Media Kit for Bonita Eby

Bonita Eby, Burnout Prevention and Organizational Culture Consultant.

Founder and CEO, Breakthrough Personal & Professional Development Inc.

Media Appearances

Globe and Mail: How managers can help prevent top performers from burning out.

CHCH Morning Live TV interview: What is compassion fatigue?

Globe and Mail: What do you do when you’ve been pushed to the limit at work.

Business Insider: Signs your manager is burnt out.

CTV News: Workplace burnout and how to support employee well-being. (Video no longer available.)

Coruzant Technologies: Consultant Helps Leaders & Organizations Overcome Burnout with CEO Bonita Eby | Ep 605.

CHCH Morning Live TV Interview: The difference between stress and burnout.

Coruzant Technologies: The Link Between Compassion Fatigue & Quiet Quitting.

HR Spotlight: Employee and Organizational Well-being: A Burnout Prevention Strategist’s Guide

Thrive Global Interview: Turn off notifications to increase focus and decrease stress. (No longer available.)

Confidence From Within Podcast: Understanding burnout & the different types of rest.

Balance + Bliss Podcast: Stress, burnout and setting healthy boundaries.

Valiant CEO Magazine Interview: On a mission to end burnout.

Project InBetween: The 6 causes of workplace burnout - from a Burnout Prevention Strategist. (No longer available.)

Rogers TV #Trending with Aliea Ally TV Interview: How to talk to your boss about burnout. (No longer available.)

Authority Magazine Interview: 5 things you should do when experiencing workplace burnout.

Uplift Podcast: How leaders and organizations can flourish in a stressed-out world.

Rogers TV The C-Suite TV Interview: Strategies for leaders to manage stress and prevent burnout.

Jamila Kyari Lifestyle Blog Article: 8 Self-Care Strategies for Surviving a Pandemic

Fabulous Fempreneurship Podcast: Stress management strategies to prevent burnout. (No longer available.)

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Biography

Bonita Eby is the CEO of Breakthrough Personal & Professional Development Inc. and a specialist in burnout prevention and organizational culture, working at the intersection of health and leadership development. She designs and delivers workshops, training and consulting for organizations across the corporate, nonprofit, healthcare, emergency response, education and public sectors. Her clients have included leading institutions such as the Canadian Armed Forces, the University of Toronto Faculty of Medicine and the Royal Canadian Mounted Police. Bonita’s work has been featured in the Globe and Mail and on CTV News, CHCH Morning Live, among other outlets. She is on a mission to end burnout.

Website & Social Media Links

• https://www.break-through.ca

• https://www.linkedin.com/in/bonitaeby (@bonitaeby)

• https://www.instagram.com/breakthroughburnout (@breakthroughburnout)

• https://www.facebook.com/bonita.eby (@bonita.eby)

The Perfect Topic For Your Audience

Bonita's media engagements focus on helping people and organizations prevent burnout, overcome stress, and build resilience. She empowers leaders to lead authentically and empathetically, ultimately bringing personal and professional success. Her transformational message invites people to create a work-life balance in which a fulfilling career and time and energy for those who matter most coexist.

Media Topic Recommendations

Below are topic ideas to get you started. The sky's the limit! Topics are customized to your audience for maximum impact.

• How to open the conversation about burnout and compassion fatigue in your organization

• Normalize the topic: Communicate burnout as a shared organizational concern rather than an individual failing. Use language that frames burnout as a response to work conditions and chronic stress.

• Lead by example: Have leaders and managers share their own experiences with stress and recovery to reduce stigma.

• Create safe spaces: Offer multiple confidential channels, such as one-on-one check-ins, anonymous surveys, and facilitated group conversations, so employees can choose what feels safe.

• Use data and stories: Combine anonymized organizational data (e.g., sick days, turnover, survey results) with personal stories to clarify issues without singling people out.

• Set clear intentions: Begin conversations with purpose by listening well, identifying supports, and agreeing on next steps so employees know the discussion is psychologically safe.

Supporting mental health in the workplace

• Build layered supports: Provide access to short-term professional help (e.g. EAP or counselling), peer support programs, training for managers, and system-level changes that reduce workload and ambiguity while increasing autonomy.

• Train managers: Coach managers to recognize early signs of burnout and compassion fatigue, have psychologically safe conversations, and connect employees to resources while maintaining boundaries.

• Policies that protect recovery: Implement flexible hours, psychological health and safety policies, clear workload expectations, and return-to-work practices that support gradual reintegration.

• Promote mental health literacy: Regular workshops and communications that demystify mental health, teach coping skills, and point to resources.

• Measure and iterate: Use surveys and outcome metrics to track program uptake and effectiveness. Then adjust based on feedback.

Best ways to approach employees about burnout

• Prepare: Review job demands, recent workload changes, and any absenteeism patterns before the conversation.

• Use curiosity and empathy: Start with open questions and reflect what you hear. (E.g. How have you been managing recent workloads? or What are you finding most challenging about your job? How can I help?)

• Focus on observable behaviours: Reference specific changes you’ve noticed (e.g., missed deadlines, withdrawn behaviour, conflict with co-workers) rather than assumptions about motives.

• Offer options, not ultimatums: Suggest supports (temporary workload reduction, coaching, flexible or hybrid work options, time off, EAP) and ask what would help them most.

• Follow-up and document: Agree on next steps and check in at set intervals; maintain confidentiality and record supports offered.

Utilizing a burnout assessment to monitor employee well-being

• Use a burnout assessment with evidence-based reliability and validity.

• Combine quantitative and qualitative data by pairing survey scores with open-ended responses and focus group findings to understand what is driving workplace stress and burnout.

• Make assessment regular and confidential. Normalize assessment by administering anonymously at regular intervals (quarterly or biannually) to track trends and protect privacy.

• Link results to action: Translate findings into prioritized interventions (workload redesign, manager training, resource allocation).

• Share aggregated results and progress by communicating what you learned and the steps you’ll take. Good communication and change management builds trust and encourages participation.

Developing wellness strategies for remote workers

• Establish boundaries: Encourage regular start/stop times, no-meeting blocks, and clear expectations about response times.

• Create rituals for connection: Regular team check-ins, virtual coffee breaks, and peer-support groups to reduce isolation.

• Tailor supports to real-life flexibility needs: Provide asynchronous training, mental health resources accessible off-hours, and flexible scheduling to accommodate caregiving responsibilities.

• Monitor workload and recognition: Track task assignments to avoid hidden overload and procrastination, and celebrate wins publicly to maintain engagement.

Tips for managing stress and building resilience

• Prioritize sleep, movement, and nutrition: Basic lifestyle habits are foundational to stress tolerance and cognitive function.

• Practice short, daily resilience rituals: Brief morning team connections, midday breathing or walking breaks, and end-of-day reflection to close the workday.

• Develop cognitive reframing skills: Train people to identify unhelpful thought patterns and reframe controllable aspects of their work.

• Build social supports: Encourage mentorship, peer coaching, and regular supervisor check-ins.

• Encourage small wins and mastery by breaking projects into achievable steps and recognizing progress to sustain motivation.

Neuroscience-informed hacks for stress management

• Use brief focused breathing techniques to regulate the nervous system. For example, diaphragmatic breathing with longer exhales than inhales or box breathing to stimulate the parasympathetic system and reduce acute stress.

• Leverage attention-reset techniques with short bursts of physical exercise (e.g., push-ups or running on the spot) during the workday to increase prefrontal regulation and reduce rumination.