Leading Through Disruption

Drive Performance, Not Burnout

Burnout isn’t a change problem. It’s a leadership problem.

When disruption hits, our instinct is often to push through.

But this mindset stretches teams thinner, leading to disengagement, burnout, and poor performance.

Today’s leaders are under more pressure than ever to deliver stronger results faster. And while AI can lessen the load, FranklinCovey data shows that 25% of employees say expectations for AI use are unclear.

Technology alone can’t ease burnout. High expectations will yield high performance only when teams feel engaged and confident that they know how to win.

When leaders build trust and agility, create clarity, and align teams around what matters most, they fuel consistent performance amid disruption—without burning their people out.

Ease change fatigue to create resilient, engaged, and high-performing teams.
Free Guide
Employee Burnout

A heatmap to find and fix your teams hot spots

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Live Webcasts
Leading Through Disruption

Equip your leaders to embrace disruption

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Free Guide
From Burnout to Breakthrough

Turn inconsistent leadership into sustainable performance

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Blog
Build Teams That Thrive Amid Disruption

How to prevent employee burnout and create a productive workplace

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Free Guide
100+ Questions for Better 1-on-1s

Balance high expectations with genuine care

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Free Guide
Too Much Disruption,
Too Little Leadership

The capability gap behind burnout and disengagement

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Customer Stories

Five Star Call Centers

Leadership Development as a Strategic Growth Engine

Five Star Call Centers faced urgent challenges in a post-pandemic, highly competitive industry. At the core was a leadership gap. Frontline managers, promoted from within, lacked the structured skills and systems to lead effectively in a rapidly changing environment.

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SM Energy

Building a Culture of Personal Leadership to Retain Talent

Three years ago, SM Energy Company completed a talent-review process with the goal of providing development for all employees that would instill a mindset of
accountability and personal leadership, which in turn would increase employee engagement and retention. In essence, having a vast majority of employees who had been hired from other companies over several years, they sought to develop a common culture, and they needed a development program for all employees that focused on personal leadership, innovation, and collaboration.

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Marriott

Achieving the Highest Results Ever

Few industries are hit as hard as hospitality in these uncertain times. See how Marriott is able to focus and engage their employees on the most important metrics, even while their world is in flux.

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Taylor Corporation

Filling a Leadership Development Gap and Empowering Employees

Taylor Corporation empowers businesses to build memorable brands. Taylor found itself looking to address a leadership development gap and sought to invest more time and attention into employee attraction, retention, and engagement. Inspired by a core purpose of “creating opportunity and security for employees,” Taylor wanted its employees to know that they are the company’s most important assets.

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Drive consistent performance without the burnout.

Learn how FranklinCovey can help your leaders engage their teams and fuel performance amid disruption. Connect with an expert today to get started.

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