Dr. Deb & KARE 11 Care about Public Stress

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Appearing on NBC affiliate KARE 11, Reporter Pat Evans and Dr. Deb Lindh talk about Public Stress. What is it, how does it impact people…from little kids all the way through to adults, and practical tips to combat Public Stress.

Check out the video to learn these tips.

Survivor 2 Warrior: Part 3


Happy 4th of July, Everyone!

I know today is tough for a lot of people and as the day goes on it’ll get tougher. I’m living proof that yes, you can get your life back, start feeling normal and amazing. Relationships can get better, stronger, and the journey can be without being controlled by the triggers, hooks, pain, frustration, and anger (see attached info-graphic below).

Keep your questions and comments coming – I’m totally jazzed at the excitement and outreach of people connecting; completely honored and blessed to serve everyone – post your comments and questions at the end of this video, blog, twitter feed and again, I’ll be answering all questions in the next email and video and sharing with everyone – thanks a bunch!

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Survivor to Warrior: Why


1 of 3 Video Series: Survivor to Warrior (including the Why Game Questions…which is located at the end of the blog)

Dr. Deb Lindh Transform Stress into Something Valuable – Post-Stress Growth, Grow Resilience, Happiness and Peace from the Pain, Hurt, Fear, Disappointment, Frustrations, Being and Feeling Stuck, and Effects of Stress.  Series Includes First Step of the “Why Game.”

A favor to ask…yes, I’m asking for another favor (which really helps us help you) – post your comments and questions at the end of this video, blog, twitter feed and I will answer all questions in the second part of this series. Any questions you have, I’ll answer. We’ll be answering these questions and the questions from the stress survey – and sharing those with everyone –  thanks a bunch!

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Practical Mindfulness Tips for a Happy Thanksgiving!

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The holidays.  Just the thought brings up a lot of feelings and emotions. As I write this post, I’m thinking about the person and people who are getting ready for today’s family gathering.  You know, the big family Thanksgiving feast that offers more than just food.  It’s the “dance” of relationships, interactions, the memories of past that haunt, and even can plague a person’s mind.  Yup. I’m thinking of you.  Maybe you’re already experiencing stress just thinking of today’s family gathering which is hours away.  Will sister Sue tease you about your weight/job/etc., or will Uncle Joe make “that” comment which causes your stomach to cramp because his comments are so incompatible with your values and beliefs…but that’s Uncle Joe, right?

Some people say these types of family dynamics are what makes family – family.  I disagree.  These types of dynamics lack responsibility, accountability, and perpetuate a continuation of inherited patterns of dysfunction all which lead to stress and unhappiness.

So, what can we do?  How can people prepare for today’s family gathering and still have a Happy Thanksgiving?

Some practical mindfulness (that means real-time awareness…stuff you can use/do anywhere, anytime…no need to “schedule” to breathe..btw, you’re breathing right now) tips for a Happy Thanksgiving.

1. Be Mindful – Being mindful begins with being aware; knowing your hooks and triggers (aka buttons pushed – what are they? Who knows them?  Who’s really good at pushing them?). Also, be 100% responsible for you and make the best decisions for yourself. Know that the word “best” varies from person to person and here I’m talking to you, not mom, dad, Sue, Uncle Joe – but you.  Being mindful starts with the self; meaning yourself.  It’s internal and then extended outwardly.  So, be mindful, 100% responsible for your thoughts/actions, and make the best decisions for yourself.

2. Decisions – Decisions, decisions, decisions. How do we make the right decision? What if we make the wrong decision? First, not making a decision is really making a decision; it’s a decision of denial. So, make a decision; any decision…just make one. Secondly, fear is our worst enemy.  Fear causes people to worry and paralyzes people into an infinite loop of “what if” and “should.” Find comfort in realizing that making a decision is a first step in being responsible – which is one of the best gifts to yourself and your family.  Arm yourself with making a commitment to yourself before the family gathering. Yes, a commitment to yourself.  For example, how much time are you willing stay at the event – 3 hours, 4 hours?  Make a commitment, set a limit, and stick to it! The sticking to it is a huge part of the decision of a commitment to yourself. Lastly, prepare for decisions during the event – decide now (not when you get there) how you want to respond to Sister Sue and Uncle Joe. Keep in mind that a response does not necessarily mean a verbal response, what it means is what do you want to do and how do you want to behave in situations that can for example push your buttons.  Know now.  Prepare now. Do then.

3. Choices – Choices come in two basic forms: Negative and Positive. For family gatherings, negative choices would include doing the dance with Uncle Joe and Sister Sue by returning the fuel and pushing their buttons, or participating in gossip and drama.  Engaging in these types of choices is fairly obvious as they’ll often be stressful, draining, and toxic.  On the other hand, positive choices such as hanging out with people who you truly enjoy their company and playing with the kids are uplifting and reduce stress.

4. Happiness – Isn’t this what we are try to achieve, feel, and be when getting together with family; especially during Thanksgiving? While gratitude brings joy and thankfulness brings appreciation, we often need to remind ourselves – to be mindful –  to be aware – and to allow ourselves (yes, allow ourselves) to be happy. We can do this by reflecting on what we are grateful for, who we are thankful for in our lives, and by counting our blessings.  We all have blessings. Be mindful, aware, thankful, and grateful for those blessings.  These will lead to joy and happiness!

Thank you for reading my blog.  Thank you for allowing me to serve you.  I’m humbled to do this work and grateful for the many people who’ve shared what this work had done for them.  Happy Thanksgiving, Everyone! Share your comments, postings, let me know how this worked for you!

Some Facts About Stress

Everyone experiences stress and yet there is a lot of information floating around about stress.  Some of the information is correct while some information is incorrect.  Just yesterday I read an article from a Twitter link that was clearly incorrect.  I thought about responding to the Twitter feed and including a source that would have invalidated the article.  However, I decided to post a blog that shares accurate information.  Also, the situation reaffirmed my commitment to producing sound scientific research in an applied environment, adhering to the ethics and practice of “do no harm,” and to share this information for the betterment and legacy of people, organizations, societies and our planet.

So, here are some facts about stress:

  •  For over 9 decades, studies of stress have been gaining popularity within the behavioral, social, and health sciences. The term stress originated from the field of physics to denote how manmade structures must resist deformation caused by external forces. In physics, stress referred to the external pressure or force applied to a structure, while strain denoted the resulting internal distortion of the structure (Hinkle, 1974). Borrowing the term from physics to apply it to the behavioral sciences, Hans Selye (1974) adopted the term stress and changed its usage to mean circumstances that place physical or psychological demands on an individual. Historically, the three main theorists of stress are physiologist Walter Cannon, endocrinologist Hans Selye, and psychologist Richard Lazarus.
  • Stress means different things to different people; therefore, there are several definitions of the term.  Stress researcher Hans Selye (1974) defined stress as “the nonspecific response of the body to any demand made upon it” (p. 14).  The National Institute for Occupational Safety and Health (NIOSH) defined job stress as “the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker” National Institute for Occupational Safety and Health [NIOSH], 1999, p. 7).
  • Stress at work leads to a variety of consequences for both the employee and the organization.  In a 2011 study conducted by The American Psychological Association, 70% of Americans indicated that work was a significant source of their stress: a consistent finding of the past 5 years (American Psychological Association [APA], 2011). Another study conducted by NIOSH (1999) showed that 40% of employees indicated their jobs were very or extremely stressful.
  • Just as in the United States, workplace stress is a common problem worldwide. In a 2011 study conducted by The American Psychological Association, 70% of Americans indicated that work was a significant source of their stress: a consistent finding of the past 5 years (American Psychological Association [APA], 2011). Another study conducted by NIOSH (1999) showed that 40% of employees indicated their jobs were very or extremely stressful. While the United States and the Netherlands place more work demands on employees requiring longer working hours (Kenny & Cooper, 2003), countries such as Canada and the United Kingdom are finding that stress is a major contributor to employee disease, depression, and injury, and lowered company productivity (Price, 2004; Ryan & Watson, 2004).
  • The financial impact of workplace stress also affects businesses all around the globe. Workplace stress is estimated to cost United States organizations more than $300 billion dollars every year in lost productivity, absenteeism, turnover, and medical, legal, and insurance costs (Rosch, 2001). In Canada, the issue of workplace stress costs 6 billion Canadian dollars annually (Price, 2004). Further, the United Kingdom reports that an estimated 200 million working days each year are lost due to illnesses caused by workplace stress (Ryan & Watson, 2004). Additional financial effects include employee lawsuits for workplace stress with monetary awards (Rosch, 2001), an increase in workers’ compensation, and an increase in disability claims (NIOSH, 1999). These and other reports suggest that workplace stress is a growing global epidemic.
  • To address workplace stress, many organizations have responded by integrating stress management interventions (SMIs) such as mindfulness-based stress reduction (MBSR) programs (Kabat-Zinn, 1990) and relaxation techniques such as breathing practices, meditation, guided imagery, and yoga (Feldman, Greeson & Senville, 2010; Schure, Christopher & Christopher, 2008). The purpose of these programs is to improve the workplace environment and reduce employee stress. Although they have been proven effective and continue to gain interest, these programs are not part of current standard business practices. One proposed reason for this is that executives require interventions to be effective and inexpensive, and require low time investment with an immediate change (Applebaum, 1975; Burke, 2008; Kotter, 1996). Secondly, in order to measure effectiveness, today’s researchers, clinicians, human resource professionals, and OD consultants use traditional quantitative surveys and questionnaires that were developed and validated 15-25 years ago (Beck, Ward, Mendelson, Mock, & Erbaugh, 1961; Brantley, Waggoner, Jones & Rappaport, 1987; Cohen, Kamarck & Mermelstein, 1983; Maslach & Jackson, 1981; Rosenberg, 1965; Vitaliano, 1985). While they are practical to use within business environments, these survey measurements are outdated and do not represent today’s workforce, organization, and global economy.

So, what can we do about this? Well, for starters this is one of the reasons why I built a company founded from my doctoral research.  Our continued applied research is scientifically sound, practical, and uses an innovative device for stress measurement.  Our proprietary processes are proven to reduce employee stress and increase employee well-being as well as increase performance and productivity. To find out more or request a complementary consultation, contact us at info@debralindh.com.

References:

American Psychological Association. (2011). Stress in America: Our health at risk. Retrieved from http://www.apa.org/news/press/releases/stress/2011/final-2011.pdf

Applebaum, S. (1975). Management development and organizational development: An integrative approach, Business and Society, 16(1), 25-30. doi:10.1177/ 000765037501600104

Beck, A. T., Ward, C. H., Mendelson, M., Mock, J., & Erbaugh, J. (1961). An inventory for measuring depression. Archives of General Psychiatry, 4, 561-571. doi:10.1001/archpsyc.1961.01710120031004

Brantley, P. J., Waggoner, C. D., Jones, G. N., & Rappaport, N. B. (1987). A daily stress inventory: Development, reliability, and validity. Journal of Behavioral Medicine, 10(1), 61-73.

Burke, W. (2008). Organization change: Theory and practice. Thousand Oaks, CA: Sage.

Cohen, S., Kamarck, T., & Mermelstein, R. (1983). A global measure of perceived stress. Journal of Health and Social Behavior, 24(4), 385-396.

Feldman, G., Greenson, J., & Senville, J. (2010). Differential effects of mindful breathing, progressive muscle relaxation, and loving-kindness meditation on decentering and negative reactions to repetitive thoughts, Behavior Research and Therapy, 48, 1002-1011. doi:10.1016/j.brat.2010.06.006

Hinkle, L. E. (1974). The concept of “stress” in the biological and social sciences. International Journal of Psychiatry in Medicine, 5(4), 335-357. doi:10.2190/91DK-NKAD-1XP0-Y4RG

Kabat-Zinn, J. (1990). Full catastrophe living: Using the wisdom of your body and mind to face stress, pain, and illness. New York, NY: Bantam Dell.

Kotter, J. (1996). Leading change. Boston, MA: Harvard Review Press.

Kenny, D. T., & Cooper, C. L. (2003). Introduction: Occupational stress and its management. International Journal of Stress Management, 4, 275-279. doi:10.1037/1072-5245.10.4.275

Maslach, C., & Jackson, S. E. (1981). Maslach Burnout Inventory: MBI.–. Consulting psychologists press.

National Institute for Occupational Safety and Health. (1999). Stress at work. Retrieved from http://www.cdc.gov/niosh/docs/99-101/pdfs/99-101.pdf

Price, C. (2004). Workplace stress costs billions. Benefits Canada, 28(12), 83.

Rosch, P. J. (Ed.). (2001, March). The quandary of job stress compensation. Health and Stress, 3, 1-4.

Rosenberg, M. (1965). Rosenberg self-esteem scale (RSE). Acceptance and Commitment Therapy. Measures Package, 61.

Ryan, D., & Watson, R. (2004). A healthier future. Occupational Health, 56, 20-21.

Schure, M., Christopher, J., & Christopher, S. (2008). Mind-body medicine and the art of self-care: Teaching mindfulness to counseling students through yoga, meditation, and qigong, Journal of Counseling & Development, 86, 47-56. doi:10.1002/j.1556-6678.2008.tb00625.x

Selye, H. (1974). Stress without distress. London, England: Transworld.

Vitaliano, P. P., Russo, J., Carr, J. E., Maiuro, R. D., & Becker, J. (1985). The ways of coping checklist: Revision and psychometric properties. Multivariate Behavioral Research, 20(1), 3-26.