5 Unconventional Leadership Practices for Maximum Impact with Minimal Burnout

As leaders scaling organizations in today's complex environment, we often follow playbooks that no longer serve us.

When I read Co-Founder & CEO of Levels, Sam Corcos' detailed analysis of how he spent 17,784 hours building his $300 million+ startup, I was struck by how his evolving approach aligns with what I've observed coaching executives: the most effective leaders aren't those working the most hours, but those who intentionally redesign how they work.

These five transformative leadership practices stood out because they challenge conventional wisdom and put people at the center of sustainable growth.

What does the new way look like in practice?:

• Replace recurring 1:1's with a shared living document where team members add discussion topics.

• Meet only for critical decisions or to resolve roadblocks.

• Audit regular meetings. If they do not generate meaningful decisions, shift to asynchronous communication.

• Overcommunicate via memos, Loom videos, etc.

• Let each leader decide how they want to manage their team and adjust their approach based on their teams' competency.

What does the new way look like in practice?:

• Identify and reduce tasks that drain your energy without adding value.

• Focus time on energizing, high-impact tasks.

• Empower team members to structure their work to maximize their engagement.

• Reflect on priorities regularly and seek sources of future-focused inspiration when you experience de-energizing periods.  

What does the new way look like in practice?:

• Schedule 1 - 2 Think Weeks each year.

• Block all meetings and calls. Set "out of office" and designate a contact person.

• Focus on long-term vision and current challenges without operational distractions.

• In between Think Weeks, prioritize consistent, broad reading to spark unexpected, creative problem-solving. Capture and connect life-changing and company-changing insights to business challenges.

• For more ideas on how to craft your own "Think Week," check out Sam Corcos's guide here.

What does the new way look like in practice?:

• Hire hands-on managers who can execute the work they oversee, not just manage it.

• Keep teams small and execution-focused by ensuring most hires actively contribute to the work.

• Minimize management layers to maintain agility and decision-making speed.

• Use contracted support to reduce overhead.

As founders and leaders, our greatest asset is not the hours we log but the intentionality we bring to every decision, every interaction and every moment of our work.

By prioritizing meaningful connection, energy management, and clear ownership, human-centered leaders drive sustainable growth while preserving well-being.

REFLECT: Which of these 5 leadership practices feels most counterintuitive to you, yet potentially most transformative for your organization?

Leadership Insights and Frameworks:

I post insights on LinkedIn every week day about human-centered leadership, team dynamics and workplace culture. Here are 3 posts from the last month:

Thank you for reading! Know that I am here for you and your leadership journey.

With love and support, Michelle

P.S. Interested in helping your leaders and teams thrive? Let's connect about how executive coaching can support your vision.

myfactor ignites leadership transformation. The human side of leadership is our foundation. Trust built on vulnerability and genuine connection enables teams to innovate, collaborate, and excel. By helping leaders and teams recognize their impact and adopt new behaviors, we catalyze lasting positive change that ripples throughout entire organizations.