Tackling Workplace Anxiety

  • By Dallas Diaz
  • 30 Aug, 2017

Tackling Workplace Anxiety 

Understanding your behaviors and strengths can help you to manage anxiety.

Most of us associate anxiety with danger or unwelcome events and circumstances. For some of us, a spike in our stress levels can be debilitating. Yet here's the thing: workplace anxiety is as predictable as Monday Morning – it’s going to happen!  While some level of anxiety is expected, severe anxiety can quickly develop and affect an employee’s workplace performance, relationships with co-workers and supervisors, and overall quality of work.

Melanie Benitez , our Client Success Manager, lined out ten of the most common sources for workplace anxiety last week, and we wanted to share a few of them with you today.

 1.       Lack of recognition

Behaviorally we all appreciate recognition – a lack of it can cause us to feel anxious possibly because without it we don’t know if we are doing the right thing.   So as a reminder, behaviorally what do each of the behaviors need. High D – Wonder why everyone can’t do what they do. High E – will partake and share in why they did a good job.  High P – modest but pleased about receiving praise. High C – Tends to downplay and will think “I could have done better”. Look and see how workplace morale changes when you spend more time acknowledging the “little victories.”

2.      Workload deadlines

Understanding how your staff approach and what you as the manager/supervisor can do is a start. High D – start with the result – define the concept, no need to micromanage. High E – limit new ideas and keep them focused on the task/deadline at hand.  High P. – enjoys having one task at a time – appreciates knowing the deadline expectation. High C – give them specifics about the job, how to complete it and what results are expected.

 

3.      Constant interruptions

High D – will not appreciate being interrupted and will probably state so. High E – because High E’s like to communicate and enjoy having conversations, they will send to be ok with interruptions. In fact, it is best to avoid interrupting them as they can be easily distracted.   High P – will stop and appear to be calm and ok with the interruption, however inside they may be stressing because they are thinking of everything else they need to get done. Pay attention to their body language. High C – with respect being huge to someone with high C, they may feel disrespected if interrupted constantly – can cause stress as well because interruptions could impact their ability to get things “right”.

 

4.      Dealing with authority figures

For some, dealing with someone in a position of higher authority can be intimidating – stress or anxiety can occur with those with High D, if they feel their supervisor/manager is micromanaging them or if they feel. High E – may get nervous to approach manager/supervisor if they feel they won’t be listened to or feel they are not liked and or respected or feels they won’t get the friendly.   High P. – may feel anxious or stressed if approached by manager with questions and is not given sufficient time to process the response. High C – same for them but reason for feeling anxious or stressed could be the result of feeling as if they cannot give the correct response.   Regardless of the behavior or reason don’t hesitate to seek advice/ask questions from your boss, it does not show weakness but demonstrates wisdom – chances are your boss will be glad you asked and will be quite willing to share what they know with you and is probably not as “scary".

 

5.      Difficult coworkers

Understanding each other and appreciating each other’s behavioral strengths is key to resolving those that drive us crazy at work. Understanding and applying the appropriate communication to those you work with can help. And being able to say things like “wow, that was a bit harsh their High D or I know you need time to think about this but I need something by XXXX and give them a time frame. Or those high C’s – I know you have an answer to this however can we talk about a different way to think about this.

 

6.      Lack of clear direction

High D individuals will automatically come to their own conclusion if not given enough direction – they won’t get stuck but if they don’t understand your vision, the direction they head may not be the one you want. High E. – if unsure of direction, may seek engagement and ideas from others – what this does is causes them to engage in conversations with others – taking time away from them and from completing the task at hand. High P – because of their need to process, they may need to circle back around and ask additional questions – must create an environment that makes it safe for them to do this. High C. – will get stuck and will not move forward if they do not feel they can do it accurately. -

All we can do is our best!

Learning more about yourself behaviorally, can give you an upper hand on any of these factors that stress you out. Learn to recognize the physical effects of stress and do something about it before it makes you ill. Beware of work stress spilling over into other areas of your life.

Whatever the source of your stress, speak to your manager or someone in your organization that you feel comfortable talking to. Employers have a duty to ensure the health, safety and welfare of their employees. You can help reduce workplace stress through a series of changes both in the office and at home. Try incorporating one or more stress-mitigating practices into your daily routine and you may find yourself happier at work and at home.

Don’t forget, we’re getting social- follow us on Facebook ,   Twitter and LinkedIn . Stay tuned for our next Wednesday Recap and learn more about leveraging behavior with our other blog posts . If you know of an organization or company that may be challenged with communication and could benefit from The Know Your Talents™ Team Impact! Workshop  or PDP Professional Certification  , please call us at 480-348-8900!

Know Your Talents - Official Blog

By Dallas Diaz 04 Oct, 2017

Regardless of the size of your company and your team, teamwork is more than just working together to get things done, but more about collectively sustaining changes that result in continual achievement!

We talk about our ProScan® on the individual basis quite a bit, but this report is an extremely effective teaming tool. When a client approaches us regarding one of our “Team Impact! Workshops”, our second step after collecting each attendees’ survey results is to develop a TeamScan® Report. The TeamScan® graphs a composite of the behavior and communication for everyone in a group. This report helps managers address interpersonal conflicts and increase productivity by uncovering group work styles, preferences in a department, and changes that may be causing division in an organization. It’s like a fingerprint of a team’s culture! It defines our team environment – who we are collectively as a team and, most importantly, why we do what we do. It provides an understanding as it identifies where and how each team member will most naturally contribute to the team and the overall results. The strengths and roles of each member can be understood and appreciated.

Recognizing and understanding the natural and learned abilities that determine how a person thinks, acts, communicates and accomplishes goals are key – each individual with their set of unique characteristics, must be understood, valued, developed and empowered. Think of a project team that you may be a member of. How would you rate you overall satisfaction with your team’s progress? If this brief imagination of your fantasy team has resulted in anxiety, you may find peace when reframing your thinking about your team.

Does each member:

  1. Use and develop personal strengths and skills to fulfill responsibilities and accomplish the team’s purpose?
  2. Foster and experience mutual trust, respect, communication and confidence?
  3. Promote accountability for attitudes and actions in self & others?

 

Simply put, a team does best when each member demonstrates trust and respect in one another’s unique talents. Individuals understand how to leverage their peers’ strengths to support their own flaws and form teams that can become infinitely innovative.

By Dallas Diaz 18 Sep, 2017

Your most significant task as a leader does not entails focusing in results; your job is to focus on your employee’s results. Being able to bring out the best in others is a skill that involves patience and faith. Here are six habits that impactful leaders impact when they are holding the reigns.

1.      They focus on the other person’s STRENGHTS:

a.      Focus on cultivating and optimizing others’ abilities and take the opportunity to take personal investment in others’ goals

2.      They Empathize:

a.       Engage with active listening that helps them to put themselves in the others’ place

3.      They Give Recognition

4.      Great leaders know how and when to praise good work. Leaders often worry that praise is unprofessional, but employees feel empowered when their effort is recognized

5.      They Connect the Right People:

a.      Leaders should be “multipliers” who focus on finding people and talent who know things they don’t. They build a virtuous cycle of attraction, growth, and opportunity.

6.      They Don’t Micromanage

a.      The best employers implement trust and delegation. A\\The can assign their employees tasks that align with their strengths and goals and allow others to be innovative and self-sufficient

Putting it short, if you think your most important rale as a leader is to write mission statements, set revenue goals, and discipline, you are putting on the wrong “hats”. Shift your focus and make your number one priority the success of your employees, and you will be fascinated by the accomplishments of your team from there!

Stay tuned for our next Tutor Tuesday Review- learn more about leveraging behavior on our blog . Become a  Professional PDP Administrator for your organization to be invited to our Tutor Tuesday seminars every week! Also, we’re going social- follow, like, and link with us on Twitter , Facebook , LinkedIn , and Instagram .  If you know of an organization or company that may benefit from the Know Your Talents™ Leadership Impact! Workshop please contact us or call at 480-348-8900!

 

By Dallas Diaz 18 Sep, 2017

Our PERCEPTION impacts our emotional muscle!

Do you hear or do you listen? Sometimes our entire day can turn upside down because of an “in the moment” comment someone made. Perception of how others see us shouldn’t matter. But, that is easier said than practiced. It is second nature to internalize how others feel about us. When we bottle up what is affecting us, we risk regressing to our backup communication style. Same as resist, resent revenge – all our behaviors will take us down this path – if we let stressors cause us to feel threatened, our instincts with kick in quickly.

 

Think about how many hours of working out it takes to strengthen your muscles.  This same with our behavior, we must build on it. Every day we are emotionally challenged to toughen up and if you are one who tends to avoid tense interactions, you won’t build your emotional muscle. However, sometimes we must to step back reevaluate what our needs, and implement self-care.  

Our behavior plays a big role in our day to day. We create our own belief window based on how we have learned to adapt and adjust according to deeply engrained past experiences.  Melanie shared a story about the formation of her own belief window:  

By Dallas Diaz 18 Sep, 2017

Emotional intelligence and emotional labor are topics that are hardly centralized in discussions of leadership and success. We limit our imaginations of the “leader” to be the type who maintains a stern resolve, one who cannot let their flaws be known. We must be honest- that’s why we keep burning ourselves out.

As you know, here, we focus on Why we do what we do:

By Dallas Diaz 30 Aug, 2017

Two weeks ago, our Chief Game Changer, Sarah Blik presented “Behavioral Responses to Changing Environments.” The Know Your Talents team has been adjusting to the new PDP update. As we accommodate to this change ourselves, we are guiding some of our clients through it as well. A change in organizational systems is just one workplace occurrence that can have varied effects on employees. Luckily, we are an office of behavioral experts! Knowing who we are behaviorally can help us to know what factors push us to our limits and can enable us to push back against our stressors.

Change is never easy. There is nothing wrong with change, if it is in the right direction. But, no words can alter the fact that change and disruption are hard on individuals and teams. When faced with an unexpected or unwelcome transition, it's human nature to immediately descend into fear and doubt. Unless you want your employees to stay stagnant--paralyzed by uncertainty--keep these five change-management tips in mind:

By Dallas Diaz 30 Aug, 2017

Most of us associate anxiety with danger or unwelcome events and circumstances. For some of us, a spike in our stress levels can be debilitating. Yet here's the thing: workplace anxiety is as predictable as Monday Morning – it’s going to happen!  While some level of anxiety is expected, severe anxiety can quickly develop and affect an employee’s workplace performance, relationships with co-workers and supervisors, and overall quality of work.

Melanie Benitez , our Client Success Manager, lined out ten of the most common sources for workplace anxiety last week, and we wanted to share a few of them with you today.

By Dallas Diaz 09 Aug, 2017

Our founder Lori Coruccini led us through this week’s Tutor Tuesday session. Last month, she had the opportunity to speak in Chicago at the National Contract Management Association World Congress . One of the most insightful experiences Lori had occurred when her presentation was over, several attendees approached Lori and referred to a single slide:

By Dallas Diaz 02 Aug, 2017

We’ve got some big updates coming this August! PDPglobal is proud to announce a brand-new experience for its clients! Just to give you a sneak peak of what to expect this upcoming month:

·        Updated Personal Strengths Reports

·        Updated Personal Development Report Package

·        Easier ProScan QuickView for Managers

·        More In-Depth Team Scan Reports

We are also thrilled to announce the ALL NEW Side-by-Side ProScan report. When mutual understanding and appreciation occur between two individuals, a natural phenomenon happens—PDP calls it the power of two! This report is designed to highlight the similarities and differences between two people and to introduce proactive planning concepts and clarifying questions that they can use to help strengthen their relationship.

Using the ProScan Side by Side , each individual will gain an understanding of the other’s basic nature—who they are and what their preferred styles of behavior are. The report concludes with Tips for working well together, identification of key motivators, and thought-provoking questions help individuals clarify how each will most effectively relate to the other. The Side-by-Side report will take an organization’s interpersonal communication process to the next level!

Think of how you can see yourself using this report?

We’re getting social- follow us now on Facebook and watch for the latest updates. Stay tuned for our next Wednesday Recap and learn more about leveraging behavior with our other blog posts . If you know of an organization or company that may benefit from The Know Your Talents™ Leadership Impact! Workshop  or PDP Professional Certification  , please call us at 480-348-8900!

By Dallas Diaz 26 Jul, 2017


Have you ever met someone who you made an instant connection with? Or the opposite, someone who immediately makes you want to run in the other direction? Our natural intuition causes us to unconsciously seek out others who have communication styles like our own. However- we not always have the liberty of “running in the other direction” when we are approached with difficult conversations. Furthermore, what are we to do when our communication style contradicts those of our coworkers, our staff, our bosses, or anyone else we interconnect with daily?

The first step to becoming a more effective communicator lies in our ability to self-reflect. We all have communication styles that we fall back on, but a person who can adapt their own style to accommodate for others’ will lead more successful conversations.

What do you consider your communication style to be?

No matter whose work you study on this topic, you're bound to find that they all describe individuals to one of four distinct communication styles. In PDP, we identify the 4 difference styles as Teller/ Authoritative, Seller, Persuasive, Casual/Careful and Guarded/Cautious Exacting. The graph we are referencing here today refer to the categories as "Thinkers, Directors, Relators, and Socializers."  Look at the graph, and you'll see that the two intersecting scales describe four categories of communication styles.

By Dallas Diaz 19 Jul, 2017

Another Tuesday, another informative webinar led by our Client Success Manager, Melanie Benitez . This week she taught us about how our brains accommodate and adapt to new behaviors! This information comes from an article written by Dr. Athena Staik.  Check out some of the key points below:

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