Here in Australia it’s summertime (sorry international readers, your days are getting longer and temps will rise soon!) so kids are off school and January generally has quite a few people still enjoying time off. That said, we have all had a break over the festive season.

I’ve just returned from a beautiful family holiday — slow mornings, barefoot walks, laughter around the table and long conversations without an agenda. Here’s some photographic evidence.

And then… Monday arrived.

Inbox full. Client calls back-to-back. Decisions waiting. Energy required on demand.

If I’m honest, the transition felt jarring. My body wanted slow. My calendar demanded fast. And it got me thinking:

Leadership isn’t just about big decisions — it’s about navigating constant transitions.

Every day as leaders we move between:

Fast pace → slow presence
Strategy mode → human connection
Expert voice → curious learner
Speaking up → creating space for others
Performance → recovery

And yet, we rarely pause to acknowledge the emotional and cognitive load that comes with these shifts.

Why Transitions Matter More Than We Realise

Leadership thinker William Bridges, known for his work on transition theory, reminds us that change is situational — but transition is psychological. It’s the inner re-orientation that happens as we let go of one state and step into another.

That inner shift takes energy.

Research backs this up. A University of California Irvine study found that it takes an average of 23 minutes to refocus after an interruption. Now multiply that by the constant switching leaders do — meetings, decisions, people issues, emails — and it’s no wonder many leaders feel mentally exhausted even on “productive” days.
It’s not weakness.
It’s cognitive load.

The Hidden Leadership Skill: Transition Awareness

High-performing leaders aren’t just good at execution.

They’re good at shifting states with intention.

They notice when they need to:

• Slow their nervous system before a difficult conversation
• Switch from problem-solver to listener
• Step out of urgency and into clarity
• Reset after intensity instead of carrying it forward

This is what I call connected leadership — staying aware of yourself while staying effective with others.

3 Steps to Supporting Your Leadership Transitions

If you’re feeling the post-holiday gear shift (or any transition fatigue), here are three simple reflections to build awareness:

1. Notice Your Transition Triggers

• Ask yourself:
• When do I feel most rushed, reactive or drained?
• Which transitions are hardest for me — people to tasks, fast to slow, control to trust?
  

Awareness is the first lever for change.

(For me I’m going to put a note in my diary to remind me that I feel this transition and take necessary steps to prepare myself & manage my inner dialogue)

2. Create Micro-Pauses

You don’t need a retreat to reset.

Try:

60 seconds of breathing between meetings

Standing up and moving before switching tasks

A simple question:

What does this next moment require from me? or How do I want to show up?

Small resets create big regulation.

3. Lead the Shift You Want Others to Feel

Your team takes cues from you.

Model:

• Preparing before doing
• Curiosity instead of certainty
• Calm transitions instead of abrupt shifts

When you regulate yourself, you create psychological safety for others.

A Final Thought

Coming back from holidays reminded me that leadership isn’t about being “on” all the time.

It’s about learning how to move well between modes — work and rest, speed and stillness, authority and humility.

That’s where sustainable leadership lives.

And that’s the work worth doing.