A new platform helps navigate occupational hazards such as disinterest, fatigue, and burnout
PICS/ISTOCK
As an organisational psychologist, Preeti D’Mello worked towards leadership development and building coaching systems for MNCs for over a decade. But she started noticing a pattern: accomplished and committed people arriving at a place of quiet depletion. This unrecognised depletion was diminishing their performance, leadership quality, future readiness, and overall business impact.
“I wanted to understand what was actually happening, and what the antidote was,” says D’Mello, “Through my work, I realised that better self-care was not the answer — it faded in comparison to growing pressures. The enduring and sustainable answer is fulfilment — not treated as a well-being perk, but as a capacity that positively influences the leadership, the quality of team performance, and the organisational culture.” And this is what encouraged her to build The Fulfillment Institute, a digital platform for leadership and human development.
Organisations hire for capability and then mostly stop developing it at any real depth because they confuse it with skills, and this is where the problem starts — human capacity is developmental. “While skills are domain-specific and therefore inflexible, capacity grows when people are given the right conditions, the right challenges, and real support for the inner work, not just the technical work. When that development doesn’t happen, the cost is visible — in leadership benches that deplete and thin out under pressure; in teams that execute for the now but stop thinking for the future; in cultures that perform because that is what is rewarded, but don’t adapt to changes in their ecosystem and market,” says D’Mello.
To stay ahead of the curve, companies need to develop their employees’ capability and capacity in an ongoing manner, she suggests. “The gap between what organisations say about people and how they actually treat them is widening. The language around well-being and culture has grown sophisticated. The lived experience of many employees tells a different story,” says D’Mello about surface-level practices in organisations.
And the cost shows up as attrition, quiet disengagement, the growing difficulty of retaining the people organisations most need. “I’m also seeing a particular kind of leadership exhaustion — senior leaders carrying enormous complexity with very little real support, partly because asking for help is still culturally coded as a weakness in many Indian workplaces. That personal exhaustion also flattens the quality of decisions, the responsiveness of teams, and eventually the organisation’s ability to move with any real agility in the face of constant change,” says D’Mello.
Today, a gap remains in the depth of development and follow-through to make the impact sustainable. Leadership development in many Indian organisations is still programmatic — a workshop, a certification, rather than developmental in any sustained sense. “Mental health is still often treated as an individual problem rather than a systemic one. So know your threshold and respect it before you cross it,” says D’Mello.
Recognising signs of fatigue and burnout
>> It rarely looks dramatic, it looks like a leader who is still showing up, still delivering, but has quietly stopped thinking about the larger picture.
>> Emotional flatness and blunting, no real connections
>> No mentorship, just execution
>> Loss of curiosity
>> Irritability
Subscribe today by clicking the link and stay updated with the latest news!" Click here!
