Nurturing Emotional Resilience and Worker Wellbeing in ...€¦ · Developing resilience...
Transcript of Nurturing Emotional Resilience and Worker Wellbeing in ...€¦ · Developing resilience...
Nurturing Emotional Resilience and Worker
Wellbeing in Your Organisation
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Dr Louise Grant
Professor Gail Kinman
University of Bedfordshire
Outline
• Understanding resilience using a systemic approach
• Strategies to nurture resilience for you and your organisation• Developing team resilience
• Creating support networks
• Promoting and modelling emotional resilience for wellbeing
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Current context and challenges
• Rapidly changing social policies
• Public scrutiny and mistrust
• Heavy caseloads and admin. burden
• Limited resources/cuts to services
• Recruitment difficulties/high turnover
• Absenteeism and presenteeism
• High risk of work-related stress and burnout
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Developing resilience : a systemic model
Organisational resilience
Emotionally
Literate Leaders
Resilient Teams
Resilient individuals
What works?
Evidence-informed interventions
needed at each level
Public policy supporting resilience and wellbeing
Developing resilience – building a systemic approach
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Provides strategic leads with evidence-informed approaches to enhance resilience in their organisations; introduces targeted
interventions
What is individual resilience?
• A quality that helps people bounce back from difficulties and maintain personal and professional wellbeing
• The ability to respond to a challenge, setback or stressor by drawing on a range of personal, psychological and professional resources and capacities
• Linked to mental and physical health, high performance and flourishing
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How can we build resilience?
Reflective supervision
Mindfulness
Reflective ability
Time management/personal organisation
Peer coaching
Social Support
Self knowledge/appraisals
CBT thinking skills
MindfulnessCoping
Reflective supervision
Mindfulness
Bounded Empathy
Mindfulness
Reflective supervision
Emotional disclosure/writing
Emotional Literacy
Developing resilience – an individual approach
Developing resilience – an individual approach
Provides a tool-box of strategies grounded in
research evidence to help social workers build their resilience
and protect their wellbeing
What does organisational resilience look like?
Secure Base Sense of Appreciation Learning Organisation Clear Mission and Vision
• Self efficacy and self confidence
• Self aware • Understands duty of care• Knows about job demands
and stress• Leads by example• Tackles difficult issues• Personalised approach• Personally resilient
• Trusting and empowering• Knows their staff• Builds effective teams• Knows about job demands
and stress• Warm and approachable• Inspiring
• Knows their staff• Can tackle difficult issues• Aware of support
strategies• Appreciates the need for
life-long learning• Building effective teams• Recognises and celebrates
achievements but recognises areas for improvement
• Interested in the experience and opinions of others
• Leads by example• Warm and approachable• Inspiring• Optimistic• Understands duty of care
The ‘golden thread’Strong commitment to maintaining values
Managing changeCommunication
Emotionally literate
What does a resilient team look like?
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What is team resilience?
A dynamic, psychosocial process
protecting a team from the potential
negative effects of the disturbances they
collectively encounter
▪ Disturbances can be external or internal: stressors,
setbacks, disruptions, pressure, challenges, adversity
▪ Team members use their individual and collective
resources to adapt positively to maintain wellbeing
and performance
Markers of team resilience
• Challenge resolution• Addressing problems quickly &
effectively
• Health• Maintaining function while
boosting team spirit & mood
• Resources• Preserving social & emotional
resources when resolving challenges
• Recovery
• Bouncing back to
prior levels
• Ongoing viability
• Meeting future
challenges
optimally
Enhancing team resilience
• Developing a secure base
• Fostering a sense of belonging • Building self-awareness as a
leader• Enhancing social connections
in teams
Developing a secure base
• The organisation offers a sense of protection, safety, and being cared for
• It provides a constructive challenge for workers to explore fears and threats relating to practice and organisational change
• This safe haven provides support, giving renewed energy and resources for improved practice
Fostering a sense of belonging: self awareness• 360 degree feedback: from
self, manager, peer and direct report
• Who will give you honest feedback? Who knows you well in your current role?
• https://www.skillsforcare.org.uk/Learning-development/social-work/asye-child-family/360-degree-feedback-tool.aspx
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Being aware of your ‘shadow’ side
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The importance of support networks
• Social workers need to feel safe and secure within an understanding and compassionate supervisory relationship
• Crucial to balance safety and challenge
• You need your own support network
Your personal Board of Directors
• Someone who is a major support for you personally and professionally
• Someone who helps you be creative
• Someone who has practical solutions
• Someone who has accumulated wisdom
• Someone who you can accept criticism from
• Someone who knows you better than you know yourself
• Someone with relevant skills and expertise
• Someone who is a role model for you
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Promoting and modelling emotional resilience
• What is wellbeing?
• How well do you manage your energy?
• The importance of being mindful
What is wellbeing?
• Staff perceive a deep commitment
to staff wellbeing – wherever
possible, stress is reduced at
source and conditions improved
• Staff feel able to thrive in a job that
is rewarding and manageable, and
make a difference to service users
• For these reasons, people are
committed to the organisation and
their role within it
How well do you manage your energy?• I rarely have 7 to 8 hours of sleep, and often wake up tired
• I don’t get enough exercise
• I don’t take regular breaks to recoup my energy
• I am easily distracted during the day
• I react to crises and demands rather than longer-term issues
• I am often irritable, impatient or anxious at work
• I don’t take enough time for reflection and creative thinking
• I work in the evenings and weekends, and often check e-mail
• I don’t stop frequently enough to express appreciation to others or to enjoy my achievements
• There are significant gaps between what believe is most important to me and how I actually allocate my time and energy
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Mindfulness for wellbeing
Mindfulness can help relieve stress, treat heart disease, lower blood pressure, reduce chronic pain and improve sleep
Mindfulness is a mental state achieved by focusing one's awareness on the present moment, while calmly acknowledging and accepting one's feelings, thoughts, and bodily sensations
Role modelling emotional resilience
• Have you got a healthy work-life balance? Do you take care not to make working long hours a badge of honour and achievement?
• Do you model self reflection? Are you open to feedback and do you seek it out in your practice and communicate your learning to others?
• Are you able to regulate and manage your own emotions? Do you recognise when you need to take some time out to check your emotional reaction?
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Some closing thoughts
• Social workers need to protect their own wellbeing while ensuring the best possible outcomes for people they work with
• Well developed and carefully integrated personal and organisational resilience resources are required – a tool-kit is needed
• You can be part of the development of a truly resilient culture in your organisation and supervisory practice
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A toolkit for organisational resilience (RIP)
• Part 1: SWORD Social Work Organisational Resilience Diagnostic• Provides Social Work organisations with an accessible
research-informed diagnostic tool
• To assess if they have the conditions underpinning a resilient organisation, to support the wellbeing of staff and promote optimum social work practice
• Part 2: A practical workbook• Provides targeted, evidence-informed guidance to address
issues identified in the diagnostic tool
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Questions
Do get in touch: [email protected]