Burnout Prevention Tips

We’re still reeling from all the Mothers’ Day campaigns from this Sunday. Has it occurred to all the marketeers around, that maybe mothers don’t need 50% off on clothing and accessories? Maybe what they need is faith and encouragement. Maybe what they need is support and celebration, when they set out for seemingly insurmountable tasks. When asked - “What is the biggest challenge you’ve overcome?,” my heart goes back to when my son was five and I got the opportunity to be the CEO of Revolut, India. The expected reaction such news typically evokes is a giant congratulations, but in my case it was more - "How are you going to manage being a mother and successfully run a company?" Frankly, I don’t know any of my male counterparts who’ve been asked “How do you manage being a father and a CEO at the same time?”. Over the years such a “superwoman” positive stereotype has been promoted for women, and it is extremely counter productive. It makes a girl feel that unless she does all things work, home and parental simultaneously and well, driving herself to exhaustion, she’s not a “good” woman/ professional/ mother/ homemaker. It also gives husbands/ fathers/ sons/ everyone else in the household a free pass. Look - this is the woman’s job, not yours. It’s what you should expect from the women around you. At the workplace though - nobody gives you a free pass - the output of both men and women are measured against identical standards. Why should that not be the case at home?

Is the measure of a good mother and a successful career woman truly defined by how many tasks she can juggle alone? Recently, I encountered a young individual in his 20s who proudly spoke of his mother's ability to manage a career, care for him, and maintain a household single-handedly. While his pride in his mother's accomplishments is commendable, his perspective brought forth a concerning norm. He compared her efforts to mine, hinting that my choice to delegate tasks made me less of a mother or woman, simply because I don't cook every day. Let's reflect on this for a moment. Why is it that when men share household responsibilities 'sometimes,' it's deemed acceptable, yet when a woman chooses to delegate to manage the triple shift of work, household duties, and childcare, she's judged? This isn't just about one's personal choices; it's about the societal expectations we place on women. It's about the unrealistic standards that glorify overworking oneself to the brink of exhaustion. Let's change the narrative. Being a good parent or a successful professional shouldn't come at the cost of one's health. It's time we value the contribution of all family members and recognize that it takes a collective effort to manage a home. Let's start supporting each other's choices and stop glorifying the 'superhuman' standard that leads not to accolades, but to burnout. Because in the end, the goal isn't to prove how much one can endure, but to build a life and a home where everyone thrives, including ourselves. #thegirlwithredbindi P.S.- I never feel guilty because I delegated household tasks and my mother helps me in that. I am already working two full-time jobs- My work and Childcare. I don't intend to stop living just because the society expects me to be a certain way.

The Real Reasons Women are Exiting the Workforce As a senior leader at the intersection of policy, product, and advocacy, I've witnessed a critical trend that demands our attention. I've witnessed, firsthand, a disheartening trend: accomplished women, poised for leadership, choosing to exit the workforce. This exodus isn't due to a lack of ambition or capability but stems from systemic challenges that remain unaddressed. Top 3 Reasons Women are Quitting: 1/ Burnout Epidemic: Balancing high-stakes professional roles with personal responsibilities often leads to chronic stress and exhaustion. Many women find themselves at a breaking point, questioning whether enduring this relentless pressure is sustainable.The absence of adequate support systems exacerbates this fatigue, making the option to step away seem like the only viable solution. 2/ Comfort Zone Trap: Many talented women are paralyzed between known mediocrity and unknown potential. The fear of breaking away from 'comfort' keeps them stagnant. 3/ Stagnation in Career Advancement Despite their dedication and expertise, numerous women encounter barriers that hinder their progression into senior leadership roles. This glass ceiling not only stifles their professional growth but also diminishes their motivation to remain within organizations that fail to recognize and reward their contributions. I recall a conversation with a mentee—a brilliant product manager and mother of two. Despite her exemplary performance, she felt perpetually on the brink of burnout, unseen in her aspirations, and constrained by an inflexible schedule.Her story is not unique but echoes the experiences of many. The solution I proposed to her focused on three critical strategies: 1/ Speak to your manager about a flexibility and office timings that allow her to balance professional responsibilities with family needs. Manage your time more effectively and wisely 2/ Create a career progression plan in the current job that identifies opportunities available for exceptional impact and a future promotion, to break the stagnation she found herself in 3/ Contribute to organisation wide initiatives that establish open communication channels and implement policies that support work-life balance, in turn helping others through the same dilemma. This demonstrates commitment to her and her organisations collective success. Women aren't just leaving jobs—they're making powerful statements about workplace culture. It's imperative that we, as leaders and organizations, confront these challenges head-on. Creating structured mentorship opportunities can provide women with guidance, support, and advocacy, helping them navigate career challenges and advance into leadership roles. Mentorship isn't just support—it's survival. Your Turn: >> What trends have you noticed contributing to this issue, and >> How can we collaboratively create a more inclusive and supportive workplace for all?

Why don't we talk about the fact that burnout is different for women? It has taken me nearly three decades to recognized burnout in myself, and to make the space and time to treat it with the care that it demands. This #HelloMondayPodcast conversation with Emily Nagoski & Amelia Nagoski pushed me to rethink what it actually is, and gave me better, more practical tools for managing it. Listen now: https://lnkd.in/gePD_xDw To me, understanding how gender impacts our experience of burnout was the great unlock. It won't surprise you to learn that women often face unique challenges that contribute to burnout. We're expected to juggle multiple roles: we are caregivers, professionals, and we're really trying hart to manage our social relationships. The gap between societal expectations and the reality of being a woman is a primary cause of burnout. We exhaust themselves trying to close this gap. So what does burnout look like? Physically, burnout in women can present as chronic fatigue, headaches, and gastrointestinal issues. Emotionally, it can lead to anxiety, depression, and a sense of hopelessness. Women might also experience burnout through behaviors like overworking, substance use, or withdrawing from social connections In this episode, Emily and Amelia provide practical strategies for building resilience, creating support systems, managing stress, setting boundaries, and prioritizing self-care. And critically, they remind us that what we are feeling makes sense. We are not alone. We can do something about it. #Burnout #MentalHealth #WomenInLeadership #SelfCare #Resilience

Think overdelivering will keep your clients happy? Think again. Here’s how to avoid burnout as a consultant. When you shift from a full-time role to consulting, it’s easy to fall into an old trap: treating every opportunity like a full-time job. Overdelivering. Overextending. And ultimately, burning out. On a recent Business Building call with clients, I shared with them... "The most nefarious thing is the story we tell ourselves, but we’re also setting expectations by overextending." The story? That if we don’t give everything, we won’t land (or keep) the client. But here’s the reality: Overextending doesn’t just exhaust you, it sets the wrong expectations. Clients come to rely on extra hours, unlimited availability, or added scope... without understanding the real value of your work. The result? You undervalue yourself, misalign expectations, and risk sacrificing long-term success. Failing to set boundaries as a consultant creates: • Burnout: You feel drained, losing the passion that made you start consulting in the first place.    • Scope Creep: Projects spiral beyond the original agreement without compensation.    • Misaligned Value: Clients undervalue your expertise because they see your time as endless.    The Fix: Set Clear Boundaries To protect your time and deliver impact without overextending, implement these strategies: 𝗗𝗲𝗳𝗶𝗻𝗲 𝗬𝗼𝘂𝗿 𝗦𝗰𝗼𝗽𝗲 𝗘𝗮𝗿𝗹𝘆 Clearly outline deliverables, timelines, and expectations in every proposal. 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝗔𝘃𝗮𝗶𝗹𝗮𝗯𝗶𝗹𝗶𝘁𝘆 Set working hours and response times upfront. Example: “I’m available for calls between 9 AM and 2 PM on weekdays.” 𝗦𝘁𝗮𝘆 𝗙𝗶𝗿𝗺 𝗼𝗻 𝗔𝗴𝗿𝗲𝗲𝗺𝗲𝗻𝘁𝘀 If additional work arises, renegotiate the contract. Example: “That’s outside the scope of our initial agreement—let’s discuss an add-on package.” 𝗥𝗲𝗳𝗿𝗮𝗺𝗲 𝗢𝘃𝗲𝗿𝗱𝗲𝗹𝗶𝘃𝗲𝗿𝗶𝗻𝗴 Focus on delivering outcomes, not overcommitting your time. Your impact comes from results, not the number of hours you spend. 𝗖𝗵𝗲𝗰𝗸 𝗬𝗼𝘂𝗿 𝗦𝘁𝗼𝗿𝘆 Ask yourself: “Am I overextending because I’m afraid of losing the client? What evidence supports that fear?” Boundaries don’t just protect you, they elevate your client relationships by reinforcing your value and professionalism.

What I’m about to say is specifically for Black women and women of color: Stop saving the day. That constant “yes” to every request, every fire drill, and every additional task is not ambition. It’s survival. I hit a breaking point when I realized that my constant “yes” was burning me out. I was juggling too much, losing sight of why I loved my work, and feeling depleted. Therapy helped me understand the patterns I had been repeating and the ways I had tied my worth to my ability to endure. For way too many of us, the workplace has taught us that saying “yes” is the key to success, proof that we’re team players and worthy of recognition. And yes, that recognition feels great, but it’s not sustainable. The Black Women Thriving from Every Level Leadership report says that 88% of us are experiencing burnout often or always. Learning to say “no” wasn’t just self-preservation. It was liberation. I know firsthand how hard it is to break the cycle of over-delivering but trust me, it’s worth it. I share more about my journey with boundaries and how you can do life on your terms in my latest article for Fierce by Mitu:  https://lnkd.in/eKMZZWCC

I was appalled to hear about Anna—a 26-year-old working at EY—who recently passed away. Anna’s mother's open letter to the EY India Chairman speaks volumes about the culture of glorifying overwork. Her mother wrote: "Anna would come back to her room completely exhausted, sometimes collapsing on the bed without even changing, only to receive more messages asking for reports. She was giving her best, working hard to meet deadlines. She was a fighter and never gave up easily. We advised her to quit, but she wanted to learn and gain experience. Unfortunately, the pressure became too much for her."   There are so many bright CAs getting caught in the rat race, chasing the Big 4 dream. The toxic work culture is no secret— Yet students and professionals keep pushing themselves to the brink, believing it's the only path to success. If you're in a similar position— → Remember: No job is more important than your health. → If your current workplace feels toxic, step out. → There are plenty of opportunities out there! And to those in positions of power— Even if we had to endure the same work culture, it's time to break the cycle. The absence of deep connections between co-workers and managers has become the norm in corporate cultures. This feels wrong on so many levels. Bottom line—it’s time to stop glorifying overwork. Think about the firm you are joining for your career.

High achievers often fail for reasons they never see coming. Your mindset is the hidden saboteur. I have been there. The consequence - burnout! Here's 10 hidden beliefs that hold high achievers back & tips to break free and unlock your potential: 1️⃣ "I am not good enough." How to break free: • 𝘘𝘶𝘦𝘴𝘵𝘪𝘰𝘯: where did this belief come from? It’s not a fact, just a story. • Define success beyond achievements: growth, resilience, relationships. • Speak to yourself like a friend. Recognise your progress. 2️⃣ "Success requires sacrifice." How to break free: • Redefine success to include your well-being and happiness. • Set boundaries - your time and energy are valuable. • Work smarter, not harder. Efficiency beats overwork. 3️⃣ "Perfections is the only option." How to break free: • Embrace "done" over "perfect" - progress matters more. • Celebrate imperfect wins - they still count. • Ask yourself: Is it helpful, or is it just pressure? 4️⃣ "I must do it all myself." How to break free: • Delegate what drains your energy - trust others to help. • Build a support network - collaboration fuels success. • Remember: Asking for help isn’t weakness - it’s strategy. 5️⃣ "I'll be happy when..." How to break free: • Find joy in the process - not just the outcome. • Celebrate small wins - they add up. • Practice gratitude daily - it shifts your perspective. 6️⃣ "I need to control everything." How to break free: • Focus on what you can control - let go of the rest. • Trust your team - micromanaging slows growth. • Accept uncertainty - it’s where innovation happens. 7️⃣ "It's selfish to prioritise my needs." How to break free: • Treat self-care as a responsibility, not a luxury. • Set boundaries - your energy isn’t infinite. • Remind yourself: You can’t pour from an empty cup. 8️⃣ "If I slow down, I'll fall behind." How to break free: • Schedule rest - it’s fuel, not failure. • Prioritise tasks that truly matter - busy doesn’t mean productive. • Remember: Sustainable success requires sustainable habits. 9️⃣ "Rest equals weakness." How to break free: • Reframe rest as recovery - it enhances performance. • Normalise breaks - they improve creativity and focus. • Ask yourself: What happens if you don’t rest? 🔟 "I should always be busy." How to break free: • Focus on impact, not hours. • Prioritise deep work - quality over quantity. • Simplify - eliminate what doesn’t serve your goals. The difference between good and great isn't more work—it's better thinking. Choose one belief to challenge this week and take the first step now. ♻️ Share this to help more unlock their potential. Follow Adeline Tiah for more content on Leadership Culture and Future of Work.

The productivity hack I didn’t see coming… Until it CLICKED. We’ve just had International Women’s Day...a day to celebrate the powerhouse that is ✨women✨. But here’s something we don’t talk about enough: 👉 We are not the same as men. 👉 Our energy, focus, and productivity don’t run on a 24-hour cycle like theirs. 👉 And yet, we’ve been trying to force ourselves into a work structure that wasn’t built for US. For the longest time, I saw myself as a high-energy person. But then, like clockwork, I’d hit days where my energy was gone. Brain fog. No focus. Couldn’t string a sentence together. So, I went back to my pillars: ✅ Quality sleep ✅ Water intake ✅ Exercise ✅ Good nutrition Yet, even with all of these locked in, I still had days where I just COULDN'T shake it. Then, working alongside Steph day in day out for the last year, it became painfully obvious… 💡 IT WAS THE SAME TIME EVERY SINGLE MONTH. Yep. My cycle. 🤦♀️ And here’s the thing...we expect ourselves to be consistent every day. To wake up, perform at 100%, and push through, just like men do. But that’s not how OUR bodies work. So, I’ve made a change. 📅 I’m tracking my cycle....not just in an app I never open, but in my actual work calendar. 📅 I’ve also added it to Steph’s calendar so we both know when my high/low energy days are. And here’s how I’m now working with my body, instead of fighting against it: ➡️ Follicular phase: HIGH energy – perfect for content creation, big ideas, and executing fast. ➡️ Luteal phase: LOW energy – not the time for brainstorming, but ideal for admin, process tasks, and deeper focus work. One book that completely changed how I view this? Period Power by @Maisie Hill. If you’re a woman in business and you haven’t read it yet... GET ON IT. If there’s one takeaway from International Women’s Day, let it be this: We don’t need to work like men. We have our rhythm. And the moment we start working with it instead of against it? GAME CHANGER. Who else has started tracking their cycle in business? 👇 Let’s talk about it!

About a year ago, I was coaching a senior leader—brilliant, consistent, and highly respected in her organisation. But she came into our sessions feeling like she was constantly underperforming. Why? Because she couldn’t sustain the “ideal routine” everyone around her seemed to swear by: 5am wake-up, gym, journaling, focused deep work by 8. She’d try, crash midweek, and blame herself. In the corporate world, we’ve romanticised a very narrow, often masculine-coded version of productivity. It assumes linear energy, uninterrupted schedules, and a support system that frees you up for singular focus. But that’s not the reality for many women leaders. Their days begin with school drop-offs, mental checklists for ageing parents, or managing invisible emotional labour before the first email is even opened. Add to that the cyclical nature of hormonal energy—and the model begins to crack. In our coaching work, she didn’t need a mindset shift—she needed permission to lead differently. To work in cycles, not straight lines. To rest without guilt. To stop viewing self-care as a soft skill. Her performance didn’t drop—her sustainability rose. Organisations often invest in leadership development but forget to question the success archetypes we’re pushing women into. When we make space for personalised, gender-intelligent rhythms of work, we don’t just prevent burnout—we unlock longevity. Because real performance isn’t about rigid routines. It’s about building systems that actually fit the people we hire.