Burnout isn’t just a personal issue—it’s a leadership crisis that can undermine entire organisations. When leaders face burnout, their capacity to think clearly, make sound decisions, and inspire their teams diminishes. Even worse, burnout can hurt employees, lower productivity, and damage the workplace culture. Yet, leader burnout is often ignored or seen as just part of the job. This way of thinking is wrong and risky for long-term success.
Burnout is more common among leaders than we might think. A study by Deloitte found that 77% of professionals have experienced burnout at their current job, and leaders are particularly vulnerable because of the constant pressure to perform. Leaders often believe they must carry the weight of their teams, make tough decisions, and always appear in control. Over time, this mindset can lead to chronic stress, exhaustion, and detachment. When leaders experience burnout, they may lose focus, react emotionally, and make bad decisions.
Burnout in leadership can have serious effects. Take Travis Kalanick, the former CEO of Uber, as an example. His intense work style and poor stress management led to a toxic workplace culture where fear and pressure were common. Over time, his behaviour pushed away important stakeholders and hurt Uber’s reputation. Eventually, these issues led to his resignation and left the company in chaos. This shows how burnout in leaders can harm not just them but also the entire organisation.
On the flip side, we can look at leaders like Satya Nadella, CEO of Microsoft, who have demonstrated the value of addressing burnout and fostering a healthier work environment. Nadella prioritised empathy and well-being for himself and his teams, leading Microsoft to thrive under his leadership. His approach highlights how leaders who acknowledge the risks of burnout and act on them can build stronger, more resilient organisations.
Understanding burnout is key to addressing it. The World Health Organisation defines burnout as a syndrome resulting from chronic workplace stress that hasn’t been successfully managed. It has three main dimensions: exhaustion, cynicism, and reduced professional efficacy. When leaders experience burnout, it doesn’t just impact their own mental health—it also affects their ability to lead effectively. Decisions may become rushed or shortsighted, and interactions with employees may lack empathy or understanding.
Addressing burnout starts with recognising its warning signs. Leaders should pay attention to physical exhaustion, emotional detachment, and a decline in enthusiasm for their role. These are signals that something needs to change. One important step is setting boundaries. Many of us feel compelled to be available 24/7, but this only accelerates burnout. Scheduling downtime, delegating tasks, and learning to say no are essential for maintaining balance.
Another way to combat burnout is by fostering self-awareness. Reflecting on what drives us—whether it’s a fear of failure, perfectionism, or the need to prove ourselves—can help us make healthier choices. Therapy, coaching, or even journaling can provide valuable insights into these patterns. Leaders who invest in understanding their limits and motivations are better equipped to avoid burnout.
We should also prioritise physical and mental well-being. Regular exercise, quality sleep, and mindfulness practices can significantly reduce stress and improve resilience. Even simple actions like taking breaks during the day can make a big difference. Arianna Huffington, founder of Thrive Global, learned this the hard way after collapsing from exhaustion. Her experience led her to champion workplace well-being and personal health as critical to long-term success.
Lastly, creating a supportive workplace culture is vital. As leaders, we set the tone for our teams. When we model healthy behaviours like taking time off, setting boundaries, and showing vulnerability, it encourages others to do the same. This not only reduces burnout across the organisation but also fosters trust and collaboration.
Ignoring burnout comes with significant costs. It compromises decision-making, damages relationships, and risks creating toxic work environments. The good news is that burnout is preventable and manageable. By recognising its signs, setting boundaries, and prioritising self-care, we can protect ourselves and our organisations. Leadership is demanding, but it doesn’t have to come at the expense of our well-being. Let’s commit to addressing burnout and leading with clarity, balance, and purpose.
Feeling stressed as a leader? It’s time to take care of your mental health. Talk to Jonathan Riley at My Practice Counselling to get help. Visit https://mypracticecounselling.com.au/ to book your session. Become a better leader by looking after yourself.