Unlimited Paid Time Off (PTO) for leaders sounds like a dream come true for employees and a recipe for disaster to many executives. It’s unconventional, perhaps even risky, but what if the real risk lies in sticking to outdated, rigid models of leadership that stifle creativity and engagement?
In my experience, it’s time we reconsider how we lead our people. I chose to break away from the traditional corporate playbook, and I did it for one reason: Intrapreneurship. Our company thrives on the belief that our leaders don’t just work for us—they act as entrepreneurs within their own spheres, taking full ownership of results and growth. So why would we shackle them with policies that assume they need to be constantly managed, even when it comes to something as personal as time off?
Many companies still operate under the assumption that if you give people too much freedom, they’ll take advantage of it. I think it’s time to flip that thinking on its head. The real question isn’t: “What if they take too much time off?” but “What are we missing out on by not trusting them enough to take the time they need?”
The False Security of Control
The traditional corporate model places an almost sacred value on control—counting vacation days, tracking hours, monitoring every move. It assumes that without these measures, people will slack off, productivity will drop, and the organization will suffer. But is control really what drives performance?
The reality is, in today’s dynamic, fast-paced environment, control is an illusion. We can’t measure success by butts in seats or clocked hours anymore. We need to measure it by results, innovation, and the kind of leadership that can’t be forced through restrictive policies. In fact, I believe that too much control might actually be holding businesses back from realizing their full potential.
Giving leaders unlimited PTO isn’t about granting them permission to slack off—it’s about telling them, “We trust you to do what needs to be done. You’ve earned the freedom to manage your time in the way that will make you most effective.”
The Myth of “Time Off Equals Laziness”
There’s a deeply ingrained belief in business that hard work is synonymous with constant, visible effort. In this world, taking time off can be perceived as a sign of weakness or lack of commitment. But what if we’re completely wrong?
Some of the most game-changing ideas don’t happen when you’re grinding through a 60-hour workweek—they happen when you’re taking a step back, unplugging, and giving your mind space to breathe. I’ve seen firsthand how leaders who disconnect for a week come back with new energy and groundbreaking ideas that have reshaped our strategies and fueled growth.
If we cling to the idea that hard work is only valid when it’s visible, we risk missing out on the deeper, more valuable work that happens when our leaders are allowed to recharge, reflect, and return with new insights.
The Intrapreneurship Paradigm: Ownership Over Time
Here’s the truth that most companies don’t want to acknowledge: If you can’t trust your leaders with their own time, then they’re probably not the right leaders.
At the core of our organization is a belief in intrapreneurship—the idea that our leaders should feel as much ownership and responsibility for their work as if they were running their own business. That means we don’t micromanage how or when they take time off. Instead, we focus on outcomes. Are they delivering results? Are they driving innovation? Are they making the company stronger? The answer, consistently, has been yes.
Unlimited PTO is about giving our leaders the autonomy they deserve to be at their best. It’s about empowering them to take a break when they need it, without the fear of being judged or penalized. When leaders have that freedom, they operate from a place of trust and ownership, not fear and compliance.
The Status Quo Is Broken—So Why Stick to It?
The status quo of PTO policies, like so many other corporate structures, was designed for a different era. It’s time to face the reality that this model is outdated. The world is moving too fast, and the challenges we face are too complex for rigid policies that assume the worst of our people.
We can’t expect leaders to thrive in today’s business environment while treating them like cogs in a machine. If we want leaders to think like entrepreneurs, to innovate, and to push boundaries, we need to trust them to manage their own energy, creativity, and time.
What’s more, we’re in the middle of a generational shift in the workplace. The rising generation of leaders—Millennials and Gen Z—don’t want to be tied down by outdated models of leadership. They want autonomy, purpose, and trust. Unlimited PTO isn’t just a perk; it’s a signal to them that we’re building a culture where they can flourish.
The Radical Benefits of Letting Go
Here’s what’s really radical: since implementing unlimited PTO, we haven’t seen a drop in productivity. In fact, we’ve seen an increase in creativity, engagement, and loyalty. Our leaders aren’t taking advantage of the policy—they’re taking advantage of the freedom it gives them to be their best selves.
They don’t take unlimited PTO because they want to work less. They take it because it allows them to work smarter, to return refreshed and energized, and to approach their roles with renewed focus and ambition. By giving our leaders more flexibility, we’re seeing better results than ever before.
What Are We Really Afraid Of?
When I speak to other business leaders about this policy, their fear is almost always the same: “What if people abuse it?” But what I’ve learned is that the real fear should be about not trusting your people enough. If you can’t trust your leaders to manage their own time, you need to ask yourself whether they’re really the right people for the job.
The true cost of not giving your leaders the freedom they need is stifled creativity, higher burnout rates, and missed opportunities for growth. By clinging to the old model, you may actually be doing more harm than good.
A New Model for Leadership
Unlimited PTO is more than just a policy—it’s a mindset shift. It’s about recognizing that control doesn’t drive performance—trust and empowerment do. It’s about believing that leaders will thrive when they have the freedom to manage their time, their energy, and their work in a way that makes sense for them.
If we truly believe in Intrapreneurship, then we have to let go of the old rules and give our people the freedom they need to lead with ownership, creativity, and purpose. It’s not just about time off—it’s about the future of leadership.
It’s time to challenge the status quo. The future belongs to companies that trust their leaders to take ownership—not just of their roles, but of their lives.
This is why I chose unlimited PTO for our leaders.
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