1. Acknowledge the situation (I had every leader draw their “energy tank development” over the last year independently. Quite remarkable that all of us fell of a cliff at a similar time) 2. Be emphatic to the situation and understand each of your leaders issues 3. Discuss as a team what we should do to distress NOW and talk with every leader what needs to change and how you can support These 3 steps help to get out of the mess. Now you need to put a process in place to never get to the same place again: 1. Understand root cause of what happened and what were the signs you, the team and each individual missed 2. Implement a monitoring mechanism and regularly check in with each team member 3. Communicate how you will lead differently

1. Acknowledge and validate: Recognize your team's burnout and show empathy. 2. Communicate with stakeholders: Readjust and reevaluate deadlines, targets, and priorities to make them achievable. 3. Collaborate with the team: Hold a meeting to find alternative solutions and involve the team in decision-making. 4. Regular check-ins: Monitor progress, address concerns, and make adjustments as needed. 5. Celebrate successes: Acknowledge and celebrate the team's achievements to boost morale. By following this plan, you'll be able to address your team's burnout, improve communication, and find solutions that work for everyone. Good luck!

1. Acknowledge the pressure. People need to feel seen. Pretending everything is fine when it’s not only erodes trust. 2. Re-evaluate priorities. We have to admit not everything could be urgent. It takes courage to push back and redefine what must get done. 3. Set and model boundaries. Logging off on time, taking breaks, and respecting personal time aren’t perks — they’re part of a sustainable culture. More mistakes are made when tired. 4. Create breathing room. From no-meeting days to protected focus time, small changes can make a big impact. Uninterrupted time is invaluable. 5. Lead with empathy. One comment really stuck with me: “Burnout isn’t fixed with pizza Fridays — it’s fixed with better leadership.” Have your teams back!

A few things that have helped me navigate through critical deliveries in the semicon industry where "tapeout schedules are critical". 1.An important point is to not do micromanagement which will create unspoken trust issues and we may end up looking at false status in the hierarchy. 2.Look for imbalance in the load and execution in teams and nourish the culture of discussions with the individuals such that deadlines are not looking unreal to team early on. If yes this needs to be re- aligned. 3.Continue to follow the "OODA - Observe Orient Decide Act" In every stage of the project, keeping a clear communication both ways of hierarchy. 4.Recognitions and appreciation definitely go a long way, and needs to be done in a timely manner.

Burnout kills productivity. If your team is struggling with unrealistic deadlines, here’s how to lead effectively: Prioritize ruthlessly – Focus on high-impact tasks, not busy work. Push back when needed – Negotiate realistic deadlines with leadership. Encourage breaks – Recovery time prevents burnout. Model balance – If you overwork, your team will too. Recognize efforts – A simple “thank you” boosts morale.

🔥Unrealistic deadlines + silent burnout = leadership landmines. I teach teams to reprogram the subconscious guilt around rest and worthiness. Burnout often isn’t just a workload issue—it’s a belief issue. 🌀3 tips to stop the spiral: 1. Unwire the Overachiever Pattern: Many believe they must hustle to be worthy. We flip that script. 2. Micro-Wins, Major Impact: Celebrating small victories lights up the brain—and prevents collapse. 3. Burnout Radar: Train your team to notice subconscious stress cues before they explode (or “accidentally” miss another Zoom). 🚨Burnout isn’t a badge of honor. It’s a flashing red light saying, “It’s time to lead differently.” Let’s wear clarity, boundaries and positive intention like a crown. 👑

Acknowledge the team's workload and openly discuss the challenges they are facing. Set more realistic deadlines by prioritizing tasks and adjusting expectations with stakeholders. Encourage breaks, delegation, and workload distribution to prevent burnout. Advocate for the team by communicating concerns to upper management and proposing a sustainable workflow.

Effective leadership in times of burnout starts with listening and prioritization. Acknowledge the team’s struggles, then reassess workloads—identify tasks that can be delayed, delegated, or removed. Set realistic expectations with stakeholders, advocating for sustainable deadlines. Encourage open communication, ensuring the team feels heard and supported. Foster a culture of balance by promoting breaks, flexible work, and mental well-being. Lead by example—demonstrate resilience without glorifying overwork. Lastly, focus on long-term efficiency, not just short-term output. A motivated, well-rested team will always deliver better results than an exhausted one.

As a team leader, it's crucial to recognize when unrealistic deadlines are causing burnout. Open communication is key acknowledge the strain on the team and involve them in setting more realistic timelines. Prioritize tasks based on urgency and impact, and ensure proper resource allocation. In my experience, fostering a collaborative environment where team members feel heard helps reduce stress. One strategy that has been particularly helpful is breaking down large projects into manageable milestones, allowing the team to celebrate small wins and stay motivated.

If my team’s burning out, the first thing I’d do is take ownership. Unrealistic deadlines aren’t just exhausting—they kill creativity and trust. I’d pause and talk to the team honestly: what’s working, what’s not, and how we can fix it together. I’d push back when needed, set better timelines, and make rest non-negotiable. We’re not machines—we’re humans doing our best. Leading effectively here means protecting your people, not just pushing them. When the team feels heard and supported, they’ll show up stronger. Every time.