How Imposter Syndrome affects your organisation
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This document discusses imposter syndrome and its effects on individuals and organizations. It describes the manifestations of imposter syndrome as self-criticalness, avoidance of closeness, overworking, sensitivity to negative feedback, and risk aversion. It notes the organizational risks as higher risk of burnout, perfectionist tendencies, difficulty with failure, lack of career direction, resistance to promotion, and increased stress. It also discusses individual risk factors like low self-esteem and discrimination. The costs beyond work are listed as poorer physical and mental health, resistance to help seeking, and loss of potential. Finally, it provides strategies to reduce imposter syndrome such as awareness raising, inclusivity, self-compassion, affirmations, and strengthening
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This document discusses compassion fatigue, which refers to the negative effects of working as a helper over an extended period of time. It defines compassion fatigue, secondary traumatic stress, burnout, and vicarious trauma. It outlines the stages of compassion fatigue from zealot phase to zombie phase. Signs and symptoms are described across emotional, social, physical, intellectual, spiritual and professional domains. Finally, it provides strategies to address compassion fatigue at the organizational, professional and personal levels. These include supervision, self-care, maintaining boundaries, processing events, and engaging in healthy coping behaviors.
PERSONALITY DISORDER
This document discusses personality disorders. It defines personality as characteristic patterns of thinking, feeling and acting, and disorder as disturbance or confusion. Personality disorders affect how people manage feelings and relate to others. They include avoidant, dependent, obsessive-compulsive, depressive, passive-aggressive, and sadistic types. Signs include social anxiety, low self-esteem, difficulty forming relationships, and excessive anger in some types. Causes may include genes and environment. Treatment involves psychotherapy like talk therapy and medication.
Moral distress among Nurses
The document discusses moral distress experienced by nurses. Moral distress occurs when a nurse knows the right course of action but is unable to take it due to obstacles. This causes psychological imbalance and physical/emotional symptoms. It differs from burnout, jading, grief, and compassion fatigue. Moral distress stems from institutional, resource, legal, and policy constraints. It leads to implications like lack of empowerment, job dissatisfaction, and high turnover. Preventing moral distress involves educational, communicative, and organizational strategies like ethical training and committees, improved communication, and increased support/resources for nurses.
Self concept and self esteem
This document discusses self-concept and self-esteem. It defines self-concept as an individual's perception of themselves, which is shaped by internal and external factors from childhood onward. Self-esteem refers to the value one places on their self-concept and is determined by comparing one's self-concept to their ideals. The document outlines several components of self-concept, including identity, body image, self-esteem, and role performance. It notes that self-concept and self-esteem can impact behaviors and relationships.
Mental health matters in the workplace
Mental health in the workplace
Implications of Mental Health
Factors that may result to poor Mental Health
Early signs of Negative Mental Health
Ways to maintain Positive Mental Health
Creating a MH Friendly workplace
What employees, co-workers, and employers can do.
Effects of stress on behavior
The document discusses several ways that stress can affect behavior, including teeth grinding, hair pulling, tremors, eating disorders, clumsiness, lack of hygiene, alcoholism, social withdrawal, and impulse buying. It also discusses how stress can affect performance both positively and negatively depending on whether the stress is perceived as controllable. Certain personality traits like Type A, codependent, helpless, and irrational personalities may make people more vulnerable to stress, while Type B, hardy, and survivor personalities are more stress-resistant. Stress can lead to mood disorders, anxiety disorders, and burnout for individuals, and work-related mental health issues pose challenges for organizations through increased absenteeism and costs.
MENTAL HEALTH.pptx
Mental health issues are common among Malaysian youth and can negatively impact school performance if left unaddressed. Stress from academic pressures, family problems, bullying and other environmental factors can lead to mental illnesses like anxiety, depression and PTSD. While seeking help has stigma, early intervention through school support programs, counseling, and treating any mental illnesses can help students manage stress and mental health issues. Ignoring mental health in schools risks absenteeism, injuries, and poor performance that impact students and productivity.
Dissociative disorders.ppt
The document discusses dissociative disorders, which are characterized by a disruption in normal integration of consciousness, memory, identity, and other psychological functions. Dissociative disorders usually develop as a way to cope with trauma, especially childhood abuse. They include dissociative amnesia, depersonalization/derealization disorder, and dissociative identity disorder. Risk factors include experiencing childhood trauma, biological tendencies, and lack of social support.
URS FINAL EDITED MODULE-3 SELF-CONFIDENCE, LEC-1 AND 2, 4TH APRIL,2023.pptx ...
This document provides an overview of self-development skills like self-esteem and self-confidence. It discusses how self-awareness, self-concept, and self-acceptance impact relationships and success. Key points include how childhood experiences shape self-esteem, characteristics of low and high self-esteem, and potential issues with overly high self-esteem like narcissism. The document aims to help people understand and enhance their self-development.
JAIME VINCK - COMPASSION FATIGUE AND PROVIDER RESILIENCE
Compassion fatigue is the normal physiological and emotional reaction to hearing about another personโs trauma. This exhaustion creates a limited ability to empathise with others in both our personal and professional lives. In the world of substance use disorders, we often see it in our colleagues before we see it in ourselves. This interactive workshop will create ways to care for ourselves while still caring for others and develop action plans for self-care and compassion.
confidence.pptx
The document discusses developing self-confidence, self-esteem, and resilience. It outlines that self-confidence is believing in one's abilities, while self-esteem is one's perception of self-worth. High self-esteem is associated with positive characteristics, while low self-esteem can lead to mental health issues. The document provides strategies for improving self-esteem such as developing compassion toward oneself, identifying unrealistic expectations, and learning to react constructively to criticism. Resilience is also discussed as the ability to adapt well to challenges and bounce back from difficulties.
Workplace Burnout
Workplace burnout is a syndrome of emotional exhaustion, feelings of reduced personal accomplishment, and cynicism related to one's job. It can be caused by excessive job demands, role ambiguity or conflict, lack of resources or social support, and personality traits like perfectionism. Signs include physical exhaustion, frequent illness, detachment, loss of motivation, and negative outlook. Severe burnout is characterized by inability to get up in the morning due to exhaustion, excessive workload preventing recovery, cynicism where the job seems meaningless, and emotional drain from intense work without replacement of drained resources. Preventing burnout requires reducing stressors, increasing support, setting boundaries, and practicing self-care.
Self-care talk: Understanding the Workforce ppt.pptx
This document discusses the importance of self-care, especially in the workplace, to prevent stress and burnout. It notes that self-care is not just about pampering oneself, but also managing one's activities and maintaining well-being on individual, relationship, community and societal levels. The document outlines causes of stress and burnout like workload, lack of control and support. It recommends practicing self-care through setting boundaries, prioritizing rest, maintaining supportive relationships, learning relaxation techniques and engaging in regular exercise and activities one finds meaningful. Regular self-care can boost physical and emotional well-being while its neglect can lead to issues like absenteeism and reduced productivity.
Guidance for Special groups.pdf
The document provides definitions and guidance for various special groups. It defines persons with disabilities as those with 40% or more impairment as certified by a medical authority. Impairment refers to any psychological, physiological or anatomical abnormality, disability is any restriction of normal activity, and handicap is the inability to fulfill normal roles due to impairment. It then provides details on orthopedic, visual, deaf/mute disabilities and their definitions. It discusses socio-emotional problems commonly faced and the role of counselors in providing guidance, understanding the individual, and cooperating with parents. Juvenile delinquents are defined as those under 18 who commit crimes, and guidance aims to help them with issues leading to problems and set them on a
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How Imposter Syndrome affects your organisation
- 1. ยฉ How Imposter Syndrome affects your organisation
- 3. ยฉ Manifestations โข Self-criticalness โข Closeness avoidance โข Overworking โข Sensitivity to negative feedback โข Easily demoralised (but also suspicious of positive feedback) โข Risk aversion What does Imposter Syndrome look like?
- 4. The Risks
- 5. ยฉ Organisational risks โข Higher risk of overworking and burn out โข Have perfectionist tendencies at work โข Difficulty dealing with and recovering from failure โข Can lack career self-efficacy and direction โข Resist promotion and career advancement โข Intersects with other axes of oppression/identity e.g., race โข Increase risk of stress and mental health related absences Why understanding Imposter Syndrome matters for leaders?
- 6. ยฉ Individual risk factors โข External locus of control โข Low self-esteem/confidence โข Adverse life events/experience (internalisation of critical voices) โข Social structures and inequality โข Experience of discrimination/exclusion โข Intersectionality What pre-disposes us to Imposter Syndrome?
- 7. ยฉ The costs beyond the organisation โข Poorer physical health โข Poorer psychological or mental health in particular risk of social anxiety โข Resistance to help seeking because shame/fear of exposure โข Relational impact โข Loss of potential โข Self-fulfilling prophecies How about 'outside' work?
- 8. How to reduce Imposter Syndrome
- 9. ยฉ Resistance strategies โข Awareness raising and de-stigmatisation โข Inclusivity and equality considerations โข Self-compassion/mindfulness โข Formulation โข Simple affirmations โข Building group identity strength โข Get specialists in What can be done to mitigate Imposter Syndrome?
- 10. ยฉ If you would like to know more, please contact Guilaine Kinouani: gkinouani@pearnkandola.com
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