Here's how you can identify and tackle burnout in your executive coaching clients.

Burnout is commonly misunderstood to result only from overwork or too much work. But the research on burnout shows that in addition to overwork, five other factors also drive burnout: lack of control or autonomy, lack of reward or recognition, poor relationships or isolation, unfair treatment, and a values or skills mismatch. Understanding the root causes of burnout helps us identify and correct circumstances that lead to burnout earlier.

Identifying burnout in executives involves recognizing not only obvious signs but also subtler, deeper indicators of stress. These might include a growing inability to concentrate or recall details, which can manifest in forgetfulness or mistakes at work. Another sign is feeling numb or mechanical, like mindlessly performing routine tasks without engagement. Insomnia is also common, with executives lying awake despite physical exhaustion. Furthermore, a noticeable decline in pleasure from activities they once loved indicates a loss of joy, which is a critical red flag.

One surprising sign of burnout is anger. If someone is reflecting on their behavior and noticing that their responses are overly charged, which is unusual for them, they may be experiencing burnout. For executives, assessments can be a way to provide insights on behavior in a safe way. The Maslach Burnout Inventory was the first scientifically developed measure of burnout, and it was followed by the Sydney Burnout Measure. Both of these are assessment options that may help an executive dig into the symptoms, so you, as a coach, can work with them to craft a recovery plan. Knowing is half the battle.

The first step in solving a problem is recognising that it exists. Often, executives ignore signs of burnout due to a lack of awareness or undermine these signs as usual. Identify burnout by exploring energy levels, sleeping patterns, mindset, and, more importantly, the inability to find meaning in events, things, and activities that were meaningful earlier. Once there is awareness and acceptance of signs and how it manifests physically, one can identify the root cause and take tiny steps to combat burnout.

getting triggered by small things or not finding joy in their work are good signs of burnout, knowing their routines and habits to keep themselves balanced and becoming aware that some of the habits have been neglected might give you an indication of something to come.

Burnout is a silent saboteur in the executive world. Its signs can be elusive, often concealed behind a fa?ade of determination and professionalism. So, as coaches, how can we identify and address burnout? The key lies in encouraging open dialogue. We can create a safe environment for clients to express their feelings by initiating candid discussions. It's important to listen attentively to their words and their delivery. Regular, informal check-ins, such as asking, "How are you genuinely feeling today?" can be beneficial. We can form simple, achievable steps to manage burnout by working collaboratively. Through open discussions, we can assist clients in navigating their roles more effectively.

Creating a safe space for open dialogue is crucial when addressing burnout. Encouraging your client to share their experiences without judgment fosters trust and understanding. Consider adding: Emphasize the importance of self-care practices. Offer resources for professional support or counseling. Explore opportunities for delegating tasks or adjusting workload. Collaborate on setting realistic goals and boundaries. Together, you can navigate through challenges and work towards sustainable well-being. ??

Open dialogue is the cornerstone of coaching, without it you can't help your clients. Staying curious creates a safe place for clients to share what they are experiencing. Listen earnestly & with the intent to learn. Sometimes we come in wanting to fix the problem for our clients, we have a plan to lead them toward their goals. We don't lead we guide. We ask questions that guide our clients to deeper thinking & learning. With burnout our clients need to know it is not a sign of weakness. It means they have given more than they received & they are out of balance. They know for business to be sustainable things need to be in balance & that includes them & their energy. Help them reframe what burnout represents & how it is not sustainable.

Empathy and a safe space are key here, and encouraging them to feel they can speak freely and explore how they are really feeling will help them understand what is happening. Being gentle but challenging with your questioning can enable them to open up a bit more and start to recognise the signs themselves. This is about getting them to see what is happening and not you as a coach telling them what is going on.

Whether it is a personal or professional relationship, an open dialogue culture encourages trust, creativity, and innovation. Open dialogue is essential for the success and health of any organization/family. When we are free to share our ideas without fear of judgment, it creates a fertile ground for innovation. Open discussion creates a basis for trust and openness. When leaders communicate freely, revealing both triumphs and challenges, colleagues understand that they are valued and trusted partners in the organization. This transparency encourages team members to be open and honest about their opinions and concerns, which reduces the possibility of misunderstandings and fosters a more cohesive team environment.

It is important to recognise that we all react differently to things - what is stressful for me may even be fun for someone else. For some, disconnecting from work "out of hours" may be good, but for others this may cause additional stress. Avoid judging others by our own prejudices! Mostly, things are not in themselves stressful: our reaction to them makes them stressful or not. When we accept this, we are empowered to take action - to change our responses to things, people, events, etc - if we wish. In our work helping people and organisations with stress and building resilience, we find that personality also has an important contribution. A significant part of this is communication and establishing rapport with those around us.

Stress management techniques are helpful but you want to get to the root of why you have the stress in the first place. This requires deeper work often done with your coach. We want to look at belief systems, conditioning and environment etc.

A few years back, my teams burnout scores were through the roof. They were not believable as the results did not match with absenteeism. What did we do? (1) Distress vs. Eustress: We ran education sessions on the difference between Eustress and Distress. Distress harms well-being, while eustress can enhance performance. (2) Burnout vs Stress: We explored the difference between burnout and stress. (3) Stress Management Tools: We armed people with the tools to combat distress. Things like encouraging breaks, disconnecting after work, and techniques like mindfulness, meditation, and physical activity to manage stress. (4) Leverage Eustress: We taught them about leveraging the good stressors for growth

When we're in the moment of high stress it is hard to adopt the practices and tools that will help us the most, yet it is when we need them the most. We naturally feel that we 'don't have time' and it's what drops off the priority list first. Work with the individual to create awareness on how they are looking after themselves, what is missing, and the impact it is having. The key here is to get them to identify small steps they can take to look after themselves that will help alleviate the challenges and therefore encourage them to do more to support themselves going forward.

Stress management is crucial for maintaining productivity and well-being. Prioritizing tasks and setting realistic goals can prevent overwhelm. Adding to this insightful post, here's another essential point: Encourage your clients to foster a supportive work environment where open communication and collaboration thrive. This can reduce stress levels and create a sense of belonging. Remember, a healthy workplace culture is key to sustained success. ? Foster open communication ? Cultivate a collaborative environment ? Promote a sense of belonging

Lifestyle modifications play a crucial role in mitigating burnout. In guiding clients towards healthier habits, focus on these four key pillars: Exercise: Encourage regular physical activity to reduce stress and boost energy levels. Sleep: Stress the significance of adequate rest to maintain mental and emotional well-being. Nutrition: Advocate for a balanced diet to maintain optimal health and performance. Work-Life Balance: Discuss the importance of hobbies and social activities outside of work, and assist them in creating boundaries between their professional and personal lives. By fostering a well-rounded lifestyle, clients become more resilient against burnout, ensuring both career success and personal satisfaction.

Lifestyle adjustments are key to combating burnout. Incorporating exercise, sleep, and a balanced diet is fundamental. Additionally, nurturing hobbies and social connections is crucial for holistic well-being. Establishing clear boundaries between work and personal life is vital. Remember, it's not just about working hard; it's about working smart and taking care of yourself. ?? Prioritize self-care Engage in activities that bring joy Schedule regular breaks Connect with loved ones outside of work Cultivate mindfulness and relaxation techniques

Find What Energizes You Burnout and stress both melt away when you find what it is about your life, career or business that truly energizes you. Once you’ve identified these areas or activities, get rid of the rest—automate, delegate or outsource—and spend more time on the parts of your life that you love, you are more than worth it. Remember: you cannot delegate eating healthy food, but you can delegate meal planning, cooking and cleaning up. Likewise you cannot delegate sleep or working out, you are the only one that can do it for you. Create a list of energizing non-negotiables and create a schedule that works for you, not against you.

While we provide clients with tools to manage stress and self-care, it’s crucial for leaders and organizations to address the root causes of burnout: constant chaos from shifting priorities and a lack of fulfillment and belonging. One leader admitted to pretending everything was fine to inspire his team, but this inauthentic behavior often backfires. In contrast, when another leader shared his struggles openly, his team felt more connected, valued, and motivated to engage. Vulnerability from leaders helps build trust and connection that are antodotes to stress and burnout.

I agree with the main points here, and also with Sharmin's comments. Burnout has both internal and external causes and both have to be addressed. Internally, each of us had the power to magnify or diminish our own levels of stress and anxiety. It's critical work and is what mental fitness training is all about. It can transform the experience of an individual. But if the organization itself has not done the same work at the culture level, the work individuals do will only improve their own situation. It's like vacinating one person while the illness spreads through the rest of a population. Pandemic and post pandemic stresses on employees need to be studied and compared to best practice models. We can tackle both sides of the problem.

Build healthy habits around non-negotiable self-care to protect yourself from burnout. Through coaching, I support my clients in identifying daily routines that renew their mind, body, and spirit and commit to these practices every day. These practices can be as simple as a 10-minute journaling routine, a 5-minute morning stretch, or three minutes of deep breathing – whatever works for them. While this mindful way of being is easy to describe, it can be challenging to implement. I help my clients trust that the more they care for themselves, the better they'll care for their work and the more innovative they'll be. This process is key to building resilience and immunity from burnout while enhancing their well-being.

The best things that work for the clients is a sustainable healthy living environment. Go back to the drawing board on what are your Big 3 life goals and Small 6 life goals. If you have clarity on that you can work backwards on what you want from life. Discipline around meditation, and exercising to lift your spirits, and increase energy. Sleep well and schedule regular check-ins, to monitor how it's going and support when needed. Modify tactics to reflect changes to the client's needs and circumstances. Keep reminding them of the importance of self-care and self-compassion. I suggest clients recover from burnout, by adopting proactive, solution-focused methods that also help to prevent burnout in the future.

It's not just about putting out the immediate fire. It's about equipping them with a fire-resistant suit for the long haul. Teach them to tune into their red flags, set boundaries like a boss, and develop resilience that would make a rubber band jealous. Help them shift their perspective on challenges, seeing them as opportunities for growth. By instilling these sustainable practices, you're not just saving them from burnout today – you're giving them the tools to thrive, no matter what the future holds.

Are you under-committed and overbooked? Just commit: to something, anything, and do it from a powerful place. Don’t promise to have something done if you know you’re going to have to stay up all night for a week to finish it. First decide how long, realistically, any project should take, then add at least an extra day on it (more if it’s a big project; even more if you have other team members involved). And don’t take on anything that cuts into your non-negotiable personal wellness, personal development and leadership building time. You are the leader of your life, you are your biggest asset. Look for alternative solutions to suggest, or spread the work out over your team. You are a leader…you can delegate.

For me it brings up an image , I think it is from Marshall Goldsmith though I may be mistaken. An image of a wind up toy hitting against a wall again and again the wheels moving furiously, not getting anywhere, till it runs out of energy. My role as a coach is to hold up the mirror and invite the client to reflect.

An executive with Type A personality may also be an easy target for burnout. Getting into a conversation with the client to assess their approach, attitude and aspiration could give proper insight into their personality and confirm their Personality Type. Type A personality type are ambitious and competitive, with a tendency to become workaholic. When talking/ discussing burnout redressal with Type A client, ensure (as a coach) to come up with techniques, approaches that methods that provide a productive and systematic outlet for the high underutilised or misutilised energy that these clients may possess.

Help your client to refocus on their big vision and goals. Most of the time, the daily grind that causes burnout isn't helping them achieve the quality of life they desire and is taking them further away from making a big impact and doing work that matters. When you are able to reconnect them with what truly gets them out of bed in the morning, cutting through the myriad of stressors that lead to burnout becomes easier because the decisions they need to make are now purpose-driven.