Let’s be real: it’s hard to thrive when the person above you is running on empty.

They’re not showing up fully. Not leading clearly. Not engaging with your work—or anyone else’s. You’re left tiptoeing through the day, unsure if you’re walking into silence or a storm.

And while it’s tempting to label them as disengaged or unfit, burnout doesn’t make someone a bad leader. It makes them a human being—one who’s likely been operating under nonstop pressure, emotional labor, and invisible expectations for far too long.

So what do you do when the person who’s supposed to be leading you can’t even lead themselves?

You stay smart, centered, and strategic. Here’s how.

First: Protect Your Own Energy

Burnout spreads fast. And proximity matters. If your boss is fried, you are now operating in a high-risk zone for energy drain, confusion, and compassion fatigue.

Don’t wait for someone else to fix the atmosphere. Step up for yourself first.

• Double down on self-care. Sleep is non-negotiable. Movement matters. Eat things that don’t make you crash. Your nervous system is your responsibility.
• Build your buffer. Start or end your workday with something that brings you joy or clarity—walks, playlists, doodling, meditation, whatever recalibrates you.
• Find perspective partners. Have a few trusted colleagues who can help you process, not spiral. Emotional containment is powerful—just don’t carry it alone.
• Look outward. A burned-out boss might mean stalling mentorship. Find someone else. Connect with someone on LinkedIn. Join a peer group. Keep your career momentum from flatlining.

Second: Don’t Personalize the Shutdown

If they’re ignoring you, it’s probably not about you.
If they’re snapping at you, it’s probably not about you.
If they’ve stopped coaching, motivating, or even checking in—yes, it’s frustrating, but again—it’s probably not about you.

Burnout distorts behavior. It makes people reactive, withdrawn, critical, inconsistent. The worst thing you can do is let it erode your own confidence or sense of agency.

Instead, observe without absorbing. Separate the symptoms from the story. Focus on what’s real, not just what it feels like.

Third: Lead Up—Gently, But Boldly

This part is delicate. You’re not here to rescue your boss. But you can stabilize the system.

Here’s how to show up with compassion and boundaries:

• Name what’s helpful, not what’s wrong. You’re more likely to be heard if you say, “I’ve noticed things have felt a bit overwhelming lately—would it help if I took the lead on X?” rather than, “You seem off.”
• Listen without solving. Sometimes what a burned-out leader needs is just a moment of being understood without being judged. Offer space, not solutions.
• Offer small kindnesses. Bring the coffee. Say thank you. Compliment the deck they still showed up to review. These aren’t bribes—they’re reminders of connection.
• Lead where you can. Is there a meeting you can run? A process you can streamline? A decision you can make without overstepping? Take initiative, respectfully.
• Stay inside your lane—clearly. Protect your boundaries. Your job isn’t to be the emotional sponge or surrogate leader. You can be generous without being overextended.

Finally: Be Honest With Yourself

Sometimes your boss gets better. Sometimes they don’t.

If the weight of their burnout becomes your burden long-term—if it’s hurting your performance, health, or trajectory—it’s okay to look elsewhere. You don’t have to go down with someone else’s ship.

Keep your standards high. Keep your empathy intact. And keep your focus on building the kind of leadership presence you want to embody—whether now or in the future.

You don’t have to fix your boss. You just have to protect your energy, lead where you can, and keep your integrity intact while they figure it out.