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. Yaniv M Benzimra, Ph.D. Burnout :  The Executive Challenge Épuisement professionnel : Le défi des cadres  supérieurs ©  Y2 Consulting Psychologists
Presentation Plan 1.  What is burnout?  2.  How does burnout develop? 3. Group exercise 4. Symptoms 5. Causes of burnout 6. Prevention of burnout ©  Y2 Consulting Psychologists
The Current Situation A study by  Health Canada  reported that  40% of Canadian employees  have difficulty managing their professional and personal obligations.  Those feeling high levels of stress because of difficulty balancing work and personal lives have  absenteeism rates twice as high  as those who report little stress   in their lives (Canadian Mental Health Association, 2004) Women seem more affected by these difficulties; nonetheless  49% of men  also report that they have difficulty achieving a balance between their personal and professional lives. 3,400,000 Canadian workers suffer from burnout  (Statistics Canada, 2004) 40 % attributable to individual factors 60 % attributable to organizational factors 48% of absenteeism  has a “mental health dimension” ©  Y2 Consulting Psychologists
Worst current stressors / Pires stresseurs actuels Canadian Senior Executives The  4 most frequently reported  stressors   of  executives  are: Work overload Lack of work-life balance Managing interpersonal relations at work Frequent contacts with clients ©  Y2 Consulting Psychologists
The Executive Reality (APEX) APEX 2007 study on the Health and Well-Being of Executives – main results: Stress and  technology  -- 75% of EX-01s, EX-02s; Verbal  Harassement  (and tormented) – 25% of EX-01s and EX-02s; Level of stress seems to decrease as you move up the corporate ladder – but still high for all levels in general. When asked if their organization supported their effort to improve their health,  only  12 % said yes! ©  Y2 Consulting Psychologists
The Executive Reality (APEX) Maslach Burnout  Index: Measures   perceptions of  accomplishment, emotional  exhaustion, and levels of cynicism . There were high scores for  all dimensions on the burnout scales 75% were in the high range  for fatigue S till 84% had high scores  for a sense of accomplishment! B urnout has a tendency to increase  turnover, reduce commitment and engagement and also reduce productivity The higher the level the greater the job satisfaction Main issues of concern remain  hours at work and  workload Less than 10% of executives rate their health as poor! ©  Y2 Consulting Psychologists
The Executive Reality (APEX) In the last year, 68% of  executives have made efforts to improve their health: 68 % increased physical activity 36 % lost weight 23.5 % drank less 19 % took vitamins 8 % changed diet 10% quit smoking When asked if their organization supported their effort to improve their health,  only  12 % said yes! Problem  drinking has gone up slightly from 10.8 % in 2002 to 11.6 % in 2007 ©  Y2 Consulting Psychologists
Executive health and well-being (APEX) ©  Y2 Consulting Psychologists
What is work-life balance? It is a  state of well being  that an individual wishes to  attain, that allows him or her to efficiently manage multiple  responsibilities (work, home, community) while maintaining  good physical, emotional and family health. What is stress? An   imbalance between  demands and ability   to meet  those demands in an  allotted time frame. ©  Y2 Consulting Psychologists
What is burnout? It is generally diagnosed as an adjustment disorder. Burnout can be compared to an imbalance in that a high level of stress affects the person both physically and psychologically.  WHO:  “Intense fatigue, loss of control and inability to achieve concrete results at work .” According to  Schaufeli and Enzman (1998) : “ Burnout is a persistent, negative, work-related state of mind i n "normal" individuals that is primarily characterized by exhaustion, which is accompanied by distress, a sense of reduced effectiveness, decreased motivation, and development of dysfunctional attitudes and behaviors at work .”  ©  Y2 Consulting Psychologists
Qu’est-ce que l’épuisement professionnel  ? Épuisement professionnel Détresse psychologique nécessairement lié au travail Manifestation de colère Aucune idéation suicidaire Fluctuation de poids négligeable Dépression Détresse psychologique qui n’est pas nécessairement lié au travail Absence de colère Présence d’idéation suicidaire Perte de l’appétit ©  Y2 Consulting Psychologists
Processus de d éveloppement de l’épuisement Un processus de désillusion L’épuisement professionnel est un processus qui se développe en plusieurs phases. Il s’agit essentiellement d’un cheminement plus ou moins long où le poids de la désillusion est de plus en plus lourd à porter. Ce processus de désillusion se décompose en quatre phases La phase des attentes irréalistes (Unrealistic expectations phase) La phase du désenchantement (Disenchantment phase) La phase de la morosité (Sulleness phase) La phase du dépérissement (Despondency phase) ©  Y2 Consulting Psychologists
Psychological Well Being  Indicators Life satisfaction Job satisfaction Stress  Distress Social & Organisational Support Stressors (Perceptions) ©  Y2 Consulting Psychologists
From Stress to Burnout (Dr. Benzimra, Y.M., 2002) Social support Family, partner, friends, etc. Supervisors Colleagues Stress Coping Strategies Distress (Burnout) Stressors ©  Y2 Consulting Psychologists
Types of Stress Eustress Desirable results of stress Motivational  Distress Negative results Consequences: after effects/illnesses (emotional/physical) ©  Y2 Consulting Psychologists
Exercise : How stressed am I? On your own, take  5 minutes  to: Complete the Stress Inventory and to score it. ©  Y2 Consulting Psychologists
Group Exercise Split into groups.... Recognizing Burnout in Self and Staff? ©  Y2 Consulting Psychologists
Lack of balance – the signs Feeling a  loss of control ,   and a loss of feeling for work, and of being the ideal professional; Persistent  fatigue  (long hours, poor diet, sleep and other problems, illness, interpersonal conflicts) Feeling of  always being on the run …without reaching your goal; Guilt and regret  are integral parts of your life; STRESS builds! Social life…what social life??? ©  Y2 Consulting Psychologists
What happens to the body when it is exposed to stress?  Biochemical changes in the body when exposed to stress Short term :  Adrenaline  has a protective function  and helps readiness for ‘fight or flight’ response Longer term:  Adrenalisation has the complete opposite effect when its presence is prolonged in the bloodstream. Ex:  Depresses the immune system Increases risk of heart disease Increases in back and joint pain Increase in depression/anxiety disorders ©  Y2 Consulting Psychologists
Consequences? Physical Behavioural Psychological Social Spiritual ©  Y2 Consulting Psychologists
Symptoms Physical Symptoms Chronic fatigue, exhaustion ( most typical symptom ) Trouble sleeping ( related to a high burnout score ) Musculoskeletal pain ( back pain ) Psychosomatic disorders ( ulcers, gastrointestinal upset ) Depressed immune system ( frequent and prolonged colds and flu) Increased perspiration Rapid heartbeat  Higher risk for heart attack Biochemical changes ( cholesterol, triglycerides, uric acid ) ©  Y2 Consulting Psychologists
Symptomatologie Les sympt ômes émotionnels Sentiment d’impuissance  Perte de confiance en soi Perte d’intér êt pour le travail Sensation d’être pris au piège Perception négative de soi ( incompétence, incapacité, infériorité) Perception négative des autres ( irritabilité, cynisme, impatience ) Désespoir ©  Y2 Consulting Psychologists
Symptoms Cognitive Symptoms Memory loss Decreased vigilance  Difficulty assessing situations Indecision Inability to perform cognitive tasks ( calculations ) ©  Y2 Consulting Psychologists
Signs of distress  Altered appearance Lack of care in appearance Looks tired Looks nervous, apprehensive, agitated Altered habits Eating more, eating less Drinking more, smoking more Increase absence More accident prone Altered Behaviour Irritability, aggression Mood swings Poor concentration, reduced memory Poor decision-making Reduced performance ©  Y2 Consulting Psychologists
Personal factors leading to distress Personal factors According to Lee and Aschfort (1996),  40% of the causes of psychological distress  can be associated with personal factors.  Responsibilities/stressors outside of work (family, health, etc.) Lack of social support Very involved organizationally Extrensic motivation (motivated by external factors) Individual differences: Positive or negative perceptions of situations in life  Cognitive distortions (exaggerated or irrational thoughts) Personality (Predisposed to idealisation, perfectionism or pessimism) Training/teachings (resilience and adjustment or threatened?) High personal expectations/self esteem ©  Y2 Consulting Psychologists
Organizational factors leading to distress Organizational factors (Karasek and Theorell, 1990) a) Demands (physical and psychological) Work overload  Incongruence between the values of the organization and the employee Role conflict  (several bosses, conflicting expectations) Unclear roles b) Resources  Ability to meet organizational demands Lack of control over carrying out tasks Social support and the quality of alliances/network relationships Organizational justice ©  Y2 Consulting Psychologists
The cost of stress Human and commercial consequences Many of the impacts are not immediately apparent at the organisational level Commercial costs: Absenteeism (physical illness versus malingering?); Bulk of the gap are employees who are under-recognised, under-supported, ignored, overburdened or bored; Frequent short-term absences versus prolonged long term; Musculo-skeletal conditions and stress-related absence account for 80% of lost work days  Staff turnover Accidents Employer liability Litigation (personal injury as a result of work stress) ©  Y2 Consulting Psychologists
The invisible costs of stress Wellbeing, motivation and performance: Poor work quality and productivity Presenteism Lower customer satisfaction Poor decision-making/concentration Lack of innovation Difficult working relations and low morale Lower employee goodwill ©  Y2 Consulting Psychologists
A Comprehensive Approach Looking at the  Individual Looking at the  Organisation   (what is working well; what can be improved) Individual changes + Organisational changes =  enhanced individual and organisational well being ©  Y2 Consulting Psychologists
Frame of Mind Once we  took stock of our current state  of mind, we then must  realize the importance of our well-being  – by putting aside our guilt and our oversensitivity; Need to focus on your development:  Managing work-life balance as a competency Willingness to experiment and to try new things, even if you make mistakes. ‘ I found 5000 ways how not to make a light bulb work’ (Thomas A. Edison) ©  Y2 Consulting Psychologists
Levels of  Intervention Primary Intervention Remove or moderate the effects of stress by tackling the source of the problem Secondary Intervention Does not tackle the source of the problem but seeks to moderate or remove the impact on the employee by enhancing capacity to cope (i.e., developing ability to adapt and become resilient to pressure) Tertiary Intervention Deals with the treatment of someone who is already suffering from stress (i.e., heal the individual and increase coping; EAP) Best practice in stress management OFTEN involves a combination of all three levels of intervention ©  Y2 Consulting Psychologists
Prévenir le burnout Stratégies individuelles Stratégies organisationnelles ©  Y2 Consulting Psychologists
Preventing burnout Info: Work stoppage is often required.  The duration may vary from person to person.  It is important to  limit the rest period . Spending too much time away from the workplace could hinder the re-entry process. Drugs ( antidepressants ) can also be prescribed. This must be discussed with the person’s doctor. Rest is needed , but it is not the only solution.  Habits and attitudes  towards work also need to be changed.  Consulting a health care professional  ( guidance counsellor, psychologist ) can be a big help in identifying causes of burnout.  ©  Y2 Consulting Psychologists
Gestion préventive de la détresse Accroître votre résistance par: Nutrition Exercice (et saines habitudes de vie) Sommeil Soutien social (positif!) Contrôle (lâcher prise) Suivre conseils médicaux (médicaments, suivis réguliers, dépistages) Relaxation (respirations profondes, décontraction musculaires) ©  Y2 Consulting Psychologists
Relaxation Strategies Different types: Deep breathing Progressive muscular relaxation Mental Imagery Relaxation  will help you: Better manage your emotional reactions Diminish your overall level of stress Rest rapidly Deeper sleep (feel rested and energetic in the morning!)  ©  Y2 Consulting Psychologists
Coping strategies Direct Coping Strategies: Identify and specify stressor Generate different potential solutions Try and adapt solutions Social Support:   Don’t underestimate the power of social support Seek and provide support (instrumental and emotional) Perceptions and Attitude: Choose your attitude  Challenge your negative perceptions ©  Y2 Consulting Psychologists
Managing the way we interpret or perceive ©  Y2 Consulting Psychologists The way we visualize the link between work and family life is important because our way of seeing (perceiving) a situation influences the way we resolve problems…
Managing our interpretations ©  Y2 Consulting Psychologists + + - - A   B  C  D Event Situation Thoughts Interpretation Emotion Feeling Action Consequence Gesture Self-esteem Past experiences  Beliefs, values Desires
Other individual strategies  Establish your priorities  (career, family, finances) by setting realistic objectives and setting realistic plans for achieving them  Get moving  (stop wishing and hoping) Don’t try to do everything  (work in a team, delegate, share/rotate responsibilities, accept that not everything will get done exactly as you would do it or when you might want it to get done) Hire someone   (numerous advantages!) Make room for the unexpected  (break out of your routine to socialize) Let go   (don’t try to control things over which you have no control)  ©  Y2 Consulting Psychologists
Organisational strategies Need to analyse and identify the organisational sources of stress and tackle them Conduct a comprehensive ‘Workplace Stress Audit’ Three-point framework:  Awareness Responsibility (duty of care towards employees) Taking action ©  Y2 Consulting Psychologists
A number of organizational strategies can be put in place to facilitate work-life balance for employees: Realistic workload/expectations for the unit  Fill vacant positions with qualified individuals Analyze current resources and make changes Foster positive organizational culture and a good work climate Teamwork/networking  Workplace flexibility (flexible hours, telework, compressed work weeks) Organisational strategies ©  Y2 Consulting Psychologists
From Distress to Happiness A matter of TIME MANAGEMENT A matter of ENERGY MANAGEMENT A matter of BEING EFFICIENT And HAPPINESS??? ©  Y2 Consulting Psychologists
The Quest for Success and Today’s Reality Achievement oriented society Pursuit of professional success (often defined by $$$) Increase in percentages of distressed individuals Towards  emotional bankruptcy ©  Y2 Consulting Psychologists
Are you also on the differed life-plan?   ©  Y2 Consulting Psychologists
Summary: a little reminder We are the authors of our lives :  live your life in line with YOUR values and YOUR principles!!! Don’t forget:  the goal is to achieve a sense of well-being! Frame of mind  is important . What works for one individual does not necessarily work for another; What has worked for 3, 4 or 5 years might not work today; Be prepared to adapt along the way. ©  Y2 Consulting Psychologists
Supporting direct reports Services through APEX: You can access the Service by contacting Paulette Panzeri at 613.992.5592 or by email at  [email_address] . She is there to listen to your concerns or issues and to assist you in any way she can. She will provide: http://www.apex.gc.ca/en/services/advisory-service.aspx Employee Assistance Program Short-term  counselling , crisis counselling and critical incident stress management – 1-800-268-7708 (TDD 1-800-567-5803) For you and your family, 24 hours a day, 365 days a year  Health Canada Employee Assistance Services   ©  Y2 Consulting Psychologists
Exercices Tests gratuits sur la santé mentale et le burnout  (la validité scientifique n'a pas été démontrée) http://pages.globetrotter.net/consultrapae/evaluations. http://questionnaires.sympatico.ca/msn/tests/sante/epuisement/ http://www.cmq.org/DocumentLibrary/UploadedContents/CmsDocuments 
 /Bulletin-2007-hiver-dossier-questionnaire.pdf ©  Y2 Consulting Psychologists
Ressources additionnelles/Additional Resources A Guide for Managing the Return to Work, Canadian Human Rights Commision, 2007 En ligne/Online:  chrc-ccdp.ca Mental Health First Aid in the Workplace -- Manager’s Guide, Canada Revenue Agency, En ligne/Online:  managers-gestionnaires.gc.ca Mental Health Works (useful information on burnout – both for managers and employees) Liens/Links:  mentalhealthworks.ca/employees  -  mentalhealthworks.ca/employers Other documents: What You Need to Know About Mental Health: A Tool for Managers, The Conference Board of Canada, 2005 Les points importants/Highlights:  conferenceboard.ca Livre/Book: Le Burn out : Comprendre et vaincre l’épuisement professionnel, Suzanne Peters et Dr Patrick Mesters, Edition MARABOUT (Hachette Livre) 2008 ©  Y2 Consulting Psychologists
Ressources additionnelles/Additional Resources Work/Life Balance (and Work/Life Balance Quiz), Canadian Mental Health Association Lien/Link:  cmha.ca Burnout: An Introduction, Mind Tools Limited, London Lien/Link:  mindtools.com Public servants have highest absentee rate: study, Canwest News Service – July 24, 2009 Lien/Link:  nationalpost.com Guide pour une démarche stratégique de prévention des problèmes de santé psychologique au travail, Université Laval, juin 2009 Lien/Link:  cgsst.com Évaluation de la santé mentale au travail; une analyse des pratiques de gestion des ressources humaines, Jean-Pierre Brun, Université Laval, août 2003 Lien/Link:  R-342.pdf (irsst.qc.ca) ©  Y2 Consulting Psychologists
Questions ? To reach us: y2cp.com -  819.777.7744 ©  Y2 Consulting Psychologists

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Y2CP - Preventing Burnout - 2011-04-28

  • 1. . Yaniv M Benzimra, Ph.D. Burnout : The Executive Challenge Épuisement professionnel : Le défi des cadres supérieurs © Y2 Consulting Psychologists
  • 2. Presentation Plan 1. What is burnout? 2. How does burnout develop? 3. Group exercise 4. Symptoms 5. Causes of burnout 6. Prevention of burnout © Y2 Consulting Psychologists
  • 3. The Current Situation A study by Health Canada reported that 40% of Canadian employees have difficulty managing their professional and personal obligations. Those feeling high levels of stress because of difficulty balancing work and personal lives have absenteeism rates twice as high as those who report little stress in their lives (Canadian Mental Health Association, 2004) Women seem more affected by these difficulties; nonetheless 49% of men also report that they have difficulty achieving a balance between their personal and professional lives. 3,400,000 Canadian workers suffer from burnout (Statistics Canada, 2004) 40 % attributable to individual factors 60 % attributable to organizational factors 48% of absenteeism has a “mental health dimension” © Y2 Consulting Psychologists
  • 4. Worst current stressors / Pires stresseurs actuels Canadian Senior Executives The 4 most frequently reported stressors of executives are: Work overload Lack of work-life balance Managing interpersonal relations at work Frequent contacts with clients © Y2 Consulting Psychologists
  • 5. The Executive Reality (APEX) APEX 2007 study on the Health and Well-Being of Executives – main results: Stress and technology -- 75% of EX-01s, EX-02s; Verbal Harassement (and tormented) – 25% of EX-01s and EX-02s; Level of stress seems to decrease as you move up the corporate ladder – but still high for all levels in general. When asked if their organization supported their effort to improve their health, only 12 % said yes! © Y2 Consulting Psychologists
  • 6. The Executive Reality (APEX) Maslach Burnout Index: Measures perceptions of accomplishment, emotional exhaustion, and levels of cynicism . There were high scores for all dimensions on the burnout scales 75% were in the high range for fatigue S till 84% had high scores for a sense of accomplishment! B urnout has a tendency to increase turnover, reduce commitment and engagement and also reduce productivity The higher the level the greater the job satisfaction Main issues of concern remain hours at work and workload Less than 10% of executives rate their health as poor! © Y2 Consulting Psychologists
  • 7. The Executive Reality (APEX) In the last year, 68% of executives have made efforts to improve their health: 68 % increased physical activity 36 % lost weight 23.5 % drank less 19 % took vitamins 8 % changed diet 10% quit smoking When asked if their organization supported their effort to improve their health, only 12 % said yes! Problem drinking has gone up slightly from 10.8 % in 2002 to 11.6 % in 2007 © Y2 Consulting Psychologists
  • 8. Executive health and well-being (APEX) © Y2 Consulting Psychologists
  • 9. What is work-life balance? It is a state of well being that an individual wishes to attain, that allows him or her to efficiently manage multiple responsibilities (work, home, community) while maintaining good physical, emotional and family health. What is stress? An imbalance between demands and ability to meet those demands in an allotted time frame. © Y2 Consulting Psychologists
  • 10. What is burnout? It is generally diagnosed as an adjustment disorder. Burnout can be compared to an imbalance in that a high level of stress affects the person both physically and psychologically. WHO: “Intense fatigue, loss of control and inability to achieve concrete results at work .” According to Schaufeli and Enzman (1998) : “ Burnout is a persistent, negative, work-related state of mind i n "normal" individuals that is primarily characterized by exhaustion, which is accompanied by distress, a sense of reduced effectiveness, decreased motivation, and development of dysfunctional attitudes and behaviors at work .” © Y2 Consulting Psychologists
  • 11. Qu’est-ce que l’épuisement professionnel ? Épuisement professionnel Détresse psychologique nécessairement lié au travail Manifestation de colère Aucune idéation suicidaire Fluctuation de poids négligeable Dépression Détresse psychologique qui n’est pas nécessairement lié au travail Absence de colère Présence d’idéation suicidaire Perte de l’appétit © Y2 Consulting Psychologists
  • 12. Processus de d éveloppement de l’épuisement Un processus de désillusion L’épuisement professionnel est un processus qui se développe en plusieurs phases. Il s’agit essentiellement d’un cheminement plus ou moins long où le poids de la désillusion est de plus en plus lourd à porter. Ce processus de désillusion se décompose en quatre phases La phase des attentes irréalistes (Unrealistic expectations phase) La phase du désenchantement (Disenchantment phase) La phase de la morosité (Sulleness phase) La phase du dépérissement (Despondency phase) © Y2 Consulting Psychologists
  • 13. Psychological Well Being Indicators Life satisfaction Job satisfaction Stress Distress Social & Organisational Support Stressors (Perceptions) © Y2 Consulting Psychologists
  • 14. From Stress to Burnout (Dr. Benzimra, Y.M., 2002) Social support Family, partner, friends, etc. Supervisors Colleagues Stress Coping Strategies Distress (Burnout) Stressors © Y2 Consulting Psychologists
  • 15. Types of Stress Eustress Desirable results of stress Motivational Distress Negative results Consequences: after effects/illnesses (emotional/physical) © Y2 Consulting Psychologists
  • 16. Exercise : How stressed am I? On your own, take 5 minutes to: Complete the Stress Inventory and to score it. © Y2 Consulting Psychologists
  • 17. Group Exercise Split into groups.... Recognizing Burnout in Self and Staff? © Y2 Consulting Psychologists
  • 18. Lack of balance – the signs Feeling a loss of control , and a loss of feeling for work, and of being the ideal professional; Persistent fatigue (long hours, poor diet, sleep and other problems, illness, interpersonal conflicts) Feeling of always being on the run …without reaching your goal; Guilt and regret are integral parts of your life; STRESS builds! Social life…what social life??? © Y2 Consulting Psychologists
  • 19. What happens to the body when it is exposed to stress? Biochemical changes in the body when exposed to stress Short term : Adrenaline has a protective function and helps readiness for ‘fight or flight’ response Longer term: Adrenalisation has the complete opposite effect when its presence is prolonged in the bloodstream. Ex: Depresses the immune system Increases risk of heart disease Increases in back and joint pain Increase in depression/anxiety disorders © Y2 Consulting Psychologists
  • 20. Consequences? Physical Behavioural Psychological Social Spiritual © Y2 Consulting Psychologists
  • 21. Symptoms Physical Symptoms Chronic fatigue, exhaustion ( most typical symptom ) Trouble sleeping ( related to a high burnout score ) Musculoskeletal pain ( back pain ) Psychosomatic disorders ( ulcers, gastrointestinal upset ) Depressed immune system ( frequent and prolonged colds and flu) Increased perspiration Rapid heartbeat Higher risk for heart attack Biochemical changes ( cholesterol, triglycerides, uric acid ) © Y2 Consulting Psychologists
  • 22. Symptomatologie Les sympt ômes émotionnels Sentiment d’impuissance Perte de confiance en soi Perte d’intér êt pour le travail Sensation d’être pris au piège Perception négative de soi ( incompétence, incapacité, infériorité) Perception négative des autres ( irritabilité, cynisme, impatience ) Désespoir © Y2 Consulting Psychologists
  • 23. Symptoms Cognitive Symptoms Memory loss Decreased vigilance Difficulty assessing situations Indecision Inability to perform cognitive tasks ( calculations ) © Y2 Consulting Psychologists
  • 24. Signs of distress Altered appearance Lack of care in appearance Looks tired Looks nervous, apprehensive, agitated Altered habits Eating more, eating less Drinking more, smoking more Increase absence More accident prone Altered Behaviour Irritability, aggression Mood swings Poor concentration, reduced memory Poor decision-making Reduced performance © Y2 Consulting Psychologists
  • 25. Personal factors leading to distress Personal factors According to Lee and Aschfort (1996), 40% of the causes of psychological distress can be associated with personal factors. Responsibilities/stressors outside of work (family, health, etc.) Lack of social support Very involved organizationally Extrensic motivation (motivated by external factors) Individual differences: Positive or negative perceptions of situations in life Cognitive distortions (exaggerated or irrational thoughts) Personality (Predisposed to idealisation, perfectionism or pessimism) Training/teachings (resilience and adjustment or threatened?) High personal expectations/self esteem © Y2 Consulting Psychologists
  • 26. Organizational factors leading to distress Organizational factors (Karasek and Theorell, 1990) a) Demands (physical and psychological) Work overload Incongruence between the values of the organization and the employee Role conflict (several bosses, conflicting expectations) Unclear roles b) Resources Ability to meet organizational demands Lack of control over carrying out tasks Social support and the quality of alliances/network relationships Organizational justice © Y2 Consulting Psychologists
  • 27. The cost of stress Human and commercial consequences Many of the impacts are not immediately apparent at the organisational level Commercial costs: Absenteeism (physical illness versus malingering?); Bulk of the gap are employees who are under-recognised, under-supported, ignored, overburdened or bored; Frequent short-term absences versus prolonged long term; Musculo-skeletal conditions and stress-related absence account for 80% of lost work days Staff turnover Accidents Employer liability Litigation (personal injury as a result of work stress) © Y2 Consulting Psychologists
  • 28. The invisible costs of stress Wellbeing, motivation and performance: Poor work quality and productivity Presenteism Lower customer satisfaction Poor decision-making/concentration Lack of innovation Difficult working relations and low morale Lower employee goodwill © Y2 Consulting Psychologists
  • 29. A Comprehensive Approach Looking at the Individual Looking at the Organisation (what is working well; what can be improved) Individual changes + Organisational changes = enhanced individual and organisational well being © Y2 Consulting Psychologists
  • 30. Frame of Mind Once we took stock of our current state of mind, we then must realize the importance of our well-being – by putting aside our guilt and our oversensitivity; Need to focus on your development: Managing work-life balance as a competency Willingness to experiment and to try new things, even if you make mistakes. ‘ I found 5000 ways how not to make a light bulb work’ (Thomas A. Edison) © Y2 Consulting Psychologists
  • 31. Levels of Intervention Primary Intervention Remove or moderate the effects of stress by tackling the source of the problem Secondary Intervention Does not tackle the source of the problem but seeks to moderate or remove the impact on the employee by enhancing capacity to cope (i.e., developing ability to adapt and become resilient to pressure) Tertiary Intervention Deals with the treatment of someone who is already suffering from stress (i.e., heal the individual and increase coping; EAP) Best practice in stress management OFTEN involves a combination of all three levels of intervention © Y2 Consulting Psychologists
  • 32. Prévenir le burnout Stratégies individuelles Stratégies organisationnelles © Y2 Consulting Psychologists
  • 33. Preventing burnout Info: Work stoppage is often required. The duration may vary from person to person. It is important to limit the rest period . Spending too much time away from the workplace could hinder the re-entry process. Drugs ( antidepressants ) can also be prescribed. This must be discussed with the person’s doctor. Rest is needed , but it is not the only solution. Habits and attitudes towards work also need to be changed. Consulting a health care professional ( guidance counsellor, psychologist ) can be a big help in identifying causes of burnout. © Y2 Consulting Psychologists
  • 34. Gestion préventive de la détresse Accroître votre résistance par: Nutrition Exercice (et saines habitudes de vie) Sommeil Soutien social (positif!) Contrôle (lâcher prise) Suivre conseils médicaux (médicaments, suivis réguliers, dépistages) Relaxation (respirations profondes, décontraction musculaires) © Y2 Consulting Psychologists
  • 35. Relaxation Strategies Different types: Deep breathing Progressive muscular relaxation Mental Imagery Relaxation will help you: Better manage your emotional reactions Diminish your overall level of stress Rest rapidly Deeper sleep (feel rested and energetic in the morning!) © Y2 Consulting Psychologists
  • 36. Coping strategies Direct Coping Strategies: Identify and specify stressor Generate different potential solutions Try and adapt solutions Social Support: Don’t underestimate the power of social support Seek and provide support (instrumental and emotional) Perceptions and Attitude: Choose your attitude Challenge your negative perceptions © Y2 Consulting Psychologists
  • 37. Managing the way we interpret or perceive © Y2 Consulting Psychologists The way we visualize the link between work and family life is important because our way of seeing (perceiving) a situation influences the way we resolve problems…
  • 38. Managing our interpretations © Y2 Consulting Psychologists + + - - A B C D Event Situation Thoughts Interpretation Emotion Feeling Action Consequence Gesture Self-esteem Past experiences Beliefs, values Desires
  • 39. Other individual strategies Establish your priorities (career, family, finances) by setting realistic objectives and setting realistic plans for achieving them Get moving (stop wishing and hoping) Don’t try to do everything (work in a team, delegate, share/rotate responsibilities, accept that not everything will get done exactly as you would do it or when you might want it to get done) Hire someone (numerous advantages!) Make room for the unexpected (break out of your routine to socialize) Let go (don’t try to control things over which you have no control) © Y2 Consulting Psychologists
  • 40. Organisational strategies Need to analyse and identify the organisational sources of stress and tackle them Conduct a comprehensive ‘Workplace Stress Audit’ Three-point framework: Awareness Responsibility (duty of care towards employees) Taking action © Y2 Consulting Psychologists
  • 41. A number of organizational strategies can be put in place to facilitate work-life balance for employees: Realistic workload/expectations for the unit Fill vacant positions with qualified individuals Analyze current resources and make changes Foster positive organizational culture and a good work climate Teamwork/networking Workplace flexibility (flexible hours, telework, compressed work weeks) Organisational strategies © Y2 Consulting Psychologists
  • 42. From Distress to Happiness A matter of TIME MANAGEMENT A matter of ENERGY MANAGEMENT A matter of BEING EFFICIENT And HAPPINESS??? © Y2 Consulting Psychologists
  • 43. The Quest for Success and Today’s Reality Achievement oriented society Pursuit of professional success (often defined by $$$) Increase in percentages of distressed individuals Towards emotional bankruptcy © Y2 Consulting Psychologists
  • 44. Are you also on the differed life-plan? © Y2 Consulting Psychologists
  • 45. Summary: a little reminder We are the authors of our lives : live your life in line with YOUR values and YOUR principles!!! Don’t forget: the goal is to achieve a sense of well-being! Frame of mind is important . What works for one individual does not necessarily work for another; What has worked for 3, 4 or 5 years might not work today; Be prepared to adapt along the way. © Y2 Consulting Psychologists
  • 46. Supporting direct reports Services through APEX: You can access the Service by contacting Paulette Panzeri at 613.992.5592 or by email at [email_address] . She is there to listen to your concerns or issues and to assist you in any way she can. She will provide: http://www.apex.gc.ca/en/services/advisory-service.aspx Employee Assistance Program Short-term counselling , crisis counselling and critical incident stress management – 1-800-268-7708 (TDD 1-800-567-5803) For you and your family, 24 hours a day, 365 days a year Health Canada Employee Assistance Services © Y2 Consulting Psychologists
  • 47. Exercices Tests gratuits sur la santé mentale et le burnout (la validité scientifique n'a pas été démontrée) http://pages.globetrotter.net/consultrapae/evaluations. http://questionnaires.sympatico.ca/msn/tests/sante/epuisement/ http://www.cmq.org/DocumentLibrary/UploadedContents/CmsDocuments 
 /Bulletin-2007-hiver-dossier-questionnaire.pdf © Y2 Consulting Psychologists
  • 48. Ressources additionnelles/Additional Resources A Guide for Managing the Return to Work, Canadian Human Rights Commision, 2007 En ligne/Online: chrc-ccdp.ca Mental Health First Aid in the Workplace -- Manager’s Guide, Canada Revenue Agency, En ligne/Online: managers-gestionnaires.gc.ca Mental Health Works (useful information on burnout – both for managers and employees) Liens/Links: mentalhealthworks.ca/employees - mentalhealthworks.ca/employers Other documents: What You Need to Know About Mental Health: A Tool for Managers, The Conference Board of Canada, 2005 Les points importants/Highlights: conferenceboard.ca Livre/Book: Le Burn out : Comprendre et vaincre l’épuisement professionnel, Suzanne Peters et Dr Patrick Mesters, Edition MARABOUT (Hachette Livre) 2008 © Y2 Consulting Psychologists
  • 49. Ressources additionnelles/Additional Resources Work/Life Balance (and Work/Life Balance Quiz), Canadian Mental Health Association Lien/Link: cmha.ca Burnout: An Introduction, Mind Tools Limited, London Lien/Link: mindtools.com Public servants have highest absentee rate: study, Canwest News Service – July 24, 2009 Lien/Link: nationalpost.com Guide pour une démarche stratégique de prévention des problèmes de santé psychologique au travail, Université Laval, juin 2009 Lien/Link: cgsst.com Évaluation de la santé mentale au travail; une analyse des pratiques de gestion des ressources humaines, Jean-Pierre Brun, Université Laval, août 2003 Lien/Link: R-342.pdf (irsst.qc.ca) © Y2 Consulting Psychologists
  • 50. Questions ? To reach us: y2cp.com - 819.777.7744 © Y2 Consulting Psychologists

Editor's Notes

  1. y
  2. y
  3. y
  4. y
  5. y
  6. y
  7. What does it mean or imply? What are the symptoms? How many of you belive they have a good work-life balance? How many believe that your wlb has worsened or is going to get worst? How important is it for you to attain a wlb? How are you investing in your wlb?
  8. Yck Burnout is associated with individual and organisational factors. Often seen/perceived as a “go-getter disease”.
  9. yck
  10. yck
  11. y
  12. y
  13. y
  14. yck
  15. yck
  16. yck
  17. y
  18. y
  19. y
  20. yck Take the time to share work-related experiences and vent your emotions. Identify stress-related psychological, behavioural or physical symptoms. Deal directly with causes of stress. Maintain open dialogue with co-workers and bosses. Set realistic work objectives. Efficient work management: schedule a break during the day. Avoid becoming a slave to technology. Adopt a healthy lifestyle ( healthy diet, exercise ) Encourage the creation of a social network within the organization. Disseminate information. Give clear directions. Specify each person’s role. Promote ethical behaviour. Elaborate and communicate the organization’s values. Avoid work overload. Be clear on expectations and explain the performance appraisal methods. Refer to an employee assistance service as needed. Foster a spirit of collegiality in the decision-making process. Provide rest breaks and encourage employees to take their annual vacation.
  21. yck
  22. y
  23. y
  24. y
  25. y
  26. First must raise awareness. We are concerned about pressure and stress in the workplace Second, accepting responsibility --- safety, AND PROTECT EMPLOYEE WELL BEING
  27. y
  28. y
  29. yck
  30. yck