Managing Stress

Suzanne Hazelton

Tips to turn Stressing into Thriving

Suzanne Hazelton

© 2014 Suzanne Hazelton

Suzanne Hazeltonworking with leaders and teams to THRIVE!

© 2014 Suzanne Hazelton

1. Briefly, who is Suzanne Hazelton …. (3 mins)

2. Setting the context– What is thriving, why is it important (5 mins)

• Society• Business• Individuals

– Positive Psychology – the study of happiness, well-being & motivation (3 mins)– Individuals vs Stressors (3 mins)

3. Taking personal responsibility – personal tips (15 mins)– Design– Decouple– New tools from positive psychology– (Micro-rests)– (Spreading the vibe …)

4. Offer (1 min)5. Questions & Answers – via LinkedIn – OU Discussion

NB: Slides will be available on Slideshare.net : http://www.slideshare.net/LearningQueen

Whistle stop tour ….

MSc. Applied Positive Psychology 2012Business Coaching 2011Transactional Analysis (2 years) 2008Firo-B 2007IBM Certified Learning Professional 2007Transactional Analysis 101 2006NLP Master Practitioner 2005MBTI Practitioner 2005Train the Trainer 2004NLP Certified Practitioner 2003IBM Senior IT Specialist Profession 2003NLP Diploma 2002Professional Cert in Management 2002Microsoft Certified Systems Engineer 1998Microsoft Certified Professional 1997BSc (Hons) Industrial & Business Systems1994

Suzanne’s toolkit

“Experience is not what happens to a man, it’s what a man does with what has happened to him.” ~ Aldous Huxley

Positive Psychology

Leadership Training

(within IT)

Leadership & Business Coaching

Professional Development

NLP

Psychotherapy

(TA)

My background …

2.1 books ...

4-3

5

-4-5 -2 0-1 1 32

-5 +50

What I mean by thriving …

Stressed ‘Just ok’ Thriving

© 2014 Suzanne Hazelton

Why is “thriving” important?

• For society• For organisations & business • For individuals

Implications of society & organisations thriving

The mental health spectrum, Huppert et al., 2005

Organisations: Engaged Employees lead to a sustained increase in shareholder value

Stock Increase

Identify Strengths The Right Fit

Great Managers

Engaged Employees

Loyal Customers

Sustainable Growth

Real Profit Increase

EnterHere

From: First, break all the rules. What the worlds greatest managers do differently. Buckingham & Coffman

Individuals: Research is beginning to prove happiness leads to success!

Lyubomirsky, S., King, L., & Diener, E. (2005). The Benefits of Frequent Positive Affect: Does Happiness Lead to Success? Psychological Bulletin, 131(6), 803-855. doi: 10.1037/0033-2909.131.6.803

Emoti

ons

Resil

ience

Mindset

Time

Persp

ective

s

Phys

ical A

ctivit

y

Relationships

© 2014 Suzanne Hazelton

The elements from Positive Psychology include …

Great Days at Work Framework

© 2014 Suzanne Hazelton

15

For many people, great days at work do not come naturally.

Individual predisposition

16

Sources of stress will not disappear

YouPersonality

Tolerance for ambiguityAbility to cope with change

Motivation

Intrinsic to job• Too much / Too little work• Poor physical working conditions• Time pressures etc

Role in organisation• Role conflict / ambiguity• Responsibility for people• No participation in decision making

etcCareer Development• Over promotion• Under promotion• Lack of job security• Thwarted ambition etc Relations within organisation

• Poor relations with boss• Poor relations with colleagues &• Subordinates• Difficulties in delegating

responsibility

Being in the organisation• Lack of effective consultation• Restriction on behaviour• Office politics etc

Organisation interface with outside• Company vs Family demands• Company vs Own interests etc

HSE Stats

• According to the Health & Safety Executive (HSE), employee related stress accounts for 40% of the total number of cases of absenteeism

• That’s almost half a million cases of stress• With each case averaging 25 days per individualNot great for the individual, and unsurprisingly has an impact on business profitability

http://www.hse.gov.uk/stress/furtheradvice/whatisstress.htm

Some organisations moving away from paternalistic leadership

• Larger organisations have traditionally been paternalistic in nature

• Many organisations are working to encourage more autonomy in the workplace

P

A

C

P

A

C

Learning new ways of working; different expectations & boundaries; making mistakes can be stressful for both the individual and the organisation ….

Lots of complex dynamics in the workplace ….

© 2014 Suzanne Hazelton

What makes a

“great day at work” for

you?

POLL QUESTION

Motivation Theory

• Autonomy • Competence• Relatedness

Tip 1 – understand what leads to a great day – and design your day to get more of it ….

Tip 2 – decouple work success as your ‘only’ source of positive emotions

The secret key ….

Emotions in the workplace? (runs screaming!)

© 2014 Suzanne Hazelton

Seven benefits of Positive Emotions

• Health• Moods go viral• Builds resilience • Opportunity magnet• Create positive memories

Broaden thinking – noticing opportunities • Build high performing teams

It takes sunshine and rain to make a rainbow

Negative has more impact than positive

Balance of negative and positive

3 positive for every negative

What could you do to

have more positive

emotions?

POLL QUESTION

34

Positive Emotion

Balanced time

perspectives

Acts of Kindness Gratitude

Savouring

Strengths

© 2014 Suzanne Hazelton

3 Good Things

Research from positive psychology have found these to be effective in building positive emotions …

Tip 3: Incorporate into your day / week some of the positive emotion boosting

activities

• For example - “Three Good Things”– Think of 3 good things that have happened to you

today / this week (big or small, you choose the context)?• Notice how you feel

Tip 4: Micro Rests: It’s the recovery between

points

37

Slow your breathing down for 90 seconds

• Breathe out for a count of 5 …..• …. in for 5 …..• repeat

More information from: www.heartmath.com

When could you

have a micro-rest?

POLL QUESTION

© 2013 - Suzanne Hazelton

Art & Science of Communication

For when you don’t get to choose your colleagues …

© 2014 Suzanne Hazelton

© 2013 - Suzanne Hazelton

”People don’t always remember what you say or even what you do, but they always remember

how you made them feel.” ~ Maya Angelou.

6 Seconds

…..

How do you respond to someone else’s good news?

How do you respond to someone’s good news?

POLL QUESTION

DON’T GETOVER-EXCITED

How do you respond to someone else’s good news?

© 2014 - Suzanne Hazelton

Many of us notice what’s ‘wrong’ with an idea, or the ‘risks’ associated with a course

of action … but research shows that relationships are built on an initial positive

response.

The person will be more likely to listen later if you first share their enthusiasm.

Passive and Constructive

Acknowledges the news and moves on

Active and Constructive

Focuses on themTakes an active interest – asks questionsHelps the person capitalise on the good news

Passive and Destructive

Grabs the spotlightChanges the subject

Active and Destructive

Immediately identifies the downsides and concerns

(Nonverbal communication: displays of negative emotions such as furrowed brow, frowning.)

Figure 10.1

Gable, S.L., et al., What Do You Do When Things Go Right?

Tip 4: Respond “Active Constructive”

• ‘B’ – find something to genuinely comment on in a positive way (i.e. Active Constructive).

© 2014 - Suzanne Hazelton

“Seek first to understand, then be understood” ~ Stephen Covey

1. Briefly, who is Suzanne Hazelton …. (3 mins)

2. Setting the context– What is thriving, why is it important (5 mins)

• Society• Business• Individuals

– Positive Psychology – the study of happiness, well-being & motivation (3 mins)– Individuals vs Stressors (3 mins)

3. Taking personal responsibility – personal tips (15 mins)– Design– Decouple– New tools from positive psychology– (Micro-rests)– (Spreading the vibe …)

4. Offer (1 min)5. Questions & Answers – via LinkedIn – OU Discussion

NB: Slides will be available on Slideshare.net : http://www.slideshare.net/LearningQueen

Whistle stop tour ….

Managing Stress

Suzanne Hazelton

THANK YOU5 Tips to turn

Stressing into ThrivingSuzanne Hazelton

© 2014 Suzanne Hazeltonc

What questions

do you have?

53

Reflection: What will you do (or do more of) as a result of this session?

OFFER: Free chapter

• http://www.johnsonfellowes.co.uk/great-days-work-chapter-10/

If you’d like to know how these tools can be used to help people in your company have great

days at work, then drop me a mail …Email suzanne@johnsonfellowes.co.uk

Suzanne Hazelton’s contact details

• FREE chapter of Raise Your Game: – http://www.johnsonfellowes.co.uk/raise-game-sample-chapter-8/

• FREE chapter of Great Days at Work: – http://www.johnsonfellowes.co.uk/great-days-work-chapter-10/

• Email suzanne@johnsonfellowes.co.uk• Twitter: @SuzanneHazelton• Slideshare: http://www.slideshare.net/LearningQueen

Suzanne is a leadership coach, working with individuals and teams to THRIVE!

She’s a positive psychologist, coach and trainer – she’s coached & trained thousands of people. She’s the author 2.1 books: Raise Your Game, and Great Days at Work (Kogan Page) & a contributing author to a third: Entrepreneurs Succeed With Us.

She works with a range of clients on people & thriving related topics.

© 2014 Suzanne Hazelton

Backup

ReferencesBuckingham, M., & Coffman, C. (2005). First, break all the rules : what the world's greatest managers do

differently. London: Pocket.Boniwell, I., Osin, E., Linley, P. A., & Ivanchenko, G. V. (2010). A question of balance: Time perspective and well-

being in British and Russian samples. The Journal of Positive Psychology, 5(1), 24-40. doi: 10.1080/17439760903271181

Bono, J. E., & Ilies, R. (2006). Charisma, positive emotions and mood contagion. The Leadership Quarterly, 17(4), 317-334. doi: 10.1016/j.leaqua.2006.04.008

Fredrickson, B. (2009a). Positivity : groundbreaking research reveals how to embrace the hidden strength of positive emotions, overcome negativity, and thrive (1st ed.). New York: Crown Publishers.

Fredrickson, B. (2009b). The Positivity Ratio. Retrieved 12th March, 2011, from https://www.positivityratio.com/

Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American Psychologist, 56(3), 218-226. doi: 10.1037/0003-066x.56.3.218

Fredrickson, B. L., & Losada, M. F. (2005). Positive Affect and the Complex Dynamics of Human Flourishing. American Psychologist, 60(7), 678-686. doi: 10.1037/0003-066x.60.7.678

Fredrickson, B. L. (2013). Updated Thinking on Positivity Ratios. American Psychologist. doi: 10.1037/a0033584Gable, S. L., Reis, H. T., Impett, E. A., & Asher, E. R. (2004). What Do You Do When Things Go Right? The

Intrapersonal and Interpersonal Benefits of Sharing Positive Events. Journal of Personality and Social Psychology, 87(2), 228-245. doi: 10.1037/0022-3514.87.2.228

References (continued)Hazelton, S. (2013). Great Days at Work: Kogan Page.Huppert, F. A. 2009. Psychological Well-being: Evidence Regarding its Causes and Consequences. Applied

Psychology: Health and Well-being, (2), 137–164.Loehr, J. E., & Schwartz, T. (2003). The power of full engagement : managing energy, not time, is the key to high

performance and personal renewal. New York: Free Press.Lyubomirsky, S. (2010). The how of happiness : a practical approach to getting the life you want. London:

Piatkus.Lyubomirsky, S., King, L., & Diener, E. (2005). The Benefits of Frequent Positive Affect: Does Happiness Lead to

Success? Psychological Bulletin, 131(6), 803-855. doi: 10.1037/0033-2909.131.6.803Reivich, K., & Shatte, A. (2002). The resilience factor : 7 essential skills for overcoming life's inevitable obstacles

(1st ed.). New York: Broadway Books.Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social

development, and well-being. American Psychologist, 55(1), 68-78. doi: 10.1037/0003-066x.55.1.68Schwartz, T., Gomes, J., & McCarthy, C. (2010). The way we're working isn't working : the four forgotten needs

that energize great performance. London: Simon & Schuster.Sheldon Cohen, P., Cuneyt M. Alper, M., William J. Doyle, P., John J. Treanor, M. a., & Ronald B. Turner, M.

(2006). Positive Emotional Style Predicts Resistance to Illness After Experimental Exposure to Rhinovirus or Influenza A Virus. Psychosomatic Medicine, 68(6). doi: doi: 10.1097/ 01.psy.0000245867.92364.3c

Zimbardo, P. G., & Boyd, J. (2008). The time paradox : the new psychology of time. London: Rider.www.actionforhappiness.org/10-keys-to-happier-livinghttp://positivityratio.com/