1. Bringing Stress Prevention and Resilience Into the Workplace
Presented by James E. Porter
President, StressStop.com
So now we’re going to talk about how to bring the six step model back into the workplace. How do you teach it to your employees. How do you get management buy-in and what tools can you access to help you do it. I really think this may be the most important piece of the puzzle.

2. Overview of the Program
Stress in the workplace: facts and figures
Obstacles to overcome
Teaching stress management to the management
The benefits of autonomy
The ROI of lowering stress
Teaching behavioral change
Bringing the six step model in the workplace
Creating a year long program
Five tips for bringing this back home to your workplace

3. Facts and figures about stress
66% of Americans cited work as a significant source of stress.
64% of people frequently feel irritable and anxious at work.
80% of workers feel stress on the job.
Workplace stress is as bad for the heart as smoking and high cholesterol.
75-90% of all visits to primary care physicians are for stress-related concerns
Source Robison/APA/Stress.org

4. Occupational Stress & Heart Disease
Column 1 Column 2
College Professors Lawyers
Teachers Physicians
College Presidents Insurance Agents
Real Estate Agents
Rates of death from heart disease are twice as high in the second column than the first.
Source: NIOSH Total Worker Health Webinar Series
Put the link to the NIOSH webinar here so people can find it.
Now that I’m looking at this again, I think you should take out slides 8, 9 and 10. You don’t need to convince the audience that stress is a problem at work. They already know that. I think giving them facts to repeat to their own employees is the way to pitch this, which you do in slide 11. Go from “can we leverage the needs of the workplace to teach the world how to manage stress” to either slide 11 where you start with “here are some facts that you can start with to hammer home the fact that stress is a problem, or go right into the control model, where you say – “we all know that stress is prevalent in the workplace. One of the best ways to address it is with control”.
Dr. Dan Ganster, Univ. of CO

5. Danish study of 12,000 Nurses followed for 15 years.
Nurses who said their work pressure was much too high had a nearly 50% increased risk of ischemic heart disease compared with women who reported a manageable work pressure.
Nurses who reported work pressure being a little too high had a 25% increased risk.

6. The stress of an unhealthy workplace
YouTube Video: Introducing Workplace Mental Health with Dr. Martin Shain
Mention that in Canada and Europe there’s more openness to the study of stress.

7. Obstacles to Overcome
American organizations are skittish about acknowledging stress in the workplace.
- The FAA example
We need to get over the fear of talking about stress.
In Europe and Canada job stress is the responsibility of the employer. In the US job stress is the responsibility of the employee.
Should we make the FAA anonymous?

8. How do you think the average person manages his or her stress?

9. Counter-productive coping
They drink
They smoke
They eat emotionally
They spend money on things they can’t afford
They engage in high risk activities like gambling

10. Counter-Productive Coping
Less sleep, smoking, less exercise, junk food
Stress doesn’t always DIRECTLY cause health problems. It causes the unhealthy lifestyle choices that lead to health problems. Work-life stress is the “cause of the causes. It’s an occupational hazard in and of itself.” Dr. Leslie Hammer, Occupational Health Psychologist
Work Stress
Talk about “So for example, as work-stress increases so does smoking behavior, getting less sleep, getting less exercise and making poorer food choices. “

11. TOWERS WATSON STUDY

12. TOWERS WATSON STUDY

13. Cultural Obstacles
1. Our culture promotes stress like a badge of honor.
2. Mindset against managing stress.
3. Doctors receive little or no training.
4. Prescriptions mask the symptoms of stress
5. So the patient can pretend he has no stress.
Make sure to address all the “good doctors” out there.

14. Masking the Symptoms of Stress
When you mask the symptoms of stress it allows the patient to pretend he has no stress. And that’s why they put it last instead of first.
Paving over the rumble strip.

15. Short list of Stress-Related DIS-EASE
Heart disease
High blood pressure
Allergies
Asthma
Auto immune disorders
Recurrent colds
Gastro-intestinal problems
Ulcers
Colitis/irritable bowel syndrome
Infertility/ED
Insomnia
Depression
Anxiety
Diabetes
Migraine headaches
Chronic pain

16. How Do We Change? People put stress reduction last
They engage in counter productive coping
Doctors don’t really help by prescribing drugs that only mask the symptoms
Job stress is a major source of stress and US companies don’t want to even talk about it.
Most stress management techniques can’t be used while we are at work.

17. Two Directional Approach
Bottom up and top down
Bottom up: Empowering workers to make their own changes
Top Down: Inspiring workers to want to change.

18. Bottom Up: The Six Step Stress Prevention Model
Step 1 Raising Awareness: Connecting the dots between your symptoms of stress and your sources of stress.
Step 2 Problem solving: Avoid unnecessary stress.
Step 3 Cognitive Restructuring: understanding how your thinking affects your experience of stress.
Step 4 Mindfulness: Staying in the present moment
Step 5 Resilience: Taking a proactive approach
Step 6 Social Support: Your #1 weapon against stress.

19. Step 1: Raising Awareness
Stress symptoms: rapid heart beat, cold hands, dry mouth, muscle tension, headaches, sleeplessness, upset stomach, etc.
Dealing with stress at the symptom level makes it preventable
Taking a different message from your stress symptoms.
Acitivity: The Stress Profiler/Biodots
Rap up: Taking the stress profiler makes this information personal. We go from understanding why we need to manage stress as a culture to knowing why I need to manage stress as an individual.

20. Step 2 Problem solving Eliminating unnecessary stress
Top ten sources of stress
Turns problems into solutions
Keeping a log or a journal of your stress
We’re not talking about managing stress here this is actually eliminating it!
Activity: Make a list

21. Step 3 Cognitive Restructuring
A+B=C
Become aware of negative self- talk
A+B=C
The Activating Event + Beliefs = The Consequence
Most people think that A=C
All our opportunity for personal growth lies in the small space between stimulus and response – Stephen Covey
Activity Do the Hokey Pokey

22. Step 4 Mindfulness Mindfulness vs. Mindlessness
Present moment awareness is refuge from anger and anxiety
Flow: Finding engaging tasks at work
Activity: Formal mindfulness

23. Step 5: Resilience
Taking a proactive approach instead of a reactive approach
Exercise
Yoga
Meditation
Relaxation techniques
Tip: Make this a part of your daily routine, no different than taking a shower or brushing your teeth.
Activity: Yoga

24. Step 6 Social Support Connecting with every single person you meet
Listen
Eye contact
Addressing people by name.
You’ll get a dopamine or oxytocin hit so you’re managing stress every time you connect
Activities: Introducing yourself, and thanking them for being here. Plus Standing O

25. Top Down Teaching Stress Management to the Management
Give workers more Autonomy and Support
Teaching Behavioral Change
Create year-long programs

26. Teaching Stress Management to Management
When supervisors are taught about stress and model it in the workplace, they not only endorse your programs, they model the behavior.
Talk in terms that supervisors understand: Anger management, emotional intelligence, brain science, or in terms of ROI: increased energy and productivity, less accidents, improved attention.
Research shows (Leslie Hammer) that a supportive supervisor helps lower employee stress.
Dose of Sherry (5 minute meeting starters) at Certified Angus Beef Executive Board Meetings.
Client who won the Psychologically Healthy Workplace Award: Departments who don’t have supervisors participating in the program are the most stressed.
I hate the glasses guy.

27. At Aetna, a C.E.O.’s Management by Mantra
In recent years, Mr. Bertolini set about overhauling his own health regimen, as well reshaping the culture of Aetna with a series of eyebrow-raising moves. He has offered free yoga and meditation classes to Aetna employees; more than 13,000 workers have participated.
Those who have reported a 28 percent reduction in their stress levels, a 20 percent improvement in sleep quality and a 19 percent reduction in pain. They also become more effective on the job, gaining an average of 62 minutes per week of productivity each, which Aetna estimates is worth $3,000 per employee per year. Demand for the programs continues to rise; every class is overbooked.
Aetna is at the vanguard of a movement that is quietly spreading through the business world. Companies like Google, General Mills, Goldman Sachs and Black Rock are offering meditation classes, yoga and classes in Emotional Intelligence.
Mark Bertolini, the unconventional chief executive of Aetna Insurance

28. Give workers more autonomy
Low
stress
2 dimensional Demand/control model
low demand high control
high demand high control
Night watchman
Airline pilot or CEO
control
low demand low control
high demand low control
Example of worker who is in charge of making sure there are enough materials in the supply cabinet but who has to go through purchasing in order to get more supplies. That’s an example of messed up demand control model, and maybe a supportive supervisor would be able to correct that situation.
Clerk in slow business
Postal sorting center or short order cook
High stress
demands

29. Give workers more autonomy and support
3 Dimensional Demand/Control/Support Model
“going postal”

30. Teaching Behavioral Change
It’s not enough to just tell people what to change. Need to teach them HOW to change.
Teaching the stages of change.
Understanding what it means to relapse.
Most clients are in Stages 1 or 2
“The #1 reason why people relapse into their old behaviors is stress.” James Prochaska
Teach Tiny Habits model of BJ Fogg
Floss one tooth (Asking people to walk for 30 minutes a day sets them up for failure!)
Right after I wake up: I will meditate for 2 minutes
Builds success momentum
James Prochaska
Opportunity to mention Stop Stress This Minute ---
BJ Fogg

31. Michelle Segar: Finding the right why
Weight loss, future health outcomes, don’t motivate people
Doing things that make you feel good now
Importance of feelings over health concepts.
Why – how - Do

32. Year Long Programs We run a program that includes: Weekly emails.
Exercises that take 5 minutes or less.
Online tools that can be used at home and work.
Optimized for where they are in the stages of change.

33. The ROI of stress management
Only an extended program has any chance to bring about these important benefits of lowering stress: Reducing Absenteeism Health Care Costs Accidents Turnover Increasing Productivity Job Satisfaction Concentration Customer Service
Removed: American Institute of stress estimates cost of stress on American business at $300 billion.
Cost of replacing just one worker to heart disease is hundreds of thousands of dollars.
Consider saying – Just 1% cost savings over the course of a year pays for the program.

34. Allocation of resources
Leslie Hammer: When you manage stress you have a worker who has energy to spare and who can allocate resources in other areas including their ability to concentrate on what they are doing at work resulting in increased productivity, decreased accidents, etc.
Energy management
Need a new stress prevention model.
Dr. Leslie Hammer, Prof. Portland State University

35. Bringing back to your organization
Step 1 Start from the top down
Teach stress management to the management
Replace toxic bosses with supportive bosses
Give workers more autonomy

36. Bringing it back to your organization
Step 2: Build out from the middle: Be the change you want to see in the world Start by doing it yourself Create your own stories Jim’s story of resisting journaling. Ryan Picarella: Be your own guinea pig

37. Bringing it back to your organization
Step 3: Build Stress Management from the ground up; Go live Create Stress Management and Resilience Champions Use the audience Get testimonials: Ask people whether or not they do yoga, exercise, or meditate. Let them speak to their peers. Support groups for meditation; book groups; relaxation/nap rooms?

38. Bringing it back to your organization.
Step 4:Teach behavioral change
Emphasize short-term benefits;
Do it in the morning to experience the benefits all day.
Attitudes follow behaviors.
Convince them with the idea that once they incorporate stress mgmt. into their lives it will become as easy as brushing their teeth.

39. Bringing it back to your organization.
Step 5: Lunch & Learns are not enough! Move to a year-long program or at least 3 months (to achieve any real change) Adopt the 6 step model Try a multi-pronged approach (high-tech and low- tech) Give people options Insentivize on-line options (for people who want options other than physical challenges)

40. How would your life be different if peace of mind (i. e
How would your life be different if peace of mind (i.e., stress management) were your highest priority?

41. Contact Info:
CALL me or to set up an appointment to learn how to bring our 6-step model into your organization:
Phone
Join my Linked-In Discussion Group:
Managing
Stop Stress This Minute:
Published by Welcoa

42. The Standard Occupational Stress Prevention Model
Primary Prevention
Reduce sources of stress at an organizational level
Secondary Prevention
Reduce stress symptoms at an individual level
Tertiary Prevention
Help individuals cope with stress related disease

43. Stress and Optimal Performance
Although I like this slide, I think as wellness professionals they already know all this, and I’d rather see you spend time later on in the program. Take out?

44. Step 4 Mindfulness Mindfulness Cognitive fusion Defusion Distanciation
I’m a lousy parent
I’m no good at anything
Defusion
The practice of not confusing self with passing thoughts
Distanciation
Name it and tame it
Distancing yourself from difficult emotions
Flow: Finding engaging tasks at work

45. Step 5 Resilience
Stress is a term borrowed from architects and engineers
Stress is the amount of weight you can put on a bridge before it collapses under the strain of that weight.
Hans Selye said if he had it to do over again he would have chosen the word strain
We strengthen our bridges with yoga, exercise, meditation, sleep, naps