Stress and Work Relationships
What do a physician at a large hospital, an engineering manager in a high-tech company, and a program director in a nonprofit all have in common?
In this case, they each faced a similar situation in the workplace. Each of them was:
So what was the problem? Why were these highly motivated and skilled professionals getting complaints from others about their behavior? The answer for each of them was stress. In our coaching sessions it became clear that they were all driven to be perfect and had high expectations of themselves and others. Their concern that things would not go right made them impatient and critical as the pace of their workloads increased.
And yet when they did not feel under pressure they were able to interact effectively and build relationships. They each could cite many situations and relationships that were productive, collegial, and supportive.
How did these three individuals resolve their stress at work? There was no one-size-fits-all solution. Each of them had to discover what worked for him or her; however, they had some actions in common that reduced their stress and promoted effective interactions. Maybe what they learned will help you, too.
COPYRIGHT AND PUBLISHER INFORMATION
© Carole Rehbock. All rights reserved worldwide. No part of this publication may be reproduced without express written permission from the publisher.
In this case, they each faced a similar situation in the workplace. Each of them was:
- Given feedback by their boss that they came across as irritable, angry, defensive, and frustrated with others with whom they interact—and that it was getting in the way of their performance.
- Encouraged to seek out coaching.
So what was the problem? Why were these highly motivated and skilled professionals getting complaints from others about their behavior? The answer for each of them was stress. In our coaching sessions it became clear that they were all driven to be perfect and had high expectations of themselves and others. Their concern that things would not go right made them impatient and critical as the pace of their workloads increased.
And yet when they did not feel under pressure they were able to interact effectively and build relationships. They each could cite many situations and relationships that were productive, collegial, and supportive.
How did these three individuals resolve their stress at work? There was no one-size-fits-all solution. Each of them had to discover what worked for him or her; however, they had some actions in common that reduced their stress and promoted effective interactions. Maybe what they learned will help you, too.
- Slow down during the day
Take a break, sit and breathe for a few minutes, or take a short walk, especially before interacting with others. - See the best in the people you are working with
Stay curious about other’s points of view and educate them on your point of view (avoid telling or demanding). Realize they want to do their best. - Set a realistic schedule
Recognize that you may need to handle unexpected situations that are outside of your control. - Remind yourself to stay centered
Place reminders (words or pictures) on your phone, computer, or desk that instill a sense of well being and calm. - Prepare in advance for difficult interactions
Remain as objective and clear as possible. - Don’t take everything so personally
- Don’t expect perfection from yourself
Be willing to clean up any interactions that do not go well. - Give high priority to work relationships
People are at least as important as tasks. - Spend time with people on the phone or in person
E-mail and texting have their limitations. - Eat healthy food, get exercise, and a good night’s sleep
COPYRIGHT AND PUBLISHER INFORMATION
© Carole Rehbock. All rights reserved worldwide. No part of this publication may be reproduced without express written permission from the publisher.
