The Hidden Burnout Crisis Among Leaders & The Cost of Speed

Recently, in a workshop, after guiding a group of senior leaders through this breathing exercise, one leader spoke up. She said something that humbled me:

“Those three breaths felt awful for me”

When I asked her to tell me more, her answer reflected a truth many of us face:

• It was scary to slow down.

• It felt unfamiliar and uncomfortable.

• Her mind raced faster than ever before.

This leader wasn’t alone in her experience. The fear of slowing down is something many of us share. We’re so used to the fast pace of work, to pushing through day after day, that slowing down—even for a moment—can feel impossible, or even terrifying.

It's like trying to stop a hamster wheel that’s been spinning non-stop for years.

Stopping can often mean confronting everything we've been running from—stress, emotion, and even bigger life questions.

The Hidden Burnout Crisis Among Leaders

The surge in exhaustion among leaders isn't solely a matter of heavy workloads—it's the relentless, high-pressure pace of work that intensifies this depletion. Many leaders, while deeply committed to supporting their teams, frequently neglect their own well-being, often unaware of where to even begin addressing their stress.

In 2024, the issue of leadership burnout is more prominent than ever. A recent study showed that 60% of leaders report feeling physically and emotionally depleted at the end of each day, a clear marker of burnout. It's not just the quantity of work but the unrelenting demands of their roles that contribute to their strain. Leaders are often caught in the trap of supporting their teams without allowing themselves time to recover.

Moreover, data reveals a significant disconnect in how well-being efforts are perceived: 96% of CEOs believe they are doing enough to support their workforce's well-being, but only 69% of employees agree.

This gap highlights how leaders may feel they're taking steps toward well-being but are failing to address the deeper systemic issues causing stress, both for themselves and their teams.

If our leaders are unable to effectively manage their own stressors, how can we expect them to successfully champion well-being initiatives that create meaningful change?

Where To Start With Supporting Leaders To Reduce Stress

The leaders I work with often experience a one-way support stream—they are constantly giving without receiving the necessary resources or encouragement to prioritize their own well-being.

Many leaders face the dilemma of where to start in tackling their own burnout. Often executives can acknowledge the risks of burnout but few feel fully equipped to address it. There's an urgent need for more comprehensive leadership training and support systems.

To effectively support leaders in managing stress, organizations can take a holistic approach that integrates various strategies.

Here are two key areas to focus on, along with how my expertise can help facilitate these changes:

1. Create a Supportive Network & Foster Open, Solution-Focused Conversations

Leadership teams have a unique opportunity to build deeper trust and lean into vulnerability. In my workshops, I guide leaders in developing self-awareness, enabling them to recognize their own well-being challenges and engage in conversations that lead to meaningful solutions. This approach not only alleviates feelings of isolation but also empowers leaders to navigate their challenges with greater confidence.

For instance, a recent breakthrough with a VP highlighted this transformative process. She discovered that she was inadvertently a source of chronic stress for two of her team members who ultimately left due to burnout. Through reflection, she recognized her role in creating unrealistic timelines that contributed to their stress. Although it was confronting for her to acknowledge this, she embraced the opportunity to develop a new process that included her team in the timeline creation, significantly reducing chronic stressors. By bravely sharing her learnings with her senior leadership team (SLT), she inspired collective commitments to prioritize well-being across the organization.

2. Invest in Leadership Development Programs & 1:1 Executive Coaching

Offering targeted training focused on how to consistently identify and reduce chronic stressors at work is a non-negotiable training for any leader. My programs equip leaders with practical tools to manage their stress and understand the roles they play in either the creation or the reduction of stress within themselves and their team environments.

My customized training sessions are specifically designed to address the unique challenges faced by leadership teams, ensuring participants leave with actionable insights and skills they can implement immediately.

Ready to elevate your leadership and create a thriving workplace? Let’s connect to explore how we can build a high-performance culture that attracts and retains top talent—without burnout.

About the Author

Shauna Moran is an internationally recognized expert in workplace well-being, burnout prevention, and leadership development. She specializes in two key areas: empowering women leaders and fostering sustainable, high-performance workplace cultures.

With a proven track record, Shauna has helped over 1,000 leaders shift from stressed managers to resilient, high-impact executives. Her clients report:

✅ 60% reduction in workplace stress while enhancing organizational effectiveness.
✅ 40% more time for strategic work—without increasing their workload.
✅ 85% retention rate for high-potential leaders within 18 months.

Most recently, she helped an organization double its retention rate, proving that well-being and performance go hand in hand.

Shauna has also guided over 200 women leaders in transforming from overwhelmed managers into confident, influential executives, with an 85% success rate in securing promotions within 18 months.

Ready to build a thriving, resilient workforce?