Breaking the silence: The mental health struggles of C-suite leaders

“I never thought my life would be like this. I’m in my dream job and have a beautiful family, a fantastic husband, a gorgeous home and friends, but I feel completely stuck and lost right now.

“Staff aren’t happy, and I feel like no matter what we do to try to make things flexible, employee-centered and reimagine the business in ways we never have, nothing seems to be working. We have financial pressures and strains, so we are limited in resources, yet expectations continue to rise. Our board seems checked out except to complain that we aren’t exceeding expectations as we have in the past and customers are facing their own struggles, which are also impacting us.

“Personally, I’m beyond exhausted and burned out. My marriage has been suffering. Long days and nights are taking a toll. I am not able to give my kids the fun mom they used to have. I miss the fun woman I used to be. Now I’m hanging on by a thread some days. The compensation is no longer worth it because it’s come at a cost to my life. I don’t even know who I am anymore. This is not how my life is supposed to be.”

This story from a recent conversation with a C-suite client was similar to what I’ve heard from countless executives throughout the past few years. Things were tough before, but the pandemic pushed the already wobbly ship into an unprecedented storm.

Mental health is an increasing global crisis, given more light by the pandemic, but the best-kept secret is the mental health of our C-suite executives and other leaders. Yet recent studies, including a 2022 Deloitte report, show that mental health issues for executives, such as stress, anxiety and depression, are on the rise. From work-related stress to the pressure of being infallible, C-suite executives and leaders worldwide are facing unprecedented mental health challenges.

The mental health crisis among C-suite leaders

There is an abundance of evidence indicating that corporate leadership is not OK. Aside from an increasing number of workers feeling burned out, more than 60 percent of business leaders reported  feeling worn out at the end of their day in a 2021 Global Leadership Forecast and a staggering 70 percent of C-suite executives are seriously contemplating resigning due to compromised mental health, according to the 2022 Deloitte report.

The Deloitte report also found that only one in three C-suite executives and leaders feel actively engaged in their well-being and only one in four believe their workplace provides adequate mental health and wellness resources. Additionally, one in five of those surveyed reported feeling overwhelmed by their work and having difficulty managing their stress, while one in four reported feelings of self-doubt, anxiety or depression due to their work. Encouragingly, 89 percent of C-suite leaders have reported that their well-being is a priority this year and 81 percent feel that it is more important than advancing their career.

The Deloitte study indicated that while C-suite professionals have well-being on the radar, employee perceptions showed discrepancies. C-suite professionals consistently underestimated employees’ well-being. For example, 73 percent thought they were transparent about well-being, but only 22 percent of employees agreed. It is easier to navigate a situation when fully understanding its depth.

Stress

Our bodies are naturally wired to use stress as a survival mechanism. Imagine you set your hand on a hot stove. Your body is wired to turn on the alarm, a physiological response, to quickly get your hand off the heat. Your brain automatically shuts off all non-essential functions and goes into survival mode. After you are safe, your stress alarm turns off, your parasympathetic goes into a restorative mode and you go about your life.

When we have chronic ongoing stress, that alarm never gets to go off, so your body continues to release stress hormones, namely cortisol. Over time, cortisol can wreak havoc on your body, increasing your likelihood of heart disease, cancer, digestive issues, memory problems and substance abuse, just to name a few. A more significant issue is the chronic stress you’re facing today isn’t just impacting you tomorrow. The impact on your body can be felt decades later when it’s too late to go back and reduce that stress to preserve your health.

Prioritizing leadership well-being improves employee well-being

Mental health issues are still stigmatized, especially in the corporate world, and this can lead to executives and leaders feeling isolated and alone. There continues to be an unwritten rule coupled with the stigma of mental health: If you are at the top of the chain, you need to just deal with all of it. For some, there is an expectation of silence and to be superhuman. As a result, many individuals may not seek the help they need or even understand that they are facing a mental health crisis.

C-suite executives and leaders face varied, complex and demanding roles resulting in high pressure and overwhelming stress that can cause anxiety, depression and burnout. An executive reluctant to prioritize their well-being needs to reconsider because, at the least, it is good for business.

Executives and leaders are uniquely positioned to have a tremendous impact on not just their wellness but the wellness of the entire company. While frequently all eyes are on an organization’s leadership, it is a significant opportunity to be a wellness model for the entire organization.

According to the American Heart Association 2019 mental health report, companies that invested in employee mental health saw a $4 return in increased productivity for every $1 invested. And a 2023 Workplace Mental Health Trends Report by Calm Business found that investing in mental health brought a $3.30 health care cost savings for every $1 invested. 

In addition, organizations that prioritize staff well-being saw a 20 percent increase in productivity, according to Deloitte Insights. Further, the American Psychological Association reports that companies with highly engaged employees see a rise of 21 percent in profitability.

There are two paths when considering your next steps as a leader. The first is your wellness and well-being, while the other is building sustainable wellness systems for the organization. 

Recommendations for today’s leaders

1. Use data: You have most likely normalized high levels of stress as your “fine,” but you may not be. Consider what data sources you have, including everything from what data is on your phone (steps, screen time, etc.) to doctor reports, loved ones’ comments, how much time you’re working vs. doing things that bring you joy, what you’re eating, how much you’re moving your body, and use these to help determine if you’re genuinely “fine.”
2. Do a self-detox: You’re under a lot of pressure to make a lot of people happy. Spending time thinking about what is helpful and what is toxic is essential. Once you determine that, letting go of the parts that aren’t serving you will open space for you to do more of what you love.
3. Reflect: Reflecting on your past and understanding how you’ve developed the habits and patterns you currently have will help you plan your next steps for living the life you deserve.
4. Self-discovery: Take time and try new things you may have never done to see what works for you to prevent and respond to stress. Pay attention to evidence-based practices vs. what someone told you to do on social media. Some strong starters are meditation, journaling, moving your body, gratitude and deep breathing.
5. Envision your ideal life: Are you living for yourself or trying to please or get the approval of others? There’s a big difference. Write down your ideal life, your vision and your mission to help guide your path.
6. Transform through the hard stuff: Two of the biggest challenges leaders face are perfectionism and boundaries. Perfectionism is not inherently wrong, depending on our motives. Are we doing it because it brings us great joy or because we are chasing failure? Most leaders struggle with boundaries at some point, so it’s not shocking to see that this made the list.
7. Lean into your social support: Be careful and wise with who you allow into your close circle of support. Make sure you choose those who consistently elevate you and are champions of all things you. It is a sign of strength to ask for help and get professional help when needed. If you even remotely think you need it, talk to someone.
8. Nourish yourself: Your body is like a garden, so you cannot just plant the seed and walk away. Instead, you need to consistently show up for yourself to evaluate what you need and then make sure you give it to yourself. Your body and mind need your vigilance.

Recommendations for your organization

1. Complete a workplace emotional and mental well-being audit to evaluate existing strengths and areas for organizational growth to improve wellness for employees and systems.

2. Share this audit with organizational leadership, discuss what you see and determine the next steps.

3. Convene a multidisciplinary team of employees and leadership to advance organizational emotional and mental well-being.

4. Gather and collectively analyze several data sources that reflect individual employee workplace well-being and system-wide sources.

5. Develop a sustainable one- to three-year action plan to advance your organization’s workplace emotional and mental health.

6. Your plan must address various points, including organizational culture, access to mental health resources, employee autonomy, and voice in decision-making, explicit education around emotional/mental health and stress management, intentionality in creating work-life balance for staff and leadership and much more.

7. This can feel overwhelming, so use a professional to help guide you. 

No one is immune to the mental health crisis, especially our C-suite leaders. However, our leaders must remember that they can only lead with passion and purpose if they take care of themselves first.