Why Leaders Must Strengthen Their Mental Fitness - Before It’s Too Late
When teams underperform, the root cause often lies in how leaders respond under pressure. Even experienced leaders can fall into reactive behaviours that undermine trust and stifle productivity.
Positive Intelligence (mental fitness) offers a practical framework for identifying and transforming these ingrained responses. Your PQ is your Positive Intelligence score, expressed as a percentage, ranging from 0 to 100. In effect, your PQ is the percentage of time your mind is acting as your friend rather than as your enemy.

Unlike traditional leadership models, Positive Intelligence zeroes in on the mental patterns that shape decision-making and interpersonal dynamics. This article looks briefly at the science of Positive Intelligence, explores its organisational impact and equips leaders with actionable steps to foster stronger, more adaptable teams.
Leaders Under Pressure
In today’s high-pressure and unpredictable workplace, leaders often find themselves reacting instinctively to challenges. Unfortunately, these reactions can inadvertently harm team dynamics and performance. When leaders break down, so can their teams, resulting in hindered performance, lower morale, missed deadlines, increased mistakes and even the loss of customers — the exact opposite of what organisations need during times of crisis.
Research shows that it’s common for leaders to react poorly in high-stress situations. Specifically, 53 percent of leaders become more closed-minded and controlling, focusing narrowly on short-term outcomes instead of staying open and curious. A further 43 percent become more angry and heated, amplifying team stress rather than alleviating it. Over time, this reactive behaviour creates a toxic feedback loop that erodes trust and stifles productivity.
One driver of this dynamic is bottom-line mentality (BLM) — a hyper-focus on financial outcomes at the expense of employee well-being and ethical considerations. Leaders with a strong BLM often amplify performance pressure, inadvertently fostering environments where anxiety, disengagement and even unethical behaviours, such as workplace cheating, take hold. This narrow focus not only compromises team morale but can also damage the long-term success of the organisation.
To navigate these challenges effectively, leaders at all levels — from those leading without authority to senior executives — must develop the ability to stay calm, empathetic and solution-focused under pressure. This is where Positive Intelligence becomes a game-changer.
Positive Intelligence provides a concrete framework for recognising and transforming ingrained reactive responses. Unlike conventional leadership approaches, Positive Intelligence zeroes in on the mental patterns that drive decision-making, helping leaders balance immediate demands with long-term vision. By mastering Positive Intelligence techniques aimed at strengthening mental fitness, leaders can create environments where they and their teams thrive, even in times of crisis.
The Lighthouse Analogy
A leader with high levels of Positive
Intelligence,
Emotional Intelligence and intrinsic motivation is like a
lighthouse
— steady in storms
(adapting to changing times), guiding with warmth
(coaching approach) and driven by an unwavering inner light
(fire and purpose). When these three elements are strong, a leader provides clarity, resilience and direction, inspiring their teams to navigate inevitable uncertainty with confidence.
How the Elements Work Together
Impactful Leadership = (EQ + PQ) × PMA
Explanation:
- EQ (a measure of emotional intelligence): “Depth of Heart.” Represents the ability to understand, manage and leverage emotions effectively for personal and interpersonal success.
- PQ (a measure of positive intelligence): “Strength of Mind.” Refers to the capacity to respond to challenges with a positive mindset, as emphasised in Positive Intelligence frameworks.
- PMA (Personal Motivation Audit: a measure of intrinsic motivation): “Fire and Purpose.” Acts as the multiplier, emphasising that self-driven purpose and passion amplify the impact of both EQ and PQ. Without intrinsic motivation, even high EQ and PQ might lack the drive to translate into meaningful success.
In this article, we focus on one of the three elements of Impactful Leadership: Positive Intelligence (mental fitness).
Key Concepts
PQ is a measure of the percentage of time your mind serves you (Sage) versus sabotages you (Saboteurs). It focuses on enhancing mental fitness, empowering individuals to respond to challenges with a positive mindset rather than a reactive, negative one.
- Saboteurs: Negative thought patterns or internal critics that trigger stress and counterproductive behaviours. Examples include the Judge, Controller, and Pleaser.
- Sage: The positive, empathetic and creative mindset that drives effective problem-solving and interpersonal relationships.
The Saboteurs push you into action and success
through anger, regret, fear, guilt, anxiety, shame, obligation, etc. But the Sage pulls you into action through compassion, curiosity, creativity, the joy of self-expression, a desire to contribute and create meaning, and the excitement of action. Would you rather be pushed or pulled? Only the Sage lets you achieve success without sacrificing happiness and peace of mind.
Shirzad Chamine
Positive Intelligence Brain Muscles:
- Self-Command Muscle: Enables individuals to pause and choose their response rather than reacting impulsively.
- Sage Perspective Muscle: Encourages viewing challenges as opportunities for growth and learning.
- Saboteur Interceptor Muscle: Helps recognise and diminish the influence of negative thought patterns.
Mental Fitness Practices: Simple, daily exercises that cultivate resilience and calmness.
Scientific Validation:
- Based on neuroscience, cognitive psychology, and performance science.
- Studies show that increasing Positive Intelligence enhances overall well-being, performance and relationships, creating a more engaged and resilient workforce.
The Saboteurs push you into action and success
through anger, regret, fear, guilt, anxiety, shame, obligation, etc. But the Sage pulls you into action through compassion, curiosity, creativity, the joy of self-expression, a desire to contribute and create meaning, and the excitement of action. Would you rather be pushed or pulled? Only the Sage lets you achieve success without sacrificing happiness and peace of mind.
Jessica Herrin CEO, Stella & Dot
How Positive Intelligence Differs from Traditional Leadership Approaches
Only 23% of global organisations say their leaders have the capabilities to navigate a disrupted world.
While traditional leadership approaches often focus on external behaviours and skill development, Positive Intelligence goes deeper by addressing the mental patterns and emotional resilience that drive those behaviours.
- Focus on Mental Fitness: Positive Intelligence emphasises developing mental and emotional resilience, whereas traditional approaches often target external behaviours and skills without addressing underlying mental patterns.
- Self-Awareness and Saboteur Management: Unlike conventional models, Positive Intelligence helps leaders identify and manage internal “Saboteurs,” reducing negative self-talk and stress reactions.
- Enhanced Emotional Intelligence: A facet often underemphasised in traditional leadership frameworks is that Positive Intelligence places significant importance on Emotional Intelligence, with 98% of participants experiencing growth in Emotional Intelligence.
- Holistic Well-Being: Positive Intelligence integrates overall mental health and work-life balance into leadership, contrasting with traditional methods that focus mainly on organisational goals and productivity.
- Adaptability and Growth Mindset: Traditional approaches can be more rigid and less responsive to change. Positive Intelligence encourages flexibility and a growth mindset, essential in today’s rapidly evolving business landscape.
- Team-Oriented Development: Positive Intelligence promotes fostering mental fitness within teams, creating supportive, psychologically safe environments. Traditional methods often maintain hierarchical structures that limit such support.
- Calm, Centered Decision-Making: Leaders trained in Positive Intelligence make decisions from a place of calmness and clarity, avoiding reactive choices driven by fear or stress—a focus often missing in standard leadership training.
- Continuous Improvement: Positive Intelligence advocates for ongoing mental fitness training, unlike traditional leadership development that may emphasise one-time skill acquisition.
- Direct Bottom-Line Impact: Positive Intelligence demonstrates a clear link between mental fitness, organisational success and employee engagement, whereas traditional methods may not connect these elements as explicitly.
Based on survey results from a cohort of >2000 Positive Intelligence Programme participants experienced the following after 7 weeks of mental fitness training:
- 84%: better at conflict management
- 92%: better at teamwork and collaboration
- 98%: experience EQ growth
- 90%: use mental and emotional energy more effectively
- 91%: manage stress better
The Cost of Low PQ: A Case Study
Mental fitness is fundamentally about ‘putting on your own oxygen mask first’—as the following case study illustrates.
Meet Stuart, a mid-level manager at a fast-growing tech company. Known for his expertise and results-driven approach, Stuart had always delivered on his targets. But when the company entered a period of rapid change — new leadership, tighter deadlines and an unexpected market downturn — his once-effective style began to crack under the pressure. What followed was a lesson in how low Positive Intelligence can negatively impact a team.
A Stressed Manager in Crisis
Faced with mounting expectations, Stuart’s default response was to ‘take control of his team’. His inner Controller Saboteur—the mental habit of believing he had to do it all himself—kicked into overdrive. He started micromanaging his team, re-checking every deliverable and insisting on frequent progress updates. At the same time, his Hyper-Achiever Saboteur pushed him to set higher and higher goals, both for himself and his team, without considering the human cost.
On the surface, Stuart appeared to be a committed and hard-working leader, but he felt he had aged 30 years and was close to burning out. He was unable to lead himself, let alone his team. Over the next three months, cracks began to show.
The Consequences
- Missed Deadlines: Stuart’s micromanagement slowed progress. Team members spent more time explaining their work than doing it, causing delays on critical projects.
- Increased Mistakes: The team operated in a constant state of stress. Rushing to meet Stuart’s high demands, they started making avoidable errors, leading to rework and frustration.
- Eroded Trust and Engagement: Stuart’s team no longer felt empowered to make decisions or share their ideas. His controlling behaviour stifled creativity and created a culture of fear—team members began working to avoid blame rather than to achieve excellence.
- Attrition and Morale Issues: Two of his top performers handed in their resignations, citing burnout and lack of autonomy. Those who remained were disengaged, showing up to meetings with little enthusiasm and no contributions.
The Turning Point
Realising that his team’s performance was declining and morale was at an all-time low, Stuart sought feedback from his peers. One colleague pointed out a pattern: Stuart’s behaviour under pressure was reactive and controlling, not empowering or collaborative. On a recommendation from another colleague he trusted, Stuart enrolled in a leadership training programme focused on Positive Intelligence.
Through the programme, Stuart learned to:
- Identify Saboteurs: He recognised that his Controller and Hyper-Achiever Saboteurs were driving his behaviour, keeping his locked in stress mode.
- Strengthen His Sage: Stuart practised shifting his perspective from blame and control to curiosity and collaboration.
- Build Resilience: By incorporating daily PQ exercises—such as mindfulness practices and reframing negative thoughts—Stuart improved his ability to stay calm and composed under pressure.
The Results
Within months, Stuart’s approach to leadership changed dramatically:
- He delegated responsibilities and trusted his team to make decisions, leading to faster project completion and higher-quality work.
- By drawing on strategies for staying calm and curious during challenges, Stuart inspired his team to solve problems collaboratively, unlocking new ideas and solutions.
- Employee morale rebounded. Team members felt supported and empowered, which brought energy and engagement back to their work.
Most importantly, Stuart’s team hit their next quarterly targets, and turnover stabilised. He realised that his growth as a leader wasn’t about pushing harder but about thinking differently about the meaning of leadership.
Motivation has an undeniable impact at every level of an organisation:
Individual performance: Motivated employees are 87% less likely to leave their jobs. They are invested in their work and their company, and they are more likely to stay with the company for the long term.
Team dynamics: Motivated teams experience less conflict, higher collaboration and greater innovation.
Company-wide: Companies with motivated employees are 21% more profitable.
Today, Stuart is a different person
He’s stepping onto the leadership stage with clarity and confidence. He’s no longer trying to fit into a mould — he’s bringing his authentic leadership qualities forward in a resourceful way. His
team trusts his more, his
decisions are stronger, and he’s seen as a
valued voice at the table.
On average, teams see significant improvements in core emotional intelligence competencies in just seven weeks.
87% Relationship management
87% Self awareness
87% Self management
85% Social awareness
Positive Intelligence
Why Positive Intelligence Works
A Microsoft survey found that 53% of leaders reported experiencing burnout at work, and a Boston Consulting Group study mirrored this finding, with 48% of leaders grappling with burnout. These statistics highlight the significant mental health challenges faced by leaders in today’s workplace.
Positive Intelligence works because it targets the root cause of many leadership challenges: how we think under pressure. By addressing the mental patterns that drive our behaviours, Positive Intelligence empowers leaders to respond to challenges with clarity, empathy and creativity rather than stress, fear or control.
Why it’s so effective:
- Neuroscience Backed: Positive Intelligence rewires the brain to shift activity from the survival-driven limbic system (Saboteurs) to the higher-order prefrontal cortex (Sage), enabling calm, rational and innovative decision-making.
- Strengthens Emotional Intelligence: Leaders develop greater self-awareness, empathy and emotional regulation, building trust and stronger relationships with their teams.
- Practical and Actionable: Positive Intelligence offers simple daily exercises that fit into a leader’s routine, making mental fitness a habit without requiring significant time investment.
- Neuroscience Backed: Positive Intelligence rewires the brain to shift activity from the survival-driven limbic system (Saboteurs) to the higher-order prefrontal cortex (Sage), enabling calm, rational and innovative decision-making.
- Strengthens Emotional Intelligence: Leaders develop greater self-awareness, empathy and emotional regulation, building trust and stronger relationships with their teams.
- Practical and Actionable: Positive Intelligence offers simple daily exercises that fit into a leader’s routine, making mental fitness a habit without requiring significant time investment.
- Promotes Resilience: By intercepting negative thought patterns, Positive Intelligence helps leaders bounce back quickly from setbacks and maintain focus on solutions rather than problems.
- Drives Measurable Impact: Research shows that high-PQ leaders not only improve team engagement and morale but also deliver better results, linking mental fitness directly to organisational success.
Your brain’s neural pathways strengthen with repetition, making habits automatic. Positive Intelligence uses the 10-second PQ Rep technique to intercept Saboteur responses and build Sage “mental muscles.” This rewiring ensures sustained change, not just temporary insights.
How Leaders Can Build Positive Intelligence
Building Positive Intelligence doesn’t require a complete overhaul—it’s about integrating simple, consistent
practices into your daily routine. To get started:
- Identify Your Saboteurs: Take a PQ assessment to uncover the negative thought patterns undermining your leadership.
- Strengthen Your Sage: Practise reframing challenges as opportunities and adopt a calm, solution-focused perspective during stressful situations.
- Incorporate Positive Intelligence Practices Daily: Use micro-exercises, like focused breathing or mindfulness, to build mental fitness and intercept reactive behaviours.
- Support Your Team’s Positive Intelligence: Encourage team members to develop their own mental fitness, fostering a culture of trust, collaboration and resilience.
Final Thoughts: Building a Legacy of Impact-Making Leadership
When leaders invest in their mental fitness, Emotional Intelligence and intrinsic motivation, they don’t just
transform their own leadership—they create teams that are more resilient, adaptable and high-performing.
Impactful Leadership = (EQ + PQ) × PMA
- Emotional Intelligence strengthens relationships
- Positive Intelligence builds mental fitness
- Intrinsic Motivation fuels growth
Purposefully Blended can help you as a leader to cultivate the mental fitness required to lead with confidence and clarity. If you’d like to explore this, please book a call.
Additional sources:
Enhancing Leadership Through Positive Intelligence
Positive Intelligence: How To Overcome Your Self-Sabotaging
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About the Author
Lucy Philip, Purposefully Blended, Founder
Purposefully Blended founder Lucy Philip founded the company in 2015, out of a profound sense of mission and possibility.

A highly experienced leader, ICF certified coach and mentor to Learning Partners and Leaders, Lucy has witnessed firsthand the unique challenges and pressures faced by those in Learning and Development (L&D) and Leadership Roles.
Purposefully Blended
Purposefully Blended is a boutique Learning and Development Consultancy that blends learning design expertise with high-impact leadership practices to drive transformational change in both organisations and individuals.
Over the last decade the company has established a strong reputation for helping global organisations through tailored programmes that incorporate formal, informal and mentoring coaching approaches to learning.
We support and develop leaders at all levels to develop the confidence and skills around: Positive Intelligence (Strength of Mind), Emotional Intelligence (Depth of Heart) and Intrinsic Motivation (Purpose and Drive).
