The World Health Organization (WHO) officially classified “burnout” as an occupational disease in 2019. However, this stress condition affects people at every level, including organizations of all sizes. It can have a lasting impact on the workplace and its teams.
In today’s episode of Inside Automotive, Daisy Auger-Domínguez, speaker, author, and advisor, shares a few strategies from her book Burned Out to Lit Up: How to Reignite the Joy of Leading People to help leaders overcome burnout. She’s a seasoned executive with years of experience leading global human capital practices at Google, Disney, and Vice Media.
She was inspired to write the book because she has witnessed how burnout dims the light in the most passionate leaders. Therefore, she wanted to speak directly to leaders who are often caught in the crossfire between demanding expectations and messy human experiences in the workplace. While her book targets leaders specifically, anyone can benefit from reading it.
Recognizing burnout early is crucial. Burnout typically manifests as prolonged exhaustion, increased cynicism, and a sense of diminished professional effectiveness. Leaders often overlook this gradual decline until it reaches a critical point. However, by staying vigilant, they can recognize the signs of burnout and take action to address it before it escalates into a crisis.
Burnout can affect employee retention, productivity, and the possibility of recruiting new talent. In addition, the effects of burnout ripple further beyond the professional environment—they can impact relationships with spouses, family, and friends.
Auger-Domínguez shares with the audience several essential techniques to address burnout within themselves and amongst their teams.
Firstly, she urges leaders to listen to the ‘whispers’ of burnout, the small behavioral changes within themselves or their teams, such as increased irritability, heightened cynicism, disengagement, or a drop in communication. For instance, a team member who used to be proactive in meetings might start to withdraw or show signs of disinterest. By paying attention to these warning signs, leaders can effectively address burnout before it becomes a crisis.
Secondly, leaders should work to build strong relationships with their teams and create an environment where they feel safe to confide their concerns. Being a distant leader reduces the opportunity to fix the fixable things.
Thirdly, leaders should step back and cultivate a deep awareness and understanding of themselves. This self-awareness will allow leaders to navigate workplace stresses better and understand personal triggers.
Leaders should display intentionality in their communication with the team, not talking ‘at’ each other but ‘with’ each other. This fosters an environment of trust and camaraderie, making leaders feel more connected and engaged with their teams.
Finally, it’s essential to recognize that vacations are not a cure. While they may offer a brief respite, they do not alter the environment. Change begins with how leaders present themselves.
By recognizing burnout early, addressing its root causes, and fostering a culture of trust and support, leaders can reignite their passion for leading and create healthier, more productive workplaces. This involves creating open channels for communication, providing resources for mental health support, and leading by example in prioritizing work-life balance.
"A burnt-out leader burns out their teams... You are depleting them of the very essence you need from them to be productive colleagues." – Daisy Auger-Domínguez
