{"id":5964,"date":"2022-08-08T23:03:00","date_gmt":"2022-08-08T20:03:00","guid":{"rendered":"https:\/\/mindsetevolution.ro\/?p=5964"},"modified":"2022-12-21T23:09:46","modified_gmt":"2022-12-21T21:09:46","slug":"rezilienta-sau-reactivitate-la-stres","status":"publish","type":"post","link":"https:\/\/mindsetevolution.ro\/ro\/2022\/08\/08\/rezilienta-sau-reactivitate-la-stres\/","title":{"rendered":"Rezilien\u021b\u0103 sau reactivitate la stres?"},"content":{"rendered":"
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\ud83d\udd14 CUM controlezi REAC\u021aIA la stres \u00een mediul profesional?<\/em> \ud83d\udd14<\/p>\n\n\n\n

Spe\u021b\u0103:<\/p>\n\n\n\n

“\u0218edin\u021ba de evaluare a rezultatelor semestriale – echipa ta nu a “bifat” toate obiectivele de performan\u021b\u0103, urmeaz\u0103 ca fiecare manager s\u0103 explice celor din bord “cifrele” produse. Deja “spiritele” s-au \u00eencins, 2 dintre colegi, cu 60% target atins, reac\u021bioneaz\u0103 dur la feedback-ul celor din conducere. Se simte tensiune \u00een jurul t\u0103u, adrenalin\u0103 \u0219i muuult cortizol.<\/p>\n\n\n\n

Urmeaz\u0103 r\u00e2ndul t\u0103u.<\/p>\n\n\n\n

Ce faci?”<\/p>\n\n\n\n

\u201cReactivitatea\u201d poate deriva din mai multi factori:<\/p>\n\n\n\n

1.    Tipul de cultur\u0103 din organiza\u021bie;<\/p>\n\n\n\n

2.    Stilul de leadership practicat \u0219i cascadat c\u0103tre echipe;<\/p>\n\n\n\n

3.    C\u00e2t de preg\u0103tite sunt echipele s\u0103 performeze;<\/p>\n\n\n\n

4.    Secven\u021bialitatea\/ritmul atingerii obiectivelor (aceast\u0103 decurge \u0219i din pct.2 \u0219i 3);<\/p>\n\n\n\n

5.    Rela\u021bia creat\u0103 cu cei c\u0103rora le sunt raportate cifrele \u0219i impactul acestora asupra afacerii;<\/p>\n\n\n\n

6.    Gradul de rezilien\u021ba \u00een situa\u021bii de stres.<\/p>\n\n\n\n

\u00cen cazul \u00een care lucrezi \u00eentr-o companie cu o cultur\u0103 toxic\u0103 (\u201cdemand&control\u201d), va fi provocator s\u0103 nu ai \u201creac\u021bii\u201d, este ca \u0219i cum ai fi \u00eentr-un \u201croller coaster\u201d continuu, a\u0219adar, nu se poate vorbi despre leadership sau despre performan\u021b\u0103.<\/p>\n\n\n\n

Leadership-ul are \u00een esen\u021ba sa, translatarea viziunii, valorilor \u0219i principiilor companiei c\u0103tre echipe, a\u0219adar, \u201cpreemtiunea\u201d unei culturi organiza\u021bionale s\u0103n\u0103toase, \u00eendreptate c\u0103tre oameni; prin cre\u0219terea lor, recunoa\u0219terea performan\u021belor \u0219i crearea unui mediu de autonomie privind \u00eendeplinirea sarcinilor (c\u00e2nd exist\u0103 performan\u021b\u0103 dovedit\u0103), se creeaz\u0103 trac\u021biune organic\u0103 c\u0103tre succes, respectiv, \u00eendeplinirea obiectivelor companiei.<\/p>\n\n\n\n

\"No<\/figure>\n\n\n\n

Unul dintre membrii comunit\u0103\u021bii de pe LinkdIn, c\u0103ruia \u00eei mul\u021bumesc pentru feedback-ul valoros, mi-a scris faptul c\u0103 este important \u201cs\u0103 nu dai vin\u0103 pe echipa \u0219i \u00ee\u021bi asumi rezultatul, ca urmare a deciziilor tale<\/strong>. De asemenea, s\u0103 existe ni\u0219te explic\u0103\u021bii obiective \u0219i poten\u021biale solu\u021bii, ini\u021biative strategice sau orice se poate m\u0103sura \u0219i eviden\u021bia<\/strong>, astfel \u00eenc\u00e2t problema s\u0103 fie \u00een\u021beleas\u0103 \u0219i s\u0103 \u0219tii ce trebuie f\u0103cut ca s\u0103 o rezolvi<\/strong>\u201d.<\/p>\n\n\n\n

Aceast\u0103 \u00eenseamn\u0103, transparen\u021b\u0103<\/strong>, asumare erorilor<\/strong>, mindset axat pe identificarea solu\u021biilor \u0219i nu pe \u00eenvinov\u0103\u021bire<\/strong> \u0219i responsabilizare pentru viitor<\/strong>. Fair enough, ac\u021biuni care rezid\u0103 dintr-o calitate indubitala de leader.<\/p>\n\n\n\n

Un alt membru, c\u0103ruia \u00eei sunt recunosc\u0103toare pentru readucerea \u00een prim plan a \u201ccercului de aur\u201d, \u201cblue-print-ul\u201d lui Simon Sinek, mi-a scris faptul c\u0103 ar fi necesar, mai ales \u00een aceste vremuri, s\u0103 se pun\u0103 focusul pe \u201cgolden inner circle\u201d<\/strong>, respectiv, pe clien\u021bii interni, angaja\u021bii. \u201cZoom in\u201d pe for\u021ba intern\u0103 de v\u00e2nz\u0103ri, servicii support, legal, compliance, PR etc. \u201cDac\u0103 le cuno\u0219\u021bi <durerile>, le \u00een\u021belegi, se deschide o cale de comunicare real\u0103, care poate construi poduri \u00eentre conducere \u0219i echipe<\/strong>. \u0218i, posibil, mai pu\u021bin\u0103 <reactivitate>\u201d.<\/p>\n\n\n\n

\u00centr-o companie, \u00een care se aplic\u0103 principii autentice de cultur\u0103 organiza\u021bional\u0103, leaderii cunosc, at\u00e2t \u201cdurerile\u201d angaja\u021bilor, c\u00e2t \u0219i nivelele de performan\u021b\u0103 ale acestora \u0219i le adreseaz\u0103 nevoile \u00een mod corespunz\u0103tor. Bine\u00een\u021beles c\u0103 \u0219i top-performerii pot fi demotiva\u021bi la un moment dat, \u00eens\u0103 \u201ccheia\u201d este ca leaderii s\u0103 fie mereu acolo, s\u0103 observe, s\u0103 fie l\u00e2ng\u0103 ei, s\u0103 \u00eencurajeze, s\u0103 sprijine (at\u00e2t c\u00e2t este necesar) \u0219i s\u0103 adreseze nevoia punctual\u0103 a acestora.<\/p>\n\n\n\n

Un leader \u0219tie c\u00e2nd s\u0103 planifice, s\u0103 ghideze, c\u00e2nd s\u0103 explice \u201cde ce\u201d se fac lucrurile \u00eentr-un anumit fel, c\u00e2nd s\u0103 provoace oamenii s\u0103-\u0219i identifice propriile r\u0103spunsuri sau obiective individuale \u0219i c\u00e2nd s\u0103 delege. \u0218tie cum s\u0103 adreseze nevoile, atitudinile, st\u0103rile \u00eenainte de a deveni \u201creac\u021bii\u201d.<\/p>\n\n\n\n

C\u00e2t prive\u0219te gradul propriu de rezilien\u021ba la stres, acesta este suma experien\u021belor trecute care au l\u0103sat \u201curme\u201d \u00een structura cerebral\u0103 amigdaliana a fiec\u0103ruia dintre noi.<\/p>\n\n\n\n

\ud83d\udd14 Am \u201cmetabolizat\u201d activit\u0103\u021bile\/ac\u021biunile\/evenimentele din trecut, care au presupus anumite grade de risc (din perspectiva personal\u0103) sau am fost dep\u0103\u0219i\u021bi de situa\u021bii?<\/em><\/p>\n\n\n\n

Sper s\u0103 nu \u201dsune\u201d complicat, dar neurostiinta explic\u0103 care e circuitul de r\u0103spuns imediat la un eveniment\/trigger specific: \u00eentr-o frac\u021biune de secund\u0103, feedback-ul vine prin axa talamus<\/strong> (\u201chub-ul\u201d informational-sorteaz\u0103 datele primite de la organele de simt) \u2013 amigdala cerebral\u0103<\/strong> (proceseaz\u0103 emo\u021biile \u0219i r\u0103spunsul nostru la fric\u0103) – hipocamp <\/strong>(\u201ctezaurierul\u201d memoriei noastre, transmite amigdalei dac\u0103 situa\u021bia prezent\u0103 este una prin care am mai trecut \u0219i dac\u0103 este sau nu periculoas\u0103 pentru noi) \u2013 amigdala<\/strong>, din nou (r\u0103spunsul \u201cflight\/fight\/freeze<\/strong>\u201d sau \u201csuntem \u00een siguran\u021b\u0103\u201d<\/strong>).<\/p>\n\n\n\n

\"No<\/figure>\n\n\n\n

\u00cen cazul unei reac\u021bii de tipul \u201cfugi\/lupt\u0103\/\u00eenghea\u021b\u0103\u201d, se pierde 75% din capacitatea cognitiv\u0103, se inhib\u0103, a\u0219adar, g\u00e2ndirea ra\u021bional\u0103 \u0219i nu ne putem concentra dec\u00e2t pe r\u0103spunsul (reac\u021bia) la presupus\u0103 amenin\u021bare. \u00cen imaginea de mai sus, hipocampul, \u00een urm\u0103 evalu\u0103rii \u00een \u201cbaza de date\u201d a existen\u021bei unei amintiri similare, transmite, printr-o bucl\u0103 de feedback, mesajul c\u0103tre amigdala: \u201cpericol iminent\u201d. Apoi, glandele suprarenale primesc acest mesaj \u0219i, astfel, vor \u201cvars\u0103\u201d \u00een circuitul sangvin, cortizol \u0219i adrenalin\u0103, hormonii de stres. \u201cEngaged\u201d pentru a \u201co lua la s\u0103n\u0103toas\u0103\u201d sau \u201ca lupta cu inamicul\u201d \ud83d\ude05.<\/p>\n\n\n\n

La locul de munc\u0103, situa\u021bia este similar\u0103:<\/p>\n\n\n\n

\"No<\/figure>\n\n\n\n

Diferen\u021ba const\u0103 \u00een factorii care declan\u0219eaz\u0103 reac\u021bia la stres, nu ne mai atac\u0103 \u201cursul\u201d ci avem \u201ctriggeri\u201d mult mai subtili:<\/p>\n\n\n\n

     \ud83d\udd0a Insinu\u0103rile sau atitudinile condescendente, lipsite de respect;<\/p>\n\n\n\n

     \ud83d\udd0a Lipsa de echitate\/dreptate (un coleg nou, neexperimentat, angajat pe o pozi\u021bie similar\u0103 \u021bie, pl\u0103tit mai bine, de\u0219i ai vechime \u0219i te aflii \u00een pozi\u021bia de a-i fi \u0219i mentor);<\/p>\n\n\n\n

     \ud83d\udd0a Lipsa de apreciere;<\/p>\n\n\n\n

     \ud83d\udd0a Sentimentul c\u0103 nu e\u0219\u021bi ascultat\/auzit;<\/p>\n\n\n\n

     \ud83d\udd0a \u021ai se impun termene-limita nerealiste.<\/p>\n\n\n\n

La locul de munc\u0103, \u201creac\u021bia ancestral\u0103\u201d (\u201cfugi\/lupt\u0103\/\u00eenghea\u021b\u0103) la asemenea \u201ctriggeri\u201d, se transform\u0103 \u00een: incapacitatea de a lua atitudine, pasivitate; r\u0103spunsuri virulente, p\u00e2n\u0103 la agresiune verbal\u0103; \u00een st\u0103ri permanente de defensiv\u0103\/\u201dparalizie\u201d atitudinal\u0103.<\/p>\n\n\n\n

 Astfel, se \u201ccump\u0103r\u0103\u201d, destul de scump, \u201cpoli\u021ba de asigurare\u201d c\u0103tre burnout \ud83d\ude0f.<\/p>\n\n\n\n

Ce se poate face pentru a \u00eent\u0103ri rezilien\u021ba emo\u021bional\u0103, astfel \u00eenc\u00e2t s\u0103 nu se ajung\u0103 la epuizare cronic\u0103?<\/p>\n\n\n\n

   \ud83d\udc8e Vorbe\u0219te deschis despre ceea ce sim\u021bi (o discu\u021bie 1×1 cu managerul\/\u0219eful direct \u00ee\u021bi poate aduce claritate asupra unei c\u0103i de urmat, indiferent care ar fi aceasta);<\/p>\n\n\n\n

   \ud83d\udc8e Creeaz\u0103 conexiuni \u00een cadrul companiei\/echipei tale, contribuie la un mediu s\u0103n\u0103tos de cre\u0219tere personal\u0103 \u0219i profesional\u0103;<\/p>\n\n\n\n

   \ud83d\udc8e Asum\u0103-\u021bi responsabilitatea, caut\u0103 cele mai bune solu\u021bii la nevoia ta sau a echipei;<\/p>\n\n\n\n

   \ud83d\udc8e \u00cenainte de a reac\u021biona, \u00eendreapt\u0103-\u021bi atentia c\u0103tre propria respira\u021bie, 10 secunde, \u00een acel \u201dspa\u021biu-tampon\u201d se afl\u0103 puterea ta de a decide care va fi r\u0103spunsul t\u0103u;<\/p>\n\n\n\n

   \ud83d\udc8e Alterneaz\u0103 momentele de munc\u0103 cu cele de relaxare (nu-\u021bi lua de lucru acas\u0103!);<\/p>\n\n\n\n

   \ud83d\udc8e Hidrateaz\u0103-te, nu neglija alimenta\u021bia! (dac\u0103 te sim\u021bi obosit\/tensionat\/\u0103, bea un pahar de ap\u0103 \u2013 creierul are nevoie permanent\u0103 s\u0103 fie hidratat, cu at\u00e2t mai mult \u00een perioadele stresante; ideal, hran\u0103 c\u00e2t mai bogat\u0103 \u00een nutrien\u021bi de calitate \u2013 creierul se hr\u0103ne\u0219te cu glucoz\u0103, gr\u0103simi nesaturate \u2013omega 3-, antioxidan\u021bi etc -; acest organ consum\u0103 20% din energia corpului!);<\/p>\n\n\n\n

   \ud83d\udc8e F\u0103 mi\u0219care (exerci\u021biile fizice reduc anxietatea, elimina hormonii de stres, amplific\u0103 buna-dispozi\u021bie, favorizeaz\u0103 producerea de serotonin\u0103);<\/p>\n\n\n\n

   \ud83d\udc8e Dezvolt\u0103-\u021bi un hobby (mut\u0103 aten\u021bia de la ruminarea mental\u0103 c\u0103tre inten\u021bia de a fi creativ\/\u0103);<\/p>\n\n\n\n

   \ud83d\udc8e Practic\u0103 Mindfulness (tehnici de respira\u021bie \u0219i medita\u021bie \u2013 ajut\u0103 la calmare, focusare, eliberare de frici etc;)<\/p>\n\n\n\n

   \ud83d\udc8e Dac\u0103 sim\u021bi c\u0103 ai nevoie de sprijin pentru a reveni la starea de echilibru, apeleaz\u0103 la un profesionist (terapeut, coach, etc) \u2013 avem nevoie at\u00e2t de igien\u0103 fizic\u0103, c\u00e2t \u0219i\/mai ales de igien\u0103 mental\u0103!<\/p>\n\n\n\n

\"No<\/figure>\n\n\n\n

Tu cum reu\u0219e\u0219ti s\u0103 te men\u021bii \u00een echilibru? Sau, cum ai f\u0103cut s\u0103 ie\u0219i din situa\u021bii stresante?<\/p>\n\n\n\n

Lasa-mi un comentariu, este valoros, at\u00e2t pentru cei care trec prin perioade de stres\/burnout, c\u00e2t \u0219i pentru \u00eent\u0103rirea convingerii c\u0103 nu suntem singurii care s-au confruntat cu asemenea provoc\u0103ri.<\/p>\n\n\n\n

                                        \u201cSharing is humanity <fingerprint>\u201d<\/em><\/p>\n\n\n\n

Zile cu sens \u0219i rezilien\u021b\u0103 emo\u021bional\u0103!<\/p>\n\n\n\n

Magda<\/p>\n\n\n\n

Stress management expert<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/section>\r\n\t\t\t\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

\ud83d\udd14 CUM controlezi REAC\u021aIA la stres \u00een mediul profesional? \ud83d\udd14 Spe\u021b\u0103: “\u0218edin\u021ba de evaluare a rezultatelor semestriale – echipa ta nu a “bifat” toate obiectivele de performan\u021b\u0103, urmeaz\u0103 ca fiecare manager s\u0103 explice celor din bord “cifrele” produse. Deja “spiritele” s-au \u00eencins, 2 dintre colegi, cu 60% target atins, reac\u021bioneaz\u0103 dur la feedback-ul celor din conducere. Se […]<\/p>","protected":false},"author":5,"featured_media":5966,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-5964","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"featured_image_src":{"landsacpe":["https:\/\/mindsetevolution.ro\/wp-content\/uploads\/2022\/08\/1659936229855-1030x445.jpg",1030,445,true],"list":["https:\/\/mindsetevolution.ro\/wp-content\/uploads\/2022\/08\/1659936229855-463x348.jpg",463,348,true],"medium":["https:\/\/mindsetevolution.ro\/wp-content\/uploads\/2022\/08\/1659936229855-640x371.jpg",640,371,true],"full":["https:\/\/mindsetevolution.ro\/wp-content\/uploads\/2022\/08\/1659936229855.jpg",1030,597,false]},"yoast_head":"\nRezilien\u021b\u0103 sau reactivitate la stres? - Mindset Evolution<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/mindsetevolution.ro\/ro\/2022\/08\/08\/rezilienta-sau-reactivitate-la-stres\/\" \/>\n<meta property=\"og:locale\" content=\"ro_RO\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Rezilien\u021b\u0103 sau reactivitate la stres? - Mindset Evolution\" \/>\n<meta property=\"og:description\" content=\"\ud83d\udd14 CUM controlezi REAC\u021aIA la stres \u00een mediul profesional? \ud83d\udd14 Spe\u021b\u0103: “\u0218edin\u021ba de evaluare a rezultatelor semestriale – echipa ta nu a “bifat” toate obiectivele de performan\u021b\u0103, urmeaz\u0103 ca fiecare manager s\u0103 explice celor din bord “cifrele” produse. Deja “spiritele” s-au \u00eencins, 2 dintre colegi, cu 60% target atins, reac\u021bioneaz\u0103 dur la feedback-ul celor din conducere. 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