Stress Management CompetenciesRoadshow

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Alan BradshawBusiness Psychologist

Partner, Work-Life Solutionswww.the-stress-site.net

alan@work-life-solutions.co.uk

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About Alan BradshawInvolved in stress management field since 1996

Founded first UK-wide stress consultancy 1998

Became a director of QoWL in 2007

Now Partner in Work-Life Solutions

Aim is to promote evidence-based approaches

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What we’re covering today

What are ‘Stress Management Competencies?

Comparison with Management StandardsStress Management Competencies ResearchA look at the Framework and BEHAVIOURSSome discussion pointsIntroduction to tools and interventionQuestions

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What are ‘Stress Management Competencies’?

Combinations of skills and behaviours

that line managers need to prevent and reduce stress at

work4

Standards v. CompetenciesStandards (2004)Clarified stress hazards‘Standards’ for eachSurvey tool to assess riskBenchmark performanceFocus: Organisational

stress mgt process Limitation: seen as

‘Health & Safety’ issue

Competencies (2010)

Competency FrameworkClarified skills and

behavioursBehavioural feedback Interventions to improve

manager behavioursFocus: day-to-day

people managementNot a substitute for stds

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Rigorousresearchprocess

1. Interviews with nearly 400 managers and employees + workshops with HR/OH/H&S

Produced framework with 19 behavioural themes

2. Questionnaire survey with over 800 managers and employees + further workshops

Refined framework to 4 broad themes, with 12 sub-themes

3. Testing whether we can help managers use and develop the behaviours identified

We can help managers change behaviour6

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Good and Bad Mgr Behaviours? Reflecting on your professional/work

experience, what manager behaviours:

Prevent or reduce stress (good behaviours)?

Cause stress, increase stress or create new stress (bad behaviours)?

Will the research findings agree with you? Let’s see…

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Management Competency FrameworkCompetency Sub-CompetencyRespectful and responsible: Managing emotions and having integrity

IntegrityManaging emotionsConsiderate approach

Managing and communicating existing and future work

Proactive work managementProblem solvingParticipative/empowering

Managing the individual within the team

Personally accessibleSociableEmpathetic engagement

Reasoning/Managing difficult situations

Managing conflictUse of organisational resourcesTaking responsibility for resolving

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Some important points…Line managers have a vital roleFramework contains the skills & behaviours known to prevent/reduce stress (and enhance wellbeing)

Overlaps with other frameworks but no other contains all the stress mgt behaviours

Awareness increased through using free toolsAs behaviours can be taught, training is a key

component of effective interventionsLet’s take a closer look at the behaviours…

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Managing with Respect Managing with Respect is about

managing emotions, having integrity and taking responsibility.

Specific behaviours:1. Integrity 2. Managing emotions 3. Considerate approach

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Linked issue: TRUST

What leader/manager behaviours generate trust?

13 Behaviours of a High Trust Leader (Stephen M.R. Covey)

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Managing Workload Managing Workload is about managing

and communicating existing and future work.

Specific behaviours:1. Proactive work management 2. Problem solving3. Participative/empowering

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What managers do and when...What’s the first thing managers do when

they get to work?

How much time do they spend doing that?

Implications for managing stress at work?For managers? For staff?

What could managers do to prevent stress associated with this activity?

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Managing Individuals

Managing Individuals is about the way you manage and relate to individuals within the team.

Specific behaviours:1. Personally accessible 2. Sociable 3. Empathetic engagement

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Managing Relationships Managing Relationships is about

reasoning and managing difficult situations at work, including conflict.

Specific behaviours:1. Managing conflict 2. Use of organisational resources 3. Taking responsibility for resolving

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Tools…There are three free tools: Stress Management Competency Indicator Tool

Individual / Self (excel and PDF versions) ‘Other’ version (PDF only)

Analysis Tool (excel) for upward feedback / 360 Scores from individual/other versions are

entered and a report is generated I’ll provide links to all tools after today’s event

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Most effective intervention...1. SMCIT Questionnaires: Self + Other(s)

(Upward feedback /360)

2. Exploring your questionnaire feedback (Manager or Facilitator?)

3. Exploring the behaviours (workshop)

4. Follow-up action and support e.g. skills development, training,

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Follow-up info and resourcesExtensive follow-up information by email

Research, web resources, case studies, audio/video, training info, LinkedIn group, further support etc.

Preventing Stress: Promoting Positive Manager Behaviour train-the-trainer course facilitated by Emma Donaldson-Feilder (dates/locations tbc)I’ll send info and a link to where you can registerTraining to deliver workshop in-house and access

to all training materials

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Any Questions?

Any questions on the research, framework, tools, interventions, training or anything related to the stress management competencies?

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Thanks for listening!Please pass me competed slips if you would

like me to send follow-up informationI’ll be in touch with links and resources,

and information about the train-the-trainer courses

Alan BradshawPartner, Work-Life Solutions

alan@work-life-solutions.co.ukwww.the-stress-site.net

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