According to the World Health Organization, burnout is a syndrome resulting from workplace stress that has not been successfully managed. This is characterized by exhaustion, feelings of negativism or cynicism related to one's job, and reduced professional efficacy. [1] This definition and clarifying traits were first put forward in 2019 before the pandemic began. Imagine what is true today as we are still emerging from the Covid crisis. We already know that employee burnout hit the healthcare and education industries hardest.

The great workplace resignation has turned out to be more of a systematic workplace restructuring. While many chose to leave and not reenter the workforce due to Covid, most decided to re-order their priorities, workplace habits, and environments. People are beginning to choose for themselves how they will work and when they will work. Much of this attitude shift is about combatting potential burnout.

This has led to many companies trying to figure out how to attract and retain talent in very practical ways. One significant strategy which has emerged is the corporate sabbatical. What once was the academic and ministerial class domain is now becoming mainstream. I know several friends who took sabbaticals in the past twelve months.

As long ago as 2017, The Harvard Business Review reported a 17% increase in corporate sabbaticals—both paid and unpaid. At that time, HBR noted in their research two clear benefits to a sabbatical: time for employee recharge and refreshment and an opportunity to stress test the organizational chart by allowing interim roles to be filled by aspiring employees as a form of leadership development. The research also revealed that those who did participate in a sabbatical season returned with less stress, an increase in psychological resources, and a higher sense of overall well-being.[2]

While academics have continued to pursue regular sabbaticals, the ministerial class has largely shunned them. I recently worked with a senior pastor motivated to take his first sabbatical in 35 years of ministry. He was way overdue for a season of rest, refreshment, and a renewed sense of calling. Burnout can happen in ministry just as easily as in any other workplace environment.

What do we mean when we talk about a real sabbatical? What does it look like? How does it work? Is it extended vacation—being free to do whatever you want? Or is it something more?

The word sabbatical derives from the Hebrew word for sabbath, which at a foundational level means rest. It can also mean peace and carry the ideas of inner completeness and wholeness. A typical Hebrew greeting is Shabbat-Shalom—rest and peace. Real and lasting peace comes from an intentional rhythm of rest. Its origin in the Hebrew Bible was to commemorate and celebrate God's resting on the seventh day after six days of creation. Sabbath rest was designed to be lived out in a rhythmic pattern. It was not meant to be an event so much as it was intended to be a habit or regular practice of rest, leading to peace, inner completeness, and wholeness. This fuller definition does require a season of cessation from the normal routines and work habits that deplete and distract.

But cessation without purpose often leads to more significant depletion. A sabbatical season focuses on rest, spiritual openness, and relationship in the Hebrew mindset. All three elements are important. A change of pace to get to real rest is the starting point. Entering into an extended season of openness—about yourself and what God has for you and wants you to receive, is important. Evaluating your core relationships, including your relationship with God, is critical. Life is relational, and we're formed for community. This type of rest helps heal burnout and bring greater flourishing. 

Intentional rest fuels genuine replenishment. The biggest mistakes I see people make regarding sabbatical is not focusing on the true purpose of a sabbatical and not preparing well beforehand. There are certain steps to take to help ensure a good sabbatical. There are before, during, and after elements that matter. A good sabbatical requires good planning and good personal preparation.

Another critical component is guidance. Hiring a leadership coach to help you prepare for and process your sabbatical is an excellent investment. Make sure they have some experience with sabbaticals and sabbatical thinking. Vocāre Leadership is well-equipped to help you along the way. But whether you use us or another credentialed coach—make the investment. You won't regret it.

Whatever profession you are in, consider a sabbatical season in the next twelve months. Sabbaticals can vary in length from one month up to a year. Some organizations will pay you full salary or a portion of your salary during your sabbatical. Check with your human resource department to determine what is possible. For your leadership influence to be life-giving to others and effective, you must establish a rhythm of replenishing yourself.

As a bonus to this topic, I am offering a free sabbatical resource just for signing up to receive consistent content like this. Click the "Resources" link at the top of the page and scroll to "Sabbatical Checklist & Worksheet" to download your free resource.

[1] WHO website- https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases

[2] HBR, August 10, 2017, David Burkus