A growing number of executives are struggling with burnout and leadership instability, with more than 40 per cent of organizations losing half their leadership team in 2024, according to a new global survey from LHH.
The 2025 Views From the C-Suite report, based on responses from 2,675 executives across 10 countries, highlights the impact of ongoing economic volatility, AI disruption, and demographic shifts on leadership. Stress levels are rising, with 56 per cent of executives reporting burnout, up from 52 per cent the previous year.
John Morgan, president of LHH’s Career Transition & Mobility and Leadership Development businesses, said the findings point to a confidence crisis among executives as they face growing demands from their teams.
“In a business environment defined by rapid change and disruption, workers are leaning on their leadership teams much more heavily to guide them through uncharted territory,” he said. “In the face of this pressure, many leaders are feeling unprepared.”
The report found that leadership turnover has been particularly high in sales, media, and marketing, with 73 per cent of companies in those sectors losing more than half of their leadership teams.
Team cohesion was cited as the top internal leadership challenge, with one in four executives reporting misalignment between key roles and those filling them. Meanwhile, 33 per cent of new leaders expressed doubt in their own ability to succeed, and 31 per cent lacked confidence in their leadership team’s performance.
The findings suggest a growing demand for leadership development and organizational support. Seventy-five per cent of respondents said they need additional leadership assistance to manage their responsibilities effectively.
Generational shifts are also reshaping executive priorities. While Baby Boomers are extending their careers, more than half (56 per cent) are considering a job change within three years, though only 16 per cent plan to retire. Gen Z leaders, in contrast, showed 28 per cent higher motivation than Gen X to foster positive team impact and nearly double the drive to support their colleagues’ professional growth.
Morgan said organizations must invest in leadership development to prevent further disruption. “This underscores a vital need for organizations to play an active role in facilitating leadership success and strengthening C-suite pipelines, as executives are eager for support and seeking opportunities to learn and grow,” he said.
