Ok, makes sense but shouldnt be that way in cubs. In theory each Lion and Tiger den is starting a new Den Leader and soon there after picking up an assistant. When the lead starts to get burned out the assistant and that lead should be able to swap positions. From a committee standpoint at cubs the committee should be rotating to avoid the burnout. Let us not kid ourselves, most of the committee positions are just show up and answer a very narrow range of questions; if you have an experienced CC most of the committee is just breathing oxygen and hopefully learning something in the event that the CC gets hit by a bus. 

Ok, makes sense but shouldnt be that way in cubs. In theory each Lion and Tiger den is starting a new Den Leader and soon there after picking up an assistant. When the lead starts to get burned out the assistant and that lead should be able to swap positions. From a committee standpoint at cubs the committee should be rotating to avoid the burnout. Let us not kid ourselves, most of the committee positions are just show up and answer a very narrow range of questions; if you have an experienced CC most of the committee is just breathing oxygen and hopefully learning something in the event that the CC gets hit by a bus. 

Burnout of managing the program. A volunteer organization gets about 2 good dedicated years from the average volunteer and three years of providing an adequate program. After that, they either leave or just basically show up. The scouts get a boring program each week that they whine about to the parents. The parents will make them stay as long as they can stand the whining. The Cub youth program is 5 long years for the adults. Cutting out the Tiger program completely, and shortening the Webelos program would bring the Cub Scout program to a more manageable 3.5 years, and reduce the adult requirements to half.  Barry.

Some of this is literally set an expectation. Sometimes replacements don't step up because you're not clarifying the unfairness of no one else stepping up. I was wearing multiple hats at a local unit and no longer have kids in it.  The COR and I had several succession discussions over the past 7 months or so and I was clear and fair to the unit; I let the COR know that were certain things I was no longer doing; however, I would stay on to help train replacements. It's the CORs primary duty to find adult leaders; it's great to help. I am moving on because I set clear expectations and no one can complain because I am offering to help train my replacement. In the interim the COR is going to have to put on those extra hats which will put pressure on him to get the job done in recruiting a replacement.  At the district level it is often the district executive and the council executive that are at fault. The specific fault is the chair of the nominating committee is garbage. Recruiting for the district or council committees cannot be limited to "Does anyone want to nominate anyone? derp!" It has to be a call every unit, visit every unit situation. Every unit needs to be contacted every single year and asked to nominate at least 1 of their scouters to join the district/council committee(s). BTW if you have not figured out my districts whole nominating committee is a dumpster fire.

So my question about the burnout is; burnout directed towards what? Is it overall fatigue? Is it sick of toxic leaders? Is it the 365 cycle of fundraising?