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7 dicas para aumentar sua autoestima
O documento fornece dicas para aumentar a autoestima, incluindo não se comparar com os outros, não se rotular, não perseguir a perfeição e estabelecer metas realistas. Também enfatiza a importância de se aprovar, não avaliar o próprio valor pelas conquistas, e aceitar a si mesmo.
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This document discusses managing unconscious bias in corporate culture. It begins by explaining that unconscious biases are mental shortcuts that influence decisions without full awareness. While sometimes useful, biases can also lead to discrimination and poor decisions.
The document then provides examples of common unconscious biases that can impact sales, marketing, employee engagement, and leadership. It suggests ways to mitigate biases in these areas, such as collecting demographic data, setting diversity targets, and training leaders.
Finally, the document outlines individual and organizational steps that can be taken to manage unconscious bias. At the individual level, it recommends awareness training, tracking one's own behaviors, and taking time for reflection. At the organizational level, it suggests gathering the proper data, setting targets instead
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Este documento fornece uma introdução geral sobre stress e bem-estar, definindo os principais conceitos e perspectivas. Aborda o stress como resposta, estímulo e processo segundo o modelo de Lazarus e Folkman. Define bem-estar objetivo e subjetivo, bem como as visões hedónica e eudaimónica. Explora a relação entre stress e bem-estar no contexto laboral, apresentando modelos teóricos como o de perdas de recursos e exigências-recursos. Por fim, discute a avaliação, intervenção e inclusão
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This document discusses different types of anger such as irritation, resentment, envy, and guilt. It explores the function of anger as a response to threats and identifies common threat themes. Different activities are provided to help identify triggers of anger and the threats underlying resentment, envy, guilt, and regret in order to address them in a way that promotes well-being. Forgiveness is presented as a means of letting go of anger and reclaiming one's power.
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Amy Oppenheimer is an expert in workplace investigations and bias elimination. She discussed various types of unconscious biases that can impact investigations including implicit biases, confirmation bias, priming effects, and anchoring. Studies show biases can influence how questions are asked, witness memory, hiring decisions, and how evidence is interpreted. To reduce bias, investigators should consider alternative explanations, multiple suspects, and replace initial intuitions with deliberative thinking. Eliminating bias requires awareness of cognitive shortcuts and actively considering how perspectives and assumptions may be influencing judgments.
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Co-Dependency and the Addiction Recovery Process
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The video for this presentation is available on our Youtube channel:
https://youtube.com/allceuseducation A continuing education course for this presentation can be found at https://www.allceus.com/member/cart/index/index?c=
Unlimited Counseling CEUs for $59 https://www.allceus.com/
Specialty Certificate tracks starting at $89 https://www.allceus.com/certificate-tracks/
Live Webinars $5/hour https://www.allceus.com/live-interactive-webinars/
Patreon: https://www.patreon.com/CounselorToolbox
Pinterest: drsnipes
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The document discusses stress, its causes and effects on the body. It defines stress as the body's response to any physical or emotional changes, which includes increased heart rate and blood flow to muscles. Stress can be positive in moderation but chronic stress from issues like family problems, health, or financial difficulties over long periods is very harmful. The signs of stress include physical, emotional, mental and behavioral changes. Ways to manage stress discussed include being organized, assertive communication, time management, social support, relaxation techniques, and cognitive behavioral therapy.
De escalation techniques in relationship
Conflicting situations are some of the toughest things you’ll face in your relationship. When conflicts begin to deteriorate into angry reaction, they often stop of being productive. How to deal with angry and aggressive behavior in your marriage, intimate relationship or any relationship is very challenging.
Given the destructive nature that escalation plays in relationships, it is important to develop tools and strategies to limit and reverse this process. It is important to understand that if one person changes, it changes the whole interaction. This presentation provides tips and recommendations about how to a render a situation less flammable and to prevent further deterioration.
De-escalation techniques are core skills in marriage counseling, couples therapy as well as leadership and management interventions.
Developing Positive Self-Talk for Confidence and Self Esteem
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9 workplace stress
The document discusses various causes and effects of stress in the workplace. It notes that stress can be caused by factors like work overload or underload, organizational change, role ambiguity and role conflicts. Physiological effects of stress include the fight or flight response and exhaustion. Individual differences like personality, locus of control and hardiness influence how people cope with stress. High stress professions include healthcare, service and manual labor jobs. Stress can lead to issues like burnout, procrastination and workaholism. The document recommends organizational techniques like support for change and clearly defined roles, as well as individual strategies like exercise and relaxation training to help reduce workplace stress.
Perfil comportamental
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Suicídio
O documento discute o problema sério do suicídio como uma causa importante de morte, especialmente entre jovens. Apresenta estatísticas sobre a incidência de suicídio no mundo e fatores de risco, como depressão, transtornos mentais, uso de álcool e facilidade de acesso a meios letais. Também descreve um caso clínico de uma paciente que tentou suicídio após overdose de medicamentos e apresentava diversos fatores de risco psiquiátricos e sociais.
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The document discusses stress, its causes, and management. It defines stress as the reaction people have to excessive pressures or demands. Stress arises when people worry they cannot cope. Job stress comes from demands not matching employee abilities. Common job stressors include conflicts, transfers, poor communication and lack of support. Stressed employees are less healthy, motivated, productive and safe. Stress management includes finding support, maintaining a positive attitude, time management, relaxation techniques, and workplace wellness programs which help employees handle pressure better and stay healthier. Stress management is important for health, happiness and productivity.
Palestra sobre "Controle do Stress, Ansiedade, Depressão e Emagrecimento atra...
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Resilience
This document outlines an agenda for a workshop on developing resilience in oneself, teams, and organizations. It will define resilience, discuss why it is important, and provide exercises to build resilience. The workshop is facilitated by Karlin Sloan and Anil Sharma and will explore three domains of resilience: relationship to self, others, and environment. It will also discuss resilience research and stories of resilience. Participants will do exercises to strengthen team resilience and discuss how to apply the insights to their leadership. The overall goal is to help leaders perform effectively during times of change through building psychological capital including resilience.
Stress Management Dha
The document discusses stress management for humanitarian aid workers. It notes that humanitarian work is inherently stressful due to factors like separation from family, dangerous working conditions, and exposure to trauma. If left unmanaged, stress can negatively impact workers' health, work performance, and organizations' ability to complete their missions. However, the document states that stress and its effects can be lessened through strategies like reducing exposure to stressors, lessening the impact of unavoidable stressors, and increasing individuals' capacity to cope with stress.
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This document provides an overview of managing mental health issues in the workplace. It discusses defining mental health and the overlap with addictions. Common mental health concerns seen in workplaces include anxiety, depression, and substance abuse. The document outlines solutions for creating a mentally healthy workplace such as screening, brief interventions, treatment referrals, and managerial support. It also discusses indicators of substance abuse and case studies to demonstrate approaches to assisting employees with identified issues. Overall, the document promotes prevention and early intervention strategies to address mental health and addiction challenges that can impact workplace productivity and employee well-being.
Cuidando do cuidador
O documento discute os desafios enfrentados pelos profissionais de saúde, incluindo alto estresse, riscos à saúde mental e taxas elevadas de suicídio. Também enfatiza a importância de apoiar esses cuidadores, reconhecê-los por seu trabalho e compartilhar suas cargas emocionais.
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Gestão de Conflitos aula 1
O documento discute a administração de conflitos em organizações. Ele explica que conflitos são inevitáveis quando pessoas e grupos interagem e dependem uns dos outros, e que existem níveis crescentes de conflito, desde discussões racionais até ataques generalizados. Também descreve possíveis causas de conflitos e enfatiza que conflitos podem ser vistos de forma positiva quando administrados adequadamente.
Relatorio profiler
O documento fornece um perfil comportamental detalhado de uma pessoa chamada Thiago. Ele é descrito como alguém muito energético, dinâmico e sociável, que gosta de desafios e não tem medo de confrontações. Embora isso o torne um excelente líder e motivador, ele também pode ser visto como manipulador e pouco preocupado com os sentimentos dos outros.
Co-Dependency and the Addiction Recovery Process
Co-Dependency and the Addiction Recovery ProcessDr. DawnElise Snipes ★AllCEUs★ Unlimited Counselor Training
The video for this presentation is available on our Youtube channel:
https://youtube.com/allceuseducation A continuing education course for this presentation can be found at https://www.allceus.com/member/cart/index/index?c=
Unlimited Counseling CEUs for $59 https://www.allceus.com/
Specialty Certificate tracks starting at $89 https://www.allceus.com/certificate-tracks/
Live Webinars $5/hour https://www.allceus.com/live-interactive-webinars/
Patreon: https://www.patreon.com/CounselorToolbox
Pinterest: drsnipes
Examines codependency in terms of its function to help the codependent survive, identifies common cognitive pitfalls and proposes some basic interventions to get people started addressing their codependency issues.Unconscious Bias Presentation Linkedin
Unconscious biases are mental associations that are ingrained and automatic, influencing quick judgments and assessments without our awareness or control. They are shaped by background, environment and experiences. While serving an important cognitive function, unconscious biases can negatively impact workplaces by leading people to favor others similar to themselves when hiring or making other decisions. Overcoming unconscious bias is important for better decision making, promoting a positive and diverse work environment, resolving conflicts, fostering creativity, and ensuring equal opportunity. Diversity in organizations has also been directly linked to benefits like increased innovation, business growth, problem solving abilities, creativity, and financial performance.
Let's Manage Our Stress
The document discusses stress, its causes and effects on the body. It defines stress as the body's response to any physical or emotional changes, which includes increased heart rate and blood flow to muscles. Stress can be positive in moderation but chronic stress from issues like family problems, health, or financial difficulties over long periods is very harmful. The signs of stress include physical, emotional, mental and behavioral changes. Ways to manage stress discussed include being organized, assertive communication, time management, social support, relaxation techniques, and cognitive behavioral therapy.
De escalation techniques in relationship
Conflicting situations are some of the toughest things you’ll face in your relationship. When conflicts begin to deteriorate into angry reaction, they often stop of being productive. How to deal with angry and aggressive behavior in your marriage, intimate relationship or any relationship is very challenging.
Given the destructive nature that escalation plays in relationships, it is important to develop tools and strategies to limit and reverse this process. It is important to understand that if one person changes, it changes the whole interaction. This presentation provides tips and recommendations about how to a render a situation less flammable and to prevent further deterioration.
De-escalation techniques are core skills in marriage counseling, couples therapy as well as leadership and management interventions.
Developing Positive Self-Talk for Confidence and Self Esteem
Developing Positive Self-Talk for Confidence and Self EsteemDr. DawnElise Snipes ★AllCEUs★ Unlimited Counselor Training
This was released as Episode 389 of Counselor Toolbox Podcast. You can find specific episodes and CEU courses based on the podcasts at https://allceus.com/counselortoolbox You can also subscribe on your favorite podcast app like Apple Podcasts, Google Play or Castbox.Burnout
The document discusses burnout among college teachers. It defines burnout as a state of physical and emotional exhaustion brought on by prolonged stress. It notes that 25-60% of physicians experience burnout. Burnout is caused by work-related stressors like unclear job requirements, impossible workloads, lack of recognition, and poor leadership as well as lifestyle and psychological factors. Symptoms include depleted energy, emotional exhaustion, poorer health, and pessimism. The document recommends assessing sources of stress and making lifestyle changes to manage burnout.
9 workplace stress
The document discusses various causes and effects of stress in the workplace. It notes that stress can be caused by factors like work overload or underload, organizational change, role ambiguity and role conflicts. Physiological effects of stress include the fight or flight response and exhaustion. Individual differences like personality, locus of control and hardiness influence how people cope with stress. High stress professions include healthcare, service and manual labor jobs. Stress can lead to issues like burnout, procrastination and workaholism. The document recommends organizational techniques like support for change and clearly defined roles, as well as individual strategies like exercise and relaxation training to help reduce workplace stress.
Perfil comportamental
O documento discute os perfis comportamentais de liderança e como identificá-los. Apresenta quatro principais perfis: comunicador, executor, planejador e analista. Fornece dicas sobre como se comunicar efetivamente com cada perfil, reconhecendo suas diferenças comportamentais. Conclui enfatizando a importância da tolerância mútua dada as diferentes perspectivas de cada um.
Suicídio
O documento discute o problema sério do suicídio como uma causa importante de morte, especialmente entre jovens. Apresenta estatísticas sobre a incidência de suicídio no mundo e fatores de risco, como depressão, transtornos mentais, uso de álcool e facilidade de acesso a meios letais. Também descreve um caso clínico de uma paciente que tentou suicídio após overdose de medicamentos e apresentava diversos fatores de risco psiquiátricos e sociais.
Stress management at workplace
The document discusses stress, its causes, and management. It defines stress as the reaction people have to excessive pressures or demands. Stress arises when people worry they cannot cope. Job stress comes from demands not matching employee abilities. Common job stressors include conflicts, transfers, poor communication and lack of support. Stressed employees are less healthy, motivated, productive and safe. Stress management includes finding support, maintaining a positive attitude, time management, relaxation techniques, and workplace wellness programs which help employees handle pressure better and stay healthier. Stress management is important for health, happiness and productivity.
Palestra sobre "Controle do Stress, Ansiedade, Depressão e Emagrecimento atra...
Palestra sobre "Controle do Stress, Ansiedade, Depressão e Emagrecimento atra...Dr. Icaro Alves Alcântara
O documento discute estratégias naturais para controlar stress, ansiedade, depressão e emagrecimento através de hábitos de vida saudáveis. Ele explica as relações entre esses fatores e como melhorar a qualidade de vida adotando bons hábitos como dieta equilibrada, exercícios físicos, sono adequado e diminuição do estresse. O documento também aborda mitos sobre emagrecimento e fornece dicas práticas para perder peso de forma saudável.Como Manejar a Ansiedade?
O documento discute Transtornos Ansiosos (TA), incluindo sintomas, diagnósticos e técnicas de manejo. É destacado que os TA são os transtornos mentais mais prevalentes e devem ser adequadamente diagnosticados e tratados. Transtornos como TAG, agorafobia, fobia social e fobias específicas são detalhados em termos de sintomas. Técnicas como psicoeducação, identificação de pensamentos e exposição são recomendadas para o manejo.
Resilience
This document outlines an agenda for a workshop on developing resilience in oneself, teams, and organizations. It will define resilience, discuss why it is important, and provide exercises to build resilience. The workshop is facilitated by Karlin Sloan and Anil Sharma and will explore three domains of resilience: relationship to self, others, and environment. It will also discuss resilience research and stories of resilience. Participants will do exercises to strengthen team resilience and discuss how to apply the insights to their leadership. The overall goal is to help leaders perform effectively during times of change through building psychological capital including resilience.
Stress Management Dha
The document discusses stress management for humanitarian aid workers. It notes that humanitarian work is inherently stressful due to factors like separation from family, dangerous working conditions, and exposure to trauma. If left unmanaged, stress can negatively impact workers' health, work performance, and organizations' ability to complete their missions. However, the document states that stress and its effects can be lessened through strategies like reducing exposure to stressors, lessening the impact of unavoidable stressors, and increasing individuals' capacity to cope with stress.
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Creative and strategy
The document discusses strategies for being creative on social media. It emphasizes that strategy and creative work must collaborate closely like engineers and architects. It also stresses the importance of planning propagation across social channels like Facebook, Twitter and Pinterest. Additionally, it notes that the goal should be to influence what people say about a brand rather than just telling them what to say. A key part of social media campaigns is continuing to create and engage with audiences after launch through reactive, live content. Creativity and community management require a blend of strategic thinking, creative skills, and understanding social behaviors.
Whats this creative strategy thing all about
A creative strategist defines business objectives simply and refines complex problems. They deliver a clear message of what needs to be done and why by understanding the audience and when and how to effectively deliver the message. A strategist's work is fluid and allows building on ideas that work well. Their role is to bring out the hope, fear and adventure inside organizations to drive strategic objectives forward in a measurable way.
Facebook analysis and study
This document analyzes the social media phenomenon of Facebook. It provides key facts about Facebook's history, growth, and user base. Facebook was created in 2004 by Harvard students and initially only for Harvard users, but has since expanded globally. As of 2007, Facebook had over 42 million active users, making it the second largest social network after MySpace. The document examines Facebook's explosive growth between 2006-2007, its daily active users and loyalty, and its increasing international popularity particularly in English-speaking countries and recently in France.
Managing leading and coaching
This document discusses the differences between managing, leading, and coaching. It states that leadership accounts for 15% of organizational success, but managing and leading are distinct roles with different focuses. Managing focuses on enabling employee performance, while leading focuses on moving people towards a shared vision. Coaching helps both managers and leaders improve by developing employees' talents and changing roles to enable success. The document emphasizes that coaching, managing, and leading require distinct skill sets and coaching can help integrate these roles to improve organizations.
Happiness as your business
This document discusses incorporating happiness and human fulfillment into business models. It argues that traditional economics views people as rational actors motivated solely by self-interest (Homo economicus), but that people are actually irrational and motivated by emotions and what makes them feel good (Homo feelgoodonicus). It outlines four pillars of happiness - autonomy, competence, relatedness, and self-esteem - and provides examples of how companies like Zappos, Twitter and Moleskine incorporate these pillars to make customers happy.
Mindfulness therapy by boo yan jiong
The document discusses mindfulness therapy and meditation, outlining the path of mindfulness from healthy lifestyle to self-actualization, research on benefits such as reduced stress and anxiety, and therapeutic interventions like Mindfulness-Based Stress Reduction and Cognitive Therapy which incorporate mindfulness practices and have shown lasting improvements for conditions like depression.
Find a job without looking
The document discusses finding a job without looking by focusing inward to understand yourself. It emphasizes discovering your authentic self over seeking approval from others. Knowing yourself allows you to understand what you want and avoid living as a "second rate version" trying to impress others. The document provides exercises to reflect on your strengths and interests in order to pursue opportunities aligned with your authentic self. It encourages taking on "huge, foolish projects" that interest you personally.
Why Right-Brainers Will Rule The Future
The document summarizes key points from Daniel Pink's book "A Whole New Mind" which argues that society is shifting from valuing left-brain, logical thinking to also valuing right-brain capabilities for the "Conceptual Age". It discusses six essential right-brain aptitudes needed for the future: Design, Story, Symphony, Empathy, Play, and Meaning. For each aptitude, it provides strategies for cultivating those skills and their importance for the future.
Csikszentmihalyi systems perspective
Mihaly Csikszentmihalyi proposes a systems model of creativity that views creativity as emerging from the interaction between an individual, a domain, and a field. [1] The model posits that a creative idea must be novel within a cultural domain, be selected for inclusion by the gatekeepers within that domain's field, and eventually influence the culture at large. [2] Csikszentmihalyi argues that considering only individuals fails to account for the external cultural factors that influence creativity. [3] The systems model provides a framework for understanding how culture, society, and personal background interact to either enable or constrain creative contributions.
A Systems Perspective on Creativity
1) The document discusses Mihaly Csikszentmihalyi's systems theory of creativity, which views creativity as emerging from the interaction between individuals, domains of knowledge, and fields of experts and influencers.
2) Csikszentmihalyi outlines how creative ideas arise from individuals but must be validated and selected for inclusion by the relevant cultural and social fields.
3) Key aspects of Csikszentmihalyi's systems model include the cultural domain which transmits existing knowledge, the individual practitioner who produces innovations, and the field of gatekeepers who evaluate and select innovations to retain and transmit through the domain.
Mindfulness for clients and family members
Mindfulness for Clients, their Friends, and Family Members by Cindy Sanderson, Ph.D.
Mindfulness in the DPT approach
Omega
The document discusses evidence for using omega-3 fatty acids and SAM-e as alternative therapies for mental illness. It summarizes a study finding St. John's Wort effective for mild-to-moderate depression. The document focuses on omega-3 fatty acids, explaining that historical diets had a healthier 1:1-2:1 ratio of omega-6 to omega-3 fatty acids compared to the modern 10:1-30:1 ratio. It suggests restoring the balance with omega-3 fatty acids like ALA, DHA, and EPA could improve conditions like depression, bipolar disorder, and others. The document cautions that evidence is still emerging but some experts argue omega-3s may treat, prevent
Mindfulness singapore 2010
This document provides an introduction to mindfulness-based therapies. It defines mindfulness as paying attention to the present moment in a nonjudgmental way. It discusses how mindfulness is not new and has roots in eastern spiritual traditions as well as western existential psychotherapy. It outlines some common mindfulness-based therapies like MBSR, DBT, and ACT. It discusses advantages of mindfulness like developing an observing self and increasing prefrontal cortex activity. It also addresses initial problems with mindfulness practice and provides solutions like containing difficult feelings with a therapist and establishing a regular meditation practice.
Cultural/Systemic Approaches Family Systems
1. Family systems theory views families as interconnected systems where each individual's behavior impacts and is impacted by others through circular causality.
2. Within families, typical roles and rules develop that maintain homeostasis and resist change, even if change may be desirable.
3. Examples of relationship patterns that can form within families through circular causality include the distancer-pursuer and overfunctioner-underfunctioner dynamics.
More from amperand Creative (20)
Satir model
- 1. Satir 模式 鄭淑惠 成大醫院精神科社工師 Satir 學派合格治療師
- 3. 我的家庭規條？
- 11. 個人的內在冰山 自我（生命力、精神、核心、靈性） 渴望（人類共有的） 期待（對自己、對他人、來自他人） 觀點（信念、假設、預設立場、認知） 感受（喜悅、興奮、憤怒） 感受的感受（感受的決定） 應對方式（姿態） 行為（行動、故事內容）
- 14. 生存姿態 ---- 討好型 自我貶抑、缺乏自信、我不重要的 自我概念 受傷、悲傷、焦慮、不滿、被壓抑的憤怒 主要情緒 「都是我的錯」「是我不好」「沒事、沒事」 言語 道歉、懇求、哀求、請求寬恕、依賴、過份利他 行為
- 15. 生存姿態 ---- 指責型 低自我價值、不成功的、遠離自我 自我概念 憤怒、挫折、不信任、不滿、被壓抑、孤單 主要情緒 「都是你的錯」「你很笨」「都是因為你」「聽我的就對」 言語 指責、咆嘯、憤怒、恐嚇、控制、挑剔 行為
- 16. 生存姿態 ---- 超理智型 低自我價值、缺乏自信、無法表露感受 自我概念 很少有情緒、孤單的、空虛的、害怕收去控制 主要情緒 邏輯客觀的、抽象想法、冗長解釋、「原則上」「基本上」「理論上」 言語 學者指導型、僵硬刻版的姿勢、冷淡的、嚴肅的、老是提建議的、無聊的、講求客觀的 行為
- 17. 生存姿態 ---- 打岔型 低自我價值、缺乏自信、沒有歸屬感 自我概念 敏感的、少見其真正情緒、孤單的、焦慮的 主要情緒 常跳題以分散注意力、無法專注、避開個人情緒、言不及義、打斷討論 言語 活動力過多、不安定的、不恰當的、打岔的、爭取注意力的 行為
- 22. 每個行為背後， 至少會有一個規條存在著， 規條具有求生存的價值
- 26. 下課囉！