Tag Archives: Act

How Do You Focus on Positive Responses to Stress? Ten Techniques

Interview with Janis Pullen, Transformational Coach

Situation: When we encounter stress, like financial, economic or business stress, we may respond positively and proactively or negatively. Negative responses include drinking, smoking and comfort eating which can damage our health. How do you focus on positive responses to stress?

Advice from Janis Pullen:

  • It is important to understand that there are two aspects to stress management – the ontological or being side and the facilitative or doing side. These are different but related.
  • When people experience stress they seek comfort in activities that they associate with relaxation. This includes alcohol, tobacco and eating. These reactions are automatic, habitual and predictable and can lead to unhealthy consequences.
  • Ontological techniques to counter habitual, automatic reactions and to positively respond to stressors include:
    • Recreate our relationship to time. In the US we are deadline oriented and multitask. These increase stress.
    • Arrive at meetings 5 minutes early so that we give ourselves time to get settled instead of entering the meeting in a rush.
    • Plan time for nothing – even a 5-minute break with no pressure to “do” anything increases ease and relaxation.
    • Become more aware of our needs and what we have to do to meet them. Often we are not in tune with our needs and operate on top of them. The positive alternative is to slow down, notice more of what is within and around us, and have the courage to fulfill our real, deeper needs.
    • Take responsibility. When we blame external causes for situations, we give up power and control. The alternative is to be “at cause” rather than “at effect” to produce constructive results.
    • Realize you are not alone.  Employ assistance/guidance/mentorship to lighten your load.
  • On the facilitative side, these practices can alleviate or reduce stress:
    • Simply take a few deep breaths when we become aware of stress. This increases blood oxygen, helps us to relax and cools our reaction.
    • Exercise – even a short walk – does wonders for changing moods from negative to positive. Under stress, the body releases cortisol and adrenalin – the fight or flight hormones. Exercise increases endorphins, which help us to relax and reduces cortisol and adrenalin levels.
    • Consciously eat whole versus processed foods and drink more water to help our bodies to function more efficiently and to respond more effectively to stress. Berries and nuts are much healthier snacks than sugar or other simple carbohydrates.
    • Sufficient sleep is critical to effective physical and mental function. Alcohol impairs sleep by reducing deep sleep cycles so we do not wake up refreshed.
  • The effective solution to stress is to focus on our real needs and to replace destructive behavior patterns with constructive alternatives.

You can contact Janis Pullen at Janis@CoachJanisPullen.com

Key Words: Stress, Response, Positive, Proactive, Negative, Alcohol, Tobacco, Eating, Food, Ontological, Facilitative, Comfort, Habit, Healthy, Unhealthy, Real Needs, Time Management, Deadline, Act, Control, Responsibility, Blame, Breath, Cortisol, Adrenalin, Endorphins, Whole Foods, Sugar, Carbohydrates, Focus

How Do You Resolve a Conflict Involving a New Employee? Four Considerations

Situation: A company has hired a new employee with excellent skills who reports to a Director. This person is a self starter who prefers little supervision. Friction is starting to develop between the new employee and the Director. How do you resolve this conflict?

Advice from the CEOs:

  • This person was hired for their talent. However a successful hire takes account of talent, but also role, cultural fit, organizational placement and the needs of the company.
    • For example, if this person is strong in operations but they are now in client services, is this the right role?
    • Similarly, if the culture of the office emphasizes teamwork, collaboration and support, is this the right culture for this individual?
  • Be cautious before tweaking the org chart to create a new role for this person..
    • Consider both your current staff and the new person. You may be creating additional conflict if your actions appear as favoritism.
    • The dominant factor is YOUR plan. If the employee is wrong, replace the employee.
  • If an employee can’t get along with others it is a difficult situation to repair.
  • When you meet with the employee what should be said?
    • First, don’t try to solve the situation before you have a clear strategy.
    • Question and listen. “You’ve been with us a short time, and I want to check in with you. What do you think of your role?” Let the employee talk, probe for clarification of what is said. Take note of what is said. Acknowledge any requests but indicate that you will put them under advisement.
    • Do the same in discussion with the Director.
    • The key is that you are in control. Look at your objectives, and where you fit resources best within the org chart. Once you have your plan, communicate it.

Key Words: New Employee, Conflict, Friction, Talent, Role, Fit, Organization, Company, Needs, Strengths, Skills, Report, Personality, Act, Direct, Concerns, Boundaries, Response, Conversation