Why I'm So Passionate About Burnout: My Personal Story of Surviving to Thriving

Kelly Walker • September 15, 2024

Burnout isn’t just a buzzword for me—it’s a deeply personal journey that has shaped who I am today. My passion for burnout prevention is rooted in the experiences I’ve endured, the lessons I’ve learnt and the commitment I’ve made to ensure others don’t have to go through what I did.


My First Experience of Burnout

My first encounter with burnout came in late 2014, during a period when my life seemed to be a perfect storm of stressors. We were living in Adelaide, far from any family support, and my husband at the time was constantly travelling for work. I was also working in a demanding job, whilst juggling the bulk of the responsibilities for our two primary school aged daughters.


I began to feel tired, my energy levels plummeted and something as simple as running—which had always been a joy—became an exhausting task. Then, one December evening, my heart started racing uncontrollably, and I found myself in the emergency department, terrified that something was seriously wrong.


The doctors told me everything was fine, but I knew deep down that I wasn’t well. My heart continued to race flat out for a week, and I was utterly drained. Walking up the stairs in my house left me breathless. I visited doctor after doctor, all of whom assured me nothing was wrong and that I was “fine”. Even a cardiologist dismissed my symptoms as “normal.” But I knew my body, and this wasn’t normal for me. Just weeks before I could run 7km (albeit tired) and now I couldn’t even manage the stairs.


The Long Road to Recovery

The reality was that I was severely burnt out, something I had to discover and understand on my own. My adrenal glands were shot, and I was forced to go on medication and take the entire year of 2015 off work because I simply wasn’t fit to do anything. My condition was so debilitating that on Christmas Day 2014, instead of enjoying lunch with my daughters and family, I was in the emergency department once again, my heart racing on a week-long adrenaline rush from the smallest amount of stress.


It took moving back to Tasmania in 2016 and living with my parents to slowly regain my strength. I eased back into work with a part-time bookkeeping role, and by September 2016, I was finally able to return to full-time work. But the impact of burnout lingered—it affected me financially, stripped me of the joy I found in running and socialising, and most painfully, it kept me from being the parent I wanted to be to my two beautiful daughters.


Burnout Strikes Again (and Again)

Unfortunately, that wasn’t the end of my battle with burnout. It hit me again in 2021, forcing me back on medication for my adrenal glands.


And then, in 2023, it struck once more. I was under a lot of pressure at work and ended up having to take 6 weeks off work due to continued colds, illness and finally a debilitating flu which left me unwell for weeks. I was exhausted, emotional and I felt completely drained. I had lost my enjoyment of life and I was feeling completely depleted in every area - physically, mentally, emotionally and spiritually. I was struggling to get out of bed and making the school lunches each morning was a herculean task. This was the catalyst for a profound life reboot.


Why Did I have Serial Burnout?

You might wonder why it took three bouts of severe burnout for me to truly realise that I needed to make changes to my life.


The truth is, I didn’t realise that I was a large part of the problem. I thought that my thoughts, behaviours, worrying and constant striving were normal - I didn't know any other way. I assumed it was just stressful jobs, but then I reflected that nobody else seemed to be burning out.


Plus, after burning out in a number of different roles, I realised that there was one common denominator and I was looking at her in the mirror! If I wanted to change my life, I needed to do something different and really reflect on how I was living my life and carrying out my work.


It's extremely common for people to experience serial burnout. Why? Because we often get burnt out, take time off to recover and then go back to working and living exactly the same way that got us there in the first place!! Change is hard and it requires some big adjustments – that can be scary and difficult.


But for me, burnout had wreaked such havoc on my life that my body was in a constant state of stress, reacting to almost everything—even food—as if it were a threat. I got to the point where I could only eat a handful of foods and that’s no way to live. I was trapped in a “fight or flight” mode that was destroying my ability to enjoy life. My hair started to shed and break off – my body was screaming at me to make changes.


But through this painful journey, I learnt some critical lessons. I had to completely reassess my life and career, focusing on regulating my nervous system, setting boundaries and prioritising self-care. I became deeply introspective, working on my mindset as a recovering perfectionist and began practicing kindness towards myself. I started doing things I enjoyed and made a conscious decision to truly live my life, not just survive it.


A Commitment to Change & Renewed Purpose

This journey has been a rollercoaster, but it has brought me to a place of profound understanding and commitment. I’ve realised that change was necessary if I wanted a different outcome, and now, I’m devoted to helping others recognise the signs of burnout and make change before it’s too late.


Burnout is not something you have to endure alone, and it’s not a sign of weakness. It’s a signal that something needs to change. My mission is to be a beacon of hope for those who feel overwhelmed and to provide the tools and support they need to prevent burnout from taking over their lives. I’m committed to never burning out again—and I’m here to help you do the same.


If this story resonates with you, and you're feeling the weight of burnout in your own life, you don’t have to face it alone. At Prospera Consulting, I offer burnout coaching for leaders and executives that’s grounded in personal experience and proven strategies to help you regain control of your life. Together, we’ll work to identify the stressors that are driving you to exhaustion, set boundaries that allow for real balance and create a plan to help you reclaim your energy and joy. Whether you’re seeking support to prevent burnout or to recover from it, my coaching is designed to provide the tools, guidance and compassion you need to thrive. Reach out today—your wellbeing is worth it.

Creating an Emotional System: How Emotions Shape Behaviour and Drive Performance

By Kelly Walker • December 9, 2025
When we talk about performance in organisations, we often jump straight to strategy, KPIs, frameworks, or capability. But underneath all of that sits something more fundamental - something we rarely name, yet feel every single day. Emotion . Every organisation has an emotional system. Some are intentional and healthy. Most are unspoken, unmanaged and left to chance. The Emotional Culture Deck (ECD) gives leaders a way to make that system visible - and shape it in a way that genuinely improves how people show up, interact and perform. Why Emotional Systems Matter Emotions drive human behaviour. Behaviour drives team culture. Culture drives performance. It’s simple, but profound. Whether we acknowledge it or not, our emotional experiences determine: how we collaborate how we make decisions how we respond to pressure how safe we feel to speak up how we navigate conflict how deeply we trust one another When a team’s emotional system is intentional, supportive and well understood, people are able to work in ways that are healthier, clearer and more productive. When it’s not, the cracks eventually show - disengagement, burnout, conflict, confusion or high turnover. Making the Invisible Visible One of the most powerful aspects of the ECD is that it brings emotional systems out of the shadows . Through simple but thoughtful prompts, leaders and teams identify: the emotions they want to feel more often the emotions that get in the way the behaviours that support or hinder performance the rituals and habits that bring the desired culture to life This turns emotion from something “soft” or abstract into something tangible and strategic - something leaders can actively influence rather than merely react to. From Emotion → Behaviour → Performance When teams articulate the feelings they want to foster - trust, calm, curiosity, confidence - the natural next step is to explore the behaviours that express those emotions in practice. For example: If we want people to feel supported , what behaviours must leaders consistently model? If we want to reduce feelings of overwhelm , what rituals or boundaries need to be put in place? If we want to encourage innovation , what emotional conditions make risk-taking feel safe? This is where performance is born. Not in dashboards or strategy documents - but in the daily micro-behaviours shaped by how people feel. Leaders Set the Emotional Tone Leaders play a central role in any emotional system. Their presence, energy, clarity and behaviour create emotional ripple effects across teams -often referred to as emotional contagion . When leaders are grounded, consistent and emotionally self-aware, teams are more likely to feel safe, engaged and motivated. When leaders are stressed, reactive or disconnected, those emotions spread quickly too. ECD work helps leaders recognise their role as emotional “signal senders” - shaping the emotional climate long before a word is spoken. Why Emotional Systems Improve Performance When teams design an intentional emotional system, they create the conditions for: clearer communication stronger relationships healthier conflict better decision-making more sustainable performance reduced burnout greater trust and psychological safety High performance doesn’t come from pushing harder. It comes from designing an emotional system that enables people to do their best work without breaking themselves in the process. Final Thought The future of leadership isn’t just strategic - it’s emotional. When we design emotional systems with care, intention and humanity, we shift how people feel, how they behave, and ultimately, how organisations perform. And that’s the real power of the Emotional Culture Deck. It gives us a language - and a toolkit - to lead in a way that feels better and works better. Leadership is about many things - strategy, performance, accountability - but at its heart, it’s about people.

Leadership Awareness: The Hidden Key to Employee Wellbeing

By Kelly Walker • November 17, 2025
We often talk about wellbeing programs, flexible work policies and mental health days - but the single greatest influence on how people feel at work isn’t policy. It’s leadership. According to Gallup’s State of the Global Workplace 2025 report, managers account for 70 per cent of the variance in team engagement . That means how you lead - your tone, your presence and your choices - directly shapes how others experience their hours at work over a lifetime. This article explores the powerful connection between leadership behaviour and employee wellbeing, and offers practical steps to create workplaces where people can truly thrive. Background and Context Modern workplaces are busier, faster, and noisier than ever. Microsoft’s Workplace Index 2025 suggests that: • 40% of employees check email before 6 a.m. • 29% check again around 10 p.m. • On average, people send or receive 117 emails every day. • Workers are interrupted roughly every two minutes - more than 275 times a day. It’s no wonder that nearly half of employees (48%) and over half of leaders (52%) say their work feels chaotic and fragmented . In that context, wellbeing isn’t a 'nice to have' - it’s an organisational necessity. Challenges and Implications The evidence is clear according to Gallup’s State of the Global Workplace 2025 Report: only one-third of employees who are disengaged at work say they are thriving in life overall. But half of employees who are engaged at work report thriving in life. Engagement at work and wellbeing in life are deeply intertwined. Engaged employees are also less likely to report daily negative emotions such as stress and anxiety. So when leaders influence engagement, they’re not just improving performance metrics - they’re improving people’s lives. Why Leadership Awareness Matters We spend a significant portion of our lives at work. The quality of those hours shapes our mental, emotional and physical health. Leadership awareness determines whether those hours feel draining or energising. It determines whether people disconnect each day feeling valued or depleted. When leaders model balance, empathy and boundaries, they create conditions for sustainable performance. When they don’t, burnout spreads faster than any virus. The Human Factor: Emotional Contagion Psychologists call it emotional contagion - the way emotions spread through groups like ripples in a pond. When a leader shows up stressed, anxious, or exhausted, the team senses it. Meetings feel heavier. Collaboration feels harder. Conversely, a calm, energised leader creates psychological safety, trust and optimism. I’ve experienced both sides. During my own burnout, I thought I was hiding it - but my team felt the tension. Later, when I modelled healthy boundaries, they began doing the same. That’s the ripple effect of leadership awareness. So what can we do to ensure our leadership is having a positive influence on workplace wellbeing? Model Healthy Boundaries Leaders set the cultural tone through what they do, not what they say. If you’re replying to emails at midnight, you’re signalling that 'always on' behaviour is expected - even if you insist otherwise. Schedule messages to send in the morning. Leave work on time. Protect weekends. Boundaries aren’t indulgent; they’re instructive. Create Micro-Habits for Balance Small, visible habits make wellbeing real: take lunch away from your desk, go for a short walk between meetings, pause for mindful breathing before starting a call. When leaders practise micro-recovery moments, it legitimises rest for everyone else. Normalise Conversations about Energy Instead of asking only 'How’s the work going?', try 'How’s your energy this week?' or 'What’s feeling heavy right now?'. These questions open the door to genuine check-ins and signal that wellbeing is part of performance - not separate from it. Prioritise with Courage Leadership courage isn’t about saying yes to everything; it’s about protecting focus. Clarify what truly matters each week and make it visible to your team. When you narrow focus, you reduce overload and create psychological space for quality work. Lead with Openness Authentic leadership builds trust. That doesn’t mean oversharing; it means being real. Saying, 'This week’s been tough - I’m taking a short break to reset,' demonstrates strength, not weakness. It gives others permission to be human too. Conclusion Leadership is about many things - strategy, performance, accountability — but at its heart, it’s about people. Employees don’t just hear our words; they feel our presence. When leaders take care of themselves, they send a powerful signal: wellbeing is part of success, not separate from it. So ask yourself — what example am I setting for my team today? Because leadership awareness isn’t just about managing performance — it’s about shaping lives.

Beyond Bricks: Why LEGO® Serious Play® Belongs in Leadership and Team Development

By Kelly Walker • August 17, 2025
In a world where leadership and team development programs often rely on PowerPoint slides and long discussions, it’s easy for sessions to feel like just another meeting. But what if there was a way to unlock deeper thinking, spark real connection, and make ideas visible — all while having fun? Enter LEGO® Serious Play® (LSP) — a research-backed facilitation method that uses LEGO bricks to engage hands, minds, and hearts. It might sound playful (and yes, it is), but it’s far from child’s play. LSP is grounded in neuroscience and the theory of hand knowledge: when we build with our hands, we tap into different parts of the brain, unlocking creativity and insight that often stay hidden in traditional discussions. How Does It Work? Instead of asking participants to talk through a challenge or strategy, LSP invites them to build their thinking using LEGO bricks. Each person constructs a 3D model representing their ideas, experiences, or solutions, then shares the meaning behind what they’ve built. This approach ensures every voice is heard, not just the loudest in the room. The process fosters psychological safety , encourages inclusive participation , and helps teams uncover assumptions that shape behaviour. The models act as shared metaphors — powerful tools for building alignment, creating clarity, and solving complex problems. Why It Works LSP is effective because it blends creativity with structure. It’s based on the principles of constructivism (we learn best by making) and constructionism (making things externalises our thinking). It helps people move beyond habitual ways of seeing challenges, leading to: Deeper engagement — everyone participates, no one hides behind a laptop Inclusive conversations — every perspective matters and is represented Connection and trust — sharing stories through models builds empathy and understanding Breakthrough thinking — visualising problems and possibilities opens up new solutions Where Can It Be Used? LSP can be applied in leadership development, team culture workshops, strategic planning, change management, and even personal purpose work. It’s particularly powerful for: Aligning teams on values, vision, and strategy Building emotional culture maps and team norms Exploring leadership identity and purpose Navigating complex challenges where there’s no clear answer What This Means for Prospera Consulting’s Clients At Prospera Consulting, we’re committed to helping leaders and teams thrive through heart-centred, sustainable ways of working . We use a variety of proven methods — from coaching to creative facilitation — to spark insight, build connection and generate breakthroughs. One of these methods is LEGO® Serious Play®, because it brings those values to life. It’s inclusive, engaging and transformative , helping teams not only find answers but connect on a deeper level. When people feel safe to share, think differently, and co-create solutions, they experience what we believe leadership and teamwork should be about: collaboration, creativity and human connection .