The Burnout Recovery Framework
Burnout isn't laziness or weakness—it's a signal that something in the system is broken. Here's how to address it methodically.
Stage 1: Stabilize
Before making any decisions, reduce your load. Not forever, but for now.- Identify one commitment you can drop or delegate this week
- Protect one evening per week as non-negotiable personal time
- Set one hard boundary (no emails after 8pm, no weekend work)
Stage 2: Investigate
Once stable, examine the root causes:- Is it volume (too much work)?
- Is it intensity (constant high-stakes)?
- Is it control (being directed, not directing)?
- Is it recognition (invisible effort)?
Stage 3: Negotiate or Navigate
If the root cause is fixable within your organization, have the conversation. If it requires a fundamental change in how the company operates, accept that and plan accordingly.
Stage 4: Rebuild or Redirect
Recovery isn't returning to the old normal. It's building a new baseline that's sustainable. This might mean the same role with new boundaries, or an entirely new chapter.
What This Looks Like in Practice
The Scenario: Alex, a first-time founder who had built a company from zero to $5M ARR, was exhausted. The board wanted to bring in an experienced CEO to scale to the next level. Alex wasn't sure if this was a vote of no confidence or a natural evolution—and whether stepping aside meant failure.
What He Did: Instead of reacting emotionally, Alex created space for clarity:
- He talked to three other founders who had gone through similar transitions
- He worked with an executive coach to separate his identity from the company
- He explored what role, if any, he wanted in the company's next chapter
The Outcome: The conversations revealed that bringing in a scaling CEO was common and often the right move—it wasn't about Alex's abilities, but about matching skills to stage. He negotiated a transition to Chief Product Officer, where he could focus on what he loved (building product) without the CEO responsibilities that drained him.
Two years later, the company hit $20M ARR. Alex was energized again, and glad he didn't let ego drive a reactive exit.
The Lesson: Founder transitions aren't failure—they're evolution. The question is whether you're in the driver's seat of that transition.
---
What You'll Walk Away With
Our structured session produces concrete artifacts, not just conversation.
Decision Snapshot A clear-eyed assessment of your current situation—what's true, what's not, and what actually matters for your decision.
Fork Recommendation A specific direction (stay, go, or pivot) with the reasoning behind it, so you understand not just what to do but why.
Risk Map Everything that could go wrong with your chosen path, and how to mitigate each risk before it materializes.
Conversation Scripts Exact language for the hard conversations you need to have—with your boss, your partner, recruiters, or anyone else.
14-Day Action Plan The specific steps to take immediately after our session, so momentum doesn't stall.
30-Day Roadmap The longer-term plan for executing your decision, with milestones and check-in points.
These aren't templates—they're customized to your specific situation, role, and constraints.
---
Ready for Personalized Guidance?
Every situation is different. If you want help thinking through yours—with someone who's seen hundreds of similar cases—consider working with a coach.
What you get:- A structured conversation to clarify your situation
- Frameworks tailored to your specific circumstances
- Scripts you can actually use
- A clear action plan