{"id":82343,"date":"2025-11-25T01:59:00","date_gmt":"2025-11-24T14:59:00","guid":{"rendered":"https:\/\/balancethegrind.co\/?p=82343"},"modified":"2025-10-24T18:00:06","modified_gmt":"2025-10-24T07:00:06","slug":"christine-khor-on-the-hidden-toll-of-modern-management","status":"publish","type":"post","link":"https:\/\/balancethegrind.co\/interviews\/christine-khor-on-the-hidden-toll-of-modern-management\/","title":{"rendered":"Christine Khor on the Hidden Toll of Modern Management"},"content":{"rendered":"
<\/div>\n

As the CEO and Founder of Peeplcoach, Christine Khor spends her days helping leaders grow, adapt, and lead with empathy. But as she points out, there\u2019s one group that\u2019s quietly reaching breaking point \u2014 middle managers. Squeezed between performance targets, wellbeing responsibilities, and now the pressures of AI, they\u2019re navigating more complexity than ever before.<\/p>\n\n\n\n

Drawing on her own experience of burnout and years of executive coaching, Christine shares why traditional \u201cwellness perks\u201d miss the mark, how AI is amplifying rather than easing workloads, and what real leadership support should look like in today\u2019s world.<\/p>\n\n\n\n

You\u2019ve said that middle managers are often caught in the middle of everything. What are the signs you look for that someone\u2019s heading towards burnout?<\/h2>\n\n\n\n

There are a few things I look for in leaders when it comes to burn out, either manic behaviour such as rushing around, lack of prioritisation, feeling like everything is on them to fix to the opposite of \u201cwhat\u2019s the point as this it won\u2019t make a difference\u201d. Burnout occurs when we just don\u2019t care anymore and, obviously, exhaustion. Other signs include poor or unusual decision making, an increase in mistakes, erratic moods and people feeling exhausted.<\/p>\n\n\n\n

There\u2019s a lot of talk about AI making work easier, but you\u2019ve found it can sometimes do the opposite. How is this changing the work experience for middle managers?<\/h2>\n\n\n\n

I had one person tell me that AI has made their life so much more productive and has given them so many opportunities to do better that they are burnt as it highlighted to him how much more he could and \u201chad\u201d to do. AI made them feel overwhelmed!<\/p>\n\n\n\n

For other managers AI is complex, scary, exhausting, confusing and a threat. Unfortunately, middle managers are often the most poorly trained when it comes to leadership development and through this significant cultural revolution to AI we, as leaders and managers, need to master the skill of managing the emotions, fears, opportunities and priorities for our teams and for ourselves.<\/p>\n\n\n\n

What we are seeing with the organisations we partner with, and the individuals we coach, is that AI is adding more disruption, workload and stress not less. I am sure this will settle over time but at the moment it seems more difficult than easy.<\/p>\n\n\n\n

You\u2019ve shared that you\u2019ve experienced burnout yourself. What helped you recover, and how did that time change the way you now lead?<\/h2>\n\n\n\n

There is no silver bullet to recovering from burnout or any other crisis or set back. For me I had to do the following:<\/p>\n\n\n\n

    \n
  1. Acceptance: I had to \u201cGet over myself\u201d and let go of my pride and ego and accept that I was not performing and that I couldn\u2019t just forget my issues and \u201c will\u201d my way through it. I actually had to accept that my old methods were not going to work.<\/li>\n\n\n\n
  2. Ask for help: I had to speak to my team, my family, my psychologist and ask for help. I also had to learn to accept help and feedback.<\/li>\n\n\n\n
  3. Back to basics \u2013 Your body is the vehicle and infrastructure that allows you to perform so I had to start to look after myself \u2013 sleep, better food, exercise<\/li>\n\n\n\n
  4. Cut out toxicity \u2013 I had to learn how to say no and cut out things that were impacting me \u2013 people, obligations, food and bad habits<\/li>\n\n\n\n
  5. Prioritise \u2013 finally I had to be more diligent in prioritising my time and effort. Focusing the critical activities that were going to be impactful versus \u201cnice to have\u201d. Also accepting that sometimes 80% or even 51% was enough!<\/li>\n\n\n\n
  6. Finally \u2013 laugh, love, go for a walk on the beach and watch a good rom com!<\/li>\n<\/ol>\n\n\n\n

    Many companies offer wellness perks like yoga or meditation apps, but you\u2019ve said that\u2019s not enough. What real change do you think makes the biggest difference?<\/h2>\n\n\n\n

    Yoga and meditation are both great but they won\u2019t fix systemic issues within an organisation. I am biased, and the research does show that great leadership at all levels, will do a lot to manage stress and burnout. Why?<\/p>\n\n\n\n

    Because great leaders know how to make tough decisions \u2013 even with limited information.<\/p>\n\n\n\n

    Will communicate clearly with a plan even if it is a difficult plan. They will know when to take control to give people confidence that there is a plan, but they also know when to empower their team to give them agency.<\/p>\n\n\n\n

    Will know how to prioritise and ensure that only the most important activities are resourced that align to the overall business vision. Will balance the need of people and team and the need to meet business goals and will ensure that their team members feel supported and safe.<\/p>\n\n\n\n

    Simply \u2013 great leaders will help overwhelmed employees focus on what is important, will direct them when they need direction, will let them go when they are confident and will always make them feel supported and safe.<\/p>\n\n\n\n

    As both a CEO and an executive coach, how do you protect your own energy and make sure you\u2019re not giving from an empty cup?<\/h2>\n\n\n\n

    There are a few things that help me protect myself. Age means that I have learnt the hard way (a few times) that if I don\u2019t manage my energy I will collapse and that is not good for anyone.<\/p>\n\n\n\n

    People around me who will definitely \u201clet me know\u201d when I need to stop \u2013 particularly my husband, my Co-founder here at Peeplcoach and my friends. Hobbies \u2013 in the last few years I have taken up paddle boarding (I just got my new race board) and knitting … .I have just knitted my first jumper and finally, feeling grateful for the life I do have, not the life I don\u2019t.<\/p>\n\n\n\n

    Looking ahead, what do you think needs to change about how we support and define the role of middle managers?<\/h2>\n\n\n\n

    Again I am biased, but leadership development, coaching and mentoring are the key. Promoting technically strong and ambitious individuals into a leadership role without training and support is literally the definition of \u201csink or swim\u201d, but when you are a leader and you sink you are taking other people down with you. We have all reported to that toxic leader and that is not great for anyone.<\/p>\n","protected":false},"excerpt":{"rendered":"

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