The New York Times just did an entire piece on burnout coaches. And while burnout is on the rise, this raises some red flags.
You can read it here: https://www.nytimes.com/2024/07/09/business/work-stress-burnout-coach.html
It’s not my style to put people on blast. And the truth is, I’m not calling anyone in particular out here.
However, the whole “burnout coach” thing strikes a nerve with me. It strikes a nerve and raises red flags.
Stay with me here.
The Journey
I, like everyone, have my own journey.
Having been a bedside nurse, having worked through the pandemic, developing and overcoming PTSD, being in an unsupported healthcare profession, and becoming, you guessed it, burned out. But, also having my own journey in coaching.
Moving into coaching from an area where there is a 62% burnout rate and 93% job fatigue, I thought
I, too, could tackle these issues around burnout. The good and the bad news is I did my research. (Coming from and continuing to be in an evidence based profession, I always do my research.)
As a result of that research, I have tools to help evaluate burnout levels and risk factors for individual clients or groups of employees. I can also help develop strategies that will reduce the risk of burnout. But, I am not a burnout coach. And I recognize you cannot coach around burnout.
Burnout
Burnout is a symptom— not just a symptom, but a syndrome. It represents the breaking point resulting from all other systems failing. These points of failure present themselves on the side of employers in a multitude of ways and as self-care deficits for individuals.
Even if an employer offers a “wellness program,” whether it’s through a website, service, or app, it doesn’t matter. Research has shown 98% of general employee wellness programs have zero impact on employee wellness. They are too hands-off. As a result, the 2% of people already performing self-care may use the products or don’t need them, leaving everyone else with a band-aid solution that implies “well, at least we tried something. And wasn’t it shiny?”
Red Flags
Burnout is too complex to coach on or around. There are too many other factors at play.
If someone calls themselves a burnout coach, it raises the concern that they 1) haven’t done the work themselves and don’t actually understand burnout, or 2) are knowingly capitalizing on a buzzword while trying to avoid the fact that burnout is tremendously complex.
So, it’s a case of being well-intentioned but unprepared, or deceptive. Neither is good.
Contributing factors to burnout need to be addressed holistically. Employers need to be aware of value alignment, communication, effective leadership, support, commitment to community, workload, autonomy, how praise and criticism are given, and fairness and the perception of fairness. Individuals need support systems, mindset, connection, addressing issues around mind, body, and spirit, general mental health, and possibly therapy.
There is no single point where burnout begins or ends. Unless a comprehensive and holistic approach to change is brought to office culture and personal lives, the cycle continues.
Can you be a coach that addresses these issues? Yes. Can you address all of them? Maybe, circumstances allow. But are you actually addressing burnout? No. Reducing burnout levels or scores, if you have a measurable tool like the one I use, is a side effect of coaching around other issues. It’s a benefit. But, because it can’t be directly influenced, you can’t be a burnout coach and you can’t coach around burnout.
ADHD And Burnout
Living with ADHD can significantly increase the risk of burnout due to challenges with focus, time management, and emotional regulation. If you're feeling overwhelmed by these pressures, you're not alone. The solutions go beyond surface-level fixes and require a holistic approach—one that considers value alignment, effective leadership, workload management, personal support systems, and more.
Individuals with ADHD are at higher risk of burnout due to a mix of cognitive and social factors. Core symptoms like inattention and impulsivity demand significantly more mental effort to complete everyday tasks. There often external criticism that blends with internal criticisms and comparisons to others.
there can be an overwhelming feeling that there is a need to fit a square peg into a round hole. This can fuel feelings of shame, as societal expectations often prioritize focus and productivity (which is usually a vague and poorly defined metric).
Consequently, to compensate for perceived shortcomings, individuals with ADHD may take on unrealistic workloads, leading to exhaustion and burnout. This cycle is further perpetuated by the double-edged sword of hyperfocus. While hyperfocus can be a period of intense productivity, it often comes at the expense of basic needs like sleep and rest. The subsequent crash following hyperfocus can trigger burnout, leaving the individual depleted and ashamed of their inability to maintain that level of performance. This fear of failure and shame can create a reluctance to take breaks, ultimately exacerbating the cycle of burnout.
The Difference
As someone who understands the unique challenges posed by ADHD, I'm here to guide you through the complexities of burnout.
Together, we can develop a comprehensive strategy to improve both your professional and personal life.
I also work directly with companies to address and mitigate the factors contributing to increased attrition rates which are often linked to burnout. By fostering a supportive systems and implementing effective leadership practices, we can create an environment where everyone thrives.
Ready to take the first step towards reclaiming your balance and well-being? Schedule your discovery call today and let's explore how personalized coaching can make a significant difference for both individuals and
organizations.
Click here to book your discovery call.
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