-by Marina Plantz
You know that sinking feeling when your calendar’s packed, your inbox is overflowing, and somehow you just said “yes” to one more thing you don’t have time or energy for? It’s not just overcommitment, it’s the slow erosion of your well-being, your confidence, and your clarity.
What if there was a series of steps designed to help you pause before the burnout, speak up without guilt, and protect your time and energy without shutting down relationships?
In many workplaces, especially fast-growing businesses or legacy corporations shifting culture, the pressure to “be a team player” often comes at the expense of clear communication. People hesitate to set limits, fearing they’ll come across as difficult, ungrateful, or replaceable. Others over-explain in the hope that their boundaries will be respected, only to be misunderstood or overridden.
It’s important to know that boundaries aren’t barriers. They’re invitations to build and maintain honest, emotionally intelligent relationships at work and in our personal lives. The ability to express what’s okay—and what’s not—is a critical leadership skill, whether you’re managing people or managing up. And like any skill, it gets easier with practice.
Here’s how emotionally intelligent professionals approach boundary-setting at work:
They name what’s happening without blaming or sugarcoating.
They focus on behaviors, not assumptions or character judgments.
They share the impact the situation is having on them or their work.
They state what’s needed —clearly, respectfully, and without apology.
Language matters. And when you practice using it thoughtfully, you begin to shift not just how you speak, but how others hear you.
But knowing how to speak clearly is where most of us get stuck. That’s where the CARE framework comes in—a simple, emotionally intelligent way to communicate boundaries at work without hostility or withdrawal.
The CARE framework is built around four reflective prompts:
A true boundary isn’t just a request—it’s a line that defines what you will or won’t do moving forward.
Let’s look at how different professionals can use this framework in action:
A Sales Manager Managing Scope Creep
Scenario: Leadership keeps adding responsibilities without revisiting workload.
C: “This quarter, several new reporting and mentoring tasks were added to my plate alongside our original sales goals.”
A: “Last week, I was assigned to lead onboarding for three new reps in addition to my usual client load.”
R: “I’m working late into the night and starting to feel burnout. My ability to hit numbers is dropping.”
E: “I’m happy to mentor for one hour weekly. I won’t be available for onboarding logistics. If the scope doesn’t shift, I’ll need to step back from one of my key accounts to preserve quality.”
A Department Head Navigating Disrespectful Interruptions
Scenario: A peer repeatedly talks over her in meetings.
C: “In several meetings this month, I haven’t been able to finish my points before being interrupted.”
A: “During our budget review, I was spoken over three times while sharing our numbers.”
R: “I left feeling dismissed and unsure if our department’s needs are truly being heard.”
E: “I’d like to finish my thoughts before feedback is shared. If that doesn’t shift, I’ll request a written agenda with time limits so we can all contribute equally.”
An IT Specialist Establishing After-Hours Boundaries
Scenario: Colleagues keep texting late at night with “quick questions.”
C: “Lately, I’ve been getting messages about login issues and access requests late into the evening.”
A: “On Tuesday, I received a Slack ping at 10:45PM.”
R: “This is affecting my ability to rest, and I’m noticing my patience slipping during the day.”
E: “I don’t check messages after 6PM. Starting next week, anything received after that time will be addressed the following morning.”
A Small Business Owner Enforcing Payment Terms
Scenario: A longtime client is consistently late on invoices.
C: “We’ve had multiple late payments over the last two quarters.”
A: “Your last two invoices were 21 and 28 days past due, even after reminders.”
R: “This delay impacts my ability to pay my team and plan upcoming work.”
E: “Moving forward, I’ll pause all work on your account if payment is more than 10 days late. I value our relationship, and I need clear terms to keep supporting you well.”
Each of these professionals is doing something powerful: they are protecting their energy, preserving trust, and leading with emotional clarity.
They’re not punishing others—they’re communicating with integrity.
The truth is, compassionate communication isn’t soft. It’s a strength. It allows people to stay in connection while navigating conflict, change, and growing workloads. It builds cultures where people don’t just survive their work—they feel seen and safe in it.
You don’t need to be a therapist or HR expert to practice this. You just need a structure that supports clarity when things feel messy. That’s what the CARE framework offers—a way to name what’s real, share how it lands, and set boundaries that serve everyone in the long run.
It’s not about getting it perfect. It’s about getting it said—with care.
Marina Plantz is Practice Lead, Team and Employee Wellness, at The Weiwood Group, a business strategy and operations consultancy dedicated to helping organizations simplify, scale, and succeed.