Burnout is rarely a personal failure. It’s usually a sign that demand has outpaced recovery for too long. High performers burn out first because they care deeply and push through warning signs. Action today: Track energy levels alongside performance metrics. Reflection: What early burnout signal do you tend to ignore in yourself?

Teams need emotional maintenance, not just performance reviews. Without regular check-ins, stress accumulates quietly until people disengage or burn out. Action today: Once a week, ask your team:• What drained you this week?• What energised you? Reflection: What drained you this week — and what energised you?

Judgement escalates emotion. Curiosity calms it. When leaders jump to conclusions, others' nervous systems feel unsafe — even if nothing is said. Curiosity keeps dialogue open. Action today: Replace “Why did you do that?” with“Help me understand what led to that decision.” Reflection: Which question helps you stay curious instead of reactive?

In high-performing environments, emotional suppression is often labelled as professionalism. But calm politeness can sometimes mask discomfort, fear, or disengagement. Over time, this creates emotional distance and silent resistance. Emotionally intelligent leadership invites honesty without punishment. Action today: Gently name what you sense: “I might be wrong, but I’m sensing some hesitation — can we talk about it?” Reflection: Where might professionalism be preventing honesty — in yourself or your team?

The nervous system reacts faster than language. Before people say they’re stressed, frustrated or defensive, their body shows it - shallow breathing, jaw tension, rigid posture, sudden stillness. These are not attitude problems. They are signs of emotional load. Action today: Notice physical cues - especially your own. When tension appears, slow your breath before responding. Reflection: What physical signal do you personally notice first when you’re under pressure?