A belief that you’re not allowed to struggle.

That leaders must be resilient, composed, always calm—even when they’re burning out behind the scenes. But here’s the truth: you’re human first, leader second. And the moment you allow yourself to say, “I’m not doing great right now,” you create space for others to do the same.

Burnout isn’t a buzzword—it’s real, rising, and reshaping the way we think about leadership in Australian workplaces. We know how it shows up: exhaustion, cynicism, poor performance, disengagement. What we talk about less is what happens after. After someone’s hit the wall. After they take leave. After they return, quieter than before.

Why early intervention is the best strategy you’ve got

Burnout doesn’t always arrive with fanfare. It creeps in quietly—behind polite smiles, endless meetings, and “I’m just busy” emails. And by the time someone finally breaks down, checks out, or hands in their resignation? It’s already too late. But what if we could spot it sooner?

Because noticing early and showing up well can make all the difference. We’re getting better at talking about burnout. But many people still don’t know what to do when they see someone close to the edge—especially a teammate, peer, or someone you don’t manage directly.

Why culture change is your most powerful tool for protecting mental health at work. Psychosocial hazards aren’t just about isolated incidents—they’re about patterns. Unreasonable workloads, poor leadership, lack of role clarity, constant change, exclusion, or fear of speaking up.