Recognizing Burnout Signs in Colleagues

Saya pernah punya team member. Performanya selalu bagus, target selalu over achieve, highly motivated, and pleasant to be around. One of the best performers I’ve ever had. Namun seiring berjalannya waktu, sesuatu berubah. Dia tidak lagi menyelesaikan pekerjaan sesuai deadline, antusiasme dia hilang, results dia menurun, bahkan dia sempat lashing out kepada teammates nya. At the end of the day, orang tersebut memutuskan untuk resign. Yang saya pelajari adalah this: the higher the performance level, the higher the stress level. It’s natural. Namun ketika stress tersebut melewati batas wajar dan berubah menjadi toxic, performance tidak ikut meningkat—justru jatuh. And when it drops… it. drops. hard. Sebagai leaders, tugas kita adalah mewaspadai hal ini. Push for excellence, yes.  Menyadari di titik mana stress dapat merubah performance menjadi destruktif, itu harus. So, the next time you see those cracks forming, don’t wait for them to widen—step in, support, and remember: protecting your brightest stars from burning out today is investing in keeping their light shining strong for the long run. #StressManagement #CareerSupport #TransformativeLeadership

He's going to quit... For the sake of privacy let's call this employee Joe. Joe was a top performer—engaged, positive, and someone his peers confided in. Management labeled him a "complainer". He’d point out how overrun meetings were unproductive, how the CEO’s morning rants were dragging down morale, and how management needed to step in because he didn’t want to be the team’s emotional sounding board. His feedback was always constructive, not complaining. He wanted things to improve. But over time, something changed... The feedback slowed. He stopped volunteering for projects. He wasn’t in my office anymore, sharing ideas. When I finally asked, “Hey, are you okay? I haven’t seen you around,” he replied: “Oh, yeah. Just been busy trying to keep my nose clean.” I flagged it to his manager, but nothing changed. Two weeks later, he resigned. Our COO asked him, “Please, tell us how we can make this work. We’ll do whatever it takes.” His answer was devastatingly clear: “I already did. You weren’t willing.” This was years ago and I still think about what I learned that day: 1️⃣ Feedback needs action. When someone takes the time to point out what’s wrong, you owe them a response—action, or at least acknowledgment. 2️⃣ Disengagement is a warning sign. When an engaged employee starts pulling back, it’s not just busyness. It’s a signal, and ignoring it is a mistake.

Conservation’s mental health epidemic Amid the calls of gibbons and the whir of drones scanning forest canopies, a quieter crisis is unfolding within the ranks of those trying to save nature. Conservationists, often seen as tireless stewards of the planet’s dwindling biodiversity, are burning out. In some cases, they are breaking down. And with disturbing regularity, social media feeds are peppered with tragic news of conservation professionals who have taken their own lives. Yet data on suicide within the field is scarce, both due to stigma and the sector’s fragmented structure. A study published in Conservation Biology surveyed more than 2,300 conservation professionals across 122 countries, offering one of the first comprehensive glimpses into the sector’s mental health. Over a quarter of respondents scored in the moderate-to-severe range for psychological distress. Women, early-career professionals, those with poor physical health, and those lacking social support were particularly at risk. The study’s authors emphasize that psychological distress does not equate to mental illness, but high levels can signal serious wellbeing concerns. Conservation work blends passion with precarity. Many are drawn to the field by a sense of duty or love of nature, but underfunding, job insecurity, and poor institutional support often greet them. The vocational allure of saving the planet is sometimes exploited through long hours, unpaid labor, or unsafe working conditions, particularly in field roles where rangers may be enforcing laws in the same communities where they live. The study found that job-related factors—like organizational instability, lack of resources, and constant time pressure—were strongly associated with distress. Conversely, feeling that one’s work makes a meaningful contribution to conservation was one of the strongest protective factors. A sense of impact, it turns out, may be more important than hope that humanity will solve the biodiversity crisis. Other sectors have long recognized the importance of workplace mental health. Conservation, say the authors, must do the same. Recommendations include: ☑️ Develop & routinely update workplace well-being plans tailored to conservation contexts. ☑️ Promote healthy work-life balance through flexible schedules & limits on work hours. ☑️ Train managers to support mental health & recognize signs of distress. ☑️ Celebrate contributions to conservation to counter feelings of futility. ☑️ Ensure job security & equitable compensation, particularly for early-career staff and women. ☑️ Require funders to support mental health as part of grant conditions. Protecting those who protect nature, it seems, is long overdue. 🔬 Thomas Pienkowski, Aidan Keane, Sofia Castelló y Tickell, Emiel de Lange, Mirjam Hazenbosch, Munib Khanyari, William Arlidge, Gergö Baranyi, PhD, Stephanie Brittain, Vena Kapoor, Vik Mohan, Sarah Papworth, Roshni Ravi, Izak Smit, E.J. Milner-Gulland. DOI: 10.1111/cobi.14097

If your team’s running on empty, it might not be a workload issue. It might be a misalignment issue. When people feel drained, it’s rarely because they’re doing too much. Often, it’s because they’re spending too much time doing the wrong kind of work. The kind of work that pulls energy instead of giving it back. We often assume that if someone is competent, they should keep doing what they’re good at. But just because you’re good at something you don’t enjoy does not mean it doesn’t cost you. Leaders mean well when they tell someone, “You’re great at that, keep going.” Yet over time, that kind of encouragement can lead to exhaustion. What drains someone is not weakness. It is information, a clue about how they’re wired and what gives them joy. Healthy teams don’t just celebrate strengths. They also honor frustrations. They make space for people to say, “I can do this, but it drains me,” and then adjust roles, projects, or expectations accordingly. When leaders pay attention to both gifts and frustrations, they don’t just get better results. They build teams that are sustainable, dignified, and deeply human. 🎧 Listen to the Working Genius Podcast Episode 98: Honoring Working Frustrations https://lnkd.in/gpuwq845

Losing control for seconds can cost you credibility for months. 10 real-world examples – and smarter ways to respond. Anyone can look confident when things are smooth. The real test comes when you’re triggered – and still choose calm. Here are 10 common scenarios where people “lose it,” how it hurts them, and what to do instead: 1. A colleague taking credit ❌ Angry confrontation creates drama. ✅ “I’m glad this project is moving forward – here’s the part my team and I led.” 2. Critical feedback in meetings ❌ Getting defensive makes you lose credibility. ✅ Pause, thank them, and say you’ll reflect before responding. 3. Being interrupted ❌ Snapping back makes you look insecure. ✅ Hold steady, let them finish, then calmly return to your point. 4. Not being acknowledged for your work ❌ Complaining looks like insecurity. ✅ Document wins and weave them into conversations strategically. 5. Tough questions from senior leaders ❌ Panic mode signals you’re unprepared. ✅ Take a breath, ask clarifying questions, and answer with structure. 6. Office gossip ❌ Emotional reactions make you look complicit. ✅ Stay neutral and redirect to constructive topics. 7. Email criticism late at night ❌ Instant replies often escalate. ✅ Sleep on it - reply with calm logic in the morning. 8. Microaggressions or subtle digs ❌ Snapping back gives power to the other person. ✅ Respond with calm clarity: “Let’s keep this professional.” 9. Team mistakes under your watch ❌ Outbursts erode motivation. ✅ Focus on solutions first, feedback later. 10. Unexpected rejection (role, idea, proposal) ❌ Taking it personally shows lack of resilience. ✅ Ask, “What would strengthen this for next time?” Your reputation doesn’t collapse from one bad decision. It collapses from one bad reaction. Which of these 10 do you catch yourself in most often? - - - 🔔 Join 9,670 leaders getting my 21-page Executive Presence Workbook: - 10 levers including confidence, communication, strategic thinking - Practical exercises to build credibility, influence, and presence - The same system that helped my clients land Director+ roles 👉 Link below to join.

Before a psychiatric diagnosis can be made, it has to survive a medical workup. This is one of the most important, and most consistently missed, steps in mental health care. The brain runs on glucose, oxygen, hormones, nutrients, and an immune system it shares with every other organ. When any of those inputs are disrupted, the brain produces symptoms indistinguishable from psychiatric illness. Examples of what gets missed every day: ⚕️ Hypothyroidism can present as depression. Studies show up to 26.2% of depressed patients have abnormal thyroid function. Treating the thyroid condition should be the first step. ⚕️ Hyperthyroidism can look like anxiety or mania: racing thoughts, insomnia, irritability, and palpitations mimicking panic disorder or hypomania. ⚕️ Iron deficiency can mimic ADHD or depression. Iron is important in dopamine synthesis, and testing without ferritin levels routinely misses this etiology. ⚕️ B12 deficiency can manifest as depression, cognitive decline, and in severe cases psychosis. Neurological impairment can occur at levels considered normal by standard reference ranges. ⚕️ Sleep apnea can present as depression and ADHD: cognitive fog and low energy are driven by chronic hypoxia and fragmented sleep. ⚕️ POTS and dysautonomia can look like anxiety, depression, and cognitive dysfunction, driven by cerebral hypoperfusion when upright, not primary psychiatric illness. ⚕️ PANDAS/PANS manifests as sudden-onset OCD, tics, anxiety, and behavioral change in children. The hallmark is dramatic onset, often overnight, following streptococcal or other infection. ⚕️ Autoimmune encephalitis can present as psychosis. 75% of anti-NMDA receptor encephalitis patients first present to a psychiatrist. It is treatable, but can be fatal when missed. ⚕️ Cushing's disease can look like bipolar disorder: cortisol excess produces mood instability, insomnia, and cognitive impairment. Here's what a basic workup for any psychiatric condition should include: → CBC, CMP, TSH, free T4, B12, folate, vitamin D, iron studies with ferritin, fasting glucose, HbA1c, lipid panel, CRP, urinalysis, toxicology screen. Suspected POTS: → Orthostatic vitals (supine, sitting, standing at 1, 3, and 10 minutes); tilt table test if indicated. Suspected PANDAS/PANS: → Throat culture, rapid strep, ASO titer, anti-DNase B antibody, CBC with differential, ANA, ESR, CRP, mycoplasma IgM/IgG. First-episode psychosis: → Add ANA, anti-NMDA antibodies, HIV, RPR, neuroimaging. Treating a medical condition as a psychiatric one can cost years of a patient's life. The most evidence-based first step in mental health care is ruling out the medical conditions that produce psychiatric symptoms. We should be doing it every time. Follow me Britton Ashley Arey, MD MBA for evidence-based perspectives on psychiatry, mental health, and the science of the mind. #Psychiatry #MentalHealth #IntegratedCare #MindBodyMedicine #MentalHealthAwarenessMonth

There is a silent cost of staying in a job that doesn't work for you. Your Career Deserves Better. Life is too short for a job that dims your light. The cost of staying in the wrong role isn't just professional stagnation—it's becoming someone you don't recognize in the mirror. ⚠️ The Alarming Reality of Today's Workplace Recent research paints a concerning picture about our work environments: ➡️ According to a 2024 SHRM study, 44% of American employees report feeling burned out at work, with 45% feeling "emotionally drained" and 51% feeling "used up" at the end of each workday. [1] ➡️ A shocking 82% of white-collar workers surveyed by DHR Global in 2024 reported experiencing burnout, ranging from "slight" to "extreme." [2] Workers who feel burned out are nearly 3 times more likely to be actively searching for another job (45% vs. 16% of those not reporting burnout). [3] ➡️ According to MIT Sloan Management Review, a toxic workplace culture is over 10 times more likely to contribute to an employee quitting than compensation issues. [4] ➡️ Employees who feel included and psychologically safe at work are 50% less likely to experience burnout. [5] The Three Non-Negotiable Exit Signs Through coaching thousands of professionals through career transitions, I've identified these three warning signs that should never be ignored: 1. When survival becomes the goal (not growth) - A workplace that doesn't encourage development leaves you stagnant and increasingly disengaged. 2. When burnout infiltrates your personal life - True burnout isn't just feeling tired at work—it's when work stress begins affecting your physical health, relationships, and mental wellbeing. 3. When toxicity starts changing who you are - From gaslighting to constant negativity, toxic environments force you to adapt in ways that can fundamentally alter your personality and values. Your career should be a catalyst for your best self, not an obstacle to it. Staying too long in the wrong environment doesn't demonstrate loyalty or resilience—it shows a willingness to sacrifice your wellbeing. What was your wake-up call to make a change? Share below. 🔺 If this message resonated, I’m building something that goes much deeper. It’s called the 30-Day Influence Mastery Program. A step-by-step system to help you communicate with clarity, lead with confidence, and move people to action. You can join the waitlist here: https://lnkd.in/gKmAPrHQ I’d love for you to be part of it. #CareerGrowth #WorkplaceCulture #ProfessionalDevelopment #LeadershipAdvice #CareerTransition Sources: SHRM's Employee Mental Health in 2024 Research Series, May 2024 DHR Global Survey of knowledge workers in North America, Asia, and Europe, 2024 SHRM Research, 2024 MIT Sloan Management Review Report on Great Resignation, 2021 Boston Consulting Group Study "Four Keys to Boosting Inclusion and Beating Burnout," 2024

Some employees do not burn out loudly. They burn out quietly while still performing. As someone who was late diagnosed AuDHD and Dyspraxic, this is something I understand both professionally and personally. For years I was celebrated for high achievement. Winning awards. Inclusion at high-profile events. Delivering innovative creative projects. Being seen as capable, resilient and high performing. What people did not see was the neurological cost behind that performance. The constant pushing. The masking. The over-preparing. The emotional exhaustion. The pressure to maintain an unsustainable level of output. I became very skilled at giving 150% even when my nervous system was already overwhelmed. Looking back now, there were signs that should have been recognised earlier: • Emotional volatility under sustained pressure • Social withdrawal after high-demand periods • Extreme exhaustion hidden behind continued achievement • Difficulty sustaining recovery time • Quietly reaching beyond my limits while still appearing “fine” externally What I needed was not criticism for struggling to sustain the pace. I needed: • More regular check-ins • Greater understanding of neurological load • Reduced pressure to constantly overperform • Permission to recover before reaching burnout • Environments where support was proactive rather than crisis-led This is why neuro-affirming leadership matters so much. Because high performers are not always thriving. Sometimes they are surviving on adrenaline, hypervigilance and determination for far longer than their brain and body can sustainably manage. The goal should never be to admire how much somebody can endure before collapse. It should be to create workplaces where people can succeed without sacrificing their wellbeing in the process. #Neurodiversity #ADHD #Dyspraxia #Autism #Burnout #PsychologicalSafety #Leadership #Neurodivergent #InclusiveLeadership #WorkplaceWellbeing #Neuroscience

You struggle to focus, even on simple tasks. Your energy crashes in the middle of the day. You’re restless at 11 PM, exhausted at 8 AM. I see most of my patients in their 30s and 40s normalise this lifestyle. But these aren’t just signs of getting older. They’re your body’s way of telling you it’s under chronic stress. 1. You wake up tired, no matter how much you sleep. Cortisol disrupts deep sleep 2. You forget things more often. Chronic stress shrinks your hippocampus. 3. You feel unexplained aches and pains. Your body stays in fight-or-flight mode. 4. Your digestion is unpredictable. Stress alters gut bacteria and slows digestion. 5. Your mood is all over the place. Cortisol depletes serotonin and dopamine. Stress isn’t just mental — it’s physical. It speeds up aging at a cellular level. The good news? You can reverse stress-driven damage: ✅ The Physiological Sigh – Breathe in deeply through your nose, take a short second inhale, then exhale slowly through your mouth. This activates the parasympathetic nervous system and lowers heart rate within seconds. ✅ 20 Minutes of Nature – Just 20 minutes outdoors can lower cortisol by up to 21%. So go for a walk and make sure to spend some time outdoor everyday. ✅ The Filters Test - If you want to reduce stress, you need to curate your thoughts. Whenever you have a negative thought, answer these 3 questions: - Is it true? - Is it kind? - Is it helpful? If any of the answer is no, try to discard the chain of thought immediately. Aging is inevitable. But feeling older than you are? That’s something you can control. Which of these stress signs do you notice in yourself? #healthandwellness #mentalhealth #stress