Tag: burnout

Summary:This article explores how high-achieving audiologists and other hearing care professionals often mask burnout through over-functioning and constant productivity, and how intentional self-inquiry and professional coaching can help them reclaim clarity, balance, and purpose-driven leadership. Key Takeaways: Many successful HCPs experience “high-functioning burnout,” where overachievement hides exhaustion and disconnection from personal motivations. Internal patterns such as perfectionism, people-pleasing, and hyper-achievement often drive this burnout, but can be transformed through self-awareness and reflective coaching. Strategic self-inquiry and professional coaching provide a structured path to redefine success, rebuild resilience, and lead with greater authenticity and intentionality. By Amy Badstubner, AuD, CPC; and Kari Dermer, AuD, CPC Despite professional achievements, many audiologists and healthcare leaders confront a concealed struggle: they may project an image of success while simultaneously experiencing overextension in their roles. This article delves into the often-overlooked internal dynamics that contribute to over-functioning, burnout, and a sense of disconnection among high-performing professionals. Through the presentation of real-world case studies and insights from coaching practices, the authors analyze how strategic self-inquiry and personalized coaching interventions can empower individuals to reclaim clarity, energy, and a leadership style rooted in intentionality rather than mere effort. By drawing upon both research and practical applications, this article provides valuable insights and an evidence-based framework for addressing the potential of unfulfilled opportunities that high achievers may overlook, as well as strategies for rediscovering them. Introduction Many audiologists and healthcare professionals excel by being highly competent, driven, and committed. Yet, a growing number find themselves feeling exhausted, disengaged, or unsure how to sustain their performance. These feelings often remain hidden because they don’t look like traditional burnout; they look like continued achievement. In audiology, the pace of change is accelerating. Professionals are expected to manage increasing patient loads, stay updated on new technologies, meet documentation demands, and lead teams, all while remaining deeply connected to the emotional needs of themselves, their patients, and their families. This complexity requires more than clinical skill; it demands clarity, endurance, and resilience. Without creating intentional space to pause and recalibrate, even the most capable professionals can begin to operate on autopilot, disconnected from their original motivations or what led them to audiology in the first place . Stress and Burnout in High-Performing Professionals The question is: What are audiologists sacrificing to keep up the appearance that everything is “fine”? At some point, doing it all while constantly overachieving with limited support, professionals will break down…it’s that simple. This is especially true for “quiet overachievers,” those who perform consistently at high levels without drawing attention to their effort. As they push themselves to meet high expectations day in and day out, the emotional and physical toll can become overwhelming, ultimately risking their well-being and compromising their ability to sustain their high levels of performance. These individuals might be more susceptible to chronic overextension. According to Gallup’s State of the Global Workplace 2023 report, 44% of employees report high daily stress levels . This percentage is significantly higher among medical professionals, with nearly 50% of physicians experiencing symptoms of burnout . To break it down even more, nearly 55% of women in healthcare report experiencing burnout, compared to 42% of men . When compared to other professions, according to a 2022 McKinsey Health Institute report, employees in health-related fields were 1.5 times more likely to report moderate to severe burnout than those in other professions . Burnout has also been linked to reduced clinical effectiveness and increased staff turnover in medical settings . https://hearingreview.com/inside-hearing/industry-news/bihima-2025-audiologist-survey-report-reveals-need-for-reform Why should we, as a profession, care about this?Because it’s both personal and systemic. Audiology is a female-dominated profession, with over 85% of practitioners identifying as female . This statistic holds significance not only for representation but also due to the interplay between gender, caregiving responsibilities, and professional expectations, which renders our workforce particularly susceptible to burnout. Research shows that high-achieving women are at greater risk of burnout than their male counterparts, especially in care-based professions like healthcare . But the phenomenon of burnout is not solely confined to women; men experience their own version of this stress as well, largely due to societal expectations that impose significant pressures on them. Both genders navigate a complex landscape of responsibilities that can lead to overwhelming fatigue and emotional exhaustion. Men often grapple with traditional ideals of masculinity, which can compel them to shoulder heavy burdens in their professional and personal lives. This relentless pursuit of success and the pressure to conform to societal norms can contribute to a similar trajectory of burnout that many women face. When we normalize a culture of over-functioning at work and under-functioning for ourselves, we create a system in which some of the most talented, compassionate, and driven professionals leave the field altogether—not because they aren't capable, but because the cost to their well-being becomes too high. That’s not OK anymore. We owe it to ourselves and to the future of audiology to change this narrative. This burnout often doesn't present as overt distress but rather as relentless overachievement. Colleagues may appear to be managing well, consistently delivering results, while internally dealing with exhaustion and disconnection. Recognizing and addressing these hidden struggles is crucial for the well-being of audiologists and the sustainability of our profession. Unlike acute crises, burnout tends to emerge subtly and often becomes a chronic problem. In audiology, this might show up as increased irritability with staff, resentment over schedule changes, or a vague sense that the work that once felt rewarding now feels transactional. This isn’t just about workload. Burnout is highly correlated with a perceived lack of control, insufficient recognition, and disconnect from personal non-negotiables (such as core drivers, intrinsic motivators, guiding principles) . Many professionals internalize this pressure, pushing harder while overlooking the internal barriers that may be driving their exhaustion. Why High-Performing Professionals Get Stuck Contrary to assumptions, it is not just incompetence that can cause stagnation, it’s also over-functioning in the presence of internal resistance. The most common story that we hear from clients in our coaching group is, “I should be able to handle all this on my own.” We pick up this belief early on, created in environments that applaud self-reliance and hustle, even if it comes at the cost of our own well-being . Shirzad Chamine’s work on Positive Intelligence defines internal saboteurs as self-protective mental habits that eventually become self-sabotaging . The scary part? These patterns often go unnoticed in high achievers because they look like responsibility, productivity, or even excellence, until they quietly begin draining a professional's capacity, creativity, and clarity. Internal Saboteurs Impact High-Achieving Audiologists Audiologists often grapple with a range of self-sabotaging thoughts that can hinder both their professional and personal lives. One of the most prevalent issues is perfectionism. This tendency can manifest as an overwhelming desire to achieve flawless outcomes, which frequently leads to procrastination and decision-making paralysis. Audiologists may find themselves excessively revising reports or delaying important interactions in an attempt to meet these self-imposed, unrealistic standards. Another common challenge is hyper-achievement, wherein individuals tie their sense of self-worth directly to their productivity levels. This mindset can foster a relentless cycle of overwork, where audiologists feel compelled to constantly surpass previous accomplishments, often at the expense of their own mental health. They may struggle to celebrate their successes, as their focus remains fixated on what they perceive as inadequacies. People-pleasing behaviors further complicate matters, as audiologists may prioritize the approval of colleagues or patients over their personal boundaries and well-being. This can result in a tendency to take on additional responsibilities, even when they feel overwhelmed, leading to burnout and resentment. Lastly, avoidance can emerge as a coping mechanism when faced with challenging situations. This behavior might manifest as procrastinating having difficult conversations with a boss or team, or putting off a long-held dream or goal. https://hearingreview.com/practice-building/practice-management/avoiding-practice-burnout These self-sabotaging patterns are common and natural. The repercussions of not recognizing them, however, often involve missed opportunities for professional growth, strained relationships, and a marked decline in overall well-being. Addressing these tendencies is crucial for audiologists striving toward a healthier and more aligned career and personal life. These habits often form in early career and usually remain unchallenged until they become unmanageable. This is where the internal voice shows up—that quiet, persistent narrative that drives behavior beneath the surface. It’s the mental loop that whispers, “You can’t drop the ball,” or “If you slow down, you’ll fall behind.” Recognizing that internal voice is the first step to loosening its grip. Case Study #1: From High-Functioning Burnout to Aligned Leadership A 30-person private audiology practice reached out to our coaching group when they were at a breaking point. The owner was well-respected, driven, and deeply invested in the team's success. From the outside, the practice was stable and highly “successful.” But under the surface, turnover was climbing, team morale was low, and the owner felt like they were running on fumes. They described their daily experience as “spinning plates,” constantly reacting, firefighting, and never quite able to catch up. Nights were sleepless, marked by racing thoughts about unfinished tasks. Despite their best efforts, including new systems, professional development seminars, and leadership books, nothing seemed to create lasting change. Through professional coaching, it became clear that the issue wasn’t a lack of operational knowledge. It was the internal pressure to hold everything together. The owner had internalized a belief that asking for help was weakness and that true leadership meant self-sacrifice. This mentality of hyper-achieving at all costs had them equating their worth with how much they could personally carry. Once we began exploring and naming these patterns, everything shifted. We mapped what truly motivated them and their team, created space for the owner to define what sustainable leadership could look like with their specific goals in mind, and co-designed a strategy for building trust and shared accountability across the organization. Within months, the owner reported a renewed sense of clarity and calm. Team communication improved. Boundaries were strengthened without guilt. The owner felt more confident, not because they were doing more, but because they were finally leading from a grounded, intentional place. Case Study #2: A Successful Career Pivot and Self-Reboot A mid-career audiologist came to our coaching group feeling disconnected and drained. On paper, she was highly successful. She couldn’t name it at first, but something inside her felt disconnected—like the anchor had slipped. She expressed guilt even considering a role shift: “I’ve worked so hard for this. Why do I feel like quitting?” As we explored further, it became clear that she was not interested in leaving the field. However, she was interested in leaving behind a way of working that was no longer aligned with her priorities, personal non-negotiables, and sense of self. Through coaching, she identified that much of her stress came from an internal belief that she always needed to over-deliver to be valuable, both in her personal and professional lives. Together, we built a vision of her career that included more collaboration, more recovery time, and more focus on strategic work that matched her priorities. The result was increased clarity, more sustainable energy, better communication with colleagues, and improved outcomes with less emotional effort. Strategic Self-Inquiry: A First Step Many high-achieving professionals who find themselves stuck begin by changing something external: adjusting schedules, adding staff, setting new goals, or job hopping. But internal clarity is often the more powerful lever in this recalibration. Sometimes recalibrating doesn’t mean doing more, but instead means letting go of what’s quietly draining you and finding that internal compass again. If you continue overachieving with no internal compass, you will end up lost on someone else’s island. This is where self-reflection and self-questioning come in. We encourage professionals to slow down and reflect with intention. The right questions can reveal what effort alone might obscure: Is what I’m doing working for me? And if not, what’s getting in the way? What belief is driving my stress or urgency right now? What am I avoiding, and what might it be costing me? What do I define as success, for me, right now in my career? Do I want to make changes, and if so, do I have the capacity and support to recalibrate? Mentally, emotionally, logistically? Think back: have you ever made a major change in your life before—a new job, role, relationship, or mindset shift? You probably have. What did you learn from that experience that could help you now? If you made it through once, the data is in, and it shows you can do it again. These questions are most impactful when explored slowly, through journaling, professional coaching, and/or candid conversations. For example, one practice leader discovered that their chronic overwhelm wasn't due to the number of patients, but to their unwillingness to let go of legacy systems and patient relationships that no longer served the practice’s mission. Another audiologist realized they were still measuring success based on a mentor’s values, not their own non-negotiables. These insights don’t emerge from working harder. They come from stepping back, asking clearer questions, and listening to the answers. As Kegan and Lahey describe in Immunity to Change, meaningful growth often requires surfacing and dissecting internal commitments that unknowingly block transformation . Coaching as a Strategic Tool Unlike therapy, which emphasizes the healing of past wounds, and consulting, which provides prescriptive guidance, professional coaching is a collaborative and future-oriented process. It is specifically designed to assist professionals in reconnecting with their core purpose, identifying their non-negotiables, enhancing self-awareness, and developing sustainable strategies. Many high achievers utilizing our coaching group for professional development increasingly regard coaching as a strategic advantage, describing it as a crucial tool for leadership and personal development. In audiology, professional coaching serves a unique role that is not being served in other places or with other services. It creates protected space for practice owners and clinicians to reflect on personal goals, business evolution, and staff dynamics. For those in high-pressure roles, coaching can serve as both a pressure-release valve and a performance amplifier. One of the most significant misconceptions about coaching is that it’s remedial. This is not the case and the data backs this up. Coaching improves goal attainment, resilience, and leadership effectiveness . The International Coaching Federation reports that 86% of companies investing in coaching report a positive return on investment . For clinicians and business owners alike, coaching is a proactive investment in well-being, strategy, and growth. As Grant (2014) noted, coaching during times of change improves adaptive thinking and leadership agility . Research also supports the role of coaching in strengthening emotional intelligence and long-term career performance . Final Thought If you’ve built a successful career through effort, resilience, and grit, it’s easy to assume that feeling overwhelmed or stuck is just the cost of success. But it’s not. The cost of chasing achievement without pausing is not just exhaustion; it's the clarity you never find, the confidence that fades, the fulfillment you never feel. And beneath it all, the quiet erosion of your inner peace. And it goes deeper than that. What you could be leaving on the table includes better sleep, a rebalanced nervous system, or an untapped level of creativity that only shows up when you're not in constant survival mode. It might be deeper relationships with colleagues, family, or yourself. It could be a financial breakthrough you’re too exhausted to even pursue, or a business idea that’s been waiting in the background for years. When we're stuck in high-functioning autopilot, the costs are rarely visible. But they are there, accumulating quietly: missed opportunities, unspoken ideas, untaken leaps. And they’re often not due to a lack of skill or talent but a lack of support, space, and reflection. It’s time to pause and ask yourself: What is overachieving really costing you? Are you intentionally leading your life—or just trying to keep up? Imagine what could shift if you stopped running on autopilot and started taking back control. About the Authors Amy Badstubner, AuD, CPC, is a certified leadership coach, audiologist, and co-founder of dB Coaching Group. With over 20 years of experience in healthcare, business, and coaching, she supports professionals and teams in navigating change, improving communication, and creating momentum without burnout. She has presented nationally and been featured on multiple podcasts. Kari Dermer, AuD, CPC, is a certified professional coach who helps audiologists build confident, fulfilling careers without sacrificing their families or sanity in the process. Dr Dermer brings over 15 years of experience in leadership, program development, and coaching. She is a co-founder of dB Coaching Group and a bench coach with NextUp, an organization that supports executive women in business. Featured image: ID 91658665 © Chih Yuan Wu | Dreamstime.com References Dispenza J. Breaking the Habit of Being Yourself: How to Lose Your Mind and Create a New One.Carlsbad, Calif: Hay House; 2012. Gallup. State of the Global Workplace Report. 2023. https://www.gallup.com/workplace Linzer M, Poplau S, Grossman E, et al. Work conditions and provider well-being in primary care. JAMA Network Open. 2021. 4(2):e2033980. American Medical Association. Burnout gender gap: Burnout in men vs. women and how to reduce it. 2022. Retrieved from https://www.ama-assn.org/practice-management/physician-health/burnout-gender-gap-burnout-men-vs-women-and-how-reduce McKinsey Health Institute. Addressing employee burnout: Are you solving the right problem? 2022. https://www.mckinsey.com West CP, Dyrbye LN, Shanafelt TD. Physician burnout: contributors, consequences and solutions. J Intern Med. 2018;283(6):516-529. doi:10.1111/joim.12752 American Speech-Language-Hearing Association. Member and Affiliate Profile. 2023. https://www.asha.org/siteassets/surveys/2023-member-affiliate-profile.pdf Maslach C, Leiter MP. Understanding the burnout experience: recent research and its implications for psychiatry. World Psychiatry. 2016;15(2):103-111. doi:10.1002/wps.20311 Shanafelt TD, Noseworthy JH. Executive Leadership and Physician Well-being: Nine Organizational Strategies to Promote Engagement and Reduce Burnout. Mayo Clin Proc. 2017;92(1):129-146. doi:10.1016/j.mayocp.2016.10.004 Gallup. Roundup: Gallup COVID-19 coverage. https://news.gallup.com/opinion/gallup/308126/roundup-gallup-covid-coverage.aspx American Psychological Association. Stress in America 2022: Concerned for the future, beset by inflation. 2022. https://www.apa.org/news/press/releases/stress/2022/concerned-future-inflation Satterfield JM, Carle AC. Professional identity misformation and burnout: A theoretical model grounded in literature and validated in a survey of residents. J Grad Med Educ. 2021;13(2):167–173. doi:10.4300/JGME-D-20-00585 Chamine S. Positive Intelligence. Austin, Texas: Greenleaf Book Group; 2012. Kegan R, Lahey LL. Immunity to Change. Cambridge, Mass: Harvard Business Press; 2009. Theeboom T, Beersma B, Van Vianen AEM. Does coaching work? A meta-analysis. J Posit Psychol. 2014;9(1), 1–18. International Coaching Federation (ICF). Global Coaching Study, 2020. https://coachingfederation.org Grant AM. The efficacy of executive coaching in times of organizational change. J Chang Manag. 2014;14(2), 258–280. Bozer G, Sarros JC. Examining the effectiveness of executive coaching. 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