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Irina Mastykina's avatar

This hit hard — because it’s real.

I tested an early-stage burnout MVP and saw a similar pattern: people rarely pay for burnout prevention as a concept. Pre-crisis they believe they’ll handle it; post-crisis they want a fast “magic pill.” On the company side, spend happens when the problem can be tied to tangible risk or cost.

Things shifted when the ICP moved to middle managers. Their “toxicity” was rarely personality — it was system design: execs get training, juniors get mentorship, and middle gets thrown into the grinder — yesterday an IC, today expected to lead people and deliver upward. Stress + skill gap becomes a loop that burns teams.

The framing that got traction wasn’t “prevent burnout,” but “regain agency fast”: practical skills → less chaos → better decisions → healthier teams. Companies paid for professionalism that translated into business outcomes; people engaged because it increased their “market value” as professionals — and reduced burnout became the natural side effect.

I keep coming back to the same pyramid in real life: body → cognition → action.

Once physiology is dysregulated (sleep, recovery, nervous system), “mindset” becomes noise. It’s not just brain fog — it’s tunnel vision, catastrophizing, and sometimes a near paralysis of thought and action.

What I don’t see enough are tools (or practitioners) that can bridge all three layers into one coherent system — not as woo, not as content, but as a practical sequence that gets people moving again.

And for me, that gap is a real bottleneck.

Thanks for writing something that matches the territory, not the pitch deck!

Filip Čabart's avatar

Great insight! Many thanks.

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