Live and Lead For Impact Podcast with Kirsten E Ross

EP 118: 5 Steps to Healthy Relationship Boundaries that Support You Towards Impact Create, Communicate and Keep Healthy Boundaries

5 Steps to Healthy Relationship Boundaries that Support You Towards Impact

Create, Communicate and Keep Healthy Boundaries


Do you have some lingering relationships ….that can be challenging …tear you down….cause grief…..have baggage…..long histories…


……these relationships can and DO zap our energy, steal our joy, drum up false beliefs about ourselves, and sometimes even stand in the way of achieving our dreams.


Yes, addressing relationship stuff can feel overwhelming, but often remedies are simpler than you’d think if you know how to define the right fix. That’s why I’ve designed the Relationship Renovation Roadmap  I can’t wait to show you how!    Go to to check it out!


Much of what we need to get good at to make our impact in this world is related to our relationships.  Setting Healthy Boundaries is another one of those key strategies. If other people are demanding all of your time and you are not able to say no, how will you ever carve out the time you need to do what you’d choose?

It is not our job to make everyone happy.  And we cannot always give to others everything they want from us.


What do you want, need or desire from your relationships to live happily and make your impact? Do you ever ask yourself this question?

Boundaries are rules of engagement for your relationships. If you are doing all of the modifying and all of the sucking it up without speaking up you will build up resentments with the people in your work and life. You will also tend to attract people who don’t like to respect boundaries.

You want a say in how your relationships work. People who are more passive in life, in particular, often forget to put themselves into the equation of the relationship. They become so focused on meeting the other person’s needs or fixing their next catastrophe that they forget to consider their own feelings, wants and needs.


Here are 5 Keys to Designing Relationships that Support You Towards Impact

  1. Create the Boundary: If you had your way, what variables would you like to change in your relationships?  Whether it’s work or life it’s time to take an inventory. Remember, what you tolerate teaches others.

Here are some common places to look:

  • Respect My Time: be on time or let me know ahead of time that you will be late. Or, perhaps it’s a neighbor who doesn’t understand that you work from home. Present doesn’t mean available for lengthy chit chat.
  • Give Me More Notice: are you tired of putting out fires for a person who is constantly coming to you last minute to help with a project or fill out a form? Their sense of urgency cannot always be yours. Whether it’s a child, friend, or a co-worker, stop and think what you need in this area.
  • Watch Your Tone: whether it’s sarcasm, a condescending attitude or a too loud volume, teach people how you would like to be spoken to by speaking up when their tone is out of line. When my kids were little and they were whiney I would tell them, “I can’t understand you when you talk like that.”
  • Behave Appropriately: is it a co-worker telling off color jokes or a colleague drinking too much at the company picnic? Perhaps it’s a family member during a holiday meal.
  1. Consequence is Key:humans need a catalyst to generate change, it’s just the reality of things. Change is uncomfortable. If others are accommodating us in our current state we are unlikely to do anything different.  So, while in some of your relationships the fact that you’ve taken the time to share your feelings will ignite a positive reaction, in many instances the people in your life will need a bit more motivation to heed your request. If they don’t comply with your request, what will you do? The consequence should be related to the boundary.  Don’t think of the consequence as a punishment.  Instead consider an action you’ll take that accommodates your own needs around their actions.  Let’s go back through our original list for some examples:
  • Respect My Time: I will wait 5 minutes and then start without you – or leave. Or, to the neighbor, “I love our visits.  However, I work from X to X.  Let’s schedule a time after my work hours.  When’s a good time?
  • Give Me More Notice: if you give me less than 2 days notice I will not be able to help you.
  • Watch Your Tone of Voice: If you continue with a sarcastic tone I will end the conversation. Feel free to schedule some time to talk later when you are able to share civilly. I will be happy to listen.
  • Behave Appropriately: I will ask you to leave, or you will not be invited back, or you will be terminated, or you will be taken off the project.

Communicate the Boundary & Consequence: creating a boundary and consequence doesn’t help if you don’t communicate them. Give people in your life the opportunity to make choices that are supportive of your needs. Too often we sit in silence as we build up resentments. I hear clients say all the time, “They should just know what I need.” Well…..most people I know aren’t mind readers…so they don’t! And working from the assumption that they should JUST know leaves you feeling extra frustrated and disappointed with the people sharing your life…. and that’s not good for anyone.
So let them know.

I recommend communicating it as a request. You cannot demand that someone do anything differently from what they normally would. You can only share your feelings and ask. Calling it a request and asking puts you in a relaxed mode. Your non-verbal communication will portray the same. Your friend or colleague will feel more freedom to say yes or no. Ultimately, they have final say whether you demand or request so might as well keep it low key and request.

Outline the consequence so that they are making an informed decision. Give them the opportunity to make a different choice. It’s often hard to act on the consequences we’ve outlined. Don’t give yourself an out by failing to communicate it. I see that one often. “Well, I didn’t really tell them that I’d leave if they were more than 15 minutes late. I’d feel bad leaving without telling them.”

And you have final say in acting out the consequence. It’s okay if they continue to offend. You have the opportunity to enact the consequence that you’ve forewarned them about. They’ve been given notice and had the chance to comply.  Remember, you aren’t taking the action as a punishment.  You are taking action that is necessary for your own well being.  And, you are allowed to look out for yourself always, but especially when others are not.

  1. Consider: I’m not trying to turn you into a dictator. If they are open to engaging in a healthy conversation, listen to your colleague, friend or family member. Are they willing to acknowledge their behavior and apologize? Are they understanding of your need to set boundaries and consequences? Are they able to hear and appreciate your point of view? Is it possible that they just misread the situation and had no idea that they were offending you or taking advantage? If this is the first time you’ve ever spoken up to someone it’s a possibility. Do they have an alternate idea for how to hold them accountable?

I once had a colleague share her story of frustration about her neighbor who constantly asked her to babysit. I asked what she had said to the neighbor. Low and behold she always told the neighbor she loved babysitting. Well, from the neighbor’s perspective, she had the best situation ever and had no idea that she was frustrating her friend. Don’t be that person! It’s a waste of time to share your thoughts with people not involved. Take the time to share your feelings with the person who can make a difference.

5. Carry Out the Consequence: Follow through on your word. Make the request, share the consequence and if they don’t comply follow through with the consequence. It will probably be hard at first, but you must.  So, tell them what you’ll do. Remember, this isn’t about punishment it’s about protecting yourself. It’s rude for someone to keep you waiting when they’ve done it consistently for years. Set the consequence that you’ll wait no more than 10 minutes and then you’re moving on without them. Leave without them once and you may see a sudden and dramatic change. Continue to accommodate the offensive behavior and they’ll have no reason to change.

EP45: Your Leadership Balancing Act

DTD Episode 45 Show Notes
Your Leadership Balancing Act

 Click to download the Show Notes for Defeat YOUR Drama Podcast Episode 45

Leadership buildingAs I work with clients to create a formula to eliminate drama in their workplace I get to see the impact of varying leadership styles

As I look back over a 20 plus years I have reached a conclusion: the drama happens when leaders are too far in either direction along the spectrum of leadership strategies.

And I now know for certain: Leadership is the Greatest Balancing Act!

Where do you fall along the spectrum?

I’ve worked with leaders who provide no instruction for how to conduct work leaving everyone to scramble as they design work and coordinate efforts on the fly. Others are micromanagers, dictating every action and leaving no room for creative problem solving or the design of a new path towards a pre-determined end goal. The business is limited by the perspectives, ideas, background, insights, and experiences of the leader or business owner alone

I’ve seen leaders communicate everything and communicate nothing. Communicate too much and you have an uneasy team reacting to the whims of what ultimately is a passing thought or idea. Communicate too little and employees are operating in the dark, unaware of how their roles help to meet the current mission, with no view of future plans and how roles fit together. Employees cope by creating assumptions to fill in the blanks where facts should live. And, as I’ve stated many times in other episodes, our assumptions are rarely filled with sunshine and butterflies. For some reason most humans tend towards fearful assumptions of doom and gloom when they are kept in the dark.

I’ve seen everything from collaborative leadership styles where they’ve reserved no decision to the full discretion of the business owner to dictatorships where there is zero opportunity for input. At one extreme is a team too rich with power and influence, at the other is a business that moves at a snail’s pace as employees sit motionless waiting for the specific direction of a leader for even the smallest initiative.

I’ve seen everything from the leader who designed processes with intention and expected they be followed without error and regardless of logic with no opportunity for change to the disorganized team that creates process on the fly

I’ve been witness to effects of the tyrant who disciplines employees for every misstep. The resulting culture generates a team of employees walking on eggshells, hiding mistakes and engaging in duck and cover to just get through the day. On the flip side are the leaders who fear holding employees accountable for even basic standards of work and instead spend their days cleaning up messes and making sense of chaos.

I’ve helped leaders who feel any kind of acknowledgement or show of gratitude is overkill; after all, their employees are receiving a paycheck. And I’ve helped others pull back on the reigns when thank you’s were on overdrive. Their praise was reminiscent of my years potty training toddlers. After a certain age we should get kudos for going above and beyond and not for completing the most basic task.

In every instance it was movement towards the middle that created harmony and productivity in the organizations I serve.

I’ve edged them towards that middle with a caution to avoid swinging the pendulum too far to the other side. It tends to be a part of the process, however. It’s difficult to land square on the mark. That central balance point is a goal to shoot towards not a place to live 100%. Perfection is rarely, if ever, achievable.

I ask you to take a moment and evaluate your leadership style? Where do you fall on the spectrum of leadership strategies for communication, acknowledgement, accountability, autonomy, structure, training and more. The land of no drama exists in that illusive area of communicate but not too much, discipline but not too harsh, empower them but not all the way….

Submit your Drama Question at the below link…

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