A New Way to Work

Success and change without burnout by Dr. Geri Puleo

Archive for the category “B-DOC Model”

Is Burnout a Form of PTSD? How These Similarities Can Affect Business

When I presented my TEDx Talk on Burnout vs. PTSD:  More similar than you think… in 2014, I never expected the incredible response that I would receive.  People from around the world have reached out to me to share their own burnout experiences as well as their recovery.

So, a huge “thank you” to all of you who have watched my TEDx Talk on YouTube – we just passed 174,000 views!  Woo hoo!

If you haven’t yet watched the video, this blog post will discuss why I believe that burnout is a form of PTSD – and what that may mean to businesses.

The Similarities Between Burnout and PTSD

My Burnout During Organizational Change Model (B-DOC) is based on my participants’ experiences of burnout resulting from transformational organizational change.  Six characteristics emerged that were identical to those associated with post-traumatic stress disorder (PTSD):

Burnout v PTSD

While workplace burnout might not be identical to PTSD resulting from the ravages of military conflict, many people emotionally and psychologically experience their workplaces as modern day battle zones.  Even though the dangers are NOT immediately life-threatening in workplace burnout, the feelings of hopelessness and abuse that my research participants experienced was nonetheless traumatic for them.

What’s important to remember is that the feelings of stress are not necessarily universal.  Each person reacts to a stressor in his or her own unique way – and this response can change over time.  Your perception is your reality:  if you perceive that the effects and impacts that the stressor is placing on you are negative, then you will be more likely to be fearful, angry, stressed out, and burned out.

In other words, the stressor is not inherently the cause of burnout – it is the individual’s perception and reaction to the stressor that can trigger the burnout cycle.

So, how did my participants experience the above characteristics of PTSD in their job-related burnout?

  • Exposure to a traumatic event or extreme stressor. Although many were mentioned, their burnout was often triggered by an abusive boss, unrealistic (and unachievable) deadlines, change that is constant and unrelenting, or a culture of sabotage and mistrust.
  • Response with fear, hopelessness, or horror. This was particularly evident when the worker’s expectations about the work environment were not met – leading to a belief that their workplace was unstable, aggressively combative, or lacking in moral integrity.  The reality was so different from their expectations that it fundamentally challenged their basic beliefs, work ethic, or confidence in their professional ability.  These workers lived in a negative state of apathy, hopelessness, and unrelenting fear about their ability to adequately perform their jobs.
  • Sleep disturbances, nightmares. Stress and fear trigger the adrenal glands to release cortisol to prepare the body for fight-or-flight – your body is mobilized to take action!  But highly stressful environments or situation that do not offer workers any reprieve also do not offer any time for the body to recover to its pre-stress levels.  This constant state of hyper-alertness leads to persistent sleep disturbances.  Over time, the lack of restful sleep significantly impairs workers’ ability to solve problems, make decisions, and develop creative solutions.
  • Depression, withdrawal. Findings in a recent study published in the International Journal of Stress Management indicated that 90% of participants who identified as “burned out” also met the diagnostic criteria for depression.  Additionally, the National Institute of Mental Health estimated that anxiety disorders affect 40 million Americans (that’s 18% of the population over the age of 18).  In addition to feeling depressed (which may or may not have been clinically diagnosed), the vast majority of my participants only started to recover from burnout when they psychologically or physically withdrew from their stressful work situations.  Can a business really afford rampant burnout-related presenteeism or turnover?
  • Frequent mood changes, generalized irritability. Mercurial mood changes, generalized crankiness, and even “forgetting” how to laugh drastically changes how burned out workers interact with their coworkers, friends, and families.  With such negativity and pessimism, it’s no wonder that their productivity and performance deteriorate.
  • Avoid activities that promote recall of the traumatic event. Perhaps the most surprising finding that led to my Burnout During Organizational Change Model (B-DOC) was the tendency to “boomerang” back into burnout’s downward spiral if subjected to a similar stress-producing event (such as an abusive manager or mismanaged change initiative) even if it was at a different workplace.  This “residual burnout” quickly brought my participants back into their previous burnout.  By creating a new psychological contract with their work, they could move forward because they had determined clear boundaries relating to not only what they would give to an employer, but also what they expected (demanded?) in return.

Could the ADAAA Require a Reasonable Accommodation for Burnout? 

The original Americans with Disabilities Act (ADA) did not consider PTSD to be a disability because the disability could not be separated from its symptoms.  Because medications mitigated the symptoms of PTSD, employers were not required to make reasonable accommodations.

However, that all changed with the 2010 amendments to the ADA (ADAAA).  PTSD is now considered to be a de facto physical disability and the mitigating factor of medications to treat PTSD is no longer considered to be sufficient to absolve employers from reasonably accommodating workers suffering from it.

Some potential reasonable accommodations for PTSD include granting employees additional time to complete projects and acknowledging that behavioral outbursts are part of the disability (usually responding by removing the worker from the stress-producing situation).

Here’s my question:  if the symptoms of burnout and PTSD are so similar, could burnout be a subcategory of PTSD?  While current psychiatrists do not make this correlation, it is interesting to speculate on how the workplace would change if employers would be legally required to reasonably accommodate burned out workers.

The result would be a fundamental shift in company policies and practices:

  • Employees would be actively encouraged to take vacation time – even to the extent of not “checking in” while away from the office.
  • Leaders and managers would be expected to recognize and appreciate the efforts of their subordinates – perhaps even being evaluated on their level of support on annual performance reviews.
  • Dedicated efforts would be focused on modifying (or even abandoning) policies, procedures, rules, and regulations that increase stress levels in the workplace.
  • Mental and emotional space would be given so that employees could engage in serendipity – releasing their creativity (without fear of reprisal) and fostering greater innovation.
  • Such an enlightened company would return humanism and humanistic ideals into the workplace.

The result is not only an enlightened corporate culture that emphasizes humanism and humanistic ideals in the workplace, but also an organization that experiences bottom line results due to enhanced productivity, performance, and overall employee job satisfaction.

Viewing burnout as the “new norm” in the American workplace is misleading and dangerous.  Not only are the workers’ psychological and physical health threatened by burnout, but so is the company’s brand and financial strength.  A burned out workforce will never be psychologically or physically able to produce the innovation, quality, and customer responsiveness that are demanded in today’s hypercompetitive market.

Burnout is real and is estimated to affect over 50% of U.S. employees (Families and Work Institute, 2017).  It’s time to identify and treat the warning signs of burnout before they lead to PTSD-type symptoms – and before they challenge the foundation of a high performing organization.

To learn more about my B-DOC Model, please click here to download my free white paper.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com.  

Woo Hoo: My TEDx Talk Passes 62,000 Views on YouTube!

A huge “thank you” to all of you who have watched my TEDx Talk (Burnout v. PTSD:  More Similar Than You Think…) on YouTube – over 62,000 views and 455 likes so far!  Woo hoo!

I have been humbled by the number of emails and comments that I have received as a result of this video.  You have proven to me that I am not alone in my passion to finally eradicate burnout in the workplace.

If you’re experiencing job burnout, please consider participating in the first course in my Online Training Academy:  Job Burnout:  When to Stay, When to Go, What to Do.  This virtual, online workshop will be launching on February 29th.  Please subscribe to this blog so you won’t miss more detailed information and a special one-time discount link for this important workshop.

Once again, thank you for making my TEDx Talk a success!

Dr. Geri Puleo, SPHR, is a passionate advocate for eradicating burnout in the workplace.  An entrepreneur for over 25 years, she is the President of Change Management Solutions, Inc. as well as an author, researcher, and popular keynote speaker and trainer.  To see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  She can be reached at geri@gapuleo.com

Burnout: Causes and Cures (Interview with Dr. Geri Puleo, 2014 Kiss Burnout Goodbye Telesummit)

Last October, I was thrilled to be a keynote speaker in Jeanell Innerarity’s Kiss Burnout Goodbye Virtual Summit. I thought that you might want to listen to our interview: in it, we discuss how people burn out, how to overcome burnout, and even talk about “laughter yoga.” And, yes, there is a Q&A at the end!

I spoke with Jeanell this summer and am also pleased that we’ll be contributing content to each other’s blogs over the next few months. She is a practitioner, teacher, and researcher in the field of somatic and mind-body arts, as well as a yoga instructor and reflexologist. Our complementary practices strive to finally reduce the stress and eliminate burnout in today’s hyperactive, constantly changing world.

Please check out Jeanell’s website at www.jeanellinnerarity.com.

NOTE: There were a few audio problems in the middle of the broadcast, but they were quickly resolved. I’ve also provided the audio podcast if you’d like to listen without any visuals.

Dr. Geri Puleo, SPHR, is a change management/HR expert and the President of Change Management Solutions, Inc.  A popular speaker at regional and national conferences, she can be reached at gpuleo@ChangeWithoutBurnout.com.  You can watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI

 

Over 33,000 Views of My TEDx Talk on YouTube – Thank You!!!

Thank you, thank you, thank you!  To all of you who have watched my TEDx Talk (Burnout v. PTSD:  More Similar Than You Think…) on YouTube, we’ve just passed 33,000 views – that’s over 20,000 new views since January 1!

Based on the number of likes and comments, I’m thrilled that my TEDx Talk has been resonating with people and giving them some insights into burnout.  In fact, I am grateful to all the “thank you’s” that I’ve received from viewers who have a better understanding of the “über stress” that they have been experiencing.

To provide you with even more recommendations and insights, I’ve been hard at work preparing the launch of my new series of on-demand webinars.  All of them focus on avoiding and overcoming stress when making the needed changes in our professional lives.  Stay tuned for the official launch date (plus some free gifts to my followers).

By the way, if you haven’t yet watched my TEDx Talk, you can view it by clicking on the video below.  (You can also access the video directly at https://www.youtube.com/watch?v=hFkI69zJzLI.)

Thanks once again for all your support and positive feedback!  Together, I hope that one day my dream of a humane workplace without burnout becomes a reality.

Dr. Geri Puleo, SPHR, is a change management/HR expert and the President of Change Management Solutions, Inc.  A popular speaker at regional and national conferences, she can be reached at gpuleo@ChangeWithoutBurnout.com.  You can watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI

Residual Burnout: Why It’s So *@%! Hard to Get Fired Up After Burnout

Frustration - man screaming - cartoonIn the hundreds of conversations that I’ve had with people who are recovering from burnout, a common refrain is, “I’m just not as excited and enthusiastic as I used to be…but I don’t know why.”

To escape the devastating effects of burnout, nearly all of these employees made the difficult decision to leave their employers.  This was accomplished either literally by quitting their jobs or figuratively through acts of presenteeism (where they were physically at work, but their minds and energies were directed elsewhere).

But simply leaving the situation that caused burnout is not enough to overcome burnout – and the likelihood of another burnout during recovery is frighteningly high.

Most people are unaware of two important conditions in burnout recovery.  First, while the descent into burnout is relatively quick, the recovery from burnout is lengthy – taking years rather than months.  Second, the recovery period is fraught with opportunities to boomerang back into another full-blown burnout at any time.

In researching my B-DOC Model, I discovered that this “danger zone” easily exists for two years following the burned out worker’s separation from their jobs.  During this time, burned out workers are extremely susceptible to a “boomerang” effect that I call residual burnout.

  • Residual burnout occurs – often without warning – during the 2 years after an employee leaves the situation that caused their burnout.
  • During this 2-year period, burned out workers are consciously trying to get rid of the lingering effects of burnout – including  the frustration, anger, apathy, exhaustion, and chronic health problems.
  • These recovering workers tend to be hypervigilant and highly sensitive to any situation, event, or interaction that triggers negative feelings that are similar to what they experienced when in full burnout.
  • “Fight or flight” reactions to these similar situations are common – usually with a vehemence and emphatic cries of “hell, no!” that are often out of character.

Sadly, workers generally receive little support or empathy from those whom they trust during this difficult 2-year recovery period.  Their logic is based on cause and effect:  since we left our burnout-producing situation, our burnout should simply “disappear.”

But it doesn’t.

The Hidden Landmines in Burnout Recovery

When we remove ourselves from the burnout-producing situation, we expect that our feelings of burnout will substantially decrease or disappear.

But when our feelings of burnout don’t disappear, we begin questioning ourselves:  “Why can’t I simply rebound back to my previous energetic self?!  What am I doing wrong?!  Is something wrong with me?!”

We tend to overlook the fact that recovery from burnout can take years rather than months.

This lengthy post-burnout recovery cycle is a treacherous part of the burnout phenomenon, but one that I believe has received little (if any) attention.  The duration and highly charged emotions of the recovery period often take us by surprise.

But what’s even more surprising to us is how quickly we seem to get “sucked back” into the burnout that we thought we had overcome.

Any situation during the recovery period can trigger us back to any or all of the previous stages of our burnout (frustration, anger, apathy, and full-blown burnout).  While the downward spiral to our initial burnout could have taken 6 to 12 months, this residual burnout can occur in just a few days.

Repeated experiences of residual burnout further lengthen our recovery.

To avoid another round of burnout, we tend to use the same coping mechanisms that we used when trying to avoid our previous burnout:  not sleeping or over-sleeping, over-eating, drinking too much, avoidance, denial, depression.

The boomerang nature of residual burnout is eerily similar to post-traumatic stress disorder (PTSD).  Both PTSD and burnout sufferers are prone to flashbacks to the precipitating stress-producing situation.  It is a frightening, emotionally charged, and potentially debilitating experience.

It is, therefore, not surprising that the flashbacks of residual burnout can cause lingering feelings of dissatisfaction, anger, apathy, and both physical and emotional exhaustion.  When we feel like this, it is impossible for us harness our energy, enthusiasm, and motivation to move forward.

But despite these profound similarities, PTSD is a recognized disability that warrants reasonable accommodations by employers under the amendments to the Americans with Disabilities Act, while burnout does not.

Without this external support, it also feels like we are in a bottomless pit and that we will never fully “get over” our burnout.

Puleo’s Pointers:  How to Avoid Residual Burnout

Residual burnout is a landmine that thwarts our forward progress to recovery after we have left our burnout-producing situation.  While often ignored by researchers and practitioners, the similarities to PTSD make residual burnout a very real and foreseeable human reaction to the all-consuming feelings of distress experienced during burnout.

In my own experiences and when working with others, simply knowing that it can take two years to fully recover from burnout can be very helpful.  Although it is frustrating to know that a full recovery is such a long process, it helps us to remember to be kind to ourselves and our emotionally raw reactions after burnout.

  • We need to take the time and make the time for rest, exercise, and relaxation.  “Being kind to ourselves” is something that we often “forget” to do when we are in the downward spiral toward burnout.
  • We need to self-reflect (a critical stage in the recovery process) – but not necessarily on what we “did wrong” that caused our burnout, but on the interplay between what was going on in our lives, how others responded to us, and how we felt and reacted.  The goal is not guilt, but a core knowledge and understanding of who we are, what we want, and how we react.
  • We need to vigilantly observe what is going on around us – to be on the lookout for situations, events, and people that we believe are very similar to those found in our previous burnout-producing situation.  Perception is reality.  By identifying and categorizing these experiences, we are better able to move toward more proactive decision-making in regard to how we will (or will not) respond to these stressors.
  • Finally, we need to specifically describe what it is that we expected to happen after burnout.  Burnout often occurs when, despite our most diligent efforts, the reality does not meet our expectations.  Therefore, it might be unrealistic to believe that we will be the exact same people that we were before we burned out.  Burnout (like PTSD) is debilitating and demoralizing to its victims, so we cannot expect to view life the exact same way that we did before.  But we can use the knowledge and insights gleaned from our recovery from burnout to help us move forward in a newer, healthier way.

Dr. Geri Puleo, SPHR, is a change management/HR expert and the President of Change Management Solutions, Inc.  A popular speaker at regional and national conferences, she can be reached at gpuleo@ChangeWithoutBurnout.com.  You can watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI

Burnout During Organizational Change: The B-DOC Model

Are there specific steps that occur prior to burning out?  Are there certain benchmarks that you need to meet in order to recover from burnout?  Are you more susceptible to future burnout if you’re still recovering from a burnout?  According to my research, the answer to all these questions is a resounding “yes.”

In this 8 ½-minute “mini” webinar, I’ll discuss burnout from the perspective of employees who have experienced it when their companies underwent transformational organizational change.  But more importantly, these steps seem to be replicated even if the burnout isn’t change related.

Coming up next:  The REAL Costs of Burnout.

Dr. Geri Puleo, SPHR, is a change management/HR expert and the President of Change Management Solutions, Inc.  A popular speaker at regional and national conferences, she can be reached at gpuleo@ChangeWithoutBurnout.com.  You can watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI

Burnout: The Silent Trap That KEEPS You Burned Out

Burnout has reached epidemic proportions in the modern workplace.  But did you know that burnout has a “boomerang” effect that can keep you burned out?

In this 7-minute “mini” webinar, I’ll discuss one of the most interesting findings in my research on burnout during organizational change:  residual burnout.  Even if you remove yourself from situations that contributed to your feelings of burnout, it takes an average of 2 years to fully recover from its deleterious effects.  During these 2 years, new events can trigger responses that pull you right back into burnout.  When this happens, full recovery from burnout might take even longer.

Coming up next:  Burnout During Organizational Change:  The B-DOC Model.

Dr. Geri Puleo, SPHR, is a change management/HR expert and the President of Change Management Solutions, Inc.  A popular speaker at regional and national conferences, she can be reached at gpuleo@ChangeWithoutBurnout.com.  You can watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI

What REALLY Works to Recover From Burnout (Webinar presented by Dr. Geri Puleo)

Although it’s always best to avoid burnout, what can you do if you already feel burned out?

In this 11-minute “mini” webinar, I’ll share 9 common and not-so-common strategies to break out of the burnout cycle.  Since everyone is different in terms of their burnout symptoms and the causes of their burnout, there is no “magic bullet” for recovering from burnout — however, I did find one “sure fire” remedy that was used by over 90% of the participants in my research to drastically reduce their feelings of burnout.

Coming up next week:  Residual Burnout:  The Silent Trap That KEEPS You Burned Out.

Dr. Geri Puleo, SPHR, is a change management/HR expert and the President of Change Management Solutions, Inc.  A popular speaker at regional and national conferences, she can be reached at gpuleo@ChangeWithoutBurnout.com.  You can watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI

The False Cures of Burnout: Why Some Coping Mechanisms Just Don’t Work (Webinar presented by Dr. Geri Puleo)

Overcoming burnout is a challenge to millions of people.  Unfortunately, many succumb to various “false cures” that leave them feeling as bad as if not worse than they felt before the cure.

In this 8-minute “mini” webinar, you’ll learn about the Top 3 false cures of burnout – not only what they are, but also why they don’t work.  (Hint:  you’ll probably be surprised by the third false cure!)  Even if you’re taking a proactive approach to overcome burnout, there is still a trap that can lead you to descend into these ineffective false cures.

Watch for the next webinar in this series, What REALLY Works to Recover From Burnout, on Wednesday, April 8.

Dr. Geri Puleo, SPHR, is a change management/HR expert and the President of Change Management Solutions, Inc.  A popular speaker at regional and national conferences, she can be reached at gpuleo@ChangeWithoutBurnout.com.  You can watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI

TEDx Talk on Burnout and PTSD Passes 20,000 Views on YouTube – Thank You!!!

I just wanted to thank all of you who have watched my TEDx Talk (Burnout v. PTSD:  More Similar Than You Think…) on YouTube.  In just one year, this business video passed 20,000 views!

If you haven’t yet seen this TEDx Talk, you can view it by clicking on the video below.  (You can also access the video directly at https://www.youtube.com/watch?v=hFkI69zJzLI.)

As you know, I am a firm believer that burnout is affecting not only who we are as employees, but also how we work and react to each other both inside and outside the workplace.  I appreciate all the emails from viewers who have found some hope in my TEDx Talk – and I promise that I will continue researching not only what causes burnout, but also the best ways to overcome it.

Thank you once again for all your support and positive feedback.  I hope that one day we can create a workplace where burnout is nothing but a distant memory.

Dr. Geri Puleo, SPHR, is a change management/HR expert and the President of Change Management Solutions, Inc.  A popular speaker at regional and national conferences, she can be reached at gpuleo@ChangeWithoutBurnout.com.  You can watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI

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