WEBVTT 1 00:00:18.585 --> 00:00:20.925 Hey, it's Rachel Cook, your modern mentor. 2 00:00:21.505 --> 00:00:24.085 I'm the founder of Lead Above Noise, where we help leaders 3 00:00:24.605 --> 00:00:27.245 activate performance without sacrificing humanity. 4 00:00:28.435 --> 00:00:30.685 This is part three in our series on burnout. 5 00:00:31.385 --> 00:00:34.765 In part one, we redefine burnout, not just as too much work, 6 00:00:35.145 --> 00:00:38.045 but as too little of what makes work meaningful. 7 00:00:38.705 --> 00:00:41.165 We talked about what happens when we're missing clarity, 8 00:00:41.765 --> 00:00:43.125 momentum, connection, or purpose. 9 00:00:43.945 --> 00:00:45.085 And then in part two, 10 00:00:45.505 --> 00:00:47.805 we looked at the burden we're placing on managers 11 00:00:48.145 --> 00:00:50.965 and at how they're carrying so much more than they need to, 12 00:00:51.145 --> 00:00:52.365 or that's productive, 13 00:00:52.825 --> 00:00:56.085 and it's time to lay down some of those unnecessary burdens. 14 00:00:57.205 --> 00:00:58.545 And now we're at part three, 15 00:00:59.005 --> 00:01:02.465 and this is where we begin to rebuild, but slowly 16 00:01:02.685 --> 00:01:05.345 and gently, because burnout is not a binary. 17 00:01:05.845 --> 00:01:08.385 You're not either burned out or not burned out. 18 00:01:08.765 --> 00:01:12.025 You don't fix it in one fell swoop, you chip away at it. 19 00:01:12.445 --> 00:01:14.465 You make space for small experiments. 20 00:01:14.725 --> 00:01:18.105 You choose shifts that create breathing, room and relief. 21 00:01:18.725 --> 00:01:21.265 One conversation, one reset at a time. 22 00:01:22.215 --> 00:01:24.515 And remember, if you are looking for more support 23 00:01:24.655 --> 00:01:29.275 or resources, head over to lead above noise.com/burnout 24 00:01:29.575 --> 00:01:30.635 for some more goods over there. 25 00:01:31.825 --> 00:01:35.125 So today I wanna use a framework that I've used with 26 00:01:35.225 --> 00:01:38.005 so many teams, and it's my activation framework, 27 00:01:38.135 --> 00:01:41.005 which stands on the four pillars of deliver, develop, 28 00:01:41.005 --> 00:01:42.165 connect, and thrive. 29 00:01:42.945 --> 00:01:44.805 And when we understand each of these, 30 00:01:45.185 --> 00:01:46.845 the framework becomes our roadmap 31 00:01:47.025 --> 00:01:49.365 for healing while dialing up our impact, 32 00:01:50.115 --> 00:01:53.165 each pillar gives us a lens, a way to look at 33 00:01:53.165 --> 00:01:55.605 how we're working and how it might be fueling 34 00:01:55.665 --> 00:01:58.285 or quietly draining ourselves or our teams. 35 00:01:59.345 --> 00:02:02.205 And I wanna use each pillar to ask a few questions 36 00:02:02.205 --> 00:02:05.245 that you can bring to your teams or just sit with yourself. 37 00:02:05.825 --> 00:02:07.445 Let this be an invitation to reflect, 38 00:02:07.705 --> 00:02:09.525 to collaborate, and to experiment. 39 00:02:10.065 --> 00:02:13.325 And then after each set of questions, I'll offer up a couple 40 00:02:13.345 --> 00:02:14.365 of tangible actions. 41 00:02:14.465 --> 00:02:17.405 You might think about taking not full solutions, 42 00:02:17.545 --> 00:02:18.645 but starting points. 43 00:02:19.475 --> 00:02:20.885 Okay, let's get into it. 44 00:02:21.785 --> 00:02:24.285 We start with deliver, which asks the question, 45 00:02:24.665 --> 00:02:26.365 are we making the work work for us? 46 00:02:27.635 --> 00:02:30.655 One of the biggest myths that we've named in this series is 47 00:02:30.655 --> 00:02:34.775 that burnout is always about volume, because often it's not. 48 00:02:35.325 --> 00:02:37.975 It's about friction and how hard the work feels. 49 00:02:38.565 --> 00:02:41.335 It's about inanity or inefficiency 50 00:02:41.475 --> 00:02:44.335 or death by status, meeting, treadmill, we're all running on 51 00:02:44.995 --> 00:02:46.295 and these are what deplete us. 52 00:02:47.075 --> 00:02:49.175 So here are some questions to ask your team. 53 00:02:49.965 --> 00:02:52.215 What parts of our work are feeling harder 54 00:02:52.245 --> 00:02:53.375 than they probably should? 55 00:02:54.265 --> 00:02:56.535 Where are we spending energy without really 56 00:02:56.535 --> 00:02:57.735 seeing a value that matches? 57 00:02:58.515 --> 00:03:00.445 And if we could deliver the same results 58 00:03:00.595 --> 00:03:03.605 with fewer frustrations, what is one change 59 00:03:03.635 --> 00:03:04.925 that we would start by making? 60 00:03:05.835 --> 00:03:07.215 And maybe you try one of these. 61 00:03:07.625 --> 00:03:09.855 Maybe you replace a recurring check-in meeting 62 00:03:09.885 --> 00:03:11.895 with a shared doc or a short voice memo, 63 00:03:12.205 --> 00:03:14.615 something a little faster and a little more human. 64 00:03:15.305 --> 00:03:18.015 Maybe you'll look for a repeat snag in your workflow, 65 00:03:18.125 --> 00:03:20.655 like missing inputs, redundant approvals, 66 00:03:20.955 --> 00:03:24.175 and you propose one small tweak, not an overhaul, 67 00:03:24.175 --> 00:03:25.655 just peeling back a layer. 68 00:03:26.235 --> 00:03:28.855 Or maybe you push down a decision that your team is ready 69 00:03:28.855 --> 00:03:30.455 to make without your involvement. 70 00:03:31.125 --> 00:03:34.535 This is where we start to reclaim energy, not by doing less, 71 00:03:34.955 --> 00:03:37.495 but by removing the sludge that's slowing us down 72 00:03:37.675 --> 00:03:39.935 and sucking our souls out through our eyeballs. 73 00:03:41.135 --> 00:03:42.505 Next, we've got develop. 74 00:03:43.005 --> 00:03:45.825 And this asks, are we working in ways that stretch, 75 00:03:46.055 --> 00:03:47.225 grow and excite us? 76 00:03:47.845 --> 00:03:50.625 In episode one, I mentioned that burnout can show up not 77 00:03:50.625 --> 00:03:53.065 as exhaustion, but sometimes just as boredom. 78 00:03:53.815 --> 00:03:57.065 When we're stuck in sameness, when we're not challenged 79 00:03:57.085 --> 00:03:59.345 or stretched, our days start to feel heavy, 80 00:03:59.535 --> 00:04:01.225 even if they're not technically full. 81 00:04:01.965 --> 00:04:04.105 And finding ways to learn in the rhythm 82 00:04:04.125 --> 00:04:06.105 of the work is an amazing way 83 00:04:06.105 --> 00:04:09.065 to drive up our engagement while expanding what we're able 84 00:04:09.065 --> 00:04:10.505 to deliver to our organizations. 85 00:04:10.935 --> 00:04:14.465 It's a win-win. So here are some questions to ask your team. 86 00:04:15.435 --> 00:04:18.165 What part of our work is screaming for reinvention? 87 00:04:18.465 --> 00:04:20.205 And if we had to rebuild it from scratch, 88 00:04:20.635 --> 00:04:21.725 what might we do differently? 89 00:04:22.415 --> 00:04:25.285 Where could we start to trade expertise amongst each other? 90 00:04:25.865 --> 00:04:27.045 What's something you do well 91 00:04:27.045 --> 00:04:28.365 that somebody else might wanna learn? 92 00:04:28.825 --> 00:04:31.165 And what are you curious to learn from a peer? 93 00:04:32.035 --> 00:04:33.855 And when's the last time you taught, 94 00:04:34.165 --> 00:04:35.535 coached or mentored someone? 95 00:04:36.125 --> 00:04:38.455 What would it look like to build more moments like 96 00:04:38.455 --> 00:04:39.735 that into our workflow? 97 00:04:40.395 --> 00:04:42.295 And then maybe you try something small. 98 00:04:42.745 --> 00:04:45.735 Maybe you invite someone to co-lead a regular task with you, 99 00:04:46.115 --> 00:04:48.495 not just to help but to really learn and grow through it. 100 00:04:49.465 --> 00:04:52.605 Or you ask a team member to lead a team meeting. 101 00:04:53.195 --> 00:04:56.445 Give them the chance to build it, design it, facilitate it. 102 00:04:56.825 --> 00:04:59.165 Or maybe you ask a team member to bring a new approach 103 00:04:59.305 --> 00:05:01.005 or a new tool to an upcoming meeting. 104 00:05:01.435 --> 00:05:04.005 Give them the spotlight. A moment that adds value 105 00:05:04.105 --> 00:05:05.285 and energy to the routine 106 00:05:05.865 --> 00:05:07.045 all while you're learning together. 107 00:05:08.195 --> 00:05:11.565 Finding ways to discover flow, to feel excited about 108 00:05:11.585 --> 00:05:14.885 how the work is feeding our intellectual curiosity can be 109 00:05:14.885 --> 00:05:17.725 amazing in pushing burnout back out the door. 110 00:05:22.375 --> 00:05:26.025 Next we've got connect, which asks, are we doing this 111 00:05:26.025 --> 00:05:28.305 with each other or just near each other? 112 00:05:29.295 --> 00:05:31.465 Disconnection is everywhere at work right now. 113 00:05:31.845 --> 00:05:34.425 Hybrid setups make it harder to feel in sync. 114 00:05:34.835 --> 00:05:37.625 Trust has taken a hit in so many organizations, 115 00:05:38.165 --> 00:05:40.025 and the pace of work often means 116 00:05:40.025 --> 00:05:42.625 that we skip the small moments that help us to feel human. 117 00:05:43.425 --> 00:05:45.085 But research tells us that community 118 00:05:45.085 --> 00:05:46.525 and belonging are essential. 119 00:05:47.025 --> 00:05:50.325 And when we dial it up, it fuels our spirits in ways 120 00:05:50.325 --> 00:05:52.365 that help inoculate us against burnout. 121 00:05:53.505 --> 00:05:56.205 So if you wanna explore this with your team, you might ask, 122 00:05:56.695 --> 00:05:59.485 where do you feel seen and supported in our day-to-day? 123 00:05:59.625 --> 00:06:01.645 And where do you feel like you're going it alone? 124 00:06:02.815 --> 00:06:05.025 What helps you build trust with a teammate 125 00:06:05.125 --> 00:06:07.065 or feel trusted by a teammate? 126 00:06:07.985 --> 00:06:09.875 What elements of our work are suffering 127 00:06:09.875 --> 00:06:11.715 because we're working in tandem, rather than 128 00:06:12.315 --> 00:06:14.835 actually leaning into and leveraging each other's strengths 129 00:06:14.835 --> 00:06:17.515 as a force multiplier of our collective talents. 130 00:06:18.495 --> 00:06:21.075 And then maybe you try a small experiment. 131 00:06:21.605 --> 00:06:23.555 Maybe you introduce a monthly spotlight 132 00:06:23.775 --> 00:06:26.875 and support session where one person shares a current 133 00:06:26.875 --> 00:06:29.795 challenge or opportunity, and the team responds not 134 00:06:29.795 --> 00:06:32.035 with critique, but with ideas, offers of how 135 00:06:32.095 --> 00:06:34.555 or reflections on similar experiences. 136 00:06:35.145 --> 00:06:36.475 It's like a group coaching session. 137 00:06:36.655 --> 00:06:37.875 It builds vulnerability 138 00:06:38.015 --> 00:06:40.715 and reminds everyone that no one is doing this alone. 139 00:06:41.485 --> 00:06:42.835 Maybe you take one project 140 00:06:43.055 --> 00:06:44.875 and you run a strength-based reset. 141 00:06:45.415 --> 00:06:47.355 You ask, what does each person bring 142 00:06:47.355 --> 00:06:48.635 that we're under utilizing? 143 00:06:49.015 --> 00:06:51.595 And then you shift some of the responsibilities to ensure 144 00:06:51.595 --> 00:06:54.755 that people are able to infuse their best value 145 00:06:55.895 --> 00:06:58.675 for teams spread across hybrid or distributed models. 146 00:06:59.185 --> 00:07:02.315 Pick one recurring moment each week that's totally human. 147 00:07:02.845 --> 00:07:04.915 Maybe it's five minutes at the top of a meeting 148 00:07:05.335 --> 00:07:07.075 or an optional Friday coffee chat. 149 00:07:07.415 --> 00:07:09.915 The goal is in performance. It's just to connect. 150 00:07:10.705 --> 00:07:13.355 Burnout thrives in silence and separation. 151 00:07:13.765 --> 00:07:15.795 Connection doesn't require a retreat, 152 00:07:16.135 --> 00:07:17.195 it just needs some space. 153 00:07:18.495 --> 00:07:21.035 And finally thrive, which asks, 154 00:07:21.135 --> 00:07:22.835 are we building something sustainable? 155 00:07:22.895 --> 00:07:24.835 Or are we just surviving right now? 156 00:07:25.465 --> 00:07:27.115 This is the one we skip most often. 157 00:07:27.655 --> 00:07:30.955 We tell ourselves that we'll rest after the quarter closes, 158 00:07:31.005 --> 00:07:33.315 after the next launch, the next fire drill. 159 00:07:34.095 --> 00:07:36.355 But thriving is not a reward for surviving. 160 00:07:36.545 --> 00:07:38.275 It's the thing that actually fuels 161 00:07:38.275 --> 00:07:39.355 our ability to keep going. 162 00:07:40.555 --> 00:07:41.615 So ask your team, 163 00:07:41.985 --> 00:07:44.775 where in our work do you feel the most agency to shape 164 00:07:44.915 --> 00:07:46.895 how things get done to manage your time 165 00:07:46.915 --> 00:07:48.095 or protect your focus? 166 00:07:48.555 --> 00:07:50.215 And where are you feeling boxed in? 167 00:07:51.345 --> 00:07:53.885 What's one part of how we work that makes it hard 168 00:07:53.885 --> 00:07:55.765 to set boundaries even when we want to? 169 00:07:56.585 --> 00:07:59.325 And when have you felt truly seen or appreciated? 170 00:07:59.625 --> 00:08:01.805 And what made that moment feel real for you? 171 00:08:02.185 --> 00:08:03.805 And how can we start to make that kind 172 00:08:03.805 --> 00:08:05.445 of connection more common? 173 00:08:06.625 --> 00:08:10.045 So this week, you might run a boundary reset with your team. 174 00:08:10.845 --> 00:08:13.125 Identify one behavior that everyone agrees to protect, 175 00:08:13.395 --> 00:08:15.245 like no meetings before 9:00 AM 176 00:08:15.465 --> 00:08:18.285 or no expectation to answer messages after hours, 177 00:08:18.545 --> 00:08:20.405 and then commit to holding each other to it. 178 00:08:21.225 --> 00:08:23.845 Or audit one recurring ritual, like a meeting 179 00:08:23.905 --> 00:08:28.325 or review cycle, and ask what it costs in time and energy. 180 00:08:28.745 --> 00:08:31.365 And then design a simpler, lighter version together. 181 00:08:32.335 --> 00:08:34.355 Or start a five minute Friday practice 182 00:08:34.485 --> 00:08:37.515 where each person names one moment they felt really proud 183 00:08:37.515 --> 00:08:38.555 of or appreciated. 184 00:08:39.145 --> 00:08:40.835 Keep it consistent and keep it human. 185 00:08:41.495 --> 00:08:44.905 Burnout is a systems issue. It is not a personal problem. 186 00:08:46.005 --> 00:08:49.145 It grows inside of cultures that reward over functioning 187 00:08:49.525 --> 00:08:51.185 and that don't honor boundaries. 188 00:08:51.845 --> 00:08:54.705 So part of the work is noticing what isn't sustainable 189 00:08:55.065 --> 00:08:57.485 and then beginning to shift slowly and together. 190 00:08:58.665 --> 00:09:00.085 If even one of these questions 191 00:09:00.085 --> 00:09:01.725 or ideas spark something for you 192 00:09:01.745 --> 00:09:04.685 or your team, that's movement, that's activation. 193 00:09:05.035 --> 00:09:06.405 This is where we start to change. 194 00:09:07.225 --> 00:09:09.165 You don't need to fix it all, not today. 195 00:09:09.785 --> 00:09:11.485 You just need to stop pretending 196 00:09:11.485 --> 00:09:12.845 that burnout will solve itself. 197 00:09:13.785 --> 00:09:16.525 And if you wanna bring this work into your organization, 198 00:09:17.125 --> 00:09:18.365 I would love to support you. 199 00:09:19.125 --> 00:09:20.805 I can deliver a talk to your team, 200 00:09:21.145 --> 00:09:24.645 run an in-person workshop, whatever you need, visit lead 201 00:09:24.645 --> 00:09:26.885 above noise.com/burnout 202 00:09:26.985 --> 00:09:30.925 or reach out anytime Next week we'll close out the series 203 00:09:30.955 --> 00:09:33.325 with part four where we'll talk about how 204 00:09:33.325 --> 00:09:35.965 to sustain momentum, make these changes stick 205 00:09:36.185 --> 00:09:37.885 and build a system that hold you up 206 00:09:37.885 --> 00:09:39.045 instead of wearing you down. 207 00:09:39.815 --> 00:09:41.925 Until then, thanks so much for listening 208 00:09:42.025 --> 00:09:43.485 and have a successful week. 209 00:09:44.145 --> 00:09:46.165 Modern Mentor is a Quick and Dirty Tips podcast. 210 00:09:46.675 --> 00:09:48.565 It's audio engineered by Dan Rebend. 211 00:09:49.065 --> 00:09:51.485 Our director of podcasts is Brandon Getches. 212 00:09:51.785 --> 00:09:54.165 Our podcast and advertising operations specialist 213 00:09:54.185 --> 00:09:55.365 is Morgan Christensen. 214 00:09:55.785 --> 00:09:58.245 Our digital operations specialist is Holly Hutchin, 215 00:09:58.545 --> 00:10:00.765 and our marketing contractor is Nathaniel Hoops.