6 Ways Leaders Struggle — and a Framework for How to Heal

Contrary to popular belief, leaders “don’t have to lead perfect. You just have to lead whole. ... The people you lead are looking for permission to heal too,” said Amad Thompson, CEO of Astute Talent Management, during SHRM25 in San Diego. 

Rather than reinforcing the conventional image of leaders as always resilient and unshakeable, Thompson brought attention to the realities leaders face behind the scenes. “Sixty percent of executives report feeling burned out, yet only 27% seek support,” he noted, adding that “burnout is not a badge of honor.” Thompson emphasized the prevalence of unseen struggles at the highest levels and urged organizations to recognize and address the hidden burdens leaders often carry.

He delved into the complexities leaders face when navigating both personal and organizational pain, offering a candid look at the emotional and psychological demands of leadership. Central to his message were six ways leaders “bleed” — from isolation and overwork to the loss of purpose — and a potential remedy: the RECLAIM Framework, a practical road map for healing and leading authentically through adversity. Together, these insights provide actionable strategies for building resilience, fostering trust, and creating a legacy of leadership.  

6 Ways Leaders Bleed

Thompson identified six distinct ways leaders “bleed,” each representing a unique challenge that can undermine effectiveness, well-being, and organizational health.

1. Bleed in Silence: Many leaders conceal personal struggles such as grief, illness, and anxiety, believing that vulnerability is a weakness. This silence can create a survival mindset, where leaders merely endure rather than thrive, impacting team dynamics and overall morale. Thompson emphasized, “You do not get the right to devolve. You have the opportunity to evolve.” 
2. Bleed Through Overwork: Leaders often take on excess work to shield their teams, believing that burnout is a badge of honor. This approach is unsustainable and can lead to chronic exhaustion, diminishing both personal and organizational performance. Thompson emphasized that burnout “is a silent surrender to the systems that celebrate exhaustion over excellence.”
3. Bleed Through Isolation: Thompson noted that many leaders often feel isolated at the top, unsure of whom they can confide in without risking perceptions of weakness among their peers. “A lack of psychological safety at the leadership level contributes to disconnection and breakdown,” he explained.
4. Bleed Under Pressure: Many leaders sacrifice peace, health, and family in pursuit of performance at all costs. The inability to set boundaries can result in long-term harm. “If it costs you your peace of mind, that is where you draw the line,” Thompson said.
5. Bleed Through Carrying Others’ Pain: Leaders often bear the emotional weight of layoffs, conflict, and disengagement, leading to chronic exhaustion and fatigue. The challenge lies in balancing connection with control. “Real leaders don’t disconnect to stay in control,” Thompson said. “They connect to stay impactful.”
6. Bleed When Purpose is Lost: “Leaders disconnected from purpose are more prone to ethical drift, disengagement, and departure,” Thompson warned. In other words, losing sight of purpose can weaken one’s motivation and integrity. Leaders have every right to question their “why,” to re-establish their purpose, and to reassess their life and ask, “Is this where I want to be?”

The RECLAIM Framework for Healing Leadership

Thompson presented the RECLAIM Framework that he came up with, a practical model for leaders to heal and grow through adversity. “This is not about bouncing back. It’s about coming back stronger, wiser, and more grounded than ever,” he said.

• Recognize the wound: Name what hurts. Leaders must identify and acknowledge their pain — whether it’s betrayal, burnout, or grief — before they can address it. “You cannot heal what you will not name,” Thompson said. For instance, a leader who feels burned out after a major project acknowledges their exhaustion to themselves and their team, opening the door for support.
• Embrace support: Build a healing team. Surround yourself with trusted advisors, mentors, and peers who can provide perspective and encouragement. “Support is strength, not weakness,” Thompson said. This could look like scheduling regular check-ins with a mentor or joining a peer support group to share challenges and solutions.
• Create boundaries: Protect rest, values, and identity. You can do this by establishing clear limits that safeguard both personal well-being and professional integrity. Thompson noted that pain expands when leadership consumes every part of our identity. He advises leaders to set a firm end to their workday and communicate to their teams, “I am available to you, but it’s 5 o’clock. I am no longer accessible to you. ... I come first.”

• Lead with transparency: Sharing struggles authentically fosters deeper connections and psychological safety within teams. For example, when a leader openly discusses how they are coping with a recent setback, it encourages others to share their own experiences and challenges. Thompson emphasized the importance of modeling resilience in real time, saying, “Let others see your resilience in progress.” In other words, vulnerability builds trust.
• Align with purpose again: Reconnect with your mission. Rediscovering your purpose is essential for sustained motivation and ethical leadership. “Reframe your struggle as preparation, not punishment,” Thompson said. It’s important to reflect on how you overcame a challenge that has strengthened your commitment to the organization’s mission and to share this perspective with your team.
• Initiate growth conversations: Normalize emotional wellness. Open discussions about mental health and resilience should be standard practice in leadership development. “What you can’t claim, you can’t heal,” Thompson explained. “Create a space to normalize emotional wellness in your executive life.” For example, taking just five minutes in a meeting to discuss what’s working and what’s not working will help foster openness.
• Model the comeback: Show others what it looks like to bleed, heal, and lead again. “Your breakthrough isn’t just for you. It’s a blueprint for someone else. Your healing becomes your platform,” Thompson emphasized. For example, sharing your story of overcoming adversity at a companywide meeting can inspire others to seek help and grow.

By embracing the RECLAIM Framework and normalizing emotional wellness, leaders can transform adversity into opportunity, inspire their teams, and build organizations that thrive even in the face of challenges.