What An Intersectional, Sustainable Approach To Addressing Burnout Actually Looks Like
The solution to burnout isn’t just taking a break or downloading a meditation app. Burnout demands systemic change. I’ve learned that with my kind of burnout, you don’t recover with vacation or some time off. True recovery requires rediscovering yourself and learning how you work best. As a leader, addressing burnout at your organization also necessitates understanding why certain people are at higher risk of burnout, and how their burnout–and their solutions–might look different from someone else’s.
Most leaders have similar goals for their organizations: authentically engaging their teams, securing sustainable productivity, inclusive cultures, maintaining innovation and adaptability, and retaining top talent.
But even though these goals are clear and fairly universally agreed upon, our traditional approaches to addressing the burnout getting in the way of these goals are failing.
Here’s why most approaches aren’t working:
1. Overemphasis on Quick Fixes
The Reality:
Leadership today is pressured for immediate results. As a result, many programs promise rapid solutions to complex problems like burnout and inclusion. Without digging deeper, they offer templated approaches—stress management workshops, mindfulness apps, or generic diversity training.
Why It Fails Leaders:
Lacks Depth: Quick fixes must address underlying cultural issues or systemic barriers.
Temporary Relief: Any improvements are short-lived, leading to recurring problems.
Erodes Trust: Employees become cynical about initiatives that don't lead to real change.
2. Misunderstanding Neurodiversity
The Reality:
There's growing awareness of neurodiversity, but understanding is often superficial. Programs might include a module on ADHD or autism but fail to integrate this knowledge into broader organizational practices.
Why It Fails Leaders:
Missed Opportunities: Leaders can only leverage the unique strengths of neurodivergent employees with genuine understanding.
Alienation: Well-intentioned efforts can backfire if they inadvertently stigmatize or isolate individuals.
Stagnation: By embracing diverse thinking styles, innovation is allowed.
3. Ignoring Individual and Organizational Interplay
The Reality:
Many solutions focus solely on the individual or the organization, rarely both. Coaches might work on personal resilience without addressing workplace stressors, or consultants might suggest policy changes without considering personal impacts.
Why It Fails Leaders:
Incomplete Solutions: Real change requires aligning individual needs with organizational practices.
Burnout Continues: Employees remain overwhelmed if systemic issues aren't addressed.
Wasted Resources: Investments yield a different return when only half the problem is tackled.
4. Lack of Leadership Modeling
The Reality:
Many organizational programs are aimed at employees, yet meaningful change requires committed, involved leadership. Leaders are often expected to champion these initiatives without personal engagement or visible shifts in their own behavior. This “do as I say, not as I do” approach limits the effectiveness of any program.
Why It Fails Leaders:
Disconnect: Employees notice when leaders aren't genuinely committed.
Cultural Inertia: Without leadership modeling, old patterns persist.
Lost Credibility: Leaders must take advantage of the chance to build trust through authenticity.
5. Failure to Measure and Adapt
The Reality:
Implementing programs without clear metrics or feedback loops means organizations can't assess effectiveness or make necessary adjustments.
Why It Fails Leaders:
Insufficient data: Without data, leaders can't identify what's working or failing.
Rigidity: Inability to adapt leads to irrelevant or outdated practices.
Frustration: Resources are spent without clear evidence of impact.
Having been on both sides of burnout—as a leader seeking solutions and as someone personally affected—I realized the need for a new approach.
Here’s how leaders need to approach burnout to ensure real, lasting change:
Education: We often think about burnout, but many of us aren't aware of the actual costs it can have on our lives. The type of burnout you experience can also lead to lasting effects. The best approach is to support ourselves in preventing burnout from occurring in the first place.
Flexible Work Arrangements: It’s time to embrace remote work, reduced workweeks, and flexible schedules. Research has shown that these changes don’t just mitigate burnout—they boost productivity. When Microsoft Japan tested a four-day workweek, productivity surged by 40%.
Tailored Mental Health Support: Mental health services must be more than one-size-fits-all. Different employees—whether they’re neurodivergent, going through life-stage transitions like menopause, or dealing with chronic stress—need targeted, specific support.
Culturally Competent Providers: It’s time to expand Employee Assistance Programs (EAPs) to offer culturally competent mental health support. Marginalized employees face unique stressors that traditional mental health services often overlook.
Recognize Intersectionality: We must train managers to understand how burnout manifests differently depending on race, gender, age, or disability. Intersectional burnout solutions ensure that employees get the support they need.
To fellow leaders, I urge you to consider the following steps: invest in your own self-awareness, educate yourself on neurodiversity, model healthy behaviors, cultivate open dialogue, and redefine your metrics of success.
My journey led me to establish Flower Street Strategies, with the mission to guide organizations in embracing neurodiversity and combating burnout. By integrating these principles, we can unlock the full potential of our teams and foster environments where everyone thrives.
Burnout taught me that leadership is not about relentless endurance but about conscious, compassionate engagement—with ourselves and others. Embracing my own neurodiversity has shown me that our differences are not obstacles but powerful catalysts for innovation and growth.
Burnout Can’t Wait.
Download my recent issue paper, Burnout in the Workforce: Transformative Solutions for Lasting Change. Together, we’ll create workplaces where everyone can thrive.
About the Author
Stacy Chamberlain is the Founder and CEO of Flower Street Strategies. With a wealth of experience in leadership and organizational development, she is dedicated to empowering individuals and organizations to embrace neurodiversity, prioritize well-being, and cultivate inclusive cultures.
