Whether the pressures and stresses come from work, relationships or anything else, they do create an emotional strain. For some people pressure is manageable but for others it passes the point of elasticity and it is a problem. Employment being under threat or even starting a new job are stressful.

If you haven’t read the section on Resilience, please do so.

Whatever the source of emotional strain, the impact can be debilitating. It becomes stress when the individual’s ability to function is impaired.

It is a widely held view that the most stressful events are;

• Death of a loved one
• Moving to a new house
• Changing jobs

For some young men dealing with being the Best Man at a wedding, because of the speech, is an incredible strain. It fills them with dread and causes sleepless nights.

We believe a little tension is healthy. People who are too laid back under-perform sometimes. Their laissez-faire attitude can create complacency. Even the most experienced public speakers get a flutter in the tummy before taking the floor. However, they know what it means and embrace it; this sets the adrenaline running and heightens the powers of concentration and delivery.

Change is inevitable and the rate of change is increasing. According to Emmott Rogers 16% of us will resist change, which is 1 person in 6. These are people who will find keeping a job very difficult. Every aspect of the workplace is transforming and individuals need to be equally adaptable.

The successful employee of the future will have a number of characteristics and key amongst them will be an acceptance to adopt change. The rate of change in all aspects of life is accelerating and business, whether that is private, public or civic, is one of the fastest.

There are two key facets of an individual being adaptable;

• The person must have the correct attitude, the instinctive desire to behave differently. This is not the natural way for many of us but we need to educate ourselves.
• Be capable of acquiring the skills needed for the changed situation. Can we learn and adapt to allow us to adopt?

These two criteria are in that order deliberately. The person who can easily gain skills and knowledge is of no use if the attitude is wrong and they won’t apply them. However, even the best attitude isn’t enough if the technical skills cannot be learned.

It is evident that as decisions are taken regarding the people to be retained at a time of redundancies a key factor will be the acceptance of change and willingness to lead rather than follow.

It is too easy to just accept our situation or a job which “will do”. Why can’t you look for your dream job or the perfect environment for you to work in? Who has the right to say you are not capable of being successful?

As we have mentioned elsewhere, the majority of people have frustrations in their job, indeed as a broad statement it might be nearly everyone. The issue is scale and whether it is becoming unbearable and cannot be changed. Our advice would be to consider the current situation and describe clearly for yourself the things which are wrong or frustrating. Can they be changed? Do you want to change them? Is it just time for you to do something completely different?

What are the issues? Is it poor leadership? Poor pay? Unfairness? Unchallenging? No promotion prospects? Uncooperative colleagues? Slow systems and processes? Bureaucracy? Lack of recognition? Lack of space to take initiatives? Products or services you dislike? Something else? A combination of several?

Clearly, your search for something else needs to ensure that whatever the frustrations they are wholly or mainly eradicated. The kernel of this article comes in the phrase, “Mainly eradicated”. Perhaps we need to accept we cannot find perfection but how close do we need to be? Can you describe the red line beyond which you will not cross?

Consciously or sub-consciously, we all make these assessments based on our preferences, our financial commitments, the location of any job and the strength of our habits. We may want to make a change but will we allow ourselves? How often do we hear ourselves say, “Oh, it will do for now”? Or, “When the children are a little older…”? or, “When my mortgage is paid off…”

We compromise our desires because of the context of our life or relationship or our inertia. Movement requires motivation, direction and action which may be too much hassle. If this is the case, then fine but do not complain, criticise or judge others who are making a move.

Pressure and stress are not easy to measure and we all react differently to stimuli. Is work feeling oppressive? Do you have money issues, relationship problems or other frustrations? Are they affecting your health or lifestyle?

At a very basic level people work for money to enable them to provide comfort and security. It is money that gets people out of bed but our desire is for people to bounce out of bed because the day is so full of possibilities and interest. Many people would argue their attitude to work would be different if money wasn’t an issue. However, in four studies in the USA, citizens received a guaranteed income and became more energised and productive either than laze the days away. Other research now puts $30000 per anum at the figure around which money ceases to be a motivator for most people, after that motivation comes from intrinsic sources – a message some managers haven’t heard or comprehended.

When the need for work is so integrated with the basics of life there is the stress that comes from knowing job loss would put many aspects in jeopardy.  The great thing about self-employment is you cannot be sacked; you may fail but at least you won’t be dismissed. It is actually very freeing.

Often “Office politics” is one of the things we are told is horrible and exhausting. Who said what to whom? About whom? What will the boss think? Who will receive credit for good ideas and scorn if things turn out badly? (Not necessarily the person or people who fouled up!) This is hardly a symptom of a cohesive team. If you are brutally honest with yourself, do you get involved? Would everyone’s life be better if there was no politics? Would the organisation be more productive? A very interesting guy, Oliver James, has written a book on the subject, cunningly entitled Office Politics.

It is also sad to relate pressures at work affect health and home life, especially relationships.

We have dedicated a whole section to health in this site, so please pay a lot of attention to ensuring yours is good.

Make sure you have someone in your life from whom you can get reflective feedback.”
Warren G Bennis, President of the University of Cincinnati

There can be only one reason for not having a coach; not being able to afford one. It would, of course, be nonsensical to assume everyone has available cash to pay for a coach, career or otherwise. To a large extent, the role of coach is the basis for this website. Naturally, if any of our members wants additional, personal support it is available.

So, what areas can a coach participate?

• Providing a fresh pair of eyes
• Eliciting your sense of purpose and personal philosophy
• Opening up an understanding of true aspirations
• Investigating the value and merits of the current situation
• Identifying the correct general direction
• Creating the career path, possibly in the current organisation
• Bringing clarity to the exercise
• Helping to create deep focus and concentration
• Developing personal confidence
• Identifying areas for personal development and learning
• Ensuring proper preparation (to prevent poor performance) PPPPP
• Considering all aspects of selection, including interviews and assessments

Deciding whether to use a coach and how to use him or her, means investing in yourself. The key word is investing. Yes it costs money but the payback, both financially and emotionally, may be great if you fully participate.

The economy is somewhere near its nadir, fewer jobs than before, limited vacancies and more unemployed people. On the face of it a great time for organisations to recruit as there are vast numbers of candidates from which to choose. Great emphasis has been given in the media to the long term fate of young people; the potential for part of a generation to never experience work. It is impossible to overestimate the impact this issue could have, if not addressed. Yet this one topic could become all pervading and we risk missing an equally significant problem – older workers.

[Read more…] about Can older employees contribute?