Administrative Assistant's Update - sample

MARCH 2018 4 dent was a one-off on a difficult day or maybe part of a pattern of behaviour – comes accountability, says Howatt, namely how will you respond? "It's about trying to process this and giving time [to think], to talk to a friend and allow our emotions to come down," he says. "Once we go from awareness to accountability, we can say 'what are we going to do about it?" In some cases, he suggests an admin could burn off stress by going for a run or engaging in physical activ - ity. Alternatively, he or she could take time to reflect on what happened and write down observations in a journal. Sometimes, he says, the best antidote is some kind of distraction, such as going to a movie, to create a little distance from the incident. "Give yourself time to start to be rational," urges Howatt, instead of responding with negative emotions. The report says some individuals deal with external pressures with a "mindful response" that allows them to take charge of their own behaviour and emotions and focus on "what they can and cannot control." Alternatively, the report notes people may react less positively, going into "autopilot" in the belief they have control over a stressful situation. Typi - cally, these individuals take little or no responsibility for their behaviour, preferring to blame others. "Living in a state of continuous autopilot and failing to take responsi- bility for their behaviour puts a person at risk for chronically feeling as if they have no power, control or hope," states the report. "The longer a person experiences stress, the more risk to their overall health, both physically and mentally." Admin professionals, by defini- tion in a service role without a lot of control over external forces, need to hone their ability to identify the types of stress they face – good or bad – and figure out what coping strate- gies work for them, says Howatt. He has developed a nine-module online course "Pathways to Coping," offered through the University of New Bruns- wick's College of Extended Learning. The report recommends that employees review how they react, such as adopting a flight (avoidance) or fight (confrontation) approach to a stressful situation. Keep track of the sources of daily stresses to understand not only what triggers your response but allows you to build coping skills. Not least, work with your boss or organization, advises the report, to clarify job descriptions, policies and procedures and address ineffective communications that lead to conflicts and, worst case, employee burnout detrimental to all. "To be pro-active, organizations should reduce environ - mental stress within their culture," the report concludes. Breaking the stress cycle Continued from page 1 Examples of positive and negative stress What is the difference between positive stress (a mo- tivator for productivity) and negative stress (with harm- ful consequences for mental and physical well-being)? Here are some examples of each: Positive stress Negative stress Receiving a promotion Excessive job demands Getting a raise Excessive hours, limited flexibility Starting a new job Manager-employee relationship Special project Conflict with peers Performance review Bullying Retirement Daily work commute – Source: Morneau Shepell report: "The stress factor and its impact on employees' mental and physical health" What burnout looks like Rates of stress have been rising since 2010, with workers citing time and financial pressures as much as the demands of work, according to a study by Sta- tistics Canada. At its worst, stress can lead to employee burnout, which may lead to absenteeism (and lost productivity) as well as mental health issues. Here are some typical symptoms of burnout: • Decrease in the quality of work • Decline in personal relationships in the workplace • Chronic fatigue • Pessimistic view of the workplace • Decrease in the ability to concentrate and solve problems • Increased incidence of being short-tempered, impatient and moody – Source: Morneau Shepell report: "The stress factor and its impact on employees' mental and physical health"

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