Tina Kapp-Kailea of The Femmepreneur Pathfinder On How the World’s Best Leaders Build Burnout-Free Workplace Cultures
An Interview With Chad Silverstein
But it goes beyond that — burnout affects how people show up. Employees who feel valued and supported naturally build stronger relationships, both internally and externally. A company that prioritizes well-being fosters trust, loyalty, and collaboration, which improves team dynamics and leadership effectiveness. The customers win — because they feel the ripple effect. Employees who are overworked and exhausted don’t deliver great service, period.
In today’s high-pressure business landscape, burnout has become an epidemic affecting both employees and leaders. The question is — how can companies create workplace cultures that prioritize well-being without compromising performance? To dive into this important topic, we are interviewing Tina Kapp-Kailea
Tina Kapp-Kailea is an award-winning embodiment coach, bestselling author, and international speaker. She helps high-achieving women reconnect with their true selves, break free from burnout, and lead purposefully. Her book, CORPORATE REWILDING, won the Global Bronze Book Award and empowers women to embrace their feminine power and live unapologetically.
Thank you so much for joining us in this interview series. Before we dive into our discussion, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
My journey to the work I do was shaped by my own lived experience with burnout. At the time, I thought burnout was a mere catchphrase, just a term for stress. As a high-achieving executive, I thrived on the hustle, and stress was simply the norm, right? That was until my body and mind hit a breaking point. Like many women in leadership, I had internalized the belief that success required self-sacrifice, but it was slowly destroying me.
I had a complete ‘system failure’ — adrenal fatigue, anxiety, depression, and, sadly, multiple miscarriages. That wake-up call forced me to rethink everything. I exited corporate, and as I recovered and shared my story to raise awareness, I realized burnout isn’t just an individual issue; it’s systemic. Workplace cultures that glorify overwork are setting employees and leaders up for failure.
This realization fueled my mission: to help high-achieving professionals break free from burnout and create sustainable success. Today, I work with corporate leaders and business owners to realign the way they define success, shifting from exhaustion to alignment and proving that well-being and performance are not mutually exclusive.
Burnout isn’t the price of success. It’s a sign that something needs to change.
Can you share the most interesting story that happened to you since you started your career?
There are quite a few, but the most memorable moment for me was when I first shared my story on stage shortly after my book launched. There were some very successful senior female executives in the room, and they all looked like they had just stepped out of a professional photo shoot — all neatly dressed with polite smiles. I was a little terrified, having never openly talked about what I went through.
I took them through my journey with burnout and the price I had paid for not listening to my body, lacking the courage to take myself off the hamster wheel I had created. One by one, the audience softened, and I saw a few women with tears in their eyes. I could feel their perfect façade crumble. It was then that I knew my message was needed and that, despite the outward perfection, behind the scenes, these women were not okay. I had struck a nerve.
You are a successful leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
I’d say the three traits that have been most instrumental to my success are resilience, courage, and authenticity.
1. Resilience — The ability to rise, again and again
You know they say, “Growth is where the fear is,” and that is something I remind myself of frequently. I’ve had my share of setbacks — personally and professionally. Burnout was a brutal teacher, and there were moments when I questioned if I’d be able to live differently. But resilience is more than bouncing back; it’s about “bouncing forward,” rising stronger, and keeping going.
When I stepped away from corporate life to build something of my own, I had to navigate uncertainty, self-doubt, and learn to be okay without the pay check safety net. I learned to embrace the discomfort rather than avoid it. That resilience allowed me to move forward, even when the path wasn’t clear.
2. Courage — Speaking the truth, even when it shakes your voice
The first time I shared my story of burnout by going live on social media was terrifying. I had spent years keeping up my polished, professional image, and now I was exposing imperfections — the struggles I had worked so hard to hide. But something powerful happened — the fear subsided, and I felt calm afterward. That experience taught me that courage isn’t about being fearless; it’s about taking the dreaded action. And once it’s done, it loses its negative charge and turns into excitement.
3. Authenticity — Owning who I am, unapologetically
In my corporate career, I felt like I had to play by the rules — put together and always “on.” But that version of success came at the cost of my well-being.
When I started giving myself permission to show up as me — unfiltered, real, and fully expressed — I not only felt more aligned, but I also started attracting the right opportunities, connections, and clients. I remember the first time I showed up to a business event in something that felt truly like me — flowy, fierce, a bright pink blazer, and with a touch of wild energy — rather than the stiff corporate attire I was used to wearing. It sparked my confidence, and I radiated a different energy. People were drawn to me, and as a result, I was able to foster deeper conversations and real connections, proving that the more I leaned into authenticity, the more impact I could create.
Success, to me, isn’t about fitting in — it’s about freedom — leading with resilience, courage, and authenticity. And that’s exactly what I help others do, too.
Let’s now jump to the primary focus of our interview. Can you share a pivotal moment in your career when you realized the importance of creating a burnout-free workplace culture? How did it influence your approach to leadership?
As a burnout survivor, this topic is dear to my heart. My pivotal moment came when I overheard the CEO in the corridor say to the HR person, “The last time it happened, she didn’t take that much time off.” The it they were referring to was the aftermath of the last miscarriage I suffered as a result of my burnout. There was a complete lack of empathy and understanding of just how serious burnout culture can be and what the physical and emotional outcomes are.
From my own experience, it requires a total mindset shift, which is a focus in my work today. I work with high-achieving women and help them step out of the burnout zone while also recognizing the signs of chronic stress and burnout much earlier than I did. One of the biggest lessons I’ve learned on my journey back from complete breakdown and my exit from the career I had was that prevention is really an inside job.
Even if employees don’t push sixty-hour weeks and long nights, they can still suffer from burnout. We need to consider the whole person more — it’s about understanding what drives our team members and building trust through a holistic approach.
What are some of the most common causes of burnout in today’s workplaces, and what signs should leaders look out for in their teams?
Burnout is a state of physical and emotional exhaustion resulting from prolonged workplace stress. Based on the latest State of the Global Workplace 2024 report by Gallup, the most common causes of burnout in today’s workplaces are:
- Poor Management Practices
- High Workloads and Unclear Job Expectations
- Lack of Employee Engagement
- Work-Life Imbalance
- Toxic Work Environments and Poor Organizational Culture
Leaders should value the mental wellbeing of their staff and look out for signs such as energy depletion, increased mental distance from one’s job, and reduced professional efficacy. Team members may also display cynicism and an increasingly negative attitude toward work.
How do you personally balance the need to drive results with the need to ensure employee well-being?
I believe that taking the time to understand each employee’s strengths is key to ensuring they can apply their talents in roles that foster those strengths. If not, employees become disengaged and are more likely to make mistakes and experience reduced motivation. This leads to emotional exhaustion and can directly impact customer service, profitability, and overall workplace morale.
Leaders need to set the example and avoid promoting a culture that glorifies overwork without proper recovery. I set clear boundaries between work and personal life to maintain a healthy balance.
What role does communication play in creating a burnout-free workplace, and how can leaders foster open dialogue about mental health and work-life balance?
Based on my experience and the complete lack of empathy for what I was going through, I also identified that fear is often present, too — the fear of repercussions if someone shows “weakness” and opens up about personal challenges. That is where workplace culture needs a revamp because we are human, and we don’t want to feel like just a number.
I believe that communication is the foundation of a burnout-free workplace. When employees feel heard, valued, and supported, they are more likely to engage, seek help when needed, and maintain a sustainable work-life balance. On the other hand, when communication is unclear, inconsistent, or non-existent, stress and uncertainty escalate — leading to disengagement and burnout.
Leaders can foster open dialogue and must set the tone by openly discussing mental health and work-life balance without stigma. Regular check-ins, team meetings that include well-being discussions, and company-wide initiatives that highlight the importance of mental wellness can help. I share my own experiences with managing stress, setting boundaries, and my burnout story — it helps employees feel safe doing the same.
What is your take on traditional corporate norms, like long working hours and “always-on” availability? Are these practices outdated, or do they still have a place in certain industries?
I have a strong opinion on this — traditional corporate norms that glorify long working hours and “always-on” availability are not just outdated; they’re harmful. It is paired with fear — the fear that if we say no or simply work our contracted hours, we might be seen as incapable or that someone a little more ambitious will take advantage of it. Hustle culture has sold us the lie that success requires burnout, but I’ve learned firsthand that this is a fast track to exhaustion and breakdown if it continues for too long.
That said, I acknowledge that certain industries have demanding schedules — healthcare, emergency services, and even some high-stakes corporate roles. But the real question is: At what cost? Just because something has been the norm doesn’t mean it’s effective or sustainable. There’s a massive difference between working hard and working yourself into the ground.
I believe in aligned productivity — where people are encouraged to work in a way that maximizes both efficiency and well-being. If someone thrives in structured hours, great. If another person does their best work in focused bursts with breaks, that should be honored too. The key is flexibility, autonomy, and respecting human limits. We all go through personal challenges from time to time.
The best leaders and organizations are shifting away from outdated grind culture and instead focusing on sustainable success. When people are well-rested, engaged, and supported, they don’t just work harder — they work smarter. And that’s the real game-changer. It was for me.
Ok, let’s dig into actionable strategies. Based on your experience and research, can you share “5 Ways to Build a Burnout-Free Workplace Culture”? If you can, please include examples or stories for each.
Creating a burnout-free workplace isn’t just about reducing workload; it’s about reshaping the culture to prioritize well-being, psychological safety, and sustainable success. The good news? By shifting how we realign our approach to work, we can create a culture where performance and well-being coexist.
Based on my personal experience, my work, and my research, here are my five R’s — actionable strategies to help leaders create a better workplace:
1. REALIGN the Narrative: Success Doesn’t Require Sacrifice
For too long, success has been tied to hustle — long hours, late nights, and wearing stress and busyness like a badge of honor. I once believed that too — until my body forced me to stop. I believe that by making it okay to see stress as an enemy rather than an ally, we can learn to sustain our energy even during times of pressure.
If leaders model balance by taking breaks, setting boundaries, and actively unlearning the belief that exhaustion equals excellence, we create a starting point for more conversations about burnout. Talking openly about what’s not working allows us to create change rather than criticize.
2. RECOGNIZE the Warning Signs — Before It’s Too Late
I hear this often — high performers pushing through, thinking they’re “fine,” until they hit a block. By the time burnout is obvious, the damage is already done. That’s why we must learn to recognize the early signs — emotional detachment, lack of motivation, irritability, and increased mistakes. A good leader is intuitive and takes time to observe.
We need to move away from a reactive approach. Schedule regular well-being check-ins, not just performance reviews. Ask employees, “What’s draining you right now?” instead of just, “How’s your workload?” Make it safe for people to voice concerns before they hit a crisis.
3. REDESIGN Work to Align with Strengths
This is one of my favorites and, in my opinion, the most effective. One of the biggest burnout culprits? Misalignment. I worked with a brilliant strategist who was drowning in admin work that drained her. When we unpacked this, it turned out she wasn’t overworked — she was underutilized in the areas where she excelled and found enjoyment. When work is misaligned, it feels heavy. When it’s in flow, it feels purposeful.
We must stop assuming people will tell us when they’re struggling — they often won’t. Instead, proactively assess whether team members are in roles that fuel them rather than deplete them. Have conversations about strengths, not just tasks. What energizes you? What drains you? Then adjust workloads accordingly. It will get you better results — think about it.
4. RESET the Boundaries: No More Always-On Culture
I believe that one of the biggest lies in corporate culture is that being “always available” makes you more valuable. In reality, it leads to decision fatigue, mental exhaustion, and reduced creativity. I once prided myself on sending emails at all times of the day across multiple time zones — at the time, I didn’t realize that my team felt obligated to respond, creating a ripple effect of pressure to also be always “on” or else.
Set clear boundaries and make them policy, not just encouragement. No emails after hours. No expectation to be online 24/7. And most importantly, follow these boundaries yourself. If you must write emails, do so, but save them as drafts and send them once the team is available.
5. REINFORCE a Culture of Psychological Safety
Burnout thrives in silence. If employees feel like admitting exhaustion or stress will be seen as weakness, they won’t speak up — they’ll just keep pushing until they break. I learned this the hard way. I was terrified of being seen as incapable, so I kept going… until my body made the choice for me.
Create a space where people feel safe being human. That means normalizing conversations about mental health, sharing struggles without fear of repercussions, and actively listening. Make it clear that asking for help is a sign of strength, not failure. And involve team members in changes that you agree on.
What do you say to skeptics who believe that creating a burnout-free culture may come at the cost of productivity or profits?
I’d say that burnout is more expensive than balance and would question their values around leadership. Burnout is what’s actually killing your productivity and profits. The data backs it up. Disengaged, exhausted employees don’t innovate, collaborate, or perform at their best. They make more mistakes, take more sick days, and ultimately, many leave — costing businesses thousands in turnover and lost expertise.
A burnout-free culture isn’t about doing less — it’s about doing better and working smarter. It’s about creating an environment where people thrive, not just survive. And when employees are thriving, so is the business. Companies that have embraced this shift see higher retention, increased innovation, and stronger bottom lines.
I think the real question isn’t whether you can afford to have a burnout-free culture. It’s whether you can afford not to.
How can leaders in high-pressure industries (like tech, finance, or healthcare) realistically apply these principles without falling behind on deadlines or performance goals?
Leaders in high-pressure industries can’t afford to ignore burnout. High-pressure industries need strong systems, cross-functional teamwork, and proper delegation to prevent overload and ensure business continuity.
What trends or innovations are you seeing in workplace well-being and culture that excite you the most?
The landscape of workplace well-being and culture is changing, and innovations can vary significantly in different industries. I have seen huge improvements in workplace design itself. Activity-based working environments have really evolved and allow employees to choose from a variety of settings according to the nature of what they are doing. Less formal structure brings variety and more freedom, which positively impacts productivity.
I’m excited that we are seeing a more holistic approach to workplace well-being, integrating technology, flexible work arrangements, and a focus on meaningful work to create environments where employees can thrive both personally and professionally. That has the biggest positive impact on psychological safety and inclusivity — cultures based on respect and human connection, where employees feel safe expressing ideas without fear of judgment, thereby enhancing innovation and team cohesion.
Employee satisfaction — the antidote to burnout — is deeply connected to a sense of purpose.
In your opinion, how does a burnout-free culture impact a company’s long-term success, its relationships with employees, and even its customers?
When employees aren’t constantly running on empty, they bring more creativity, focus, and energy to their work. They’re more engaged, more innovative, and more likely to stay, reducing costly turnover. High retention means businesses keep their best talent, which directly impacts consistency, growth, and overall performance. A burnout-free focus is essential for a company’s long-term success.
But it goes beyond that — burnout affects how people show up. Employees who feel valued and supported naturally build stronger relationships, both internally and externally. A company that prioritizes well-being fosters trust, loyalty, and collaboration, which improves team dynamics and leadership effectiveness. The customers win — because they feel the ripple effect. Employees who are overworked and exhausted don’t deliver great service, period.
You are a person of great influence. If you could start a movement to help more companies embrace burnout-free workplace cultures, what would it be? You never know what your idea can trigger. 🙂
That’s an easy one. Hashtag #CorporateRewilding. That’s what my book Corporate Rewilding is all about. Rewilding means ‘returning something to its natural state’. If we go from burnout to burning free, from hustle to harmony, we can have great workplaces without the outdated corporate structures that constrict the human in us.
Wouldn’t that be fun? If entrepreneurs like Richard Branson can learn to beat burnout then perhaps, we can, too.
He sums it up nicely: “Train people well enough so they can leave, treat them well enough so they don’t want to.”
How can our readers further follow you online?
They can find me on LinkedIn @TinaKKailea where I’m most active and on Instagram @the_femmepreneur
This was great. Thank you so much for the time you spent sharing with us.
About the Interviewer: Chad Silverstein is a seasoned entrepreneur with 25+ years of experience as a Founder and CEO. While attending Ohio State University, he launched his first company, Choice Recovery, Inc., a nationally recognized healthcare collection agency — twice ranked the #1 workplace in Ohio. In 2013, he founded [re]start, helping thousands of people find meaningful career opportunities. After selling both companies, Chad shifted his focus to his true passion — leadership. Today, he coaches founders and CEOs at Built to Lead, advises Authority Magazine’s Thought Leader Incubator.
Tina Kapp-Kailea of The Femmepreneur Pathfinder On How the World’s Best Leaders Build Burnout-Free… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.