Reduce Stress and Burnout, Part 1

Transcription

1 Talent Development Reduce Stress and Burnout, Part 1 Sustainability in the Workplace Jim Veronesi Special Director Advisory Board research technology consulting

2 2 For a copy of the presentation, please visit: advisory.com/ashhra 2016 Advisory Board All Rights Reserved advisory.com

3 3 Advisory Board s Workforce Resources Services to Support Your HR Strategy Advance Your Workforce The HR Advancement Center is a membership of 1,100+ progressive healthcare institutions dedicated to helping HR leaders and their teams work more efficiently and advance their organizations most critical goals through its people. Helps You: Advance organizational goals Benchmark performance Apply best practice Accelerate implementation Consult with experts Develop Your Leaders Talent Development provides leadership training, education, and skill development for thousands of healthcare leaders, through onsite workshops, self-directed online modules, blended learning, and consultation Helps You: Develop leadership skills across the full talent bench Facilitate leadership and succession strategy Engage physicians in leadership initiatives Support frontline and nursing leadership projects Conduct 360 assessments Drive Engagement Advisory Board Survey Solutions provides comprehensive workforce and physician engagement solutions for increasing individual commitment to advancing organizational goals through best-in-class technologies paired with dedicated experts to help translate survey results into action. Helps You: Develop engagement strategy Conduct customized survey Pinpoint high-impact opportunities Build and monitor action plans Advise frontline managers

4 4 What It Feels Like To Be Burned Out Worried Isolated Disengaged Overwhelmed Exhausted Tired Source: Talent Development research and analysis.

5 5 You re Not Alone Burnout a Pervasive Problem in Health Care Workforce Physicians Nurses 60% Health care workers who have felt burned out 50+% Physicians burned out 43% Nurses severely burned out 75% I find it hard to do something fun after work due to stress Source: Are You Way Too Stressed Out? Survey Results, The Vickie Milazo Institute, 2014; Listening to Nurses: Dissatisfaction and Burnout on the Job, AFSCME; More Than One Third of Employed Health Care Workers Plan to Look for a New Job This Year, CareerBuilder Healthcare, April 30, 2013.

6 6 A Demanding Time in Health Care Industry Changes Have Profound Effects on Day-to-Day Experience New partnerships Higher standards The Toll on Individuals More data and transparency Rapidly evolving technology Increasing consumer power Changing roles and teams Chronic stress Change fatigue Initiative fatigue Compassion fatigue Different competitors Shifting demographics Source: Talent Development research and analysis.

7 7 Health Care Invented Burnout Burnout First Defined in the Health and Human Services Field Study in Brief: The Cost of Caring 1970s pioneering research by psychologist Christine Maslach, who linked burnout to emotionally demanding jobs Observed workers in the health and human services fields, such as teaching, and health care Found that their stress was particularly pronounced; coined the term burnout to describe their experience Basis for widely used Maslach Burnout Inventory, which measures workers level of burnout Three Symptoms of Burnout: Emotional exhaustion Depersonalization Diminished sense of accomplishment! Burnout: Physical, mental, and emotional exhaustion due to chronic stress and inadequate coping mechanisms Source: Maslach, C, The Cost of Caring, ISHK, 1982; Maslach C and Schaufeli W, Historical and Conceptual Development of Burnout, in Professional Burnout, 1993.

8 8 A Principled Starting Point Self-Care Tactics Are One Part of the Equation Wellness Self Care Tactics: Self-Care Healthy lifestyle habits Relaxation techniques Occupational Wellbeing Intellectual Wellbeing Social Wellbeing Environmental Wellbeing Most stress management focuses here Source: Talent Development research and analysis.

9 9 Far More Than a Personal Issue Stress and Wellness Affects the Team Stress Is Contagious But So Is Wellness 30% 20% People who experience second-hand stress and increased cortisol levels Increase in wellbeing when people s colleagues have healthy stress habits Case in Brief: Second-Hand Stress German study from the Max Planck Institute for Cognitive and Brain Sciences Participants who watched others go through stress test had increased stress hormones Participants who watched stressful TV scenes also had increased levels Case in Brief: Second-Hand Wellbeing Gallup study of wellbeing across individuals in 105 workplace teams Participants 15% more likely to have high wellbeing if their managers did 20% more likely to have colleagues with high wellbeing six months later Source: Stampler L, Science Says Stress is Contagious, Time Magazine, May 1, 2014; Robinson J, Wellbeing is Contagious (for Better or Worse), Gallup, November 27, 2011.

10 10 Stress Management As a Leadership Skill React Productively to Stress Understand and change how you react under stress Advocate For Yourself Ask for help and say no to keep your workload manageable Clarify Your Priorities Spend your time and energy on what matters most to you and your organization Build Supportive Relationships Cultivate a supportive network among your colleagues Source: Talent Development research and analysis

11 11 Your Brain on Stress It s Instinctive Event Occurs Physiological Process You React You perceive the event as stressful and threatening Amygdala sets off physiological stress response Hypothalamus releases stress hormones such as cortisol Prefrontal cortex cedes decisionmaking You respond to the stressful event with a behavior Source: Arnsten, AFT Stress Signaling Pathways That Impair Prefrontal Cortex Structure and Function, National Review Neuroscience 10(6): , Ganzel, BL, Morris, PA, and Wethington, E Allostasis and the Human Brain: Integrating Models of Stress from the Social and Life Sciences, Psychological Review 117(1): , Alschuler, L The HPA Axis, Integrative Therapeutics, Talent Development research and analysis.

12 12 Responding Well And Not So Well Two Kinds of Subconscious Coping Strategies Coping strategies: Tactics used to manage or mitigate stress Adaptive Strategies Healthy behaviors that help process stress effectively: Resolve the stressful situation Manage emotions Lead to long term personal growth Maladaptive Strategies Counterproductive behaviors that process stress superficially: Exacerbate the stressful situation Ignore emotions Lead to long term personal stagnation Source: Dewe, P, Gehrke, A, de Roiste, G, Hassard, J Individual Differences: Personality, Coping Styles, Resilience OSHwiki. Retrieved February 12, Talent Development research and analysis.

13 13 A Blind Spot for Most Leaders Three Factors Reduce Visibility of Stress Response 1 Instinct 2 Personality 3 Habit Coping strategies kick in before we can consciously react People are predisposed to use certain coping strategies over others Over time, neural pathways solidify our coping strategies into habits When you re stressed, it s much harder to see the state of mind you are in unless you have clear strategies to be aware. Jim Daniell, COO Oxfam America We all have blind spots, and everybody knows what they are but each of us. Hospital VP of HR 40% Daily behaviors that are actually habits Source: Dewe, P, Gehrke, A, de Roiste, G, Hassard, J Individual Differences: Personality, Coping Styles, Resilience, OSHwiki. Retrieved February 12, Arnsten, FT Stress Signaling Pathways That Impair Prefrontal Cortex Structure and Function, National Review Neuroscience. 10(6), Caillet, A, Hirshberg, J, and Petti S How Your State of Mind Affects Your Performance, Harvard Business Review, December 8, Society for Personality and Social Psychology. How We Form Habits, Change Existing Ones. ScienceDaily, August 8, 2014.

14 Exercise 14 A Look in the Mirror Instructions: Read the behaviors on each card and sort them into three piles based on how frequently you exhibit each behavior when stressed. To help you sort the behaviors into piles, compare how frequently you do each one relative to the others. 20 Common Behaviors Low Frequency (6) Moderate Frequency (6) High Frequency (8) Source: Talent Development research and analysis.

15 Exercise 15 Tally Your Scores Source: Talent Development research and analysis.

16 Exercise 16 Tally Your Scores Write how many A, B, C, and D cards you sorted into each pile. Circle largest number in High Frequency column. Source: Talent Development research and analysis.

17 17 Pinpoint Your Blind Spot Four Types of Stress Tendencies Avoidance Tendency to distract yourself from your stressor and to procrastinate Complaint Tendency to externalize stress and negative emotions onto others of Americans watch over two 40% hours of TV when stressed 20% of Americans snap at colleagues when stressed Obsession Tendency to focus all of your time and energy on the stressor Self-Doubt Tendency to blame yourself for your stress and second guess your actions of Americans lie awake at 40% night in response to stress 34% of Americans age experience anxiety Source: Stress in America: Paying with Our Health, American Psychological Association, 2014.

18 18 Intervene On Your Own Behalf Tactics At A Glance Avoidance Tendency to distract yourself from your stressor and to procrastinate Complaint Tendency to externalize stress and negative emotions onto others Engage more with your stressor Get a more objective view of your stressor Obsession Tendency to focus all of your resources (time, energy, etc.) on the stressor Self-Doubt Tendency to blame yourself for your stress and second guess your actions Take breaks from your stressor Give yourself the benefit of the doubt Source: Talent Development research and analysis.

19 Tool #1 19 Reacting Productively to Stress Source: Talent Development research and analysis.

20 Tool #1 20 Reacting Productively to Stress Describe a stressful situation. Choose one tactic you want to try, and apply to a current stressor. Write how a tactic helps. Source: Talent Development research and analysis.

21 21 Challenge Yourself to Start a Long-Term Habit Three Ways to Hardwire a New Stress Response Find a window of opportunity. Pause and breathe when you re feeling stressed, before taking action. Repeat new behaviors. Make a conscious effort for the next two weeks to practice the tactic you ve chosen. Give yourself reminders. Write the tactic you want to practice on a post-it-note, in a calendar reminder, or ask someone you trust to remind you of it. Source: Society for Personality and Social Psychology. How We Form Habits, Change Existing Ones, ScienceDaily, August 8, 2014; Talent Development research and analysis.

22 Talent Development Reduce Stress and Burnout, Part 1 Sustainability in the Workplace Jim Veronesi Special Director Advisory Board research technology consulting