I received this valuable feedback about last week’s discussion, Overcommitted:
“We think all we have to do is set up a boundary. But people push our boundaries and we have to defend them. That can be uncomfortable with coworkers and career threatening with higher-ups.”
Thank you for that point! Let’s talk about one of the trickiest situations you’ll face at work: holding boundaries when leadership pushes against them.
Risks and Rewards
Short-Term Discomfort: A manager who’s used to hearing “yes” may interpret a boundary as resistance or lack of commitment. This can feel awkward but that discomfort is temporary. Help them see how your intentionality makes you more reliable and engaged than ever.
Impact on Visibility: You worry about missing out on plum projects or promotions. Stay visible by over communicating progress on your existing priorities. Show that focus equals results. For example, “I’m wrapping up X this week, which should free up space for Y next quarter.” This helps you manage perception as much as workload.
Improved Respect: When you can say, “I’d love to take that on, but I want to make sure I can deliver the quality you expect,” you’re signaling maturity, not obstinance. Strong performers set boundaries because they care about doing things well.
Clarity Around Expectations: Your manager genuinely doesn’t realize the load you’re carrying. Communicating your bandwidth creates an opportunity to clarify what’s most important and what can wait. A respectful reality check helps both of you prioritize smarter.
Long-Term Career Growth: The same boundaries that cause friction early on often pay off later. People who manage their workload wisely are less likely to burn out, make fewer mistakes, and are more trusted with high-stakes projects. Leadership isn’t about taking everything on. It’s about taking on what moves the organization closer to its goals.
When It’s Your Manager Asking
When your manager gives you an assignment, you can’t just shrug and say, “Nope.” But you can negotiate.
When your plate is already full: “I’d love to help, and I want to make sure I’m meeting current deadlines. Can we talk about what should come off my plate if I take this on?” This signals realistic willingness and invites collaboration. You’re cooperating and making trade-offs visible.
When it’s clearly not your responsibility: “That sounds important. Who’s the best person to own that? I can share what’s worked for me in similar situations.” This reframes the request as problem-solving, not avoidance.
When the request is unclear: “Can you help me understand the goal of this task? I want to make sure it aligns with what we’re prioritizing right now.” This helps your manager think about the urgency of the task.
The next time you’re tempted to say yes out of habit, ask yourself: Is this task aligned with my goals? Will saying yes help me grow or just keep me busy? What am I giving up by agreeing to this?
What is a boundary you are glad you held? Please share in the comments.