If you’re leading at the executive level, chances are you’ve earned the right to take a break — but you rarely do.
Between back-to-back meetings, investor demands, and constant firefighting, “vacation” often feels like a luxury you can’t afford.
But here’s the truth: extended time off isn’t a perk. It’s a performance strategy.
When done right, it fuels better decision-making, deeper strategic thinking, and long-term resilience for both you and your business.
Why Traditional Vacation Policies Don’t Work for Executives
Most companies offer 2–3 weeks of PTO — but for executives, that model breaks down.
Why? Because leadership roles carry cognitive and emotional demands that standard breaks don’t offset.
When executives only take long weekends or stay “partially online,” they never get the mental distance required for recovery.
The result? Chronic stress, reactive thinking, and decision fatigue — all of which quietly sabotage performance.
As Cameron Herold (CEO and Founder of COO Alliance) writes in his book Vivid Vision:
“Great leaders prioritize their energy, not just their time. Time off isn’t time wasted — it’s time invested in your next level of clarity.”
The ROI of Extended Executive Vacations
Giving executives 4–6 uninterrupted weeks off each year might sound radical. But the data — and the results — suggest otherwise.
Extended time off can lead to:
- Better Strategic Thinking
Long vacations create space for reflection. Ideas that can’t surface in day-to-day busyness often emerge in silence. - Stronger Delegation Skills
When leaders truly unplug, their teams are forced to step up — a hidden training ground for future executives. - Lower Turnover at the Top
Burned-out leaders leave. Rested leaders stay and thrive. Extended PTO helps retain your best talent at the highest level. - Healthier Organizational Culture
When senior leaders model real rest, it gives teams permission to do the same — creating a more sustainable work environment across the board.
What “Extended Time Off” Actually Looks Like
We’re not talking about checking email from the beach.
We’re talking about a real break — no Slack, no strategy sessions, no client calls.
Cameron Herold, who coaches hundreds of COOs and second-in-commands, often recommends a 5-week vacation policy for executives.
That might mean:
- One 3-week break mid-year
- One 2-week break during the holidays or in Q1
- Protected weekends and quarterly “mini-sabbaticals”
The goal isn’t time for the sake of time. It’s resetting your brain so you can come back with energy and insight — the two things your team needs most from you.
How to Make It Work (Without Chaos)
Taking extended time off doesn’t mean abandoning your responsibilities. It means preparing the business to run without you — a true sign of strong leadership.
Here’s how top executives make it work:
- Systemize Before You Go
Create SOPs for recurring decisions. Set clear ownership lines. Your absence should reveal gaps — that’s a good thing. - Empower the Next Tier of Leaders
Let your direct reports lead. Let them make decisions. When they know you trust them, they rise to the occasion. - Communicate With Confidence
Don’t apologize for taking time off. Set expectations with the board, clients, and team early — and frame it as a strategy, not an escape. - Debrief When You Return
Document what went well. Capture new ideas. Use your fresh perspective to refine systems and reset focus.
Rested Leaders Lead Better
The best leaders don’t wear burnout as a badge of honor.
They understand that longevity, creativity, and clarity all require rest — real rest.
Whether you’re running a scale-up or guiding a multi-national team, building extended time off into your executive rhythm isn’t indulgence.
It’s infrastructure for sustainable leadership.
Want to build a high-performing leadership team that executes — with or without you?
Join COO Alliance — the world’s leading peer network for Chief Operating Officers.
Connect with elite COOs, share real strategies (like extended time off), and scale faster with the right support around you.
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