Retention diagnostic for senior leaders
Your best people are quietly preparing to leave.
It is rarely about the hours. It is almost always about misalignment, lost purpose, and a slow drift from the vision they joined to build.
The Burnout Audit is a half-day on-site diagnostic for 6–10 senior leaders. It names what is actually pulling them away — and gives you a written 30-day plan to keep them.
1 in 3
senior leaders are actively considering leaving in the next 12 months
70%
name misalignment with company direction as the reason — not workload
$120k
conservative cost of replacing a single director-level leader
9 mo
average time to fully rebuild what a departing senior leader carried
The real problem
Working too much is the symptom you can see. It is not the thing pulling them away.
The leaders most at risk are not the ones complaining about hours. They are the ones who have gone quiet — still delivering, still senior, already half-gone in their heads. Three patterns show up almost every time.
Misalignment
Doing work they no longer believe in
The strategy shifted, or the targets did, and nobody named it out loud. Your leaders kept executing — but stopped recognising the company they signed up for.
Lost purpose
The individual reason for being here has faded
Each senior leader joined for something specific. Most can no longer articulate what that was. The role still demands the same energy; the reason it once felt worth it does not.
Disconnect from vision
The company's ‘why’ has gone abstract
It still lives on the all-hands deck. It no longer lives in the day-to-day decisions. Senior leaders are the first to feel that gap — and the first to leave because of it.
What it looks like
The chair is still warm. The decision was made weeks ago.
What you actually get
Three movements. One half-day on-site.
Individual diagnostic
Confidential one-to-ones
Every leader walks out with a one-page brief — three highest-risk burnout vectors and a 30-day reset protocol specific to their role.
Team debrief
Anonymised patterns
Surfacing the patterns across the leadership group without individual attribution. The conversation focuses on structural causes the team can address together.
Executive summary
Five-page brief, written
Team-level findings, three highest-leverage interventions for the next quarter, and a phased plan. This is the artefact your CFO and CEO will read.
Delivery
Booking to written plan: four weeks, end to end.
Four weeks, end to end
The plan lands on your desk before the month is out.
Why this format
Most corporate wellness addresses the wrong tier of the pyramid.
Who this is for
Built for senior teams under sustained load.
Team size
6 to 10 senior leaders
Organisation
100+ employees
Sectors
Financial services, professional services, technology, healthcare, government
Trigger
Recent loss to burnout, retention pressure, WFA 2027 readiness
It does not work for groups smaller than five — the anonymity in the team debrief breaks down — or larger than twelve — the diagnostic quality drops.
What clients say
“The audit told us the actual problem in one afternoon and saved us six figures on the wrong intervention.”
Chief People Officer · Professional services
“Within eight weeks, two at-risk directors restructured their reporting lines. Retention in that cohort is 100% twelve months on.”
Head of HR · Regional bank, Singapore
The investment
$5,000
SGD · flat · per leadership team
All preparation, on-site delivery, individual briefs, the team debrief, and the executive summary. No hidden assessments. No travel surcharges within Singapore. No per-head pricing.
For context
A single director-level replacement runs SGD $120,000 once recruitment, ramp-up, and lost productivity are counted.
The artefact
A five-page brief your CFO and CEO will actually read.
The Guarantee
If, seven days after the executive summary lands in your inbox, you do not believe it surfaced findings worth acting on — you do not pay.
The decision is yours, made after you have everything in hand. No deposit forfeited. No questions asked. No invoice issued. The risk on this engagement sits entirely with us.
Regulatory context — Singapore
From 2027, the Workplace Fairness Act classifies mental health conditions as a protected characteristic.
Documenting that you took proactive, structured steps on leadership wellbeing — and having an artefact to show for it — moves from good practice to a useful position to be in. The audit is not designed as a compliance exercise, but the executive summary serves that purpose if you need it to.
3
Timing
slots open this quarter. Next opening: Q2.
To use this year's wellness or L&D budget, the audit must be delivered before financial year-end.
FAQ
Can the audit run virtually?+
Half-day audits are designed for on-site delivery in Singapore. Virtual delivery is available for teams based outside Singapore at the same price.
What does the team need to do to prepare?+
Each leader completes a 15-minute written intake the week before. That is the entire preparation requirement on your side.
Is the individual diagnostic confidential?+
Yes. Individual briefs are delivered only to the leader concerned. The executive summary contains team-level patterns only, with no individual attribution.
Can we extend this into ongoing coaching?+
Some clients do. The audit is designed as a stand-alone diagnostic. If a leader wants individual coaching afterwards, that is a separate engagement, quoted separately.
Who is Mizi Wahid?+
A 15-year corporate trainer and author of Burnout: From Fatigue to Fulfilment. Mizi has worked with leadership teams across MNCs, financial institutions, and government agencies in Singapore, Malaysia, and Indonesia, sits on several non-profit boards, and is the founder of Mizium Pte Ltd.
Final step
Book a 15-minute scoping call.
We confirm fit, set a date, and the audit goes on the calendar before the call ends.
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