The latest survey shows stress is on the decline overall, but still hover above healthy levels, especially for young adults.
In the national Stress in America survey, an annual analysis by Harris Interactive for the American Psychological Association, 35% of adults polled since 2007 reported feeling more stress this year compared to last year, and 53% said they received little or no support from their health care providers in coping with that heightened stress. The survey involved more than 2,000 U.S. adults ages 18 and older who answered an online survey in August 2012.
By Alexandra Sifferlin | Health & Family
The participants ranked their overall stress level on a scale from one to 10, with 1 being ”little or no stress” and 10 being ”a great deal of stress.” Overall, stress in America has been declining since 2010, when 24% of Americans reported experiencing extreme stress compared to 20% in 2012. And on average, the participants reported a stress level of 4.9, compared to the 5.2 they reported in 2011. Leer más “The Most Stressed Out Generation? Young Adults // via healthland.time.com”
Your current thought patterns are likely what keep you trapped in the prison of social anxiety. To unlock yourself from this prison, you will likely need to have to rewire your brain with new thoughts that take time to cement in the brain, but if you try this as a start, it will lead you up the correct path.
The first is lack of self-confidence. Some managers, instead of being grateful for a top-notch employee, feel threatened when a subordinate is more capable, more energetic, or smarter than they are. Particularly for managers whose self-image is to be “in charge,” a high performer triggers tremendous anxiety. How can I be the boss if one of my reports is more capable of getting things done? What will happen to my authority if subordinates go to someone else for help and advice? What will my boss think if one of my team members is the one who knows all the answers? Based on these concerns, the insecure manager might overexert authority, demean the high performer’s contributions, or even take credit for much of the high performer’s work.
Do you have an exceptional performer on your team — a person who stands head and shoulders above everyone else? If you do, it can be a wonderful gift for a manager to have an employee whom you can count on to get the right results; who thinks about what else needs to be done without being told; who doesn’t need to be pushed or motivated; who is always asking to do more.
Unfortunately many managers don’t know how to deal with such exceptional employees. They often unintentionally dampen their star performance or cause them to find better opportunities elsewhere. I’ve seen many cases where, instead of leveraging top talent, the manager has quietly suggested that the employee “slow down” or “do more research” or “wait for the right time” or “keep those ideas to yourself for now.” I’ve even seen managers allow their teams to ostracize or marginalize the top performer so that other people won’t “feel bad.” Leer más “Leverage Your Top Talent Before You Lose It”