I recently worked with a CTO at a fast-growing tech company who seemed to have everything together: great compensation, a talented team, and interesting work. Yet he was completely exhausted, struggling to get out of bed, and considering quitting.

What was going on?

After spending some time with him, I discovered he was experiencing hidden burnout triggers that weren't visible on the surface.

These silent burnout catalysts operate beneath our awareness, gradually eroding our resilience until we suddenly find ourselves in the danger zone. The worst part? Many leaders don't even realize these triggers exist until they're already experiencing the consequences.

Let's dive into three hidden burnout triggers that might be affecting you right now.

The Constant Interruption Cycle

Being frequently interrupted by your supervisor creates a persistent state of hypervigilance. Each time your manager cuts you off mid-sentence or changes direction mid-project, your brain registers it as a micro-threat.

Here's what I've learned after two decades in leadership: these interruptions aren't just annoying – they fundamentally disrupt your sense of safety and value.

When you're constantly interrupted, you experience:

• A persistent anxiety about expressing your thoughts
• The subtle message that your input isn't valuable
• A fragmented attention span that prevents deep work
• A nagging sense of incompletion that follows you home

A leader I worked with tracked these interruptions for a week and was shocked to discover he was interrupted by his boss an average of 17 times per day. No wonder he couldn't think straight!

How to recognize this trigger:

Pay attention to how you feel after meetings with your supervisor. Do you notice tension in your shoulders? Are you mentally rehearsing what you wanted to say but couldn't? These are warning signs.

How to address it:

• Request specific time blocks for uninterrupted discussions
• Use written communication for complex ideas that require full expression
• Practice gentle persistence: "I'd like to finish my thought on this before we move on"
• Document your complete ideas before meetings so interruptions don't derail your contributions

​

Strategic Uncertainty Syndrome

The second hidden trigger occurs when you're not executing strategically. This creates a persistent "fog of war" where you can't clearly see what's coming tomorrow.

Without strategic clarity, every task feels equally urgent, and every decision is equally weighty. Your brain remains in a constant state of threat assessment, burning through valuable mental resources.

How to recognize this trigger:

• You struggle to explain how your daily work connects to the larger goals
• You can't confidently prioritize competing demands
• You often feel surprised by new initiatives or direction changes
• You experience decision fatigue even on routine matters

How to address it:

Create your own strategic framework, even if one isn't provided. Start by identifying 2-3 key outcomes that matter most for your role. Then evaluate each task against these outcomes. This gives you a decision-making compass that reduces cognitive load.

One VP I worked with reduced her burnout symptoms within weeks by implementing a simple "strategic filter" document. She used it to evaluate requests and make resource allocation decisions transparent to her team and leadership.

The Emotional Leadership Rollercoaster

Perhaps the most insidious trigger is working under emotionally driven leadership. When decisions are based on mood rather than data, you're forced to navigate a constantly shifting landscape.

This unpredictability creates what psychologists call "learned helplessness"—the exhausting sensation that no amount of preparation or performance can produce predictable outcomes.

How to recognize this trigger:

• You find yourself analyzing your boss's emotional state before sharing information
• The same behavior receives different responses depending on timing
• Team members trade tips on "reading the room" before proposing ideas
• Good news and bad news receive disproportionate reactions

How to address it:

• Create documentation trails for decisions and their rationale
• Build a peer support network for reality-checking
• Use data visualization to make objective measures more compelling
• Frame recommendations in terms of agreed-upon metrics rather than opinions
• Develop emotional insulation practices like mindfulness to maintain your own equilibrium

The Bottom Line

These hidden burnout triggers operate primarily beneath our conscious awareness, making them particularly dangerous. They create low-grade chronic stress that accumulates until something breaks.

The good news is that once identified, these triggers can be managed. The leaders I've worked with who successfully navigate these challenges share one key trait: they take ownership of their environment rather than simply reacting to it.

You may not be able to change your supervisor's interruption habits, provide perfect strategic clarity, or transform emotional leadership into data-driven decision making. But you can develop protective practices that shield your wellbeing while you navigate these challenges.

Remember, burnout isn't just about working too many hours. These hidden triggers can affect you even when your workload seems reasonable. By recognizing and addressing them proactively, you're taking necessary steps toward sustainable leadership.

Dr. Oliver Degnan

Find me on X, LinkedIn, Facebook,
or Book a 1:1 Call​