13. Jun, 2018

Is S T R E S S Good For You?

Last week, we explored the poem 'Don't Quit' believed to have been penned by Edgar Albert Guest [1881-1959], which encourages everyone to accept emotional lows as 'normal conditioning' on their journey towards accomplishment. The point being, taking a rest from your labours is OK provided you never, ever give up!
Some of you asked how the 'Don't Quit Philosophy' works when someone has exhausted their emotional reserves, and that's a very good question. But before we answer it, let's understand the difference between 'productive' and 'unproductive' stress because 'optimum stress' is vital to all performance!
Stress may be defined as, "the balance between demands that are placed upon you and your capacity to cope with those demands". They can be polarized into too little or under-demand and too much or over-demand when compared with your capacity to cope with them.
When under-demand is required of someone possessing greater capacity to cope, they will become bored and/or lazy and probably leave the home, group or organization; in effect, they will 'rust out'. And, when over-demand is required of someone with decreasing capacity to cope, they become frustrated and/or aggravated and will probably leave the home, group or organization; in effect, they will 'burn out'.
Finding optimum levels of productive stress for any given individual requires both subjective and objective assessment:
Subjective ~ assesses an individuals 'motivational-values' i.e. what's in it for them, as well as their 'behavioural traits' i.e. will they 'fit in' with an existing organizational culture and 'behave' when securing the task(s) to be performed. These two values are the first critical assessments during recruitment and continue throughout mutually beneficial leadership once engaged.
Objective ~ assesses an individuals 'ability' to perform required task(s) i.e. task related 'knowledge', as well as their ability to 'learn' i.e. 'intelligence quotient' (IQ). These two values are also assessed during recruitment but not before acceptable subjective elements have been identified.
RED FLAG: Putting objectivity ahead of subjectivity, or worse still ignoring subjectivity altogether, inevitably yields unproductive stress in the form of rust-out or burn-out, placing a heavy financial and emotional burden upon the organization responsible, too!
Now, to answer the question of 'exhausted emotional reserves'! This may be the inevitable outcome of getting 'recruitment' wrong and/or ineffective mutually beneficial leadership. The unfortunate 'victim' should receive counselling from a suitably qualified professional. And, the organisation responsible needs to review it's recruitment and leadership processes.
Complicated Is Easy! Simple Is Hard!