In times past, burnout was often a silent struggle. In some quarters, it was even perceived as something that affected lower-level employees more than managers. Today, burnout is a leadership crisis. Executives, founders, and senior managers are increasingly reporting exhaustion, disengagement, and a creeping sense of disconnection from their work. A 2024 report by LHH found that leadership burnout rose to 56% last year, with Generation X and millennial leaders most affected.

Of course, the personal issues associated with burnout lead to organizational problems. Burned-out leaders make poor decisions, micromanage, and unintentionally erode team morale. When it comes to sourcing talent, burned-out hiring managers may be slower to communicate. As a result, the company loses out on top candidates. And when organizational leaders are struggling this way, it may negatively impact the company’s reputation and lead to long-term hiring challenges.

Andrew Doyle, founder of The Doyle Group and a passionate advocate for wellness in the workplace, puts it succinctly:

“Wellness isn’t just a personal priority—it’s a leadership responsibility. Making time for physical activity, family, and continued learning around health and well-being not only keeps me grounded, but it also sets the tone for our culture. When leaders model balance and curiosity, it gives everyone permission to do the same.”

Why Leaders Burn Out Faster

It’s no secret that leadership roles come with unique stressors, such as:

• Isolation at the top: Leaders may lack peers to confide in, making it harder to process stress.
• Pressure to perform: The expectation to deliver results can lead to overwork and neglect of personal well-being.
• Reluctance to show vulnerability: Many leaders fear that admitting to burnout may be perceived as weakness.

These and other factors contribute to a higher risk of leadership burnout compared to their team members.

Not surprisingly, when leaders do experience burnout, they are up to three times more likely to begin actively seeking roles with other companies, according to one survey. Even if they stay in their current role, they are unable to work up to their full potential, and may even begin making decisions that hurt the productivity and morale of their team.

With the foregoing in mind, it’s clear that addressing leadership burnout is not just about individual well-being; it’s about sustaining organizational health and performance.

Strategies To Combat Leadership Burnout

To mitigate burnout, leaders can adopt the following strategies:

Delegate effectively.

Building a trustworthy team allows leaders to focus on strategic priorities. Yet according to DDI, 81% of rising leaders lack proficiency in delegation — which means many are holding onto tasks they shouldn’t. Many leaders fail to realize that effective delegation is not about offloading work; it’s about empowering their team, fostering their team’s growth, and creating the mental space needed for big-picture thinking.

Invest in the right talent.

Hiring individuals who align with the organization’s values reduces friction and enhances collaboration. Taking the time to thoughtfully hire, rather than rushing to fill roles, prevents future fires and ensures the leader’s team is strong enough to take the weight off his or her shoulders.

Set boundaries.

Learning to say “no” and setting clear work-life boundaries is crucial. Leaders often feel compelled to say yes to every request, but this only fuels exhaustion. Setting limits — whether it’s no emails after hours or declining extra meetings — is the key to protecting energy for what matters most.

Foster open communication.

Encouraging honest dialogue about workloads and stress levels can preempt burnout. If leaders don’t know how their team is feeling, they can’t support them effectively. Leaders can promote open dialogue by modeling vulnerability in appropriate ways: sharing how they’re doing, where they’re stretched, and how they’re managing their workload. This signals to others that it’s safe to open up.

Utilize technology.

Tools like AI assistants, virtual schedulers, and time-blocking apps can streamline tasks and free up time. For instance, using calendar tools to block off focused work sessions, automating routine tasks, and relying on AI for drafting emails or reports can help leaders protect their bandwidth.

Prioritize physical health.

Regular exercise and adequate rest are foundational to resilience. A simple practice like taking walking meetings or stepping away from the desk for a stretch break can make a surprising difference in mood and focus. Leaders who model self-care show their teams that health matters.

Join a peer network.

Leadership can feel isolating, but leaders don’t have to cope with their stressors alone. Joining a peer network or mastermind group helps normalize challenges, offers fresh perspectives, and gives leaders a safe space to share struggles without fear of judgment.

Continuously evaluate your workload.

Leaders can ask themselves: “What tasks are truly worth my time? Am I clinging to responsibilities that could be automated or delegated?” Regular self examination can help leaders focus on the areas of their personal and professional life that matter most.

Think long term.

Burnout prevention is a marathon, not a sprint. Leaders who invest in their culture, build strong teams, and nurture their well-being will reap rich dividends — but not overnight. Patience is key.

By adopting these strategies, leaders can create a foundation of resilience that not only supports their well-being but also drives a thriving, innovative team culture.

A Cultural Shift

Apart from actions that individual leaders can take, organizations as a whole must recognize that leadership burnout is a systemic issue requiring a cultural shift. Here are some steps on the corporate level that forward-looking companies can take:

• Promote a culture of well-being: Encourage practices that support mental and physical health at all levels. This includes providing time for recovery, not glorifying overwork, and creating psychological safety for honest conversations.
• Provide resources: Offer access to coaching, counseling, and wellness programs. These should not be viewed as perks, but as essential support systems that allow leaders to sustain peak performance over time.
• Model healthy behavior: Leaders should exemplify balance and self-care, setting the tone for the organization. When a CEO takes a walking meeting or openly prioritizes family, it sends a powerful message that wellness is non-negotiable.

By addressing burnout proactively, organizations foster a resilient leadership team capable of guiding the company through challenges and growth.

Combating leadership burnout is not a luxury—it’s a necessity for the longevity and success of any organization. If you’d like to build out a reliable team to support your leadership goals — a team that will allow you to delegate more, and help in the fight against burnout — reach out to our team at The Doyle Group for more information.