Mel Robbins’ “Let Them” theory is a mindset shift that encourages us to let go of the need to control others and focus on what we can control — ourselves. While this concept is often discussed in personal contexts, which I loved, it also has intriguing implications for the workplace, which made me ask the question:

Would the ‘Let Them Theory’ Work, at Work?

At its core, the answer I think, is Yes! The theory is about emotional boundaries so in a work setting, this could mean letting colleagues express their opinions, make their choices, or even make mistakes without trying to micromanage or fix them. Instead of expending energy on controlling others, the focus shifts to managing your own reactions, setting clear boundaries, and maintaining your peace.

This approach can be particularly effective in fostering a collaborative and respectful work environment. By “letting them,” you create space for diverse perspectives and empower others to take ownership of their actions. It can also reduce workplace stress and burnout, as you’re no longer carrying the emotional weight of trying to control situations or people.

However, it’s not without challenges. The “Let Them” theory requires a level of self-awareness and emotional maturity that might take time to develop. Just because you have it, doesnt mean the person you are working with also does. It also doesn’t mean ignoring issues or avoiding accountability. In a professional setting, there are times when intervention is necessary—for example, addressing unethical behavior or resolving conflicts.

Ultimately, the “Let Them” theory can be a valuable tool for improving team and workplace dynamics, but it works best when it’s carefully balanced with clear communication and accountability. It’s about knowing when to step back and when to step in—a skill that can transform not just your work relationships but your overall approach to professional life.

Here’s a practical look at how the “Let Them” theory might unfold in a work setting

Imagine you’re a team leader working on a group project. One team member insists on trying a risky approach despite some skepticism from others. Instead of shutting down their idea, you allow them to proceed while setting clear expectations and deadlines for results. Their approach ends up revealing unexpected benefits that improve the project overall. By “letting them,” you created room for innovation and empowered your team member to take ownership of their idea, boosting morale and collaboration.

Now try this one instead, picture a team member consistently showing up late to meetings, which disrupts the team’s productivity. Applying the “Let Them” theory might lead you to tolerate their lateness under the belief that it’s beyond your control. However, in this case, “letting them” could enable behaviour that negatively impacts the team and undermines accountability. Here, of ocurse, the better course of action would be addressing the issue directly and setting expectations for punctuality.

The key takeaway for me is that while the “Let Them” mindset can enhance work relationships, it must be applied thoughtfully.

Knowing when to step back versus when to intervene makes all the difference.

Sara

Do you find it hard to say no? 🛑

We used to, but over the years we’ve developed our skill set 🧰 so we can confidently, and politely, say No ⛔️ (and not feel guilty about it.) ✅

Interested? 🤔
Grab your FREE Downloadable Guide here:

Not that long ago the word boundaries made you think of fences and “no trespassing” signs and were rarely talked about outside of council planning meetings. Now, in 2025, it’s a become a staple of workplace conversations, training courses, and of course, Instagram memes!

So, how did this shift happen?
Why are we now talking about boundaries more than ever before, and what benefits do they bring to a business and ultimately to the employees?

While boundaries aren’t an entirely new concept ( therapists have been preaching about them for decades), their current refocus in the world of work can probably be traced back to a big increase in societal burnout.

Remember when people glorified working 55-hour weeks while drinking three cups of coffee and saying things like ‘work hard, play hard’ ?

All pre cursors to burnout.

Add in a pandemic in 2020 and people collectively hit the pause button. Work-from-home blurred the lines between work and life, with Zoom and Teams calls intruding on dinner and endless notifications pinging constantly. This helped set the scene for the mass realisation that we all need limits—not just on screen time but on energy and emotional bandwidth, too.

Social media played its role, naturally and helped the message spread fast. Influencers started talking about boundaries like trendy accessories, swapping stories about saying “no” to meetings and setting strict “do-not-disturb” times. Before long, “boundaries” became a mainstream conversation topic.

So, what happens when boundaries work their way into the workplace?
We think it’s a good thing, though we understand that employers often have mixed views. When the business takes the first step, it seems to work much better because the teams feel respected and empowered. No one really wants to be the one sending emails at midnight and taking calls all weekend. Establishing some clear expectations (like “don’t call me after 6 pm unless it’s life-or-death”) creates a culture where people know their time is valued, as are they.

Boundaries have been proven to also reduce burnout. It’s like giving the team an emotional seatbelt—they can safely navigate high-stakes projects without flying off the rails into exhaustion. And less burnout means fewer sick days, higher engagement, and, let’s face it, probably a few less awkward HR meetings involving tissues and tears.

For businesses, embracing boundaries can enhance productivity. When teams have the freedom to unplug, recharge, and say “no” occasionally, they return to work with fresh ideas and renewed focus. Plus, boundaries foster creativity—because let’s be honest, great ideas don’t come when you’re mentally fried from working on emails at ten pm the night before.

But, are Boundaries here to stay?

We think they’re not going anywhere. This doesn’t feel like a 2025 fad that will come and go. It feels like our workforces are just getting a bit smarter with how they work.

We think what it shows is part of a fundamental shift in how we work, live, and interact these days. By embracing boundaries, all businesses can create healthier, happier environments for employees and maybe even themselves.

If you need help with taking the lead and getting boundaries into your businesses or teams then reach out and let us do the heavy lifting for you. We can deliver online of face to face training and even provide 121 coaching to help you through it.

Find out more and book your places here: Setting Boundaries – BRAVE

Sara

Emotional 🧠 Intelligence is without doubt the secret 🤫 hero when it comes to Modern Leadership 🥇

It might be seen as the new kid on the block, but it’s fast 💨 overtaking many other qualities on the race to the top 🔝of the leadership mountain!

Learn more by swiping through the guide to pick up the top tips.

You can talk to us about EQ workshops to develop you and your teams skills and you can download this guide, for free, now.

Yep. You heard right.

Free. Gratis. Nada. Zilch. Zero.

Five Ways to Grow Your Team Without Spending Money
Helping your team develop doesn’t always require money. With a little creativity, you can help them grow without spending anything. There is always a time for spending on personal development, and when you get that right, the value speaks for itself. But for those times where the cash is gone, here are five practical ideas to get started:

1. Set Some Stretch Goals

Stretch goals are big, bold targets that push your team to think differently and try new approaches. They’re tougher than everyday goals but can spark innovation and growth. Work with your team to set goals that challenge them and give them the support they need to succeed.

2. Have a Coaching Conversation

Coaching conversations can help your team tackle problems and build new skills. Instead of offering solutions, ask thoughtful questions like:

• What’s getting in the way?
• What would success look like?
  Listen actively and guide the discussion to help them find their own answers.

3. Encourage Peer Learning

Let your team learn from each other by pairing them up or forming small groups to work on projects. Peer to peer learning helps them share ideas, give feedback, and work through challenges together. It’s a simple way to build skills and teamwork without any cost.

4. Let Them Lead

Invite team members to lead a workshop, team meeting, morning huddle or even deliver presentations. It’s a great way for them to start seeing other avenues for growth and begin building confidence and leadership skills. Start with topics they’re comfortable with but challenge them to go a step further.

5. Find Free Learning Resources

There are plenty of free learning options available—webinars, online courses, and even local industry events. The We Are Brave Resources page contains blog posts, articles and free downloads too! Explore these opportunities to help your team grow and gain fresh perspectives. If your company pays into the apprenticeship levy, you can of course make use of this too and provide fully funded qualifications at no cost.

No levy? No problem! Did you know that hundreds of businesses gift their levy to help those who do not have it so there’s no reason you cannot still fund your teams learning this way.

You can learn more about that here: Find a business to fund apprenticeship training

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Even with limited resources, there’s so much you can do to help your team thrive. These ideas are just the beginning—get creative and find ways to invest in their growth. When you are ready to invest some of your hard earned budget get in touch, and see what we can do to help you.

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Have you heard about the “bad apple effect”? It’s an interesting 2006 study, led by Will Felps and Terence Mitchell at the University of Washington. They wanted to show if what we’ve always suspected might be true. 

We know from years of experience that its often a real struggle for managers and teams when someone in the team is acting negatively or inappropriately. 

One of the reasons Brave Conversations is so popular with our clients is because people need to learn how to have difficult conversations! Anyway, back to the study. The research clearly demonstrated that just one negative team member can indeed significantly reduce both a teams performance and lower their morale.

One incredible statistic showed that a teams performance could be reduced by as much as 30-40% versus a team that didn’t contain a bad apple. 🍎

If that’s not bad enough, there’s a second scary fact to consider. In the same team two other critical skills reduced, by a whopping 50%. Those teams also declined in both creativity and problem solving. 😮 The issue with this is more complex than you think. It’s not just the bad apple you need to watch out for. The study shows that over longer periods of time other team members can in fact start to mirror those very same negative behaviours, so the answer to the question is yes. The batch really does get spoilt!

There are 3 behaviours to look out for in a team. If you spot these then you have some work to do.

Bad Apple-ism 1 – Consistently critical of the team, the work or the business and often in a disrespectful manner.

Bad Apple-ism 2 – Regular seen to disengage with workload, goals and other team members and often does the bare minimum to ‘get by.

Bad Apple-ism 3 – Always negative about goals, project outcomes or generally the team’s overall chances of achieving anything.

So, what’s the takeaway? 

This important study really highlighted both the importance of carefully hiring new team members in the first place, and facing into addressing negative behaviours as soon as that start, to reduce negativity and of course, maintain harmony in the team and solid performance. 

For us that means stepping up and having those BRAVE conversations. You’ll need to dare to Disagree Well, learn how to both Think and Speak effectively and make well formed, well informed Decisions. 

If this post resonated with you, and you’ve got some work to do with bad apples, then give us a call.

We’d love to help. 

Sara and Rhi. 

Enjoy your free copy of our new L&D Trend Report for 2025. Swipe through ➡️ to understand more about our forecast of what’s hot 🔥 and where to focus your budgets 💰 You can download a copy here too. If you love 🥰 it, then like 👍🏼 it, share ⬆️ it and save 💾 it. 2025 Trend Report – We Are BRAVEDownload

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