Stress Management at Work 4
August 6th 2011 02:41
How to Manage or even Prevent Stress
Individual stress management plus organizational change may bring about a health workplace. When we say “healthy workplace”, we mean a place with reduced stress disorders, satisfied and productive workers, and profitable and competitive organizations.
Strategy for Individual Stress Management or Prevention
Johnson (2001) discussed a very concrete four-part strategy for preventing stress. The first step for managing stress is to determine if an individual is exhibiting the signs of stress. Earlier we have discussed some of the early signs that a person is under stress.
The second step is to identify the possible causes for the signs and the possible solutions.
The third part is to identify ways to build on an individual’s coping skills. This can be done by eating balanced meal, exercising regularly, having regular physical and dental check ups, and finding time to relax regularly. One should also learn to manage our environment so that we can eliminate hazards, as well as barriers that keep us from being productive. And more importantly, one must develop a strong support system.
In order to have a strong support system the statements below lifted from Johnson’s works are beneficial.
1.Listening: It is essential to discuss the emotional response we may to our cases and our workload. Often, we do not need advice so much as we need to express ourselves. It is important to realize when we need this listening support, and ask for it when we want it.
Strategies:
• Find a trusted colleague at work who understands the pressure and emotional strain of our cases, and take time to schedule regular “listening lunch” sessions or after-work coffee klatches.
• When you need a colleague or supervisor to simply lend an ear, preface the conversation with “Do you have a minute, I just need someone to listen for a few minutes about what just happened on the Johnson case....”
• Start a brown bag lunchtime with some of your colleagues that focuses on listening rather than giving advice.
• Consider seeing a therapist or counselor, or attending a support group.
2.Appreciation: It is important that we find appreciation for our work from other sources.
Strategies:
• Give it to get.
• Volunteer for a project in the community that you enjoy and that has some built-in appreciation associated with it. Examples could include community gardening, church-related activities, community theatre or arts organizations, etc.
3. Challenges to Improve: When we solicit challenges from people we trust, we can more easily identify areas that we need to improve upon in our professional life. We also gain some control over the feedback process and are not surprised by criticism when it comes our way.
Strategies:
• Ask for it. Schedule regular supervision sessions with your supervisor. During these sessions, set aside time for more general supervision and feedback.
• Ask a trusted colleague for advice on how you can improve in a specific area of your work.
4. Reality Testing: To sort out misperceptions and correct misunderstandings, we need a supportive method to compare how we are seeing things with how others see them.
Strategies:
• Remain open. We cannot always be right, and everyone misperceives a situation sometimes. Stress can exacerbate problems with perception because our bodies and minds may screen out information that provides context or deeper understanding of a given situation.
• When you have a situation that you are unsure about on one of your cases or within your work environment, ask someone you trust for a “reality check.” Framing the question this way will cue your colleague, supervisor, or trusted friend that you want them not to just listen, but to pay attention to how you perceive a given situation.
5. Technical Assistance: The complexities of child welfare work make it impossible to know everything about every aspect of your job. You can make use of colleagues, supervisors and other professionals, however, to make your job manageable and decrease your stress level.
Strategies:
• Ask your supervisor about what forms of technical assistance are available.
The fourth part of individual stress management is to develop an individualized stress management plan that includes both eliminating the sources of stress and increasing your coping skills. These processes should start small and must be increased everyday until reaching the established goal.
Individual stress management plus organizational change may bring about a health workplace. When we say “healthy workplace”, we mean a place with reduced stress disorders, satisfied and productive workers, and profitable and competitive organizations.
Strategy for Individual Stress Management or Prevention
Johnson (2001) discussed a very concrete four-part strategy for preventing stress. The first step for managing stress is to determine if an individual is exhibiting the signs of stress. Earlier we have discussed some of the early signs that a person is under stress.
The second step is to identify the possible causes for the signs and the possible solutions.
The third part is to identify ways to build on an individual’s coping skills. This can be done by eating balanced meal, exercising regularly, having regular physical and dental check ups, and finding time to relax regularly. One should also learn to manage our environment so that we can eliminate hazards, as well as barriers that keep us from being productive. And more importantly, one must develop a strong support system.
In order to have a strong support system the statements below lifted from Johnson’s works are beneficial.
1.Listening: It is essential to discuss the emotional response we may to our cases and our workload. Often, we do not need advice so much as we need to express ourselves. It is important to realize when we need this listening support, and ask for it when we want it.
Strategies:
• Find a trusted colleague at work who understands the pressure and emotional strain of our cases, and take time to schedule regular “listening lunch” sessions or after-work coffee klatches.
• Start a brown bag lunchtime with some of your colleagues that focuses on listening rather than giving advice.
• Consider seeing a therapist or counselor, or attending a support group.
2.Appreciation: It is important that we find appreciation for our work from other sources.
Strategies:
• Give it to get.
• Volunteer for a project in the community that you enjoy and that has some built-in appreciation associated with it. Examples could include community gardening, church-related activities, community theatre or arts organizations, etc.
3. Challenges to Improve: When we solicit challenges from people we trust, we can more easily identify areas that we need to improve upon in our professional life. We also gain some control over the feedback process and are not surprised by criticism when it comes our way.
Strategies:
• Ask for it. Schedule regular supervision sessions with your supervisor. During these sessions, set aside time for more general supervision and feedback.
• Ask a trusted colleague for advice on how you can improve in a specific area of your work.
4. Reality Testing: To sort out misperceptions and correct misunderstandings, we need a supportive method to compare how we are seeing things with how others see them.
Strategies:
• Remain open. We cannot always be right, and everyone misperceives a situation sometimes. Stress can exacerbate problems with perception because our bodies and minds may screen out information that provides context or deeper understanding of a given situation.
• When you have a situation that you are unsure about on one of your cases or within your work environment, ask someone you trust for a “reality check.” Framing the question this way will cue your colleague, supervisor, or trusted friend that you want them not to just listen, but to pay attention to how you perceive a given situation.
5. Technical Assistance: The complexities of child welfare work make it impossible to know everything about every aspect of your job. You can make use of colleagues, supervisors and other professionals, however, to make your job manageable and decrease your stress level.
Strategies:
• Ask your supervisor about what forms of technical assistance are available.
The fourth part of individual stress management is to develop an individualized stress management plan that includes both eliminating the sources of stress and increasing your coping skills. These processes should start small and must be increased everyday until reaching the established goal.
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