Transforming Organisations Through Exceptional Leadership

At Better Leaders, we envision a world where everyone is a leader and where businesses thrive on the collective strengths and visions of their people.

We focus on Workplace Relationships and how they Impact Well-being

our theory is that

“Relationship Debt”

increases the chances of Burnout

Is Your Workplace Relationships Costing You More Than You Think?

Burnout isn’t just about exhaustion—it’s about relationships.

When unresolved tensions, lack of trust, and emotional strain build-up, they create Relationship Debt—a silent force driving disengagement, stress, and burnout.

“I researched and created the theory of Relationship Debt to help leaders and teams recognize and repair these hidden relational gaps

—because burnout isn’t just an individual struggle,

it’s a systemic problem.”

Johanna H Lundgren

When unresolved tensions, lack of trust, and emotional strain build-up, they create Relationship Debt

—a silent force driving disengagement and stress.

The Hidden Cost of Relationship Debt?

Lower productivity
Declining morale
High turnover

A workplace culture that drains energy, lowers productivity and fuels burnout.

Discover how to break the cycle and build thriving, connected teams.

Burnout isn’t a ME problem

— it’s a WE problem.

Relationship debt silently erodes workplace well-being, affecting morale, retention, and performance.

The solution?

Proactive trust-building, conflict resolution, and open communication.

Sound Familiar?

"I consistently produce high-quality reports under tight deadlines, yet my manager never acknowledges my efforts or gives me credit in team meetings. I feel undervalued and am starting to disengage from my work."

"I see my team member struggling, but I hesitate to provide feedback. In the past, they didn’t take it well, and I worry about damaging our relationship. As a result, performance issues are worsening, and I feel increasingly ineffective in my role."

"My teammate and I had a disagreement over six months ago, but it was never addressed. Now, we avoid collaborating and can’t even be in the same room without tension."

I frequently take on extra tasks to support struggling teammates, but my efforts are never reciprocated. I’m exhausted and resentful, yet I hesitate to speak up because I don’t want to be perceived as uncooperative."

Contact us today

What we Believe?

Leaders must build trust through transparency and constructive communication. If feedback has caused issues before, rethink the delivery—shift to a coaching approach where employees feel supported rather than criticized.

Leaders must facilitate open conversations when tensions arise. Encourage early conflict resolution.

Teams should implement workload transparency—regularly reviewing task distribution to ensure balance. Encourage employees to ask for help without guilt and reinforce that teamwork is a shared responsibility.

A culture of appreciation matters. Managers should publicly recognize contributions, ensure fair credit distribution, and foster an environment where employees feel valued.

“I think that organizations have been waking up for some time now to the fact that leadership isn't just transactional. It's not just about getting people to do something; it's really relational. Yet many people in relationship roles inside organizations don't really have the training or the support to establish those dynamic, productive, and empowering relationships.”

Karen Kimsey-House