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How is #burnout related to #psychological-safety?
Stress from feeling unsafe is a contributing factor to burnout.
@dana.finster reminded me that the stress of never reflecting on accomplishments and only focusing on the next problem will burn you out as well.
Too true. No celebration of success because you have another deadline coming at you leads to fatigue.
For me, it's not even a deadline. There's just SO MUCH to do.
Always! @bryan.finster your comment just made me take a 10 second breather and think about some minor accomplishments to recharge. Thanks for that! add that to your list!
My mentor told me to write down everything I've done on this journey we're on. I'll up the priority on that. Reflection helps.
@jtf mentioned keeping a gratitude journal... perhaps counting accomplishments as a minfulness practice is related.
In the dim and distant past with physical boards, we never threw away a 'done' post it note, we let them gather up. A very visible psychological feedback loop that stuff is getting done (whether it's the right stuff is a different feedback loop!)
I think that’s a great thing @jonathansmart1, and something we’ve done with our virtual boards as well. We also tend to have long cycle retrospectives where we will use a timeline and in that timeline plot out everything we’ve delivered/fixed over that period. It is a good way to help remind us how far we’ve come, how much we’ve accomplished, which can be easy to lose track of day-to-day.
@jonathansmart1 I am doing that a little at home with the family... using a big mirror and post-it notes as a kanban board and letting the "done" squares pile up until they drop to the floor. It certainly helps when being reminded of the things I haven't done yet, to be able to point to a pile of done
@jtf I like having that "done" list as I forget otherwise. A done list is good to counterbalance the to-do list. 😊
It takes psychological safety for individuals and teams to manage their own WIP, make their own mistakes and feel like they can throttle work and say no. Getting such safety is a shared responsibility between the individual/team and the organization. Burnout (as defined here on DOES by Dr Maslach) comes from feeling one or more of the following three things with increasing frequency: • Emotional and/or physical exhaustion • Professional inefficacy • Cynicism So you can imagine that not having psychological safety--not asking for it for yourself, your team, your boss; or not having it available in your org--can lead to feeling those things more frequently.
Speaking of saying no - Had fun saying No to @jonathansmart1 in this episode of the Anti-pattern show :http://videolibrary.doesvirtual.com/?video=467719259 @nuwayser
I found this talk at a GOTO conference to be a good introduction. https://www.youtube.com/watch?v=jfQ5M6wXi2w
@bryan.finster can you talk a little more about your mentioship expereinces... both as a mentee and mentor? You mentioned you mentor in another thread and I would like to amplify this topic. 🙏
As a mentor, I try to find people who are excited about making things better and help them grow to be better than I am by sharing my failures. 🙂
As a mentee, I seek out the best people I can find. Sometimes it's a mutual relationship where we are mentoring each other. Sometimes I'm just honored they would share their suggestions with me. Several people I consider my mentors are are presenting this week. I also have an "official" mentor I have scheduled meetings with (suggested thing at WM, but not required) .
Yeah, but now I want testable acceptance criteria for delivering vlaue to you. 🙂
Do you explicitly extablish mentor/mentee relationship with the other person?
Should I give you an NPS when we agree the topic has been exhausted? 😁
Mostly I don't. I tell them "I've really learned a lot from this. Do you mind if I contact you occasionally?" Then I bounce ideas off them. My mentor at Walmart is "official" in that it's established in the culture that you should be mentoring people and we have scheduled meetings. I also have an "official" mentee who wants to learn more about how to improve flow through teams.
So for the informal kind of relationship, how do you judge engagement frequency?