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The Alarming Trend: Why More Leaders are Leaving Today’s Organizations

The Alarming Trend: Why More Leaders Are Leaving Today'S Organizations &Raquo; 724927D2 F663 4D42 Ba4F 69119Ff6341B

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Even employees who have been with the company for many years and who are in positions of senior leadership are leaving their jobs at an alarmingly high rate, which is causing companies to struggle to keep their existing workforce. Because the departure of a key leader can have a significant impact on an organization’s morale, productivity, and overall success, this is a problem that businesses cannot afford to ignore and it is one that they have no choice but to address. In this post, we will look into one of the most important reasons why these leaders are resigning, and we will investigate several approaches to re-engage their dedication and realign them with the rest of the team. Michael D. Levitt, who serves as the Chief Burnout Officer for the Breakfast Leadership Network, is a major contributor to our findings.

An Often Ignored but Vital Component in the Process of Keeping Leaders:

Burnout is one of the key reasons that leaders are departing their companies in larger numbers, according to Michael D. Levitt, who cites this as one of the primary causes. Levitt, in his capacity as Chief Burnout Officer for the Breakfast Leadership Network, has direct experience with the ways in which the unrelenting requirements of a leadership post may result in tiredness, disengagement, and, eventually, leave. He has seen these outcomes directly. When it comes to evaluating how to keep employees, one of the most important factors that is sometimes neglected is burnout. If businesses want to keep their top executives, they have to make the health and happiness of those executives a top priority and provide them with the tools they require to avoid becoming burned out on the job.

There are three approaches that may be taken to achieve exceptional leadership performance:

Encourage a Balance between Professional and Personal Life One of the primary factors that lead to burnout is an imbalance between one’s personal life and professional life. It is imperative that companies encourage their leaders to engage in Self-Care practices like as taking vacations, establishing healthy boundaries, and taking time off. It is possible for businesses to assist their leaders in maintaining their energy and excitement for the roles they play by cultivating a culture that emphasizes maintaining a healthy work-life balance.

Leaders are often ambitious and motivated persons who thrive on the challenge of growing and developing themselves, hence it is important for leaders to create opportunities for growth and development. Companies should provide chances for their employees’ ongoing education, professional development, and career growth available to them in order to maintain their engagement and motivation levels. This may involve providing access to other types of training, such as workshops, programs, or mentorship connections. By demonstrating their dedication to their leaders’ success by investing in their growth, businesses indicate that they are committed to the success of their leaders, which helps to reduce burnout and attrition.

Acknowledge the Efforts of Leaders and Reward Their Achievements It is crucial to acknowledge the efforts and accomplishments of leaders in order to keep their motivation and dedication at a high level. Receiving consistent feedback that is both positive and constructive can assist leaders in experiencing increased feelings of value and appreciation. Additionally, companies ought to make certain that they have a procedure in place to acknowledge and commend exceptional levels of performance. This may take the form of monetary incentives, advancement opportunities, or public acknowledgment of their accomplishments.

Bringing Senior Leaders in Line with the Organization’s Objectives, Roles, and Expectations:

It is absolutely necessary to have open lines of communication in order to properly align senior executives with the objectives, functions, and requirements of the firm. It is essential for businesses to ensure that they routinely evaluate and refresh their executives on the goals of the organization as well as their individual duties in working toward attaining those goals. This can assist to reduce emotions of dissatisfaction or detachment and can also contribute to the creation of a shared sense of purpose. In addition, companies should make sure that their top executives are included in the process of goal-setting and provide them the opportunity to share their own thoughts, ideas, and observations. This might contribute to the development of a sense of ownership and investment in the success of the organization.

Enhancing Team Motivation and Performance in Order to Create an A+ Group:

Organizations have to place a high priority on the motivation and engagement of their leaders if they want to produce high-performing teams. It is possible to do this by putting into practice the tactics that have been mentioned above and by cultivating a culture that places a high emphasis on cooperation, creativity, and ongoing development. Organizations have the ability to boost their leaders’ motivation, performance, and overall happiness by providing them with the support and tools they require to flourish in their positions as leaders of the business.


Because the loss of a senior leader can have a significant bearing on an organization’s performance, it is imperative that businesses place a high priority on the recruitment and retention of such individuals. Companies are able to take preventative measures to deal with this problem and keep their best employees if they realize the significant part that burnout plays in the decision-making process that prompts leaders to quit their firms. Organizations may assist their leaders in remaining engaged, motivated, and devoted to their responsibilities by putting into action methods designed to achieve outstanding leadership performance. These strategies include promoting a healthy work-life balance, offering chances for personal growth and professional advancement, and recognizing and rewarding successes.

It is possible to further assure senior leaders’ engagement and happiness by matching their objectives, duties, and expectations with those of the company. This may be accomplished by clear communication and participation in the process of goal-setting. In conclusion, businesses are able to construct a high-performing A+ team that is the primary force behind the success of the organization by placing a high priority on the motivation and performance of its leaders.

In conclusion, while it is true that the rate at which leaders are departing organizations in increasing numbers is cause for concern, businesses do have the ability to take measures to combat this problem and keep their most valuable employees. Organizations may assure the long-term success of both their leaders and the firm as a whole by placing a strong emphasis on the health and happiness of their leaders, cultivating a work environment that is encouraging and positive, and offering chances for personal and professional advancement. Keep in mind that investing in your company’s executives is an investment in the future of your organization.

Originally Published on

Michael Levitt Chief Burnout Officer

Michael D. Levitt is the founder & Chief Burnout Officer of The Breakfast Leadership Network, a San Diego and Toronto-based burnout consulting firm. He is a Keynote speaker on The Great Resignation, Quiet Quitting and Burnout. He is the host of the Breakfast Leadership show, a Certified NLP and CBT Therapist, a Fortune 500 consultant, and author of his latest book BURNOUT PROOF.

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