La prévention de l'épuisement professionnel : le défi des cadres au sein du gouvernement du Canada.
Preventing burnout: The executive challenge in the Canadian Government.
Reduce stress and achieve success 100824fezasengul
This document provides information from The Stress Management Society on reducing stress and promoting wellbeing. It discusses understanding stress, identifying stress through a questionnaire, how stress affects the body and types of stress. It also focuses on stress at work, noting it is the biggest cause of sickness absence in the UK. The document provides tips for employers on conducting a stress audit, writing a stress policy, training staff, and getting support to manage workplace stress.
Depression supporting the return to work of employeesMichel Newman
Depression is a common and serious mental health condition that can affect employees in the workplace. Supporting employees who experience depression and facilitating a successful return to work is beneficial for both the employee's well-being and the organization. When an employee returns to work after time off due to depression, employers should develop a return to work plan in consultation with the employee and their healthcare providers. The plan should outline adjusted duties and responsibilities, as well as support measures, to help the employee smoothly transition back to their role. Maintaining confidentiality, clear communication, and reasonable workplace adjustments are key to supporting employees with depression in the workplace.
Santé Sécurité au Travail : Harcèlement - Comprendre et AgirHR SCOPE
Santé Sécurité au Travail : Harcèlement - Comprendre et Agir.
Repères - Enjeux pour l'entreprise - Formes de harcèlement - Pratiques de harcèlement - Profils de harceleurs - Les victimes - Mécanismes de défense - Prévention - Solutions et bonnes pratiques.
This workshop aims to educate executives in the Canadian Government to the problem of professional burnout. The symptoms, causes and development of burnout in executives are among the topics covered. Practical group exercises allow participants to share their realities as executives and identify applicable strategies to prevent burnout, in addition to pinpointing individual and organizational causes of the problem.
Main topics covered during the workshop:
- The definition of burnout
- The symptoms of burnout
- The development of burnout
- Exercise group (identification of individual & organizational causes/solutions of burnout)
- The causes of burnout
- The prevention of burnout
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Cet atelier vise à sensibiliser les gestionnaires cadres du Gouvernement Canadien de la problématique de l'épuisement professionnel (ou du « burnout »). Les symptômes, les causes et le développement de l’épuisement professionnel chez les directeurs sont, tout d’abord, abordés. Des exercices de groupes pratiques permettent aux participants de partager leurs réalités en tant que directeurs et d’identifier des stratégies de prévention de l’épuisement professionnel qui sont applicables et qui ciblent les causes individuelles et organisationnelles de la problématique.
Thèmes abordés lors de l’atelier :
- Définition de l'épuisement professionnel
- Les symptômes de l'épuisement professionnel
- Le développement de l'épuisement professionnel
- Exercice de groupe (identification des causes/solutions individuelles et organisationnelles de l’épuisement)
- Les causes de l’épuisement professionnel
- La prévention de l’épuisement professionnel
Reduce stress and achieve success 100824fezasengul
This document provides information from The Stress Management Society on reducing stress and promoting wellbeing. It discusses understanding stress, identifying stress through a questionnaire, how stress affects the body and types of stress. It also focuses on stress at work, noting it is the biggest cause of sickness absence in the UK. The document provides tips for employers on conducting a stress audit, writing a stress policy, training staff, and getting support to manage workplace stress.
Depression supporting the return to work of employeesMichel Newman
Depression is a common and serious mental health condition that can affect employees in the workplace. Supporting employees who experience depression and facilitating a successful return to work is beneficial for both the employee's well-being and the organization. When an employee returns to work after time off due to depression, employers should develop a return to work plan in consultation with the employee and their healthcare providers. The plan should outline adjusted duties and responsibilities, as well as support measures, to help the employee smoothly transition back to their role. Maintaining confidentiality, clear communication, and reasonable workplace adjustments are key to supporting employees with depression in the workplace.
Santé Sécurité au Travail : Harcèlement - Comprendre et AgirHR SCOPE
Santé Sécurité au Travail : Harcèlement - Comprendre et Agir.
Repères - Enjeux pour l'entreprise - Formes de harcèlement - Pratiques de harcèlement - Profils de harceleurs - Les victimes - Mécanismes de défense - Prévention - Solutions et bonnes pratiques.
This workshop aims to educate executives in the Canadian Government to the problem of professional burnout. The symptoms, causes and development of burnout in executives are among the topics covered. Practical group exercises allow participants to share their realities as executives and identify applicable strategies to prevent burnout, in addition to pinpointing individual and organizational causes of the problem.
Main topics covered during the workshop:
- The definition of burnout
- The symptoms of burnout
- The development of burnout
- Exercise group (identification of individual & organizational causes/solutions of burnout)
- The causes of burnout
- The prevention of burnout
---------------------------------------------------------
Cet atelier vise à sensibiliser les gestionnaires cadres du Gouvernement Canadien de la problématique de l'épuisement professionnel (ou du « burnout »). Les symptômes, les causes et le développement de l’épuisement professionnel chez les directeurs sont, tout d’abord, abordés. Des exercices de groupes pratiques permettent aux participants de partager leurs réalités en tant que directeurs et d’identifier des stratégies de prévention de l’épuisement professionnel qui sont applicables et qui ciblent les causes individuelles et organisationnelles de la problématique.
Thèmes abordés lors de l’atelier :
- Définition de l'épuisement professionnel
- Les symptômes de l'épuisement professionnel
- Le développement de l'épuisement professionnel
- Exercice de groupe (identification des causes/solutions individuelles et organisationnelles de l’épuisement)
- Les causes de l’épuisement professionnel
- La prévention de l’épuisement professionnel
The document provides an outline for a presentation on stress management. It covers three main parts: general awareness of stress, stress at work, and self-help. In part one, it defines stress, discusses types of stressors and their impact on the body, symptoms of stress, and costs of stress. Part two discusses factors that can cause work-related stress and how work patterns may influence stress. Part three outlines ways to identify and control stress, including changing one's thinking, behavior, and lifestyle through improved diet, exercise, and relaxation techniques.
The document provides an outline for a presentation on stress management. It covers three main parts: general awareness of stress, stress at work, and self-help. For part one, it defines stress and outlines types of stressors, the body's stress response, symptoms of stress, and costs of stress. Part two discusses factors that can cause work stress and changing work patterns. Part three recommends identifying stress causes, maintaining balance, and using techniques like positive thinking, changing behaviors, and lifestyle changes to manage stress.
This document discusses personal resilience and its importance for sustaining high performance. It defines personal resilience as the ability to perform effectively under pressure and bounce back from difficult circumstances. Developing personal resilience involves understanding cognition, emotions, physiology, and personality. Case studies show benefits like reduced stress and absence, as well as improved individual and business performance metrics. The document advocates building personal resilience through developing mental toughness, emotional intelligence, and physical fitness.
This document discusses occupational stress among police officers in Thrissur district, India. It finds that 31.84% of officers experienced mild stress, 16.73% moderate stress, and 0.41% severe stress. The most commonly reported organizational stressors were staff shortages and bureaucratic red tape. The most common operational stressors were fatigue and feeling like they are always on the job. It recommends stress management training and modifying duties to reduce stress and its negative impacts on officers.
This document discusses stress, its causes and impacts, and strategies for managing stress at the individual and organizational level. It defines stress as the mental, physical, emotional and behavioral reaction to perceived demands or threats. Stress can be either positive (eustress) or negative (distress). Common causes of stress include work overload, ambiguity, relationships, and change. Excess stress can negatively impact performance and health, while moderate stress levels are optimal. The document outlines stress management strategies like problem-focused and emotion-focused approaches at the individual level through time management, exercise, and organizational level through job redesign and work-life balance programs.
Developing Emotional Intelligence Skills for High Performance CulturesHuman Capital Media
More and more of the leading executives are creating high performing cultures with mindfulness. There is a very simple reason for this: in the modern business, EQ is more important than IQ. EQ, or “emotional intelligence,” is highly trainable through a variety of mindfulness and positive psychology techniques.
Join Whil, the leaders in digital mindfulness training, to find out:
What mindfulness training is and how to bring it to your employees
The secrets of the emotional intelligence and leadership training born at Google
How to unleash the leadership potential in your team, including millennials
How mindfulness can help your employees thrive, in the face of of stress and disruption
All attendees will get a free special eBook and a subscription to Whil’s digital training platform, featuring thousands of training programs based in neuroscience, mindfulness and positive psychology.
The document discusses stress, its causes, symptoms, and management. It defines stress as a dynamic condition involving opportunities, constraints, or demands perceived as uncertain but important. Stress can come from environmental, organizational, and individual factors. It causes physiological symptoms like high blood pressure, psychological symptoms like anxiety and dissatisfaction, and behavioral symptoms like decreased productivity. For individuals, stress leads to health issues and unwanted behaviors; for organizations, it results in lower performance and higher costs. Stress management involves techniques at the individual level like exercise and relaxation, and the organizational level like job redesign and wellness programs.
This document discusses the importance of managing employee stress and wellbeing from legal, business, and personal perspectives. It notes that employers have a duty of care to protect employee mental health under various laws. Left unaddressed, stress can result in increased absenteeism, lower performance and productivity, and higher staff turnover. The document provides an overview of common stress factors at work and signs of stress in individuals. It emphasizes the roles and responsibilities of managers in preventing and addressing stress through good communication, support, job design, and addressing organizational stressors. A variety of stress management techniques are proposed at the individual and organizational levels.
The document discusses stress in the workplace and provides strategies for managing it. It defines stress and identifies sources of stress like workload, lack of breaks, and long hours. Both positive (eustress) and negative (distress) stress are described. The relationship between stress and job performance is shown, with low and high stress impacting performance. Ways to identify and understand stress are presented, along with how personality relates to responding to stress. The physical, emotional, and behavioral effects of stress are outlined. Strategies for managing stress include removing or withdrawing from stressors, changing stress perceptions, controlling stress consequences, and receiving social support. Specific stress management techniques are proposed.
India is already Diabetic capital of world and about to lead in heart diseases, a little has been done to cope with the growing problem of degrading health.
Practical Guide to Stresss Management in LifeSushil Kansal
This document outlines a presentation on stress management. It covers three parts: general awareness of stress, stress at work, and self-help techniques. Part 1 defines stress, discusses stressors and symptoms. It also covers the body's stress response and costs of stress. Part 2 examines factors that can cause work stress like overwork, change, and relationships. Part 3 recommends strategies for coping with stress, such as changing negative thinking, improving time management, exercising, and relaxation.
Stress is something ordinary, unavoidable fact in anyone life, caused by many factors either at work, or with the family at home, or at the external environment According to Wilton it affects both the human resources and the management at the same time
The document discusses stress, including its causes and effects. It defines stress as a natural human response to situations or stressors. Stress can be caused by internal factors like low self-esteem or external factors like work or life problems. Both short-term and long-term stress can negatively impact physical, emotional, and behavioral well-being through headaches, depression, changes in appetite, and more. The document provides strategies for managing stress to avoid more serious health issues like heart disease. It includes interactive learning activities to help students identify and understand their own stressors.
This document provides an overview of stress management for lawyers. It discusses how the legal profession is highly stressful, with long hours and an adversarial nature contributing to high rates of burnout, substance abuse, and suicide. Stress arises from both job demands and a lawyer's tendency towards perfectionism. Chronic stress can impair health and cause burnout in three stages: arousal, energy conservation, and exhaustion. Effective stress management requires understanding stress responses, building resilience through social support and self-care, and getting help through counseling or substance abuse programs when needed. The legal profession aims to promote justice, and lawyers can view their work as a healing profession through alternative dispute resolution and a holistic approach.
Personal stress comes from financial issues like budgeting for travel, rent, and food each week. Finding ways to earn money can also be stressful. Stress feels different for everyone and can cause physical, mental, behavioral, and emotional symptoms like hair loss, anxiety, bad temper, and depression. While too much stress is negative, some stress can be positive by motivating goal completion if managed properly. Stress management techniques include changing one's mindset, talking through problems, exercise, and meditation.
This document discusses stress, its sources, consequences, and methods of managing stress. It defines stress as a state of mental tension caused by difficult situations. Stress can be positive (eustress) or negative (distress) depending on the situation. Sources of stress include job characteristics like role ambiguity, role overload, and organizational climate. Consequences of stress are both individual like anxiety and health issues, and organizational like low performance and absenteeism. Methods to manage stress individually include relaxation techniques. Organizationally, stress can be reduced through role analysis, goal setting, recreational programs, employee assistance programs, and career counseling.
This document discusses the importance of mental health and work-life balance for employees and businesses. It states that collection of employees form the corporate mind of a business, so their mental well-being is crucial. Poor work-life balance can lead to mental health issues like stress, anxiety and depression in employees. This in turn impacts businesses through reduced productivity, increased absenteeism and higher attrition. The document advocates for work-life balance initiatives like employee counseling and stress management programs to improve mental health and maximize business performance.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
The document provides an outline for a presentation on stress management. It covers three main parts: general awareness of stress, stress at work, and self-help. In part one, it defines stress, discusses types of stressors and their impact on the body, symptoms of stress, and costs of stress. Part two discusses factors that can cause work-related stress and how work patterns may influence stress. Part three outlines ways to identify and control stress, including changing one's thinking, behavior, and lifestyle through improved diet, exercise, and relaxation techniques.
The document provides an outline for a presentation on stress management. It covers three main parts: general awareness of stress, stress at work, and self-help. For part one, it defines stress and outlines types of stressors, the body's stress response, symptoms of stress, and costs of stress. Part two discusses factors that can cause work stress and changing work patterns. Part three recommends identifying stress causes, maintaining balance, and using techniques like positive thinking, changing behaviors, and lifestyle changes to manage stress.
This document discusses personal resilience and its importance for sustaining high performance. It defines personal resilience as the ability to perform effectively under pressure and bounce back from difficult circumstances. Developing personal resilience involves understanding cognition, emotions, physiology, and personality. Case studies show benefits like reduced stress and absence, as well as improved individual and business performance metrics. The document advocates building personal resilience through developing mental toughness, emotional intelligence, and physical fitness.
This document discusses occupational stress among police officers in Thrissur district, India. It finds that 31.84% of officers experienced mild stress, 16.73% moderate stress, and 0.41% severe stress. The most commonly reported organizational stressors were staff shortages and bureaucratic red tape. The most common operational stressors were fatigue and feeling like they are always on the job. It recommends stress management training and modifying duties to reduce stress and its negative impacts on officers.
This document discusses stress, its causes and impacts, and strategies for managing stress at the individual and organizational level. It defines stress as the mental, physical, emotional and behavioral reaction to perceived demands or threats. Stress can be either positive (eustress) or negative (distress). Common causes of stress include work overload, ambiguity, relationships, and change. Excess stress can negatively impact performance and health, while moderate stress levels are optimal. The document outlines stress management strategies like problem-focused and emotion-focused approaches at the individual level through time management, exercise, and organizational level through job redesign and work-life balance programs.
Developing Emotional Intelligence Skills for High Performance CulturesHuman Capital Media
More and more of the leading executives are creating high performing cultures with mindfulness. There is a very simple reason for this: in the modern business, EQ is more important than IQ. EQ, or “emotional intelligence,” is highly trainable through a variety of mindfulness and positive psychology techniques.
Join Whil, the leaders in digital mindfulness training, to find out:
What mindfulness training is and how to bring it to your employees
The secrets of the emotional intelligence and leadership training born at Google
How to unleash the leadership potential in your team, including millennials
How mindfulness can help your employees thrive, in the face of of stress and disruption
All attendees will get a free special eBook and a subscription to Whil’s digital training platform, featuring thousands of training programs based in neuroscience, mindfulness and positive psychology.
The document discusses stress, its causes, symptoms, and management. It defines stress as a dynamic condition involving opportunities, constraints, or demands perceived as uncertain but important. Stress can come from environmental, organizational, and individual factors. It causes physiological symptoms like high blood pressure, psychological symptoms like anxiety and dissatisfaction, and behavioral symptoms like decreased productivity. For individuals, stress leads to health issues and unwanted behaviors; for organizations, it results in lower performance and higher costs. Stress management involves techniques at the individual level like exercise and relaxation, and the organizational level like job redesign and wellness programs.
This document discusses the importance of managing employee stress and wellbeing from legal, business, and personal perspectives. It notes that employers have a duty of care to protect employee mental health under various laws. Left unaddressed, stress can result in increased absenteeism, lower performance and productivity, and higher staff turnover. The document provides an overview of common stress factors at work and signs of stress in individuals. It emphasizes the roles and responsibilities of managers in preventing and addressing stress through good communication, support, job design, and addressing organizational stressors. A variety of stress management techniques are proposed at the individual and organizational levels.
The document discusses stress in the workplace and provides strategies for managing it. It defines stress and identifies sources of stress like workload, lack of breaks, and long hours. Both positive (eustress) and negative (distress) stress are described. The relationship between stress and job performance is shown, with low and high stress impacting performance. Ways to identify and understand stress are presented, along with how personality relates to responding to stress. The physical, emotional, and behavioral effects of stress are outlined. Strategies for managing stress include removing or withdrawing from stressors, changing stress perceptions, controlling stress consequences, and receiving social support. Specific stress management techniques are proposed.
India is already Diabetic capital of world and about to lead in heart diseases, a little has been done to cope with the growing problem of degrading health.
Practical Guide to Stresss Management in LifeSushil Kansal
This document outlines a presentation on stress management. It covers three parts: general awareness of stress, stress at work, and self-help techniques. Part 1 defines stress, discusses stressors and symptoms. It also covers the body's stress response and costs of stress. Part 2 examines factors that can cause work stress like overwork, change, and relationships. Part 3 recommends strategies for coping with stress, such as changing negative thinking, improving time management, exercising, and relaxation.
Stress is something ordinary, unavoidable fact in anyone life, caused by many factors either at work, or with the family at home, or at the external environment According to Wilton it affects both the human resources and the management at the same time
The document discusses stress, including its causes and effects. It defines stress as a natural human response to situations or stressors. Stress can be caused by internal factors like low self-esteem or external factors like work or life problems. Both short-term and long-term stress can negatively impact physical, emotional, and behavioral well-being through headaches, depression, changes in appetite, and more. The document provides strategies for managing stress to avoid more serious health issues like heart disease. It includes interactive learning activities to help students identify and understand their own stressors.
This document provides an overview of stress management for lawyers. It discusses how the legal profession is highly stressful, with long hours and an adversarial nature contributing to high rates of burnout, substance abuse, and suicide. Stress arises from both job demands and a lawyer's tendency towards perfectionism. Chronic stress can impair health and cause burnout in three stages: arousal, energy conservation, and exhaustion. Effective stress management requires understanding stress responses, building resilience through social support and self-care, and getting help through counseling or substance abuse programs when needed. The legal profession aims to promote justice, and lawyers can view their work as a healing profession through alternative dispute resolution and a holistic approach.
Personal stress comes from financial issues like budgeting for travel, rent, and food each week. Finding ways to earn money can also be stressful. Stress feels different for everyone and can cause physical, mental, behavioral, and emotional symptoms like hair loss, anxiety, bad temper, and depression. While too much stress is negative, some stress can be positive by motivating goal completion if managed properly. Stress management techniques include changing one's mindset, talking through problems, exercise, and meditation.
This document discusses stress, its sources, consequences, and methods of managing stress. It defines stress as a state of mental tension caused by difficult situations. Stress can be positive (eustress) or negative (distress) depending on the situation. Sources of stress include job characteristics like role ambiguity, role overload, and organizational climate. Consequences of stress are both individual like anxiety and health issues, and organizational like low performance and absenteeism. Methods to manage stress individually include relaxation techniques. Organizationally, stress can be reduced through role analysis, goal setting, recreational programs, employee assistance programs, and career counseling.
This document discusses the importance of mental health and work-life balance for employees and businesses. It states that collection of employees form the corporate mind of a business, so their mental well-being is crucial. Poor work-life balance can lead to mental health issues like stress, anxiety and depression in employees. This in turn impacts businesses through reduced productivity, increased absenteeism and higher attrition. The document advocates for work-life balance initiatives like employee counseling and stress management programs to improve mental health and maximize business performance.
Similar to Y2CP La prévention de l'épuisement professionnel - Preventing burnout (20)
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Yck Burnout is associated with individual and organisational factors. Often seen/perceived as a “go-getter disease”.
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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?
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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.