Managers and teams
Somebody has to carry the people who carry everyone else.
You absorb the team's pressure so it does not reach them. You hold the restructure, the difficult performance conversation, the person who is quietly falling apart. You do it well enough that nobody has asked how you are in some time.
There is no obvious place to put the cost of that, and it does not evaporate on its own.
The specific problem with your role
You are the shock absorber, and nobody services the shock absorber.
Management concentrates emotional load by design. Information arrives at you before it is allowed to reach anyone else. Decisions are made through you. Other people's fear lands with you first and gets translated into something calmer on the way out.
The competence that makes you good at this is also what hides the cost of it. A manager visibly struggling gets help. A manager holding the line perfectly gets more to hold.
And because the load arrives as other people's situations rather than your own, it does not feel like it belongs to you — which means it does not get processed as yours either.
Two directions
For you, or for the people you are worried about
Individual support for you
One-to-one work on the specific situations that are costing you most: the decision you are carrying, the person you cannot reach, the meeting you dread, the thing you had to do that you have not put down. Confidential without exception, including from whoever is paying.
The 12-week protocolIntervention for your team
Individual sessions for key contributors, tailored team work, short group trainings in self-regulation, or training your own people in the methodology so the capability stays in-house.
For organisationsCorporate burnout prevention, stated plainly
What a sick-leave line item actually looks like
For managers who need to make this case to somebody holding a budget.
Senior people
What they said
“Ola allowed me to effortlessly resolve a persistent professional challenge about a particular relational subject. Her coaching has served me both professionally and personally. Her method works and I can't recommend Reset© enough.”
“My experience with Ola has been very positive. From the first session, she allowed me to free myself from a blockage that prevented me from fully realizing my potential. A huge thank you to her for this release!”
“Reset© is absolutely incredible. The changes are both rapid and lasting. Ola demonstrates expertise and professionalism in her field, and I warmly recommend her.”
What companies ask
Questions from the person holding the budget
Can you run a corporate burnout prevention program for us?
Yes. A corporate burnout prevention program here usually combines three things: individual sessions for the people carrying the most load, a short group training in self-regulation so a team shares a baseline, and a defined review against objectives you set at the start.
It is scoped and priced per engagement rather than sold as a package, because a team of eight under a restructure and a team of eighty under chronic pace need different things.
We want burnout coaching for managers in our company. How does that work?
Managers are usually the most efficient place to start, because load concentrates there and because a regulated manager changes the conditions for everyone reporting to them.
In practice it is individual Reset sessions, confidential without exception, run online or in person in Geneva, in English or French. The company receives scope, attendance and progress against agreed objectives. It never receives session content.
Can this reduce burnout sick leave in our company?
That is the outcome most organisations are actually buying, so it is worth being precise. Nobody can promise a number, and Ola will not put one in a proposal.
What the work does is intervene while someone is still at their desk, and address the threshold that makes a return-to-work fail and repeat. Both of those are where the cost of burnout absence actually accumulates. Agree what you want measured at the start, and measure it at the end.
How do we know whether Reset is relevant for our organisation?
Through a focused exploratory conversation. It looks at your context, your current challenges and your objectives, and assesses whether this is an appropriate approach. There is no obligation — the conversation exists to clarify fit and scope before any decision is made.
Start here
Whether this is about you or about your team, start the same way.
Fifteen minutes, free and confidential, and genuinely not a sales call.
A free, confidential 15-minute conversation. No obligation, and nothing to prepare.