How to Create Boundaries for Your Team as a Trauma-Informed Leader

As a trauma-informed leader, I’ve learned that boundaries aren’t just about protecting my own well-being—they’re essential for fostering a healthy, sustainable work environment for my team. I’ve seen firsthand how my leadership directly influences team culture, including how work-life balance, accountability, and personal well-being are managed. While I’ve worked hard to set my own boundaries, I’ve also realized how important it is to help my team do the same. 

In a trauma-informed environment, boundaries create a space where everyone feels safe, respected, and heard. But setting these boundaries for my team wasn’t always easy. It wasn’t just about saying “no” when needed—it was about making sure my team understood their roles, had manageable workloads, and felt empowered to speak up when something didn’t feel right. 

A Lesson in Boundaries: My Experience with Dolores 

One of my most powerful lessons in boundary setting came from working with a team member named Dolores. She was a top performer—motivated, innovative, and always eager to help. Her enthusiasm was contagious, and she quickly became the go-to person whenever someone needed support. At first, I appreciated her willingness to take on extra tasks. But over time, I noticed that she was overstepping her role. 

She started taking on more than her fair share, filling in for colleagues who struggled to meet deadlines. What initially seemed like helpfulness turned into an unsustainable pattern. Instead of setting boundaries, Dolores kept pushing herself to the limit. She didn’t feel empowered to ask for help, and I didn’t realize how much she was struggling until it was too late. Eventually, she burned out—drained, frustrated, and resentful. She left the organization feeling unappreciated and overworked. 

That experience changed how I lead. I realized that setting boundaries isn’t just about self-care—it’s about creating an environment where no one feels the need to sacrifice their well-being for the job. 

Understanding the Distinction: Healthy Enthusiasm vs. Unhealthy Boundaries 

As a leader, I’ve had to learn the difference between team members who genuinely go above and beyond in a healthy way and those whose actions reflect poor boundaries. It turns out that there are some key differences between healthy enthusiasm and unhealthy boundaries:

·         Sustainable vs. Draining – Healthy enthusiasm fuels motivation and energy, while unhealthy boundaries lead to exhaustion and burnout.

·         Intentional Availability vs. Constant Accessibility – Enthusiasm means being engaged and present during work hours, whereas poor boundaries result in being available 24/7, even at the cost of personal well-being.

·         Empowered “Yes” vs. Obligated “Yes” – Healthy enthusiasm allows for genuine commitment to tasks, whereas weak boundaries lead to saying “yes” out of guilt or fear of disappointing others.

·         Work-Life Integration vs. Work-Life Overload – Enthusiasm supports passion while maintaining balance, but unhealthy boundaries blur the lines, making it hard to disconnect and recharge.

·         Mutual Respect vs. Self-Sacrifice – Healthy enthusiasm values collaboration and respects personal limits, whereas poor boundaries prioritize others' needs at the expense of one’s own well-being.

Some employees are naturally enthusiastic and willing to help, which is great—but when those behaviors lead to chronic overwork and burnout, it becomes a problem.   

I’ve seen employees overextend themselves because they felt they had to pick up the slack, take on extra responsibilities, and push through exhaustion. Over time, this led to frustration and resentment. Employees who lack boundaries often feel unappreciated and eventually leave. The following are examples of ways that well-meaning employees might go to far and violate their own boundaries:

·         Always Saying Yes – They take on extra work, even when overloaded, out of a desire to be helpful or avoid disappointing others.

·         Overworking Beyond Expectations – They stay late, work weekends, or skip breaks, believing their dedication proves their value to the team.

·         Being Constantly Available – They answer emails and messages after hours, even when it’s not urgent, setting the expectation that they’re always “on.”

·         Taking on Others’ Responsibilities – They step in to handle tasks outside their role to help colleagues but end up overextending themselves.

·         Avoiding Conflict at Their Own Expense – They hesitate to set limits or speak up when overwhelmed, fearing they’ll create tension or seem uncooperative.

·         Overcommitting to "Emergency" Situations – They drop everything to solve problems that aren’t truly urgent, reinforcing a cycle of constant crisis mode.

·         Sacrificing Personal Well-Being – They prioritize work over rest, relationships, and health, ultimately leading to burnout and resentment.

Understanding these dynamics and what to look for helped me become more proactive in shaping a workplace where healthy boundaries are the norm. 

How I Assess My Team’s Boundaries 

As a trauma-informed leader, I recognize that my team members may carry past experiences of stress, trauma, or burnout into their current roles. That’s why I take responsibility for fostering a workplace culture where healthy boundaries are respected and upheld. The first step is getting a sense of your team’s current boundaries. The following questions can help you understand where your team stands: 

1.      Do team members communicate openly and respectfully when they need support or are overwhelmed? 

When team members feel comfortable expressing their limits, it indicates an environment of mutual respect.

2.      Do team members respect each other’s time, including outside of work hours? Are your team members mindful of each other’s personal time?  

A lack of respect for personal boundaries outside of work hours may be a sign of a bigger issue. 

3.      Are expectations about roles and responsibilities clear, and do team members feel empowered to say “no” when necessary?  

If staff members don’t feel pressured to take on extra tasks outside their designated roles, this is a sign of healthy boundary awareness. 

4.      Do team members balance collaboration with autonomy?  

A healthy team will know when to collaborate and when to work independently, ensuring that no one feels overly reliant on or dependent on others. 

5.      Do team members speak up when someone crosses a professional line?  

In a trauma-informed team, boundaries are addressed when they’re violated, whether the issue is workload-related, personal space, or communication. 

6.      Is there a culture of respect for personal space, privacy, and individual work styles?  

This is especially important in open or collaborative workspaces where individuals need time to focus without disruptions. 

7.      How do team members handle disagreements or conflicts?  

Healthy conflict resolution is crucial. Employees should be able to navigate disagreements professionally without letting personal emotions interfere with work.

8.      Are team members taking on tasks because it aligns with their role and capacity, or because they feel obligated to do so?
Ideally, work-related decisions are driven by genuine enthusiasm versus external pressure, guilt, or fear of disappointing others.

9.      Do team members consistently take on the work of others without checking with management first?
If staff members are consistently stepping in and taking on additional responsibilities that belong to someone else, it’s likely a signal to review job roles and responsibilities and re-align as needed.

How I’ve Worked with Teams to Create a Culture of Boundaries 

Creating a culture where boundaries are respected can be difficult and takes time as it often means changing some longstanding practices and beliefs. The following are some strategies I’ve used to help create a culture of healthy boundaries on my team: 

1.      I Led by Example 
I used to think being available at all hours showed dedication. But all it did was create an unhealthy expectation for my team. Once I started setting my boundaries, communicating the boundary (and the consequence for violating the boundary), and following through—my team followed suit. 

💡 Example: I stopped answering emails late at night and started scheduling responses for work hours instead or responded first thing the next morning. Over time, my team felt more comfortable doing the same. 

2.      We Started Open Conversations About Boundaries 
I’ve worked in places where burnout was the norm, but no one talked about it. I made a conscious effort to change that by opening discussions on boundaries and well-being. 
💡 Example: In a team meeting, I said, “I want us to be a team that works hard but also respects personal time. What can we change to support that?” That conversation led to real shifts in how we managed workloads and expectations. 

3.      We Reviewed Job Descriptions and Workloads 
I’ve seen employees slowly take on extra work without realizing how much they’ve added. I now regularly review job descriptions to make sure they align with actual workloads. 
💡 Example: A team member took on additional tasks just because no one else was available. When we reviewed her workload, we realized that what she was doing was not sustainable and we needed to either re-adjust expectations or hire additional support. While this can be a challenge for organizations working on limited resources, it is even more challenging to deal with high turnover and losing valued team members.  

4.      Our Team Created Sustainable Work Practices 
I know that even with the best intentions, workloads can spiral out of control. To prevent that, we put systems in place to help my team balance their responsibilities. 
💡 Example: I introduced “no-meeting Fridays” to give my team uninterrupted focus time, and we established monthly check-ins to discuss workloads before burnout set in. 

5.      We Supported High Performers in Setting Boundaries 
I’ve worked with employees who never took breaks and always said “yes” to everything. Instead of rewarding that behavior, I encouraged them to slow down. 
💡 Example: I pulled aside a hardworking team member and said, “I see how much effort you put in, and I appreciate it—but I also want you to take care of yourself. When was the last time you took a real break?” That conversation made all the difference. 

Final Thoughts 

Healthy boundaries don’t just happen—they need to be modeled, discussed, and reinforced. As a leader, I’ve seen the power of prioritizing boundaries firsthand. When I respect my own limits and encourage my team to do the same, we create a culture where people feel valued, respected, and able to do their best work. 

Boundaries aren’t about saying “no” to work—they’re about saying “yes” to a sustainable, balanced, and fulfilling professional life. When I prioritize boundaries, my team thrives, and we all benefit from a healthier, more productive workplace.