In our Executive Search practice, we regularly meet senior executives who are motivated to take on new professional challenges. We see their ambition, energy, and drive to move things forward. But we also meet those who have lost their motivation. They are tired, overwhelmed — sometimes just one step away from burnout.

Today, more and more is being said about mental health benefits for employees. Companies invest in workshops, mindfulness apps, and crisis hotlines. But are we also thinking about those who lead these organizations? Those who bear full responsibility, make decisions under pressure, and often hide their own exhaustion behind a mask of performance?

Burnout at the top: A silent epidemic among leaders

Burnout has become one of the most frequent and serious risks of modern leadership. While leaders often appear stable and confident on the outside, the pressure they face can be extreme — especially during crises, reorganizations, or sustained growth. Unfortunately, those who take care of others often lack sufficient support themselves.

Leadership without burnout: What really helps

Leader resilience should not be seen as an innate trait — it is a skill that must be consciously developed. And this is exactly where organizations can play a key role.

What can help?

  • Psychological safety at the top: the ability to talk about vulnerability without losing credibility.

  • Professional wellbeing programs: not only for teams but also for leadership — including individual coaching, crisis intervention, and diagnostics.

  • A culture of care, not just performance: balancing expectations with support.

In practice, this means implementing regular care for leaders not only when problems arise but proactively — just like routine maintenance for machines. Except here, we are talking about people who run entire systems.

Benefits for the soul, not just the body: Do companies also think about their leaders?

Employee benefits have changed significantly in recent years. Classic perks like multisport cards or fruit days are no longer enough. More and more organizations are expanding their programs to include mental health — stress management workshops, access to psychological support, wellbeing apps, or crisis hotlines.

But the question remains: are top managers and leaders also included in these programs?

In reality, many benefits are targeted at operational and middle management levels, not the leadership.

Leaders often avoid available support because they fear damaging their image or losing trust. And yet, they are the ones who would benefit most from an individualized approach — in the form of discreet coaching, psychological counseling, crisis planning, or regular external reflection.

Some progressive companies are introducing:

  • Executive mental health programs – focused on confidentiality and prevention.

  • Wellbeing budgets for leaders – allowing choice between coaching, supervision, or therapeutic support.

  • Leadership psychological audits – assessing overload levels, stress triggers, and emotional resilience.

What matters is not the number of offerings but their relevance and accessibility. There’s a big difference between a company psychologist available to all and a discreet, tailored support system for those who lead and make decisions.

How is your leadership’s mental health? Is there room to talk about exhaustion — or is it ignored until someone leaves?

Kienbaum CZ
Source: Deloitte Global Human Capital Trends Report 2022