The Burnout Triangle

The Burnout Triangle: Why we can’t just point fingers!

As a high performer in burnout recovery, I can attest to burnout's challenges in one's life and well-being. We've all heard the stories—hardworking individuals continually pushing themselves, sacrificing personal time, mental health, and physical well-being. When burnout strikes, the default narrative often says, "Maybe they just couldn't handle it." But burnout is not a personal failure. It's not simply a matter of "toughening up" or "trying harder." In fact, from what I have seen working with clients experiencing burnout, I can say that they are indeed the ones already working harder. Burnout thrives in an environment shaped by more than just personal choices. It's part of a larger, multi-faceted system.

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This is where the "Burnout Triangle" model comes in. Think about a fire triangle for a moment. (jump back into the old fire science manuals) A fire needs three elements—heat, fuel, and oxygen—to sustain itself. Remove any one of these elements, and the fire goes out. Burnout has a similar structure. It isn't just about one dimension. Instead, three powerful forces keep burnout alive: the individual, the organization (management), and society. Burnout is imminent when these three sides of the triangle remain unaddressed.

1. My Responsibility (The Individual's Role)

Let's start with what you can control—yourself. This might sound cliché, but it's an essential starting point. You have more agency than you think, even in a flawed system. Personal responsibility means developing the skills and habits that buffer against burnout. This might involve:

? Setting Boundaries: Learning to say "no" when workloads become unsustainable.

? Building Resilience: Engaging in daily practices like breathing, mindfulness, journaling, or Tension Releasing Exercises (TRE) to help regulate your nervous system and restore balance.

? Seeking Support: Knowing it's okay to reach out for professional help.

While none of this self-work can fully protect you from external pressures, it can help you maintain control and psychological safety amid the chaos.

2. Management's Responsibility (Organizational)

We can't talk about burnout without examining the role of management and organizational culture. How much can personal resilience alone achieve if you're working 60 hours a week with no end? Organizations have the power—indeed, the responsibility—to prevent the conditions that lead to burnout. This includes:

? Fair and Realistic Workloads: Adequate staffing and balanced workloads can prevent that "always-on" feeling.

? Psychological Safety: When leadership fosters open communication, employees feel safe raising concerns before they reach a breaking point. The emotional toll I have witnessed on leaders who are faced with working in toxic cultures and environments that foster bullying and low respect is incredible. In coaching, I have heard of so many workplace concerns about this matter that it seems to be the root of most leader burnout. A lack of support, respect and trust!

? Accessible Mental Health Resources: Offering proactive --upstream care for the organization, ranging from employee assistance programs to flexible scheduling and counselling services, all help reduce the stigma and encourage early support.

When organizations step up and do their part, they create an ecosystem where personal stress relief strategies can flourish. In other words, it's much easier to keep burnout at bay if the workplace isn't fueling the fire.

3. Society's Responsibility

We don't live in a vacuum—the values of our broader culture seep into our workspaces and personal lives. Today's hustle culture often celebrates those who work through breaks, pull all-nighters, and never turn off their phones. Despite recent shifts toward conversations about "work-life balance," the narrative of the overworked, exhausted achiever persists.

On top of that, systemic issues—such as inadequate funding for mental health resources, stigma around seeking support, and industries that are chronically understaffed (healthcare, education, and emergency services)—all contribute to a landscape ripe for burnout. Addressing burnout at this level might mean:

? Advocating for Policy Change: Lobbying for mental health support and resources.

? Cultural Re-Education: Normalizing rest, leisure, and time off as signs of good social responsibility and responsible self-care.

? Challenging "Always On" Norms: Build a culture where rest and recovery are honoured and respected.

Like the fire triangle, where each element—heat, fuel, and oxygen—must be present for a flame to burn, burnout emerges and persists when all three sides are left unaddressed. If personal boundaries crumble, leadership fails to support employees, and cultural norms reinforce unsustainable practices, burnout will occur.

Conversely, if we strengthen any of these sides with a workplace that genuinely invests in mental health, it becomes much more complicated for burnout to ignite. Empowering individuals with resilience tools while advocating for systemic reforms can break the cycle. Adjusting any one element makes a tangible difference. Addressing all three has a transformative potential.

If you’re ready to dive deeper into understanding burnout and how to reclaim your well-being, my book Burnt Around the Edges is a must-read. Packed with insights, personal stories, and actionable strategies, it’s your guide to navigating and overcoming burnout—grab your copy today and take the first step toward a balanced and thriving life.

Arjuna George

Self Leadership Coach – Specializing in Burnout Prevention

www.silverarrowco.com