Recovering from a Lack of stimulation that Causes Stress on the Job

Recovering from a Lack of stimulation that Causes Stress on the Job



  Many times, employees find themselves in routines that become so mundane that the employee’s brain becomes muddled with static noise and tension where everyone’s voice sounds like the teacher’s voice in Charlie Brown sounding like “wa wa wa wa.”

  In other words, your brain is saturated with boredom, stress, tension, and a significant lack of stimulation resulting in your brain going foggy and you feel like you are losing your mind. But what happens to us? Why does this happen? Well, a lack of creativity, reward, or feelings of accomplishment make the prefrontal cortex stagnate as a lack of blood flow to the brain. For children in schools in the United States, parents and pediatricians have resorted to giving stimulant medicine like Ritalin or Adderall.

  However, as adults, we find ourselves downing ourselves with energy drinks coffee and other stimulants to trying to achieve the same.  Just like high school students may skip classes that are perceived as not motivational, inspirational, and ultimately boring. As adults, we find ourselves drinking unhealthy energy drinks, coffee, and eating carbs to try to manipulate our frontal lobes without even realizing what we are doing and why we are doing it. To combat this experience and learn to cope responsibly, I recommend for employees to take short walks where you can focus on your breathing as you implement breathing in through your nose for 3 seconds and out your mouth for no less than three seconds.

  Half way through your walk, the goal is to get your breathing three seconds in through your nose and breathe out your nose for 3 seconds as well. Over time, I recommend you attempt to achieve 3 seconds in through your nose and out your nose for 6 seconds. By extending your exhale at a time twice as long as you take air in, allows your cortisol (stress hormone) to reduce and allow healthy stimulation through increased blood flow travel back into your frontal lobes where you will benefit from increased attention span, creativity, excitability, and sustained motivation.

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Gut Health in Corporate Wellness

Gut Health in Corporate Wellness



  Gut health has everything to do with corporate wellness and it will take several blogs to be able to articulate all the details corporate people need to know on this topic. However, when you think of the purpose of a healthy gut, you will quickly realize that you can only be a sustainable high performer if you have a healthy gut. People ask…. why can I obtain my goals at certain times but then have difficulty sustaining the same performance for longer periods of time… people ask? The answer is because your body has to have the resilience and immunity to be able to sustain its performance.

  Obtainability can happen with luck, but sustainability happens with skill. If your gut is healthy and skilled, your gut will never let you down. Your gut needs to be cared for and maintenance like you would do with your car. Because your body is like a machine as all of your organs work together like all of the mechanical functions of a car, you can’t neglect being responsible in supervising your gut health or you will fall short of meeting your potential. For example, people commonly experience stress and then say to themselves, “why am I so stressed all the time?”  People will validate their own emotions and common sense by reminding themselves, “I work hard, I am successful, people love me….so why am I always stressed. Well, deep inside your body you have functions that most people are unaware of their importance. Functions like digestion, having a balanced gut microbiome, taking in proper nutrition every day, being hydrated, and etc.

  When your gut is not able to have these experiences, stress will be expressed by your gut suffering decreased blood flow and oxygen as a result of the stress. Consequently, your microbiome can become altered causing the rest of your body suffering what is called oxidative stress. This is where your gut starts to gather higher levels of acid than what your gut is supposed to experience in its attempt to break food down as the digestive track is now disrupted and not able to successfully break food down. In addition, the oxidative stress causes the body to now fire off signals to the adrenal glands telling the hormonal system to push glucose to the blood stream in order to give the body strength to manage through these stressful times and functions.

  Now people struggle to sleep on healthy schedule, their digestion continues to become more interrupted, they start to experience bloating and gas, and ultimately will over react to typical stress of deadlines, constructive criticism, and increased demands. Sadly, when all of these systems of health are becoming overwhelmed, people suffer foggy brain, tiredness, and a lack of concentration. All of these insults ultimately lead to reduced work production. On the other hand, when these functions are attended to, are healthy and properly maintenance, workers are able to exceed average work performance, sustain a higher performance for longer periods of time, and work more efficiency with greater accuracy for longer periods of time.

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Goal Setting by Backward Design

Goal Setting by Backward Design



  Meeting deadlines is not easy for everyone and not everyone is not naturally capable to handle or manage jobs that are deadline oriented. As a result, employees who may be successful at meeting other expectations of one’s occupation may struggle with the intensity of the ominous deadline date as it grows closer.

  Whereas, other employees in the same department may be assigned the same type of deadline, with the same other related expectations, and these employees may thrive and even experience an upswing of energy and enthusiasm from a dopamine rush resulting from the intense pressure attempting to meet the date of expected achievement. So what do we do to make sure employees in the corporate world are not failing at meeting deadlines by either not completing the details by the date something is assigned or failing by meeting the deadlines while suffering mentally and physically while attempting to meet the deadline expectations.

  Using the Dr. Buzz Method, I always recommend “Goal Setting by Backward Design.” When we goal set by backward design, we establish a date that something is expected to be completed. Then we recognize today’s date. In between the goal date and today’s date, we establish bench marks (identified dates) that allow employees to see if they are on track to actually meet the achievement date on time.

  In other words, we have specific dates already establish that represent and measure whether or not goal setters are on time to achieve the desired goal(s) by the desired date. It would be like attempting to save $12,000 in a 12-month period. Instead of just randomly saving money, we would obligate ourselves to functioning with a structured schedule where we save $1,000 by the first of each month. With this process, if we achieve this intermittent goal of $1,000 a month, we can then assume accurately we are on track to meet our annual goal of successfully saving $12,000. But, if we are not on track to meet our $12,000 a year savings goal and by benchmark month 6 and we measurably only have $4,000 instead of expected $6,000, then we know we need to make adjustments in order to catch back up. But, the overall purpose is to not be surprised when you investigate the goal date and you learn you are way behind and it is now impossible for you to meet the desired achievement.

  This is a common experience for employees in corporate environments which causes these same employees to experience stress that is technically and practically preventable by using my “goal setting by backward design” method. The structure and process of goal setting by backward design will never let you down in its data collection, its objective presentation of where you really are in the process, and distinctly representing whether or not you need to make adjustments in your process in order to achieve your goal.

  When you have this structure, and you are measuring your process using a backward design, and you are aware at all times if you are on track to meet your deadlines, you will avoid experiencing stress. If anything, this process will allow you to prevent stress by being capable of identifying if the deadline(s) is even possible.

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Validation for Employee Cooperation

Validation for Employee Cooperation



  It is often a fragile and sometimes emotional experience for managers to set boundaries and enforce them without employee insult. So what type of insult can be experienced with enforcing what employees are expected do…one may ask?

  Humans are humans and it is often painful for well-intended employees to be told what to do, told to correct a performance function on the job, and/or to correct a work responsibility that could stand improvement as well.

  The reason why this happens is often because employees who do, in fact, work hard and make mistakes by accident, commonly take constructive criticism to heart. In other words, because some employees are attempting to do the best they can to benefit the company they work for, they struggle to hear and accept they are not doing what is best for the company. They work for.

  As a result of the criticism, employees may shut down, argue, become disruptive, retaliate, quit, or simply be devastated by the negative news they receive. So, we always have to assume employees are well intended. If employees are hired who are not well intended then you need a new and improved hiring process. But, when your employees have to receive constructive criticism, using the Dr. Buzz Method, I always recommend starting your critique with scripted validation statements starting with either “I realize or I understand.”

  For example, if someone has been late a few times for work, we would assume one is late for a good reason. However, we still want to correct the concern. So, a manager would say to the late employee, “John, I realize you have a responsible reason for being late for work three days this week, however, it is important to be on time for work every day.” Or, “Sue, I understand it is frustrating dealing with angry and annoying clients, however, I have to remind you to keep your cool and composure when you are communicating with customers so you can succeed in securing a sale.”

  When we validate our employee’s emotion using the Dr. Buzz Method, your language and expressions will be perceived as supporting and understanding by the employee, even though you are offering constructive criticism to ultimately create change in your employee’s work performance on the job.

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Team Management Stress

Team Management Stress



  Many times employees struggle with stress from an emotional corporate climate that does not promote wellness or inspiration. As a result of the impact that an unhealthy corporate climate radiates, team members find themselves struggling to become motivated and/or stimulated, and therefore, not capable of achieving what they are hired and paid to do. Not to mention, without inspiration from one’s manager or leader, employees find themselves empty and often without purpose on the job.

  When employees are faced with this type of foreboding experience, they will often feel underachieved, disappointed in themselves, and frustrated with their own performance. Some emotionally hijacked employees will seek wellness tools to cope in an attempt to improve their own performance.

  Other employees who are emotionally bankrupted may question as to whether they are working for the right company or even if one is invested in the right occupation. Sadly, some will suffer the symptoms of stress and even mental illness with worry, feelings of hopelessness, lack of sleep, and impaired confidence. However, with effective investigation, it is often learned the breakdown and impairment with the emotionally unintelligent work climate is actually the result of an ineffective team management structure.

  Managers and leaders have a responsibility to take care of those “who are in their charge” when they are “in charge” at their work place. It is critical for companies to hire managers and leaders who, in fact, have effective management of others. As I commonly say, even though an NFL ball player may be a hall of famer doesn’t mean he will be an effective coach or manager of a team.

  Managing a team of performing people takes a special person. One who is equipped with sophisticated communication skills, who can hold employees accountable for meeting their company’s expectations, while the managers build and maintain inspiration among their staff and achieve company goals simultaneously.

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