Karen Schiro, a property salesperson, became conscious of her burnout symptoms and sought the help of a burnout mentor, Ellyn Schinke. “I was aware of my burnout but had no clue about handling it,” she shared. Over a period of half a year, Schiro had weekly virtual interactions with Schinke, during which the 45-year-old estate agent discovered how to decrease her packed schedules. Introducing modifications such as incorporating a line in her email signature stating she doesn’t reply to emails after 6pm seemed insignificant, yet another person’s viewpoint was necessary to identify these changes. When burnout hits, it’s tough to find and apply such solutions, Schiro acknowledged.
Before Covid-19 started affecting people’s work patterns, the World Health Organisation did accept burnout. They described this persistent work-related stress in 2019 as fatigue, scepticism, and inefficiency – traits which make self-recovery tricky. This was confirmed by Michael Leiter, Professor Emeritus at Acadia University, Nova Scotia, who researches burnout. “Getting back on your feet at this juncture is challenging,” he stated, adding that “It’s genuinely beneficial to avail another viewpoint or emotional backing.”
The role of the burnout mentor now comes into focus. It’s a rather unclear position, falling between psychological counselling and professional mentoring, but without any official qualifications or monitoring needed, the term “burnout coach” is often used loosely, leading to an increase in the number of people identifying as such. Almost anyone can begin offering this service. Consequently, we’ve seen a rise in the number of individuals promoting themselves as burnout mentors, says Chris Bittinger, Clinical Assistant Professor of Leadership and Project Management at Purdue University who researches burnout. “There is absolutely no threshold to get started,” he remarked.
Rhia Batchelder embarked on her journey as a burnout coach in 2021, initially relying on her savings to support herself, whilst also doing freelance legal work and dog-walking jobs to supplement her income as she sharpened her business acumen and marketing prowess.
Batchelder affirmatively stated the coaching industry lacks regulation and she dedicated an astronomical number of hours to researching occupational burnout. Given the minimal regulation, quantifying the number of burnout coaches is challenging. Researchers like Leiter indicate that factors such as high-pressure corporate environments, insufficient mental health resources, and pandemic disruptions pave the way for a substantial amount of overworked employees seeking coping mechanisms.
Kim Hires, an Atlanta-based burnout coach, reflected on how burnout coaching was relatively unknown when she ventured into the business ten years ago, contrary to now when her job doesn’t require an explanation. That said, burnout coaches face the issue of a lack of certification, setting them apart from life coaches, executive coaches, or wellness coaches who do have specific certifications.
Some burnout coaches pursue certifications through bodies like the International Coaching Federation, a prominent non-profit coaching body. The necessity to amalgamate certifications and pursue ongoing education on topics such as stress control and sleep hygiene can lead some to perceive the practice as a gimmick.
Education providers have started to recognise the mounting interest in the field. Terrence Maltbia, head of the Columbia Coaching Certification Programme at Columbia University, revealed the university plans to incorporate burnout into its ongoing education courses due to a huge surge in interest between 2018 and 2022, a development he defined as extraordinary.
He claimed increasingly stressful working conditions and the need to earn a living as factors propelling the market in this direction. However, according to the most recent survey by the American Psychological Association, 77 per cent of workers reportedly experienced job-related stress in the past month, indicating the urgent need for assistance in managing work-related tension.
Brett Linzer, a pediatrician and internist, suggests that individuals might prefer consulting a burnout coach due to the ongoing stigma around mental health.
Linzer expressed the common perception that the medical community expects doctors to solve issues independently, rather than seeking external help. Reaching out to a burnout coach enhanced his empathetic abilities and communication skills, he reported, and gave him tools to manage the grief of losing two close friends and colleagues.
Many burnout coaches base their approach on their own experiences. Batchelder, for instance, changed her career direction from corporate litigation, after feeling unfulfilled and drained. “My investigation into burnout was motivated by a need to help myself,” narrated 33-year-old Batchelder. The adoption of stress-management techniques such as controlled breathing, establishing boundaries, and maintaining routines, equipped her with the knowledge to assist others.
The coaches clarified that their role was not to substitute therapy, but to offer a unique form of support. Some clients valued the coaches’ ability to understand their work-related struggles. Tara Howell, communications manager at a non-profit, highlighted her positive experiences combining therapy with guidance from Batchelder. She observed that the help provided by Rhia was more practical compared to other career advisors she had considered reaching out to.
Although employers may fund burnout coach sessions under professional development, the majority of coaches and clients disclosed that individuals usually cover the cost personally.
The concept of burnout coaches has gained traction amidst evolving attitudes regarding worker wellbeing. Oxford University’s Wellbeing Research Center fellow, William Fleming, found that several wellness programmes offered by businesses, such as instant-access sleep advice applications and mindfulness workshops, often fail to match their mental health improvement promises.
“They’re not just ineffective but are even producing the opposite effect,” remarked Kandi Wiens, the co-head of the medical education master’s course at the University of Pennsylvania, as well as a burnout researcher.
According to Fleming, these initiatives often do not address systemic problems in the workplace such as overwork or insufficient resources that lead to burnout. These measures, he claimed, merely offer relief from the symptoms without tackling root causes.
Burnout coaches themselves have admitted the limitations of their roles. “There’s only so much coaching can achieve,” confessed Batchelder. “The institutional stressors are overwhelming.” This article was initially published in The New York Times.