Leadership Burnout: Why Most Executives Are Hiding Their Mental Health Struggles

I remember a time when I thought I had to be everything for everyone.

As the founder of The Cookie Project, a social enterprise focused on employing people with disabilities, I poured every ounce of energy I had into ensuring its success.

On the outside, I was driven and energetic—a leader who seemed to thrive on pressure. On the inside, I was battling something far more insidious: exhaustion, anxiety, and a creeping sense of burnout.

Yet, like many executives, I kept pushing through, telling myself it was just a phase, something I could "manage." But burnout isn’t something you manage—it's something that consumes you if left unchecked.

And I'm not alone.

The Hidden Epidemic of Burnout Among Executives

Burnout is no longer just a term thrown around in casual conversation. It’s become a full-blown crisis in leadership. Here are some concerning stats:

• A staggering 77% of professionals have experienced burnout at their current jobs - a study by Deloitte
• 60% of senior leaders say their mental health has been impacted by work stress over the past year - research by Forbes.
• 82% of executives struggle with feelings of burnout, but the majority remain silent about their struggles, fearing the repercussions of appearing vulnerable, according to survey by Harvard Business Review .

Leaders are suffering in silence. 

....but why?        

The Unspoken Pressures of Leadership

In today’s hyper-competitive and fast-paced business environment, leadership is often equated with strength, resilience, and infallibility. The higher you climb on the corporate ladder, the more you’re expected to be immune to stress. It’s no wonder many executives hide their mental health struggles—they’ve been conditioned to believe that admitting to burnout is tantamount to admitting failure.

The pressure to maintain the facade of "perfect leadership" is immense. Many leaders, particularly in C-suite roles, feel an expectation to always be ‘on’, working longer hours and solving more problems, often at the cost of their own mental and physical health.

In a world that glorifies overwork, the cost of this pressure is high. Leaders fear that admitting they are struggling will undermine their authority, cast doubt on their abilities, or lead to diminished trust from their teams and boards.

This is a dangerous cultural norm, and it's not just affecting individual leaders—it's hurting entire organisations.

The Real Consequences of Hidden Burnout

Burnout in leadership doesn’t just affect the individual; it ripples out across the organisation. Leaders suffering from burnout are more prone to poor decision-making, strained relationships with team members, and a general decline in creative and strategic thinking.

Studies have shown that burnt-out leaders are 63% more likely to take sick leave, which disrupts company operations and places additional stress on teams left to pick up the slack.

Moreover, hiding mental health struggles creates a toxic work environment where vulnerability is stigmatised, leading to a company culture where people at all levels are afraid to speak up. This often results in high employee turnover, low morale, and reduced productivity.

In fact, according to Gallup, organisations with high burnout rates experience 50% higher turnover than those with low burnout rates.

When the person at the top refuses to address their own mental health, it sets a dangerous precedent for the rest of the company. The message becomes clear: “Struggling with your mental health is a sign of weakness.” This silence only perpetuates the cycle of burnout, stress, and disengagement within the organisation.

Why Vulnerability Is the Strongest Leadership Skill

One of the greatest misconceptions in leadership is that vulnerability is a weakness. In reality, it’s one of the most powerful tools a leader can use to connect with their team and create a healthier, more supportive workplace culture. When leaders are open about their mental health struggles, it humanises them, fostering deeper trust and loyalty among their team.

Take Satya Nadella , CEO of Microsoft, as an example. When he openly discussed his personal challenges and struggles, including the pressures of leadership, he not only strengthened his bond with employees but also shifted Microsoft’s culture to one that prioritises empathy and inclusion.

Vulnerability in leadership is not about oversharing; it's about being authentic. It’s about acknowledging that leaders, too, are human, and that admitting when you’re struggling doesn’t make you less of a leader—it makes you more relatable and, ultimately, more effective.

Practical Steps to Prevent Burnout in Leadership

It’s clear that we need a shift in how we view leadership, particularly when it comes to mental health. Here are a few practical steps that leaders can take to protect themselves—and their teams—from the devastating effects of burnout:

1. Set Boundaries Early and Often: Leaders must model healthy work-life boundaries. This means not only creating boundaries for yourself but also encouraging your team to do the same. Setting expectations for email response times, after-hours communication, and time off can help set a precedent that mental health is a priority.
2. Delegate and Trust Your Team: Many leaders burn out because they feel the need to control every aspect of the business. Learn to trust your team and delegate responsibilities. By sharing the load, you not only protect your mental health but also empower others to grow.
3. Normalise Mental Health Conversations: Encourage open dialogue about mental health within your organisation. By making it clear that it's okay to discuss mental health openly, you remove the stigma and create a more supportive work environment. Copy and paste this article, remove my name etc, and print a copy to place it in your lunch rooms or next to the water cooler or your manager's table.
4. Take Time for Yourself: Leaders often feel guilty taking time away from work. However, prioritising self-care, whether through regular exercise, hobbies, or simply unplugging for a day, is essential for long-term success. Remember, you can’t lead effectively if you’re running on empty.
5. Seek Professional Help if Needed: Therapy and counselling shouldn’t be seen as a last resort. Leaders who prioritise their mental health through professional support are not only taking care of themselves but are setting a powerful example for their teams.

Final Thoughts

The old image of the relentless, invulnerable leader is outdated. In today’s world, authenticity, empathy, and transparency are what define great leadership. The more executives open up about their mental health challenges, the more they create a culture where vulnerability is not just accepted but encouraged.

If you’re a leader experiencing burnout, the most courageous thing you can do is speak up. Not only will it improve your own well-being, but it will also pave the way for others in your organisation to prioritise their mental health as well. It’s time for leaders to stop hiding behind a mask of perfection and start leading with their whole selves—vulnerabilities and all.

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Eric shows up every week to serve the LinkedIn community by sharing insights from his two-decade of leadership journey in banking, social impact and social entrepreneurship. As an advisor and consultant, Eric guides organisations in developing effective social enterprise strategies and employee wellness. Based in Ipoh, Malaysia, he also promotes mental health through his non-profit initiative.