11 Powerful Ways To Manage The Anxiety Of Entrepreneurship
Expert Panel
Feb 2, 2021
Starting a new business is incredibly stressful. All of the weight on your shoulders can lead to anxiety. Left unchecked,
this can become a more serious problem that holds you back from reaching the success you are envisioning.
While anxiety may always be a part of the entrepreneurial process, it does not have to hinder it. Below, 11 members
of Forbes Coaches Council share powerful ways for entrepreneurs to overcome and manage the anxiety that will always
be an inevitable part of their journey.
Forbes Coaches Council members offer their best advice for managing entrepreneurial anxiety.
1. Spend Time Scenario Planning
Being an entrepreneur can indeed be stressful. When your livelihood depends entirely upon you, the uncertainty can be
overwhelming. To overcome some of that anxiety, spend time on scenario planning, make a firm decision about your risk
threshold (i.e., what are you willing to lose?) and, more than anything, always come back to your “why” and make sure
that it still applies. If it doesn’t, recalibrate! - India Gary-Martin, Leadership For Life
2. Practice Self-Empathy
Positive self-talk leading to self-empathy is one of the most powerful ways entrepreneurs can overcome the inevitable
anxiety. Taking care of and assuring yourself of the end results is a great way to manipulate behaviors and a reliable
internal adjuster of attitudes. - Abraham Khoureis, Dr. Abraham Khoureis
3. Incorporate Flexibility Into Your Plan
An entrepreneur always navigates a sea of uncertainties because of the novelty and youth of the project. A basic method
for reducing these risks is to do the most rigorous planning possible to facilitate the business’s ability to evolve as much
as possible. To achieve this, it must be extremely flexible, adapt quickly to unforeseen situations and incorporate them
into the established plan. - José Luís González Rodriguez, ActionCOACH
4. Do Simple Things That Help Maintain Your Drive
Anxiety is useful when it motivates you to try harder, shift gears, try new things and push through obstacles. You need to
manage it only when it begins to interfere with your drive. The simple, boring things help the most: exercise, a healthy diet
and good sleep hygiene. They aren’t sexy, but they help more than anything. - Bill Berman, Berman Leadership
Development
5. Accept Anxiety And Reframe Perceptions
First, think of entrepreneurship as getting on a rollercoaster: You know there will be ups and downs when you get on the
ride. Accepting this will help ease the anxiety. Buckle up and enjoy. Second, reframe how you think about the ride. Instead
of thinking about it as scary or nauseating, think about it as fun and exciting. Finally, remember why you got on the ride in
the first place. - Betty Kempa, Betty Kempa | Business Coach
6. Let Go Of Everything You Can’t Control
The best advice I can offer is to let go of everything that’s out of your control. This is very hard to do. To reduce stress and
manage your anxiety, you need to learn how to accept and move on from things you cannot control. It might take years of
practice, but you can’t control everything. - Barbara Adams, CareerPro Global, Inc.
7. Accept The Reality Of ‘What Is’
Be in acceptance of “what is.” Our resistance and frustration live in the gap between our reality and our expectations. If
you can accept your reality and consider that it might not be that bad, you can relax your mind, be more present, have
access to better solutions and move through the stressful situation more quickly. An entrepreneurial journey has its
challenges. Your perspective manages the anxiety. - Rosie Guagliardo, InnerBrilliance Coaching
8. Plan For The Worst-Case Scenario
If business owners learned anything from 2020, it is to have a business continuity plan. Know how to exit, pivot and pause
business as needed. Having a detailed plan for business continuity will set you up for ongoing success because, when
things start to run off the rails (or not run at all), you know your next move before anyone else does. A man that fails to
plan, fails. - Amera McCoy, McCoy Consulting LLC
9. Talk To Someone You Trust
Talk to someone about what is stressing you out. Typically, it’s things such as money, hours, workload, client issues or
imposter syndrome. Find someone you can openly and honestly talk to about your concerns on at least a monthly basis.
This has to be someone you trust explicitly. Otherwise, you will bottle up your stress until it explodes. - John
Knotts, Crosscutter Enterprises
10. Build Your Own Board Of Directors
Wonderful advice that I received from a colleague of mine was to build my own board of directors, meaning a support
structure. Just as a board strategically guides a business, your BOD will offer different perspectives, support, challenges
and advice when you need it most. Having capable and trustworthy people on hand eases the level of anxiety of being a
lone entrepreneur. - Arthi Rabikrisson, Prerna Advisory
11. Turn Off Your Devices And Unplug
Schedule multiple days, at least quarterly, where you turn off electronics. I looked at my behavior over my years in
business and found that, because of life, family and yes, business, I did not take any time other than maybe “a long
weekend” to unplug. The perspective on the inside world that turning off the outside world gives you, especially today, and
especially for entrepreneurs, cannot be ignored. - John M. O’Connor, Career Pro Inc.
How To Cope With Pandemic Anxiety, Depression, And Loneliness
Stephanie Sarkis
Dec 20, 2020
Loneliness during the pandemic had led to an increase in anxiety, depression, and suicidal thoughts. ... [+]
The epidemic of anxiety, depression and loneliness during the Covid-19 pandemic has lead to an increase in substance
abuse, suicidal thoughts, and trauma-related disorders.
Even though a vaccine is being rolled out in the U.S., the administration of that vaccine appears to be slow and is in some
cases, not being given in order of need. The federal government appears to not have ordered enough vaccine doses, and
Pfizer reports that millions of vaccine doses are still sitting in a warehouse ready for distribution.
So what was first seen as a reprieve from the chronic stress that many have felt since the Covid-19 pandemic first started
is now just another signpost of the continuing battle against the virus.
The pandemic has caused a drastic change in mental health, possibly even more so than was anticipated. In a U.S.
Centers for Disease Control and Prevention (CDC) survey conducted in June 2020, 13.3% of respondents reported
increased substance use to cope with stress or emotions due to the pandemic. The proportion of respondents that
reported they had seriously considered suicide in the past 30 days was 10.7%, twice as many as in 2018. Adults 18-24
years of age had the highest rate of seriously considering suicide of any age group, at 25.5%. That age group also had
the highest rate of reporting at least one adverse mental health symptom, 74.9%. The rate of anxiety disorder symptoms
was three times higher and the rate of depression disorder symptoms was four times higher than in the second quarter of
2019.
Loneliness is a major risk factor for anxiety and depression. It is defined as a difference between the amount of social
contact you want and the amount of social contact you feel you are receiving. If you receive a reduction in stress from
being around people, the pandemic and its social isolation may have kicked in feelings of loneliness much sooner for you
than for others that don’t have the same social needs.
What should you do when depression, anxiety, and loneliness have become the rule rather than the exception during the
pandemic?
Reach Out For Help
If you are experiencing symptoms of depression and anxiety, reaching out for help may be the last thing you want to do.
That is a function of the issues you are experiencing — depression and anxiety make you want to isolate yourself. What
can help you is also the last thing you may want to do.
A vast majority of mental health professionals are conducting therapy sessions over telehealth. You can speak with
someone from the comfort of your own home. You can ask to have a trusted friend or family member join the video call if
you are quarantined and want additional support. You may qualify for counseling services at no charge.
If you are having suicidal thoughts, contact the National Suicide Prevention Lifeline at their site or call 1-800-273-8255.
Asking for help is a sign of strength, not weakness.
Remember It Is Temporary
The pandemic has gone on longer than many of us anticipated, and it will continue into 2021. However, there will be a
point when it will end. We will have a new normal — one that will look different than before Covid-19, but more bearable
than we have now. It is not on our preferred time schedule, unfortunately. We have been in a state of chronic stress for
almost a year. The way you are feeling is temporary as well, even if it feels like it is never-ending. Things will get better.
It’s Okay To Not Be Okay
It is perfectly acceptable and understandable if you are feeling angry. You may even have feelings of rage that rarely
subside. You may have lost loved ones and you weren’t able to give them a proper goodbye. The thought of your loved
one dying alone can be crushing. If this is your first time experiencing a deep level of grief, loneliness, anxiety, or
depression, it can feel frightening. You may be blaming yourself for not feeling better. It is perfectly normal and acceptable
to feel like things are out of control. You may be feeling a variety of emotions at once. We have been living in a state of
chronic stress for close to a year, and you have had personal losses on top of that. No one should expect you to put on a
happy face.
Practice Self-Compassion
It’s time for you to treat yourself like you are your own best friend. You may be feeling responsible or guilty about things
that really aren’t your fault. What do you do that makes you feel a little more like yourself? Maybe it’s connecting with a
friend over video. Maybe it’s spending time with a pet. When we’re feeling bad or in crisis, it is easy to forget what we can
do to practice self-care. Make a list of the things you can do quickly to soothe yourself — a “psychological first aid kit”.
Keep that list in your phone and post a version on your refrigerator or bathroom mirror. We need to see that there are
ways to help ease our tension, even if it’s for a short period of time.
This One Tactic Could Help Quell Your Market Anxiety
Ryan Derousseau
Nov 30, 2020
The tactics everyday people use to “FIRE” and pursue their dreams.
NEW YORK, NEW YORK - NOVEMBER 24: People walk past the New York Stock Exchange (NYSE) on November ...
[+]
Despite all the news of rising rates from COVID-19, the stock market continues to run full steam ahead. Up 63% since the
market bottom in March, the S&P 500 surpassed 30,000 for the first time. The month may end with the sharpest
November increase since 1987.
More certainty around the presidential election and the positivity surrounding the potential development and distribution of
vaccines have driven the recent run-up. But it’s a continuation of a trend that has presented ever since businesses and
cities re-opened, following the initial lockdowns. Yet, it also comes as virus cases have spiked, forcing Los Angeles
County to issue new stay-at-home orders while communities across the country react, ad-hoc, based on their own local
leaders’ decisions.
It’s creating, despite the enthusiasm for the vaccine, an anxious time. The VIX, also known as the fear index, remains
above 20, a mark well above the levels of concern before the pandemic, yet well below the initial response to the virus. If
retirement investors reacted to the anxiety felt in the market to the initial pandemic response, then they would have
missed the run-up that has followed.
During these moments of uncertainty, according to new research from Morningstar, the best way to react may be by
telling yourself the right type of story, in order to quell any anxiety you might have about your investments.
When it comes to market anxiety, it isn’t so much the “fundamentals” of the investment. After all, what’s fundamental when
the S&P 500 has gained as much as it has while only a portion of the economy can operate in full? It’s less about
fundamentals, and more about perseverance and having the right frame of mind.
Tell Yourself The Right Story
In conversations with 880 investors, Morningstar asked the participants to imagine they were receiving advice from a
financial planner. The investors were given one of three ways to think about the market. One group received the historical
performance of the markets across many years, which includes downturns. The second group heard a story from famed
investor Jack Bogle in how he viewed drops in the market. The third group was provided an opportunistic framework,
where they heard about how the market was now on sale, creating a buying opportunity.
Of the three scenarios, the opportunistic framework - or hearing that stocks were on sale - left 56% of investors continuing
to buy stock. The historical performance scenario left 32% of investors buying more stock and only 26% of investors that
heard Bogle’s story continued to purchase more.
“It’s important to acknowledge that it’s perfectly okay to be nervous, because attempting to calm them down may
backfire,” wrote the Morningstar researchers. “Because volatility offers investors opportunities to find great prices on
stocks, down markets mean there’s a lot to be excited about.”
Reworking the Mindset
It’s important to understand the historical impact of selling or divesting during a down market. When advisers and market
historians talk about the despair of the Great Recession and its impact on retirements, what they speak of is the move by
many at-home investors to pull out of the market as the banks tumbled, selling at a loss. Then, by selling, they weren’t
around for the rebound, which led to a more than 10-year bull run, until the COVID recession.
In the Morningstar research, investors were given the growth of $10,000 invested in an S&P 500 index fund over a 15year period, which included the 2008 recession. Yet, it still didn’t provide the greatest impact on investor decision making.
When markets turn, those investors facing the most negative emotions or thoughts react worse. It also indicates that
those that lose a job or must face a pay cut will respond more negatively than someone that isn’t at risk of losing his or her
position.
It’s important to keep the emotions out of the analysis. After all, if this market has taught us anything, it’s that it provides
very little insight into the state of the economy.
Those willing to ignore their emotions, and continue to fund retirement accounts or investment vehicles, benefitted. They
benefitted most from those investors that sold.
Feeling Anxiety? It’s Contagious, But You Can Choose Not To Be A
Spreader
Rodger Dean Duncan
Oct 27, 2020
I cover leadership issues that make or break your workplace experience
Personal choices play a key role in our ability to deal with (or even avoid) anxiety.
By now, many people have discovered that, in addition to being a smart way to reduce the spread of Covid-19, social
distancing has some negative effects that include feelings of isolation, loneliness, and increased stress.
And that increased stress can cause other problems such as changes in sleep patterns and difficulty concentrating.
It doesn’t have to be that way.
The deliberate, mindful choices we make can have a measurable effect on how we cope with stress.
That’s the research-based conclusion of Dr. Paul Napper and Dr. Anthony Rao, psychologists who have spent years
studying agency, the ability to respond actively rather than passively to situations that impact our lives.
In other words, agency is what people can use to feel in command of their lives.
During this time of pandemic, it’s more important than ever that we learn to cope with stress. But many people are
struggling. According to data from the World Health Organization, as many as 40 million Americans are now diagnosed
with an anxiety disorder.
But it doesn’t have to be that way. Napper and Rao offer some smart—and non-pharmaceutical—treatments for anxiety in
their book The Power of Agency: The 7 Principles to Conquer Obstacles, Make Effective Decisions, and Create a Life on
Your Own Terms.
Rodger Dean Duncan: Many people felt overwhelmed and anxious even before Covid-19 swept around the globe. How
has the pandemic affected that state of mind?
Anthony Rao: The pandemic is like a global human stress test that exposes our vulnerabilities, physical as well as
emotional.
We can expect more stress reactions—such as high irritability, anxiety, fatigue, and problems sleeping. But the pandemic
also raises the stakes on what people’s minds can process and integrate. There will be more moments of acute stress, or
what is commonly experienced as “overwhelm.” These are moments where we experience mental confusion, lose access
to our critical thinking and make poorer decisions. In response, our frustration tolerance is taxed and we may fly into fits of
anger or be immobilized by fear. Behind the scenes are elevated levels of adrenalin and cortisol.
On a more human level, during periods of overwhelm, our personal agency is under assault. We can lose self-confidence
and give up control over what’s in our power to change. Through enhancing our agency, we stay grounded, build
resilience, and move ourselves onto higher mental and physical ground to address the challenges that lie ahead.
Duncan: It’s estimated that about 40 million Americans are now diagnosed with an anxiety disorder. What are the tell-tale
signs of that level of anxiety?
Anthony Rao
.
Rao: Anxiety takes many forms. It can range from vague, nagging worries to highly intense phobias. It may show up as
incessant obsessions and rituals, or sudden intense fear that causes heart palpitations and shortness of breath.
Professionals rely on clinical criteria to make a formal diagnosis.
Consider these factors in deciding whether you should seek professional help to manage anxiety. How frequent and how
debilitating is the anxiety? If it’s interfering with daily work and productivity, straining your relationships, keeping you from
reaching your goals, and most important, adversely affecting your mood and level of enjoyment, it’s serious enough to
seek help.
Second, when anxiety symptoms remain high week after week, it may signify you’ve gone beyond normal reactions to
common daily life stress. You could be neurologically stuck in an unrealistic, negative pattern of thinking and behaving
that is serving to exaggerate and perpetuate the anxiety. It can be a vicious cycle.
During this time of widespread disruption, it can be a good opportunity for all of us to pay attention to our mental weak
spots and put helpful resources in place— like therapy, coaching, more positive social supports, and mind-body practices.
Duncan: When parents suffer from anxiety (even if they don’t realize or acknowledge it), what’s the effect on their
children?
.
.
Rao: Anxiety is a highly contagious emotion. We have mirror neurons that automatically pick up and mimic the strong
emotional signals of others around us. When parents are anxious, it transfers easily to their kids.
We’ve all experienced what it’s like to be in a tense meeting or around highly anxious people. We often absorb that angst
and come away with higher levels of stress. Younger children are especially vulnerable to picking up anxiety signals from
their parents because their coping skills aren’t well-developed. Children rely on parents to protect them and keep them
calm, to prevent them from feeling that their world is unsafe and unpredictable.
It’s helpful to think of parenting in leadership terms. Good leaders work to stay calm and keep others calm during times of
stress. They monitor their emotions and reactions. They communicate calmly, clearly, and concisely.
Even the best of leaders will struggle with strong emotions and make mistakes. When this happens, it’s helpful to
acknowledge those moments openly and model for others how best to adapt and problem-solve in the face of disruptive
change and uncertainty.
Managing Feedback Anxiety When It’s Not About The “How” But The
“Where”
Palena Neale, Ph.D
Oct 26, 2020,07:40am EDT|200 views
Executive and Leadership Coach, Lecturer, Founder of unabridged – engaging your power and potential for greater
personal and social impact.
Not all performance management feedback issues revolve around how to better deliver feedback. Many of my clients find
that the context in which they are expected to deliver the feedback is equally challenging and anxiety-provoking. Whilst
usually “context is king,” here it receives much less attention.
Consider a large multinational organization where a combination of factors, including structure, culture, climate, systems
and practices, politics and history, all influence performance management. Some support these efforts and others,
intentionally or unintentionally, undermine them. It is virtually impossible for any one manager to influence, let alone
change, these conditions. Internal dispute mechanisms, open-ended contracts, cumbersome firing and discipline
processes — the very systems and practices put in place to protect employees — can also provoke a combination of
exasperation, anxiety and fear in the managers responsible for managing performance. In these instances, it is not
enough to have the skills to manage performance — the “how.” To be effective, you must also manage the “where.”
Consider these two coaching clients:
Marie-Anne called out underperformance in one of her direct reports. She followed all the proper procedures:
documenting feedback with supporting evidence, explaining feedback in a face-to-face meeting and discussing actions to
support the staff member. But the employee lodged a complaint against her through the organization’s internal dispute
system, arguing she felt “harassed.” Marie-Anne’s boss warned her to “be prepared for a long and bumpy ride” — on her
own. Marie-Anne felt “shell-shocked” as she tried to process what she called a “colossal contradiction” between being
brought in to lead a team and then feeling “penalized” for doing so.
Ian also hit a context-related roadblock: the open-ended contract or, as he put it, the “you can’t get rid of me” shackle. Ian
made numerous attempts to address underperformance with a team veteran. The woman in question appeared
unconcerned about her underperformance and told him he “could not possibly get rid of her” as she had over 30 years
with the company and a secure contract. After several failed attempts, Ian retreated in defeat. Unfortunately, his
frustration and loss of motivation resulted in his team and his manager losing faith in his ability to lead, which he believes
led to being passed over for a highly coveted promotion.
Neither are isolated incidents. Many managers who want to give honest evidence-based feedback, manage performance
and promote learning and growth find themselves facing potential reprisals, reprimands, emotional upset, loss of
confidence, de-motivation and even career blocks that inadvertently undermine their efforts.
How do you navigate the systems and practices that exist to protect employees and still provide honest, developmental
feedback? Here are four suggestions:
1. Build your contextual intelligence.
In order to gain contextual intelligence, you must assess your performance management context. Ask yourself:
• How is performance management discussed within the organization? Is it viewed as a meaningless “box-checking”
activity or a vital contribution to organizational learning?
• How is performance management practiced in the organization? How do others in the organization manage
performance, particularly in difficult cases?
• What are the consequences of managing, or failing to manage, performance in the organization?
Your organization may have an explicit commitment to performance management and a robust system for providing
feedback with equally strong practices that detract from it. Understanding these unique systems, practices, contradictions
and strategic imperatives helps you anticipate opportunities and tensions, so you can work with them — and through
them.
2. Focus on what you can control.
To what extent can you resolve or even influence the issue? In the cases of both Marie-Anne and Ian, each could control
the preparation and delivery of their feedback and each took great pains to ensure it was fair and evidence-based. MarieAnne had no control over her organization’s internal dispute mechanism or performance management system and Ian had
no control over open-ended contracts. In both cases, it was fruitless to focus time and energy on perceived system
failures.
Direct your energy to where you can achieve results. Once Ian redirected his energy to leading his team instead of
focusing on one individual and a human resources practice that he could not control, he was able to regain his confidence
and his team’s.
3. Embed performance management feedback in your leadership agenda.
This allows you to have greater personal investment in managing the process as part of your and your employees’
development. For Marie-Anne, managing performance was an important part of her personal leadership vision. When she
was faced with reprisal for doing exactly this, she connected to her leadership identity, which helped her recognize the
moment as an important opportunity for her to model leadership for her team and the organization. She was able to avoid
the emotional upset and de-motivation that can derail managers in a challenging organizational context.
4. Feel the fear — and do it anyway.
Fear is a form of information. If you find yourself avoiding delivering performance management feedback, get curious and
pay attention.
• Name your fear: Are you concerned that your boss won’t support you? Do you fear legal action? Getting fired? Loss of
face among employees (or with yourself)?
• Identify the consequences: What is the worst-case scenario for giving honest, evidence-based feedback?
• Strategize: How have you dealt with similar challenges in the past? How have others in your organization approached
these issues?
In Marie-Anne’s case, her central fear was around not being able to establish herself as an effective leader in a new
organization, coupled with fear of not being supported by her boss or the organization. By naming what was at stake and
inventorying successful examples of how she had dealt with similar situations in the past, Marie-Anne was able to affirm
her decision and continue to manage performance despite threats of reprisal.
It is easy to fall into the trap of thinking effective feedback is all about the “how,” but technique is not always sufficient.
Understanding and adapting to the “where” is equally important for managing performance — and developing yourself.
How To Spot Anxiety In Your Employees
Adrian Gostick
Sep 21, 2020,03:52pm EDT|2,336 views
I cover organizational culture, mental health and employee engagement.
Closeup on medical mask and hand disinfectant and stressed woman in background in temporary home ... [+
How do managers spot rising stress and anxiety levels in their team members?
Many leaders are assuming (rightly) that their people are under greater mental strain than normal. A 2020 survey shows
70 percent of working adults feel more stressed and anxious during this pandemic than at any time in their entire
professional careers, with 43 percent of workers saying their mental health symptoms have made them physically ill and
63 percent saying they have made them less productive.
Let’s face it, noticing changes in employees can be hard, especially with so many people working remotely. And that’s
leading many of our workers to believe their companies don’t really care about their well-being. In the Ginger survey, twothirds of workers reported that their company could do more to support their emotional and mental health, and 22 percent
said their company’s response has been “barely adequate,” “a disaster” or “non-existent.” Yikes.
For managers, the best way to begin spotting anxiety is to make it normal for team members to talk about mental health
issues so they don’t have to hide what they are feeling. That might mean leaders need to display some vulnerability
themselves, for instance talking about their own stress or anxiety—i.e., “I’m worried about my kids going back to school,”
or “I’m having a hard time in this remote world.” It also means leaders must be willing to engage in sensitive dialogues
with their people about concerns.
So, how to spot when someone on your team might be feeling anxious? A few warning signs to watch for include:
·
Changes in behavior
·
Changes in work habits
·
Markedly decreased or increased energy levels
·
Increased irritability or defensiveness
·
Withdrawal from participation in meetings
·
Increased absenteeism
·
Social withdrawal
·
Somberness or sullenness
·
Outbursts
A few caveats: While these signs might show that something is wrong with a team member, they’re only meaningful if
they’re put in context. After all, we all act differently under stress. Sarah might sit through an entire meeting without saying
a word because she’s feeling anxious, while Ed might talk more than normal. If we have a bias that anxiety, or any
symptom of mental illness, has to be expressed through one specific warning sign, we will most likely never catch it.
Another warning: A manager can never ask an employee something like, “Do you have anxiety?” or “Are you depressed?”
That’ll most likely get you called in for a heart-to-heart with HR. The proper approach should be something caring but
more open-ended such as, “How are you doing?” And then digging below the typical “Fine” response by opening up a bit
yourself or leading the conversation toward your concerns about them. That means being specific with something you’ve
noticed such as, “You seem to be a little distracted lately, is something going on?” or “You usually hit your deadlines.
Something seems to have changed. Is everything all right?”
Finally, the last warning: We have to acknowledge that sometimes there are little to no outward signs that someone is
feeling anxious, depressed, or is ready to burn out. Having open and honest relationships with our employees is the best
way for them to come forward, because most people who feel this way can become adept at hiding their fears and
frustrations.
To manage effectively in 2020 and beyond, managers must establish a pattern to look for changes in team members, and
then have tactful conversations to find out if a change is a true indicator of distress or a benign action. On the positive
side, leaders should also be on the lookout for signs of calm and serenity, for joy and levity. When they see people feeling
good mentally, they should celebrate it. When they see something that concerns them, they need to talk about it.
That’s a healthy start.
How To Decrease Back To College Anxiety: Just Breathe
Jessica Gold
Sep 2, 2020,09:00am EDT|5,315 views
I write about mental health, the media, and everything in between.
Teaching college students specific techniques for managing stress and anxiety through a program ... [+]
College students returning to campus is a stress for many. Containing Covid-19 as students return from all over the
country and assuring proper social distancing measures and mask wearing is one component, but helping support
their mental health needs is another entirely. This is, in part, because some college students come to campus already in
treatment needing to continue care and others develop mental health symptoms for the first time. Additionally, mental
health has significantly worsened for young adults over the pandemic. University counseling centers could not meet the
demand long before Covid-19, and can’t be expected to today.
Emma Seppälä PhD, author of the Happiness Track and Science Director of Stanford University’s Center for Compassion
and Altruism explains, “there [has been a] mental health crisis on college campuses for the last decade...University
campuses, psychiatric and counseling services are overburdened…[and] suicide is the second leading cause of death for
18 to 25 year olds. We're facing a dramatic situation and our current forms of treatment are not meeting needs. We also
can't meet everyone's needs, because it's just not financially possible.”
In other words, she emphasizes that hiring more counseling and psychiatric staff is simply not sustainable and can’t be
the answer. Instead, one possible solution might be in the very air we breathe. Quite literally. At least that is according to
two new studies, one authored by Seppälä herself.
The first, published in Frontiers in Psychiatry, evaluated the impact of three different well-being programs (mindfulness
based stress reduction, emotional intelligence, and Sudarshan Kriya Yoga (SKY) campus happiness) on 135
undergraduates at Yale University over the course of a semester (30 hours) compared to a control group. SKY Campus
Happiness, which was developed by the Art of Living Foundation, is the most comprehensive of the three interventions
and includes a breathing technique called SKY Breath Meditation, yoga, social connection, and service activities.
According to Annelies Richmond, the founding Director of the program and the Director of Teacher Training for the Art of
Living Foundation, the course has been taught since 2010 and is now taught on 58 university campuses. The study found
that of all of the interventions, SKY Campus Happiness had the most success, with students showing improvement in all
measured domains including stress, depression, mental health, social connection, mindfulness, and positive
emotion. Here are a few videos of the students sharing their experiences with the program. Of the other two interventions,
only the Emotional Intelligence program had any significant effects, with students showing improved mindfulness, or the
ability of students to be present in the moment, for students.
The other study compared the effects of an intensive four-day, 18 hour, SKY Campus Happiness workshop to a
specifically designed program to serve as a control called Wisdom on Wellness (WOW) that focused on cognitive
approaches to stress management. 108 undergraduate and graduate students were randomized into the two programs
and afterwards, while all participants felt more socially connected, only those who were in the SKY Campus Happiness
group had significant decreases in perceived stress levels, sleep disturbances, anxiety, depression, and improvement in
well-being measures like conscientiousness, self-esteem, and life satisfaction. On the induced stress tests, both groups
had improvements in heart rate during and after the experiments, but only the SKY Campus Happiness group developed
a resiliency against anticipatory stress, which means their heart rates did not go up as much when they knew the stress
was coming. This study also demonstrated longitudinal findings, with well being still improved even 3 months later.
Dr. Seppälä who is the lead author of Yale study feels beyond simply its’ comprehensiveness in comparison to the other
interventions, the breathing technique taught in the Sky Campus Happiness program is a key component of its success.
She says not only can breathing calm you down in minutes by tapping into the parasympathetic nervous system (rest and
digest) instead of the sympathetic (fight and flight) one, but research has shown breathing is also directly related to
your emotions. She explains that when we are anxious or mad, we breathe fast and shallow, and when we are relaxed,
we breathe slow and deep. In turn, when we learn to change our breathing patterns, we can then change our emotions.
Annelies adds, “It seems to work for just about anyone, because everyone breathes, and everyone’s breath is linked to
their emotions and state of mind. It works so powerfully because it uses natural rhythms in the breath to directly shift the
stress response in our nervous system...regardless of the crazy circumstances that may be happening around you and
that is real resilience.” Breathing techniques can also be learned quickly and students can immediately feel an impact. Dr.
Seppälä calls breathing the “fastest, most efficient tool for mental health.”
In addition, Annelies feels the strong positive community and social connection aspect of the program through leadership
training and service learning adds a lot to the success of it. She explains, “Social connection is a basic need of human
beings after food and water, and the feeling of being connected predicts our well-being in many ways. If you only teach
people to meditate and breath and calm their mind, with eyes closed - that is just half of it...When we combine evidencebased practices that work – that relieve anxiety and depression and raise positive emotion and well-being – with social
connection experiences and positive community, then the practices become alive and can be applied in a real life
setting.”
And, there is no realer life setting than college during a pandemic. Perhaps that is why so many people have turned to the
program in the past few months. In fact, Annelies says that the number of students they have taught has doubled since
the pandemic started in March. To put that in perspective, they normally teach about 20,000 students per semester, but
this spring/summer they have taught about 45,000 students and staff. Annelies feels this signals that there is even more
of a need for these programs and for a sense of positive community in students across the country.
As students return to campus with increased stress and uncertainty, Dr. Seppälä argues these interventions could really
help college campuses by bolstering student resilience and well-being. She thinks that by offering them as a course at
universities, and giving students an option of what to take, but making sure they take something before they graduate, the
counseling center could be left more free to be used by students who actually need the services. These classes might
also help catch at risk students that otherwise would only be seen in crisis, or not at all, by the college counseling centers.
Students would simply not be able to put off their mental health needs.
Requiring these courses, especially now, would signal to students that these skills are valued and important to their future.
Dr. Seppälä says, “students always feel like they have other things that they need to do and there's sort of been this
mentality out there, especially [in] high achiever kind of environments, where people don't value their well-being because
they don't believe their well-being has anything to do with the productivity.” Yet, she explains that they are wrong as
research shows that mental health is directly related to productivity and creativity. As Annelies puts it, “Because your mind
is the lens through which you view your life, the quality of your life depends on the state of your mind.”
Some universities, like Stanford, have already been doing this. Julia Tang, Lecturer at Stanford University in the Division
of Health and Human Performance in the Department of Medicine, has been teaching the Sky Campus Happiness
Program for the past 20 years and since 2009, it has been a for-credit class there. She notes that they generally have a
waiting list and enrollment is capped at 20 students per semester. They also get great ratings, even this semester over
zoom. Julia says, “I am so grateful to be able to teach at a place like Stanford that values student wellness as well as
academic success. By preparing these students for holistic well rounded success, we are giving them tools to thrive.”
Other colleges should consider following their lead. Dr. Seppälä adds, “Universities teach you how to think critically and
how to write...they don't teach you how to live. They don't teach you how to be happy, and it's like, isn't that part of
education, to turn people into adults who know how to handle their life?” Who could have guessed it might be as easy as
teaching them to exhale.
To Decrease Your Anxiety, Shoulder It For Others
Doug Sundheim
Aug 7, 2020,02:55pm EDT|1,431 views
I write about executive leadership and decision making in a rapidly changing world.
Heart and mind connection
It’s a wonderful paradox of life: One of the best ways to help yourself is to help others.
This truism is particularly powerful in times of high anxiety because it interrupts a classic vicious cycle. The more we focus
on ourselves, the more we worry. And the more we worry, the more we focus on ourselves.
One technique for breaking this cycle is Tonglen, an ancient meditation practice focused on holding anxiety for others. On
its face it seems ludicrous. If we’re feeling anxious why add to it? In practice, I’ve found it has the opposite effect. By
holding others’ anxiety, we get out of our own head. We see our worry in context. Moreover, the simple process of
connecting to others’ humanity reminds us of our own, strengthening our connection and compassion.
You can find a variety of guidelines online for practicing Tonglen. Many are from Pema Chodron, a Tibetan Buddhist monk
who has popularized the technique over the last twenty years.
Below is how I practice it.
1. Find a quiet space – You want to be alone and uninterrupted for at least 10-15 minutes.
2. Rest your mind — (~30 seconds) Get comfortable. Begin to breathe deeply and calmly. In through your
nose, out through your mouth.
3. Visualize what you’re experiencing — (~1 minute) Get in touch with the worry you’re currently
experiencing. Just notice it. Be honest. You don’t have to look good here. I’ve found it’s helpful to say the
anxieties out loud in a low whisper. It allows me to understand what I’m currently grappling with. Ensure
to keep breathing deeply and calmly throughout.
4. Breathe in negative feelings, breathe out positive feelings — (~3 minutes) There are many ways to
do this step. Using words works for me. I breathe in the negative things I’m telling myself about the
situation at my worst moments (this will never work, it’s going to be a disaster etc). I feel the
uncomfortable heat of the anxiety. Then I breathe out the positive things I tell myself about the situation at
my best moments (everything in life moves in cycles, with good intentions things work out). I feel the
calmer coolness of decreased anxiety. As I keep breathing in and out, I reconnect to the idea that I’m
creating my own reality on a moment-to-moment basis with my thoughts. Every moment I have a choice.
5. Visualize others who are experiencing what you’re experiencing — (~3 minutes) Who is also feeling
what you’re feeling? Start with those closest to you. Family members, close friends, people in your
organization or community. See their faces. Imagine what they are possibly feeling. Stand in their shoes.
6. Breathe in their negative feelings, send them positive feelings (~3 minutes) — On the in breath,
breathe in what others are worrying about and might be telling themselves at their worst moments. Feel
compassion for them. On the out breathe, send them something. Strength, love, understanding,
compassion etc.
7. Expand the sending and receiving (~3 minutes) — In the final moments of the meditation, expand #’s 5
and 6 out to a broader population. Visualize people in other parts of the world who are also experiencing
a similar anxiety. Breathe in their negative thoughts and send them strength, love, understanding,
compassion.
After 15 minutes, you can find this simple process has taken you out of your own head, expanded your thinking, and
connected you with others. And chances are your anxiety will have decreased some. Like any training it’s a muscle you
can continue to practice and strengthen over time.
As I’ve practiced it over the years it’s reminded me how universal my experience is. That others have been here before
me. And that all conditions are fleeting. When I’m on edge, it’s helped me feel calmer, more collected, and better able to
be the leader I need to be in that moment.
How To Cope At Work When Anxiety And Depression Take Over
Stephanie Sarkis
Aug 24, 2020,10:31pm EDT|4,403 views
Many people are experiencing anxiety and depression during the Covid-19 pandemic.
If you are feeling defeated, frustrated, and angry during the Covid-19 pandemic, you are not alone. You may be
experiencing depression and anxiety, and to the point where you feel you are one step outside of everything in your life.
You may have even wished you could disappear. Read on for how you can cope with your anxiety and/or depression
during the pandemic. This applies particularly if you’ve realized you aren’t able to work at the same pace or work at all
during the pandemic.
Go Easy On Yourself
As I mentioned in a previous article, you cannot be expected to produce at the same volume as you did pre-pandemic. It’s
just not possible. Part of your day and your emotional energy is spent adapting to a new normal. That is to be expected.
You also may have your family all at home, and they are getting bored and annoyed with each other. That also takes up a
piece of your time. You simply cannot produce the same work at the same rate right now. It’s not realistic for your
employer to expect it either. Ask yourself if you need to stop working for now, or would a decrease in work responsibility
be enough to help you through your anxiety and depression? When you have anxiety and/or depression, you may engage
in what practitioners of cognitive-behavioral therapy (CBT) call “all or nothing” thinking. That “go big or go home” attitude
may help you in sports or in your pre-pandemic workplace, but the flip side of that is if aren’t working at 150% you are
ready to pack it in. There may be other solutions, like sharing work responsibilities with a coworker or cutting back on
some projects.
See a Mental Health Professional
If you have a family history of anxiety and/or depression, if you aren’t feeling like yourself, or if you have a history of
anxiety or depression, please make an appointment with a mental health professional (MHP). MHPs include
psychologists, social workers, licensed professional counselors, and psychiatrists. Knowing that you need help is a
strength, not a weakness. See if your employer offers an employee assistance program (EAP). Your employer’s EAP may
be able to give you referrals for MHPs and provide short-term therapy at little to no cost. If you are concerned about
seeing an MHP in person due to the pandemic, almost all MHPs are providing therapy via telehealth. Check with your
MHP to see if the video service they are using is HIPAA-compliant. Telehealth therapy has some unique advantages. One
study found that CBT for depression was more effective via teletherapy than in-person therapy.
Contact a Crisis Line if You are Suicidal
If you are feeling like life is no longer worth living, you have a history of suicide attempts or feel that you are a burden on
your family and friends and they would be better off without you, please contact a crisis center or crisis line. The National
Suicide Prevention Lifeline is available 24 hours a day, 7 days a week. You can call them at 1-800-273-8255 and
suicidepreventionlifeline.org.
Contact an Attorney for a Consultation
If you are considering disclosing your anxiety or depression diagnosis to an employer to receive protections under the
Americans with Disabilities Act (ADA), it is recommended that you first consult with an attorney that specializes in ADA
workplace issues. You need to know what risks and benefits may result from disclosing your diagnosis to your employer.
You may also want to know what your rights are in the workplace if you feel your depression and anxiety is a direct result
of the way you were treated or your working conditions.
Know You Are Not Alone
You may feel very isolated right now, both due to the pandemic and from having anxiety and/or depression. Many people
are experiencing the same feelings. Anxiety and depression are known as “hidden” medical conditions — others most
likely wouldn’t know you had them. This means that there are a lot of people with anxiety and depression that feel like
they are the only ones with it. Feeling isolated is a symptom of depression and anxiety. People don’t talk about having
anxiety and depression very much due to stigma. Remember that anxiety and depression are medical conditions, just like
diabetes or asthma. You are not alone.
How To Reduce Stress And Anxiety
By Renee Goyeneche
Jun 19, 2020,09:00am EDT|3,648 views
Change your typical reactions to stress
With everything that’s happening in the world, it’s no surprise that people are reporting heightened levels of stress and
anxiety. It actually makes perfect sense, because we’ve all been touched in some way by the issues at hand.
While it’s true that current circumstances have shined a light on increasing stress levels, the trend itself is not a new one.
These numbers have been climbing for years, and recent statistics show that 32% of adults reported feeling “more
anxious” in 2019 than they had in 2018.
It’s an epidemic of massive proportion, and one that needs to be addressed due to the long-term effects on our physical
and mental health. While there’s no magical cure because stressors vary and there are different types of stress,
understanding more about how stress functions can help us find healthy ways to cope.
Types of Stress: Acute vs. Chronic
Stress falls into two categories: acute (short-term) or chronic (long-term).
Acute stress occurs in everyday life and causes a brief spike in tension that passes quickly, allowing us to revert to our
normal patterns and behaviors without long-term negative effects.
Chronic stress is created through repetition; stressors wear on us day after day, month after month. This more
dangerous type of stress is often minimized by a “this is just my life” thought pattern but can have long-term effects on our
physical and mental health.
Do this instead of worrying
DREW LEAVY
Types of Stressors: Internal vs. External
External stressors are circumstances or events that happen “to” us in the natural course of life. They can be either
positive or negative but affect some sort of disruptive change in our lives.
Examples:

Having a surprise visitor show up at your door

Getting a flat tire on the way to an important appointment

Being furloughed or downsized from your job
We generally have limited or no control over external stressors—we can only decide how we will react to them.
Internal stressors are self-imposed pressures that hinge on our attitudes or expectations about how things “should”
function as opposed to the realities of how life works. When our personal expectations are challenged or unfulfilled, our
self-esteem suffers, and it creates internal stress.
Examples:

Needing to have that promotion before you turn thirty to see your career as “on track”.

Requiring yourself to maintain a specific grade point average (or level of continued education or training)
to be “successful”.

Feeling that your home must be cleaned, top to bottom, to be “acceptable” for guests.
At best, the arbitrary demands we place on ourselves lead to a fear of failure and heightened levels of stress and anxiety.
At worst, a failure to meet such goals can cause a spiral into self-recrimination and depression.
Typical Reactions To Stress:
We often respond in one of 4 ways when we’re feeling overwhelmed with stress and anxiety:

Immobilization- We refuse to act. Decisions are either deferred or left entirely unmade because the
choices are too overwhelming.

Avoidance- Refusing to acknowledge the issue, and/or choosing not to interact with anxiety-inducing
people or situations.

Aggression- Entering into conflicts with and placing blame on others.

Surrender- Submitting to the wishes of others to “keep the peace”.
Unfortunately, none of these serve as effective long-term coping mechanisms. They actually help to perpetuate a cycle
that creates chronic stress because they don’t allow us to deal with issues in a manner that will effectively resolve them.
How to Cope More Effectively:
There are several exercises that can help maintain perspective and address stress and anxiety in a healthy way.
1. Focus on the physical. It seems simplistic, but we are better able to deal with mental and emotional stressors if we’re
not also physically stressed. That means taking pains to eat regularly and well, sleep an appropriate amount, and limit
alcohol intake.
Find ways to be active. Work out with weights, run, or do yoga. The purpose is twofold: to feel better physically, and to
gain some temporary distance from stressors.
2. Categorize the issue. Try objectively ranking stressors on a scale of 1-10, with 10 being the most urgent issue you
can imagine. You may find your high stress level exists due to the cumulative effect of multiple stressors— and that many
of those stressors rank quite low individually. If a specific issue ranks only a 2 or 3, is it worth worrying about? Perhaps it
can be eliminated from your concerns entirely by taking some simple steps.
3. Break it down. Try dividing a large, overwhelming issue into a series of tasks to be completed over time. Make a list of
the steps, and just look at the very next task as you move forward. It will help shrink the enormity of the challenge in your
mind.
4. Release the pressure. We don’t have complete control over external stressors, but we can exercise restraint when it
comes to internal stressors—the expectations we place on ourselves. There’s no reason to run yourself into the ground
trying to be all things to everyone, and then feel like a failure if you don’t get to everything on a list that’s a mile long.
Choose your battles.
5.
Utilize mantras. There are two that are particularly effective.
“I can do this.”
“That doesn’t work for me.”
The first is a positive statement that reminds you you’re capable of completing the task at hand. The second assures you
that you don’t always have to. Put your best effort into the things that are worth your time and effort, and let other things
fall away. You don’t always have a choice, but when you do, it’s fine to say no if a demand will stretch your resources
beyond healthy limits.
Finally, if you find life’s demands have simply outpaced your ability to cope, consider seeking therapy or counseling. A
professional can help you identify stressors and learn new coping techniques to help reduce anxiety levels and improve
your quality of life.
Renee Goyeneche: I am a writer and research editor focusing on information that benefits women, children, and families.
Find me on Twitter and blogging at Imperfect Perceptions
Anxious? Here's How To Manage Through The Mood
Teddy McDarrah
Nov 30, 2020,12:05pm EST|254 views
Philosophy for Main Street, not the Ivory Tower.
SAN FRANCISCO, CA - NOV. 4: After going on a run Shannon Bronson tries to relax and clear her mind ... [+]
If 2020 was a mood or feeling, what would it be?
Fear is an easy answer. We are living in a global pandemic and in the midst of unprecedented election fraud claims.
People are understandably frightened.
Sadness is another contender. Eight months into the coronavirus pandemic over 260,000 American lives have been lost
and a record 91,000 people are now hospitalized. Although there may be a light at the end of the tunnel, too many people
have experienced loss of life, health and personal safety.
What about doubt, that feeling of not trusting or believing those who we expect to rely on? In this politically divisive time,
this feeling is shared by both sides of the aisle and all pockets of the country.
But as we head into a pandemic winter and an uneasy presidential transition, to make sense of 2020 it’s clear that the
defining mood lies not in fear, sadness or doubt but a looming anxiety.
For many, anxiety is closely tied with spending, especially as the busy holiday season approaches.
This past weekend’s Black Friday saw a record $9 billion in spending, up 21.6% year over year, according to recent data
by Adobe Analytics. If sales go as expected, Cyber Monday will be the largest online shopping day ever.
With very real economic hardship throughout the country—the end of December will bring the end to unemployment
benefits for nearly 14 million workers—the larger problem becomes; where is all of this money going to come from?
A Second Pandemic
Anxiety—in the existential, not diagnostic sense—is starting to become a pandemic itself. (Generalized anxiety disorder
first appeared in the Diagnostic and Statistical Manual of Mental Disorders in 1980.) How are we to deal with this?
Managing is stressful: You may have to appease anxious family or team members while experiencing the feeling yourself.
The answer comes down to outlook. Unlike fear or sadness or distrust, this existential anxiety should not be viewed as a
wholly negative feeling.
What exactly is anxiety? To answer this question, let’s use this very real example of the economic anxiety attached to the
holiday season. To be clear, I am not asking what anxiety feels like. If a parent is anxious about finding the extra money to
give a child a gift, the parent could feel the common anxiety symptoms of a lack of sleep or the pain like there’s a pit in
your stomach.
These are of little help when trying to understand what the feeling is. For one thing, even though these are common, being
anxious can feel different for different people. At the same time, anxiety is not the happenstance that makes you uneasy.
The anxiety felt by the parent who is financially struggling is not the fact that he or she is struggling, that is only the cause.
So, what connects all of this? What is anxiety?
Soren Aabye Kierkegaard, 1813 - 1855 Danish philosopher, theologian, poet, social critic and ... [+]
UNIVERSAL IMAGES GROUP VIA GETTY IMAGES
Anxiety, at its very core, is unidentified. Unlike fear, where you know what you are scared of, and unlike sadness, where
you know what is making you sad, the feeling of anxiety is present because you are facing something unknown. The
parent (or a nation on a holiday spending spree) does not know where the money is coming from. Thus, we are anxious.
In a year of such ambiguity, where even our country’s leaders are unsure of what is coming next, anxiety is the mood of
2020.
What’s Next?
When presented with the unknown, what do you do next? This very question is why anxiety ought to be viewed in a more
positive light. With the feeling of anxiety—which we now understand as the feeling of the mysterious or unnamed—there
is potential for any number of outcomes. Too often does the feeling of anxiety bring stagnation. Being anxious is feeling
that the path ahead of you is not yet clear. Therefore, the answer is to decide where it is going.
How can this be used in a practical capacity? A leader presenting their potentially anxiety-ridden team with an openended project, and not some strict paint-by-number-esque procedure, allows the employees to decide the steps taken to
reach the desired outcome. There is no negative anxiety that might be attached to meticulously following policy. On the
contrary, this allows a variety of practices that can be taken to reach the result.
This turns the unknown into shared accomplishment that can actually bring out the positive nature of anxiety because
having the feeling will give way to numerous and creative attempts to solve the project.
The challenge is the same for millions of Americans. The holiday season brings a lot of anxiety, all which is magnified in
the year 2020. You are challenged to view this feeling not by what causes it, or how it makes it feel, but what it really is:
Possibility.
Five Steps To Manage Generalized Anxiety Disorder
Jill Griffin
May 26, 2020,12:38pm EDT|2,072 views
I write about jobs, careers and the workplace.
Achea Redd, Mental Health Advocate
May is Mental Health Awareness Month, and it's more integral than ever that we all understand that it's OK to not be OK—
because the stigma is more dangerous than ever. Being locked down in our homes for this extended period of time has
only exacerbated the problem.
Achea Redd, wife of former NBA star and Olympian, Michael Redd, who played alongside Kobe Bryant, suffered from
eating disorders throughout her teens and was diagnosed with depression and Generalized Anxiety Disorder in 2016.
Ashamed of her condition, Achea hid it, which exacerbated her issues to the point of a full-blown breakdown.
With the help of her therapist, doctors and loved ones, Achea recovered and thrived—but suffered setbacks yet again
after undergoing a full hysterectomy in 2019, which sent her hormones awry and triggered her. Thankfully, Achea is
thriving now and seeks to help end the stigma associated with seeking mental health care, especially as a woman of
color.
I had the pleasure of speaking with Achea about her personal story and message for others. Here are some of the
highlights of that interview:
Jill Griffin: Can you tell me about your breakdown and walk us through the steps you took to your recovery?
Achea Redd:
Step 1: Be Aware. That was what led me into treatment and getting the diagnosis of generalized anxiety disorder and
depression. I'm a "big emotion" kind of a person—very passionate, very compassionate, very emotional, and I connect
very well to people. I think what had happened with me was something I've been working on with my therapist and my
husband: compassion fatigue. It's a real thing, and I kind of dug into the definition a bit as it pertained to me.
Step 2: Understand that there is Danger in Caring too Much
Just being a big-hearted person, I got so involved with helping everyone else and caring for everyone else—their
problems and burdens became my problems and burdens, their highs and their lows became my highs and lows—and I
began neglecting myself. You can only do that so much before your emotional tank goes empty, and I wasn't aware at
that time that that's what I was doing. That was just how I always was. I was giving and giving and giving and giving in
hopes of getting some of that back, and that wasn't the case. I was the only one giving, and I wasn't receiving. You can
only give what you have and once that's gone, nothing can happen and you are empty. I think that's where the breakdown
happened.
Griffin: How did you get help for that?
Redd: Step 3: Get Help.
To be honest, help chose me. There was honestly no other way I could continue to keep going. I could not sleep or
function—I couldn't cook, clean, take care of my kids. I could not function without crying, tremoring and having nonstop
panic attacks. The last panic attack that I had before I got help took me out. It was a whammy, a big one. I was walking
around and pacing to try to figure out how to settle myself—there was so much adrenaline that I felt like I could lift a car
but there was no car, you know? I was terrified of nighttime, because I wasn't sleeping and I knew that when I lied down,
the panic would hit me again between 2 and 4 a.m. I went to the doctor because I had such strong physiological
symptoms that I was nervous that I wasn't OK. I felt really sick. I drove to the doctor that day, and how I got there I have
no idea. It was divine intervention that I even got there because I wasn't in a place of mind to do anything
Griffin: What are you working on now? And who is it targeted to?
Redd: Step 4: Spread the Word.
That's the million-dollar question! Women and young girls from 12 to 17. The age range is so broad because all of us have
moments when we deal with things like this because of the pressures from society just to be a woman or a girl, whether
it's going into careers, motherhood or just taking care of yourself. When I go after the teens, I target and speak to them
like I'm their auntie, and I try to speak to them in a way that I wish someone would have helped me when I was teen. I
don't talk to them like a parent, I just tell them, "Listen, you're going to be OK. This is all part of the journey."
Griffin: How did you get into helping women?
Redd: I've always been fascinated with the human mind. I went into PR at the urging of my father, but I was so into
psychology that my professors pulled me aside and told me I should be a therapist. I'm really a nerd! But my dad
discouraged it. When I went into my own issues, major depression and generalized anxiety, my thing is, if I have a
diagnosis I'm going to learn about it as much as I can and use that to help others who may be struggling
Griffin: Can you give me a success story?
Redd: This fall, I was invited to be the YWCA’s keynote speaker for one of their biggest fundraising events. There was a
young girl, an intern about 16 or 17, who was having problems with severe anxiety and she was diagnosed with GAD,
which I was also diagnosed with. Her doctor gave her an SSRI medication, and she was struggling with the stigma of
being medicated for a mental illness, especially at a young age. I tried to be this superwoman getting over her anxiety
without help, and I had to learn that you're not a mental health warrior because you go off your medicine and make it on
your own. you make the choice to take the pill, that is self-care, you are taking care of yourself. The intern came to me
afterward and thanked me for helping her feel better about taking her medication and taking care of herself.
Griffin: Anything you'd like to add?
Redd: Step 5: Always Be Watchful.
Where I'm at now is an important part of the story to understand: Just because I may be in a good space for several
months and I am taking my medicine, I'm going to therapy and taking care of myself. It doesn't negate the fact that I'm still
going to have bad days. It's not a cure all. when someone has genetic stuff or chemical stuff in their brain, it doesn't
matter—you can do all you can do, and you'll get it about 85 percent, but you'll have those 15 percent moments and days.
You have to embrace those days. Don't be discouraged and think it isn't working. Embrace those days and know they're
just moments. Moments pass. Keep at it. I still have bad days; I still have struggles when there's a medicine change or
when I'm triggered by things. We're works in progress. Mental health journeys are not linear. There are highs and lows,
peaks and valleys. Take it day by day. Give yourself space that you need—taking a hike, watching Netflix for a few
hours—and the grace that you deserve, like a good cry. Space and grace!
Mastering Your Body’s Response To Stress In Business
Stephanie Burns
Feb 11, 2021,01:10am EST|1,203 views
I cover female entrepreneurship and personal branding.
Defining a new way of working and living has lead to a higher level of anxiety amongst the majority of us. The bad news is
that most of us don’t know how to manage our stress response. The good news is that a well-researched practice called
Emotional Freedom Technique (EFT), more commonly known as tapping, can soothe your nervous system in stressful
moments. Like when you’re reviewing your financials, about to do a Facebook Live, or in need of having a tough
conversation with a client.
If you’ve ever found yourself mindlessly rubbing your temples when you're tired or anxious, then you're just one step away
from using EFT. To date, there are over 100 peer-reviewed outcome studies that look at the use of EFT to treat
psychological distress. Ten of these studies used randomized control trials to compare EFT to standard of care
treatments. They found that EFT was either as effective or more effective and often faster than standard treatments, such
as Cognitive Behaviour Therapy (CBT), in treating a variety of symptoms.
Sherry Lukey is a trauma specialist who guides clients through difficult past experiences so they can achieve next-level
personal and professional success in the future. Her signature program, Fear to Freedom, and R3 formula, uses
Emotional Freedom Technique (EFT) to empower men and women to eliminate negative behavior patterns and establish
positive ones.
Here’s how to use her R3 formula to manage the stress you may be feeling in your business.
Mastering Your Body’s Response to Stress in Business | Stephanie Burns
KEYLIGHT PHOTOGRAPHY
1. Recognize What’s Happening
“If you’re like most Type A people, you are used to living in your head and don’t pay much attention to the feelings in your
body,” notes Lukey. “For many people tuning into the emotions in their body can feel uncomfortable or even unsafe. We
can even learn to ignore the sensations in our bodies. Yet, to reprogram your brain to respond differently, you must be
able to recognize your body’s stress response (fight, flight, or freeze). Classic physiological signs of stress response
activation include shallow breathing, racing thoughts, tightness in your chest and a pounding heartbeat. As soon as you
notice that you are experiencing one or more of these feelings, it’s time to deescalate the situation.”
2. Reprogram Your Brain To Let Go Of Stress
“Here’s where the EFT comes in. When you tap (stimulate) with two fingers, high concentrations of nerve endings or
acupressure points on your upper body, it sends a soothing signal to the emotional control centers in your brain,
interrupting your stress response. The real magic happens when you tap and talk about the stressor you’re facing. By
acknowledging and processing all the negative emotions you would typically stuff away, you begin to release them and
reprogram your brain to let go of stress,” says Lukey.
“With two fingers, gently tap on the side of your right or left eye. Tap as if you were tapping your fingers on your desk. At
the same time, ideally, you'll talk aloud to yourself, but you can also just say it in your head. You might say:
Even though this is an important call, and I’m worried I’ll mess it up, I’m acknowledging it now. Even though it feels like if I
mess up this call it’ll be the end of the world, it actually won’t be. Even though the success of this call feels so important to
me and I feel so much pressure, I want my body to know that the outcome of this call is not a threat to my survival.
“Repeat this to yourself while tapping on the side of either or both eyes, and see how you feel afterwards. With your
nervous system soothed, you will start to notice that your heart rate decreases, you can breathe more deeply and your
body relaxes. After you return to a state of emotional regulation, you regain access to the creative problem-solving part of
your brain. Then you can begin to see things from new perspectives and access positive, supportive thoughts.”
3) Reinforce Positive, Supportive Beliefs
“Many people don’t realize that much of the stress they experience is due to limiting beliefs born out of negative or
traumatic experiences, usually from our childhood. For example, if you’ve ever experienced bullying, perhaps you worry
about being visible, so the idea of doing a live webinar floods you with anxiety and you never host one. Subconscious
beliefs can limit your behavior and cause you to instinctively react to stress, instead of responding thoughtfully,” says
Lukey. “But tapping can help you retrain your brain. We learn through repetition, so repeatedly responding with tapping
can help you rewrite those stories from your childhood and reinforce positive, supportive beliefs. Using the R3 formula
(Recognize, Reprogram and Reinforce) consistently, you can master your body’s response to stress and experience
game-changing results.”
4 Strategies To Reduce The Impact Of Stress And Fear On
Disengagement
Luciana Paulise
Feb 11, 2021,09:00am EST|362 views
I am a culture coach, speaker and book author.
Today, especially after the damage the pandemic has caused to the economy, some organizations are more focused on
metrics than ever. Furthermore, and ironically, giving, receiving, and asking for feedback is rare and terrifying.
After all the furloughs and employee reductions, fear and disengagement have increased in the most affected industries
and companies. Not only impacting the employees that left but also the ones that remain, the perception is that their job
stability is on the line at every small mistake they make. This makes them feel more nervous, defensive and disengaged.
Moreover, they are probably more focused on looking for other opportunities outside the company, or fiercely fighting for
any opportunity in the current company, than performing as usual. In many cases, this fear could even become a selffulfilled prophecy, where the employee is so fearful and distracted that ends up not performing hence, being scrutinized
even more.
While some companies could not have avoided personnel reduction, there are some strategies they can implement to
reduce its effects on fear and disengagement with the current staff, to move from a culture of fear, shame and anxiety to
a we culture focused on CARE: connection, attention, respect and empowerment.
Brené Brown, a shame researcher author of the book Daring Greatly, recommends four strategies for building shameresilient organizations:
1)
Support the leaders that are willing to facilitate honest conversations and help to find potential in people, not the
ones that just prefer to blame or make people feel shame. Employees with shame, pass it to their customers, co-workers
and families. Leaders are role models, and employees follow what they do, not what they say. To change a culture of fear,
leaders are the first ones that don’t need to start a hunt because of an “audit finding”, but need to start a conversation.
They need to accept that they are far from perfect, like everyone else, and that is OK.
2)
Facilitating an effort to recognize where the organization is using blame or fear to solve problems. Innovation,
learning, and creativity are not certain, therefore they are connected to the fear of failure. If failure is not embraced by the
company culture or it is punished, someone must be found responsible when there is something wrong. So instead of
focusing on solving the problem, the focus is on who is to blame. Here there is no room for innovation, learning and
problem-solving. Therefore, disengagement and poor performance are the first symptoms. People stop caring because
they feel hurt and vulnerable, wondering if they will be the next who fails.
3)
Normalizing errors, fear, or failure by talking about them, bringing them on during one-on-one sessions, courses,
or coaching sessions. Identifying what you know, admitting you have a problem, and making a list of things you don’t
know or need to be fixed. Finally, engaging your team in finding the right problems and the right opportunities for
improvement.
As Brené Brown, puts it “We can't eliminate fear from our lives, but we can definitely get to the point where our fears do
not stop us from daring to think new thoughts, try new things, take risks, fail, start again, and be happy.”
4)
Training all employees on the difference between guilt (You did something bad) vs shame (you are bad). Shame
causes disengagement, guilt is more positive, as you have the feeling that you can still learn and improve. Everyone
should be trained on how to give and receive feedback so that it is more constructive than destructive.
The first step to build a fear-free environment is to see mistakes as opportunities for improvement. You can see mistakes
and ideas as problems you fear, or you can see them as opportunities, accept them, and learn from them. They will be
there anyway, so it is all about how to deal with them. Frederic Laloux, author of Reinventing organizations says “What
replaces fear? A capacity to trust the abundance of life. We come to believe that even if something unexpected happens
or if we make mistakes, things will turn out all right, and when they don’t, life will have given us an opportunity to learn and
grow”.
Try These Mindfulness Techniques For The Best Antidote To Job
Stress
Bryan Robinson, Ph.D.
Feb 10, 2021,06:45am EST|587 views
Mindfulness cultivates calm, clarity and confidence and lays the foundation for greater job ... [+]
In the era of Covid-19 when things are uncertain and feel out of control, it’s natural that our stress levels are on the
rise. Mindfulness is the ability to pay compassionate, nonjudgmental attention to what you’re thinking and feeling and to
what’s happening in the present moment. Harvard scientists have found that the human mind wanders 47% of the time
and that when you stray, you pay. When your mind wanders, you’re more stressed out and unhappy than when you stay
in the here and now. The researchers found that people were happier no matter what they were doing—even working
overtime, vacuuming the house or sitting in traffic—if they were focused on the activity instead of thinking about
something else. A recent SWNS research study, conducted by Onepoll on behalf of Vida Health found that for many
Americans, mindfulness practices are having a positive impact on their mental health: 59% are more interested in
mindfulness now than they were before the pandemic, and 60% feel more aware of and in touch with their emotions than
ever before.
Mindfulness trains your mind to do what it doesn’t do instinctively: to come back to the present, enjoy the moment and
appreciate your life instead of focusing on worries of the future or regrets of the past (“What if I get laid off?” or “I wish I
had gotten that promotion” or “Will I get the coronavirus?”). With practice, mindfulness gets you to a state where your
mind is relaxed and alert at the same time. A growing body of scientific evidence attests to the link between mindfulness
and stress reduction, well-being and greater job productivity and career success.
Take Advantage Of This Restrictive Time
Many celebrities—including actress and dancer Julianne Hough, Japanese organizing consultant, Marie Kondo and
singer/songwriter India.Arie—believe this is a good time to take advantage of social distancing, self-quarantining and
other restrictive measures to learn to meditate or deepen your meditation and spiritual practices. Scientists have shown
that mindfulness meditation is an antidote to worry, fear and anxiety, which can compromise our immune systems and
prevent us from being our best selves. This nonjudgmental, compassionate acceptance of whatever is happening in the
present moment strengthens our natural defenses, calms the nervous system and provides clear-mindedness so you can
perform at your best. Through mindfulness Microchillers you can become more in charge of your anxious mind. The
starting point is learning to cultivate present-moment awareness. There’s always time for five minutes of micro self-care to
refresh your mind. The practice of these simple exercises at your desk, in your car, on your sofa or in bed can enhance
your health, well-being and job productivity.
All you need is five minutes and yourself, a comfortable chair or cushion and a place where you won’t be distracted. Sit
upright with your spine straight in a chair or on the cushion, and you’re ready to roll. I recommend you meditate for only
five minutes to start, gradually increasing your sit time to 15 or 20 minutes once or twice a day. Here are a few different
types of mindfulness to get you started.
The Butterfly Hug
Think of a small worry, problem or concern that has been bothering you, not a big kahuna. After you’ve chosen something
small, cross your arms over your chest and flap your hands against your shoulders. Turn your head to the right and find
something to focus on. It doesn’t matter what it is. It could be a wall, painting, carpet or some aspect of nature. As you
focus on the object pay attention to it in detail for about 20 seconds. Notice the shape, size, colors and see it as vividly in
your mind’s eye as you can. Then turn to your left and focus your attention on something else for another 20 seconds.
Take in as much of the detail of the object as you can. Keep flapping your butterfly wings as you continue the exercise.
Now, turn back to your right again and focus on another object and pay attention to all of the details: shape, colors, size
and so forth. Then turn again to your left again and repeat your focus on another object for about 20 seconds.
After you’ve finished the exercise, recall the worry or concern. At first, you might have difficulty remembering the original
concern, or it might take you some time to remember it. And once you do recall, chances are the original concern will
have lost much of its power. Why? The exercise of present-moment awareness puts the brakes on your fight-or-flight or
stress response and activates your parasympathetic nervous system (or your rest-and-digest response). Once
mindfulness turns off the red alert, you have more access to calm, clarity, and confidence.
Focus On Your Breath
One of the simplest and easiest forms of meditation is to use your breath as a focal point. The actual practice is realizing
your attention has strayed and bringing your mind back to your breath, linking your mind and body together in the present
moment. When you do this on a regular basis, meditation practice keeps you more in the here and now as you move
through your daily work routines.
Sit in a comfortable place with eyes closed. Breathing in through your nose and out through the mouth, focus on each
inhalation and exhalation. Follow your breath through to a full cycle from the beginning when the lungs are full back down
to when they’re empty. Then start over again. As you stay with this cycle, mindfully watching your breath, thoughts arise in
the form of judgment: wondering if you’re doing it right, thinking about tasks you have to do later, debating if it’s worth your
time. Don’t try to get rid of the thoughts. Allow them to arise and accept whatever arises with open-heartedness, bringing
your attention gently back and focusing on the breath. Each time your attention strays from the breath (and it will), bring
your awareness back to it. There’s nowhere else to be, nothing else to do but notice your breath. If your mind gets caught
in a chain of thoughts, gently step out of the thought stream and come back to the sensations of your breath. After five
minutes or more, open your eyes and notice how much more connected you are to the present moment.
Naming Sensations
Our negativity bias inclines us to pay attention to negative things and to ignore the positives. Sensing into pleasant and
neutral sensations embodies positivity and tells you where you are in space and time. Take a drink of something. Pay
attention as it hits your tongue and track it as it moves down the back of your throat into your stomach. Notice how far
down you can sense the drink. Can you name the sensations? Hot, cold, tingly slippery? How thick or thin is it?
Rub your palms together for thirty seconds then hold them away from each other and notice the sensation. Name the
sensations: warm, tingly, spacious light. Now hum for a while. Again, pay attention to the body sensations such as
tingling, relaxed or lightness.
After these sensing exercises, bring you awareness inside your body and just notice. Paying attention to sensations is
what forms new connections and rewires pathways in your brain. And the power is being intentional about noticing. That’s
what makes it stick. What do you notice about your breathing, heart rate or muscle tension?
Are You Getting The Hang Of It?
There is no one-size-fits-all formula to get the hang of meditation because there’s very little you have to do other than
watch your thoughts with curiosity as you focus on your breathing. If your mind is still after meditating, if you feel relaxed
and rested and if you have a calmer approach to stress, chances are you’re meditating correctly. In the long term, you
know meditation is working when you’re less reactive to job stressors, you worry less and you’re more grounded in the
here and now instead of mentally stuck in the past or future. You’re more adaptable and stress resilient, and your
batteries feel recharged.
During these uncertain times when you get overwhelmed, anxious or frustrated or things don’t turn out the way you
hoped, get in the habit of bringing your awareness to the present moment. After regular practice, these Microchillers
inhibit your automatic negative reactions and give you the space to feel calm, clarity, confidence, compassion, and
connection to yourself and others.
The Virus Stresses The Need For Companies To Become Flexible
Roger Trapp
Jan 31, 2021,06:56pm EST|172 views
Nandan Nilekani, co-founder and chairman of Infosys, stresses the importance of the human element in ... [+]
Nobody disputes that the past few months have brought about huge changes in the ways that companies of all sorts have
had to organise themselves. But, with vaccination in some countries well under way and hope of a return to some kind of
normality, it is time for them to move on from crisis mode and to think about how they are going to set themselves up for
the future.
With great timing, a new book suggests that leaders should not be too fixed in their ideas of what kind of shape their
organisations should adopt. Rather, the authors of The Live Enterprise suggest that companies should become more like
a living organism and respond immediately as their markets, needs and customer preferences change. Jeff Kavanaugh
and Rafee Tarafdar point out that the operating models traditionally used by companies to represent how they deliver
value to internal and external customers “simply can’t keep up with rapid market changes” of the sort we are seeing today.
This is why executives have so much trouble applying existing frameworks. At Infosys, a leading international technology
and consulting company where both Kavanaugh and Tarafdar are senior executives, when management found that the
traditional framework did not meet the needs of a modern large and complex organisation, they decided to dismantle the
old models instead of supplementing them. “We took a page from the agile playbook and focused on guiding principles
over rigid structure,” they write.
They started with six strategic objectives — the agility of a startup, responsive to customer needs, networked and
connected ecosystem, velocity of ideas and innovations, competitive advantage through platforms and extreme
automation in everything they did. Then, they used these to produce four outcomes:
Quantum organization — an agile organizational structure that drives collaboration, innovation, strategic alignment and
new culture across interconnected teams.
Perceptive experiences — respond quickly but thoughtfully and scientifically to opportunities to create valuable new
experiences for employees and customers.
Responsive value chains — repurpose, reimagine and re-engineer the value chain to see what is not there and also
what can be improved or eliminated.
Intuitive decisions — automate systems so that routine decisions and responses can be dealt with through the minimum
of human involvement, leaving people free to focus on more important analysis and decisions that cannot be made by
machines.
Of course, large enterprises have been seeking to ape smaller businesses for years, egged on by business school
academics and consultants enthused by the glamor of startups. But they tend not to be too successful, partly because in
the end — try as they might — big well-established organisations are just too complex and unwieldy to behave like them.
The Infosys approach, honed over many years within the business and then tested on customers and clients, is more
rudimentary and thorough, encouraging those who decide to embark on this journey to challenge pretty much everything
about how they do things.
But for all this emphasis on science and rigorous, there is also a strong human element. As Infosys co-founder and nonexecutive chairman Nandan Nilekani says in his foreword: “When we talk about disruptions and swoon over the latest
advances, it’s easy to lose sight of the fact that humans are at the core of all innovation and are at the beating heart of a
Live Enterprise.”
How To Get To The Core Of Your Work Stress
Ellevate
By: Jessica LaMarre
Jan 25, 2021,08:00am EST|902 views
We share our expertise on leadership, business skills and more.
How to Get to the Core of Your Work Stress
Stress has been an epidemic for decades. Time magazine’s June 6, 1983 cover story called stress “The Epidemic of the
Eighties” and referred to it as our leading health problem. In 2015, the US National Institutes of Health released a national
study that found 60-80% of primary care visits are stress related. In 2020, the pandemic caused American’s stress levels
to rise to greater proportions: Nearly eight in ten adults (78%) say the coronavirus pandemic is a significant source of
stress in their life.
Search "stress" on the internet and you will get over one billion hits. Search for "stress management" on the internet and
you will likely find a variety of answers including exercise, eating healthy, avoiding unhealthy habits, getting enough sleep,
avoiding caffeine or alcohol, keeping a positive attitude, and the list goes on.
When I first started in the quest to reduce my stress around two and a half years ago, these were the recommendations I
found while doing my research. As a working mom, adding things to my already lengthy to-do list just caused more stress
and guilt.
Exercise: Great! When shall I find the time?
Eat healthy: Awesome! As I rush through most of my meals.
Get enough sleep: That’s funny!
Keep a positive attitude: Have you not seen this smile glued to my face and me constantly saying 'I’m good?'
So, if stress has been an epidemic for decades and the internet has countless stress management options, why are we so
stressed?
[Related: Numbing for Coping With Stress, Especially During the Holidays]
Searching for an answer.
I was determined to find the answer – as a stressed, overwhelmed, overworked working mom, I was desperate. In my
quest to understand stress I learned from Karla McLaren’s book, "The Language of Emotions," that the word "stress" does
not even come from the world of emotions; it is a term from the world of physics and engineering, where it is defined as
pressure - pull or force exerted on one thing by another.
Interesting that we use this word to define our emotions. So now if we're angry, disappointed, sad, frustrated, irritated,
exhausted, or overwhelmed, we just use the word "stress" to describe how we feel.
As I dove deeper into what is at the core of stress, I learned that when the stressor occurs, our bodies signal a stress
response (physical, mental, or emotional). We typically overlook or suppress the stress response our bodies are giving us.
As we continue to do this day in and day out, our stress becomes distress, which is stress that is severe or prolonged.
I love the way Dr. Erin Olivo puts it in her Psychology Today article:
So why aren’t we better at managing stress? Because we aren’t targeting the right problem! We use stress as a catch-all
phrase to describe a general sense of feeling overwhelmed but in order to really begin to break down the problem of
stress we need to get more specific and call it what it really is — distressing emotions.
The root cause of stress.
What I learned is that the root cause of our stress is the suppressing or repressing of our stress response. Bottom line:
We are not listening to our body’s response to stress. We are not listening to ourselves!
It’s not just a stress problem, it’s a disconnection problem. Which is not a surprise, as we have kids, significant others,
employers, customers, etc. all demanding our time. So, we don’t take any time for ourselves. We may feel the stress in
our body or sense it in our irritation or frustration, but we suppress it or repress it because we have too much going on and who has time to slow down, right?
Since first learning about stress, a lot has changed, and I've had plenty of times to practice what I learn and teach. One
thing we know for sure is there will always be stressors, so the key is to address the stress at the core. The goal is to
listen to what our physical, mental, or emotional stress response is and act upon it.
We have forgotten how to identify with our own bodies. We typically treat the symptom, not the root cause. For me
personally, I would end up on antibiotics for the inevitable sinus infections that would come monthly as a result of stress,
treating the symptoms - not the cause.
Now that I treat the cause, the sinus infections are no longer an issue. On the rare occasion that I do get one, it is
because I am not addressing my stress at the core.
[Related: Five Tips for Creating a Culture of Health in Your Workplace]
Getting to the core of your stress.
Here is a three-step process to address your stress at the core. I know that as busy individuals taking on more, this can
be overwhelming. But this process is not about doing more; it is about listening to what you need.
Initially the process will take about a minute, but as you build the connection with yourself, it will become something you
can do in seconds. Ask yourself the following questions in each step.
Step 1: Become aware of your stress response.

"How do I respond to stress?"

"What is my stress response (physical, mental, or emotional)?"

"Am I suppressing or repressing my stress response?"

Get clear on how stress impacts your body and behavior.
Step 2: Identify the root cause.

Using mindfulness, which in simple terms is focusing on the present moment, take a few deep breaths.
Inhale fully, exhale fully. Ask yourself what it is you need.

"What is my stress response communicating to me?"

You may be surprised to find yourself with very fast responses. Trust what comes to you. Your body has
been trying to communicate with you for decades.

If you don’t receive a response, just breathe a few more breaths and ask again. It will come. It is
there; you just have to be willing to be open to listening to yourself.
Step 3: Listen to what you need.

This may be the hardest step, as what you need may not be something you have time for in the moment.
If that is the case, finish what you are doing and then take a few minutes for yourself to re-connect.

Give yourself permission to give yourself what you need.

Trust yourself! Listen to yourself! You know what is best for you!
If you don’t know where to start, I recommend that when you feel stressed or overwhelmed, you take a break. Research
shows taking a break can reduce stress and improve productivity.
[Related: Work + Life: Balance or Collision? Why Workplace Wellness Matters]
—
Jessica LaMarre is a mom of three, writer, speaker, and workshop facilitator. She guides high-achievers to access
personal and professional success from the inside out. She's been featured in ForbesWomen, UpJournal, Thrive Global,
EllevateNetwork, and Medium.
Three Secrets To Combating Employee Stress In 2021
Lorna Borenstein
Jan 12, 2021,07:00am EST|712 views
CEO and Founder of Grokker, the on-demand well-being engagement solution, personalized to match employees' needs
and abilities.
We're all eager to put 2020 behind us and start fresh, facing forward into the new year with confidence and peace of mind.
While nothing looks or feels the same as our pre-Covid-19 lives, we've built up the organizational resilience we need to
feel optimistic about the road ahead. As leaders, we need to respond proactively to the new realities and embrace the
more personal support our employees are craving in this post-pandemic work environment.
Setting ourselves up for success requires staring two particular realities in the face: 1) remote and hybrid working models
are here to stay, and 2) worker stress continues to dominate. Employees need more from us — or at least something
different — and we need to take a new approach to how we care for them in this context.
Two Workforce Trends Set The Tone For 2021
Gallup reports that in 2020, the percentage of American employees working remotely doubled, from 31% to 62%. Turning
the corner into 2021, working from home has evolved into a more prevalent and, in many cases, permanent state for large
swaths of the population. Businesses are realizing the significant cost reduction benefits of having smaller real estate
footprints and that fears about employee productivity losses when not on-site were largely unfounded.
Today, approximately 44% of employers, up from 24% prior to the pandemic, have established official flexible working
policies to accommodate employees' safety needs and the preference for maintaining remote working arrangements.
In fact, Stanford economist Nicholas Bloom has identified a new working-from-home economy, which now accounts for
more than two-thirds of U.S. economic activity. His research with the Atlanta Federal Reserve and the University of
Chicago found that post-pandemic, the share of working days spent at home is expected to increase fourfold, from 5% to
close to 20%.
Furthermore, stress is a far larger problem for most people than it was a year ago and will persist in 2021. While this
seems perfectly natural in an environment plagued by a global health crisis, according to our 2021 State of Stress Report,
it is particularly troubling to find that a majority of U.S. workers see no immediate end to their stress. In fact, employees
working from home are at least twice as likely to feel "overwhelmed" by stress when compared to employees who are
working on-site. There is a period of adjustment required to adapt to the new remote work world and to help employees
develop new routines and habits to once again thrive.
However, this is easier said than done as this physical distancing poses greater challenges to managers who cannot
physically be with their teams and pick up on cues that might have historically provided early warning signals of employee
burnout. Here's the nuance that leaders need to understand: The experience of working from home is evolving — and for
many, it's challenging enough to warrant drastic action from employers.
Even as the pandemic itself loosens its grip on us — thanks to immunizations, greater corporate flexibility for at-home
workers and the adoption of digital collaboration and connection tools — large-scale remote and hybrid work is still a new,
untested experience. Employers need to be hypervigilant and employ better means of staying connected to their teams in
the new year to combat and hopefully prevent mental health issues in particular before they occur. That brings us to my
recommendations for getting 2021 off to a great start.
What can employers do to set up a resilient, productive 2021?
1. Sync leadership, cultural and benefit tactics with strategic goals. The first step starts at the top, which must
prioritize supporting employees — on their terms, in the new normal so that they can perform their best. This means
investing in new programs and processes that put employees' needs first and then arming front-line leaders with the
executive backing and resources they need to set goals, communicate expectations with employees, maintain a
collaborative virtual teamwork environment and enable more work/life flexibility.
2. Be prepared for more disruptions and talk about them openly. We have the foresight, experience and tools today
that we didn't have even a year ago. We're ready to withstand what might happen the next time we face significant
disruption, and we understand how disruptions affect our workforce much better. You've done the business continuity
work already — and your organization has made it through 2020 — so focus on open communication to employees and
ensuring they feel aware and prepared.
Perhaps more importantly, now is the time to cultivate managers' listening skills as part of the people plan. Help them
know how to look out for warning signs of employee distress, disengagement and burnout, and how to give employees
permission and tools to take care of themselves and each other.
3. Keep up morale (from a distance) with positive leadership. Beyond actively listening to your workforce, you need to
share your vision of the future in a clear and tangible manner. Employees should be able to easily connect their efforts
with the larger corporate goals you are trying to achieve, so they feel bought in and have a sense of purpose. Take fun
seriously! Try thoughtful and entertaining experiments, such as smaller team-specific well-being challenges.
Maybe start this new year with a workforce pulse survey to check in and report out on the key areas of strength and
opportunity, and then follow up and share how people are doing quarterly. Follow-up is key, and demonstrating
consistency in your commitment to positive leadership will trickle down to managers, employees and other stakeholders,
including vendors and customers.
We can't stop the stress any more than we can stop the pandemic, but we can help our people cope better by being
prepared. And we can make sure they know we are here for them, understand them and have invested in resources to
support them.
How To Break The Stress Code And Lower Your Job Stress
Bryan Robinson, Ph.D.
Nov 30, 2020,07:24am EST|571 views
Spending more time BEING instead of DOING gives us a more positive frame of mind and makes us ... [+]
Is your to-do list as long as mine? I doubt it, but it could be. What about the hours of screen time you put in each day and
the deadlines you’re up against? And how long is your list of shortcomings and the things you haven’t done? When you’re
trying to relax, how often do you tell yourself, “Don’t just sit here; do something?” And how many times have you thought
about what you can’t do because of job grievances that stand in the way?
Are You Driven Or Drawn?
When we toil as if we’re a car going 80 miles per hour with no brakes, we allow the car to drive us. And our engine will
eventually burn out or we’re going to go off a cliff. If you stop to think about it, some of us treat our cars better than
ourselves. As you can see in the opening paragraph, much of what we demand of ourselves is negative and oppressive.
In the same way, the human body wasn’t designed to be driven; it was designed to be drawn, which requires both
gas and brakes.
When you’re driven, you become slave to mental oppressive mandates and the external demands of your career. Most of
us are not aware of it because we’ve grown accustomed to being on autopilot and lost the attunement to our surroundings
and ourselves. We hit the ground hurrying and rushing from the moment we wake up, shaking our fists at the clock
because there aren’t enough hours in the day. As we frantically and mindlessly toil on a task—concerned the boss won’t
like the finished product or we won’t meet the deadline—we’re out of our present mind, stuck in future worries or past
regrets. These external and internal pressures backfire, undermine our ability and create unnecessary stress.
When we’re drawn, we’re at the wheel, attuned to ourselves and our surroundings in a calm, nonjudgmental way and
focus on what’s happening right now. We’re anchored in the present moment, driving the car instead of allowing it to drive
us. We focus on the opportunity nested in a difficulty, and we’re mindfully productive, making conscious choices that
enable us to scale obstacles that stand in the way.
The Perspective Less Taken
We need gas and brakes working together to be effective in our careers. Those of us who live with the gas full throttle
(also known as the fight-or-flight response of your sympathetic nervous system) will be more stressed, more tired and
sicker. But if we apply the brakes (also known as the rest-and-digest response of your parasympathetic system) in
coordination with the gas, we will be happier, healthier and more productive. Five minutes a day in which we still our busy
minds and center into the quiet places inside sets the compass of our heart so we are drawn, even in times of upheaval.
You can’t have a front without a back, a top without a bottom or a right without a left. The language we use reflects how
we treat ourselves in the course of a workday. The following list describes what a healthy, balanced life with both gas and
brakes might look like. Notice when we flip the narrow, oppressive words, it frees us up to understand how we can reset
the imbalance in our work lives.
1. Focus on your accomplishments when you ruminate on what you’ve avoided.
2. Place as much emphasis on being in the present moment as thinking about the future. When you’re trying
to relax, learn to tell yourself, “Don’t just do something, sit there.”
3. Create a to-be list—watch a sunset or a bird nesting—alongside your to-do list.
4. Use your graydar to find the shades of gray when you get caught in all-or-nothing thoughts. “I didn’t get
the promotion; I’ll never reach my career goals” becomes “I didn’t get the promotion, but there are many
other steps I can take to reach my career goals”
5. Make your list of tallcomings—your positive qualities—equal to or longer than your shortcomings.
6. Have lifelines—pauses to smell the roses—on the way to your deadlines.
7. Take health days in addition to sick days.
8. Create a gratitude list of all the things you’re thankful for to offset your litany of grievances that stand in
your way.
9. Stack your positivity deck—pinpoint the opportunity in a difficulty—to offset your negativity bias.
10. Get outside in nature for green time after prolonged periods of screen time.
11. Find things you can control instead of ruminating over what you can’t control.
12. Step back and look at the big picture when you get stuck in the small stuff.
13. List the things you desire when you’re stuck on the things you dread.
14. Stack cans instead of cannots.
15. Let yourself be drawn with passion instead driven from pressure.
As you go through your workweek, start to notice the language you use to describe your job regimen. Chances are, you’ll
notice your stress needle is tilted in a negative direction. When that happens, flip the wording around, and break the
stress code to a more balanced career—and you will automatically have a to-be list alongside your to-do list.
Learn How Reconnecting With Your Senses Helps You To Manage
Stress
Lidija Globokar
Nov 30, 2020,06:30am EST|537 views
I write about hands-on career tips, leadership and mindfulness.
woman enjoying a cup of coffee
How’s your stress level today? Low, medium, high? And how do you really feel today? Energized, anxious, happy, sad?
It’s a simple question, which is not always easy to answer as we’re very often busy doing things instead of taking a
moment and connecting with our body and emotions. Especially today, in the middle of the coronavirus pandemic, stress
levels are up and the list of preoccupations gets longer and longer for everyone.
That’s why it’s even more important to find simple things that help you to manage your stress without taking too much time
and without needing any special equipment. Let me introduce you to a method that could be called “back to basics” as
well. It will help you reconnect with your senses to finally manage stress.
Your sight, hearing, smell, taste and touch are (almost) always with you, you can connect with them almost instantly and
you don’t need to make any purchase to be able to tap into their calming and healing powers.
Let’s start with sight. Maybe you’ve already heard of the so-called green pill that doctors should prescribe so that their
patients spend more time in nature. And the color green is known for its soothing effects. In other words, simply by looking
at the color green or by walking in nature, your mind already gets calmer and your level of cortisol, the so-called stress
hormone, goes down.
Which scent reminds you of summer? How does your favorite perfume smell like? And what’s one of your fondest
childhood memories? Most probably the latter will also be connected to a smell. Our brain remembers things easier when
it’s connected to a smell and that’s why many of our memories are connected to smell. So why not use it to our
advantage? For example, aromatherapy uses essential oils to treat stress-related symptoms. By simply smelling or
inhaling certain essential oils, you can feel more relaxed as “the scent molecules in essential oils travel from the olfactory
nerves directly to the brain and especially impact the amygdala, the emotional center of the brain,” as mentioned on
the Johns Hopkins Medicine’s website. If essential oils don’t do it for you, feel free to find another scent that helps to relax
you – it can be a scented candle, a perfume or bath salt.
By now, we all know that physical activity is primordial for good health. However, when was the last time that you danced
to your favorite song or created an “anti-stress playlist” for yourself? Yes, it’s hearing I’m talking about, and together with
movement it’s the perfect combination to “dance it out”, give your brain a break, close your eyes, and simply shake off
your stress. Even though it might not seem natural to you to start dancing when you feel stressed, try it out once and have
your favorite song already at hand. You’ll see that it’ll do wonders for you and your nervous system.
What else do you do several times a day and where do you use an extremely important sense? Eating – and the related
sense is obviously taste. This isn’t the part where stress eating will be endorsed. On the contrary, eating mindfully and
taking time to prepare a meal is far more helpful when you feel stressed, and it’s not only the scale that will thank you
later. Enjoy every bite, don’t eat in front of your computer and choose your ingredients carefully.
Finally, let’s talk about the sense that literally concerns our entire body (surface) – touch. We can feel many different
things and at the same time we’re able to touch and recognize all kinds of forms, textures, temperatures and materials. If
you’ve ever had a (good) massage, you also know how relaxing it can be and how sensitive one can be to touch. Luckily,
there are also many ways to self-massage parts of your bodies with your hands and other forms of relaxation like
handcrafting all kinds of things. As always, try out different sensory experiences and activities and see what works best for
you in a moment of stress.
What is common across all five senses is that they literally reconnect you with your body and help you to create a safe
and peaceful space when stress arises. Your body holds the truth and it deserves to be listened to. Tune in and relax.
Burnout Can Intensify Your Job Stress And Throw You Into A Vicious
Circle
Bryan Robinson, Ph.D.
Nov 14, 2020,09:01am EST|2,011 views
Burnout and stress are not the same things, but they can throw you into a chicken-and-egg cycle, ... [+]
Stress and overload in the workplace are increasing worldwide, often considered a cause of burnout. But a new study
questions that assumption. In 1974 Herbert Freudenberger coined the term burnout. In 2019, The World Health
Organization (WHO) reached a milestone, officially classifying it as a medical diagnosis, including the condition in the
International Classification of Diseases, the handbook that guides medical providers in diagnosing diseases. It describes
burnout as, “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully
managed.” Three symptoms can help you recognize it: “feelings of energy depletion or exhaustion; increased mental
distance from one’s job, or feelings of negativism or cynicism related to one’s job; and reduced professional efficacy.”
The Difference Between Work Stress And Burnout
Now that burnout is officially a chronic workplace crisis, companies are taking the condition more seriously. It helps to
understand that burnout isn’t the same as stress, and you can’t cure it by taking an extended vacation, slowing down or
working fewer hours. Stress is one thing; burnout is a totally different state of mind. Under stress, you still struggle to cope
with pressures. But once burnout takes hold, you’re out of gas and you’ve given up all hope of surmounting your
obstacles. When you’re suffering from burnout, it’s more than just fatigue. You have a deep sense of disillusionment and
hopelessness that your efforts have been in vain. Life loses its meaning, and small tasks feel like a hike up Mount
Everest. Your interests and motivation dry up, and you fail to meet even the smallest obligations. Here are all the signs:

Disillusionment/loss of meaning

Mental and physical fatigue and exhaustion

Moodiness, impatience and short tempered

Loss of motivation and reduced interest in commitments

Inability to meet obligations

Lowered immunity to illness

Emotional detachment from previous involvements

Feeling efforts are unappreciated

Withdrawal from coworkers and social situations

Hopeless, helpless and depressed outlook

Job absenteeism and inefficiency

Sleep deprivation

Foggy thinking and trouble concentrating
Statistics show that more than 60% of work absenteeism is attributed to psychological stress and stress-related burnout.
And according to a 2018 survey, 40% of the 2,000 employees said they were considering quitting because of burnout.
Experts estimate that burnout translates into a loss of anywhere from $150 to $350 billion annually for U.S. businesses.
That’s a chilling statistic for any manager, especially in a tight labor market, if your employees can’t put their best foot
forward and out of desperation cut corners, call in sick or quit—all in an effort to survive burnout.
New Research: Is Work Stress The Driving Force Behind Burnout?
"The most important burnout symptom is the feeling of total exhaustion—to the extent that it cannot be remedied by
normal recovery phases of an evening, a weekend or even a vacation," said Professor Christian Dormann, researcher in a
study from Johannes Gutenberg University Mainz. "To protect themselves from further exhaustion, some try to build a
psychological distance to their work, that is, they alienate themselves from their work as well as the people associated
with it and become more cynical.”
The results of the new study challenge the common assumption that work stress is the driving force behind burnout. The
research team evaluated 48 longitudinal studies of burnout and work stress comprising 26,319 participants. The average
age in the initial survey was about 42 years, and 44% of the respondents were men. The longitudinal studies from 1986 to
2019 came from various countries, including predominantly European countries as well as Israel, the USA, Canada,
Mexico, South Africa, Australia, China and Taiwan.
Findings from the new study show that work stress and burnout are mutually reinforcing. However, contrary to popular
belief, burnout has a much greater impact on work stress than vice versa. "This means that the more severe a person's
burnout becomes, the more stressed they will feel at work, such as being under time pressure, for example," said
Dormann. “Employees suffering from burnout should be timely provided with adequate support in order to break the
vicious circle between work stress and burnout.”
The results challenge the common perception that work stress is the driving force behind burnout. "Burnout can be
triggered by a work situation, but that is not always the case," Dormann pointed out. Once burnout begins, it develops only
very gradually, building up slowly over time. Ultimately it leads to work being increasingly perceived as stressful: The
amount of work is too much, time is too short and work stress is too great. "When exhausted, the ability to cope with
stress usually decreases. As a result, even smaller tasks can be perceived as significantly more strenuous," explained
Christina Guthier, the first author of the article. "We expected an effect of burnout on work stress; the strength of the effect
was very surprising," she noted. The effect of burnout on perceived work stress can be somewhat mitigated if employees
have more control over their own work and receive support from colleagues or superiors.
Moving forward key questions need to be addressed. How can the effects of burnout on perceived work stress be reduced
and how can workplace leaders prevent the development of this vicious circle? The researchers suggest that the place to
start is with management behavior. Employees should have the opportunity to give feedback on their work stress at any
time and be appreciated. Last but not least, proper recovery could also help to stop the downward spiral.
Depressed? Anxious? Stressed? Psychologist’s 9 Tips To Cope With
Pandemic’s Mental Health Impacts
Robin Ryan
Oct 27, 2020,07:00am EDT|1,612 views
I cover Baby Boomer careers, job search and pre-retirement topics.
Medical mask, hand disinfectant, and anxiety affect a stressed-out woman in her temporary home ... [+]
Employees and job hunters say they are fearful as they live through the current pandemic. A Baby Boomer said, “It’s so
hard to job hunt right now. I feel so anxious. I’m depressed, and have trouble sleeping. I gained 20 pounds sitting at home
worrying.”
“It’s a mental health epidemic inside a pandemic,” says renowned psychologist Dr. Gregory Jantz, the bestselling author
of Healing Depression For Life and 7 Answers for Anxiety He is the Founder and CEO of THE CENTER: A Place for
Hope, a residential facility known for treating depression, anxiety, addictive behavior, and severe stress located in
Edmonds, Washington.
“The World Health Organization recently reported that depression is the number #1 disease in the world. Anxiety is now
higher than depression,” noted Dr. Jantz. “The pandemic has caused a lot of fear. Over 25% of Americans have
symptoms of depression. The Covid crisis has dramatically changed our lifestyles. It has confined us, putting people into
pandemic purgatory. People are anxious and stressed thinking about the future. There has also been an increase in
anxiety dealing with your home life. Some are alone and too isolated. Others are dealing with kids home more, remote
school, and unemployment. Everyone is worried because the future is so unknown now.”
The Anxiety and Depression Association of America states that anxiety disorders affect 40 million US adults age 18 and
older, or 18.1% of the population every year. It's not uncommon for someone with an anxiety disorder to also suffer from
depression or vice versa. Nearly one-half of those diagnosed with depression are also diagnosed with an anxiety disorder.
Anxiety gives you physical symptoms. It is the body’s emotional response to stress and can manifest as fear or
nervousness about the future. While it is normal to experience anxiety occasionally, prolonged or recurring feelings of
anxiety can indicate the presence of an anxiety disorder, which causes you to feel anxiety almost constantly and can
impair your daily life. Depending on the severity, it may even cause you to avoid anxiety-inducing situations altogether.
People say they feel like they are waiting for the next shoe to drop. It will disrupt sleep. You may turn to alcohol, food, or
drugs to cope.
What Dr. Jantz Sees
“We feel more isolated, removed from most of our in-person relationships. Intimacy has diminished, and depression has
increased. Some people move to the edge of despair. Suicide rates are increasing. Counselors have been warned that we
will see suicides peaking to an all-time high in the next four months. This tragic outcome is a result of experiencing
extreme despair.”
If you or someone you know needs help, the 24/7 National Suicide Prevention Lifeline number is 800.273.8255 or take
them to the hospital or 911.
Technology is overwhelming people’s lives. “So much ZOOM, Social Media, and technology are digitizing your brain,”
says Dr. Jantz. “It is blunting your emotions. You are losing empathy for others, not seeing other people’s needs, but
instead are becoming very self-absorbed. That self-absorption leads to an increase in anxiety and depression. It also
leads you deeper into more stress.
Dr. Jantz’s 9 Coping Solutions
Do a self-assessment.
Are you isolating more? Why? Is it from hours viewing on my phone, watching the computer, eating food, drinking alcohol,
or smoking pot too much? Am I watching too much porn? Are you doing these things over being with or talking to people?
Be honest. Becoming self-aware of what you are doing and acknowledging it is a crucial first step.
Watch the negative self-talk.
We are now suffering from great social anxiety. Fear controls our behavior. It paralyzes us in trying to make good
decisions. Fear also is slowing down decision making. Social etiquette has changed. We do not shake hands or hug now.
If you briefly forget your mask, people comment or give you a stink-eye. This can lead to feeling hyper judged and make
you hypercritical of yourself. Ease up on yourself and others. Reset your self-care to be kind to yourself.
Who are you engaging with?
Who do you interact with? Many people aren’t that optimistic or positive right now. Be aware that there are a lot of
emotional drainers out there. Select 2 or 3 people in your life who are trustworthy and will be a positive influencer to you.
Cultivate those relationships. Note that these positive influencers are usually not family.
WALK!
Movement helps. Get up, move around. Schedule a 20-minute walk every day. Go out twice a day. That is even better.
Watch your nutrition.
What is going into my mouth? Many people have put on over a dozen pounds since spring. Food and alcohol can be
easily abused. Stop skipping meals. Plan out a schedule and keep to it. Select foods that will provide vital nutrition to fuel
your brain. Drink water! It helps rehydrate and improves your mood. Watch your caffeine consumption. Avoid 10 cups of
coffee or five cans of pop a day. Alcohol use is significantly on the rise, with over one billion bottles of beer sold in one
week over Memorial Day weekend. That was an 18.2% increase reported by market research firm Nielsen . It can be very
tempting to reach for alcohol during times of high stress because it temporarily dampens anxiety and other uncomfortable
emotions. Be warned. Using alcohol to dampen emotional misery tends to make people more miserable and motivates
them to drink again, so it is not a safe or lasting solution for the emotional strain many people experience during the
pandemic.
How are you renewing your mind?
Make something positive to become your main point of focus. Take a 3x5 index card and write down an inspiring verse,
poem, or positive affirmation. Several times a day, pull out the card read it out loud. As you walk, say it out loud. It helps to
hear your voice repeating something different.
What are you reading?
We are saturated with negative emotions by reading NEWS. Everything has a negative twist. Everyone is negatively
looking at life. Something else happens when you are in chronic stress - you lose empathy. Change your POINT of
FOCUS. Love dogs? Scenery? Use Facebook to look at animals, landscapes, or flowers. Think about others. Decide to
be helpful to one person a day. Look around you and find someone each day who is in need. Then help with the offering
of support. Do a chore for them, talk to them, or deliver a meal. There are endless ways you can help other people right
now. As you focus on others, you become less self-absorbed. Focusing on helping someone else, aids you and your
mental health improves at the same time.
Want to sleep better?
People report they are awakened with heart-racing, sweaty palms experiencing a minor panic attack in their sleep. A byproduct of disrupted sleep is an anxious brain. Plan out the last hour before bed. Change your pre-sleep routine. Use the
BLUE light blocker on your cell phone. Avoid drinking alcohol. Write down any burden or anything heavy on your mind.
Use a journal before bed – you release things, and you’ll sleep better. A dark room makes for improved sleep. No cell
phone by your bedside. Use a clock alarm instead of the cell phone to wake up with if you need it. Skip the nightly news.
It’ll all be on your phone in the morning. Consider the TV shows you are watching before bed. Some add to your anxiety
and stress. Others offer easy escapism like the Hallmark Christmas movies that won’t disrupt your sleep or give you
nightmares.
Be grateful.
A woman with cancer was advised to keep a journal and record the things she was grateful for. To date, she has noted
20,220 items of gratitude. She said, “it was one thing that saved my life.” Life may feel challenging, but they are certainly
some things you can be grateful for. You have a bed to sleep in. Someone made you smile, or the dinner was delicious –
the list is personal but endless. When you reframe your thinking, you can improve your optimism. Trade those negative
and despair thoughts and note several things you are grateful today.
Ways To Take Control Of The Stress Response
Jen Jamula and Allison Goldberg
Aug 31, 2020,12:10pm EDT|732 views
We write about how you can get more creative and productive at work.
Being riddled with chronic stress is not a foregone conclusion.
There’s always that colleague who seems like a beacon of level-headedness. Did they not see the Zoombomb during the
client meeting? Are they not terrified by today’s headline? Seriously, are they a cyborg? They do evoke an uncanny
valley feeling...
The truth is: Everyone experiences stress, especially during a pandemic. While there’s research to support that some of
the stress response is genetic — and, in too many cases, results from traumatic life experiences in the form of PTSD —
much of the everyday stress that most people are dealing with contains an element of choice in how one responds. And
these decisions around stress can make a big difference in the long-term.
Here’s why: Stress causes changes to one’s body, mood, and behavior. Is worry over a rogue arm pain causing restless
nights, overall discontent, and a newfound Croissan’wich habit? This is a common stress response. A physical symptom
elicits a feeling and a dopamine-seeking behavior. The anxiety-distraction feedback loop can absolutely cause one to feel
worse. And this repeated response can lead to health concerns later on, like heart disease, digestive problems, and
depression.
It is apparent that 2020 is a stressful year. But what might not be so obvious is that having a life dictated by and riddled
with chronic stress is not a foregone conclusion. Here are a few ways to take control of one’s stress response.
Sing Or Hum A Song From Beginning To End
Develop a daily singing habit to induce calm.
Most non-theater majors out there are probably rolling their eyes. But to a degree, music helps otherwise healthy
people recover from stressors more efficiently. And singing activates the breath, which in turn stimulates the
parasympathetic nervous system and makes one feel calm. Of course, when someone says “just breathe” during a
stressful moment, a universally acceptable response is to stick a fork in their eye. But they are onto something with the
breath, as cliché as it sounds. So sing a simple song.
Take A Face Bath
When the amygdala hijack takes hold and classic fight-or-flight response is in full effect, some of the telltale signs are a
racing heartbeat, shortness of breath, and the face becoming flushed. The emotional brain taking over the rational brain is
disconcerting, to say the least, so easy coping strategies are the name of the game for allaying full-blown panic. Splashing
cool water on the face is a classic response to an overheating system and it’s so effective because it brings down the
body’s internal temperature. Similar results can be had by popping an ice cube into the mouth, or maybe even eating
a paleta, if one is being fancy.
Pull The Trigger
How realistic would it be to limit exposure to stress triggers and plan a response?
Just as important as reducing stress in the moment is staying on top of one’s reactions to specific people and events over
the long term. Someone who masters emotional self-regulation is aware of what sets them off, and - when they are
triggered - can tolerate uncertainty while exploring their emotions and how they should respond.
How realistic would it be to limit exposure to, place boundaries on, or plan a response to stress triggers? If waiting in line
at Chipotle during a pandemic drives one to stress-text their top ten contacts while biting their nails, tap out. Pick up
emergency peanuts at the nearest bodega, then buy taco ingredients to make at home or settle on take-out pizza. In fact,
next time, prepare provisions in advance and breeze home to assemble them over a shot of tequila. Pro tip: Don’t eat
dinner while reading news headlines.
This is the perfect moment to practice redefining the stress response and to rediscover agency over one’s equilibrium.
While it’s tempting to wear stress as a badge of honor and believe it’s synonymous with success, those who manage
stress well all know how much richer their lives can be without all of that unsettling static.
Find Your Center And Manage Stress With These Five Questions
Mickey A. Feher
Sep 22, 2020,08:00am EDT|331 views
Mickey A Feher is coach, speaker and entrepreneur; founder of The MANTORSHIFT™ Initiative and Purpose &
Company.
According to Kelly McGonigal’s incredibly popular TED talk, “when you change your mind about stress, you can change
your body’s response to stress.” You can change your relationship with stress, turning it from the enemy into a friend. This
sounds paradoxical, especially if you talking to someone who lost their business to Covid-19. Yet, paradoxically, this may
become true for you — at some point, you could actually be grateful for 2020. But what’s the road that will lead you there?
While in a death camp in 1945, a Hungarian Jew named Edith Peer decided to write a cookbook using recipes she
collected from other inmate women. She could not change what was happening around her, but she decided to create
meaning out of the situation and express her freedom by doing something different than the meaningless labor she was
ordered to do.
One of my clients, an owner of a successful medical institution, had to shut down his business and furlough a large
number of employees. Another retail client’s business totally shut down, the demand for the product he sells diminished.
Yet another client lost a huge amount of money trading. They were all experiencing huge stress and came to me for tools
to better handle it.
We know from neuroscience and psychology that what matters most from a mental and physical health point of view is the
meaning (or the lack thereof) that we attach to things that are happening to us. In terms of our response, when facing
extreme and unprecedented circumstances, we only have four options: fight, flight, fold or seek protection. Destructive
examples of fighting would be to get really angry about what’s happening to you and hate the world or blame someone for
it. Flight could manifest as abandoning your business or your relationship. To fold is to give up, turn to substance abuse or
allow yourself to become depressed. All of these are instinctual but destructive responses. So, what about the fourth
option — seeking protection? How do you do that and where does protection come from?
One reason why tyrants are often more successful and accepted during a crisis is that most people believe protection
needs to come from outside. They look to the system and society to protect them. In our society, the pharmaceutical
industry is very focused on fixing the individual when they experience symptoms of discomfort or distress. If you are too
sad, anxious and angry, something must be wrong with you. It is not your context, life situation, job or relationship that
needs to change. It is you. That’s one extreme.
The other extreme would be to deny that what’s happening to you is real and very hard to endure. The self-help industry
has a tendency to teach you that it all comes down to positivity and that all you need to do is change your perception and
the story you are telling yourself. If that was true, then everything hinges upon your magical ability to change your
response.
In fact, neither extreme is true. There is a story about a great aikido master. He is in the dojo with his students and one
faithful disciple claims, “Master, you are greater than any of us; you never lose your center.” The master looks at him and
proclaims, “You fool. I lose it all the time, but I can get back to it faster than anyone else.” The moral of the story is that
even the best of us are likely to lose our center in tough, challenging times. The question is how long it will take to find
your way back to it. Those of us who are ready to pivot and meet the strong energy of the “opponent” with flexibility and
grace, using its energy to move forward, will be the ultimate winners. If you are tense and try to fight the inevitable, rigidly
sticking to your old game, you will break.
So, using the aikido principle, how are we supposed to relate to something like Covid-19? We can’t change what is
happening, but perhaps we can control our response and evolve this crisis into an opportunity for ourselves, our families
and our careers and communities. Resilience comes from an inner source, your “center.” Being centered means having a
higher purpose, to be connected to yourself and others.
Here are five important questions that can help you become more centered:
1. What is your purpose? How can you start living your life utilizing your talents and passion while making a positive
impact on everyone around you?
2. What is something in your life that wants to be born? A new practice, a new job, a new line of study, a habit? Perhaps
something you haven’t quite completed?
3. What is something that wants to die/end? A relationship, a bad habit, a way of thinking or a limiting belief?
4. What or who do you have to forgive? Is it yourself or someone else you know that you’ve been harboring anger,
sadness or disappointment toward for many years? Who have you not spoken to because you are offended?
5. How will you make this an opportunity for yourself so that you will start something you have been procrastinating on?
What does the world need from you today?
Ultimately, I believe the right mindset during this pandemic comes down to the spirit of the serenity prayer, credited to the
American theologian Reinhold Niebuhr: “Father, give us courage to change what must be altered, serenity to accept what
cannot be helped, and the insight to know the one from the other.”
Therefore, the real starting point is always you. Gather your courage to reflect and answer some of these tough questions.
From there, the road leads to action — and action now. If you feel alone, find a coach or a mentor who can hold your hand
on the road. But don’t stay still; keep moving. When, if not now?
Five Steps Leaders Can Take To Reduce Employee Stress In Today's
Workplace
Clarissa Windham-Bradstock
Oct 5, 2020,08:40am EDT|583 views
Clarissa Windham-Bradstock is CEO/Chief People Officer of Any Lab Test Now, a leading national retail healthcare and
lab testing franchise.
There is a lot to consider when it comes to safely returning to work. Of course, safely returning to work may look different,
depending on your business. Now, perhaps more than ever, it’s important to help teach employees how to handle stress
to improve and maintain both positivity and productivity during a pandemic.
It can be easy for employees to dismiss human resources and its suggestions as little more than a formality. The truth is
that HR professionals have a real and verifiable impact on the health of a company and its employees. As the CEO and
chief people officer of a national retail healthcare and lab testing franchise, I’ve had the opportunity to work directly in
handling staff concerns and ensuring a safe and productive workplace.
We use the title “chief people officer” because it’s important to remember that employees are so much more than
resources — that they’re people first. In unprecedented times, it’s important for companies to do everything they can to
prepare employees to handle stress in positive ways while also improving company productivity. Here are five steps you
can take to cut down on employee stress at your company.
1. Check in with employees to see how they’re doing.
The first step in helping your employees better handle stress is to know how your employees are feeling right now.
Without an understanding of company morale, it can be difficult to pinpoint how your staff is doing and what solutions you
can take to address any potential issues.
There are many different ways you can get a better feel for how your company is feeling. Perhaps the easiest option is to
have a companywide meeting where people have the opportunity to air grievances and get things out in the open. Of
course, such large groups aren’t always conducive to openness.
For this reason, you may want to consider an anonymous survey of employees. Another option is making a check-in a
part of your existing employee meetings to see how people are doing, how things are at home and if there is anything you
can do as an employer to help.
2. Encourage mindfulness.
With so much negativity coming from social media, the news and more, it can be easy to become overwhelmed.
Encouraging mindfulness and meditation can be a valuable tool in helping employees disconnect for a few minutes each
day. It can be done through a guided meditation app, free online tools or completely on your own.
Some say mindfulness can be your best productivity tool, and that idea is not far off. When workers become overwhelmed
with a lot on their plates, it can be hard to know where to even begin. This means lost time and a lack of focus that can
inhibit overall productivity. By practicing mindfulness, employees can learn to clear their minds and center themselves to
better focus on the task at hand.
3. Build outdoor time into the workday.
Studies have shown that spending time outside can do wonders for mental health. While the positive benefits of time
outdoors are always there, it’s probably more important now than ever. Encouraging nature walks can be a wonderful way
to get people away from their desks and thinking about something else, even if just for a little while.
Consider recommending a time for a 10- to 15-minute company walk on a nearby trail so people have an opportunity to
stretch and get some fresh air. If your team is too dedicated to leave their desks, then you might have to set the example.
Try taking your own nature walk during lunch and bring your team with you.
4. Consider a company fitness plan.
Providing incentives to join gyms, yoga studios or other wellness centers has been gaining in popularity with HR
departments for some time. As gyms begin to reopen and there are more options for convenient in-home fitness solutions,
it’s something we’ll likely see return to benefits packages once again.
Exercise is incredibly beneficial to both the mind and body. Providing a little bit of a push to get employees active can go a
long way to improving physical and mental health in both the short- and long-term.
5. Promote responsibility.
As we all do our best to deal with uncertain times, it’s important that we encourage each other to cope with our difficulties
in responsible ways, rather than destructive ones. Obviously, your employees are adults who are free to do what they
want on their own time. However, between the virtual happy hours and lack of things to do, it’s important for people not to
get carried away.
Let your staff know that there are options available if they wish to talk about a potential substance use disorder or
concerns. Sometimes, understanding that there are resources available to help those in need is all the encouragement
someone requires to ask for the help they need.
Encourage a conversation between companies and employees.
Caring for the mental health of workers isn’t the responsibility of an employer. Even so, it’s still incumbent on companies
to remain mindful if they want to get the best work out of their people and create an environment conducive to attracting
and retaining the best talent. Hopefully, these tips will help you and your employees lead less stress-filled lives where you
can get more done.
The Psychology Of Workplace Burnout (And How To Prevent It)
Shane SnowContributor
Dec 15, 2020,08:27am EST|8,018 views
In the book Indistractible, behavior researcher Nir Eyal describes a scene in one of my favorite I Love Lucy episodes,
which turns out to be the perfect example of the psychology of workplace burnout. In the episode Lucy and her husband
Ricky get fed up with the state of things and decide to switch jobs. Lucy ends up working at a candy factory assembly line
where this happens:
Chances are in 2020 you’ve felt a little like Lucy here as she chases the chocolates down the conveyor belt and can’t
keep up. Only for you and me, there’s no audience of people laughing and enjoying this. We’re just scrambling, doing our
best despite the fact that we have so little control over the speed of the conveyor belt—or in our case, the
pandemic/economy/etc.
If you’re feeling burnt out, you’re not alone. According to Gallup research published shortly before the pandemic, ⅔ of
workers felt burnout symptoms. That percentage is surely higher now.
But what exactly leads us to want to throw in the towel because we’re emotionally exhausted at work? I believe that
understanding how burnout works is the first step to managing it. And I Love Lucy nailed it 60 years ago:
SNOW ACADEMY
Gallup’s research says that the following were the most impactful factors for employees who experienced burnout:

Unfair Treatment

Unmanageable Workload

Lack of Role Clarity

Lack of Communication & Support from Manager

Unreasonable Time Pressure
Lucy on the conveyor belt, after her boss yells at her and leaves, has both an unmanageable workload and unreasonable
time pressure. Even though her role is clear, it’s not fair to put her on the hook for the consequences when the conveyor
belt is running like that.
So How Can We Help Our Teams From Giving Up When Burnout Is Near?
This is a big question that I plan to address soon in a series of posts. (If you have insights or research on the topic, please
share it in the comments and I will wrap them in.) But if there’s one overall principle to follow, it’s this: if your people are on
the hook for the consequences and have no control over the way things go, give them more control or take them off
the hook for the consequences.
For example, if a government decides to shut down small businesses in order to prevent people from dying, that’s just
taken away control from those business owners—so the government should take away some consequences, e.g. by
giving those businesses stimulus money.
Or if a company is struggling financially and employees are going to suffer no matter how hard they work at their
jobs, give them more control over their situation, e.g. by letting them get involved in making strategic decisions about their
teams or the company (rather than just telling them to do their job).
These are not easy kinds of changes to make. But you don’t always have to make big, dramatic moves to give people
more control or to reduce the consequences of things that aren’t in their control. Little things go a long way.
4 Ways To Beat Burnout As An Entrepreneur
Stephanie Burns
Jan 26, 2021
I cover female entrepreneurship and personal branding.
Running a business this past year has felt like emotional interval training. While the highs and lows of entrepreneurship
can be taxing at the best of times, we are all living through an unprecedented level of strain on both our lives and
livelihoods–and it can be exhausting.
The toll associated with the relentless pressure to perform leads many business owners towards burnout—a state of
emotional, physical and psychological exhaustion. Unchecked, burnout can leave your health and business vulnerable.
Entrepreneurship is a long-game and supporting yourself as a critical asset in your success will make the journey–and the
end result, equally rewarding. That means sidestepping burnout at all costs.
Dr. Meghan Walker, a naturopathic doctor and “entrepologist” who runs a seven-figure company focused on the health
optimization of entrepreneurs and game changers, as well as the host of the Entrepology Podcast, tells us that the good
news is we shouldn’t view burnout as a sign of weakness. Instead, think of it as an onboard thermostat designed to alert
your body and brain to slow down or correct course. Beating burnout means supporting the system that is supporting you.
Here are four ways Walker suggests we beat burnout.
4 Ways To Beat Burnout As An Entrepreneur | Stephanie Burns
1. Respect Your Need To Restore
“There was once a time skimping on sleep was viewed with a sense of reverence from colleagues and friends. Those
days are gone. In recent years, there has been an overwhelming amount of research showing the loss of creativity,
productivity and physiological resilience when we don’t get enough sleep,” says Walker.
“Restorative functions for the brain, immune system and hormones are critically addressed while we sleep. While aiming
for 8-hours might be a good rule of thumb, even more critical is maximizing the later stages of sleep referred to as “deep
sleep” (which is what you need to feel refreshed in the morning) and “REM sleep” (which is when most of your dreaming
takes place) on a regular basis. I’m all for the Miracle Morning but REM sleep usually happens later in the morning. To get
more REM and deep sleep, you need to maximize your hours of rest.
“Type A people, common among us entrepreneurs, often excel at getting up early but struggle with an equal commitment
to going to sleep on time. A consistent pre-midnight bedtime, limiting technology and even using a sleep tracker will help
maximize restoration,” explains Walker
2. Manage Your Energy Inventory
“Our bodies are designed to handle stress, even for extended periods of time. But, much like an engine, the quality of fuel
we consume will speak to our resilience and stamina. When stress systems are activated your need for nutrients
increases as well,” explains Walker.
“Coffee, while effective in providing a temporary jolt, is not packed with the vitamins and minerals designed to manage
stress long-term. Instead, opt for a nutrient-dense, plant-forward diet: think smoothies, greens drinks or color-rich meals,
especially early in the day. They assist in restocking your system with vital cellular ingredients.
“Planning is the key to success here. You can have the best of intentions to eat healthfully or post on Instagram every
day, but intentions don’t count in your business or your health,” reminds Walker.
3. Reduce Silent Stressors
“Managing burnout is not just about adding things in, it is often about ensuring that we are mindfully taking things out.
Drinking alcohol, sitting for long periods of time and absorbing electromagnetic fields (EMF) are three cumulative
stressors that add to the overall burden faced by the body. They drain your energy by increasing cellular demands.
Mindfully managing your alcohol consumption and adding a standing desk are easy interventions,” says Walker.
“Reducing the electromagnetic fields produced by computers, your phone and wi-fi are important considerations as well.
Diminishing the effects of EMFs can be as simple as leaving your phone outside of your bedroom, turning your wi-fi off at
night or placing an EMF pad on your desk. Like with money, limiting the drain from quiet, but unnecessary stress adds to
both your resilience and energy overall. It is not the things we do every once in a while, but rather the exposures we
experience every day over time that will have the most profound impact on our resilience to burnout.”
4. Connect To Your Purpose
“Having surveyed thousands of our patients about their sense of purpose, I had a striking realization. People who had a
sense of purpose were less likely to suffer from lingering chronic disease, experienced less anxiety and dealt with less
infection,” observed Walker. “Struck by this observation, I consulted the literature and found that clinicians around the
world had observed similar findings. Remarkably, having a sense of purpose does not have to relate to your work, but it
does need to be present in your life.
“Based on the influence of purpose on both depression and anxiety, researchers suggest that purpose confers a
protective feature against burnout, likely by mitigating the effects of the stress hormone cortisol. Whether your goal is to
empower women, help others avoid a chronic illness or make the world a more peaceful place, identify it and fall back on
it for strength. Living on and with purpose will not only alleviate burnout, but leave you feeling more fulfilled as well.”
Recognizing And Addressing Burnout In The Remote Workforce
Jeniffer Strub
Jan 25, 2021
Senior Human Resources Manager at Vyond, delivering solutions that positively influence work environment and
employee engagement.
Have you ever felt work-related stress pile up, making it hard for you to concentrate, be productive and feel a sense of
accomplishment about your work? Most of us have been there. And while it’s normal to experience it occasionally, when
work-related stress becomes a constant, it takes on a new life — a phenomenon called job burnout.
Since the pandemic began, millions around the world have shifted to full-time remote work. Some of the benefits remote
workers celebrated back in the early days of the pandemic, like no commute and casual dress, have been overridden by
feeling like you can’t ever step away from work. Now, as we approach the milestone of one full year of working from
home, burnout is a real concern.
Global online employment platform Monster found in July 2020 that over two-thirds of employees are experiencing
burnout symptoms while working from home, an increase of nearly 20% in two months. As employees continue to grapple
with the circumstances that are contributing to their burnout, how can organizations address the issue?
Help Leaders Recognize Burnout
It’s important for leaders to recognize and address signs of burnout on their teams, especially as employees feel like
they’re struggling alone. My team surveyed 1,000 U.S. employees about the state of remote work and found 40% are
frustrated by feelings of disconnect from colleagues. It’s just one example of how workers are struggling under the surface
in a way that isn’t easily recognized in our new remote environment.
Managers should consider the use of video when communicating with employees, and also utilize a framework that we
call “listen, pay attention, ask” to become a better communicator and teammate. Nonverbal communication cues can
provide a lens into how a worker is feeling, and some may need to work harder at interpreting them than others. Thus, it’s
a concept that leaders need to consciously train for. Consider providing video trainings for managers to learn from.
Data from Gallup found that employees who experience high levels of burnout are “63% more likely to take a sick day,
13% less confident in their performance and 23% more likely to visit the emergency room.” When the business
consequences of burnout are so high, the ability to recognize it is critical.
Set Expectations About PTO
It’s easy to recognize the mental health benefits of taking time away from work. Whether it’s a week away from your desk
to get some sunshine, a long weekend spent pursuing a favorite hobby or even a single day off to check some errands off
the list, PTO is essential to helping employees feel refreshed.
During the pandemic, a lot of employees have been reluctant to take vacation time in the wake of travel restrictions, stayat-home advisories and fear of being viewed by colleagues as unproductive. Still, PTO policies are in place for a reason,
and leaders need to communicate the importance of taking time off to recharge for the benefit of individuals and the
company.
Managers should lead by example, encouraging others to take time off by sharing their own plans to do so. For instance,
my team pulled together a video about the importance of time off to show our managers how they can encourage their
teams to take PTO. Video is a lighthearted, interactive means of communicating otherwise stale PTO policies and what
vacation time can and should be used for.
Combat Meeting Overload
Since the pandemic began, have you ever felt mentally exhausted after a day full of video calls? If your answer is yes,
you’re not alone — and I’ve been there too. While staying connected to your staff is important, and video meetings can aid
in this effort, it’s important to strike a proper balance.
Video conferencing fatigue is contributing to employee burnout. We’re not only using video conferencing tools like Zoom
for work, we’re also using it for connecting with family and friends. It’s a lot of time spent looking at a screen, and video
conferencing requires us to maintain constant attention and eye contact to let others know we’re fully tuned in.
To ease the burden of video conferencing fatigue, managers need to discern when and if video is absolutely necessary. If
it’s not, let team members know that turning their cameras on is completely optional. You can also encourage using email
updates when meeting live isn’t necessary.
The pandemic has been hard on us all, and struggling with burnout is hard on employees. It’s up to leaders to take action
to address work-related burnout and help employees thrive in the remote environment until we can be together in person
again.
Science-Based Strategies To Boost Your Mood When Pandemic
Burnout Strikes
Dawn Graham
Jan 31, 2021
I write actionable insider tips for job seekers and career switchers.
Unemployed businesswoman depressed sitting on a path due to company bankrupted while coronavirus ... [+]
As we’re moving toward the one-year mark of the pandemic, it may be time to admit that we’re not okay. Some days are
fine, but many people are quietly suffering, overwhelmed by conflicting news stories, stifled due to sheltering at home, and
frustrated talking about planning plans that can’t be planned (still).
It’s cold, we’re weary and unmotivated. Despite this, we muster a “hanging in there” response when asked how we’re
doing, skipping “by a very thin and tattered thread,” which reflects more accurately how we feel.
Many have experienced the hardships of layoffs, pay cuts and furloughs. These circumstances are extremely difficult
during normal times, never mind in a pandemic that’s created a volatile and highly competitive market.
Our jobs are our livelihoods. They provide structure and meaning and shape identity. For many, work is the basis of social
relationships, mental stimulation and physical activity. So, it’s understandable how long-term unemployment or a major
change in work circumstances can have a devastating impact, and a spillover effect into other areas of our lives.
If this resonates, you’re not alone. Even the most resilient individuals are experiencing the impact of pandemic burnout.
While there are rarely quick fixes, there are several research-backed techniques that can help.
Don’t dismiss your feelings. Compartmentalizing emotions can be a helpful coping mechanism on occasion, but
feelings will wait patiently to be addressed. While finding silver linings can help balance negativity, dismissing your own
emotions because “others have it much worse” just compounds the problem, making you feel both sad and guilty. Take
care of yourself: Acknowledge your anger, loneliness, sadness or anxiety. Ask yourself what you might advise a good
friend to do when feeling this way, and then take your own advice. If bad days come and go, simple re-sets may be
enough. Give yourself permission to chill out in your PJs with Netflix. Spend the afternoon with the book that’s been sitting
on your nightstand. Ask a neighbor to watch the kids for a few hours while you grab a nap.
Foundation is key. While some advice is easier said than done, there is much evidence that the basics like good sleep, a
balanced diet, daily movement and supportive relationships account for a great deal of well-being. It’s true that many of
our habits have changed in the last year in response to the pandemic. However, if your coping strategies are doing more
harm than good, it may be time to revisit them. Get back to the basics: Identify one area to change and start
there. Trying to make multiple changes simultaneously may cause all of them to flounder. Set a timer to get up and stretch
or do some quick squats every hour during the workday. Trade-off unhealthy beverages with water twice per day. Have a
telehealth meeting with your doctor about how to improve your sleep hygiene.
Baby steps. When depression takes hold, sometimes even the most basic things seem incredibly daunting. Facing the
day with a lengthy to-do list can feel overwhelming and exhausting. Research shows that breaking down large goals into
smaller chunks helps you to accomplish them. You can use this strategy to inspire energy when things feel
formidable. Break it down: Commit to a task like working, cleaning or exercising for only five minutes, then stop if you
like. Most people will keep going, and the reason this works is because the brain is “tricked” to get past the hardest part,
which is usually getting started.
Connect (or isolate). There are few “one-size-fits-all” techniques that work for everyone, so tune into your needs and
take steps that work for you. While research shows that connecting with supportive people in our lives can boost our
moods, sometimes we require quiet space to reset. Having supportive relationships in your life that you know you can
count on is different than interacting constantly. Honor your needs: If the Zoom meeting with friends is energizing, bring
some conversation starters and enjoy. If you need an evening off from online interactions, phone calls and text messages,
take it.
Help someone else. Research shows that helping others actually does a lot to boost our own mood. Whether you feel
comfortable volunteering in-person or are looking for opportunities that can be completed from your couch, there are
many options to choose from. Create some joy: It doesn’t matter if your preference is finding a formal opportunity on a
website like VolunteerMatch or offering to shovel your neighbor’s walkway — volunteering gives you purpose and
structure. Small niceties like mailing greeting cards or baking for a friend can engage your talents and make someone’s
day, while also returning the emotional favor.
Do one thing differently each day. This is one of my favorite solution-focused techniques. Whether stuck in a career rut
or struggling with cabin fever, the act of intentionally choosing to do one thing differently each day gets us out of a rut and
forces our brains to stop over relying on habits that may be contributing to our negative feelings. Make change a
habit: Sit at a different place at the dinner table. Brush with your non-dominant hand. Watch a new program. Try a new
recipe. It really doesn’t matter what it is or how long it takes. The conscious act of mixing things up will enable you to see
the world from a different perspective, which may lead to creative ideas and interesting discoveries.
Get support. There’s a reason that mental health professionals have seen a massive uptick in the request for services.
We all need extra support in these unprecedented times. In the same way we’re taking precautions around our physical
health by wearing masks, social distancing and staying home, it’s equally important to be proactive about our mental
health. Find help: Support comes in many forms - a therapist, career coach, clergy, friend, mentor - and most of us
engage with a variety of these supports at different times throughout our lives. The world we live in is complex, and rarely
predictable. The events of the past year have proven that. Most services are available via telehealth, phone or even text,
and offer a variety of reasonable payment options. If you are looking for a qualified mental health professional in your
area, please check these resources: NAMI, SAMHSA, TalkSpace.
One of my personal favorite ways to quickly de-stress is to relax my face. It may sound strange, but when I stop what I’m
doing occasionally to tune into my body, I often find that my jaw and fists are clenched and my shoulders are tight, even
though there’s no rational reason. Our bodies often recognize our emotions before our brains, so it helps to pay attention.
Happy hunting.
Preventing Employee Burnout With Empathetic Leadership
YEC
Dec 3, 2020
By Ben Zimmerman, president at Media Design Group.
Nearly one-third of employees wish their organization would act with more empathy. Just let that sink in.
According to a study published by the Workforce Institute at Ultimate Kronos Group (UKG) in September 2020, nearly half
of respondents consider their organization’s ability to balance workloads to prevent fatigue and burnout a top priority
during the pandemic. Burnout equally affects employees working remotely (43%) and in a physical workplace (43%). And
while the study found that 59% of employees and business leaders say their organization has taken at least some
measures to address burnout, 29% of employees wish their organization would act with more empathy.
So, what does empathy look like in the workplace? It’s admittedly tough to define what is essentially a human trait or
quality. From a psychological perspective, empathy centers on the ability to recognize and understand other people's
thoughts and feelings — you know, walking a mile in each other’s shoes. Empathy helps us connect with others.
But in the workplace, empathy goes beyond a simple understanding of each other. It’s about assessing your own biases,
privilege and power. But perhaps more importantly, it’s about taking things one step further and listening to people around
you, and then taking action on your learnings. And as parts of the country explore new work-from-home environments and
workflows, this means monitoring, assessing and responding to your employees' needs.
Employee Burnout During A Pandemic
Jennifer Moss, an award-winning author and workplace expert, has written extensively about employee burnout, a topic
that’s become startlingly relevant during a global pandemic that has caused so many Americans' careers, work habits and
personal preferences to be upended. She writes about how the term “burnout” has been criticized as a “made-up, firstworld crisis, most likely drummed up by millennials and Gen Zers who want more work-life balance.”
This couldn’t be farther from the truth, she claims — and she points to data to back her stance. In a Gallup survey from
2018, 23% of respondents said they felt burned out at work “very often or always,” and 44% said they experience it
“sometimes.” Recently, the World Health Organization (WHO) included burnout as a syndrome in the International
Classification of Diseases, IDC-11. As the WHO outlines, burnout manifests itself as feelings of exhaustion, negativity and
cynicism. It can even lead to reduced professional efficacy.
Listen To Your Team Members
As we continue to work in unfamiliar territory, it’s important to listen to your team members — and lead with positivity. In
recent research for her upcoming book, Moss talked with leaders across the country who have pivoted to meet their
employees. Like many of us, these leaders are learning on the fly and reinventing company policies to account for new
approaches.
She states that some realized the expectation that employees sit through hours of videoconferencing and then a
companywide happy hour at the end of the day was overkill. Another leader found that giving employees Fridays off
meant that team members just ended up making up for lost time on Saturdays. Why? Because the workload stayed the
same. He found that to remove pressures from team members, it’s important to readjust workloads, not just hours.
Getting To Know Your Employees
As these examples illustrate, it’s essential to get a read on your employees — perhaps now more than ever. Leading with
empathy means knowing their needs. This can be done in numerous ways. Now, I’m by no means a business coach, but I
do know that being flexible and nimble is important. I also know that frequent communication is key to nurturing
relationships.
Leading with empathy means listening to your employees, paying attention to their needs — and yes — deploying tactics
that meet the times. If you don’t have them already, establishing one-on-one check-ins with your team members may be a
good idea. No one likes an extra meeting, though, so keep things somewhat structured but informal. The more open the
line of communication you establish, the more naturally you’ll build trust. And make sure to listen.
You can also consider implementing tools to record employee feedback. According to Gallup, the best feedback is the
kind you ask for. Feedback can encourage self-development and engagement. It establishes a two-way street built on
empathy and open exchange. It can separate fact from feeling by establishing data points across your organization.
Leading by example is a tried-and-true method of gaining trust. And gathering opinions across meetings and check-ins
can establish help the feedback loop — and keep it going.
No matter how you spin it, facing the perils of employee burnout is a task that no one wants to undertake. However, when
approached proactively with empathy and positive thinking, you can encourage employees —and management — to
reflect on their performance and well-being.
Prevent Burnout At Work, Your Life Depends On It
Terrence Agbi
Dec 7, 2020,01:12pm EST|2,109 views
I build tools that keep the lights on.
Family time over timelines.
Welcome to the third and final installment in A Guide to Product Ownership in Branded Media, a series on honing your
product skills at digital media organizations!
Burnout is REAL
As a Hybrid, juggling multiple roles is more than a full-time job, with no paid overtime.
Time management is a vital skill for any profession and holds especially true for hybrid product managers. Hybrids must
balance competing responsibilities in a single workweek.
Product managers are responsible for driving discovery, development, delivery, and adoption activities to produce
consistent results. This requires making time to build strategic relationships with stakeholders and troubleshooting issues
for users.
Project managers are responsible for removing roadblocks, keeping teams focused, and shipping deliverables on time.
Investigating problems and coordinating solutions is time-consuming.
The 40-hour workweek can eventually bleed into hours outside of work. Finding work-life balance can seem unattainable.
You can prevent burnout by following these tips:
Hack 1 - Theme Your Day.
Jack Dorsey is the CEO of Twitter and Square. He’s written a lot about his different tactics for leading both companies.
One approach that stands out is giving each day a theme for the tasks you want to accomplish. If your workflow is too
hectic, try theming your mornings and afternoons instead.
Hack 2 - Write a readMe
Write a readMe file about your ways of working & distribute it to your team and manager. A readMe is a great tool for
setting expectations on working styles and times. This document is a contract to establish boundaries for you to get your
best work done. Your job is to live up to your end of the deal and enforce the terms of this agreement.
Here are a few great articles on how to create a managerial readMe:
1. 49 Manager ReadMes from Slack, Netflix, Google and more (a lot more)
2. 12 “Manager READMEs” from Silicon Valley’s Top Tech Companies
3. The pros and cons of manager READMEs
Hack 3 - Learn Portfolio Management.
Break up your product into a portfolio of projects that achieve a single outcome. This allows for overlap and synergies that
save you time in the long run.
Takeaway
Being a hybrid product manager is challenging, but also extremely rewarding.
As the #1 business website, Forbes values positive communication, strength-based development, and entrepreneurial
spirit. When you work in an environment that prides itself on these attributes, you learn to trust your instincts, source real
opportunities, and deliver value quickly.
The Forbes Digital Department is an accelerated MBA program that doubles your emotional intelligence,
leadership ability, and negotiation skills in half the time.
Product owners at Forbes are deeply immersed in our digital ecosystem because we are the face of our products and
their impact on the business. This position affords us closer ties to key stakeholders and senior leaders than non-hybrid
product managers. In many ways, the Forbes Digital Department is an accelerated MBA program that doubles your
emotional intelligence, leadership ability, and negotiation skills in half the time.
Hybrid product managers are the quiet superheroes that achieve outstanding results. I hope you can leverage the tips in
this article to effectively navigate your challenges and gain an advantage as a product owner in the digital media industry.
How to Optimize Product Ownership in Digital Media
TERRENCE AGBI
How To Handle (And Prevent) Burnout Among Your Team
Mona Andrews
Dec 9, 2020,09:40am EST|337 views
Mona Andrews, Esq, founder and CEO of Stay in the Game, a company changing the lives of women by offering flexible,
remote work.
The past several months have been a true testament to the flexibility and resiliency of our country's businesses and
workforce. We have seen companies pivot to remote work in record time, employees figure out how to balance working
from home while spouses/roommates/children do the same, and many of our nation's students adapt to virtual learning
environments.
While this has, for many, been a successful endeavor, it has also had a significant effect on our workforce. According to a
Monster poll via CNBC, 69% of workers are reporting symptoms of burnout. As the CEO of a company that provides
remote work, I am always paying attention to how I can help my employees succeed. Below are my recommendations for
handling and preventing burnout in yourself and your team:
Are you experiencing burnout?
Recognizing the symptoms of burnout is the first step to prevention. Exhaustion, cynicism and lack of satisfaction with
your work are three telltale signs, according to the Mayo Clinic. Combine them, and you are perfectly set up for
unhappiness and resenting your job. The downward spiral can happen quickly, so being aware and recognizing the signs
is imperative. The symptoms can manifest themselves in seemingly small ways, such as irritability, lack of focus,
restlessness, frequent headaches and increased absenteeism. These are all signs that you could be experiencing
burnout.
After reading The Bouncebackability Factor, I learned that burnout can be the result of both internal and external factors.
Internal burnout occurs because of individually owned issues, such as lack of healthy boundaries, negative mindset,
perfectionism or past trauma. External burnout is the result of a company's culture and may occur because of heavy
workloads, lack of control, lack of recognition, lack of community, perceived unfairness or mismatched values.
You're burned out. What now?
If you've been nodding your head in agreement and seeing yourself reflected in the above symptoms of burnout, you are
not alone. Even the best of us experience burnout, and there is no shame in admitting that you need a reset. Some things
you can do to begin the recovery process include:
1. Take a self-care day. Unplug from your work email and treat yourself to a full day of rest and relaxation.
2. Schedule a therapy session. Talking about your feelings and frustrations, and having someone else validate them, is a
great way to lessen the burden you might be feeling.
3. Create a boundaries agreement. Work with your team to create a list of healthy boundaries that you can all agree to.
4. Say yes less often. If you are feeling overwhelmed, stop saying yes to new asks. Protect yourself from burnout by
saying no when you just don't have the bandwidth to take on one extra project.
The important thing to remember is that suffering from burnout does not mean you are weak or a bad employee.
How can leadership prevent burnout?
Understanding the signs and symptoms of burnout is especially important for a company's leadership, and the transition to
remote work makes it more important than ever for our leaders to be vigilant. With the National Bureau of Economic
Research reporting that employees' workdays are an average of 48 minutes longer since the pandemic began, managers
must be respectful and aware of their employees' time and workloads.
Maintaining a healthy work-life balance is essential to preventing burnout. I also learned from The Bouncebackability
Factor that managers can harness the power of affirmations to ward off burnout for their team members. By offering five
affirmations for every one criticism or critique, managers can ensure their team members feel valued and important.
As leaders, it is important that we are proactive in our approach to dealing with employee burnout. Creating a healthy
workplace culture — one that values work-life balance — is essential to preventing burnout. During these unprecedented
times, we can do everything right and still face burnout. If you notice signs of burnout in your employees, there are ways
you can help:
1. Adjust workloads. Redistribute the workload and check in with your employees to make sure they don't feel
overworked.
2. Allow more flexibility. Focus more on results and less on who is logged in and working at least eight hours each day.
Some employees might be more productive and engaged outside the traditional 9-5 schedule. Be flexible.
3. Solicit employee feedback. Ask your employees how you can help relieve some of their stress. Create a dialogue so
they feel comfortable coming to you with suggestions.
Take care of yourself and your employees, and remember that we are all doing the best we can.
How To Prevent Work-From-Home Burnout
Morey Haber
Nov 12, 2020,07:40am EST|1,092 views
CTO and CISO at BeyondTrust, overseeing the company's technology for privileged and remote access solutions.
Many of us have been working from home for more than eight months now. We have not visited the office, seen our peers
in person, had physical contact with our direct reports or experienced the mundane tasks associated with being in the
office.
We had taken many of them for granted, like water-cooler conversations and cramped conference rooms. We are now
leveraging technology as a substitute for working in the office, operating almost exclusively through email,
videoconference meetings and our phones. It's beginning to burn people out.
We have a slew of new catchphrases that prove the monotony: "You're on mute," "You're breaking up" and "Zoom me."
We are taking calls outside of business hours to accommodate the lack of geographic travel, and almost everyone has
experienced some form of Groundhog Day in the last eight months. In fact, many friends, family and peers might even be
discussing this pandemic and working from home as a mild form of depression.
Unfortunately, it does not look like this situation will come to an end in the next few months. Many organizations are
discussing work-from-home at least through the end of the year, and some well into 2021. We will continue to expand and
rely on technology as a substitute for an in-person office environment and continue to stress the lack of separation of
home and work life. This has led to many people feeling like they need to be always available, fearing that they could be
considered slacking if they do not respond quickly to messages. The last thing anyone wants to do is to lose their job
during this crisis.
The lack of human contact and the feeling of endless days blending into weekends has become a big problem for many
employees, and there is no foreseeable change. From a management perspective, however, there are a few lessons I've
learned that can help mitigate the threat of burnout.
Set clear boundaries.
Consider establishing simple rules of engagement for remote employees. This can include:
• Establishing acceptable hours for videoconference calls.
• Requesting that all employees' cameras are enabled for videoconferencing.
• Requesting emails be sent only during business hours and make after-hour emails for emergencies only.
• Providing flexibility for homeschooling or other personal requirements that do not burn into employee vacation or PTO.
Give your employees the technology they need.
If your budget allows, you can also accelerate their laptop refreshment cycle to ensure all your employees have the best
technology possible when working from home. Employees with good equipment generally are less frustrated and feel
more valued when given the best equipment their companies can offer.
Break up the workweek.
Breaking up the work-from-home monotony is essential without water cooler chitchat or upcoming travel on the calendar
to break up the routine. Here are a few ways you can add some variety to the workweek:
• Determine one day a week for employees to catch up on work. For example, establish "No Meeting Fridays."
• Schedule virtual events to replicate normal office celebrations, such as work anniversaries, happy hours, retirement,
birthdays, sports pools and holiday-themed events, like Halloween costume parties and gift exchanges.
• Switch to a flexible four-day workweek of 10 hours each day. Odds are, many remote employees are already putting in
10 hours a day at home anyway.
• If funds are available, periodically reward employees using home delivery services for food or swag. Employees who
would frequently go out to lunch are feeling social distress by not having this activity as a part of their work routine.
• Do not forget to ask or require employees to take vacation time. It may be a staycation, but everyone needs some
downtime from the endless cycle.
Revamp your HR.
An effective human resources department is vital to fighting burnout. They can embrace the health care plans for your
employees and send reminders to make sure everyone is aware and feel comfortable contacting any mental health
services you provide. New employees can be especially overwhelmed by the lack of person-to-person contact when
onboarding in a remote setting, and self-doubt can set in. Some successful organizations have established the following
additional onboarding operating procedures to ensure the process is productive:
• Establish a regular cadence of peer communications via email and videoconferencing to establish a comfort level and
inclusion with their new team.
• Establish a mentorship program for the new hire outside of their hiring manager to provide inclusion within the larger
organization.
• Ensure HR, IT and key personnel establish regular touchpoints with the new hire to gauge whether there are any issues.
• Create and maintain an ombudsman deck for new hires to help answer business questions that would normally be
handled by in-person office staff.
To be fair, these are not all my ideas. I have spoken with many of my peers, and they have offered these solutions to
combat work-from-home burnout.
Sharing the best ones, unfortunately, has not coalesced outside individual executive teams and close-knit management
circles. Burnout has become a very real problem, and documenting my experience and conversations with others feels
like the right thing to do as we all manage through this pandemic together.
How To Beat Work From Home Burnout
Ashira Prossack
Oct 29, 2020,12:01pm EDT|2,334 views
I write about leadership and careers in the evolving workplace.
Burnout at work is becoming increasingly prevalent. The pandemic has created new factors that cause stress at work
such as juggling home and work life, working under less than optimal conditions, and economic uncertainty. With no
physical separation between work and home, these feelings of stress begin to take over personal life too – an unfortunate
recipe for burnout.
Fortunately, there are steps you can take to prevent burnout as well as overcome it when it tries to creep back in.
When you’re feeling particularly stressed out or frustrated during the day, take a quick break.
When you start to feel things boiling up inside of you, step away from what you’re doing for five minutes. That quick break
helps to prevent negative feelings from increasing to a point where they take over. You can meditate, walk laps around
your house, dance, sing, make a cup of tea, listen to your favorite song, or anything else that puts you in a good mood
and takes your mind off of whatever is frustrating you.
Establish boundaries.
Establishing boundaries between working time and personal time is crucial for preventing burnout. These boundaries
should be both physical and mental. Physically, you need dedicate a specific space to work from. That space could be a
home office or simply a desk set up in your living room if that’s all you have room for. The point is to create a space that’s
dedicated solely to working so that when you’re there you’re in work mode.
Mentally, you need to be able to turn off your work brain. When you step away from your workspace, it’s time to switch to
personal mode. Outside of your working hours, it’s important to be fully present in your home life. Whether that’s sitting
down for a meal with your family or enjoying binge-watching Netflix alone, the important thing is your ability to fully
disconnect from work and give yourself a mental break.
Create a routine.
Having a routine helps prevent burnout because it keeps you on track and ensures that you aren’t dedicating all of your
time to working. You want to establish a routine for the whole day, not just for work. Figure out what you can do in the
mornings to energize yourself for the day ahead. Take at least one 15-minute break during working hours. Make sure
you’ve scheduled a proper lunch break and spend that time away from your computer. For additional stress relief, create
an evening routine that incorporates meditation, exercise, or anything else that encourages relaxation.
Prioritize health and wellness.
The better you take care of your body, the better you’ll be able to handle stress and prevent burnout. There’s no one size
fits all solution to health and wellness, so it’s important for you to figure out what works best for you. Sleep is crucial for
just about everything, so prioritize getting enough hours of sleep each night. Reach for healthy snacks and try to eat
meals at regular times during the day. Any form of exercise for just 15 to 20 minutes a day has been shown to boost mood
and energy, so find something you enjoy and stick with it.
Reach out to a friend.
You are not alone in feeling burnt out, even if it feels like it. With remote work and less direct communication with others,
it’s easy to feel disconnected and alone in what you’re experiencing. Chances are, no matter how put together someone
seems on a Zoom call, social media, or even via text, they’ve experienced burnout too. By reaching out, you’ll not only
make yourself feel better, but you could very well make a huge impact in someone else’s life too.
A Unique Approach To Overcoming Burnout
Brett Steenbarger
Sep 29, 2020,08:14am EDT|7,330 views
Working hard doesn't have to leave us hardly working.
The number one problem I currently hear from portfolio managers, team members, and traders in financial markets is
“burnout”. That’s not surprising, given the list of challenges from 2020:

Keeping up with markets that have changed trends multiple times within the year;

Maintaining perspective amidst uncertainties regarding COVID-19 and implications for health and safety;

Working from home and trying to maintain productivity within and across teams;

Finding fewer recreational outlets while working from home, while coordinating the heightened needs of
spouses, children, and work;

Dealing with the daily avalanche of negative political and economic news, from unemployment and social
unrest to polarized politics.
The symptoms of burnout are familiar: lowered energy, a sense of feeling overwhelmed, increased negativity, and
difficulty initiating new efforts. In many ways, burnout is not so much the presence of huge negatives as the absence of
positives. The burned out worker becomes overwhelmed by tasks, responsibilities, and challenges: very little is
experienced as enjoyable or meaningful. Among those I work with, I notice one distinct casualty of burnout: creativity. It is
rare that saturated professionals can muster the perspective to generate fresh ideas and perspectives. Their energy is
spent in coping; little is left over for exploration and innovation. It is not surprising that, in her account of burnout for
Forbes, Rachel Montanez identifies loss of sleep as an important contributor. Without the restoration of sleep, we cannot
put full energy into the challenges that face us. As Monique Valcour observed in a Harvard Business Review article,
burnout is associated with a number of negative health outcomes, such as coronary artery disease and hypertension, as
well as mental health and substance abuse. Burnout impacts attitudes at work as well, Valcour notes, creating a
heightened sense of cynicism, exhaustion, and inefficacy.
One major problem with burnout is that it is difficult to muster the energy to recharge once we reach low ebb. When I
speak with professionals on overload, they usually can only think of one solution to their problem: taking time off. That
often doesn’t sound like a great option, because it means coming back to work that has accumulated!
A unique framework I have found helpful in work with professionals in demanding fields is viewing psychological
challenges as a function of our relationship with ourselves. In other words, every emotional difficulty can be viewed as a
relationship problem: it is something we do, not simply something we have. Thus, as cognitive therapists note, depression
is often a function of how we talk to ourselves and treat ourselves. Burnout can result from how we manage our
productive lives; it’s a failure of self-management.
A simple question that I ask people on overload is, “Suppose you had an employee that you supervised and you assigned
that person the same tasks and expectations that you demand of yourself each day. How do you think that would work
out?” Almost to a person, the reply is that the situation wouldn’t work out. A common reply is, “I would never do that to
someone working for me!” Just as the self-critical, perfectionistic anxious person would never dream of talking to a best
friend that way, the burned out professional would never supervise a valued employee the way that they manage
themselves.
Viewing psychological challenges as relationship issues—issues in our relationships with ourselves—opens the door to
fresh solutions. Many times, we have all the skills we need to deal with challenges constructively; we just have difficulty
recruiting those skills in our own self-care. With a valued employee, we can recruit empathy and a concern for
productivity—and retention. We would make sure that employee has enough time for activities that create heightened
experiences of energy, closeness with others, fun, and fulfillment. Simply taking time off may reduce work burdens, but
does not in itself recharge emotional batteries. To give ourselves the time and space to recharge, we need to become a
different kind of self-manager: the kind we know how to be with someone we deeply care about. As Zaria Gorvett noted in
an overview of burnout for BBC, an important antidote to burnout is being kind to ourselves.
It is difficult for burned out professionals to recognize that more time devoted to the right kind of energizing non-work
actually yields greater productivity. In an enriched state, we find more efficient ways of getting things done and we get
more done per unit of time. Recognizing that personal renewal is essential for sustained productivity opens the door to
doubling down on caring about ourselves as a way of handling redoubled work loads. Each of us in a workplace is a
manager: a self-manager. Cultivating our self-management skills enables us to perform at our best by being at our best.
5 Tips To Combat Work From Home Burnout
Caroline Castrillon
Oct 4, 2020,05:00pm EDT|4,599 views
I write about career, entrepreneurship and women’s advancement.
Don't let work from home burnout get the best of you.
A pandemic, an election year, hurricanes, wildfires, social unrest—what more can we pile on to our 2020 experience?
Most of us find ourselves working from home full-time while juggling homeschooling, pets, extended family and more.
These are challenging times, especially for working parents. If you don’t foster healthy habits, it will be challenging to
support the people around you, whether it’s family, friends, employees, clients or co-workers. That’s why it’s more
important than ever to employ strategies to combat work from home burnout. Recently I connected with Denise Broady,
HR expert and COO at Workforce Software, who shared her top tips to remain productive while still maintaining work-life
balance.
Create a routine
Even though you might not be going to a physical office space, it’s crucial to develop a routine. Ensure you're getting
dressed every day (at least change out of your pajamas) and set standard times for your office hours versus your private
time to create structure. Also, make use of an effective work from home set up. Try to sit at a desk daily to mimic that inoffice feel. Broady also offers this advice, “For working mothers like myself, my family and I eat dinner around the same
time every evening, followed by a walk. Creating and sticking to a routine is key to avoiding burnout, staying mentally
agile, and making ample time for your daily tasks.”
Set boundaries
Boundaries are overwhelmingly essential to stay productive during this time. If you have family members or others living
with you, make sure you’re setting healthy limits. One example Broady shared, “If I have phone calls and the door is
closed, my husband and kids are aware that I can’t be disturbed.” Also, don’t eat lunch at your desk. Try to step away to
clear your head and unplug. You’re ultimately your own best advocate, so make sure you’re setting reasonable
boundaries to avoid pent up frustration or confrontation.
Overcommunicate with loved ones
These days, leaning on your support system is critical. Broady explains, “Once a week, my family and I meet to discuss
what’s currently working and not working in our household when it comes to supporting each other. A fun idea we came
up with was a chore chart for the kids, where points are given based upon the task they are completing to help around the
house. At the end of the week, they tally up their points and receive money based upon how many points they get. It’s
vital to keep things fun at home right now—especially for children confused about what’s currently going on and feeling
anxious or upset about why they can’t see friends or go to school on a full-time basis.“ Also, consider creating a shared
calendar to know when others are busy with work or personal time. In the long-run overcommunicating will help to avoid
burnout, frustration and isolation.
Practice self-care
One of the most important tips is to ensure you’re setting aside time to be good to yourself. Take one to two hours a day
to read, work out, walk, run, or engage in your favorite hobby. Make sure you’re involved in activities unrelated to work,
which could ultimately help you excel at your job. For instance, reading a book could spark an excellent work idea, or a
workout could decrease stress while increasing productivity. Ultimately, focus on what you can control and the things that
you are grateful for.
Network consistently
An interesting way to avoid work from home burnout includes networking. Try to spend at least one hour a
week networking outside of your company to learn about your industry's best practices. For example, Broady likes to
attend a monthly CMO huddle via Zoom to exchange ideas and hone her skills. Learning from other people right now will
benefit you and have a positive impact on your career. It's also a fantastic way to share your ideas on topics that you're
excited about. Engaging in passion projects that might not relate directly to your job will create a sense of purpose. Aside
from external networking, catch up with co-workers one on one via Zoom to talk about topics unrelated to work. This is a
great opportunity to check in with people you might not normally engage with to see how they’re doing and if there’s
anything you can help them with.
The COVID-19 pandemic may make you feel like your career has been put on hold. Perhaps you’re frustrated because
there seems to be no end in sight. Don’t let work from home burnout get the best of you. Use these strategies to face your
stressors head-on and reap the benefits of a new and improved outlook.
What Leaders Can Do To Prevent Employee Burnout
Sheila Goldgrab
Oct 2, 2020,07:20am EDT|1,900 views
Founder of Goldgrab Leadership Coaching, Sheila is an executive coach and leads Women Leaders Habit Labs groups in
organizations.
Many leaders I am working with are observing burnout at work as the pandemic wears on. People are showing visible
strains on their mental health. There’s a weariness now that wasn’t there before.
The pandemic will not be short-lived, as many first thought, and the future is still very much uncertain. So what can
leaders do? Here are a few pointers to help.
Be the Chief Empathy Officer.
To do this, you first have to talk regularly with your team, perhaps more than before they were mandated to work from
home. If you are naturally inclined to a task-orientated leadership style, this time may call you to be adaptive and focus on
people first. Begin with frequent check-ins and ask how they are doing with an offer of support. Take the time to ask
questions and really listen deeply. Show that you understand what they’ve related and communicate understanding. Do all
of this before you turn your attention to talk about business demands. An empathic leader understands that people go
through different challenges and shows they care.
Show people you are thinking about them.
One company extended the holiday weekend with an extra day off. Sending pre-cooked meals home and kids’ coloring
books to their employees also made a positive difference and gave a business the opportunity to express their people-first
values. One leader began to pay greater attention to the people in a high-performing function that doesn’t usually require
attentiveness because it does very well on its own. Now she responds with comments to their emails and initiates Zoom
meetings, which they appreciate. Reach out to your peer network to generate meaningful actions the company can take to
show that managers and leaders care.
Connect people with one another.
Self-care routines such as sleep, nutritious meals and exercise can be hard to keep during a crisis. Recharging over and
over is a requisite life skill, especially during a crisis. One company has used the power of affiliation to integrate walk and
talk meetings. It’s strengthened the bond of group members who are now looking out for another. What’s more, outdoor
activities like walking build attention and focus and can remedy or prevent fatigue.
Help people to work smarter not harder.
Begin conversations about the strategies people are employing to make life liveable. Assist people to be more productive
by having “simplify huddles” where people share what they do when their childcare falls through or when a reliable client
isn’t calling back.
Be on the lookout for clues of post-traumatic stress.
Have there been missed deadlines, a performance decline, lack of engagement on calls, moodiness, clear signs of
chronic distraction and fatigue? Don’t expect it will go away on its own or give advice. Instead, arrange to bring an expert
in. Help people to recognize burnout and what to do to help themselves. There are techniques and practices from
coaching and therapy that will be skill-building and provide comfort.
Go beyond goals to talk about their values and purpose.
Early in the history of this pandemic, I began running weekly listening gatherings to give people a rich space to share their
thoughts and concerns about the compounding crisis of a pandemic, racial injustice, rising unemployment and the
consequences of climate change on our future. Many shared that the ambitious goals they set just weren’t sustainable.
They had all but given them up. Others shared that their purpose had helped them maintain their focus. It either revealed
itself during this time or it came rushing to the forefront. Knowing and living on purpose and being mindful of their values
was a focus-puller. They weren’t as burdened by distractions that were taxing their energy. A purpose can be as otherfocused as elevating women who are racialized in the workplace and as self-preserving as taking care of yourself and
your loved ones by setting and sticking to new boundaries.
Encourage vacations.
With air travel not a safe option and with work overload, many people have put off their vacations indefinitely. Yet one of
the perks of vacationing is to be recharged and take a break from stressful routines. There is no time when vacations are
more vital than now to preserve mental well-being. There are still ways to vacation, whether it be taking time for RV road
travel, planning adventures in your city on a staycation or taking a day trip to a neighboring town. For my family, camping
in low-density areas has enabled us to be self-sufficient and physically safe. Contact with nature is restorative and
produces healthy outcomes that help us replenish our cognitive resources when they are depleted.
How each of us responds to the stressors of Covid-19, racial inequality and the impacts of changing work and life
demands depends on many factors. This includes how we are individually wired, whether we or our family of origin have
faced a crisis of great magnitude before, where we live, work insecurity and much more. For many, the joy of gaining the
flexibility to work from home has been superseded with unintended consequences. Some are in shock about the
interruption to their lives. Others are juggling hard with competing responsibilities without a break. Many can’t do their
work the way they used to and are unsure how to adapt and succeed. Just about everyone is working longer workdays
than before, shortening time with family and leisure time. One executive told me that meetings are now being scheduled
to begin as late as 6:15 in the evening as a matter of course. That has become the new normal.
We don’t know much about the future and how this is going to go. Yet we know that leaders need to continue to protect
their people, watch for clues of deeper challenges and bring experts in with knowledge and skills to cope. It all contributes
to a better chance of succeeding. There is a lot we can do.
Work-From-Home Burnout: Causes And Cures
Ashley Stahl
Sep 1, 2020,10:20am EDT|11,337 views
Cozy clothes all day. No commute. Freedom to do house chores while on a conference call.
Ahhh the joys of working from home…
What started as a short-term leave from the office has transformed into an entire workforce transition. Remote work has
been on the rise, with a peak of 62% of employed US adults working part or full time from the confines of their home. But
remote work isn’t the only thing that has been on the rise... Burnout is hitting an all time high. More than two thirds, or
69%, of employees are experiencing burnout symptoms while working from home, and this influx is impacting both
business productivity as well as the overall health of the workforce.
If you think burnout just means being exhausted from your job, think again… Burnout is known to cause a litany of
physical and mental conditions: high blood pressure, heart disease, obesity, a weakened immune system,
anxiety, depression, cognitive decline, Alzheimer’s disease, and even death.
With remote work, which socially isolates people, there is an added component to consider:
loneliness. Research demonstrates that while obesity reduces longevity by 20%, drinking by 30%, and smoking by 50%,
loneliness takes the cake, reducing life expectancy by a whopping 70%. It’s safe to say that practicing self-awareness and
establishing a healthy work from home lifestyle could be what keeps you safe for the long term.
While this data may be difficult to digest, there are strategies to nip remote-work burnout in the bud before it gets too bad.
I have outlined three of the main causes of burnout while working from home, along with ways to remediate them so you
can get back on track with growing your career.
1. Inability To Disconnect
The alarm goes off and you start checking email in bed. You sit on a conference call through lunch and end up working on
a report late into the evening. Your laptop has become an extension of yourself, always by your side. Sound familiar?
All of this connection at home means more hours logged at work. On average, employees have reported working three
more hours per day since working remotely due to Covid-19. That 15 hours a week… almost another part-time job. Too
much of a good thing can be bad, particularly if it’s your work.
This increase in work hours and shift in setting are causing some pretty profound social and personal struggles. An ASU
research paper described the importance of transitioning from “home you” to “work you” as a result of boundary-crossing
activities. This means “work you” would put on work clothes, make your coffee and commute to work. Experiencing these
physical and social indicators of a change created an established boundary between the two aspects of your life. While it
feels cozy and convenient to skip these activities, maintaining these habits is critical for well-being and work engagement.
Preventative Measure: Live As Though You Are In An Office
First, it’s key is to find a balance in your work space at home. Begin by implementing office hours, silencing notifications
and activating an out-of-office response outside of predetermined time blocks. This way, no matter if you’re out running an
errand, or winding down from the day on the couch, you (and your clients or co-workers) know that your office is closed
for business. If possible, create a block of hours that you can consistently work within, and be sure to communicate this up
front with staff and customers to avert any surprises.
Next, consider skipping the jammie workdays and put on a nice blouse; data shows that what you wear actually changes
the way you think and improves your abstract thinking capabilities. Instead of driving into the office, go for a walk outside
while you listen to the podcast or new station you’d typically enjoy while driving to work. This isn’t only good for creating
that work-office divide; getting fresh air to the lungs increases oxygen levels in your brain to boost energy and improve
concentration and memory. Once you finish your show, enter the front door of your home as though you are walking into
your office.
At the end of the day, you need to establish boundaries for yourself and commit to honoring them. When someone tries to
push back and schedule a late-night meeting, don’t be afraid to stand in your values: “I am unavailable during this time.
How does [insert alternative date(s) and time(s)] work for you?” There is no need to explain yourself and dive into the
details; keep it straightforward and simple. These are the hours you work. End of story.
2. Lacking Workplace Inspiration
Are you dragging your feet to hop on conference calls? Has your inbox begun to fill up, while your desire to respond
diminishes? Often, when we’re feeling burned out at work, we suddenly want to do everything… except for work.
This isn’t simply an emotional response; the chronic stress that results in burnout actually changes the anatomy and
functioning of the brain. These changes overwhelm one’s cognitive skill (ability to think, learn, reason and pay attention)
and neuroendocrine systems (which releases serotonin and adrenaline). Living in a heightened state of stress spark our
brains to switch into “survival mode,” impairing ambition and responsibility.
Preventative Measure: Take Creative Initiative
When you begin to ignore messages, procrastinate on projects or find yourself avoiding work altogether, take a moment to
consider what got you jazzed up about your career in the first place. Ask yourself: What excites you most during the day?
From here, set a plan in place to implement this aspect of your work back into your life. If you loved presenting your work
at quarterly meetings, ask to host a virtual session with your team. If you loved researching possible solutions or new
products, carve out time to do this. Before you jump on email and get buried in the day-to-day workload, make time for
this. Block an hour on your calendar every morning for an “inspiration session” where you work on what you love most
completely uninterrupted.
If you aren’t sure what sparks your inspiration at work or where your greatest strengths lie, spend time defining this. When
I work with new clients, I often have them take a few personality tests to identify what they do best and see where their
natural gifts and talents lie. Check out the following tests:

Gallup CliftonStrengths assessment: Uncovers your “talent DNA,” or your top strengths, which explains
the way you naturally think, feel and behave.

Myers-Briggs, or 16Personalities: Indicates your psychological preferences in how you perceive the world
and make decisions. The results highlight how you work best with others and maintain relationships, and
it even provides career paths to consider.

Enneagram: A personality assessment that identifies your strengths, weaknesses and how you exist
while living in a place of strength versus weakness.
You control your career. It’s time to take pride in holding ownership over what you do best, and find joy in doing so.
3. A Supportive Environment Is Missing
Working without others can be a blessing and a curse. You no longer have to deal with co-workers “dropping by your desk
to ask a question” or navigating out of lingering conversations in the hallway after a meeting ends. But now, those
instances almost feel like a distant dream you miss. Instead, you’re alone, all day long.
If things go south at work, a project budget gets cut, co-workers are laid off or your manager isn’t the best at leading
remotely, being socially isolated leads you to suddenly feel as if you have no one to turn to for support. According to Steve
Cole, the director of the Social Genomics Core Laboratory at UCLA, losing a sense of community and connection
changes a person’s perception of the world, leading one to feel threatened and distrusting of others and activate defense
mechanisms.
When you work remotely and a problem arises, you’re alone in the isolation of your home office to cope with the impact
and find a solution.
Preventative Measure: Communicate Your Concerns
Without the personal interactions on the office floor, it is more difficult for co-workers to notice subtle shifts in your
behavior and address them with you. It is your responsibility to be aware of your behavior and speak to it with others.
Concealing your concerns beneath a smile will only make them worse.
If you feel burnt out, communicate this tactfully to your boss or co-workers. And if the thought of this leads you to fear
being let go, especially given the rate of layoffs and unemployment, consider addressing it in a forward-thinking tone: “I
want to deepen my commitment in this role and would like to discuss with you ways to remain engaged and focused while
working from home.” This comes across as though you are fully committed and want to do your best—then you can speak
to what is and is not working for you in the current workplace climate.
There is a powerful link between social support in the workplace and reduced levels of burnout among employees.
According to a UK study, the most important factor in workplace happiness is positive social relationships with co-workers.
Just because you are no longer in the office, doesn’t mean you can’t maintain friendships remotely. Consider putting
together a fun group call, or if Zoom fatigue is strong, set up a socially distanced meet-up in a park.
You are working independently, and that now means you are far more responsible for your career, and your health, than
before. Begin to build a level of self-awareness around these warning signs of burnout and take preventative measures to
stop burnout in its tracks.
You control your career; don’t let it control you.
Burnout, A Silent Crisis In Global Health
Madhukar Pai
Jul 20, 2020,04:42pm EDT|24,534 views
I write about global health, infectious diseases, and equity
Burnout among global health professionals was a concern before the Covid-19 pandemic, and might get ... [+]
Global health is about big saves and lofty goals like universal health coverage and ending epidemics. This is why global
health attracts lots of professionals from diverse fields (including me). But in the race to save lives, the field of global
health tends to ignore a big risk: burnout. It was a concern long before the Covid-19 pandemic, and might get worse
because of the ongoing crisis.
Burnout is defined in ICD-11 as “a syndrome conceptualized as resulting from chronic workplace stress that has not been
successfully managed. It is characterized by feelings of energy depletion or exhaustion; increased mental distance from
one’s job, or feelings of negativism or cynicism related to one's job; and reduced professional efficacy.”
While there is plenty of research on burn-out among physicians, nurses, humanitarian aid workers, and front-line care
providers, I found little data on incidence of burnout among global health professionals. That, by itself, might be telling.
Burnout in global health is well recognized, but rarely discussed or researched.
Why do people burnout?
Based on my own experience and interviews with over a dozen global health professionals, a number of factors increase
the risk of burnout in global health.
First, global health is inherently political. Just imagine working for the World Health Organization (WHO) during this
pandemic. They are dealing with governments, donors, media, researchers, and the public, while simultaneously facing
hatred, racism, budget cuts, anti-science and misinformation campaigns. It must be incredibly stressful.
Even during normal times, global health work involves diplomacy, political negotiations, advocacy, engagement of diverse
stakeholders, and the ability to deal with mind-numbing bureaucracy. Doing such work, day after day, comes at a cost.
Second, intra- and inter-agency rivalry is an issue, especially since the global health landscape is fragmented. If two
agencies do not see eye to eye, but still need to cooperate, the staff involved can feel conflicted and stressed. Even within
an agency, new staff can feel polarized and might be forced to show allegiance to one faction or supervisor over another.
In many agencies, there is intense competition to move up the leadership ladder.
“There is unhealthy competitive politics and severe lack of collaboration between organisations,” said Amrish Baidjoe, a
field-epidemiologist/microbiologist, and an Honorary Assistant Professor at the London School of Hygiene and Tropical
Medicine. “It’s frustrating to see large sums of money being wasted on windows dressing and thought up in offices by
people far away from reality,” he added.
Third, global health agencies are often very hierarchical, rigid, and lacking in diversity. Since global health leadership
is dominated by White men from high-income countries, it cannot be easy for women and people of color. Concerns
about sexual harassment, racism, White supremacy and abuse of power have been raised in many settings. Academics in
global health face systemic racism as well.
“Toxicity in the global health spaces leads to health complications for staff members, reduced productivity, and dampened
passion for those who are in misogynistic and racist environments,” said Khairunisa Suleiman, a global health consultant
who previously worked at MSF.
Fourth, global health work involves a certain lifestyle: crazy, long hours, a back-breaking travel schedule, living out of
suitcases for prolonged periods, insufficient time for exercise and sleep, and a relentless series of meetings and events.
Despite all this, people are expected to stay on top of email all the time. Everyone is anxious about falling behind the work
schedule, and everyone puts in late hours, weekends, and nights to catch up.
Some aspects of this lifestyle are exciting for young people entering the field - who does not want to travel to exotic
locations and attend cocktail events? But, over time, this lifestyle takes a toll. Physical fatigue and ill health (e.g.
depression), inadequate sleep and exercise, alcohol and tobacco dependence, inability to sustain relationships, and
challenges for starting and raising a family are merely some of the consequences. In particular, women with small children
deal with constant guilt about travel.
I have had to travel a lot for my international TB research. It came at the cost of chronic fatigue, a prolapsed lumbar disc,
and guilt over not being there for my family. One time, my daughter had a meltdown because I missed Halloween. She
had asked me: “Is your work more important than me, Dad?.” It still hurts. And I could not recognize burnout, even if I had
all the symptoms.
Fifth, lack of job security is a chronic issue. Professionals working in global health agencies are always nervous about
their short-term contracts getting renewed. For example, several WHO staff are on short-term contracts. Movement
between agencies, therefore, is frequent. It cannot be easy to change jobs every few years, especially if it means moving
countries or continents. Those with families are badly impacted. Relocation might be a great career move for one person,
but might be frustrating for their partner or children.
“We’re from Brazil, but my work in global health took our family to countless locations in Latin America, Africa and North
America. I’m proud of my work in the Global South, but the job instability, burnout and great emotional costs for me and
my family are brutal,” said Monica Malta, an Assistant Professor in the Department of Psychiatry at the University of
Toronto.
Sixth, in some agencies (especially global health NGOs and universities), there is a relentless need (or pressure) to
compete for every single funding opportunity, no matter what. These organizations live grant to grant (on ‘soft money’, as
it is called in academia), and staff are under immense pressure to network, schmooze, write grants, and raise money, for
their own salaries and for those around them. It is like being on a treadmill that cannot be stopped. Senior leaders
constantly worry about all their staff who might need to be laid-off, if funding dried up.
“Working in global health is an honor but it isn't easy,” said Alexandra Phelan, a global health law expert and Assistant
Professor at Georgetown University. “Before Covid-19, I had an already intense workload with constant travel, driven
largely by being on soft money, relying on small contracts and grants for my work on pandemics. Now that we are midpandemic, I no longer have the travel, but my workload is tripled, with a large amount of it pro bono or voluntary, and still
reliant on funding for my work, let alone work on the pandemic,” she said.
Seventh, lack of autonomy and drudgery of daily work are big issues: younger staff are told what to do, and they don't
necessarily feel in control of their work. Junior staff can get moved from project to project with little warning. They might
not get the satisfaction of completing projects they started, or get to see the impact of their work on the ground, especially
if they work at the headquarters (over 80% of global health organizations are headquartered in Europe and North
America).
Eighth, access to mental health and counseling services is not guaranteed, and confidentiality is always an issue. Word
gets around quickly, especially in smaller organizations. So, many suffer in silence until it becomes impossible to bear.
Ninth, even if mental health services are available, global health professionals worry about using them, since they know
there are much bigger problems to tackle in the world. “A state of constant stress is highly common among all my
colleagues, but we hardly look for mental health support. We are always behind schedule, and are frequently reminded
that our work is saving lives. It seems just too selfish to stop to rest, or look for much needed support,” said Malta.
Nour Sharara, a global health consultant, spoke about the guilt of admitting burnout in a very mission-driven environment.
“In a setting where we are reminded daily of our luck and privilege, and where our internal struggles can appear trivial in
comparison, it can be very hard to admit to one self and others that you’re not okay,” she observed.
Tenth, with some notable exceptions (Wellcome Trust policy on emails after work hours), global health organizations are
not good about setting boundaries and expect staff to be available at all times. Passion and commitment are equated with
24 x 7 availability. "This ‘always on’ culture is fertile ground for burn out,” said Sharara. “I had the reputation of being
passionate about global health - which I am. But it quickly became hard for me to say no and one of my biggest regrets is
not learning to say no," said added.
Impact of Covid-19
With the Covid-19 pandemic, everyone is working flat-out to battle the virus and mitigate damage in other areas of global
health. While travel stress might have eased, other new stressors are in play - from the stress of staying productive while
working at home, to job lay-offs, salary cuts, and budget reductions. Zoom fatigue is affecting everyone.
The impact of the pandemic on women is increasingly visible. The pandemic is disproportionately and severely
disrupting mothers’ careers. Since women account for a majority of the global health workforce, the impact of this
pandemic on women has serious downstream consequences for the entire field.
Ngozi Erondu is a Senior Fellow at the Chatham House Centre for Global Health Security. “Like many public health
professionals, my life was exhausting pre-Covid. Between January and late Feb I was on four different continents for
multiple conferences, meetings and work,” she said. “Covid-19 stopped the travel but ramped up everything else (media
engagements, unpaid advisory roles, writing, fighting racism, looking for consultancies). I feel like my body has just had
enough. I’m finding it difficult to really recover from the last few months,” she admitted.
“I’m exhausted, but I am most worried about my team members. I can tell them to take time off, but it’s often not possible
due to the constant nature of work,” said Thoai Ngo, Founding Director of the Girl Innovation, Research, and Learning
Center at the Population Council.
There is little doubt that the pandemic might greatly worsen burnout in global health, if this issue is not anticipated and
addressed.
How can we mitigate burnout in global health?
Mitigation of burnout will require us to address the problem at two levels: organizational as well as individual.
At an organizational level, Rochelle Burgess, a Lecturer in Global Health and Deputy Director of the UCL Centre for
Global Non-Communicable Diseases, at University College, London, argues that we need to normalize language and
practices of self-care within all global health institutions, regardless of size. “It isn’t enough to simply increase access to
services through counselling and apps – these will be too little, and often too late. We need to develop systemic practices,
such as mandated (and paid!) leave periods after certain number of months on a project,” she said. Rotation of staff away
from headquarters to field-based, in-country work might also help, as it can bring staff closer to the people who are most
affected and inspire them.
“I think one of the ways we have avoided burnouts in our organization is to give significant degree of operational freedom
and choice of things that people want to do to almost everyone,” said Soumitra Pathare, Consulting Psychiatrist and
Director of the Centre for Mental Health Law and Policy in India. He believes the senior management has a huge role to
play in avoiding a toxic work environment that can increase burnout. “I believe that transparency, treating people with
respect, treating people fairly, ensuring a flat hierarchy, and providing people an opportunity to grow creates a more
congenial atmosphere,” he said.
Sonali Vaid, a physician and global health consultant in India, believes job dissatisfaction, lack of learning and growth are
key drivers of burnout. “During my decade in the field, I have increasingly sought more time and flexibility over higher pay
checks. This has led me through difficult decisions of giving up an American work visa and moving back to my home
country. But it has also opened up new avenues of public health consulting and the ability to take up a variety of work in
line with my interests and with people I enjoy working with,” she said.
Global health organizations need to have a clear workplace mental health policy in place, argues Pathare. This includes,
he says, not discriminating against persons who have had a mental health issue while recruiting, offering time out for
mental health issues without loss of pay/seniority, free access to high quality and confidential mental health support,
addressing bullying and harassment, and recognizing that burnout is constant threat for many people despite their
resilience.
Diversity is critical for a healthy work environment. Global health agencies must have a plan to prevent burnout in place,
and make sure it is aligned with the organizational plan for increasing diversity and inclusion. Everyone in global health
will benefit from training on privilege, allyship and anti-racism.
“Peer Processing Groups, in which a trained mental health professional guides the group in sharing of their stories and
experiences, with a listening ear for strengths and values can help move teams through trauma and into post-traumatic
growth,” said Rana Awdish, Medical Director, Care Experience at the Henry Ford Health System in Detroit, and author of
the best-selling book “In Shock” based on her own critical illness.
Support groups might be particular valuable for front-line humanitarian aid workers who witness traumatic events. “The
load of vicarious trauma, whereby we are burdened with the seemingly endless suffering of others, requires a kind of
container so that the work can go on,” said Awdish. “Aid workers who have demonstrated signs of depression or
accelerated anxiety may require more personalized intervention,” she added.
Ngo argues that donors and funders also have a role to play in preventing burnout. “Many donors have stated that they
can be more flexible during the pandemic. One way to live up to this commitment would be to change their funding
practice to make longer-term investments and limit gratis requests to provide advice, review documents, or deliver
presentations that are outside the scope of grants,” he said.
At an individual level, everyone working in global health must find a way to prevent burnout. "We need to center the rest
and renewal of those who have done and are doing the work of healing and health. So many of us are building and
reforming broken systems but taking care of the internal system is a necessary part of sustaining that work in the long
term," said Priti Krishtel, Co-Founder of I-MAK, a non-profit working to increase access to lifesaving medicines.
“We need to better prepare students for the realities of what it is like to work in the global health field – to help them make
decisions about where they are best suited to work. Managing expectations can be protective and is important,” said
Burgess.
In summary, as Thoai Ngo eloquently put it, “the global health workforce is our number one asset during Covid-19 and
beyond; now more than ever, we need to invest in their well-being for the long run.”
How One Expert Is Battling Burnout By Building Resiliency
Forbes Councils
Jul 20, 2020,09:00am EDT|1,255 views
Detailed information about Forbes branded products & services: How to order, join, participate and buy.
Jacinta Jimenez, Strategic Advisor, BetterUp at Jiménez Coaching & Consulting and Forbes Coaches Council Member
ALL PHOTOS COURTESY OF THE MEMBERS
This article series spotlights key business trends identified by the expert members of Forbes Councils. Find out if you
qualify for Forbes Coaches Council here.
According to a 2018 Deloitte survey, 77% of people have experienced burnout in their current job. In May of 2019, the
World Health Organization included burnout as an occupational phenomenon in the 11th Revision of the International
Classification of Diseases. And according to Medscape's 2019 National Physicians Burnout & Depression Report, 44% of
physicians suffered from burnout. In 2020, the Covid-19 pandemic and ensuing social, economic and political turbulence
leaves workers more susceptible to burnout than ever before.
Burnout doesn’t just hurt individuals; it hurts entire organizations. Burnout drives high turnover and absenteeism in the
workplace, as well as decreased productivity and work quality. A 2015 study by researchers at Stanford and Harvard
estimated that workplace stress accounts for up to $190 billion in healthcare costs and contributes to 120,000 deaths in
the United States each year.
Forbes Coaches Council member Dr. Jacinta Jiménez is an award-winning psychologist and board-certified leadership
coach who has dedicated over 15 years of her career to the betterment of leaders through consultation, program
development and technology. Having worked with individuals in top organizations in Silicon Valley and throughout the
world, Jiménez said today’s “alarming” level of burnout is due to a failure to keep up with a rapidly changing workforce.
“Changes like hyperconnectivity and globalization have created an always-on and always-connected culture that has
fundamentally altered the way we live and work. Unfortunately, despite these changes, many organizations, managers
and individuals are still clinging to outdated formulas of what it takes to be and remain successful at work,” she said.
As employee burnout continues to rise, industry leaders need to think about how to stop burnout as well as how to prevent
it in the first place. The key, Jiménez said, is coaching leaders toward resilience using an integrative approach: “To truly
address the burnout epidemic, we need to have resilient people, teams and organizational processes. The resilience of an
organization depends on the interconnection of the individual, team and organizational levels. Taking a systems-level
approach through coaching, in particular, can have remarkable benefits.”
As the former Global Head of Coaching at BetterUp, Jiménez led the development of groundbreaking coaching
approaches for helping today’s top organizations, while also leading a global community of over 1,500 international
leadership coaches in over 58 countries. Her forthcoming book, The Burnout Fix, outlines a holistic approach to the
complex problem of burnout by introducing science-backed pro-resilience skills, behaviors and mindsets she’s used in her
own coaching work with top leaders battling burnout.
Coaching’s effectiveness stems from a personalized approach to an individual’s unique strengths, history and situation.
Leaders who receive coaching not only develop skills and behaviors to build their own resilience; they also become more
effective at preventing burnout in their teams.
“Extensive research on the topic of burnout has found that when the demands of our work and our capacities as humans
become mismatched, it can lead to burnout,” Jiménez said. She encourages HR leaders to evaluate the employee
experience and uncover where aspects like workload, job control, reward, social support and inclusion may be most
mismatched with workers’ nature and abilities. “From there, involve your people in developing systems and approaches
that help foster more human-centric work practices and approaches tied to those areas,” she said.
Ultimately, Jiménez believes organizations need to develop systems and employee development approaches that support
long-term sustainable resilience and wellbeing over short-term gains. And she’s calling for an essential paradigm shift: “At
the end of the day, in order to fully address burnout, we need to develop organizational cultures, teams and mindsets in
which things like belonging, nourishment, ethics and psychological safety are the new badges of honor.”
For more information, check out Dr. Jacinta Jiménez’s executive profile here. To learn more about Forbes Coaches
Council and see if you qualify for membership, click here.
Three Simple Steps To Address Burnout From A LinkedIn Leader
Laurel Donnellan
Jul 17, 2020,09:50am EDT|5,132 views
I write about activating and amplifying compassionate leadership.
Unsplash, Luis Villasmil
Compassionate leaders spend time connecting with their team members and developing authentic and caring
relationships with them. I recently met a LinkedIn executive and people scientist, Justin Black who offers three simple
steps, backed up by data that will help you become a more compassionate and effective leader, NOW.
Justin says he was destined to be a people-scientist before the age of 16. The son of two educators, Justin said he was
treated like an “adult” and that his parents brought work home… but in a good way. Dinner discussions included topics
around what their parents were trying to achieve in their work and he noticed that, at their core, was an intrinsic
humanitarian element with a genuine desire to take care of people. He would later become interested in anthropology and
management science and ultimately discovered Industrial-Organizational Psychology in college. He ended up switching
his major and studied the psychology of the culture of work. Justin takes the ideals behind people’s science to create
transformative impact for his customers at Glint.
Glint is a people-driven organization that provides data analysis designed to help organizations improve their business
while ensuring that they prioritize the wellbeing of their employees above all. It was acquired by LinkedIn in 2018 for $400
M. Justin is the senior director of people science at Glint and it his job to use data to figure out how teams can work
together most effectively and efficiently.
In today’s work culture, there’s a strong tendency to praise the “grind” and this mentality of being “always on” and working
from home seems to be making it worse. A recent Glint survey of over 100,000 employees found that burnout is a
consistent concern, with 64 percent reporting feeling negativity about their current workload. And from March to May, 34
percent of companies saw a decrease in work-life balance.
At a time when many are facing uncertainty and/or economic hardship, Justin and his team seek to ameliorate the added
stress, offering data to companies so that they can best support their employees. According to their research, employees
are still feeling positive and grateful for how most companies are handling the crisis. But it is a sense of belonging that
people are after now, a sense of connection to their company, its people, and its culture that has become most important.
It is through this belonging that people are more driven and content in the workplace.
His no nonsense approach towards leadership prioritizes collaboration and cultivating strong relationships with his
colleagues. He offers these steps to address and prevent burnout:
1.
Goal-alignment: Set goals so that everyone is on the same page and in line with the company’s core mission and
values. He begins every week, checking in with the team and updating the collective goals if needed.
2.
Weekly check-ins: It is then crucial to provide regular opportunity for feedback one-to-one check-ins. Here Justin
provides a space for authentic two-way communication that builds trust and fosters better relationships.
3.
Repeat consistently: Focusing in on shared objectives and creating authentic relationships with your team will lead
to a sense of belonging and more productivity.
It is through this simple yet powerful process that has allowed Justin to work with his talented team while tying their
contributions to the core values to the bigger picture at LinkedIn. Justin pointed out, “when the values fit, you figure
everything out.”
Three Simple Steps to Stop Employee Burnout
Mark McClain
Jun 10, 2020,04:48pm EDT|1,219 views
Detailed information about Forbes branded products & services: How to order, join, participate and buy.
CEO & Founder of SailPoint, the leader in enterprise identity management.
You show me a really hard worker and I will give you a rough estimate of when that employee is likely to burn out. Burnout
is real, with Gallup reporting that two-thirds of employees saying they feel burnt out at least some of the time. Yet it
remains somewhat of a silent employee-retention killer. Learn to spot the red flags early and often, and I promise you will
find more benefits in investing in your people rather than counting on waves of new hires to keep the business rolling. So
how can you respond to burnout?
Empathy
Don’t feign surprise when I tell you that employees are receptive to their managers giving them a break. In a world where
people are increasingly raising families, including caring for aging parents, there are a lot of balancing acts unknowingly
happening around us. You might start noticing your employee making more mistakes than normal, or not having the same
can-do attitude they usually exhibit, and often, that isn’t the time to come down hard. Think beyond what you see in front
of you and realize there may be things going on behind the scenes that you simply don’t know about.
Perks that Matter
This is one area where work perks can make a major impact on employee retention and get ahead of burnout before it
starts. An open vacation and flexible work policy are still surprisingly difficult for many employers to wrap their heads
around, but giving people the freedom to do their work and also live their lives makes for a simple solution. It isn’t enough
to offer these perks, though. Ensure that you’re encouraging employees to actually use them.
Treating People Like Adults
You will hear me say this often, and this is probably the biggest factor in whether employees face burnout or not. When
you hire competent people, and allow them to do their jobs without being micromanaged, it frees up a lot of mental energy
to truly make an impact on the organization. So, as a business leader and manager, ask yourself: am I standing in my
employee’s way?
Burnout is inevitable, but rather than seeing it as a sign of weakness, meet that employee with empathy, help them
reprioritize their projects, and encourage them to take some time off. I can promise you that you will more often than not
get loyalty and consideration in return.
Three Simple Techniques To Quickly Fix Employee Burnout
Mark Murphy
Mar 12, 2020,08:30am EDT|4,646 views
I solve the “people pain points” that keep leaders awake at night.
When someone is so exhausted that they don’t care about things they previously considered important, they’re burned
out. Burnout is not having “a case of the Mondays” or the occasional bad days we all experience; burnout is a deeper loss
of optimism and resilience.
And while it might seem like burnout is unrelated to your company’s bottom-line, if your goals require that employees give
maximum effort this year, you need to stop employee burnout (and any loss of optimism, resilience, etc.).
For example, in the recent study, Employee Engagement Is Less Dependent On Managers Than You Think, we
discovered that optimistic employees are 103% more inspired to give their best effort at work. And if employees aren’t
giving their best effort, there’s little chance that any company survives a turbulent economy.
Fortunately, there are three straightforward and practical techniques you can employ today to halt, and even reverse, the
vast majority of employee burnout.
Technique #1: Intervene Quickly And Directly
One of the first signs of burnout is frustration. When employees are irritated by seemingly trivial issues, especially when
that frustration is expressed multiple times and in public venues, you’re typically witnessing early stages of burnout.
If I roll my eyes in an unproductive staff meeting, that’s not burnout. But when an ordinarily agreeable employee starts
muttering loudly, “this is such a pointless waste of time,” in two or three different meetings, that’s a likely indicator of
looming burnout.
And those are indicators you want to catch and address quickly. If you engage that employee while they’re still in the
muttering or griping stage, there’s a good chance you’ll halt, and even reverse, the inchoate burnout.
Unfortunately, many leaders brush aside, or ignore, the muttering. In the study The Risks Of Ignoring Employee
Feedback, we discovered that only 23% of people say that when they share their work problems with their leader, he/she
always responds constructively.
But it doesn’t take much effort to successfully engage with a frustrated employee. Simply ask them two questions:

Could you tell me about a time in the past month when you felt really frustrated?

Could you tell me about a time in the past month when you felt really motivated?
And after you’ve asked your employee those two questions, sit quietly and listen. Don’t dismiss their responses, don’t
defend yourself or the company and, most importantly, don’t argue with them. Just calmly listen and acknowledge what
they’ve said (both the good and the bad).
From the employee’s perspective, knowing that your boss hears you, and is earnestly trying to empathize, is a form of
social support. And research shows that social support can significantly diminish burnout.
Technique #2: Help Your Employees Problem-Solve
It’s pretty common for burned-out employees (and leaders) to experience diminished problem-solving skills. In fact, any
stress can potentially erode a person’s ability to think clearly, rationally and generate alternatives.
When you see your employees struggling to solve problems that seem pretty simple, it should be a warning sign for
looming burnout. And in those cases, you’ve got two easy options. First, help them calmly and rationally dissect the
problem and then serve as a sounding board. This can be as simple as asking the employee to describe the problem
they’re facing, and then ask them questions like:

Tell me about what steps you’ve taken so far?

What are you thinking about doing next?

How is that the same or different from what you’ve tried before?

If Plan A doesn’t work, what might be a good Plan B?
These questions have been shown to deescalate catastrophizing and, in a very gentle way, encourage employees to
reengage the critical thinking parts of their brain.
A second option is to simply force the burned-out employee to take a break; sometimes, a little space really is the best
solution. An extended lunch break, a day off or time to pursue an outside interest can make a big difference.
Technique #3: Stay In Close Contact
While it can be stressful for leaders to spend time with burned-out employees, it’s critically important to maintain close
contact.
The study Optimal Hours with the Boss discovered that people who spend six hours per week interacting with their direct
leader are 30% more engaged and 16% more innovative than those who spend only one hour per week.
So devote extra time to interacting with any employee that seems to be heading towards, or is already in, a burned-out
state. Set discrete periods of time to check in with employees. Invite them to coffee. Or even pick up the phone for a
touch-base chat.
One final thought for leaders: If your employee is expressing signs of burnout, that’s potentially a good thing (especially
when the alternative is the employee withdrawing or staying silent). Consider their expressions a way of reaching out and
a big sign that they trust you.
Feeling Burned Out? Nine Ways To Get Back On Track
Expert Panel
Sep 10, 2020,01:10pm EDT|565 views
When you’re overworked, it’s easy to burn out. The extra hours and workload can cause you to become stressed and,
ultimately, less productive at work.
While burnout can have a negative impact at any job level, it can be especially detrimental to executive leaders, so it’s
important to understand how to reverse this feeling when you’re stuck in it. To help you, we asked the members of Young
Entrepreneur Council to share some recommendations for getting back on track when you feel burned out. Here are their
top strategies for executives who need to reset.
Young Entrepreneur Council members share strategies for overcoming burnout as a leader.
PHOTOS COURTESY OF THE INDIVIDUAL MEMBERS.
1. Set And Stick To A Defined Schedule
I have a very scheduled week. Aside from my time with family, Mondays I attend a group, Wednesdays I volunteer with a
charity, Thursdays I play soccer and I go to the gym every day at the same time. It may sound like a lot, but knowing that
people are counting on me keeps me accountable. Of course, I enjoy these things and it's easy to do when things are
going well, but I cannot tell you the number of times I have dragged myself out there when I am anxious or overwhelmed.
Why is this important? When things are difficult, I force myself to go and, afterward, I always feel mentally refreshed. Your
mind can become a swamp flooding and become overwhelmed. Getting out and, as my coach says, "getting into your
body," is a great way of becoming present. Suddenly, you have clarity. - Ryan Meghdies, Tastic Marketing Inc.
2. Spend One-On-One Time Talking Things Out With Someone
Most of the time we feel burned out because we feel alone and forget our purpose for doing things. One-on-one time with
a psychologist, coach or a religious leader is really helpful, for it helps you unwind and release your kept emotions and
stress. You can definitely feel the change if you have someone to talk to. It makes you feel like someone is helping you
carry the burden. Another thing I highly recommend is exercise or yoga. It helps you increase blood flow and circulation,
allowing you to sweat. It also releases endorphins to trigger a positive feeling in the body, giving you inner joy and peace.
- Daisy Jing, Banish
3. Find Balance With Wellness Activities
Incorporating contemplative practices like yoga and meditation into your daily schedule can help you avoid burnout
because you will be introducing activities based on mindfulness and total awareness. Once you incorporate these into
your morning ritual, then you will slowly start incorporating it into everyday activities including work. Everything in life is
about balance. If you are constantly working you are bound to burnout. You must balance the workday with things that
contribute to your general wellness, such as eating healthy, exercise, spending time with friends or family and doing a fun
hobby. - Riccardo Conte, Virtus Flow
4. Take Time Off When You Need It
This time of year is really going to be a big challenge because people are transitioning off some major traumatic events—
globally, locally and in business. Many, if not all, vacations are canceled and it's a challenge to get the break from work
when everyone is still reacting to a new climate. The key is to take the right moments for yourself and to not let burnout
happen in the first place. Don't work 12-hour days successively. Take a walk, and don't eat at your desk even if you work
from home. It's all about balance, having a clear path to rest and good healthy work habits. - Nicole Munoz, Nicole Munoz
Consulting, Inc.
5. Cut Down On Your Meetings
One of the reasons why executives get burned out so fast is because they're attending so many meetings. Making
decisions and experiencing information overload are real issues that can lead to exhaustion. I suggest creating solid
meeting agendas and training others to handle meetings. You can always go over the agenda and add input before or
after the meeting. By attending fewer meetings you can put your mental energy into the right place and be there when
your team needs you. - Syed Balkhi, WPBeginner
6. Explore Different Locations If Possible
A great way to get back on track and start feeling better is by taking vacations away from your usual location. You likely
won't be able to take away more than a long weekend, but even a few days to unwind and relax can be enough to
rejuvenate you. You need to be at your best to perform at your best and run a business you're proud of. Speaking from
experience, I always feel refreshed after time away from the office and work in general. It helps to have someone I trust to
take over my position temporarily so I can rest easy knowing that everything is under control. - Stephanie
Wells, Formidable Forms
7. Delegate More
If you're regularly overworked as an executive, it can only mean a couple things: either you don't delegate enough or
you're focusing on too many problems at once. In the first case, the solution is simple. Entrust all the work "in the
business" to others who can do it just as good as you are. In the second case, reconsider your strategy. Remove all the
things that don't bring visible results and concentrate on those business aspects that work best. Overall, it's important to
pay attention to how you feel. Most of us can tell when burnout is approaching—and that's when we need to slow down
and take a weekend off. - Solomon Thimothy, OneIMS
8. Be More Flexible With Your Schedule
Don't think of your workday as only being 9-5. If you need a break, you'll feel it. Don't be afraid to take a few hours off in
the middle of the day to give your mind or body what it needs in order to stay productive and mentally acute. For instance,
perhaps you're feeling tired and a quick workout might boost your energy? Maybe you're hitting a mental roadblock and
you need a little creativity, so you take a walk down the road on a nice day or go to the park to clear your mind. You can
always get back to work in the evening or weekend if you need to catch up, but being flexible to your body and mind's
needs in the moment is critical. - Andy Karuza, LitPic
9. Work With An Executive Coach
They’re advisors that can help execs deal with the added stresses of being in charge of entire divisions or companies.
Execs feel less comfortable talking about personal issues, obstacles or stressors with colleagues or other employees, so
having this outside trusted advisor can help. Coaches can also help execs learn how to better manage those who report
to them and offer suggestions on how to maintain relationships without getting personal or taking on all the emotional
weight themselves. - Thomas Griffin, OptinMonster