Bringing Stress Prevention and Resilience - Description
Into the Workplace Presented by James E Porter President StressStopcom Stress in the workplace facts and figures Obstacles to overcome Teaching stress management to the management The benefits of autonomy ID: 654282 Download Presentation
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Into the Workplace. Presented by James E. Porter. President, StressStop.com. Stress in the workplace: facts and figures. Obstacles to overcome. Teaching stress management to the management. The benefits of autonomy.
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Bringing Stress Prevention and Resilience
Presentation on theme: "Bringing Stress Prevention and Resilience"— Presentation transcript:
Bringing Stress Prevention and Resilience Into the Workplace
Presented by James E. PorterPresident, StressStop.comSlide2
Stress in the workplace: facts and figures
Obstacles to overcome
Teaching stress management to the management
The benefits of autonomy
The ROI of lowering stressTeaching behavioral changeBringing the six step model in the workplaceCreating a year long program Five tips for bringing this back home to your workplace
Overview of the ProgramSlide3
66% of Americans cited work as a significant source of stress.64% of people frequently feel irritable and anxious at work.80% of workers feel stress on the job.
Workplace stress is as bad for the heart as smoking and high cholesterol.75-90% of all visits to primary care physicians are for stress-related concerns
Facts and figures about stress
College Professors LawyersTeachers PhysiciansCollege Presidents Insurance Agents
Real Estate Agents
Occupational Stress & Heart Disease
Rates of death from heart disease are twice as high in the second column than the first.
Source: NIOSH Total Worker Health Webinar Series
Column 1 Column 2
, Univ. of COSlide5
Nurses who said their work pressure was much too high had a nearly 50% increased risk of ischemic heart disease compared with women who reported a manageable work pressure.
Nurses who reported work pressure being a little too high had a 25% increased risk.
Danish study of 12,000 Nurses followed for 15 years.Slide6
The stress of an unhealthy workplace
Introducing Workplace Mental Health with Dr. Martin
American organizations are skittish about acknowledging stress in the workplace. - The FAA example
We need to get over the fear of talking about stress.
In Europe and Canada job stress is the responsibility of the employer. In the US job stress is the responsibility of the employee.
Obstacles to OvercomeSlide8
How do you think the average person manages his or her stress?Slide9
They drinkThey smokeThey eat emotionallyThey spend money on things they can’t affordThey engage in high risk activities like gambling
Stress doesn’t always DIRECTLY cause health problems. It causes the unhealthy lifestyle choices that lead to health problems.
Work-life stress is the “cause of the causes. It’s an occupational hazard in and of itself.”
Dr. Leslie Hammer, Occupational Health Psychologist
Less sleep, smoking, less exercise, junk foodSlide11
TOWERS WATSON STUDYSlide12
TOWERS WATSON STUDYSlide13
1. Our culture promotes stress like a badge of honor.
2. Mindset against managing stress.
3. Doctors receive little or no training.
4. Prescriptions mask the symptoms of stress
5. So the patient can pretend he has no stress.Slide14
Masking the Symptoms of Stress
When you mask the symptoms of stress it allows the patient to pretend he has no stress. And that’s why they put it last instead of first.Paving over the rumble strip.Slide15
They engage in counter productive copingDoctors don’t really help by prescribing drugs that only mask the symptomsJob stress is a major source of stress and US companies don’t want to even talk about it.
Most stress management techniques can’t be used while we are at work.Slide17
Bottom up and top downBottom up: Empowering workers to make their own changesTop Down: Inspiring workers to want to change.
Two Directional ApproachSlide18
Bottom Up: The Six Step Stress Prevention Model
Step 1 Raising Awareness: Connecting the dots between your symptoms of stress and your sources of stress.
Step 2 Problem solving:
unnecessary stress.Step 3 Cognitive Restructuring: understanding how your thinking affects your experience of stress.Step 4 Mindfulness: Staying in the present momentStep 5 Resilience:
Taking a different message from your stress symptoms.
: The Stress Profiler/
Step 2 Problem solvingEliminating unnecessary stress
Top ten sources of stressTurns problems into solutionsKeeping a log or a journal of your stressWe’re not talking about managing stress here this is actually eliminating it!
Activity: Make a listSlide21
Step 3 Cognitive Restructuring
Become aware of negative self-talkA+B=CThe Activating Event + Beliefs = The ConsequenceMost people think that A=C
All our opportunity for personal growth lies in the small space between stimulus and response – Stephen Covey
Activity Do the Hokey Pokey
Step 4 MindfulnessMindfulness vs. Mindlessness
Present moment awareness is refuge from anger and anxiety Flow: Finding engaging tasks at workActivity: Formal mindfulnessSlide23
Step 5: Resilience
Taking a proactive approach instead of a reactive approach ExerciseYoga
Tip: Make this a part of your daily routine, no different than taking a shower or brushing your teeth.Activity: YogaSlide24
Step 6 Social Support
Connecting with every single person you meetListenEye contactAddressing people by name.You’ll get a dopamine or
hit so you’re managing stress every time you connect
Activities: Introducing yourself, and thanking them for being here. Plus Standing OSlide25
Teaching Stress Management to the ManagementGive workers more Autonomy and SupportTeaching Behavioral ChangeCreate year-long programs
When supervisors are taught about stress and model it in the workplace, they not only endorse your programs, they model the behavior.
Talk in terms that supervisors understand: Anger management, emotional intelligence, brain science, or in terms of ROI: increased energy and productivity, less accidents, improved attention.
Research shows (Leslie Hammer) that a supportive supervisor helps lower employee stress.
Dose of Sherry (5 minute meeting starters) at Certified Angus Beef Executive Board Meetings.
Client who won the Psychologically Healthy Workplace Award: Departments who don’t have supervisors participating in the program are the most stressed.
Teaching Stress Management to ManagementSlide27
In recent years, Mr. Bertolini set about overhauling his own health regimen, as well reshaping the culture of Aetna
with a series of eyebrow-raising moves. He has offered free yoga and meditation classes to Aetna employees; more than 13,000 workers have participated. Those who have reported a 28 percent reduction in their stress levels, a 20 percent improvement in sleep quality and a 19 percent reduction in pain.
They also become more effective on the job, gaining an average of 62 minutes per week of productivity each, which Aetna estimates is worth $3,000 per employee per year. Demand for the programs continues to rise; every class is overbooked.
Aetna is at the vanguard of a movement that is quietly spreading through the business world
. Companies like Google, General Mills, Goldman Sachs and Black Rock are offering meditation classes, yoga and classes in Emotional Intelligence.
At Aetna, a C.E.O.’s Management by Mantra
, the unconventional chief executive of Aetna InsuranceSlide28
Give workers more autonomy
high demand low control
high demand high control
low demand low control
low demand high control
Postal sorting center or short order cook
Airline pilot or CEO
Clerk in slow business
2 dimensional Demand/control model
Give workers more autonomy and support
3 Dimensional Demand/Control/Support Model
Teaching Behavioral Change
It’s not enough to just tell people what to change. Need to teach them HOW to change.Teaching the stages of change.Understanding what it means to relapse.
Most clients are in Stages 1 or 2
#1 reason why people relapse into their old behaviors is stress.” James ProchaskaTeach Tiny Habits model of BJ FoggFloss one tooth (Asking people to walk for 30 minutes a day sets them up for failure!)
Right after I wake up: I will meditate for 2 minutes
Builds success momentum
Michelle Segar: Finding the right why
eight loss, future health outcomes, don’t motivate people
Doing things that make you feel good now
Importance of feelings over health concepts.
Why – how - DoSlide32
We run a program that includes:Weekly emails.
Exercises that take 5 minutes or less.Online tools that can be used at home and work.
Optimized for where they are in the stages of change.
Year Long ProgramsSlide33
Only an extended program has any chance to bring about these important benefits of lowering stress: Reducing
Allocation of resourcesLeslie Hammer: When you manage stress you have
a worker who has energy to spare and who can allocate resources in other areas including their ability to concentrate on what they are doing at work resulting in increased productivity, decreased accidents, etc.
Need a new stress prevention model.
Dr. Leslie Hammer, Prof. Portland State UniversitySlide35
Step 1 Start from the top downTeach stress management to the managementReplace toxic bosses with supportive bossesGive workers more autonomy
Bringing back to your organizationSlide36
Step 2: Build out from the middle: Be the change you want to see in the worldStart by doing it yourself
Create your own storiesJim’s story of resisting journaling.
Ryan Picarella: Be your own guinea pig
Bringing it back to your organizationSlide37
Step 3: Build Stress Management from the ground up; Go liveCreate Stress Management and Resilience Champions
Use the audienceGet testimonials: Ask people whether or not they do yoga, exercise, or meditate. Let them speak to their peers.
Support groups for meditation; book groups; relaxation/nap rooms?
Bringing it back to your organizationSlide38
Bringing it back to your organization.
Step 4:Teach behavioral change
Emphasize short-term benefits;
Do it in the morning to experience the benefits all day.
Attitudes follow behaviors.
Convince them with the idea that once they incorporate stress mgmt. into their lives it will become as easy as brushing their teeth.Slide39
Step 5: Lunch & Learns are not enough!Move to a year-long program or at least 3 months (to achieve any real change)
Adopt the 6 step modelTry a multi-pronged approach (high-tech and low-tech) Give people options
on-line options (for people who want options other than physical challenges)
Bringing it back to your organization.Slide40
How would your life be different if peace of mind (i.e., stress management) were your highest priority?Slide41
CALL me or email to set up an appointment to learn how to bring our 6-step model into your organization:
firstname.lastname@example.orgPhone 800-367-1604Join my Linked-In Discussion Group: Managing
Stop Stress This Minute:
Primary PreventionReduce sources of stress at an organizational levelSecondary PreventionReduce stress symptoms at an individual level
Tertiary PreventionHelp individuals cope with stress related disease
The Standard Occupational Stress Prevention ModelSlide43
Stress and Optimal PerformanceSlide44
Cognitive fusion I’m a lousy parent
I’m no good at anything
The practice of not confusing self with passing thoughts DistanciationName it and tame itDistancing yourself from difficult emotions
Flow: Finding engaging tasks at work
Step 4 MindfulnessSlide45
Stress is a term borrowed from architects and engineers
Stress is the amount of weight you can put on a bridge before it collapses under the strain of that weight.Hans
said if he had it to do over again he would have chosen the word strain
We strengthen our bridges with yoga, exercise, meditation, sleep, napsStep 5 Resilience