1
The Mission of the Antares
Foundation
“…to improve the quality of your
assistance and overseas development
through advic...
2
Activities of the Antares Foundation
• Training and Support of Staff
• Organizational Consultancies and Evaluations
• Co...
The Antares Model of Stress Management
4
Workshop Objectives
Discussion Point:
What would you like to take away from this training?
5
Ways of Working Together
Setting ground rules
• Interactive
• Mutual learning process
• Not easy to share personal thoug...
6
Module 1:
Stress in your work
7
• What are the stresses you experience in your daily
work?
• What are the stresses you see for other staff in their
dail...
8
What’s so stressful about your work?
1. The work environment
• Working conditions
• Team and agency factors
1. Your role...
9
Sources of Stress 1:
The context of your work
• Insecurity
• Threats to well-being and health
• Challenges to values, id...
10
Sources of Stress 2:
The Work Environment: Working
Conditions
• Heavy workload (or inactivity); lack of rest
• Relation...
11
Sources of Stress:
The Work Environment:
• Unclear or conflicting priorities
• Unclear job descriptions
• Lack of feedb...
12
 Poor prioritization of tasks
 Confused lines of authority
 Failure to provide needed supplies or support
services
...
13
Some personality factors that can worsen
the effects of stress …
• Need to maintain professional role and appearance of...
Discussion point:
Think about the various sources of stress we have
discussed. Are these experienced by staff in your
orga...
15
Module 2:
The Impact of Stress on your work, teams
and the organization
16
What is stress?
• Stress occurs when the perceived demands from
the outside world or yourself are out of balance
with y...
17
Signs of Stress in Individuals
How do you recognize that you are “stressed out”?
What are your personal signs of stress?
18
Signs of Stress in Individuals
Symptoms of stress appear at various levels of
functioning and feeling:
• Physically (e....
19
Studies show that one-third or more of your work show
clinically significant signs of emotional distress at the end
of ...
20
Chronic Stress and Burnout
Burnout is an emotional state due to long
term stress, characterized by chronic
emotional ex...
21
Signs of Burnout in Individuals
Chronic fatigue, frequent
physical complaints, sleep
disturbances, weight gain or
loss
...
22
Signs of stress and burnout in teams
• Increased absenteeism and lateness
• Clique formation or scapegoating or frequen...
23
Signs of stress and burnout in organizations
Stress and burnout adversely affect the
organization’s ability to carry ou...
24
How stressed and burnt out are you?
25
Is there a solution?
Myth:
“If you go out in the rain, you should expect to get wet.”
Fact:
“If you go out in the rain,...
26
Module 3:
Preventing, reducing, and
managing stress
27
Stress and Response
?
Resilience? Vulnerability?
Stressor
Stress! Coping
Appraisal
Long term
effects
© 2008, John Ehren...
28
Points of Intervention
Resilience? Vulnerability?
Stressor
Stress! Coping
Appraisal
Long term
effects
?
© 2008, John Eh...
29
Overview of Strategies for reducing stress
• Anticipate: Prevent or reduce the intensity,
frequency, or duration of str...
30
Strategies for reducing stress
• Prevent or reduce intensity, frequency, duration
of stressor
– Learn about assignment ...
31
Strategies for reducing stress
• Reduce vulnerability and increase
resilience: maintain “stress fitness”
– Build social...
32
Strategies for reducing stress…
• Improve monitoring of stress
– Monitor yourself: Know your own signs of stress
– Moni...
33
Strategies for reducing stress…
• Improve coping
– Monitor your arousal level and act to keep it under control (e.g., u...
34
A Basic Framework for Coping
Grant me the courage to change the
things I can change, the serenity to
accept the things ...
35
• Earlier, we asked: “What are the stressors
you experience in your daily work?”
• Go back to those stressors. Working ...
Upcoming SlideShare
Loading in …5
×

Antares workshop individual stress management -istanbul 2012

584 views

Published on

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
584
On SlideShare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
8
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide
  • Ask about parameters the group wants to follow in sharing stories.
  • Discuss: What problems do staff face on a daily basis? What kinds of critical incidents do they face? The intention here is to develop a consciousness of the significance of stress in their work and to make the discussion specific to the particular agency, context, etc.
  • Omit in working with Working staff.
  • (Supplementary module 6 discusses team issues in detail).
  • Have participants complete “signs of stress” checklist and discuss.
  • Complete stress and burnout inventory
  • You may wish to discuss coping techniques in more detail. An outline on general issues in coping is below. Also see optional module 6 (some specific techniques)
    Reduce Arousal
    Get enough sleep and rest
    Engage in “general” relaxation activities (games, sports, hobbies, socializing, music, journaling, art)
    Engage in vigorous exercise
    Talk about your feelings
    Pursue your spiritual interests and activities
    Engage in relaxation exercises on a regular (daily) basis and when under pressure
    Coping skills –
    Active coping:
    Identify and learn about the problem
    Consider the options
    Don’t try to solve problems when agitated
    Plan your responses (paper helps)
    Communicate with others
    Rehearse responses
    Be realistic
    Challenge worries and unrealistic thoughts
    Ask for help if you need it
    Self-protective coping
    Distract yourself:
    Think about pleasant events, past or future
    Meditate
    Go to movies, parties, shopping; read a book; watch TV
    Visit or call a friend
    Go for a walk
    Play a sport
    Work on a hobby
    Play or listen to music
    Give yourself a treat
    Express yourself
    Talk to someone about your thoughts, feelings, needs
    Write in a journal, write a poem, draw, paint a picture, dance a dance
    Compose a letter (You don’t have to send it.)
    Seek emotional support from a friend or colleagues
    Use your sense of humor
  • Antares workshop individual stress management -istanbul 2012

    1. 1. 1 The Mission of the Antares Foundation “…to improve the quality of your assistance and overseas development through advice, training and support.”
    2. 2. 2 Activities of the Antares Foundation • Training and Support of Staff • Organizational Consultancies and Evaluations • Conferences, Research and Publications • Development of Consensus-Based Guidelines • Advocacy and Lobbying
    3. 3. The Antares Model of Stress Management
    4. 4. 4 Workshop Objectives Discussion Point: What would you like to take away from this training?
    5. 5. 5 Ways of Working Together Setting ground rules • Interactive • Mutual learning process • Not easy to share personal thoughts or feelings with work colleagues, so… – You are welcome to share your personal experiences, and the information will benefit others – You don’t have to share if you don’t want to – Respect privacy of persons in the group by not sharing sensitive information outside of this room – Any feedback to the agency will be general and anonymous • Other ground rules?
    6. 6. 6 Module 1: Stress in your work
    7. 7. 7 • What are the stresses you experience in your daily work? • What are the stresses you see for other staff in their daily work? • What are the stresses you see for other staff in emergency situations and disasters?
    8. 8. 8 What’s so stressful about your work? 1. The work environment • Working conditions • Team and agency factors 1. Your role 2. Personal factors
    9. 9. 9 Sources of Stress 1: The context of your work • Insecurity • Threats to well-being and health • Challenges to values, ideals and beliefs
    10. 10. 10 Sources of Stress 2: The Work Environment: Working Conditions • Heavy workload (or inactivity); lack of rest • Relationships and Communication – Cultural differences – Personality conflicts – Unclear lines of communication • Team and Agency Issues – Intra team conflict – Poor leadership or management practices
    11. 11. 11 Sources of Stress: The Work Environment: • Unclear or conflicting priorities • Unclear job descriptions • Lack of feedback on performance • Perceived lack of support by management • Overly heavy workload; lack of control over workload • Too many meetings • Job insecurity and/or career insecurity • Conflict within work group • Perceived harassment or favoritism
    12. 12. 12  Poor prioritization of tasks  Confused lines of authority  Failure to provide needed supplies or support services  Poorly defined job descriptions  Inconsistent (or bullying) supervision  Intra team conflict or harassment or scapegoating Note: The team can also be a major source of protection against external sources of stress. Sources of Stress 2: The Work Environment: Team and Agency Factors
    13. 13. 13 Some personality factors that can worsen the effects of stress … • Need to maintain professional role and appearance of emotional strength: – Fear of admitting vulnerability, of being seen as weak, or identifying with beneficiaries • Repressing emotions in order to keep functioning: – Useful in the short-term, but may lead to long-term problems with “hazardous emotional material” • High expectations of self; need to be in control of self and environment – Risk of a sense of failure or loss if they don’t succeed • Need to help others regardless of self; inability to say “no” – Leads to failure to take care of self so as to be able to maintain high level of functioning • Lack of tolerance for stress and ambiguity
    14. 14. Discussion point: Think about the various sources of stress we have discussed. Are these experienced by staff in your organization? 14
    15. 15. 15 Module 2: The Impact of Stress on your work, teams and the organization
    16. 16. 16 What is stress? • Stress occurs when the perceived demands from the outside world or yourself are out of balance with your perceived ability to cope.
    17. 17. 17 Signs of Stress in Individuals How do you recognize that you are “stressed out”? What are your personal signs of stress?
    18. 18. 18 Signs of Stress in Individuals Symptoms of stress appear at various levels of functioning and feeling: • Physically (e.g., stomach pain, fatigue) • Mentally (e.g., difficulty concentrating, making decisions) • Emotionally (e.g., sadness, anxiety) • Spiritually (e.g., feeling life is pointless, anger at God) • Behaviorally (e.g., inefficiency, reckless behaviors) • Interpersonally (e.g, withdrawal, irritability)
    19. 19. 19 Studies show that one-third or more of your work show clinically significant signs of emotional distress at the end of assignment. This includes: • Post-traumatic stress syndromes • Vicarious (secondary) traumatization • Depression • Pathological grief • Anxiety • Psychosomatic complaints • Interpersonal (including marital or family) conflict Long Term Effects of Stress - I
    20. 20. 20 Chronic Stress and Burnout Burnout is an emotional state due to long term stress, characterized by chronic emotional exhaustion, depleted energy, impaired enthusiasm and motivation to work, diminished work efficiency, a diminished sense of personal accomplishment, and pessimism and cynicism. Long Term Effects of Stress – II
    21. 21. 21 Signs of Burnout in Individuals Chronic fatigue, frequent physical complaints, sleep disturbances, weight gain or loss Chronic anxiety Difficulty making decisions; distractibility or difficulty concentrating Depression/chronic sadness/ negative thinking, focusing on “failures” Rigid, inflexible, or obsessive thinking; diminished tolerance for ambiguity Increase in high risk behaviors (e.g., drinking, driving recklessly) Distrust of others/ irritability/ suspiciousness/ blaming others Reluctance to start projects or difficulty finishing projects Low morale, disillusionment, often accompanied by absenteeism, tardiness, or decreased quality of work Doubt in value system/religious beliefs; questioning of major life decisions; loss of spiritual zeal, feelings of hopelessness or alienation Withdrawal; desire to be alone Callousness or cynicism
    22. 22. 22 Signs of stress and burnout in teams • Increased absenteeism and lateness • Clique formation or scapegoating or frequent intra-team conflict • High job turnover • Lack of individual initiative • Difficulty making team decisions • Lowered work output • Decreased quality of service
    23. 23. 23 Signs of stress and burnout in organizations Stress and burnout adversely affect the organization’s ability to carry out its mission: • More accidents and illnesses – Increased absenteeism – Increased health care costs • Increased turnover – Increased difficulty retaining and recruiting skilled staff – Increased training costs • Poor decision making – Increase in behaviors that place members and recipients at risk • Lowered efficiency and effectiveness in carrying out assigned tasks
    24. 24. 24 How stressed and burnt out are you?
    25. 25. 25 Is there a solution? Myth: “If you go out in the rain, you should expect to get wet.” Fact: “If you go out in the rain, you should plan to take an umbrella.”
    26. 26. 26 Module 3: Preventing, reducing, and managing stress
    27. 27. 27 Stress and Response ? Resilience? Vulnerability? Stressor Stress! Coping Appraisal Long term effects © 2008, John Ehrenreich
    28. 28. 28 Points of Intervention Resilience? Vulnerability? Stressor Stress! Coping Appraisal Long term effects ? © 2008, John Ehrenreich
    29. 29. 29 Overview of Strategies for reducing stress • Anticipate: Prevent or reduce the intensity, frequency, or duration of stressors • Shift the balance: Reduce vulnerability and increase resilience; maintain “stress fitness” • Monitor your own stress level • Cope more effectively • Take action to prevent long term effects
    30. 30. 30 Strategies for reducing stress • Prevent or reduce intensity, frequency, duration of stressor – Learn about assignment and potential stressors – Think and plan ahead – Learn about stress, stress response, personal signs of stress – Be proactive; plan and rehearse responses (at least mentally)
    31. 31. 31 Strategies for reducing stress • Reduce vulnerability and increase resilience: maintain “stress fitness” – Build social supports (close connections with colleagues, family, friends) – Partialize: Focus on specific issues, not a broad concern with “all of the problems” – Seek advice and assistance – Identify sources of deeper meaning – Take care of yourself • Maintain proper nutrition, get enough exercise, get enough rest • Take breaks from the job (take periodic breaks during the day; keep after-hours and weekends for yourself; make time for socializing; take vacations • Don’t take your work home with you (literally or in your thoughts) – Keep a sense of perspective: Consider the broader context and longer term view.
    32. 32. 32 Strategies for reducing stress… • Improve monitoring of stress – Monitor yourself: Know your own signs of stress – Monitor team members: Recognize the signs of stress in others – Be aware that “problems” in the team may be signs of stress in individuals
    33. 33. 33 Strategies for reducing stress… • Improve coping – Monitor your arousal level and act to keep it under control (e.g., use relaxation exercises, exercise, meditate) – Respond effectively to the stressor (active coping): • Take a step back to problem solve before acting., then take action. Do not ignore, minimize, avoid, or wish circumstances were different. • Break up big tasks into smaller ones and act on the smaller, more manageable tasks. • Seek advice and help and support from others – Protect yourself (distract yourself, express your feelings): • Take breaks from problem solving to relax (recover energy) • Take care of yourself (maintain your strength). – Take care of everyday tasks (so that they don’t turn into additional crises),
    34. 34. 34 A Basic Framework for Coping Grant me the courage to change the things I can change, the serenity to accept the things I can’t change, and the wisdom to know the difference. Reinhold Neibuhr
    35. 35. 35 • Earlier, we asked: “What are the stressors you experience in your daily work?” • Go back to those stressors. Working in pairs, discuss a strategy that would (or would have) helped you deal better with this stressor.

    ×