Fault Lines

When Burnout Breaks Your Self-Trust

Burnout isn't just about being tired. It's a trust crisis, and the most serious damage happens inside.
New research shows 55% of the U.S. workforce is experiencing burnout, a six-year high. But the statistics miss something critical: burnout doesn't just exhaust you. It erodes your confidence in your own judgment. Nearly one in four employees reports that workplace stress has significantly reduced their ability to trust their own decisions.
In this solo episode, Richard explores the hidden relationship between chronic workplace stress and erosion of self-trust, drawing on insights from his recent conversation with talent development leader Jeremy Hannah and the latest research on burnout, organizational trust, and recovery.
In this episode, you'll learn:
Why self-trust is the "operating system" that burnout corrupts, and how that affects every other trust relationship
The three-part mechanism: how capacity gaps become internalized failure, curiosity dies, and isolation accelerates the spiral
What sabbatical research reveals about recovery timelines (hint: it takes longer than you think)
How micro-wins, external feedback, and deliberate curiosity rebuild the neural pathways of self-trust
The uncomfortable truth about why employees don't speak up, and what leaders miss as a result
Plus: The Monday Morning Test with specific action steps for CHROs, COOs, and individual contributors.
Whether you're a senior leader trying to understand why your high performers are quietly disengaging, or a professional who's lost confidence in your own judgment without knowing why, this episode names what's happening and offers a path forward.
Research cited: Eagle Hill Consulting Workforce Burnout Survey 2025, Aflac WorkForces Report, Microsoft Work Trend Index, Journal of Occupational and Organizational Psychology, Academy of Management sabbatical research, and more.
Companion episode: Interview with Jeremy Hannah, Viante Talent Solutions
Connect with Richard: LinkedIn | Substack

From Burnout to Breakthrough

What happens when a successful career starts to feel hollow, and you actually do something about it?
Jeremy Hannah spent 20 years in talent management and leadership development, advising Fortune 500 companies on culture transformation, talent strategy, and building people-centered organizations. Then burnout caught up with him. Instead of pushing through, he and his wife, Valerie, made an unconventional choice: they sold almost everything they owned and spent a year traveling to over 20 countries.
That sabbatical became the foundation for Viante Talent Solutions, the executive coaching and consulting firm Jeremy now runs from Perth, Australia, the most remote major city on Earth.
In this episode, we explore:
The slow-burn warning signs of burnout (and why losing your curiosity is a red flag)
What it takes to trust yourself enough to step away from a stable career
How coaches build trust with skeptical executives in early sessions
The difference between making someone uncomfortable vs. making them unsafe
Why the "light switch moment" in coaching is the most rewarding—and hardest to manufacture
Whether you're a senior leader rethinking your next chapter, an HR professional navigating talent strategy, or someone quietly wondering if a career break is worth the risk, this conversation offers a practical, honest look at what reinvention actually requires.
Guest: Jeremy Hannah, ACC | Co-Founder, Viante Talent Solutions | viantetalent.com
Connect with Jeremy: LinkedIn @jeremybhannah | Instagram @jeremybhannah
 

Why Knowing Better Doesn't Make Us Do Better

Why do leaders invest in training and change nothing on Monday morning? The knowing-doing gap (the distance between what leaders know about good leadership and what they actually practice) is one of the most persistent problems in organizational life. In this solo deep-dive, Richard argues the gap isn't a training problem. It's a trust problem.
Building on last week's Season 3 premiere with leadership consultant Marcy Levy Shankman, this episode pulls in peer-reviewed research on psychological safety, emotionally intelligent leadership, and organizational culture to explore why even the best leadership development programs fail to produce lasting change and what practitioners can do about it.
The Big Idea: Organizations spend over $360 billion annually on leadership development, and 75% rate their own programs as not very effective. The research suggests the problem isn't what people learn; instead, it's whether their environment makes it safe enough to act on what they know. Fear-based cultures erode both interpersonal trust and self-trust, creating a feedback loop that no amount of training can break.
Three Things You'll Learn:
Why the knowing-doing gap is a trust and culture problem, not a knowledge problem, and what a 27,000-person study on psychological safety reveals about why it persists
How leaders confuse positional authority with relational trust, and why that confusion starves teams of the safety they need to experiment and grow
Four research-grounded principles practitioners can use to start closing the gap: treating the gap as diagnostic, reframing failure as data, auditing the distance between stated values and actual systems, and earning relational trust before expecting behavioral change.
Trust for Thought: Think about the last time you knew the right move at work but didn't make it. Was the obstacle really knowledge, or was it something about your environment that made the cost of trying feel too high?
Research and sources discussed: Jeffrey Pfeffer & Robert Sutton (The Knowing-Doing Gap), Amy Edmondson (psychological safety), Edmondson & Kerrissey (2024), Adam Grant (Think Again), Marcy Levy Shankman & Scott Allen (emotionally intelligent leadership), Gallup, Edelman Trust Barometer 2025.
 

Season 3 Premiere: The Trust Gap Between Authority and Influence

Why do managers struggle to lead change even when they have authority? In this episode, leadership consultant Marcy Levy Shankman explains the critical difference between positional power and relational trust, and why confusing the two is the most common mistake new leaders make.You'll learn the confidence-comfort framework for closing the knowing-doing gap, how to build trust with remote teams, and how to recognize the warning signs of a fear-based organizational culture. Whether you're a new manager, senior leader, or HR professional, this conversation offers practical tools for building the kind of trust that turns compliance into commitment.Topics covered: leadership trust, authority vs. influence, emotional intelligence, organizational culture, team management, the knowing-doing gap, virtual team trust, psychological safety, fear-based culture, change management
Key Takeaways
Why positional authority doesn't equal leadership influence
The confidence-comfort framework for team performance
How to diagnose a fear-based workplace culture
Two questions every manager should ask in one-on-ones
Trust For Thought
Ask someone on your team who's stuck:
What would make you more confident that you could try this and recover if it doesn't work?
What would make you more comfortable experimenting here?
Resources Mentioned
Emotionally Intelligent Leadership by Marcy Levy Shankman & Scott AllenThink Again by Adam Grant2026 Edelman Trust Barometer (report)
ConnectNewsletter: Trust Be Told on SubstackNew episodes: Every TuesdayLinkedIn: Richard Roman

Season 2 Finale: Trust, Change, and the People Who Hold Us Together

In the Season Two finale, host Richard Roman looks back across the conversations that (on the surface) spanned wildly different worlds: medieval literature, organizational change, intuitive coaching, higher education, trauma-informed yoga, entrepreneurship, branding, and investigative journalism. But beneath these differences, one theme kept emerging: What do we do when the systems meant to help us are the ones causing harm? What is our role within those systems?
Drawing from each guest’s story, Richard presents a narrative about trust, power, institutional design, self-leadership, and the courage required to “stay with the trouble,” borrowing Donna Haraway’s invitation to remain present with complexity rather than flee toward false hope or collapse into despair.
The episode closes with three questions for listeners to carry into the new year:
Which system in your life is “working as designed," but not designed for you?
Who are your "oddkin," the people who help you stay with the trouble?
What is one small relational action you can take this week to build trust where you are?
Season Two ends with gratitude to the guests who trusted Richard with their stories and to the listeners who have journeyed through another season of this inquiry into trust. Season Three arrives in early 2026.
Stay Connected
If this episode resonated with you, here are a few ways to stay connected and go deeper:
📩 Substack – Read essays and reflections that expand on each episode at Trust Be Told on Substack.
▶️ YouTube – Watch clips, shorts, and full conversations on the Trust Be Told YouTube channel.
📲 Instagram – Join the conversation and see behind-the-scenes stories at @trustedpod.
🌐 Website – Explore resources and download The Trust Toolkit at Trusted Arc Labs.
And don’t forget to follow, rate, and review the podcast wherever you listen. Thank you for your support!

Inside the Admissions Committee: What Colleges Really Look For (Cross-Promoted)

In this cross-published episode from You’ll Thank Us Later, Christine Wilson sits down with Richard for an open, clear-eyed conversation about the college application process, mainly what influences decisions, what applicants should prioritize, and how to navigate a system that often feels opaque or anxiety-inducing.
Richard shares practical insights from his experience in admissions and his ongoing doctoral research on trust in higher education. Together, they explore:
Why Early Decision is often misunderstood
How admissions officers actually read applications and evaluate essays
Which extracurriculars signal authentic engagement, and which ones don’t matter nearly as much as people think
How institutional priorities shape outcomes more than “perfect” student profiles
Why families should stop comparing their student to everyone else
How public and private universities differ in mission, incentives, and evaluation
What financial aid offices are really doing behind the scenes
For parents, students, counselors, or anyone curious about how admissions decisions get made, this episode offers clarity, calm, and a more trustworthy pathway through a process that can otherwise feel overwhelming. Note: This episode was originally recorded in June 2025. 
Keywords
college admissions, higher education, trust, financial aid, application strategy, essays, public vs. private universities, student success, education policy, parental guidance
Stay Connected
If this episode resonated with you, here are a few ways to stay connected and go deeper:
📩 Substack – Read essays and reflections that expand on each episode at Trust Be Told on Substack.
▶️ YouTube – Watch clips, shorts, and full conversations on the Trust Be Told YouTube channel.
📲 Instagram – Join the conversation and see behind-the-scenes stories at @trustedpod.
🌐 Website – Explore resources and download The Trust Toolkit at Trusted Arc Labs.
And don’t forget to follow, rate, and review the podcast wherever you listen. Thank you for your support! 

Where Identity Meets Strategy: Chris Endersby & Mickey Wilson, Co-Founders at Firestarter

Richard sits down with Chris Endersby and Mickey Wilson of Firestarter Collective to explore how identity, differentiation, and trust come together to build meaningful brands and empowered entrepreneurs. Chris and Mickey share the story of how their contrasting professional backgrounds, from social work, academia, and leadership (Chris), to early entrepreneurship, design, and creative direction (Mickey), merged into the Firestarter approach. Their work blends commercial strategy, psychology, deep coaching techniques, and creative expression to help founders uncover what makes their business truly original.
They discuss their signature DARE Formula (Differentiation, Authenticity, Resonance, Expression), why trust is always the invisible thread tying brand and behavior together, and how vulnerability, intuition, and clarity shape the strongest brands in B2B spaces. The conversation highlights the tension between creativity and structure, the value of disagreement, how to navigate trust deficits, and what happens when entrepreneurs stop trusting themselves.

Resilient Leadership: Balancing Skills in Times of Change | Reem Borrows, Dreem Coaching

In this episode of Trust Be Told, Reem Borrows shares her journey from corporate leadership to executive coaching, where she founded Dreem Coaching and Consulting. She emphasizes the importance of heart-centered leadership, resilience, ethical growth, and self-awareness in shaping strong and trustworthy leaders.
Reem reflects on her personal experiences as a Palestinian immigrant and how they influenced her identity, leadership style, and resilience. She highlights the dangers of stagnation in leadership, the value of balancing hard and soft skills, and the necessity of nurturing trust in organizations. The conversation also explores the power of storytelling to humanize leadership and freedom, concluding with insights from Unfollow the Leader (2026) and the responsibility of individuals to create meaningful change. 
Takeaways
Reem transitioned from corporate leadership to focus on heart-centered leadership.
Values-driven strategies are key to fostering ethical growth.
Personal experiences play a decisive role in shaping identity and resilience.
Stagnation in leadership can limit innovation and growth.
Self-awareness is essential for effective leadership and personal growth.
Balancing hard and soft skills is critical to long-term leadership success.
Human performance can often be optimized without additional resources.
Trust in leadership is fragile and must be consistently nurtured and maintained.
Storytelling can shift perspectives and resolve conflict.
The responsibility for positive change rests with every individual leader.
Trust For Thought "I wanted to focus more on people.""Trust is incredibly fragile.""What is my responsibility?"
Keywordsleadership, heart-centered leadership, resilience, identity, executive coaching, ethical growth, self-awareness, human performance, organizational trust, diversity in leadership, storytelling in leadership, personal growth
Stay Connected
If this episode resonated with you, here are a few ways to stay connected and go deeper:
📩 Substack – Read essays and reflections that expand on each episode at Trust Be Told on Substack.
▶️ YouTube – Watch clips, shorts, and full conversations on the Trust Be Told YouTube channel.
📲 Instagram – Join the conversation and see behind-the-scenes stories at @trustedpod.
🌐 Website – Explore resources and download The Trust Toolkit at Trusted Arc Labs.
And don’t forget to follow, rate, and review the podcast wherever you listen. Thank you for your support!

Why Higher Education Needs Student-Centered Reform | Dr. Sara Goldrick-Rab

In this episode of Trust Be Told, Sara Goldrick-Rab and Richard tackle the pressing issues of inequality and affordability in higher education. Sara shares her personal journey and insights into how public trust in education has shifted over time, raising questions about accessibility and equity across colleges and universities.
The conversation highlights the vital role of community colleges, the importance of flexibility in education, and the need to prioritize student voices in shaping more equitable systems. Goldrick-Rab also advocates for a reimagined approach to higher education, one that emphasizes accessibility, lifelong learning, and student-centered reform.
Takeaways
Higher education should be accessible to all, regardless of background.
Affordability is a central issue that directly impacts student success.
Public trust in higher education is declining and must be rebuilt.
Community colleges provide essential access and opportunities for diverse learners.
The traditional college model is not representative of today’s student realities.
Lifelong learning should be normalized and integrated into education policy.
Listening to student voices is critical for understanding real challenges.
Colleges must adapt to the changing landscape of work and technology.
Increased funding and support are needed for community colleges and alternative pathways.
Too often, institutions prioritize research funding over the needs of their students.
Trust For Thought"This does not have to exist.""We can make college free.""We need to listen to students."
Keywordshigher education, affordability, inequality in education, community colleges, trust in education, public perception, lifelong learning, education policy, student support, higher education reform, accessibility in education, student success
Stay ConnectedIf this episode resonated with you, here are a few ways to stay connected and go deeper:
📩 Substack – Read essays and reflections that expand on each episode at Trust Be Told on Substack.
▶️ YouTube – Watch clips, shorts, and full conversations on the Trust Be Told YouTube channel.
📲 Instagram – Join the conversation and see behind-the-scenes stories at @trustedpod.
🌐 Website – Explore resources and download The Trust Toolkit at Trusted Arc Labs.
And don’t forget to follow, rate, and review the podcast wherever you listen. Thank you for your support! 

Empowering Catalysts for Change | Shannon Lucas, Co-Founder of Catalyst Constellations

In this episode of Trust Be Told, Shannon Lucas shares her journey in building an innovation program at Vodafone and the challenges that come with driving organizational transformation, including burnout among change-makers. She explores the unique role of catalysts (individuals who spark and sustain change within organizations) and the importance of recognizing, supporting, and empowering them.
The discussion highlights how catalysts thrive in ambiguity, why so many transformation initiatives fail, and how organizations can design effective catalyst programs to foster innovation. Shannon also emphasizes the value of self-awareness for leaders, the importance of trust and open communication in organizations, and strategies to empower employees to adapt to change and succeed in transformation.
Takeaways
Shannon developed an innovation program at Vodafone to drive change.
Catalysts are essential for sparking and sustaining transformation in organizations.
Burnout is a significant issue for leaders and change agents.
Catalysts often operate outside of traditional hierarchies and structures.
Self-recognition is critical for catalysts to maintain energy and clarity.
Organizations must empower and support catalysts to enable their success.
Trust is built through open communication and transparency.
Catalysts are comfortable with ambiguity and risk-taking.
Over 70% of transformation initiatives fail due to poor management and inadequate support.
Well-designed catalyst programs can help organizations achieve success in their transformations.
Trust For Thought"Burnout creates no change at all.""70% of transformation initiatives fail.""We need to help, not just bring answers."
Keywordsinnovation, catalysts for change, organizational transformation, burnout in leadership, leadership and trust, technology and innovation, organizational change management, empowerment, community, transformation programs, open communication
Stay Connected
If this episode resonated with you, here are a few ways to stay connected and go deeper:
📩 Substack – Read essays and reflections that expand on each episode at Trust Be Told on Substack.
▶️ YouTube – Watch clips, shorts, and full conversations on the Trust Be Told YouTube channel.
📲 Instagram – Join the conversation and see behind-the-scenes stories at @trustedpod.
🌐 Website – Explore resources and download The Trust Toolkit at Trusted Arc Labs.
And don’t forget to follow, rate, and review the podcast wherever you listen. Thank you for your support!