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Support: Dealing with Stress in the Workplace

How the Behavioral Health Field Can Alleviate Frustration [2.10.1d]

According to Hay Group Insight, organizations should incorporate five tasks into management decisions:
  1. Leaders should recognize that a lack of support for employees is a significant business issue and they must provide necessary support.
    For more information on providing support go to the Building a Recruitment and Retention Plan Chapter [2.1].
  1. Organizations need to undertake a strategic workforce review to determine where their levels of support are lacking or where they need to increase support.
           These resources can provide assistance:
  1. Support provided to employees should be monitored on an ongoing basis to give frustrated employee a voice.
           These resources can provide assistance:
  1. Managerial development programs must address key aspects of the work environment and develop training for managers so they know how to help frustrated employees.
  1. Leaders should identify organizational initiatives that are “out of alignment with support” and look for procedures that hinder success. They should make this a priority by building it into managers’ evaluations and rewards and recognition programs.
           These resources can provide assistance:

Additional Resources for Behavioral Heath Organizations [2.10.1.d2]

These resources are specific to the behavioral health workforce.
PowerPoint presentation by Dr. Pauley Johnson on simple techniques to reduced stress at work in the behavioral health setting.
Coaching session can be viewed using WebEx
By Pamela K. S. Patrick, Ph.D.
The emphasis of this review is to consider how and why the counselor’s cultural or diversity background may impact how the counselor responds to intense stress-response inducing counseling activities.
Task Force on Impaired Counselors
The Governing Council of the American Counseling Association (ACA) established a Task Force on Impaired Counselors in the Spring of 2003. The creation of this task force reflects a growing awareness of impairment in the field as well as ACA's commitment to identifying and developing intervention strategies and resources to help impaired counselors.
The information from this task force:
  • Outlines the history of impairment,
  • Provides working definitions for impairment and other relevant terms,
  • Identifies and assesses risk factors for counselors,
  • Provides assessment tools through which counselors can evaluate their level of resiliency at this time, and
  • Provides an overview of effective wellness strategies.
There is also a resources page in which pertinent articles, books, and research is cited-along with links to the best sites available on the topics of stress, distress, and impairment.
By Natalie Skinner
This paper explores examples of successful implementations of goal setting programs in the workplace, with a particular focus on the potential applications of this approach for workforce development in the alcohol and other drugs (AOD) field (Australia).
By Adele Gregory. This article provides general insights into prevention and reduction of stress on a managerial level.

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