Burnout ft. Chris Bittinger

In this episode, Chris Bittinger, an expert in leadership and executive coaching, opens up about his personal journey with burnout and shares valuable strategies for managing stress in the workplace. Chris's candid story of reaching a breaking point while juggling a demanding job, doctoral studies, and personal challenges serves as a poignant reminder of the importance of mental health.

Chris introduces practical techniques to combat burnout, including the concept of "shared silence" to shift from an anxious to a curious brain state, and highlights the significance of gratitude in alleviating stress. He distinguishes between stress and burnout, emphasizing that burnout is prolonged stress leading to emotional exhaustion, cynicism, and reduced effectiveness.

Key strategies discussed include conducting a stress audit, balancing comfort and renewal activities, and focusing on essential wellness practices such as exercise, sleep, and nutrition. Chris also stresses the role of community and the power of supportive relationships in mitigating burnout.

Listeners will learn how to lead themselves and others through stress, create a culture of self-efficacy, and build organizations that flourish. Chris's insights into listening, encouraging, and challenging employees provide actionable steps for leaders to support their teams effectively.

Key Takeaways:

• Understand the difference between stress and burnout and recognize the signs of burnout.
• Utilize practical tools like stress audits and mindfulness exercises to manage stress.
• Foster a supportive and encouraging work environment to enhance team resilience.
• Balance short-term comforts with long-term renewal activities for sustainable well-being.

Tune in to discover Chris Bittinger's expert advice on preventing burnout and fostering a healthy, productive work environment.

Creators & Guests

Guest

Chris Bittinger

Executive Coach, Professor, Corporate Trainer, President

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The purpose of the IT Leaders Council is to bring together IT Directors and Managers for leadership training, educational content from guest speakers, and peer discussions in a vendor-free, collaborative environment. IT Leaders Councils are currently offered in Indianapolis, IN and Columbus, OH, with more cities coming soon!

00;00;02;14 - 00;00;24;17
Unknown
I just love this group already. I loved, connecting with some, old faces, some familiar faces. The surgery. Love the. I love the, time where you ask about jobs. Raise your hand if you need one. Or if you're like, I just love that. I just think that clearly there's some trust here. So, delighted to be with you today.

00;00;24;20 - 00;00;51;17
Unknown
I'm going to start with a story, about my own burnout journey. so it was October in 2022, and I was heading down Keystone, and I was heading downtown, actually, to a retreat I was leading for, executive team. And I got to write around Alice and Bill because I was heading towards 70, and all of a sudden I just started crying.

00;00;51;20 - 00;01;25;24
Unknown
Like I was overcome. Like it was like weeping tears. And I thought it would be a great idea during Covid to get my doctorate. So I was in the middle of my dissertation, and I remember just crying out, saying things like, help me with my dissertation. My daughter was going through a hard time. she was working through, eating disorder challenges with Covid, and I was all hands on deck trying to help her out.

00;01;25;26 - 00;01;51;00
Unknown
I just was like, I was taking on too many clients. I was doing class. I'm like, what am I going to do? 40% of us are probably burnout in this room. This is a big deal. Job demands are high. They're relentless. I don't have to tell you this. So, like, what do we do about this? Burnout is a big deal.

00;01;51;00 - 00;02;12;26
Unknown
So today, instead of, like, touting statistics. Although I just had one. this will be more of an experiential workshop, but take you through that. so to beat burnout, we have to, I don't know if I'm doing this. Very well. There we go. It worked. I'm not good with technology. I'm so glad I'm here because I have it support available 24 seven right here.

00;02;12;29 - 00;02;37;29
Unknown
We've got to be able to lead ourselves, to lead others so that we can build organizations that flourish. So today we're going to walk through leading ourselves, managing stress, leading others, and leading the organization. So we'll kind of walk through those three parts. What we're going to start with today is what I call shared silence. This is the first exercise.

00;02;38;01 - 00;03;07;28
Unknown
And what I like you to do is turn over your phone. And I want you, if comfortable, to close your eyes for two minutes and just breathe. So this is awkward and I think helpful. So two minutes. Just close your eyes. And what I want you to do is just focus on your breathing. If you get distracted and think of what to do, write it down, but then come back to your breathing.

00;03;08;00 - 00;03;13;12
Unknown
So we'll start.

00;03;13;14 - 00;03;31;08
Unknown
With a wake you up. Bounce. A lot of times what happens with this is people fall asleep but actually happens. You get so relaxed. I don't know if you've done that before, where you've started a meeting where the stress is high and you just start the meeting with, like, a minute of silence to center your group. great.

00;03;31;10 - 00;04;00;13
Unknown
Practice to begin your next meeting. what happens when you do shared silence? This is this is what happens. You move yourself from anxious brain to curious brain. When we're an anxious brain, we're thinking about the past. All the mistakes we've made, the sit ups would have. Could have. And all the worries of tomorrow. When it comes to relationships and anxious brain, we tend to judge.

00;04;00;16 - 00;04;27;02
Unknown
The bad news with anxious brain is, cortisol is released, which causes heart attacks and strokes. This is me at 3 a.m.. Even without a storm. I'm thinking about all that's ahead. I call it the mental storm. When do you focus on breathing? You can get to Curious Brain. We toggle between these two throughout the day. Curious brain.

00;04;27;02 - 00;05;08;29
Unknown
The moment that's now oxytocin is release. Joy. Relationships are about curiosity and wonder and learning versus judgment. The other thing that I learned as I was around I-70, that I was focused during that time of crying all the things that were missing in my life, all the things that weren't quite right because I had expectations and hopes. The next exercise is, sources of gratitude.

00;05;09;01 - 00;05;33;00
Unknown
let's do this a little differently. I was going to have this be a writing reflection, but, would you want to just share what you're grateful for? Just pop out some things you're grateful for this morning. Being alive. Being alive? Yes. Here. Here. No. Tornado. Yes. Family. Family. Yes. Family. What else? Faith. Faith. Grateful for faith. Yep.

00;05;33;02 - 00;05;47;26
Unknown
Amazing work team. Amazing work team. Yes. What else? Peace. Peace. Yeah. Right now. Peace. No doubt. Yes. What else?

00;05;47;28 - 00;06;03;20
Unknown
Bird having some purpose. Yeah. That's a great night to be great. Where? I was thinking this morning. The car getting up, getting to do what I get to do. Grateful for that. Getting to be with you today in an air conditioned environment. With power.

00;06;03;22 - 00;06;38;14
Unknown
Sources of gratitude and so we will define these two terms. Because stress and burnout are two different things. So stress is our body's response to change that requires resources emotional or external or physical. So stress is just our response to any change. Burnout is ongoing or persistent stress that results in these three things. And you may be here right now.

00;06;38;15 - 00;07;16;22
Unknown
Emotional exhaustion. Like you're just completely done. Worn out. This was me on 465. I was overextended, I was exhausted. The other is cynicism. Cynicism means I don't think what I do really matters anymore. I'm cynical of this whole thing. I just that cynicism of the last is your work isn't as effective as it used to be. Like you're just not seeing the results you used to see.

00;07;16;25 - 00;07;44;01
Unknown
So you may have one of these three things. It's a prolonged period of these stress. You can recover feeling pretty quick. You can cope. Burnout is not a trip to Cancun and we don't recover there. It may help, but you need a little bit more. The next tool I think is helpful here is to just do an audit of kind of your stressors at work.

00;07;44;04 - 00;08;10;28
Unknown
So what I like to do, I only do this with my clients a lot, is just take a moment and think about right now, like one of your top stressors. And then within that stressor, we we often think we don't have any control. So is there something you can control here? Something you can change that could be an attitude, an approach or a conversation, because that idea of control helps us manage stress.

00;08;11;00 - 00;08;39;06
Unknown
And then what's out of your control. And then thinking about job support like, is there something I could unleash at work or bring in like a manager? And here up or something else that can help me deal with the stress and then consider a next step. So I like this is just sort of a reflection tool. So, as you're sitting there, I want to give you a second, maybe to think about that.

00;08;39;06 - 00;09;03;23
Unknown
You can jot this down on your phone, a stressor. I'm going to give you a minute, actually, to do this. Think about a stressor right now that you're facing. What can you control? What can't you control. And is there a job support available to you to help you, to give you the support for a job support? Yeah. Like I was saying, could be a manager, talking to your manager.

00;09;03;23 - 00;09;28;02
Unknown
Could be a peer. Could be a peer group, could be employee assistance program. counseling services, something like that. As a job support could be training trainings, drop support. Because when the job supports are less than the job demands and the job demands are surging, that can lead to burnout, which we'll talk about a little bit more. So stress audit.

00;09;28;04 - 00;09;58;00
Unknown
Any questions on this tool? Okay. One thing that you might discover as you're going through that exercise is we often go to what comforts us versus what renews us. So comfort is the short term. For me it's Netflix. Prime handles ice cream. handles ice cream. Again. popcorn with olive oil that, you know, boiled in olive oil I love it.

00;09;58;03 - 00;10;25;26
Unknown
It's salt. law Netflix. It's short term renewal is long term, right? It's it's sustainable. It supports us in the long term. For me, as I was now getting closer to the Keystone exit, now close to Capitol, I realized, oh, man, I'm running to comfort, running into comfort right now because I just one of the quick fix to kind of get through the stressors that were going on in my life.

00;10;25;28 - 00;10;51;18
Unknown
So I don't know if you're out of balance here. Comfort versus renewal. Because what really renews us are these five things. These five things. There's more than just this. There are other. There are many others. we've got to exercise. This is like no brainer stuff. Yeah. Thanks for coming, Chris. Going to told me all of a sudden I know like, this is groundbreaking research here today.

00;10;51;21 - 00;11;20;07
Unknown
Exercise. Find what you do, find what you love and do it all the time. Sleep hour. Sleep hygiene is a disaster. It is a disaster. And if you're stressed, you know why we've gotta have 7 or 8 hours. Otherwise, at 5 or 6 or four, you. What happens in your brain? You feel like you're under attack all the time.

00;11;20;10 - 00;11;50;08
Unknown
Go to bed at the same time, wake up at the same time. And yes, you can do this. This is a huge deal. Nutrition. Less sugar, more pleasure, less carbs, right? Really hard. Less graders. Let's handle, mindfulness. What? We just did the two minutes of breathing. You can do this in a long term experience. Or just what we call micro mindfulness, where you just take a few seconds to focus on your breathing, just inviting yourself back to curious brain.

00;11;50;10 - 00;12;13;17
Unknown
And then vision is really important, like focusing on where you're taking your team versus always thinking about the outcomes, like, where are you going? We're going to develop this great team and we're going to become this. And that's really a renewing activity. Focusing on what you want to see him. So this is just an individual assessment. You might think where you're great and worried or not so great.

00;12;13;17 - 00;12;40;21
Unknown
And what changes you could make here. Because when you do these things, the magic stress protein DNF is released in your body and it's like the antidote brain derived neurotrophic factor. It's just a protein that helps you adapt. So it helps you better deal with stressors that come your way. It just as releasing your body helps you deal with the change helps you adapt.

00;12;40;24 - 00;13;08;08
Unknown
So the more you exercise, the more you sleep, you know. Take a nap during the day. I love doing that. have a vision. Be mindful they release that print. So those are sort of the individual ways you can lead yourself through stress. when it comes to leading others, burnout mitigation and stress management happens in community. So I remember this.

00;13;08;08 - 00;13;28;18
Unknown
I pulled up to the retreat place, I parked my car, I was about 20 minutes early and I'm like, okay, what do I do with us? I just got to I'm crying the entire time uncontrollably. And this is not like me. Although I'm a high off, I do feel. So I texted my wife, Trish. I said, Trish just wanted to let you know.

00;13;28;20 - 00;13;49;05
Unknown
Just got done and we've been for like 15 20 minutes. I'm a little worried and my wife is awesome because I can still see her when I had my breakdowns during my dissertation when she's like, you can do this on and I'm behind you and I love you and she and I just spoke for like ten minutes. You know, she it's going to be okay.

00;13;49;08 - 00;14;07;25
Unknown
But it happens best in community. So we need to talk to people about our stressors. so we're going to actually do this. All right. Now what I'd like to invite you to do as I'd like you to think about that stress level right now where you're at. And I'd like you to put it on a 1 to 5 scale.

00;14;07;27 - 00;14;29;22
Unknown
Sometimes numbering where you're at is helpful. Like for us in our family, we kind of say, what are you, a five out of five, 4 to 5 anxiety or stress? You know, it helps. One on this scale is you're in Cancun drinking Mai Tais with Jerry and Doug. three, you're on Prilosec, and five, you need to be admitted.

00;14;29;29 - 00;14;47;11
Unknown
Okay, so that's the scale. So I want you to think about your stress level, and then I want you to think about a stressful situation you encountered recently and then talk about how did you cope with what, how do you deal with it and how do you feel about it now. So I want to just give you two minutes.

00;14;47;11 - 00;15;08;28
Unknown
We probably only have one person go at each table, find one person who would like to share their stress level, and the group can listen. Okay, actually, better yet, pair up and do this. Pair up and do this. So go ahead. Two minutes. Stress level share something you were stressed about in the talk. It's about lying to you.

00;15;09;01 - 00;15;34;20
Unknown
Can I make that better? Okay. Let me bring you back. did any any fours, any fours or five. So we need to talk about hopefully if you were a 4 or 5, that was good that you talked about it really good. If you're at like a 2 or 3 like that's the good stress. Like you're engaged, you're working like we do need a level of stress in our lives like that helps us engage in the work.

00;15;34;22 - 00;15;54;04
Unknown
If you're at a one and you're at work, it might be too easy. Okay, so I think that's key there. Hopefully you saw just talking about it. If you were at a for like it might be relieving some of the stress okay. So we need to work through it in community. I love doing this in coaching sessions.

00;15;54;09 - 00;16;17;13
Unknown
I love doing this in groups. during my research study, I interviewed 35, executives. I was going to tell you I'll tell you more about this, but I thought this was interesting, because if you aren't a leader that listens and is supportive, it's going to do the exact opposite. This isn't groundbreaking, but one of my chief product officers in my study said my relationship with my boss was a disaster.

00;16;17;15 - 00;16;45;18
Unknown
It was toxic stress levels, like a 4 to 5. She was burned out. So that's leads us to the second principle. Here. You have an opportunity to create a culture of self-efficacy so that your organization can flourish. And you do that by unleashing your inner executive coach. Here's what I mean by that. I'm an executive coach. During my study, I thought I just want to see if coaching does anything.

00;16;45;20 - 00;17;08;19
Unknown
So I've been doing this for 12 years. Like, does this even matter? Well, during this study, you can be an executive coach. I'm going to show you how. But what happened in my study is self-efficacy improved for the people that were being coached? And self-efficacy is just confidence, this sense that you can do it, that you can manage and handle change and stress in your team.

00;17;08;25 - 00;17;39;09
Unknown
It's just it builds this energy capacity for yourself. So if you build self-efficacy, your team will have a better ability to manage stress and deal with change in the hard stuff. And this is an opportunity for you as a leader. So a little bit about my study. I did interview 35 executives. I said, okay, I want to know what it was like when they worked with an executive coach and how they kind of worked through some of the stressors at work.

00;17;39;12 - 00;18;10;04
Unknown
so I asked them a few questions. I had them take the burnout inventory, and most of the stressors were relational, shocking conflicts. My boss, my team, my customers. Right. It's shocking. Again, I told you this would be groundbreaking. Your life is going to be forever changed because I'm just telling you what you already know. but what the coaches did, I thought was really interesting for us, because if you listen and you encourage and you verbally persuade, you can build self-efficacy.

00;18;10;04 - 00;18;38;05
Unknown
And I'll explain more there about that. Now. So we tend to remember things in threes and with an image. So I'm going to show you three things. And there's a crown a lobster some sort of crustacean. There will be three parts. So hopefully you'll remember this crustacean forever. Like as a leader I can do those three. There's that lobster, that crab, that weird crustacean like Chris that was helpful.

00;18;38;08 - 00;19;06;10
Unknown
So the very first thing you can do as a leader is listen. So when executives brought their stressors to their coach, the coach just listened. 94% said they listened. And what happened was two coping mechanisms kind of came out of that. And it's called emotion focused coping and problem focused coping. These are this is just how we deal with stress.

00;19;06;10 - 00;19;35;28
Unknown
There's all kinds of coping mechanism, but they lead into each other. So when you ask your team how are you doing. And you mean it and you listen for eight minutes, it's magic. Because what you're doing is you're doing you're helping them process the emotions related to their stressor. Just listen without fixing. I tend to fix without listening.

00;19;35;28 - 00;19;58;28
Unknown
My wife, sometimes she does like that, but let them process through their feelings because then it moved them to problem focus coping where they begin to look at, okay, I've got this stressor thing going on. I think I have some ideas of how I can deal with that. I can control this. These are my choices. And this is called problem focus coping.

00;19;59;00 - 00;20;26;28
Unknown
So listening there's three levels. This is groundbreaking 212 and three level one. You're sort of there but you're not there. You're like in a conversation but you're looking for your in called level one listening level two. You begin to get present. Level three is like you're fully in and immersed, like you're all they're there to support them, there to help them deal with their stress.

00;20;27;01 - 00;20;51;14
Unknown
It takes about 8 to 15 minutes to get to like level two, level three. So give yourself grace if you're distracted, but try to get present. It'll make a big difference when it comes to stress. This is how we get better at it. This is what I do in my house. My wife will ask me to do something and she'll say, you.

00;20;51;19 - 00;21;10;09
Unknown
I will say this, I heard you, but I really didn't listen. Or she'll say, you know, I think you heard me, but you really didn't listen to me. I'm great at this because I end up doing what she doesn't, what she asked me to do. I don't do it. But these four kind of tools here, you can deploy when it comes to listening.

00;21;10;09 - 00;21;34;23
Unknown
And one is reflect back. What I hear you saying is, do I have it right? You can do effective listening where you can name the emotion. Like so. If emotion occurs in that conversation, it seems like you're angry. Try to name it. Do I have it right? See if you have it right, ask that. No, I'm not really angry and frustrated.

00;21;34;23 - 00;21;58;12
Unknown
Then that helps. Then name it affective listening. Exploratory is where you just keep going. What else is going on? Tell me more. Help me understand. What else did you do? How can I help exploratory. And then honestly, labeling is like the courageous. It seems like you're really like all done with this right now. You label what you heard.

00;21;58;14 - 00;22;25;16
Unknown
It takes trust to do that. But you can honestly label. So these are five ways to be a better listener. Do you explore the levels and you can practice these response modes? We call them response exploratory affective reflex. Honest. So that builds self efficacy. The other thing you can do this is what coaches did. But you don't need to be a coach to do this is just encourage.

00;22;25;18 - 00;22;49;24
Unknown
So 69% of executives in my study said, and my coach just encouraged me. And here's how they reflected back what they didn't see in themselves. I see you as a great leader. You're really strong with this. You have the ability to do this. I don't know if you see this for yourself. I do. It's very powerful, especially coming from you as a leader.

00;22;49;26 - 00;23;12;15
Unknown
Reflection. The other is your praise. Be on the lookout for the great and tell them. Be on the lookout for the great and tell them right when it happens. I used to be we needed like for positive. It's every one negative before Covid. And now I think it's like seven or 8 to 1. Anyone feeling that. But I don't know why we're harder on ourselves than ever.

00;23;12;15 - 00;23;38;00
Unknown
It's like an episode of Stranger Things in our brains, right? Some awful thing is happening. There's things coming out of the walls, and we mean it's a horror film in my head. I need the courage. And the other exit is exhausting and I Sortation is just challenge them. Now, I want to challenge you to do this because I see that you can and that builds self-efficacy, which is the antidote to stress and gives them the ability to cope and protects themselves from burnout.

00;23;38;02 - 00;23;59;12
Unknown
Okay. Reflection, praise and exhortation I loved this one in my study where they were. They were smiling when they said this and I can still see them. Mike, their coach, said, you're 100% right. Do this. Go for it. I believe in yourself. Stand out. And it gave them life. It gave them encouragement, gave them the power to do it.

00;23;59;14 - 00;24;19;28
Unknown
So we got to listen. We got to encourage. And the last thing we can do is challenge. And about half of participants in the study said this like so leaders giving them stretch assignments, helping them get getting better skill, getting them out of their comfort zone. You do that by that verbal persuasion, you know, saying, I think you can do this.

00;24;19;28 - 00;24;43;22
Unknown
I believe in you. the other is called doing Mastery experience. So you're in that 1 to 1 and you say, I want you to go try this. Come back and tell me how it went, like it's in a safe environment. You may never have done this code before or set up this network. Go ahead and do this and then come and tell me what you learned, because that builds confidence.

00;24;43;22 - 00;25;07;08
Unknown
They know there's no judgment. It's low visibility if you can, and they can come back and learn from you and process that. A mastery experience builds self-efficacy. And the last is vicarious experience. Now vicarious experience is just saying, okay, Bart, I know you're having a hard time with your boss. Why don't you role play what you need to say to him next time we talk about it here?

00;25;07;10 - 00;25;30;27
Unknown
So I used to hate role play. I hate the word role play. But why don't you just say practice it here before you go do it there so they can practice it before going and doing it builds a lot of confidence. I didn't think that would show up my study, but it did. So verbal persuasion, vicarious experiences, and mastery experiences build self-efficacy.

00;25;31;00 - 00;25;55;10
Unknown
They're actually called the determinants of self-efficacy. And you as leaders can do that. You don't need a coach. Destroy the coaching industry. Just be you. Be your own and executive coach. The last thing that showed up in my study, is this idea that I sort of thought that the burnout issue was our fault. Like, it's my fault.

00;25;55;10 - 00;26;20;08
Unknown
I must be burned out because I did something wrong. The truth is, this is an organizational societal problem, okay? This is an organizational problem. Burnout is not your fault. There are some things you can control, but it is an organizational issue. Like I said before, when the demands are greater than the resources, stress goes up and now you're at great risk for burnout.

00;26;20;11 - 00;26;48;18
Unknown
So when you're on 24 over seven, you have no sense of purpose. Your resources are low, you don't feel like you have choice. that's that's a job demand. And when you don't have a supportive boss or maybe a good ERP or control or a sense of good management on your side, you're out of line. So these these factors contribute to what we call your positive work environment.

00;26;48;20 - 00;27;20;14
Unknown
And we need about three positive emotional experiences a day to everyone. Negative and a positive emotional experience could be just a good conversation with a colleague or a great lunch with the team, or a good client conversation, or a win to everyone. Negative. So this here is, this QR code will take you to, an assessment. And I'd love for you to take this or scan this, and I can give you a second to go ahead.

00;27;20;14 - 00;27;47;04
Unknown
And scandal's, it will ask for your email. I am not a solicitor. I am not going to share your information. I would just love to get your feedback on this tool. We created a, online learning little microlearning piece on burnout. This will take you to the assessment. You can take it and you can see are your positive emotional experiences greater or less than your negative ones?

00;27;47;06 - 00;28;07;14
Unknown
This is the code working. Because if not, does anyone the Google Docs? Some of you probably hate Google Docs. I'll be sharing the preso to up and get it good serenity now. I had to work really hard on this. You probably get it on second. That's great. but I think it's really interesting because you can kind of do this every 90 days and say, I might have a little out of balance here.

00;28;07;14 - 00;28;24;18
Unknown
Am I getting enough positive emotional experiences? Every negative. Once you complete the assessment, you'll get your results and then you'll see a link to, the burnout sort of microlearning module, which has some of the exercises from today. And I'd love to get your feedback.

00;28;24;20 - 00;28;50;21
Unknown
I was definitely out of balance here in 2022. There are so many kind of negative things coming my way. I think we've all been there before, and I wasn't kind of finding those positive emotional experiences in my life. So work Life Sustainability Index, the last assessment is looking at these five factors that, when absent lead to burnout.

00;28;50;21 - 00;29;21;07
Unknown
So if organizations aren't doing these things and as leaders, you're not influencing these things. You can create or set up your team for burnout. So we've got to have these five factors at work. Community is the first one. So like what you're doing here is a great buffer. Like getting around others, building relationships. a sense of, collegial, environment, a way to a time to collaborate, trust good relationship with your team.

00;29;21;09 - 00;29;46;20
Unknown
So if you have high community, you'll be less, risk for burnout if it's low than it it could be a factor that could lead to that. You may not enjoy coming to work. The second is fairness. If you feel like you're not being treated fairly, you're not getting opportunities for promotion. if you're seeing others get assignments and you're not, that can lead to burnout.

00;29;46;26 - 00;30;17;04
Unknown
So we've got to have high fairness, right? There's an inequality. Was that piece time off salaries, opportunities. The biggest one that I see with groups is just workload right. It just comes hard. It's unrelenting I can't get away. So when workload is really high that's a risk. But if you can build in choice, build and support a sense of autonomy, some freedom, there, even with the stuff that's coming your way, it can reduce or mitigate the workload.

00;30;17;04 - 00;30;38;23
Unknown
Piece. But last, two are rewards that you get recognized for your work. I was with a client yesterday, and they were talking about just not being. No one says anything about the stuff I don't do. I? I'm putting in all these hours, I'm getting no feedback, no recognition for the work I'm doing. And it just they keep giving me more.

00;30;38;25 - 00;31;08;12
Unknown
It's a very transactional. How exhausting. You can change this hopefully, or influence this. This is an opportunity for you. But look at this factor on words, promotions and recognition. And the last one is if your values don't match the companies, you notice there's just a values mismatch troops. then you'll be at greater risk for better. So assessing your values compared to the bills.

00;31;08;14 - 00;31;34;01
Unknown
So kind of the big idea kind of redone. You can beat burnout by leading yourself and acting in community and unleashing that inner executive courage so you can create an organization that flourishes. that's the big part of this. Thankfully, I did finish the dissertation. My wife helped me get through that day. That retreat I did graduate, and I was I'm so honored to get a chance to be with you and just share this with you.

00;31;34;01 - 00;31;51;01
Unknown
I hope that you find something helpful today. but this is a big this is a big issue. And I'm grateful, to share with you today. Thank you. Do you have any questions? So I know I met my 30 minutes. Do you have any questions on the the the the concept leading self, leading others or leading the business?

00;31;51;01 - 00;32;27;14
Unknown
Yeah man. You ever used that the your starting career you know that it's. Oh tell me more. Oh it matches. So I do an exercise using the your thoughts for the study about you stress versus Strauss. Yeah yeah yeah. And, you can't wonder that the same stuff. That's what I was. Yeah. I don't know if this connects, but the one of my clients does the most, like burnout inventory, which is just 16 questions, and they'll give their entire organization and emails like brand inventory and see who is burnout, who's not, and then design interventions for the year to kind of reduce it.

00;32;27;14 - 00;32;53;26
Unknown
And they'll it'll pull out those profiles. Yeah. I'm curious if, kind of did that low spot for you. You know, there was a lacking, good things in your life or there was a lack of, awareness of the good things. Yeah. That's are both. that's a good question. I it was for me. I don't believe I was burnout, but I definitely was overextended, which is the profile next to burnout.

00;32;53;26 - 00;33;18;09
Unknown
So you have engaged, you have disengaged, engaged, overextended and burnout. It's kind of a continuum. Yeah. I was definitely on the overextended to burnout level, so I definitely wasn't seeing the good, though. I mean, I was thinking, gosh, everything is disaster. I'm exhausted. I don't know if I can do this. I mean, I have eight ADHD, so sitting there trying to write some 179 page dissertation, are you kidding me?

00;33;18;12 - 00;33;39;16
Unknown
I barely got through college, but I was like, I got to do this. I knew I needed to do it. I was like feeling pulled into, this is just so hard. And I was just like, I can't focus on this paper. Yeah, it's crazy. Chris. Yeah, I think people engage with you if they're just like, oh, just so you can email me, I put the contact information on there.

00;33;39;16 - 00;33;57;15
Unknown
You can go to my website. you'll see the my website on the after you do the, if you did a the work life sustainability contents there. Thank you for asking. It was just an honor to be with you. I just love this group. What you're doing is like burnout buffering here, so I love it. Thank you.

00;33;57;15 - 00;34;02;00
Unknown
Thank you all. So very sweet.