that immersive, in-person experiences consistently outperform traditional training for lasting behavioural change.

For CEOs and senior executives, the question becomes: what kind of retreat delivers this level of cognitive and strategic return?

High-impact leadership retreats typically:

• Remove leaders from day-to-day operational noise.
• Immerse them in restorative environments that support deep thinking.
• Combine evidence-based leadership development with structured reflection and peer dialogue.

Low-impact “retreats”, by contrast, often look like offsites where leaders sit in another meeting room, work through dense slide decks, and check email in every break. These may be familiar, but they rarely deliver the step-change in clarity, resilience and engagement that today’s environment demands.

The most effective leaders are choosing experiences that are deliberately designed for recovery and perspective – not just another version of business as usual in a different venue.

From Evidence to Practice: What This Means for Senior Leaders

Translating the research into practice, three principles stand out for senior leaders planning their own renewal:

1. Depth over frequency
   Short, fragmented breaks are valuable but insufficient at the most senior levels. A well-designed, immersive retreat every 12–18 months can do more for cognitive renewal and strategic clarity than a series of disconnected days off.
2. Environment matters
   Natural environments support the recovery of the cognitive systems leaders rely on for complex problem solving, creativity and long-range thinking. Where you go is not a cosmetic choice; it is part of the intervention.
3. Integration is non-negotiable
   The most powerful retreats build in time and structure to translate insight into action: what will change in your leadership, in your schedule, and in the systems around you when you return?

When leaders approach retreats this way, they are not stepping away from the business. They are stepping away in order to return with sharper perspective, renewed capacity and a clearer sense of what matters most.

CEO Wellness Safari Retreat

Facilitated by Veraison, in partnership with Inspired Development Solutions
April 2027 · 5 nights · Limited to 20 executives · 10,000 AUD

This five-night leadership immersion, set in the African wilderness, is co‑facilitated by Veraison and Inspired Development Solutions. It is evidence-based and deliberately designed for executives operating at the highest levels of performance.

The experience combines Leadership Wellbeing Labs, guided breathwork, executive peer reflection, sunrise and sunset safaris, and fireside conversations. It is structured to restore clarity, rebuild resilience and return participants to their roles with greater perspective and renewed capacity to lead well.

Private luxury accommodation · Limited to 20 executives · 10,000 AUD

Reserve your place → inspireddevelopment.net/ceo-wellness-safari-retreat

If you would like to explore whether this retreat is right for you or for members of your executive team, we invite you to schedule a short conversation with our team to discuss your context, objectives and timing.

How Veraison Can Help

Leadership development built around you

At Veraison, we work with leaders and organisations across resources, health, infrastructure and professional services to build the leadership capability that drives lasting performance. Our work is evidence-based, practical and tailored to the real challenges senior leaders face.

Whether you are looking to develop your own leadership capacity, strengthen your executive team, or transform the culture of your organisation, our team can help you get there.

Our leadership services include:

• Transformational Leadership Programs
• Executive and Performance Coaching
• Culture Optimisation Programs
• Mental Health and Wellbeing at Work
• 360-Degree Feedback and Leadership Assessments

Get in touch with our team at veraison.com.au or call us on 08 9287 1041 to find out how we can support your leadership journey. You can also book a brief scoping conversation to explore a leadership retreat or bespoke development program aligned to your organisation’s strategy.

Around 12% of Australians identify as neurodivergent – including individuals with ADHD, autism, and learning differences such as dyslexia. Research suggests the true figure may be closer to 20%. Yet, despite this significant proportion of the population, neurodivergent people are often misunderstood in workplaces. This misunderstanding can create barriers such as social isolation, communication difficulties, and even heightened risk of mental health challenges.

At Veraison, we believe workplaces can do better. With the right education, support, and strategies, organisations can move beyond awareness to create truly inclusive environments that embrace and celebrate neurodiversity.

Why Neurodiversity Matters at Work

Neurodiverse employees bring unique strengths—creativity, innovation, problem-solving, and different ways of thinking—that can significantly enrich workplace culture and outcomes. However, when these strengths aren’t recognised, employees may face exclusion, unnecessary stress, and disengagement.

Supporting neurodiversity isn’t just a matter of fairness—it’s a business advantage. Inclusive organisations that welcome and support neurodivergent talent:

• Foster creativity and innovation by encouraging multiple perspectives.
• Enhance wellbeing and reduce burnout through psychologically safe environments.
• Attract and retain diverse talent, creating workplaces where all staff—neurodivergent and neurotypical alike—want to thrive.

Our Approach

Veraison partners with organisations to build awareness, skills, and practical strategies that support neurodivergent employees, managers, and colleagues. This includes:

• Workplace education programs that break down myths, build understanding, and equip teams with tools for inclusive communication.
• One-on-one support for individuals and managers to navigate challenges and maximise strengths.
• Tailored strategies that address the unique culture and needs of each organisation.

Through this approach, we help workplaces move from uncertainty to confidence in fostering inclusive teams where differences are not just accommodated but celebrated.

Meet Jacenta – Specialist Neuropsychology Consultant

Jacenta, Consultant Clinical Neuropsychologist, leads this service offering at Veraison. With over a decade of experience across a wide range of client groups, including neurodiverse adults, she brings deep expertise in both assessment and intervention.

Having worked in a highly regarded interdisciplinary health practice supporting adults with autism and other neurodevelopmental conditions, Jacenta is well respected for her evidence-based, compassionate approach. She partners with organisations to develop effective communication practices, create supportive work environments, and build skills that enhance satisfaction across all staff.

Building the Workplaces of Tomorrow

Workplaces that embrace neurodiversity don’t just reduce the risk of isolation and mental health challenges—they become stronger, more innovative, and more attractive to top talent.

At Veraison, we see inclusion as a pathway to both individual wellbeing and organisational success. By bridging the gap between misunderstanding and inclusion, we help teams unlock the full potential of every employee.

If your organisation is ready to take the next step in creating a truly inclusive workplace, reach out to Veraison to learn how Jacenta and our team can support your journey.

In the complex web of corporate strategies, team dynamics, and organisational culture, one small yet mighty word often holds the key to unlocking untapped potential: "Why." Simon Sinek, in his influential TED Talk and book "Start with Why," emphasisedthe significance of understanding the purpose behind what we do. This concept isn't just a buzzword; it's a fundamental principle that can transform teams and organisations.  

At its core, purpose-driven work revolves around the idea of connecting individuals to a deeper meaning and sense of fulfillment in their roles. It goes beyond merely completing tasks or meeting objectives; instead, it focuses on the underlying reasons behind the work being done and the impact it has on the world. 

The Power of "Why" 

1. Fosters Alignment and Unity

When individuals comprehend the purpose behind their work, they feel a deeper connection to their roles and the organisation's mission. This shared understanding cultivates alignment, fostering a sense of unity among team members. When everyone is aligned around a common purpose, collaboration becomes more natural, and team members are more willing to support one another in achieving shared goals. This sense of camaraderie fosters a positive working environment where creativity and innovation thrive. 

2. Enhance Engagement and Performance  

Studies have shown that employees who feel connected to a sense of purpose in their work tend to be more productive and perform at a higher level. They are willing to go above and beyond to achieve objectives because they understand the significance of their contributions. As a result, organisations that prioritise purpose-driven work often experience improved performance and bottom-line results.  

3. Enhances Decision-Making

A clear sense of purpose serves as a guide during ambiguity. When faced with tough decisions or complex challenges, teams anchored in their "why" have a framework for making choices that align with their values and purpose. This clarity minimisesindecision and ensures that actions are in harmony with the overarching mission. 

4. Boosts Resilience

In times of adversity, a strong sense of purpose acts as a source of resilience. Teams grounded in their "why" are better equipped to weather storms, adapt to change, and persevere in the face of setbacks. This resilience stems from a deep-rooted belief in the significance of their work and a commitment to overcoming obstacles in pursuit of their mission. 

5. Positive Impact on Organisational Culture and Talent Attraction

A focus on purpose-driven work can significantly impact organisational culture and reputation. Companies that prioritisepurpose are often seen as more socially responsible and ethical, which can enhance their brand image and attract top talent. Additionally, a strong sense of purpose can foster a culture of trust, transparency, and accountability within the organisation. 

Creating the "Why" 

1. Define Your Purpose

Begin by asking fundamental questions such as "Why does our organisation exist?" and "What impact do we aspire to make?" Define a compelling purpose statement that articulates the essence of your organisation's mission and the value it seeks to create in the world.  

2. Communicate Effectively

Once you've identified your "why," communicate it clearly and consistently throughout the organisation. Ensure that every team member understands how their individual contributions contribute to the broader purpose. Use storytelling, visual aids, and other engaging methods to bring the "why" to life and make it resonate on a personal level. 

3. Align Goals and Actions

Integrate your purpose into every aspect of your organisation, from strategic planning to day-to-day operations. Align team goals, projects, and initiatives with the overarching mission, emphasising how each endeavor contributes to advancing the "why." Encourage autonomy and creativity within teams, empowering them to find innovative ways to fulfill the organisation'spurpose. 

4. Lead by Example

Leaders play a crucial role in championing the "why" and embedding it into the organisational culture. Lead by example, demonstrating a deep commitment to the purpose and inspiring others to do the same. Encourage open dialogue, feedback, and recognise and celebrate achievements that reflect the organisation's values and mission. 

In conclusion, the power of creating the "why" in teams and organisations cannot be overstated. It serves as a compass guiding actions, a source of inspiration fueling passion, and a unifying force fostering collaboration and resilience. By defining your purpose and actively cultivating a culture rooted in that purpose, you can unleash the full potential of your team or organisation, driving meaningful impact and sustainable success. 

How our team can help you in creating your “why” 

Our team at Veraison specialises in developing purpose through: 

• Facilitating purpose/ value formation workshops. 
• Conducting interviews and surveys to gather whole organisation perspectives and insights to inform value and purpose statements. 
• Facilitate strategic planning sessions to align goals and objectives with organisational values and purpose. 

Get in contact with our team here to see how we can help you create your “why” and optimise your team performance!