Diagnosing Burnout vs. Bad Fit
Burnout and bad fit feel similar but require opposite responses. Here's how to tell the difference.
The Vacation Test
After two weeks away from work, how do you feel?- If you dread returning: Could be either burnout or bad fit
- If you feel recharged but anxious: More likely burnout
- If you feel nothing—no dread, no excitement: Likely bad fit
The Role Swap Thought Experiment
Imagine doing your exact job at a different company, with a different team. Does the thought excite you or exhaust you?- Excited: You're burned out from the environment, not the work
- Exhausted: The role itself may be wrong for you
The Three Pillars Check
Sustainable work requires three things: autonomy, competence, and connection. Score each 1-10 in your current role.- All below 5: Structural problem—likely need to leave
- One below 5: Targeted fix possible
- All above 7 but still exhausted: Classic burnout—needs recovery, not escape
Recovery vs. Exit
Burnout requires rest before making major decisions. Bad fit requires clarity, not rest. Don't confuse the two.
What This Looks Like in Practice
The Scenario: Patricia, VP of Operations at a logistics company, was offered a lateral move to lead a troubled division. It wasn't a promotion, but it was positioned as a "growth opportunity." She wasn't sure if it was a genuine chance to prove herself or a setup to fail.
What She Did: Before responding, Patricia did her due diligence:
- She researched the division's history—why did the last leader leave, what were the known problems
- She talked privately with executives who knew the real story
- She negotiated specific conditions: budget, timeline to show results, and explicit success criteria
The Outcome: The research revealed a mixed picture. The division had real problems, but they were operational—Patricia's strength. Previous leaders had failed because they were product people, not operations experts.
She took the role, but only after securing a 12-month runway and written agreement on what success would look like. Eighteen months later, the division was profitable and Patricia had credibility across the organization that she'd never have gotten staying in her comfortable VP role.
The Lesson: "Growth opportunities" can be genuine or traps. The difference is whether you control the terms and have clear success criteria.
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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.
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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