Dr. Katie Elizabeth Green

Hi, David.

Thank you so much for having me on your show today.

It's a great question, David.

And yeah, we do typically think of kind of the CEO being sort of burnt out, stressed out at that top end of the organizational hierarchy.

But actually, research has shown that those at mid-career are at the highest risk for getting burnt out.

And some of the reasons for that really are because...

At that point in somebody's career, they're often juggling multiple competing demands.

So typically at mid-career, many people have small children or lots of family responsibilities.

At the same time, they're at a point in their career where organizations are really putting the pressure on them

Because they're not at that kind of early point, that entry point anymore.

They've demonstrated their competence.

They've demonstrated their skill.

And they seem to be resilient and capable.

And therefore, organizations will put the pressure on at that mid-career point.

So it's a real kind of...

difficult period for many people a real tipping point where they've got those competing challenges of both increased pressure from organisations and also lots of challenges outside of work as well and often I think people at that point

struggle to reach out it's seen as well you just have to power on and just plow through and this is how this is what everybody deals with and therefore people are not are not um not reaching out when they're feeling the stress level starting to rise it's seen as just the norm

Yeah, it's a great point.

And I think there's definitely been a shift over the past five to 10 years in terms of how we're seeing burnout.

Traditionally, burnout was seen as an individual problem, a lack of resilience or something like that.