I'm curious about the idea that, "Burnout is not a characteristic of the individual. It's a characteristic of the organization."

It makes me wonder: How do we view burnout in the music? Like many other industries, we often see it as a personal shortcoming rather than a consequence of our environment where we are under the influence of invisible norms and expectations. 

What are some of these norms and expectations in our musical environments? Here are three for us to consider:

1. Hierarchical structures. Rigid hierarchical structures within orchestras and opera companies can contribute to a lack of autonomy and increased stress. The accepted expectation is that musicians do as they are told and ensure that their artistic execution meets external standards. This can lead to high performance pressures that involve persistent perfectionism, the need to do it right as determined by others, or thinking we must always prove our worth. Along the same lines, musicians have little control over the repertoire or artistic direction, which often leads to a sense of disempowerment. 

2. Competitive environment. The competitive nature of the industry means there is a cultural expectation that more is better. We end up focusing on comparison, status, and individual achievement. This leads us to continually work hard without taking breaks, as rest can be perceived as a lack of dedication. This leads us to continually work hard without taking breaks, as rest can be perceived as a lack of dedication. We are used to measuring a musician's worth, artistically and personally, through achievements and tangible outcomes. This can lead us to lose our own sense of why we are doing it in the first place.

3. Meritocracy. The meritocratic belief that hard work always leads to success can create unrealistic expectations and immense pressure for musicians. When people fail to achieve their goals despite their efforts, they may experience significant anxiety, confusion, and a sense of personal failure. These psychological distractions lead to burnout and depleted motivation. In addition, an overemphasis on measuring external accomplishments can lead us to believe that support is conditional–on both the giving and receiving ends. We end up with narrow definitions of who is "worth" helping and whether we are "worthy" of help.

The solution to burnout is not to fix the person experiencing it. It is to fix the system and environment that's causing the burnout. The work culture designed by a leader and organization can help. Here are 5 ways to start:

1. Empower with goals beyond simply "meeting spec" and doing what they're told. 

2. Focus on purpose-driven work and collective achievement.

3. Deemphasize external accomplishments. Praise effort rather than outcome.

4. Put value on non-merit factors - important qualities like empathy, creativity, and ethical behavior. 

5. Give unconditional support, especially during a challenge.

I hope this resonates and helps you see that burnout is not a characteristic of the individual, but rather a characteristic of the environment.

(Quote above from this conversation in one of my favorite podcasts.)

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