Leadership fatigue has a name: burnout. The syndrome, once primarily associated with frontline professionals, now finds leaders as one of the most affected groups. Data from international centers like Nascia reveal that six out of 10 leaders have already faced symptoms of professional exhaustion. In Brazil, the concern intensifies: the country hit a record in mental health-related leaves in 2024, with over 470,000 sick leaves granted by INSS.
“It’s a structural problem. We’re seeing managers falling ill because they can’t handle the pressure for results, emotional overload, and responsibility for the organizational climate. It’s urgent to understand that caring for leadership is also caring for the business,” highlights Michel Cabral, CEO of Vixting, an 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 performance decline. Among leaders, these symptoms are often masked by the desire to maintain an image of resilience and control, which makes early identification of the problem even more difficult.
The loneliness of leadership
Beyond functional overload, leaders report chronic loneliness. Many avoid exposing their vulnerabilities for fear of appearing weak or incompetent, which increases the risk of silent illness. “Companies still expect leaders to meet 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
Vixting emphasizes that HR’s role must go beyond operational routines. The sector should position itself as a strategic ally in promoting leaders’ emotional health, with actions such as:
- Training for recognizing early signs, such as behavioral changes, irritability, excessive control, or withdrawal;
- Encouraging a culture of self-care and active listening, with openness to safe and stigma-free conversations;
- Flexible schedules and realistic goals, with frequent monitoring;
- Implementation of intelligent systems, which integrate occupational health data and track risk patterns, enabling preventive and personalized action.
Technology as an ally in prevention
Focusing on digitizing occupational health processes, Vixting develops solutions that support HR in building healthier environments. The platform allows companies to monitor medical certificates, identify risk signs, and create personalized care paths for different leadership profiles.
“The HR of the future must combine empathy, data, and agility. Only then can we act before burnout destroys careers, compromises teams, and impacts company results,” concludes Michel Cabral.
