Your'e Not Growing Up, You're Just Burning Out

Well-Being, Boundaries, and Burnout

I’ll never forget sitting in a Board Meeting for the Association of Chamber of Commerce Executives in 2021 as they walked us through recent findings from their workforce industry survey. It found that a significant number of chamber CEOs had considered leaving the profession during the previous 24 months. I was shocked. Wait, no I wasn't. COVID and the summer of 2020 hit communities hard. 2021 was full of “it’s a new day” vibes. But, somehow, things felt like they just got more divided and more difficult. When you lead a community organization, you clock in when you leave the house (if you ever clocked out that is.)

You listen. You respond. You cheer. You weep.

You do this because you believe in your mission and you care for those you are fortunate to serve. And on the list of those for which you care so deeply, you fail to include yourself. You simply cannot be of service to others unless you serve yourself. It’s like the flight attendant says, “secure your oxygen mask before securing your child’s.”

I know this is not limited to nonprofit leaders. All leaders sacrifice their well-being. Unfortunately, we hold that in high esteem. It’s wrong. We cannot do our best work if we are not at our best.

Can you give 75% of yourself and get 100% of the job done?

I can’t.

The Crisis of Burnout and Turnover

A 2022 survey by Nonprofit HR revealed that 45% of nonprofit employees reported feeling burned out—a substantial increase from previous years. Turnover rates have climbed to nearly 20% annually, up from 15% in 2019. Nonprofit executives are particularly affected, with 60% considering leaving their roles due to burnout during the pandemic​ (Live & continuous employee listening ,Wellness Magazine).

The emotional labor inherent in the work we love, coupled with often limited resources, demands tools and strategies in order to beat back burnout. Addressing this issue is crucial not only for personal health but also for organizational stability and effectiveness​.

The Strategic Value of Well-Being

A study by the American Psychological Association (APA) found that organizations with comprehensive well-being programs report a 30% reduction in turnover and a 50% decrease in burnout among leaders​ (Spring Health).

Holistic well-being programs that address mental, emotional, and social health are essential components of leadership development. You invest in your team, right? Do unto yourself as you would do unto others.

The Importance of Setting Boundaries

In nonprofit and community work, the line between personal and professional life can blur. Your work is 24/7. Protect your time and consider that your most valuable stakeholder may be home waiting for you.

Define Your Hours: Establishing specific times for work and personal life helps prevent burnout by ensuring you have time to recharge and attend to personal needs.

Prioritize Self-Care: Make time to take time. Activities that nurture your mental and emotional health helps maintain the energy and focus required for effective leadership.

Tell it Like it Is: Clearly communicate your boundaries to your team, your board, and your funders.

Promote a Supportive Organizational Culture: Create a workplace environment that prioritizes well-being and model that behavior. If your in-office work week is 60 hours, not becomes the unspoken expectation of your team.

Automate Respect

 Schedule Downtime: Integrate apps like Google Calendar or Microsoft Outlook to schedule personal time and automatically decline meetings during these periods.

Set Digital Boundaries: Use email scheduling features to delay sending messages until work hours, preventing after-hours communication creep.

Automate Well-Being Reminders: Utilize apps that send daily reminders for meditation or deep breathing exercises, helping incorporate well-being practices into your daily workflow effortlessly.

Phone a Friend, Feedback or Not

Identify a Trusted Peer: Find someone who understands the unique pressures of your role.

Choose Safety (and Safely): Find someone who offers a judgment-free, confidential space where you can share both triumphs and vulnerabilities.

Seek Balance: Confide in someone who can listen actively and respond thoughtfully, not just someone who mirrors your frustrations.

Mutual Growth: Share your experiences to gain perspective, helping each other grow both personally and professionally.

Celebrate Wins and Process Challenges: Being able to discuss the full spectrum of your experiences helps keep your work in perspective, it ain’t all bad.