When performance hides how you truly feel
The problem doesn’t begin when we can no longer perform. It begins when we’re still delivering results, but doing the same work takes significantly more effort than it used to.
We attend meetings, make decisions, lead our teams and handle what needs to be done. From the outside, everything may seem fine. But internally, our energy and curiosity are fading. What once inspired us no longer does.
One of the risks of leadership fatigue is that it can remain invisible for a long time. Our performance hides how we’re really doing.
Is this burnout? Not necessarily.
We may simply need time to rest and recharge after a demanding period. Perhaps we’re taking on too much ourselves, not delegating enough or expecting ourselves to always be at our best in every situation for too long.
It may also be that workload is no longer the real issue. Perhaps we’ve outgrown our current role, can no longer see opportunities for growth or have lost the sense of purpose our work used to give us.
This can be particularly difficult to acknowledge when we’ve spent years building a position, a career, financial security and professional relationships. In these situations, the risk of change can easily feel greater than the cost of staying where we are.
As a leader, I’ve experienced the signs of fatigue myself. I also know how easy it is to become accustomed to constant pressure, a relentless pace and the need to keep delivering and to accept a way of working that is no longer sustainable as normal.
What questions should we ask ourselves?
The important thing is not to rush to label what we’re experiencing. It is to understand the situation more clearly.
- Is it the volume of my responsibilities that’s draining me or does the role itself no longer give me energy?
- What could I change in my current position?
- Which responsibilities truly belong to me as a leader, and which ones am I keeping simply because I struggle to let go of them?
- If nothing changes, would I still want to be here, doing this work, a year from now?
The answer isn’t necessarily an immediate career move or a change of company. We may need different responsibilities, clearer boundaries, more intentional delegation or a new professional challenge.
How can coaching help?
Coaching can help us distinguish between temporary fatigue, leadership habits that are no longer serving us and a deeper sense of professional stagnation.
There is no quick, one-size-fits-all solution. Individual coaching can help explore the possible reasons behind the loss of motivation and identify a way forward that fits the leader and their specific situation.
It is equally important to recognize the limits of coaching. If serious physical or psychological symptoms arise, support from a physician or mental health professional may be needed. Coaching is not a substitute for medical or psychological care.
Not all fatigue is burnout. Changing careers or companies isn’t the answer to every form of dissatisfaction at work, and coaching isn’t the right form of support in every situation.
But you don’t have to wait until you feel you’ve lost control completely. The cost is far greater if you become unwell, reach a breaking point or have to step away from your work and your life for an extended period.
If you’re still delivering as a leader but find it increasingly difficult to bring the same energy and enthusiasm to your work, Next Level CLARITY coaching helps you gain clarity on what may be behind it and identify the right next step for you.
If you’re also considering how to create more space for calm, independent thinking as a leader, I recommend my article, Time to Think – Why It Matters to Make Space for Leadership Thinking.
