Managing Stress and Improving Well-being

Transcription

1 Managing Stress and Improving Well-being Gordon Tinline 3 rd June 2014

2 Performance An opening analogy: The Pressure Performance Curve Psychological Well-being RESILIENCE Rust-out Pressure Burn-out

3 Psychological well-being The affective state that people experience (hedonic) The extent to which people experience a positive sense of purpose in their work (eudaimonic)

4 Stress and Burn Out: Health consequences Poor Psychological well-being is linked to: Higher cardiovascular risk Higher weight and waist-hip ratios Higher HbAlc (marker for diabetes) Lower HDL good cholesterol Poorer neuro-endocrine regulation Higher salivary cortisol throughout the day Poorer immune function Higher inflammatory markers (IL-6) Poorer sleep - longer duration REM - less body movement Ryff, Singer and Love, Philosophical Transactions of Royal Society of London, 2004

5 Stress and Burn Out: Health consequences More than 40 longitudinal studies in last years Poor psychological well-being factors (e.g. frequent negative feelings, depression, anxiety) predict: Earlier death General ill health (including heart disease, high blood pressure, immune system malfunctioning, frailty in later life) Source: Diener & Chan, 2011

6 Stress and Burn Out: Psychological / Performance Impact Distraction from work tasks due to (psycho)somatic complaints Memory (poor PWB= bias towards negative events) Motivation and self-efficacy Flexibility and originality Response to unfavourable feedback Threat perception Higher PWB: More positive judgements about others More productive Ford et al., 2011; Lyubomirsky, King & Diener, 2005; Seidlitz et al., 1997

7 Psychological Well-Being Low stress AND Positive emotional experiences Sense of purpose Broaden and build (Barbara Fredrickson): Positive emotions - BROADEN our thoughts and actions - BUILD psychological resources

8 The broaden-and-build theory of positive emotions (Fredrickson and Cohn, 2008)

9 Robertson Cooper s 6 Essentials Model of Well-Being at Work

10 Work Pressures Hindrance Pressures Bring strain and are not associated with positive outcomes. Drag you back. The only reason to deal with a hindrance pressure is to remove a barrier. Challenge Pressures Also bring strain but are associated with positive outcomes and learning. Bring positive stretch.

11 Stress Prevention Focus on Six Essentials to control hindrance pressures and actively manage challenge pressures Managers / Leaders critical: Focus on their impact on the experience of work pressure for staff (next slide) Designing stress out of the working environment is increasingly difficult need to balance with emphasis on individual responsibility and resilience

12 The Role of Leaders

13 Levels of Intervention Sources of Pressure (Stressors) YOU Symptoms of Stress (Strain) Working Environment Individual Resilience Treatment and Rehabilitation Primary Level Secondary Level Tertiary Level

14 RESILIENCE Bounce-back-ability The greatest glory of living lies not in never falling, but in rising every time you fall. (Nelson Mandela) It s not the strongest of the species that survive, nor the most intelligent, but the most responsive to change. (Charles Darwin) It ain't how hard you hit; it's about how hard you can get hit, and keep moving forward. (Rocky Balboa!)

15 Resilience at Work Resilience Maintaining high performance and positive well-being, including being able to: Sustain successful performance and well-being when facing adverse conditions Recover from or adjust easily to misfortune or change Sustain successful performance and well-being when overengaged

16 i-resilience: personality links

17 The resilience prescription Charney (2007) Find a resilient role model actively finding one is important Personal moral compass sense of purpose Positive attitudes and emotions Develop cognitive flexibility learn to reframe Recognise and develop strengths Develop/train regularly in multiple areas challenge and mastery Look after your physical condition exercise may be the magic bullet Develop coping strategies and social support networks make active use of them

18 Beacons of Excellence in Stress Management(HSE, 2003) HR / Personnel Health and Safety Line Managers Occupational Health

19 Gordon Tinline Tel Web site: (personal (Robertson Cooper)