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By Courtney Clark
Everybody gets stressed out by work. But regularly having a negative attitude at work can cause everyone to suffer: your coworkers, for having to put up with your negativity, and you, because you’ll miss opportunities and promotions in favor of people with good attitudes. #1 – You gossip or complain to coworkers This is the classic sign of someone with a bad attitude. Venting and gossiping at work is a telltale behavior of an employee who is feeling toxic and doesn’t care about bringing other people down with them. Venting feels good in the moment, but it’s been proven to be a poor strategy for relieving stress, because it fails to address the root problem. #2 – You shoot down your colleagues’ ideas in early stage sIf you find yourself rejecting someone else’s idea before you’ve followed the thought process through and really considered it, odds are good your colleagues are frustrated with you. It’s healthy for colleagues to question and test one another’s ideas. But if you shoot something down by saying “that’ll never work,” before the group has had time to really turn the idea over, you’ll be blocking conversation that can lead to good solutions. #3 – You feel tired most of the day Feeling that 3pm slump is normal. Feeling tired all day isn’t normal, and it’s a sign that you could be really disengaged at work. When I work with companies to help their teams build resilience, I remind them that burnout isn’t just about being busy – it’s about being busy plus having a lack of meaning and purpose in their work. If you feel like what you’re contributing doesn’t matter, then it may be hard for you to feel awake and excited to do your job. #4 – You aren’t respectful to the people lower on the company hierarchy I once worked with a guy who said “it’s not worth my time to care about Jan (at the front desk.) She doesn’t sign my checks!” What this guy didn’t know is that Jan often made decisions about which salesperson to transfer new callers to! Not to mention she ordered the company supplies, and could “rush” things if she wanted to. She was a good ally to have in your corner… but that guy didn’t know it. If you think it’s only worth kissing up to the higher-ups, your attitude could be harming your career more than you know. People notice, and people talk. Being respectful takes no more time than being rude, so make it a point to show respect to everyone. #5 – You don’t pay attention during meetings or conversations I get it: team meetings can interrupt your day and be a source of frustration. But tuning out isn’t the right solution. If a line of conversation doesn’t directly involve you, it’s a good idea to still listen, because it’s likely that somebody is going to get pulled into the conversation to answer a question or solve a problem. And if it’s you, you’re going to look silly if you were checking your phone or daydreaming about your fantasy football team. #6 – You have large responses to small annoyances My therapist calls this “turning a 2 into a 10.” Do you find yourself getting aggravated with everyday frustrations like somebody taking your sticky note pad? Or replying “thanks!” to an email chain that they could have just let drop? Sometimes we feel like life is frustrating, but it’s really our own reactions that are making us experience more frustration than we need to. #7 – You don’t care or seem invested in critical workplace issues When everyone else on your team is jumping to solve an important problem, are you hanging back? Being checked out at work can be particularly noticeable during a crunch time, when other people are spitballing ideas and getting creative. If you’ve lost your passion for your work, as we talked about in #3, then it’s hard to get invested in problem-solving. #8 – You respond to simple corrections by correcting the other person back Nobody likes being corrected. But watch your reaction next time somebody makes a small correction to your work. Do you find yourself wanting to correct a mistake of theirs? Or tell them why, in fact, your original version was right? It’s human nature to not enjoy being corrected, but successful companies are made up of employees with different backgrounds and strengths for a reason. The more eyes and hands on a project, the better the end result will be. Just take the direction, because we all need to get and give corrections sometimes. These 8 behaviors don’t have to mean you’re a bad employee – they could mean that you’re a good employee who’s on the verge of burning out. But whether it’s your innate attitude or unaddressed burnout, it’s critical to take action and curb these behaviors before they impact your work any more. Planning your next event? Get in touch with us at the Capitol City Speakers Bureau today to schedule your ideal speaker and make your event a success!
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By Courtney Clark
If you’ve ever had one of those moments where you just wanted to scream “I quit!” and clean out your desk, then you know what I’m talking about. I recently got a LinkedIn connection request from the worst manager I ever had. He refused to stick up for me (or any of my colleagues) when we were being undermined, bullied, harassed, and prevented from doing our jobs by the manager of another department. Employee after employee asked for his help getting this other manager out of our way. Employee after employee begged him to intervene. Employee after employee quit. There were so many times during this job that I just wanted to pack my stuff up and go home. The problem? I LOVED what I was doing. Everything besides the toxic leadership at this job was amazing. The work was great, my other colleagues were great… and of course I needed the paycheck. During those long months before I finally handed in my resignation letter, I came up with a plan to make staying survivable. Here’s what I did when I wanted to quit, but couldn’t... Start In Two Places At The Same Time When you’re facing a frustrating situation, our brains tend to recognize two ways we can help ourselves feel better: fixing the problem, or soothing our emotions. Psychologists call these two strategies Problem-Focused Coping and Emotion-Focused Coping. Research shows that using coping techniques that fall into not one but both categories – simultaneously – gets us the best results. (So if you were one of those people who learned that successful people only use Problem-Focused Coping, it’s time to un-learn that bad habit!) The Heart of the Matter Emotion-Focused Coping in the middle of a bad job experience can be things like finding a friend or mental health professional to talk to about the stress. Leaning on other people for support is a coping mechanism that most of us take for granted, but it’s one of the strongest ones we can use. The only catch is that sometimes we may find ourselves “venting” instead of actually processing. Venting is when we just rehash our anger over and over, always staying at the boiling point. In a healthy conversation, you’ll want to use your listener as support to help you feel better and maybe even find some new coping ideas. Another option is volunteering. When I was researching my book The Giving Prescription, I found that giving back to others is one of the best ways to help you get perspective even when life is challenging or frustrating. All through my initial cancer diagnosis, I was volunteering every week at a nursing home, doing singing and dancing performances with a group of other young women. I was scared and struggling, but two things happened during those evening performances: I could see I wasn’t the only one struggling in life, and I also recognized that despite my illness, I had the ability to bring joy to people’s lives. Taking Baby Steps Problem-Focused Coping is using strategies and taking action that will hopefully solve the root cause of the issue. Interestingly, though, studies show that just taking any action might be enough to help you feel better, even if the action doesn’t have a direct result, because action-taking helps us feel more in control. When it comes to staying in a job where you want to quit but can’t, Problem-Focused Coping might look like coming up with ways to keep your boss happy and conflict at a minimum. In my job with the poor manager who let the other manager harass us, I started anticipating ways the other manager was going to “accidentally” sabotage my programs, and building in safeguards to make it more difficult for that to happen. It might also mean starting to make a plan for when you can look for a new job. An important element that helps internal resilience is something called “future orientation.” When we make plans for the future, it helps us keep our drive up, even in tough situations. So tell yourself “I can’t quit now. But I can start job hunting in six months.” And then work backwards from there. “So I’ll need to start brushing up my resume in five months. Maybe I’ll hire a career counselor in four months to help rewrite the resume. So starting next month, I can start putting some money aside for that career coach…” And all of a sudden you’ve got something you can do right now to help plan for the future. It’s More In Your Hands Than You Think When you want to quit but can’t, it’s easy to feel stuck. But even if you can’t make the final move right now, you can set yourself up – both emotionally and tactically – so you’ll be ready to move on and be successful as soon as possible. Planning your next event? Get in touch with us at the Capitol City Speakers Bureau today to schedule your ideal speaker and make your event a success! By Courtney Clark
You could plod along a career path, taking whatever promotion comes your way, or you could set clear goals and get on a path to achievement. Which one sounds better? Probably the latter! Setting career goals is a great way to make sure you have the success and fulfillment we all hope for. But the process of goal setting doesn’t begin the way you think it does. If you think goal setting is as simple as deciding what future job you want, listen up! The correct way to set career goals involves a 4-step process that has you working toward something that’s about achievement and inspiration. First, Think Back… When people think about setting goals, they usually think about the future. That makes sense, because that’s when your goals will be achieved! But by thinking backwards, first, you’re giving yourself an extra perspective on your goals. Start by reflecting: how long has this been your goal? What led you down this path? Are you currently in the place you imagined, when you started? Have you reached the prior goals you’ve set? Did you get to where you currently are by achieving prior goals, or more by accident? Taking time to reflect on the past accomplishes several things: you can evaluate your experience with these goals, and you can also evaluate your relationship to goals in general (some people are great at goal-setting, and others struggle with it, so it’s good to know where you fall on the spectrum before you get any further into the process). It’s also an important reminder of how far you’ve come! It’s easy to just focus on moving forward, but getting perspective on how far you’ve come is great fuel for those days you get frustrated. …THEN Think Forward After you’ve reflected back, it’s time to fire up your imagination and think forward. Studies have shown that orienting our thoughts toward the future can be a powerful driver for success. In fact, having what psychologists call a “future orientation” can help you move through stressful and challenging situations more easily. That’s the reason dentists give kids candy after a teeth cleaning! When you have something to look forward to, it makes even difficult tasks go more smoothly. So what do YOU have to look forward to? What goals would thrill you to accomplish? When you keep those in mind, the day-to-day of work becomes much more enjoyable. Think Big Picture… As you’re thinking forward, start to broaden out your goals and think about how your career goals will impact your life moving forward. Can you picture what your existence will look like once you’ve achieved those goals? Do your current goals conflict with any other goals, like family goals? Make sure that you’re making room in your personal and social life for the achievement you’re planning. What would come next, after you’ve achieved your goals? …Then Think Small Details Finally, flip that big picture thinking around and look critically at the goals. Do you know sacrifices you’re likely to have to make, and are you okay with that? Do you really have the time and the desire to work toward the goals you’ve set? Or are they the goals someone else thinks should be next for you? Make sure the goals you are setting are YOUR goals, and not just what society, or your dad, or your best friend, thinks you should want. I faced this decision when I was running my small nonprofit. I loved our mission, and I loved getting to sit at the head of a small startup community group. When I started thinking about moving on, my friends and colleagues couldn’t believe it. “But.. you’re winning awards!” “You’re on the front page of the newspaper!” I loved what I was doing and I was getting recognition for it, but I had seen how many nonprofits failed to thrive when their founder stayed in place for too long. I knew I needed to help it grow by getting out. It didn’t make immediate sense to the rest of the world, but that didn’t matter. It was MY goal. Your exact goal doesn’t matter. But having a goal matters, and setting yourself up properly to achieve your goal matters a lot. Follow these 4 steps to be successful, strategic, and inspired. Planning your next event? Get in touch with us at the Capitol City Speakers Bureau today to schedule your ideal speaker and make your event a success! By Courtney Clark
You want to be happy. You want to be less stressed. You want the good times to outweight the bad. So why is it so hard to be happy, even when you want it? For many of us, we’re going about happiness the wrong way. Thanks to our culture, the media, and just plain misunderstanding, we’re looking for happiness in all the wrong places. (And I want to be clear, here: if you struggle with mental health challenges like depression and anxiety, it’s not your fault. You aren’t depressed because you’re looking for happiness incorrectly. For you, it’s hard to be happy because of the chemicals in your brain, not because of your behavior. Keep reading if you want to, or bookmark this for later, but know I’m not talking to you). But for most of us, a better path to happiness is possible. It just requires a few behavior shifts. The Bad Stuff Really Does Outweigh the Good Your brain isn’t your best friend when it comes to happiness. Your brain is wired to be much more sensitive to bad news and threats than it is to good things. That makes sense when you think about your caveman ancestors, who needed to be ready to run if they caught even the smallest glimpse of a predator. It’s called negativity bias, and it’s a system that evolved to keep you safe from threats. But in today’s world, you don’t need to run from predators quite so often, yet your brain still pays more attention to negative experiences versus positive ones. Scientists say it takes 5 positive experiences to outweigh 1 negative experience. But the real key isn’t to just have 5 positive experiences, you have to notice that you’re having them! So as you go about your day, take note of the good things that happen. Did someone let you merge on the highway instead of being a jerk? Did your colleague praise your work? Did your kid say “I love you” without being prompted? If you force yourself to pay attention to the good stuff, too, you’ll find it easier to outbalance the bad stuff 5 to 1. The Happy Social Media Effect Social media has its good points. It can help us feel more connected to our networks, which is a strategy that can build happiness. But many people feel more dis-connected when they spend time on social media. The online world allows us to glimpse all the fun, happy times other people are having, and we naturally compare our own lives to what we see on the screen. I love the Anne Lamott quote “Never compare your insides to somebody else’s outsides.” But that’s exactly what we do on social media! We see the bright shiny image that the person on the other side wants us to see, and that’s all. And then we compare that to our own internal worries, doubts, and struggles, and we come up short in comparison. But the person posting on social media has worries, doubts, and struggles, too! They just aren’t posting those moments. If you need to take a social media break, do it. Or at least hide the people who make you feel less-than. Make social media work for you, not the other way around. You Can’t Chase Happiness If you want to be happy, it makes sense that pursuing happiness should be a priority. But that’s the exact wrong way to go about it. In fact, research suggests that pursuing happiness can lead to decreased happiness. Especially in the US, our cultural expectations for pursuing happiness can lead us down the wrong paths, like expecting a big work promotion to make us satisfied. Instead of chasing happiness, it’s more important to chase “meaning.” Meaning is the idea that we know our purpose and are fulfilling our purpose. Meaning isn’t as in-the-moment joyful as happiness might be, but meaning provides the long-term satisfaction and contentment that lasts. To start chasing meaning instead of happiness, think about the moments when you feel like you come alive. Think about serving the greater good. Think about what drives you to keep going. When you tie all those concepts together, you’ll be on the road to finding your meaning. And meaning makes your heart glow for a lifetime, while happiness can be fleeting. It’s not easy to be happy. But it IS possible, if you pay attention to the things that truly matter. Planning your virtual event? Get in touch with us at the Capitol City Speakers Bureau today to book your healthcare speaker! By Courtney Clark
Change is intimidating for just about every member of every organization, from the top right on down to the newest, fresh-out-of-college hire. One of the main reasons change freaks us out is that humans tend to adapt to our environment. So even if we don’t like the status quo, we’ve figured out ways to work around it and survive. Change brings with it the unknown, and the threat that we’ll have to rebuild all of our survival mechanisms in the new environment. Knowing how threatening change can feel, what’s a good leader to do to make change go more smoothly for their team? Leaders Give Advance Notice In my work with organizations, I’ve heard a lot of companies make the assumption “we’ll tell the rest of the employees more about this change once we know more.” But there’s always *more* information to be gathered, and announcements about change can get pushed back and pushed back until the very last minute. I’ve even spoken to some companies where they delayed in making the official announcement for so long that employees accidentally found out about an upcoming change from someone outside the company! There are obvious reasons not to announce a change when there’s no other information to share, but employees across industries report that they would prefer to be notified of impending changes – and even possible changes – sooner rather than later. Early inclusion of employees is a way to show appreciation, but it’s not just good practice from a retention standpoint. When a company seeks input from workers across all levels, they’re more likely to identify potential issues. Susan in Purchasing may not be high on the food chain, but she may know a small but significant detail that leadership doesn’t know, that might derail your big plans! With everyone involved, you can better predict potential problems. Leaders Give Context Human beings want to know “why?” From the time we’re tiny children pointing up at the clouds in the sky, it feels good to have our questions answered. As a leader, it should be your job to put upcoming changes in context for your team. As an organization, the company has probably talked about why this change is good for the company: higher sales, lower costs, faster turnaround, greater innovation… Now your job is to tell your team not just that explanation, but take it a step further. Why is this change not just good for the company, but also good for them? What opportunities might come from this change? Will it eliminate a cumbersome reporting process? Will it mean new hires to help spread the workload around? Will it mean chances for promotions and raises? Show them how this change will benefit not just the company, but them individually, and it will make the stress of change a lot easier to swallow. Leaders Give Opportunities to Communicate A longitudinal study on change showed that employees were happier about change when they felt more engaged in the workplace. An upcoming change is a perfect time to make sure the lines of communication are fully open among your team. For maximum engagement, employees should communicate now just upward, to you, but also among one another. This is the perfect time to make sure your team meetings are interactive and participatory (and not just one boring report after another). Another strategy to consider is activities that build teamwork, like an off-site volunteer service afternoon. The more your team communicates and feels cohesive, the more smoothly the change will go. Leaders Give Benchmarks Did you ever take a long car ride as a kid, and keep asking “are we there yet?” If so, then you know the importance of benchmarks. When we moved from Texas to Illinois, my little sister was a Barney-the-Dinosaur-obsessed toddler. We survived the drive with a VCR player strapped to two armrests, and a basket full of Barney VHS tapes. Every time she would ask “are we there yet?", we would say “5 more Barneys until we stop” or “2 more Barneys.” Help your team manage the uncertainty of change by sharing benchmarks with them, even if they benchmarks don’t directly impact them. Tell them “The initial review team has completed X, and now the plan is moving to the Z Department. If everything goes according to plan, we’ll be moving on to Phase C, and I expect our team to start doing Y within the next 2 weeks.” Feeling in the loop, especially about how long things are expected to take, will keep your team motivated. Leaders Give (Meaningful) Accolades As the change seems to come to a close, it’s great to acknowledge everyone’s contributions. But in order to make that acknowledgement meaningful, you need to really know how your team likes to be thanked. I’ll never forget the time I was sitting at a table after delivering a keynote speech: most of the table around me was leadership, with a few less-senior employees. The exercise was to talk about ways to thank employees, and the leaders were excitedly dreaming up lots of big thank-you’s on the company Intranet, parties, etc… the employees at the table were silent. Finally, one spoke up. “Um… most of us would feel embarrassed to be thanked so publicly. We don’t really want cake or anything. Maybe just a note from my boss?” It was a big wake-up call to leaders that what matters is how the employees want to be thanked, not how you think they want to be thanked. To make your employee appreciation meaningful, be sure it’s a thank-you they’ll appreciate. Leading through change is tough. There will be confusion, frustration, and probably even a little fear. But if you can give your team these 5 things to help them navigate change, your team will be stronger and better on the other side. Planning your virtual event? Get in touch with us at the Capitol City Speakers Bureau today to book your healthcare speaker! By Courtney Clark
Tidings of comfort and joy may be what the popular song calls for, but they can be pretty hard to find during the stress-filled holiday season. Here are a few resilience exercises to calm the storm and get through the end of the year in peace. (Did you miss Part 1? Read it here.) Step 3 – Make Time For the Truly Important Things, And Ditch the Should-Be-Important Things Along with setting realistic expectations, the holidays can also cause us to think we have to celebrate in a certain way. Maybe because family tradition dictates it. Maybe because we saw a beautiful layout in a magazine. Maybe because we used to work somewhere that had an awesome Christmas party and wicked Secret Santa exchange, and we wish our new boss did that. In your home life, sit down and make a list of the things that are the most important to you and your loved ones, and prioritize those things. By making space for them, instead of cramming the holidays full, you will actually be able to enjoy them more and stress less. At work, think through the most important, big picture pieces of what needs to be accomplished before year-end in order to start the next year strong. When I’m thinking of my to-dos, I like to picture a target. The outer rings aren’t worth nothing, but I get the most points for aiming toward the middle. What’s the middle of the target? What’s the highest value activity that will set you up for success moving into the new year? There are only so many hours in the holiday season. Trying to incorporate every single possible activity, tradition, and to-do into a few short weeks isn’t enjoyable, it’s stressful. Step 4 – Seek Moderation For years we’ve been hearing health professionals tell us that the holidays shouldn’t be an excuse to indulge. Whether it’s food, wine, shopping, or anything else, the end of the year doesn’t need to be a free-for-all, because having a “feast or famine” type attitude to indulgences means you’ll only rebound harder when the celebratory season is over. That same attitude holds true at work. Don’t get distracted and let off the gas, or spend work time online shopping. But on the other hand, December isn’t the time to panic and try to get everything finished. You may be trying to show off before a December review or a January bonus, but the odds are good that the impression you made the other 11 months of the year is what really matters. Just like your pumpkin pie intake, try to balance the last month of the year with work and play. Think “consistency” instead of “get it all done.” – By the end of the year, most of us are running on an empty gas tank. But these four techniques for powering through December will have you avoiding stress and burnout, and feeling like celebrating by the time you ring in the New Year. Planning your virtual event? Get in touch with us at the Capitol City Speakers Bureau today book your healthcare speaker and make your next event a success! By Courtney Clark
The final few weeks before the winter holidays can be full of stress. That makes it peak time for burnout. If burnout is creeping in for you or your team, practicing a few resilience techniques can mean the difference between losing your cool and feeling peace on Earth. Step 1 – Breathe and Break The end of the year brings with it stressors that no other time of year seems to. At work there is often budgeting, fitting in last-minute meetings, and strategic planning for the next year. At home there is frantic shopping, too much baking, and a whirlwind of parties you are expected to make room for in the busy calendar. When we’re stressed, our brains produce the stress hormones adrenaline and cortisol. When we add these stress hormones into the mix, our brains become worse at higher-order processing, the very skill we need to perform most jobs. So when we’re frantically crossing things off our to-do list, we probably aren’t completing those tasks at a very high level. To be at our best, we have to stop and breathe. We have to take a moment to let the adrenaline and cortisol clear out of our systems. School teachers have known for years that the weeks leading up to the holidays are the exact wrong time to try to cram in last-minute work. So take a cue from their playbook and schedule your day with fewer tasks and more breaks, getting done the very most important things and letting the others slide. Find time to stop and take deep breaths in the middle of the chaos. The pile in your inbox will still be there the first week in January. Step 2 – Set Realistic Expectations We have a rosy picture of how the holiday season is supposed to go. When it doesn’t meet our expectations, we’re filled with frustration. But that frustration is of our own making, so being realistic on the front end can curb that freak-out feeling on the back end. A large chunk of holiday stress comes from the mistaken belief that this time of year is going to be magically perfect and everyone should be happy. But people can’t be happy when they’re held to unrealistic standards – including you! No, your toddler twins might not sit still for a greeting card picture, so don’t expect them to. Your grandmother’s holiday roast recipe might not turn out as juicy as you remember it. And your extended family might squabble from the stress of sharing one bathroom. If you prepare for reality to be… well… real in advance, and leave room for humans to be humans, and traffic to be traffic, and work to be work, and life to be life, you may find that some of the holiday screwups lead to the best stories that you’ll laugh at for years to come. Planning your next virtual event? Get in touch with us at the Capitol City Speakers Bureau today to book your healthcare speaker! By Courtney Clark
When a friend is grieving, you want to be there for them. You want to help them. You want to make them feel better. As a three-time cancer survivor, I’ve spent a lot of time around grief and loss. In my nonprofit work with survivors and others in grief, I’ve heard many of the same phrases used time after time – phrases that are supposed to be comforting, but end up being frustrating to the person grieving. Many of the things that come out of our mouths when someone we know is hurting are actually meant to make US feel better, not them. We feel uncomfortable watching them cry or be upset, so we say things we think will encourage them to feel happy instead of sad. But that’s like using a fly swatter to stop a Lear Jet! Here are 4 common phrases you should avoid saying to a friend who is grieving: “It Will All Be Okay” Most of the phrases on this list minimize grief, in some way. This particular phrase grates on my nerves, because it also sounds like the person saying it has a crystal ball. In reality, life will likely be “okay” for your grieving friend, but it will never be what it was. It may never feel quite as full. Or as secure. When you say “it will all be okay,” what your friend hears is “you won’t miss <whatever or whoever it is> that much anyway.” Your friend isn’t yet at a place where it’s all okay, so allow them to process their grief in their own time. “Everything Happens for a Reason” I really struggled with hearing this phrase after my friend Ruben died. If you’ve heard me tell the story of Ruben, you know he was full of life and had just married his true love, Jen, when he passed away. When people said “everything happens for a reason,” it felt like they were saying “Ruben was meant to die.” In my life, I have experienced many gifts that have come from bad situations. I believe that we can find meaning and hope in even the worst of grief. But I can’t pretend to know the reasons why difficult things happen. I think, facing loss, people want to believe they know something, because feeling powerless is uncomfortable. But it’s not the time or place to school your grieving friend on the mysteries of life. “I Know Exactly How You Feel” Empathy is a beautiful thing. When we’re hurting, one of the most powerful gifts we can receive is someone who just “gets it” to be with us. If you’ve understand your friend’s grief, you’ll be able to support them in a way few others will. But… in my experience, most people who say “I know exactly how you feel,” are the very people who don’t know exactly how I feel. The people who know how I feel say something else, like “I get it. I’m here with you.” Real empathy doesn’t require a comparison. “God/The Universe Doesn’t Give You More Than You Can Handle” This phrase is similar to “Everything happens for a reason.” It presumes the speaker knows the inner workings of life’s great plan. It’s meant to be a compliment, telling your grieving friend that he or she is strong, but it runs the surprising risk of coming across as a guilt trip. For example, I know a woman who lost her son who heard this phrase, and it made her feel like “Do they mean it’s my fault? If I hadn’t been so strong, this wouldn’t have happened to me?” These phrases to avoid all have one thing in common: they’re meant to provide perspective to a person grieving. But you can’t give perspective to a person grieving – they can only come to that perspective in their own time. There are no magic words to make them stop crying and say “you’re right! It’s not as bad as I thought!” Grief doesn’t work like that. In fact, the old Stage Model of grief, originally developed by Kubler-Ross, has been proven incorrect. Grief comes in cycles and waves, there is no linear pattern. So don’t try to say anything meaningful or deep. Just be there. That’s the best thing you can do. Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By Courtney Clark
As kids head back to school, families want to set their children up for success - which will be especially challenging this year! If you want to help your kid have a productive school year, try teaching some of these resilience lessons. Each one will help make your child more capable of navigating school year stressors... Everything is Hard the First Time School isn’t meant to be easy. If you knew everything already, you wouldn’t need to go to school! Learning something you don’t already know how to do is the whole point of an education. But for lots of kids, if something is difficult, they interpret that difficulty to mean they must not be good at that task, or they must be stupid. There’s an emerging school of thought called “growth mindset,” which focuses on our capacity to learn and grow. Often in our society, we praise children for their innate gifts and skills, saying “oh, you’re just so smart!” “you’re a good artist!” When that happens, we accidentally deliver the message that a child’s success is because they’re naturally good at something. Children are then at risk of developing a “fixed mindset”, which is the opposite of a growth mindset, and tells them that their skills and talents are fixed and can’t be changed. Help your child develop a growth mindset by encouraging work that is just beyond their current abilities, showing them a path to solve the problem, and then praising them for the effort they exerted, showing them how that effort got them the outcome they wanted. Your Teacher Didn’t GIVE You a Grade Has your child come home and said “my teacher gave me a C on my project! I don’t know why!”? That’s language you want to catch and correct. Saying “my teacher gave me thus-and-such grade” isn’t usually accurate. Except in the rare case of a disconnected or vindictive teacher, your child most likely earned that grade. When a child phrases their grades in a way that places responsibility on the teacher instead of themselves, you’re seeing something called “external locus of control.” People can exhibit either an internal locus of control or an external locus of control. People with an internal locus of control believe that they have some measure of control over the outcomes in their lives, and they take responsibility for doing their part. People with an external locus of control think that what happens to them is out of their hands: it’s all because of luck, fate, their boss, their mom. Listen to how your children talk about their grades, because it may be the first time you hear whether your child is prone to an internal or external locus of control, and you can help guide them to take more responsibility for what happens in their lives. Bullying isn’t the Same as Not Being BFFs For very good reasons, schools and communities are now intervening much earlier and more seriously when it comes to bullying. Childhood bullying can cause long-term stress that even carries into adulthood, and the growing awareness of bullying is a great thing that protects vulnerable children. But there’s one unintended downside to the rise in awareness against bullying. As children are being taught not to bully, their developing brains aren’t great at understanding what bullying really is. To a 5 year old, anyone doing something that makes them feel sad or angry feels like a bully. So saying “no, I’m not going to give you my favorite doll,” could be bullying to a 5 year old. We know better, as adults, but kids can’t always see the difference. It’s important to help your kids navigate a world where everybody doesn’t want to be their friend. Your 9 year old may want to be friends with somebody who doesn’t want to be friends back. And it doesn’t necessarily make the other kid mean. It’s just a fact of life that we all prefer some people over others, and children are no different. So at home, if you hear about meanness or bullying, try to really tease out the actions that took place, before you get upset. (Because if you get upset, your kid will get even more upset!) Their teenage and young adult years will be filled with change friend-circles and romantic rejection, so this is great practice for what lies ahead. Help your child develop more resilience by repeating these three mantras whenever they need a little nudge back on track. School-year stress is a real thing, but with a little guidance from you, your kid can grow into a hard-worker and a self-starting student! Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By Courtney Clark
Resilience is an attribute that many companies appreciate, yet can’t describe. Like a lot of corporate culture issues, it can be a matter of “I don’t know how to ask for it, but I’ll know it when I see it.” So how does a company become a resilient company, and create a corporate culture that values resilience? There are 4 main qualities you’ll find in resilient companies. And by the way, not all successful companies are resilient companies! Some companies are successful but haven’t yet weathered a big storm. But most resilient companies can turn out to be successful companies, because they have these 4 characteristics in place, to allow them to adapt and grow. A Leader Who Has Struggled John Paul DeJoria is the founder of Paul Mitchell haircare and Patron tequila. But before he shampooed some of the most famous people in Hollywood, he lived in his car and sold hair products door to door. He credits his early life difficulties to helping him develop the work ethic that built his global businesses. But he’s also notorious for retaining the same employees for decades! Some leaders act like they can only get the best out of their team members by pushing them to the breaking point. But leaders who have truly struggled in life tend to understand that true leadership has more in common with compassion than fear. With that perspective, they can help their teams learn the lessons of resilience. Managers Who Aren’t Afraid of Conflict Workplace conflict can be distracting. But it doesn’t have to be destructive. In fact, there are two types of conflict, and one of those types of conflict is GOOD for your organization! Task-related conflict is when two people disagree on *how* something should get done, but they agree on the desired end result. This kind of conflict, if handled correctly, can help companies be more solution-oriented and innovative. Of course, if handled incorrectly or ignored, even the good kind of conflict can turn into people-related conflict, which is the bad kind. To build a resilient company culture, managers need to not be afraid to step in and keep conflict task-related. (If you need more information about telling the difference between task-related conflict and people-related conflict, check out my video here.) Vertical Communication Many companies know that vertical communication and letting employees’ voices be heard is an important part of employee engagement and building an inclusive corporate culture. But it’s also part of building a resilient company, as well. Vertical communication builds resilience within your culture by helping your organization identify and respond to all possible problems and issues quickly. If only the highest levels of leadership are talking back and forth, and then communicating *down* to the staff but not listening back, they may be missing major problems on the horizon. This kind of communication is important all the time, but it’s *especially* critical during change. When a company is going through transition, employees need to feel like communication is happening in all directions, so they can get on board with the change. Great HR and Hiring Practices A company can’t be resilient if it doesn’t have resilient employees. And it can’t have resilient employees if it doesn’t hire for resilience, train for resilience, and let go of people who can’t be part of a resilient culture. In fact, failure to let go of underperformers and employees with poor attitudes is a major resilience-drainer for organizations. A company with a resilience built in to the corporate culture will make it a priority to hire and retain employees who show individual resilience, and those priorities should be reflected in writing in their HR practices. Nothing ruins a great job like bad company culture. If you’re looking for a company that has a strong culture, it’s hard to know what to look for when you’re just interviewing. These 4 qualities are key indicators that the company may have what it takes to both be successful and be a great place to work, at the same time. Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! |
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