Personal Resilience Dealing With Change An Introduction to Julian Hall
Agenda An Introduction to Julian Hall And Calm People What does change look like? What is Emotional Resilience? Resilience expressed as numbers Resilience expressed as behaviors Stress & Resilience Stress & the Big Picture Whats the answer? I am Julian Hall Director of Calm People I trained with Mike Fisher who is the Director of the British Association of Anger Management My back ground 21 years in financial services where I had a great deal of psychological training- natural next step for me to work with a primary feeling such as anger I work on a 121 or group basis and I facilitate organizational training in conflict management, communications, assertiveness, stress and dealing with difficult and challenging people, Essentially both sides of anger. The angry and those that get abused by anger Stress -The Good, The Bad & The Ugly What It Does To us Communication & Culture Putting Stress In Its Place What I will run through today is essentially a very compressed Stress workshop Change Bit about Kubler Ross the stages it si not linear some never really get over the resignation/depression we all take our own time # Journey of Change What boat are you and your team on? Andre Gide 4
Change impacts on resilience if time draw Elisabeth Kubler Ross curve to illustrate and empathise with effects As a basis for this discussion, lets imagine the two destinations are the two islands shown here.During a re-organisation, island A would equate to your current role and island B would represent your potential new role. When we go through change, whether its a change that we have chosen or one we are resistant to, there are a number of stages we experience. We can think of these stages as a series of boats taking us from one island to the other.The first boat is called waiting to board.If we use the example of going through a re-organisational change, what would it be like experiencing this stage? (You can build this up by saying that you currently love island A with its sandy beach, beautiful coconut trees and clear blue water and you havent wanted to move).Then move onto the next boat and take them through the same process asking them to give examples of their experience in each phase. OPTION 2 APPROACH: Take the group through the general comments regarding the islands and boats above.Then introduce flipchart activity give each table a separate boat to discuss and write down what do you think they are feeling in this boat?Allow 5 minutes to discuss and write down points, then ask group to move to each flipchart to discuss.If more than 4 tables, ask the 5th table to write down what they think are the key success points for managing change. Key points for each boat: Waiting to board- those people who are still waiting to get on the boat, docked in the old world. Feelings can be - that youve lost something, there is something you cant let go of, nothing has really changed, that the past is not respected Lost at sea those people who have lost sight of where they have come from and cant see their destination. Feelings can be confused, not knowing where you are going, low self esteem and self belief, no longer valued by the organisation, no longer capable of doing a good job Land ahoyers those who have a glimpse of their destination Feelings can be - excited yet still apprehensive about the future, still seeking clarity, relief the worst is over, gaining in self confidence, begin to feel valued by the organisation Explorers those who have arrived and are now exploring the new world Feelings can be excitement, relief, optimism and hope, renewed energy Remember - Man cannot discover new oceans unless he has the courage to lose sight of the shore. Andre Gide What boat are you and your team on? 4 What is Emotional Resilience?
The ability to succeed in life within a highly pressured, fast paced and continuously changing environment Or To be able to deal with the challenges that life presents ands still be capable of joy Emotional Resilience is multidimensional
Three common factors: Ability to self regulate Healthy Self Esteem Ability to deal with stress Some Numbers The costs of absence to UK economy every year HSE 2008
The average days lost per case for stress, HSE 2012 The average recruitment cost of filling a vacancy per employee HR Review 2010 The percentage of overall absence related to stress HSE 2012 12 Billion 24 25% of salary 40% Health and Safety Executive (HSE) survey 2011/12 The total number of cases of stress in 2011/12 was (40%) out of a total of for all work-related illnesses The main work activities attributed by respondents as causing their work-related stress, or making it worse, was work pressure, lack of managerial support and work-related violence and bullying The average days lost per case for stress, depression or anxiety (24 days) was higher than for musculoskeletal disorders (17 days). Absence costs UK economy 12 billion every year The average recruitment cost of filling a vacancy per employee is 4,333, increasing to 7,750 when organisations are also calculating the associated labour turnover cost CIPD 2007 Top 3 causes of stress (self-reported)
1.Workload (inc. tight deadlines, too much work, pressure or responsibility * cases) 2. Lack of managerial support(61000* cases) 3. Violence, threats and bullying (54000* cases). Source: National Labour Force Survey (2011/2012)*estimated A Few Random Facts A 2009 CNN poll said the number one source of stress was The same poll said the countries most stressed about money are Malaysia, China, Singapore, and the United States. The countries least stressed about money are Russia, France, andItaly. Its a myth that stress can turn hair grey, however telogen effluvium(hair loss) can begin up to three months after a stressful event Money Unhealthy Stress and its links to Behaviours
Over/under eating Anger Indecision Over working Risk Taking/ Recklessness These are all short term anaesthetisation that do not deal with the underlying problem Withdrawal Addictions alcohol, drugs work General underperformance at work Communication & Culture
Passive aggressive Aggressive Aggressive Assertive! I want to just deal with communication styles simply because when we get stressed we will revert to one of these three. Common Triggers Increased responsibility Lack of autonomy
Poor communication Long commuting Major life changes Relocation Financial pressures Job changes Etc etc Robert anything missing what about HR? What are your key signs What do you do? Where Does Stress Come From?
Fear Fight Flight Freeze Adrenalin Cortisone Thymus gland Lymphocytes Immune System
Hans Sellye essentially reflected by the rate of wear and tear caused by life Hes had a hard life Directly linked to fight flight freeze Adrenalin and cortisone are effective but also debilitating Thymus gland is responsible for producing Lymphocytes which are a fundamental p[art of the immune system So stay in an aroused, stressed state for a long time and you end up ill If time Different types of stress get them to list Eustress positive stress excitement Hyper stress too much stress Hypo stress no stress at all leads to homeostasis which is not actually good for you. You body needs a certain amount of stress Distress inability to cope with pressure. My experience of stress My part in my stress Trust Control Approval Priority Pressure What's the solution? Recognise your part in your stress.. There's no greater pressure than that which I put on myself Recognise your stress signals and take action Recognise your teams stress signals and start a dialogue ignoring this is not an option Build in more breaks, may be some more exercise and less alcohol What we don do is tell people to meditate, exercise, drink alctoholk etc BAAM copyrights 2009 Develop you employees Emotional Resilience
Alternatively? Develop you employees Emotional Resilience Develop the person not the shield Creates independence Builds morale Gives team members choice Develops team relationships Saves money.40% of your absence costs??? Thank you for Listening and please feel free to connect
@TheCalmPeople Julian Hall Any Questions?