They’re smiling. They’re still showing up. But inside, they’re crumbling.

That’s the image of many leaders today—burned out, isolated, yet afraid to say it. They’ve been taught that strength means silence, that resilience means hiding the cracks. But what if that’s not leadership at all? What if it’s dangerous?

We need to talk about it. Really talk about it. Because the way we view leadership mental health is broken—and lives, careers, and companies are currently paying the price.

The Culture of Perfection Is Killing Us

Let’s be clear; executive well-being is NOT a soft issue. It’s not optional. Leaders do, in fact, drive the emotional tone of organizations. However, if they’re drained, anxious, or disconnected, that mood spreads. And still, many continue to suffer in silence.

They feel pressure to be “on” all the time. The strong leader, the one with the answers, the one embodying the myth of constant positivity is baked into leadership culture—and it’s toxic.

The World Health Organization defines burnout as a syndrome from chronic workplace stress that hasn’t been managed successfully. Yet, many leaders refuse to admit they’re struggling. Why? Because there’s stigma. And because showing vulnerability still feels like failure in many boardrooms. They feel like they’ll be judged because of their burnout.

Apply now for a confidential 1:1 Executive Coaching Consultation with Louis Carter to rebuild your resilience, reset your leadership style, and finally prioritize your own well-being.

The Real Cost of “Powering Through”

Let’s look at the data. A Deloitte survey from 2022 found that 70% of executives seriously considered quitting their jobs for mental health reasons. Nearly 80% of C-suite leaders reported they would rather find a new job than talk to someone internally about mental health struggles.

Unfortunately, this translates to much more than just a health issue, but is a retention crisis. And yet, in most leadership handbooks or company cultures, this conversation is missing.

When leaders don’t get help, they can’t lead well. They become reactive, emotionally detached, and sometimes even aggressive. That impacts teams, affects performance, and builds a cycle of silence, where everyone wears a mask.

As I said in one of my sessions, “Leadership is about knowing when to pause. The best executives I coach don’t just push harder; they recognize when their own well-being is the key to their team’s success.”

When Mental Health is an Afterthought

Some companies are starting to notice, though. But others still act like it’s a trend. The problem? Initiatives are often performative. Meditation apps. Casual Fridays. Or perhaps a workshop. But the core issue—how we define and reward leadership—doesn’t shift.

For real change, we need more than perks. We need cultural honesty.

That starts at the top. Leaders must model it. Not just by sharing burnout stories once, but by making openness normal as well. That’s the real test: how do you respond when someone says “I’m not okay”? Are they met with support—or silence?

Toxic Positivity Hurts More Than It Helps

Let’s not confuse optimism with denial though. Toxic positivity tells leaders to ignore pain, hide doubt, and “stay strong.” But at the same time, it also creates a false image of leadership.

Research on emotional suppression in leadership shows that when leaders feel pressured to mask their emotions, it creates a climate of detachment and exhaustion, ultimately harming team performance (APA Study). This suppression leads to reactive decision-making, strained relationships, and a culture where employees hesitate to seek help.

Studies have shown that executive well-being is highly dependent on psychological safety. Leaders need permission to be human. They need space to rest, reflect, and reset. Without it, it’s not just people that burn out, they end up broken.

Who’s Doing It Right?

Not all companies get it wrong, though. Some lead by example. TravelPerk, a Spain-based corporate travel platform and MLW-certified company, made global headlines in 2023 for expanding their partnership with iFeel, a mental health provider. The program offers anonymous therapy sessions, wellness check-ins, and access to professional help for all staff—including C-level executives.

Why does this matter? Because it sends a clear message: mental health isn’t a weakness. It’s a core part of leadership.

And TravelPerk is not alone. Roth Staffing Companies, another MLW-certified organization, rolled out “mental health days” across the board. But more importantly, they trained their leaders to talk openly about stress, anxiety, and balance. It’s not about pretending to care. It’s about embedding care into how leaders work.

These actions may seem small. But they build a culture where leadership’s mental health is valued, not punished.

How Burnout Stigma Builds in Leadership

Let’s go deeper. Why do so many executives hide their exhaustion? Because somewhere along the way, ambition became linked with self-abandonment.

We praise leaders who grind, sacrifice, and “push through.” We rarely reward those who pause, question, or protect their energy. This creates burnout stigma. Leaders don’t just fear being judged. They fear being replaced. Or worse, seen as incapable. So they pretend.

They show up, smile, and perform. Even when they’re running on empty. However, that performance has a cost. It affects their families. Their bodies. Their ability to think clearly. And it trickles down—because when leaders model burnout, teams follow.

Redefining Strength at the Top

It’s time to ask: What if strength in leadership meant knowing your limits?

At Louis Carter’s executive coaching firm, we challenge this myth every day. We teach leaders to see vulnerability not as weakness, but as wisdom. Because admitting burnout isn’t giving up. It’s stepping up.

Leadership mental health needs to be part of the framework, not a footnote. Executives must learn how to notice early signs of stress, regulate emotions, and create support systems. That’s real strength.

And it’s more than personal. 

A study from Harvard Business Review found that emotionally open leaders increase trust and loyalty in teams. That boosts performance, retention, and innovation. It used to be a “nice-to-have.” Now, it’s a must.

Why Executive Well-Being Is Everyone’s Business

You may be thinking: “I’m not a CEO. Why does this matter to me?”

Because leadership behavior shapes culture. When leaders suppress emotion, they create silence. When they embrace honesty, they open doors. That affects how safe all others feel. This goes well beyond the need for therapy in the boardroom. It’s about permission. Permission to pause. To feel. To be real.

That doesn’t mean leaders share every emotion. It means they stop pretending they don’t have any. Executive well-being is a signal. If it’s ignored at the top, it gets ignored everywhere.

Burnout Doesn’t Look Like What You Think

Many people imagine burnout as collapse. But most leaders keep functioning. That’s the danger. They reply to emails. They lead meetings. But inside, they feel numb. Detached. Exhausted.

This silent burnout is harder to spot—and more dangerous. Because it often ends in poor decisions, sudden exits, or emotional breakdowns. By the time someone notices, it’s often too late.

That’s why early intervention matters. That’s why support needs to be constant, not reactive. And that’s why leadership must change its story—from “always strong” to “always self-aware.”

Let’s Lead Differently

So what do we do? We stop pretending. We ask better questions. We create space for honesty.

At Louis Carter’s coaching, we work with leaders to build emotional agility and develop sustainable leadership models. We help them face stress without shame and lead without hiding. It’s a new path forward.

But it only works if leaders are willing to step into the discomfort. To stop smiling through pain. To stop wearing strength like a mask. Because real leadership is more than just pretending that you’re fine to boost employee morale. Instead, it is more about creating cultures where it’s safe not to be.

The Future of Leadership Depends on Emotional Honesty

What kind of leader do YOU want to be? One who hides the cost of success, or one who redefines it?

The world is changing; the pressure is growing and burnout is becoming a silent epidemic in leadership. If we don’t talk about it, we stay stuck.

But if we do? We build stronger companies. Safer teams. And more human leaders.

Let’s make leadership a place where people can thrive, not just survive. Let’s stop applauding burnout and start honoring balance.

Let’s lead with the truth. Take Louis Carter’s Burnout Risk Assessment. Identify gaps in your culture and let’s do something about it; today.