STILL. — BURNOUT PREVENTION FOR TOP PERFORMING ORGANISATIONS
Still. — burnout prevention for high-performing teams. Doing nothing
is not a strategy.
I work with leaders, and the teams they run, to build a shared language for balancing pressure and sustained performance. Burnout isn't a wellness issue. It's retention, performance, and revenue — and the evidence is no longer ambiguous.
The cost of inaction
Your best people
don't announce it.
The people you can least afford to lose are the hardest to spot. They don't speak up in the team meeting. They quietly disengage — and one day they resign, or worse, they stay and stop caring.
$10T
lost last year to low engagement — around 9% of global GDP, with engagement at its lowest since 2020
Gallup, State of the Global Workplace 2026
22%
manager engagement declines 5% in a single year — down 9% since 2022. Managers used to have an engagement premium over the people they lead. They don't any more.*
Gallup, State of the Global Workplace 2026
*In Europe, engagement sits at just 12% — the lowest of any region globally.
50%
of Gen Z and over 40% of Millennials feel burnt out at work right now
Deloitte 2024 Gen Z and Millennial Survey
What burnout isn't
It doesn't look
the way you'd expect.
01
It isn't a junior problem.
The instincts that build a consistent high-achieving career — the drive, the passion, treating exhaustion as noise to override rather than a signal to obey — are the same instincts that puts your top performers at risk, and they are the least likely to ask for help. Sabine Sonnentag calls it the recovery paradox. The blind spot scales with the role.
02
It isn't a bad quarter.
It builds over extended periods, not moments. By the time it's visible in performance, it has usually been building quietly for two or three quarters already.
03
It isn't weakness, and it isn't personality.
It's a nervous system response to sustained load without recovery. The same physiology fires whether the threat is physical or a Slack at 11pm.
04
Resilience training alone doesn't hold.
Individual coping tools produce short-term results. The effects that last twelve months and beyond come from pairing individual practice with how work is structured and how leaders lead. The intervention has to match the cause, and the cause is rarely just the individual.
05
It isn't a wellness problem.
It's a business performance, retention, and culture problem.
THE LANGUAGE
No one talks about burnout.
Not properly.
Not because it isn't real. Because there's no shared language for it — and most people are afraid to even start the conversation. So pressure gets mislabeled as burnout too early. Real burnout gets waved off as "just a busy quarter." Four words fix that.
01
Load
What's actually being asked. Is it sustainable, or already past it. This is the main variable for most and it can fluctuate.
02
Recovery
Load without recovery is where it breaks. Is the system actually resetting — or just pausing before the next push?
03
Boundaries
Protecting the time that lets recovery happen. And being able to flag when load has tipped too far, before it costs something bigger.
04
Meaning
Does the work still land the way it used to. Are people still motivated, still connected, still bought in.
When a business needs to push harder — a heavy quarter, a hard deadline — this is the language for explaining what's coming, and for a team to know what to put in place before it lands.
THE PROGRAMME
Three ways
to work with Still.
Practical, evidence-led sessions built around how your team actually works. Run as a keynote for the whole room, or as a half or full day with one team at a time.
01
Keynote
A single session that names what's happening, and gives a room the shared language to talk about it honestly. Built for all-hands, offsites, or as a summit opener.
- Format
- In-Person
- Duration
- 60–90 Minutes (+ Q&A)
- Audience
- Any size, one room
02
Half Day
We start with a conversation. What's actually showing up — in attrition, your employer brand reviews, in what your people are telling you in employee surveys. From there, the session is built around what your business needs, including a working session on Load, Recovery, Boundaries, or Meaning. Ends with a shared way forward.
- Format
- In-Person
- Duration
- ~3–3.5 Hours
- Audience
- One team at a time
03
Full Day
Everything in the Half Day, with the room to actually make it stick. Extended practice, more than one working session if the team needs it, and space for individual reflection alongside the group work — not just understood in the room, but practiced before people leave it.
- Format
- In-Person
- Duration
- Full Day
- Audience
- One team at a time
Enquire
Let's talk about
what this looks like.
Tell me a little about what brought you here and we can build a plan together that is aligned with the business issues you are trying to solve and has a clear way of measuring impact.
About
Anthony Maher.
I spent over two decades as a high-performer, building and leading EMEA sales organisations. I know the version of performance that costs people their health, because I lived it — and I know what it looks like on the other side of that.
Still. is what I do now. The work is calm, direct, and evidence-led. The aim is a sustainable relationship with high-achievement, for the people doing the work and the organisations that depend on their performance.