The Energy Audit Is In: Why Executive Burnout Puts Strategy—And The Whole Business—At Risk

We’ve probably all seen it too many times. A once-vibrant CEO, sharp and decisive, starts stalling. Vision becomes vague. Decisions grow reactionary. Innovation flatlines. Everyone else sees the symptoms, but the leader—the very person meant to set the pace—is running on empty and doesn’t even realize it.

Executive burnout rarely arrives with warning lights. Unlike team-wide morale slumps or turnover spikes, it creeps in quietly and disguises itself as dedication, long hours, and “just pushing through.” But the costs are far from quiet. When an executive’s energy wanes, strategic focus follows. Performance suffers—not just individually, but organizationally.

And yet, despite the massive impact, the energy levels of top leaders are almost never treated as business-critical. That needs to change.

Burnout Isn’t Just Personal—It’s a Strategic Weakness

While companies increasingly invest in employee wellness and flexible work policies, the well-being of those in the C-Suite often remains unspoken. Leaders pride themselves on being stoic, resilient and tireless. But burnout at the top reverberates through every layer of the business. It clouds long-term thinking, stunts risk-taking and communicates to teams (consciously or not) that running on fumes is just part of leadership.

As the founder of a top executive coaching firm, one that works with high-performing CEOs and elite professionals, I would like to encourage a different mindset: Executive energy is not a private concern to be managed behind closed doors. It’s a strategic asset. And like any asset, it requires investment, monitoring and care.

According to SHRM, 70 percent of C-Suite leaders are considering quitting their jobs for roles that better support their well-being. When leaders are mentally and physically depleted, they default to short-term fixes. Innovation gives way to preservation. Culture becomes compliance. And company momentum slows, not because of market conditions, but because those steering the ship are navigating in a fog.

 Why Energy Gets Drained

The reasons are both obvious and hidden in plain sight.

Cognitive overload is constant. Every day demands context switching between high-stakes decisions, team dynamics and external pressures. Add to that the chronic weight of being the final call—and the pressure to always look energized and unshaken—and it’s no wonder executives burn out. Many silently operate under the illusion that if they pause, everything else falls apart.

This myth of invulnerability keeps leaders stuck. Instead of pacing themselves for longevity, they sprint toward an invisible finish line. Recovery isn’t just delayed. It’s dismissed altogether.

 Lessons From Elite Performers

What if CEOs managed their energy the way elite athletes manage their training cycles? Our coaching work bridges this very gap, applying the mental and physical performance strategies of top athletes to the world of high-level leadership.

1. Energy Management > Time Management. Traditional productivity tools focus on scheduling tasks. But energy, not time, is the true limiter. Executives need to align their most demanding work with their peak energy hours and protect those windows fiercely. Not every meeting requires them. Not every problem needs immediate involvement. Delegation isn’t just a management skill; it’s a vitality-preserving tactic.

2. Recovery Is Not Optional. For elite performers, recovery is sacred. I’d advise leaders to schedule recovery time with the same discipline as board meetings. That includes sufficient sleep, intentional movement, regular solitude and strategic white space on the calendar. These are performance multipliers.

At Marie Claire’s Power Play summit, leaders like Katie Kime and Hillary Kerr discussed strategies to combat executive burnout. Kime emphasized the importance of protecting personal time by blocking daily “creative” periods in her schedule, while Kerr highlighted the necessity of setting boundaries around after-hours communications. These practices demonstrate actionable steps executives can take to maintain well-being and effectiveness.

3. Mental Conditioning Builds Resilience. Our coaching approach can incorporate breathwork, visualization and mindset coaching to help leaders stay mentally agile. Just like athletes visualize success before stepping onto the field, executives can rehearse high-stakes scenarios, reset after setbacks and cultivate inner calm, even in turbulent times.

The Executive Energy Audit

To translate theory into action, consider this simple framework to help self-assess and recalibrate:

• Physical Energy – Are you running on coffee and adrenaline, or real restoration?
• Mental Clarity – Can you make decisions from a place of calm, or are you constantly reacting?
• Emotional Presence – Are you engaged with your team, or going through the motions?
• Strategic Focus – Are you working on the business, or just buried in it?

Leaders who score low in these areas often wonder why business performance feels “off.” The answer isn’t in the market data. It’s in the mirror.

 Vitality Is a Leadership Imperative

Organizations can’t afford to treat executive well-being as a side conversation or a private matter. Vitality at the top fuels clarity, innovation and cultural tone-setting throughout the company. CEOs must lead by example, both to sustain themselves and to signal to their teams that high performance and personal sustainability can (and must) coexist.

It’s time to make executive energy a boardroom topic. Annual planning sessions should include a check-in on leadership capacity, not just pipeline forecasts and talent metrics. Coaching and recovery strategies should be built into leadership development as performance infrastructure.

A healthy, energized executive isn’t just “nice to have.” They are the competitive advantage. They are the spark. And when they protect their energy, they give everyone else permission to thrive.