The Fair Collective found that “85% of small charity leaders in England experienced poor mental health due to their role. Of this, 20% reported a severe impact with incidences of suicidal thoughts, hospitalisation and burnout.”
These are worrying statistics for charity leaders, whose work remains vital for supporting people and environments in the UK and across the globe. It’s also a concerning statistic for those who aspire to be leaders in the sector.
Raising awareness and ensuring charities know how to spot exhaustion is the first step to making a change in how the industry supports leaders from reaching a point of burnout.
What is burnout?
The WHO (World Health Organisation) defines burnout as a “syndrome resulting from chronic, unmanageable workplace stress”. But how do we understand what that is?
The WHO and the Maslach Burnout Inventory approach burnout as a ‘syndrome resulted from insurmountable workplace stress’, which can be split into three main categories: exhaustion, cynicism and professional inefficacy.
Let’s break those down.
1) Exhaustion
Exhaustion from overload in professional roles, particularly leadership positions, is the form of burnout most obviously linked to the charity sector. It involves being completely depleted in energy and physically exhausted. There’s too much to do – and never enough time. In more detail, research is tied to the concept of “exhaustion disorder” (linked to burnout), which notes symptoms like “tiredness, lack of energy, difficulty recovering from exertion, poor general cognitive functioning and memory problems.”
The signs to look out for: Your leader visibly lacks energy over an extended period
- Needing more breaks
- Lapses in concentration
- Showing signs of persistent fatigue despite rest – this is a critical warning sign
2) Cynicism
The WHO defines another dimension of burnout as “increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job.” This is a concerning aspect of burnout as leaders begin to draw back from their employees and the people they support – losing touch with the value of their work.
The signs to look out for: Leaders may exhibit disconnection, detachment, or indifference
- Becoming cynical – making jokes in a cynical tone
- Dismissing previously important goals or values
- Disengaging from team discussions and decisions
3) Reduced professional efficacy
Efficacy is a person’s capacity to produce a desired result or their sense of being effective at what they do. This is concerning as it can transfer to the organisation – causing a loss in confidence in the effectiveness of their work.
The signs to look out for: Watch for expressions of doubt about one’s competence
- Less resilient to failures or rejections
- Lack of self-belief
- Lost confidence in team meetings – losing their train of thought, passing responsibilities to others
Why these signs matter
- Leaders shape culture – in charities, leaders set the emotional tone and pace of the day-to-day. Their exhaustion may silently erode organisational wellbeing. Their cynicism may also affect workplace culture.
- Early recognition enables support: Knowing what to look for and spotting these signs early can prompt adjustments and protect leaders from reaching burnout and requiring taking long periods of time off work.
- Ensure employees remain supported: Preventing leader burnout helps maintain effective leadership, safeguarding mission delivery and team morale.
How to help
Spotting burnout is only half the battle and the way employees approach their CEO can make the difference between their leader feeling supported compared to feeling judged or exposed.
- Check in on them – ask how they’re doing, respond when they say they’re feeling overwhelmed or exhausted
- Offer practical, respectful support options
- Encourage professional support like mentorship or coaches and highlight how you have seen this help other leaders in similar situations.
- Keep your door open for conversation
- Sharing the load is important, but make sure you don’t take on too much, and look after your own susceptibility to burnout in the process
If you or your leaders are showing signs of burnout, we know people who can help – just get in touch. You can also find support for workplace wellbeing here.
