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Human Resource professionals have a key role to play in how they handle stress both personally and proifessionally. Research shows that we each have a natural “raw coping power” that we can tap into that greets stress as part of life and helps us thrive from stress. This presentation was provided to HR professionals at the HR Southwest conference (OCtiber, 2011).Presenter: Dr. Joel Bennett [email protected]
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HRM Human Resource Manager
Healthy Role Model
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Objectives
• Recognize your potential for modeling a healthy approach to stress
• Select one (evidence-based) way to potentiate yourself
• Select one (evidence-based) way to potentiate your team
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For accompanying case study send us an email [email protected]
Wellness is necessary but not sufficient to
handle the stress problem
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Research shows that we each have a natural “raw coping power” that we can tap into that greets stress as part of life and helps us thrive from stress
www.organizationalwellness.com
Stressors/Hassles Thrivers/Uplifts •Not able to provide employees
development opportunities when there are budget constraints (retention)
• Seeing employees grow
•Achieving work-life balance within the firm when there is business pressure to work harder
•Coaching staff and seeing them develop more effective behaviors.
•Helping solve problems.
•Not able to demonstrate the HR value proposition (not just an overhead item)
• Being acknowledged for your contribution
•Opportunities for strategic input and collaboration.
•Giving timely and effective feedback for performance management (lack of skills, techniques)
• Being a part of positive change on the personal, group and organizational level.
•Not able to keep the focus on culture improvements (how to make this a great place to work)
• Contributing to a culture of recognition, and seeing those efforts spread across the firm and in other's behavior.
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Some Other uplifts
1. Feeling safe
2. Working well with fellow workers
3. Knowing your job is secure
4. Doing volunteer work
5. Contributing to a charity
6. Being with children
7. Having enough time to do what you want
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8. Getting something done 9. Being "one" with the world 10. Fixing something (besides
at your job) 11. Making something (besides
at your job) 12. Exercising 13. Meeting a challenge 14. Hugging and/or kissing
The Relaxation Response • One aspect of stress is called the "fight or flight response."
Our equilibrium is disturbed because we perceive stress as a threat. We then seek to remove it by either approaching (fight) or avoiding (flight).
• The "relaxation response" contrasts with the fight or flight response: it is a state of deep rest that changes our basic response to stress (e.g., decreases in heart rate, blood pressure, rate of breathing, and muscle tension).
• Many types of mind-body practices elicit the relaxation response: meditation, repetitive prayer, yoga, tai chi, breathing exercises, progressive muscle relaxation, biofeedback, guided imagery and Qi Gong.
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Mechanical Model (Reactive; Emphasis on Stressor as THE Cause)
Stressor Strain Mediating
Factors
Personal Workplace Protect Exacerbate
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“BRING IT!”
A broader approach is needed
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Growth
Potentiation Model (Context Proactive; Primacy on Growth as THE Aspiration)
Challenge & Opportunity
• Psychological Capital1
• Self-leadership2
• Self-determination3
• Hardiness4
• Efficacy5
• Flourishing & Thriving6
• Collective Efficacy7
• Team Resilience [1]
* [1] Robyn D. Petree, Kirk M. Broome, Joel B. Bennett , (2012) Exploring and Reducing Stress in Young Restaurant Workers: Results of a Randomized Field Trial. American Journal of Health Promotion: March/April 2012, Vol. 26, No. 4, pp. 217-224.
1-Luthans 2-Manz, Neck 3-Ryan, Deci, Gagne 4-Maddi, Kobasa 5-Bandura 6-Spreitzer; Keyes 7-Bandura
Resource Mobilization
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Psychological capital
Self-leadership
Self-determination
Hardiness
Self-efficacy
Collective efficacy
Thriving at work
Team resilience
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Personal Potentiation Psychological capital. Confidence, hope, optimism, and resilience.
When we have these four qualities, we are better able to deal with stress.
Self-leadership. We have the ability to lead our self -- to take more responsibility for our own motivation and direction -- and to empower others to do the same.
Self-determination. All people have a tendency to want to grow, master challenges, and integrate new experiences into a coherent sense of self.
Hardiness. Three qualities are presented in three Cs--seeing stress as a Challenge, having Confidence to deal with problems, and staying Committed to work it through.
Self-efficacy. This is a measure of one's perceived competence to complete tasks on one's own. It is the belief in our ability to succeed in a particular situation.
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Team Potentiation
Collective efficacy. The shared confidence that, through collective action, a group can influence positive outcomes.
Thriving at work. Workplaces can foster a sense of vitality, growth and continuous learning by giving workers more discretion over decisions, sharing information broadly, and fostering a climate of trust and respect.
Team resilience. As you learn how to manage stress you can pass your knowledge along to the team. Others may not even have to go through training -- like TUN -- because the social network fosters learning.
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Contact Information
Dr. Joel Bennett Organizational Wellness & Learning Systems
3321 Collinsworth St. (suite 220) Fort Worth, Texas, 76107
www.organizationalwellness.com
(817) 921-4260
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References
(1) Fight or Flight Response. (see Wikipedia, 2012) (2) Relaxation Response. (see Wikpedia, 2012) (3) Psychological capital. See Luthans, F., Luthans, K., Luthans, B. (2002) in Business
Horizons. (4) Self-leadership. See Lovelace, K., Manz, C., Alves, J. (2007) in Human Resource
Management Review. (5) Self-determination. See Ryan, R., & Deci, E. (2000) in American Psychologist. (6) Hardiness. See the Hardiness Institute on the WWW. (7) Self-efficacy. See Bandura, A. (1977) in Psychological Review. (8) Most effective stress management programs. See LaMontagne, A. et al. (2007) in
International Journal of Occupational and Environmental Health. (9) Collective efficacy. See Bandura, A. (2000) in Current Directions in Psychological
Science. (10) Thriving at work. See Spreitzer, G. et al., (2005) in Organization Science. (11) Team resilience. See Petree, R., Broome, K., Bennett, J. (2011) in American Journal
of Health Promotion.
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