Stress Reduction at Work

How do I identify the cause of my stress?
One of the leading causes of workplace stress is a mismatch between the natural talents of the individual and the requirements and expectations of the position. Simply put, the person feels he or she must "be something else" in order to properly perform the job. Consistently going against your natural grain in this manner -- especially in the long term -- leads to significant stress, tiredness, frustration, lack of productivity, and can even cause more serious emotional distress (such as depression), conflict with coworkers and family, and other personal problems.

How can I reduce my stress level?

If you can identify with the scenario above, it is best to take a step back and rethink your job role. Are the requirements and expectations of your position flexible? Is there a way to rearrange or exchange work tasks for those that better suit your talents? For example, you may be best at doing the research and analysis, then passing your findings on to someone who incorporates that information into a spreadsheet. Or, maybe you are much better at creating the marketing plan, while someone else oversees the actual implementation. Task "bargaining" with colleagues can go a long way in relieving your own stress, and possibly that of fellow employees. Another question to consider is if you can achieve the same results, but by a different method. If you are required to prove the quality of a product, you could do so by showing research-based evidence, rather than building a physical model. Or, if you are expected to gain five new clients each week, you may be more effective by leveraging current relationships for referrals rather than cold calling. The key strategy is to "change up" how you approach your work, and see if that relieves your stress.

When is changing jobs the best option?
If you have tried approaching your work in different ways, and you still feel overwhelmed with stress and frustration, then it is time to move on. Most job roles that are flexible are salvageable; but if you find little to no wiggle room in how your approach your role or no ability to barter tasks with your team, then it is best to search for a job that better suits you and your natural talents. Just be careful not to commit the same error, and take a new job that has the same problems. Fool me once, shame on you; fool me twice, shame on me. To avoid this trap, it is always helpful to work with a career expert or performance coach to assist in your job search.    

Message to Innovators

Are you always seeking a new method, a new approach? Are you motivated by challenge? Do you feed off of high risk/high reward situations? 

You have an innate ability to look at things in a new and fresh way. Your flexibility and willingness to rethink the situation is not only natural to you, but also invaluable to your personal success and that of your team/organization. 

Here are a few tips for harnessing that incredible innovative energy:

Don't apologize for your shortcuts or insistence on the bottom-line. You are a visionary. Your mind is in the future. So, understandably, you can't get bogged down with traditional systems or minute details. However, appreciate the fact that others are wired differently. Though you may not need to research the facts or follow the plan, give others the space and time to do so.

Be sensitive to those who don't embrace change as you do. Recognize that change can be stressful for others. In those instances, be sure to point out things that will stay the same. It is also helpful to describe the change as an "enhancement," which focuses the discussion on the positive impact of the transition.

Wait until the last minute. Yes, you read it correctly. Your energy is charged when you are up against a deadline. You are most motivated (and oftentimes do your best work) in the 11th hour, so take advantage of the time crunch! Just be sure to warn others of your last minute approach. 

Rely on verbal communication. You are naturally charismatic with words...so use them! Tell people what you are doing and get their buy-in. Your effectiveness in selling your vision is a key component of your success.

Capture your ideas with a recorder or answering machine. Your strongsuit is to constantly develop new ideas. The trouble is capturing them! Ensure that you do not forget or lose track of your best ideas by leaving yourself a voicemail. No matter where you are or what time it is, you can always call into your voicemail and record your thoughts.

BIG, BAD Productivity Myths

BIG, BAD Productivity Myth #4: If I work hard enough, I can become good at it.

One popular strategy for self-improvement is to identify your strengths and weaknesses, then work very hard to improve on the weaknesses. The result always seems to be a person with a set of strengths, and a set of somewhat-improved weaknesses.

To be clear, I am a strong believer in determination and self-belief. But, if you are running in the wrong direction, running faster does not correct your course. We each have a finite amount of energy to put in our work -- why not target your efforts toward those things that you do best? If a certain approach does not come naturally to you (and there are other acceptable approaches that do), then change course!

You have probably heard the phrase, "Work smarter, not harder." Though it has become a bit cliche, the message is still a powerful one. Don't throw more effort and energy into something that isn't working...especially if your only goal is to "become good at it." Step back. Take a new approach; one that utilizes -- rather than drains -- your talents.  

Hiring Out of Pain

Have you ever made a decision based on emotion? Dangerous, isn't it?
 
There is one industry that actually relies on people acting on emotion. If you guessed real estate, then you're right. It is said that if home buyers begin decorating a home in their minds (ie. "The couch would look good over there," "I can see the kids' pictures over the fireplace"), they are emotionally -- and therefore successfully -- sold.
 
Emotions get us to make a lot of decisions that we wouldn't otherwise. It is simply part of our human nature for strong emotion to trump reason. So it is no surprise that this rule applies equally to our hiring decisions. I see the mistake play out over and over: a manager or business owner hires out of a place of pain. The result is that an "extreme" candidate is hired and fails to be successful in the long run.
 
For example, a small company was looking for a new office administrator. The previous one left unexpectedly due to personal issues, and just a few weeks of trying to get along without her was painful. That pain led the business owner - and rest of the team - to seek out someone with extreme organizational and administrative talents, to contrast the complete void of those talents within the team. In the end, the new office administrator was so insistent on structure and rigidity that her approach conflicted with the team. Needless to say, it didn't work out.
 
So how do you avoid hiring out of emotion?
 
1. Bring in an outsider. Work with a consultant who is outside of your team and can be objective about your current situation and future needs. By being in the business, you have emotional biases (some you may not even be aware of). An outside expert can more effectively diagnose the problems and craft a successful solution.
 
2. Use scientific assessments/instruments. Facts and figures don't lie...and they certainly aren't emotional based. Science is as objective as you can get. It is important to have a good gut feeling about a candidate, but be sure to back up those feelings with solid evaluation.
 
3. Don't be rushed. It is amazing what a good night's rest can do. Our emotions are highest in the heat of the moment. When you "sleep on it," you have a better chance at making a more rational decision. Also, a sense of urgency can push us into wrong or uncomfortable decisions. It is better to take control of the situation...and the timeline. Though it doesn't always feel like it, most things can be held off until tomorrow - especially if the decision is as important as hiring the right person.