Programs · One-day workshop
The Quiet Burnout is a full-day working session for your leadership team: the system view of burnout, the early signals your managers are missing, the three-question audit they can run Monday — and a private leadership debrief to close.
Length
One full day
Format
On-site or virtual
Who's in the room
Your leadership team, up to ~12
Includes
Private leadership debrief
Investment
$8,500
The day
No trust falls, no resilience pep talk, no apps. The day moves from seeing the problem clearly to doing something about it before everyone leaves the room.
Why your best people burn out quietly — and why it's a system problem, not a willpower problem. The retention math, run on your numbers: replacement cost, the disengaged year before the resignation, and what a departure broadcasts to everyone still grinding. Then the four causes that actually drive it: workload design, priority clarity, recovery norms, and unread early signals.
Burnout announces itself months before the resignation letter — just not in words. Your leaders learn what those signals look like in a dependable high performer, why "no complaints" is a risk marker, and the three-question audit every manager in the room can start running with their own team on Monday.
Sleeves up. The kill-list starter exercise: naming, out loud, the low-value work everyone in the room already knows shouldn't exist. Recovery as an operating norm — what it looks like built into how a team runs, rather than depending on individual willpower. Every leader leaves with two or three commitments they chose, not ones they were assigned.
A private session with your sponsor: an honest read on where the team is, where the risk looks concentrated, and whether deeper work is warranted. Sometimes the answer is "run your commitments and see." When it isn't, you'll hear exactly why.
Outcomes
Standalone — the fastest way into this work: one day, one approval, and your leadership team is aligned on the problem and moving.
After an audit — the day opens with your own findings on the screen instead of industry patterns. Nothing focuses a leadership team like their own teams' data.
Questions
An intact leadership team — the executives and senior people-leaders who actually control workload, priorities, and norms. Up to about twelve keeps it a working session rather than an audience. It's the wrong room for a mixed all-hands: the day is built for the people who can change how work is designed.
Both work. On-site is stronger for the afternoon working blocks; virtual runs as a structured full day with real breaks and the same exercises. Colorado on-sites carry no travel cost; elsewhere, travel is billed at cost.
Very little, by design. A 30-minute call with your sponsor beforehand so the retention math and examples use your context, and an optional short pre-read for participants. No pre-work assignments — your leaders are busy, which is rather the point.
Your leaders run their commitments and the three-question audit. If the debrief pointed to deeper work, the usual next step is the Sustainable Leader Program — the 12-week cohort where commitments become an operating plan. If it didn't, the day stands on its own.
Related programs
Run it first and the workshop becomes data-fed: your findings, your hot spots, your priorities on the screen.
Audit details →When the day makes clear the fix needs building, not just naming — the 12-week cohort is where that happens.
Flagship details →Next step
Thirty minutes. We'll talk through your leadership team, what the day would emphasize for your context, and dates.