But the reality is that burnout is widespread, and ignoring it comes at a cost. According to Mental Health UK’s Burnout Report 2025, 91% of UK adults experienced high or extreme stress at some point over the past year. Even more concerning, one in three said they feel that way “often” or “always.”
In light of World Mental Health Day (10th October), it’s the perfect time to reflect on how leaders can tackle burnout, protect wellbeing,and set the tone for healthier workplaces.
Leadership often comes with an unspoken expectation: to be the steady hand, the person who always has the answers. But this façade can create a culture where stress is suppressed rather than addressed.
When leaders don’t speak openly about their own boundaries or challenges, employees are less likely to feel comfortable sharing theirs.The Burnout Report 2025 highlights a worrying trend among younger generations: only 56% of 18–24-year-olds now feel comfortable speaking to their manager about stress, down from 75% the year before.
That’s not just another statistic; it’s a signal thatsilence at the top trickles down.
Leaders need to recognise the early signs, both in themselves and in their teams.
For yourself:
For your team:
Research shows the risks of ignoring these signs. In 2025, 21% of workers said stress had impacted their productivity, but they didn’t adjust their hours or take time off. When people carry stress silently, it often showsup in their health, focus, and productivity.
Culture starts at the top. If you want your team to thrive, you need to show what good looks like:
Small, intentional actions make a big difference:
Coaching plays a unique role in helping people manage stressand build resilience. Through powerful questioning and active listening, coaches help employees:
For leaders, adopting a coaching mindset, even in everyday conversations, can create a culture where people feel empowered rather than overwhelmed.
Burnout is not a buzzword; it’s a pressing issue affecting every level of the workforce. The Burnout Report 2025 shows just how widespread stress has become.
As leaders, the opportunity is clear: talk about mental health, model healthy behaviours, and create space for open conversations. Doing so isn’t just good for wellbeing — it builds trust, engagement, and performance.
So, what’s one healthy boundary you can set this week, foryourself, and for your team?
If you’d like to explore how coaching can strengthen resilience and wellbeing in your organisation, get in touch with our team at BMS Progress.
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