The exhaustion of leadership has a name: burnout. The syndrome, once mainly associated with frontline professionals, now finds one of the most affected groups in leadership. Data from international centers like Nascia reveal that six out of ten leaders have already experienced symptoms of professional burnout. In Brazil, concern intensifies: the country set a record for absenteeism due to mental disorders in 2024, with over 470,000 licenses granted by INSS.
“It’s a structural problem. We are seeing managers getting sick because they cannot handle the pressure of results, emotional overload, and responsibility for the organizational climate. It is urgent to understand that taking care of leadership is also taking care of the business,” highlights Michel Cabral, CEO of Vixting, HR & Health Tech with 15 years of experience in occupational health.
Burnout syndrome is characterized by physical, emotional, and mental exhaustion, demotivation, irritability, isolation, and a decline in performance. In leadership, these symptoms are often masked by the desire to maintain an image of resilience and control, which further complicates the early identification of the problem.
The loneliness of those who lead
In addition to functional overload, leaders report chronic loneliness. Many avoid exposing their vulnerabilities for fear of seeming weak or incompetent, which increases the risk of silent illness. “Companies still expect leaders to have an unattainable profile: resilient, present, motivating, and tireless. This expectation, often disconnected from reality, is one of the roots of the problem,” comments Cabral.
How HR can act strategically
The Vixting reinforces that the role of HR needs to go beyond operational routines. The sector must position itself as a strategic ally in promoting the emotional health of leadership, with actions such as:
- Training for early recognition of signs, such as a change in behavior, irritability, excessive control, or withdrawal;
- Encouraging a culture of self-care and active listening, with openness to stigma-free and secure conversations;
- Flexibility of schedules and realistic goals, with frequent monitoring;
- Implementation of intelligent systems that integrate occupational health data and track risk patterns, enabling a preventive and personalized approach.
Technology as an ally in prevention
Focusing on the digitization of occupational health processes, Vixting develops solutions that support HR in creating healthier environments. The platform allows companies to monitor certificates, identify risk factors, and create personalized care paths for different leadership profiles.
“The HR of the future needs to combine empathy, data, and agility. Only then can we act before burnout destroys careers, compromises teams, and impacts company results,” concludes Michel Cabral.
