Upon completion of this program, participants will be able to: 1. Identify common behavioral and organizational signals of employee burnout, including disengagement, absenteeism, declining discretionary effort, increased mistakes, withdrawal, and cynicism. 2. Differentiate between individual, manager-created, team, system, and organizational factors that may contribute to workplace burnout. 3. Analyze workplace conditions to determine potential root causes of burnout rather than responding only to visible symptoms. 4. Identify practical HR and leadership interventions that can reduce burnout risk and support employee engagement, retention, and organizational performance.

Upon completion of this program, participants will be able to: 1. Describe at least four conditions that can present as resistance during organizational change. 2. Analyze a change scenario using capacity, clarity, trust, and workload signals. 3. Select an appropriate leadership response based on the identified condition.

Upon completion of this program, participants will be able to: 1. Identify common behavioral and organizational signals of employee burnout, including disengagement, absenteeism, declining discretionary effort, increased mistakes, withdrawal, and cynicism. 2. Differentiate between individual, manager-created, team, system, and organizational factors that may contribute to workplace burnout. 3. Analyze workplace conditions to determine potential root causes of burnout rather than responding only to visible symptoms. 4. Identify practical HR and leadership interventions that can reduce burnout risk and support employee engagement, retention, and organizational performance.

Upon completion of this program, participants will be able to: 1. Describe at least four conditions that can present as resistance during organizational change. 2. Analyze a change scenario using capacity, clarity, trust, and workload signals. 3. Select an appropriate leadership response based on the identified condition.