How Leaders Can Tackle Limiting Beliefs at Work to Improve Engagement

If your teams seem disengaged and employees are taking more sick days, you might think the solution is to implement more corporate wellness programs. But here’s what’s really happening: your employees know mental health matters, yet limiting beliefs keep them from getting help.

Despite growing awareness, stigma is alive and well. A 2025 poll found nearly 50% of employees fear being judged if they share mental health struggles, and over 40% worry their careers will suffer if they do. These fears create a gap between what employees know (mental health is important) and what they actually do (stay silent and struggle alone).

The good news? Neuroscience shows beliefs aren’t fixed, they’re programmable.

The Neuroscience of Beliefs

According to the University of Virginia School of Medicine, neuroplasticity is the brain’s ability to rewire itself over time. The catch? Most wiring happens through past experiences, which leads to beliefs that may not be based in reality.

So, if an employee once shared a mental health struggle and was met with negativity, their brain encodes the limiting belief: “Speaking up is unsafe.” Even in supportive workplaces, that belief sticks. It keeps them silent until health problems force time off, hurting their work quality.

The solution? Teach teams to spot and challenge these unhelpful beliefs.

How Leaders Can Begin Reprogramming Beliefs

Beliefs don’t shift with information alone; they change through experience. You can help rewire your teams’ limiting beliefs by creating those experiences in these three powerful ways.

1. Model Conversations about Mental Health

Change starts at the top. When leaders share their own challenges, they normalize vulnerability and signal that it’s safe for employees to do the same.

In fact, a 2024 study in the Journal of Leadership & Organizational Studies found that leaders who discuss their struggles are perceived as more authentic and approachable, which boosts engagement and loyalty, especially during times of crisis or change.

L. Barbour, Director of Wellness at Arootah, suggests starting small:
“In your next 1:1 or team meeting, share a manageable challenge (around a 3 on a 10-point scale). Outline the facts, name 1–2 emotions you felt, identify the limiting belief that surfaced, and explain how you reframed it.”

HR can reinforce this by consistently reminding employees of available confidential support, encouraging leaders to do the same, and backing it up with actions like flexible scheduling, protected mental health days, and zero tolerance for stigma. These practices make clear that mental health conversations won’t harm careers.

2. Train Managers to Reframe Limiting Beliefs

Managers are culture carriers. Equip them to spot and reframe limiting beliefs not only in their teams, but in themselves, by providing scripts and scenarios. When managers learn to challenge unhelpful thinking patterns in themselves and their teams, they can create a culture of openness, resilience, and growth.

3. Celebrate Stories of Vulnerability and Recovery

Nothing reinforces belief change like stories. Highlight anonymized or volunteered examples of employees or leaders who sought help and came out stronger.

Recognizing these stories reframes vulnerability as a strength, reinforces that support is available, and shows your organization values resilience over perfection.

The Bottom Line

Wellness workshops and policies aren’t enough to change culture. Lasting impact comes from addressing the beliefs that drive behavior.

Ready to empower your team and improve engagement and well-being? Schedule a complimentary intro call with us to learn how we can help.