Improper ideas on grief can cause delayed and prolonged mourning. It can also lead to complications in the grief recovery process. It is important to understand false concepts regarding grief and loss to be able to grieve in a healthy way. Grief is a painful experience but it also a life experience and needs to be understood properly to proceed through it’s process.
The article, “These Myths About Grief Could Be Interrupting Your Healing Process” by Catherine Adams looks at grief myths that may be causing issues with one’s grieving process. She states,
“Unfortunately, I’ve had a lot of experience with grief in my short 25 years. When I look at this year and speak with my loved ones, I see grief all around me. Grief can be such a shocking experience, and I’ve found there are many harmful expectations surrounding how grief and healing should look. These expectations pigeon-hole us into pain and stagnancy, and can bar us from actually getting to the healing.”
Grief myths can cause damage to the grieving process and also create erroneous views on life itself. If you are interested in learning more about grief, then please review AIHCP’s Grief Counseling Training Program and see if it matches your academic and professional goals.
ADHD can be disruptive to one’s life. It can cause not only issues at work but home. It is important to know how to cope with it and reducing stress from it is key. This is especially true during the pandemic. Reducing stress in the home life is possible during these troubled times.
The article, “5 Daily Rituals to Reduce Stress In Your ADHD Household Right Now” by Suzanne Allen looks at how to reduce stress during the pandemic in an ADHD household. She states,
“These days, many parents with whom I work with are noticing diminishing space in between situations and responses — from their children and themselves. Stress has made these “spaces” smaller, bringing about more yelling, more door slamming, and more intense emotions in quarantine. And with another major stressor upon us – the back-to-school season – it’s even more difficult to stay measured in our reactions”
Stress can manifest from many things. It can manifest from situations but also from relationships. Relationships can range from work to home to personal to romantic. Whenever people exist, the chance for conflict can exist. Conflict in itself is not bad but can become stressful when not properly resolved. Individuals need to learn about each other to reduce potential stress and infighting from differences and conflict.
Personality A and Personality B in themselves can cause issues but if we look deeper, we can find more indepth differences between people that result in conflict. People are different at large scales and when these differences in values or expressions manifest at work or in a relationship, they can produce conflict. In properly understanding other people and seeking to find solutions and compromises through questions, one can better resolve conflicts and produce beneficial results from them.
Karl Jung looked at differences in people as a source of stress from four conflicting personality traits.
The first was between extroverts and introverts. Extroverts naturally are more outgoing. They seek to meet new people, surround themselves with others socially and partake in activities. They are quicker to move and respond. Introverts on the contrary are less outgoing. They find discomfort being around multiple people and seek to avoid festivities. Introverts find more joy alone. They move more slowly. With 75 percent of the population extrovert, there is less chance to come into contact with introverts but it does occur. At work, extroverts and introverts can find conflict in how their personalities seek to resolve issues. Extroverts can reduce stress with introverts by encouraging them, while introverts can slow extroverts down through questioning.
The second preference is intuitive people and sensing people. Sensing people approach problems more analytically and search for facts before making decisions, while intuitive people relay on gut feelings. Sensing people systematically approach a situation while intuitive people may jump from place to place. The conflict is very understandable. 75 percent of the population is sensing, while 25 percent is intuitive. Both personalities need to see the merit of each other to solve the problem as a whole.
The third preference is judging and perceiving. Judging people are very objective while perceiving individuals are very subjective. Judging individuals will have a set plan while perceiving are more flexible and adaptable. Judging personalities wish to complete tasks and move on, while perceived personalities do not like to be rushed. This flexible and inflexible conflict can lead to stress unless both parties seek common ground and understanding.
The fourth preference is thinking and feeling. Many individuals make decisions based logical decision making instead of making decisions based on feelings. Emotions are critical in processing a decision for a feeler, while logic is more important for a thinker. Most men are thinkers and most women are feelers. Thinkers tackle situations with the term, “I think we should…” while feelers approach problems with the term “I feel we should…” While thinkers are cut off from feeling which is important, many feelers are stressed when making decisions due to immense emotion.
When looking for conflict resolution with less stress and great productivity, it is important that one identifies differences in people. If one can understand their own personality traits and that of whom they are working with, then conflict has a greater chance to be resolved. When one does not identify, then conflict has a greater chance of leading to stress and more problems.
Many individuals enter into conflict with more emotion than logic and set values. Sometimes the values or perceived sense of rules are even greater than the issue itself. It is important to understand each other and not allow extreme emotional responses to overtake.
It is far more than merely identifying differences of personality but also creating a integrative plan to find resolution. This involves four facets.
First, a healthy relationship must be established. This relationship must set ground rules and establish guidelines.
Second, there needs to be a clear statement of how each party feels.
Third, common goals must be established
Finally, a determination of range of alternatives and compromises must be established between the two parties.
Conflict can go either way but by establishing these guidelines, resolution has a far greater chance of success. Sometimes, however, no matter how hard we try, conflict cannot be resolved. Difficult and uncompromising people exist. When identifying difficult people, it is important to have a support group that you can trust and never stop working within your values. When one realizes they are dealing with the difficult personality, it is best to avoid confrontation and when forced to work with such an individual to pose more questions to them than declarative statements.
Ultimately, balance is key in everything. If one discovers they are too extrovert, they may wish to work on incorporating some introvert values, or if one is to rigid and judging, they may wish to balance that with more flexibility from time to time. Balance within oneself creates harmony but when working with others who value differently, we should sometimes try to see them as the balance we may need to make a better decision.
If you would like to learn more about Stress Management or would like to become a certified Stress Management Consultant then please review AIHCP’s Stress Management Consulting Certification Program and see if it matches your academic and professional goals. The program is online and independent study for qualified professionals seeking to learn more in this important field of Stress Management.
Healthcare sectors have been hit hard by COVID 19. Many resources have been utilized to meet the needs of the pandemic. Project managers have emerged as aides in helping healthcare face its growing challenges.
The article, “How project managers can help the healthcare industry prepare for the next crisis” by Moira Alexander discusses how project managers can play a role in the next crisis. She states,
“Virtually every industry was hit hard by COVID-19, but the medical sector suffered the greatest and still continues to feel the strain. Whether it’s hospitals, care centers, dentists, or private medical practices, there are opportunities for improvement—and that’s where project management professionals (PMPs) can play a pivotal role. ”
Telemedicine is becoming more prominent and will be here to stay since the pandemic. It is being applied to reach the sick as well those in emotional need. Substance abuse and addiction are also big uses of telemedicine. Unfortunately, the technology is still ahead of many regulations. Patients need help not red tape preventing healthcare providers the ability to help the addicted.
The article, “Telemedicine and addiction recovery: A new way forward?” by Mary Tolan looks at the importance of telemedicine in helping individuals who face addiction and how to make it more efficient. She states,
“Will the future of addiction recovery take place on video conference screens and emailed notes? Even a few months ago, treating addiction patients remotely might seem like a stretch at first listen — metaphorically, geographically, and medicinally. But now, as the Covid-19 crisis puts pressure on outpatient providers to facilitate remote care, some addiction professionals have set aside that skepticism and opened digital care channels, willing to explore any avenue that might lead their patients out of the opioid epidemic’s grip and into a healthy future. ”
Covid19 has changed the landscape of healthcare forever and modern technology will continue to play a vital role. Now it is just a matter of the regulations and laws to catch up to the new technology. To read the entire article, please click here
Difficult times can bring out the best or worst. Grief and loss can make it difficult to focus and handle situations. Meditation and focus can help one find centering during difficult times and help one be able to do what is needed during those times.
The article, “A Practical Approach To Being Grateful And Mindful During Difficult Times” by Rob Dube looks at how meditation and mindfulness can help one during stormy times in one’s life. He states,
“Mindfulness is a great skill for anyone who wants to create a better impact in business, and in our everyday lives. However, it also shows up when times get tough—and this proved especially true when Julianna was grieving the death of her parents. Mindfulness didn’t make the pain of their passing vanish, but her practice built her an internal support system. It even helped Julianna find genuine gratitude during an unbelievably trying time.”
Dying is part of life. Dying is not a failure but a pivotal part of human experience. No-one truly knows what is like to die but individuals can learn how to face it. Elisabeth Kubler Ross and David Kessler wrote extensively on death and the needs of the dying. They discussed vital aspects in how to counsel and listen to the dying.
One of the biggest things they emphasized was to treat the dying as if they are still alive. To many times, the dying are seen merely as an old shell of what they once were. The dying are defined by their disease, not who they were. The term my “dying grandfather” is applied instead of my “grandfather who is dying”. Dying is not the essential quality of the person. The essence of the person remains.
When listening to the needs of the dying, one needs to see the full humanness of the person. They need to see the light within the person’s eyes, not the disease, the machines keeping the person alive, or the crippled body. The person still exists.
It is essential to treat the dying with dignity and respect. They deserve to be spoken to about their condition. They deserve to be involved in the decisions, if conscious. They deserve to be recognized. This is family should not shun the conversation of death, or hide their conversations outside the hospital room. The dying need to be treated as living.
The dignity of the dying is critical to maintain as a living person. They need to be listened to, spoken to, and not treated as if they already dead. Hope should never be denied. Hope is a key element. While some may remained to the reality of approaching death, hope can continue to fuel the dying. Since they are alive, hope is still always alive. To die with hope is not a bad thing.
Dreams of a cure, or a miracle are not bad things. Too many times, doctors and healthcare professionals see death as defeat and not part of life. Once the disease progresses to a certain point, they no longer view the person as alive. They sometimes dismiss hope because of their own defeat. Death, however, is not defeat. Death is natural and is as part of life as birth. Hope for life even during terminal illness does not mean one is in denial of his or her condition but that one is alive and ready to face any challenge, even to the very last breath. This is the essence of the human spirit and the true meaning of being alive.
One cannot label the dying as dead but treat them as alive. One must see in the dying, the face of a man or woman in her prime, not defined by old age or disease. Whether one believes in miracles or does not, whether one is spiritual or not, one cannot dismiss hope if they work with the dying. Hope is a powerful thing. Whether it prolongs life or does not, it definitely does not hurt the person. If the hope is well rounded in reason but yet optimistic, one can live while they are yet dying.
One cannot dismiss the final time of death as wasteful or useless. There is always a reason. More time to learn, or teach others. Family may come closer, or learn new things during the dying process. Maybe the dying wishes to see one last person.
It is important to grant hope but also to discuss death, to let the dying know they are still a complete person. They can accept death with dignity as well as fight for every breath, or they may succumb to death with the love of others surrounding them. Only if the person is given the dignity they deserve while dying is there a true possibility for a happy death.
Dignity and hope are key elements of living the fullness of death. It may seem contradictory to say living the process of death but that is what it truly is. When we view the dying as already dead, there is no true process, no true experience of this ultimate event. Death is part of life and hope and dignity are essential elements of “living” a “healthy” death.
I recommend reading the classics of Kubler Ross, as well as David Kessler’s works on the matter. Their insight, experience and analysis of death are essential to anyone working in the field of hospice, pastoral thanatology or grief counseling.
If you would like to learn more about death and dying, or would like to become certified in Pastoral Thanatology, then please review AIHCP’s Pastoral Thanatology Certification and see if it matches your academic and professional goals.
Anger can ruin lives. While it is only a natural emotion, if it is not controlled or managed, then physical harm can occur. It is very important if one has an anger issue to work on controlling anger.
The article, “Managing Anger Issues: Don’t let anger ruin your relationship” by Marie Miguel looks at how anger can be better managed and controlled. She states,
“Everyone gets angry. It is a normal and healthy emotion that happens to us from infancy to old age. According to the American Psychological Association, or APA, anger is an emotional state that can vary in its intensity from mild irritation to extremely intense rage and fury.”
Learning anger management techniques are essential for those who cannot control their anger. Even at a lower level, anger can be unhealthy for blood pressure. So it is important to learn to manage frustration and anger for health as well as protecting others from unintended harm. Please also review AIHCP’s Anger Management Certification and see if it meets your personal and professional academic goals.
The workplace itself is a great source of stress. The workplace has the ability to turn Type B personalities into Type A personalities. Workplaces that are more competitive, stressful, intensely quota oriented, and with poor management, can lead to high level of stress and stress related deaths.
Some workplaces are far more peaceful but work itself must have some level of stress. It is essential to have goals and meet certain standards, but without moderation, stress and anxiety can emerge. It is important to be balanced but unfortunately, it is difficult to find the perfect career that is balanced. In some cases, they can be found, but ultimately, many deal with some types of stress in the workplace. Whether its the workload, dissatisfaction, management, or inter personal relations, stress can quickly overload into family and personal life.
Type A workplace environments are best listed with these qualities. First, tasks are either extremely overloading or not enough. Second, goals are unclear or even unrealistic to achieve. Third, one’s career can be blocked towards future advancement or self fulfillment. Finally, the hierarchy or management may seem unresponsive in meeting the needs of employees. (1) A Type B workplace on other hand has clear priorities and no worker ambiguity. Goals are clear and one’s career can develop and advance. Finally, management is responsive to needs of employees.
Work overload is one of the biggest issues of stress. It has the potential to kill yet individuals with this type of “battle fatigue” slug forward without noticing the mental and physical tear. These individuals work longer than 40 hours a week, bring work home with them, and find little time for relaxation.
Goals are also a source of stress. Sometimes in workplaces, goals are so far fetched or unclear that they are impossible to meet. The goals may be unable to be met due to lack of proper training, or due to lack of time. It is important to reduce stress that management defines objectives in a clear way and enables their team to meet those objectives with proper training or appropriate time.
Careers without meaning can also become a source of stress. While everyone at some point has worked a meaningless job from time to time, no greater stress can be found when one works a meaningless job for a long period of time with no end in sight. A person’s career or lack of career can become a huge source of anxiety and stress. As one hits middle age, one looks to see where they are going and where they have been. When one does not meet his or her expectations, then stress can set it.
One needs to identify dead end jobs or careers and see how change can be implemented. Is the dead-end due to to the organization itself? Is it due to one’s lack of involvement within the organization? Essentially, what is the source of one’s lack of advancement. Is it the employee or the company? Furthermore, one can look outside of the company to meet needs through hobbies, as well as volunteer programs or education.
How management responds to the needs of their employees is also key. Some management teams and organizations are bureaucratic and apply rules and regulations over common sense and oral discussion. These types of organizations become more impersonal. This creates a divide between the company and employee.
When employees cannot control part of their job or have a reasonable understanding of what to expect, it can negatively affect morale and work performances. Unresponsive, impersonal and ambiguous management can cause unneeded stress on a workforce and affect output.
Stress Management Consultants are utilized to address these organizational issues for many firms and companies. Companies in the 21st century are finally realizing that stress not only kills employees and costs them millions of dollars annually on disability, but that it also affects morale and output. Output can be increased by creating a more Style B company plan. It is essential that employees are treated with dignity and respect. Not all employees are good people but if companies reduce stress, the reward of output from most employees will outweigh any negatives.
Companies can work within their Human Resource Department and implement various stress management policies to help reduce discontent and increase mental well being. This in turn can increase output and save cost. Companies can hire experts in stress management or have their own HR department become certified in stress management techniques that can be utilized in the workplace and also applied to company goals and standards.
If you would like to learn more about stress management or would like to become certified through AIHCP in Stress Management Consulting, then please review the program and see if it matches your academic and professional goals.
The Stress Management Sourcebook by J Barton Cunningham (PhD)
Many athletes and individuals who work out do not spend enough time in recovery. Granting the body rest and refueling it for future work outs are key to productive muscle build and overall health. It is imperative to allow the body the time it needs to heal and recover.
The article, “Why recovery is the key to effective exercise: How to reboot your workout routine” by Barbara Santas looks at the importance of recovery to the body as a critical part of the workout cycle. She states,
“The reality is that exercise hurts our bodies. And recovery heals them. When we work out, we push our bodies to the point of cellular breakdown with the intention of building them back up stronger and more efficient. With every strenuous bike ride, weight training session or bout of high-intensity interval training, we give rise to this process.”