How a planner can help you to better manage anxiety
Keep track of your anxiety by monitoring your mood and sticking with healthy habits. Here we outline how the humble planner can help you to achieve your goals when it comes to anxiety.
How a planner can help you to manage anxiety
By Joyce Chong
Anxiety is part of life. It keeps you safe from danger - think of anxiety as your body’s alarm that is designed to protect you from threats in your environment. At times, your alarm may be overactive. This can be experienced in response to stressful events (job stress, global pandemic, relationship breakdown, cumulation of daily hassles), or reflect a longer-standing anxiety disorder (such as social anxiety disorder, panic disorder; learn more about when anxiety tips into an anxiety disorder here).
We’ve worked with many individuals over the years to build skills to manage anxiety better - skills such as tuning in to triggers and early warning signs for anxiety, learning relaxation and mindfulness skills, shifting thoughts that contribute to anxiety, and gradually facing triggers for anxiety that they have previously avoided.
As with most things, sustaining the skills to manage anxiety in the longer term takes regular practice, and can easily get lost amidst the busyness of everyday life. So how can you ensure those anxiety management skills stay with you for years to come?
Enter the humble planner…rather than just serving as a To Do list, a planner can help with setting anxiety-related goals, keeping anxiety management skills on your radar, and track your levels of anxiety (and related concepts) so you can better understand and manage anxiety. Below we’ll show you how to use a planner to better manage your anxiety - we’ve used our Productive Life Planner which has specific sections for projects (or goals) and managing your wellbeing, but feel free to use any planner that will suit your needs.
TIPS TO BETTER MANAGE ANXIETY USING A PLANNER
Below we outline some tips for using a planner to help you better manage anxiety. These are based on our work over the years with the many individuals we’ve helped to make sustainable changes when it comes to anxiety, where we’ve seen what helps and hinders longer-term shifts in anxiety. These tips are by no means exhaustive, but will give you a good starting point. Let’s see how using a planner can help Heni.
Heni is a new graduate who has been experiencing anxiety for the past year. She has just commenced her first ‘major’ role in a high pressure environment, and is taking on challenges that she has not yet encountered. Heni is acutely aware of the need to look after her anxiety so that she can perform in her role and avoid burnout. She also recognises that she is prone to worrying about negative appraisals, which then feeds into her confidence levels and her anxiety.
1.Set goals for managing anxiety
Think of what goals you’d like to achieve when it comes to better managing your anxiety. Is it that you have an upcoming social function when the idea of making small talk with strangers causes you significant anxiety? Is it that you live in a house that has spiders when you have a spider phobia? Or is it that you want to be able to better manage your panic symptoms?
Whatever your goal is, use your planner to break down the larger, overarching goal, into smaller components that are less anxiety-provoking and move you gradually towards your overarching goal.
Heni has been tasked with the project of giving a conference presentation in April on behalf of her workplace. This is a trigger for increased anxiety for Heni - not only is it the first presentation she is giving on behalf of an organisation with high standards, she also suffers from public speaking anxiety.
To help reduce her anxiety, Heni decides to break this larger and more overwhelming task into smaller and more manageable actions using SMART goal-setting:
First, she reaches out to her colleague Will and buys him lunch to seek advice on designing her presentation. She also sets time frames to ensure she stays on track with this project.
Second, she decides to sign up to do a public speaking anxiety course, and looks at linking in a friend so she can practice her speech before the day.
2. Keep healthy habits on your radar.
There are many healthy habits you can adopt that support your anxiety and wellbeing. For example:
Habits for physical health include getting sufficient sleep, exercise, and nutrition.
Habits for psychological wellbeing include practising relaxation, journalling, and many of the psychological skills learned in therapy (e.g. exposure, controlled breathing, cognitive restructuring, mindfulness).
It’s easy for these habits to fall off your radar, so by using a planner as reminders to engage with the habit, you’re increasing your chances of looking after your anxiety.
Heni believes that there are a few things that are particularly helpful when it comes to managing her anxiety. She finds exercise and sleep to be vital for her to stay calmer. She also knows that journalling and reflecting on events of the day on a regular basis make a difference to her anxiety. Keeping these healthy habits on her radar using a daily planner helps her to stay on track.
3. Track stuff.
We’re talking all sorts of stuff to do with anxiety, including:
Physical and psychological habits that help you manage your anxiety.
Emotions such as anxiety, stress, overwhelm, and any other related concepts (e.g. level of social confidence when it comes to social anxiety, severity of worry in generalised anxiety disorder).
We especially love being able to track anxiety over weeks, months, and even a year, as tracking helps identify what particular triggers and patterns there may be to your anxiety (see the next point!).
Heni finds that tracking a combination of her moods (anxiety, overwhelm) and confidence level, as well as her energy and motivation, help her to see her progress with managing anxiety. She can also take this information in to her sessions with her psychologist and they can dissect the information together and set new goals.
4. Reflect
Once you have tracked emotions and habits related to your anxiety, use this data to help you reflect and learn more about:
What triggers your anxiety (e.g. prolonged weeks of tight deadlines, certain emotional stressors, or even a lack of exercise)
Which habits make a meaningful difference to your anxiety (do more of these!) and which habits may have less of an impact.
What helps you stick to your helpful habits and what reduces your ability to stay on track (e.g. busyness at work, burnout, late nights).
After consistently tracking her anxiety, Heni takes the information in to her session with her psychologist. They reflect on the patterns together, and identify that comparing herself to others and facing social situations more generally are triggers for increased anxiety. Using this information, they incorporate a few additional exercises in this area to help Heni better cope with such situations.
All of the above tips are designed to help you understand your anxiety better, and to help you stay on top of managing your anxiety. Using something as simple as a planner can really make a difference to how you understand and look after your anxiety.
If you’d like more tailored support to help stay on track with your anxiety, why not contact us and book in with one of our psychologists?
Public speaking anxiety at work: Tips to manage a common challenge
Public speaking anxiety holding you back at work? Step up to the next level with these tips to help you manage your anxiety.
STEPPING UP AT WORK: TIPS FOR OVERCOMING PUBLIC SPEAKING ANXIETY TO HELP YOUR CAREER
By Giulia Villa
What holds you back at work? Over your working life, there will inevitably be barriers and missed opportunities. At times, these barriers will be external – the work environment may not be suitable, or the workload unrealistic. At times, however, these barriers are internal – your mindset, skills, and habits get in the way of stepping up to the next level at work. Some examples of these include difficulties with being assertive at work and setting boundaries, managing procrastination, managing a team, or managing burnout. Another common internal barrier we often see – that touches so many areas of working life – is that of public speaking. In fact, public speaking is seen as an important skill in the workplace. However, a fear of public speaking – or glossophobia – is widespread, with estimates ranging from upwards of 20% to a whopping 75% of populations. How far-reaching is the impact of public speaking anxiety at work? Let’s look at some examples:
Ella, a high-achieving teacher, has been asked by the Department of Education to train a cohort of early-career teachers. In spite of her passion for educating the next generation of teachers, Ella is considering turning down the role because it involves public speaking – training large groups of teachers, giving regular progress updates to senior staff, and speaking at Department of Education conferences. At present, Ella copes with public speaking anxiety by preparing for hours to reduce the likelihood of making mistakes and ease her anxiety. She knows given the sheer number of sessions she will be delivering, it will not be possible to overprepare for each session whilst maintaining her usual teaching duties without experiencing burnout. Ella could turn down the position and keep her workload and anxiety more manageable, however she knows she will feel trapped remaining at her current level, without opportunity to progress.
Oliver was recently promoted to management level due to his excellent technical skills as an engineer. However, while he excelled at research, problem solving, and producing written deliverables, the director of his team has recently expressed concern at Oliver’s performance in his new role. Notably, Oliver has cancelled several meetings, preferring instead to communicate via email to avoid being put on the spot and to have time to plan what to say. Rather than delegate project work to the team and Oliver being the ‘face’ of the project, Oliver carries out the technical work himself and assigns more junior staff to present project updates and lead team calls. After a conversation with his director, understands he will struggle to progress in this workplace without tackling his avoidance of public speaking.
The situations faced by Ella and Oliver are just a few examples of how typically high-performing individuals may be held back by their fear or avoidance of public speaking in their workplace. Let’s break down public speaking anxiety a little further. In the DSM-5-TR (2022) public speaking anxiety is a specific subset of social anxiety. Key features of this type of anxiety include:
A fear of acting in a way or showing anxiety symptoms (e.g., blushing, trembling hands, excessive sweating) that will be embarrassing or lead others to negatively judge the speaker or the content of the presentation.
An avoidance of public speaking situations, or enduring these situations with fear and anxiety. Avoidance might crop up as frequent sick days, low involvement in work meetings, joining calls at the latest possible moment, or agreeing with everyone to avoid conflict.
The fear provoked by public speaking situations and the possibility of being judged negatively by others is intense and significantly impacts one’s functioning in their work and/or social life.
HOW PUBLIC SPEAKING anxiety HOLDS YOU BACK AT WORK
As we’ve seen in Ella and Oliver’s examples, there are many situations at work in which public speaking may have a negative impact and hold you back from succeeding in your career. Let’s take a closer look at some of these scenarios.
NETWORKING: A MINEFIELD FOR SOCIAL ANXIETY
Networking is often a highly dreaded activity for those with public speaking anxiety – in effect it’s being ‘on show’, making small talk in a work context, often in small groups. However, networking has become an essential component of success in our hyper-connected society – did you know over half of jobs are never publicly advertised? In 2016, LinkedIn reported that 70% of professionals starting a new role already had an existing connection at their company. The takeaway? You’ve got to meet groups of people and make connections so as to be at the forefront of people’s minds when upcoming jobs arise. Unfortunately, nerves about being on show in public can make the ever-important act of networking a nightmare and may lead you to connect online, to avoid unfamiliar people, or even to undersell yourself during in-person networking events. In any case, anxiety stops you from making the most of an important networking opportunity.
WORK MEETINGS
Speaking up in front of others – whether it’s the weekly check in around the meeting table, or your turn to give an update on a project – can feel extremely daunting to someone who dislikes public speaking. You may focus on all eyes being on you, and have spent the night before thinking about how exactly to present what you need to but minimise your time ‘on display’.
Post-pandemic flexible work arrangements may mean that many meetings now take place over video calls. For some, these online meetings may be even more anxiety-inducing than face-to-face meetings. You may feel more aware of being watched and of being negatively judged by others, and thus experience more pressure to perform well. Social anxiety can also lead to a greater focus on scrutinising one’s own onscreen image, thus amplifying self-consciousness. Additionally, brief moments of silence that feel natural in person may become accentuated and feel awkward in a video call.
DELIVERING PRESENTATIONS AND SALES PITCHES
If the idea of delivering a presentation to a client or even your own colleagues is enough to make your heartrate quicken, you may have developed ways to deal with this seemingly inevitable anxiety. For example, you may spend hours overpreparing like Ella. Or you may be so focused on getting the presentation over and done with, you don’t have much energy to put into designing the presentation itself. Then, of course, there is question time – a period where you don’t know what questions will be thrown at you.
A good presentation in a work setting boils down to how you design your presentation and the speaking techniques that you employ to deliver your message. Unfortunately, it can be incredibly challenging for someone with anxiety to simultaneously manage uncomfortable physical symptoms, quiet down unhelpful self-talk, remember the content, and remember how to deliver it, and have the presence of mind to adapt the presentation to the audience.
Public speaking anxiety might also affect your presentation by impacting:
Speech rate
Tone of voice
Posture and body language
Use of filler words
Use of visual materials
Engagement with the audience
Public speaking anxiety may hold you back from being able to recognise what style is most appropriate for your audience and situation, and also on helping you to handle unknown questions (as part of question time). This is where we can help – keep reading to find out how our team of counsellors and psychologists can help you manage anxiety and become a more confident public speaker in your workplace. We’ve helped students manage anxiety for their university presentations, helped doctors to present confidently in their clinical exams, helped teachers to present to peers and parents, and helped professionals develop networking and sales pitch skills. We enjoy helping people grow their skill set and their confidence.
tips for managing PUBLIC SPEAKING ANXIETY
Try the following tips for managing social anxiety at work:
TIP 1: LEARN TRIGGERS AND HABITS THAT MAINTAIN PUBLIC SPEAKING ANXIETY
What exactly is it about public speaking that causes you anxiety? Perhaps it’s the idea of drawing attention to yourself, or perhaps you’re worried about visibly freezing or sweating. Having a clear grasp on what causes and maintains your anxiety goes long way in developing a targeted action plan to reduce your fears.
TIP 2: DISMANTLE UNHELPFUL SELF-TALK THAT FUELS YOUR FEAR OF PUBLIC SPEAKING
Negative self-talk is a common thread underpinning public speaking anxiety. The ‘stories’ you tell yourself can increase your anxiety. For example, Ella might notice a senior staff member check their phone during one of her presentations. Self-talk along the lines of “I’m not doing enough to hold their attention, they can tell I’m inexperienced and underprepared” is likely to make Ella more nervous, possibly increasing her likelihood of making mistakes.
On the flipside, self-talk can also be a helpful tool to reduce anxiety and help you to feel more comfortable during your presentation. A more helpful thought for Ella in the above situation could therefore be, “They may be checking their phone as they could be expecting a call”. In this case, Ella would feel less nervous and better able to continue with her presentation as planned.
TIP 3: FINE-TUNE YOUR PRESENTATION STYLE
We all have a different idea of what it means to be a good public speaker. Presenter ‘personas’ can vary widely across people, furthermore different types of speeches require different styles and components – presenting a sales pitch marketing muesli requires a different approach to delivering a lecture on research developments in biotech. By clarifying your goal – for example, who is your target audience (Formal? Informal?), what are you trying to achieve (Sell a product? Disseminate information?) – you have a clearer idea of how to shape your message and design an effective presentation. By having confidence in your materials and your messaging, you will also feel more comfortable in delivering!
TIP 4: GET EXPERIMENTING
Running ‘experiments’ on yourself is a great way to challenge pesky thoughts and fears that are standing in the way of your career success. Thoughts aren’t exactly the most reliable source of information when it comes to public speaking – fears that ‘everyone will laugh at me’ or ‘if I stumble over my words I’ll get fired’ can disproportionately dial up your anxiety to the point of interfering with your presentation.
In order to move past your fears try setting up small behavioural experiments to test how true these predictions are. The next time you are asked to speak in front of others, perhaps intentionally slip in a small mistake. Carefully notice the reaction of your audience – does it fit with your predictions? This testing can help you to determine whether the evidence fits with what you’ve been telling yourself.
If you’re interested in a tailored approach to dismantling your public speaking anxiety at work, check out our Speaking Volumes course. Over six weeks (allowing for time to practice your new skills in between sessions), you will work individually with one of our clinicians through an evidence-based, practical approach, to reduce public speaking anxiety and provide you with the skills and tools you need to succeed in the workplace.
Speaking Volumes, our 6-week course to help with public speaking anxiety covering how to improve your presentations skills as well as anxiety management skills (cognitive restructuring, exposure therapy). This course is based on CBT and social skills training.
REFERENCES
Aderka, I.M., Hofmann, S.G., Nickerson, A., Hermesh, H., Gilboa-Schechtman, E., & Marom, S. (2012). Functional impairment in social anxiety disorder. Jounral of Anxiety Disorders, 26, 393-400. Doi: 10.1016/j.janxdis.2012.01.003
American Psychiatric Association. (2022). Diagnostic and statistical manual of mental disorders (5th ed., text revision). American Psychiatric Association Publishing.
Blöte, A. W., Kint, M. J. W., Miers, A. C., & Westenberg, P. M. (2009). The relation between public speaking anxiety and social anxiety: A review. Journal of Anxiety Disorders, 23(3), 305–313. https://doi.org/10.1016/j.janxdis.2008.11.007
Ebrahimi, O. V., Pallesen, S., Kenter, R. M. F., & Nordgreen, T. (2019). Psychological Interventions for the Fear of Public Speaking: A Meta-Analysis. Frontiers in psychology, 10, 488. https://doi.org/10.3389/fpsyg.2019.00488
Martin-Lynch, P., Correia, H., & Cunningham, C. (2016). Public speaking anxiety: The S.A.D. implications for students, transition, achievement, success and retention. In: Students Transitions Achievement Retention & Success (STARS) Conference 2016, 29 June - 2 July 2016, Perth, Western Australia. https://researchrepository.murdoch.edu.au/id/eprint/39766/1/SAD.pdf
Vriends, N., Meral, Y., Bargas-Avila, J.A., Stadler, C., & Bogels, S.M. (2017). How do I look? Self-focused attention during a video chat of women with social anxiety (disorder). Behaviour Research and Therapy, 92, 77-86. https://doi.org/10.1016/j.brat.2017.02.008.
Social anxiety at work: How social anxiety affects your performance
What is it like showing up at work when you live with social anxiety? In this article we dive into tips to help you better manage social anxiety in the workplace.
How social anxiety AFFECTS work
By Giulia Villa and Joyce Chong
Living with social anxiety can be challenging, particularly in the workplace. Even if your job seemingly does not involve much social interaction (for example, working with computers, in data entry, as an author, or as an artist) when you dig a bit deeper it’s surprising how many social interactions are involved in performing your role. These situations include speaking to colleagues and managers, speaking up in meetings, giving a presentation, even being ‘put on the spot’ and asked for your opinion. Other roles may involve a greater social component including networking, client contact, and pitching projects. Indeed, social anxiety can be quite debilitating in the workplace. Let’s take a look at a few examples:
Will is an engineer who wishes to become a manager and lead interesting projects within the organisation. However, a major obstacle is Will’s social anxiety and his worries that others think that he is incompetent. His social anxiety stops him from sharing ideas in a meeting, giving project updates, and networking at industry events to build industry connections. Will’s fears lead to excessive preparation in relation to reading up and fact-checking, on rehearsing what he is going to say, and on anticipating how others may react. Needless to say, this increased workload - and mental load - has brought Will close to burnout a number of times, and he sees that if he were less concerned about what others think that he could be more productive and less overwhelmed.
Ali believes that social anxiety has led to a ‘failure to launch’ in their career as an accountant. Having lived with social anxiety for decades, they’ve found many ways to minimise their social anxiety through avoidance. Ali avoids the lunchroom to reduce the likelihood of making small talk, agrees with others’ opinions just to avoid conflict, and is unable to set boundaries regarding their workload. Ali does not apply for jobs that require interviews, instead working for family friends who sought them out because that way they know they’re good enough to be wanted in the workplace. In fact, Ali rationalises their way out of applying for promotions because this would involve an interview as well as potential rejection. Even if Ali were to be successful, it would then mean meeting new people (and facing the possibility of additional rejection). an element of public speaking, they avoid the lunchroom in case small talk arises, and agrees with others’ opinions at work just to avoid conflict. Ali is also unable to set boundaries at work and as a result feels taken advantage of, as well as feeling overwhelmed.
Ali and Will are not alone. Let’s dive deeper into situations at work that can be challenging for those experiencing social anxiety (see below):
What is social anxiety?
According to the DSM-5-TR (2022), some core features of social anxiety include:
* Significant anxiety regarding social situations wherein one may be scrutinised by others, with a fear of acting or behaving in a way that will lead to being negatively evaluated.
* The fear or distress is persistent, out of proportion to the situation, and interferes with functioning (e.g. occupational, social).
* These social situations are avoided, or endured with intense anxiety. Avoidance of social situations may be quite common in the form of sick days, ‘alternate appointments’ occurring at the same time as feared situations (e.g. work meetings), or even in subtler ways such as choosing to transact via emails rather than face to face, or attending a meeting but ‘hiding behind’ a more outgoing colleague.
* Social anxiety may also be specific to performance situations (e.g. musicians, athletes, public speaking).
stressful workplace situations for social anxiety
Various workplace situations that present difficulties for those with social anxiety. Indeed, it is unsurprising that social anxiety is linked to increased absenteeism (for example, calling in sick on training- or team-building days) and declining promotions or opportunities because they involve a greater degree of social interaction. Such situations include:
Small talk and networking: A minefield for social anxiety
In situations of small talk and networking, whilst there may be common ground (e.g. the workplace) or a common goal (networking and promoting your organisation), the initial exchange of social pleasantries may include talking about a wide range of topics - the weather, holidays, current affairs, entertainment, travel… the possibilities are endless. Navigating the transition from making small-talk to focusing on work-related discussions can also be a source of stress.
work meetings
Work meetings are also often a source of anxiety. In addition to making small talk with colleagues prior to the start of the meeting, once the meeting commences you may be called upon to provide an update on your projects or asked your thoughts on a work issue. Cue all eyes on you and being the focus of attention, and being ‘put on the spot’. These situations can seem highly intimidating, and often those with social anxiety may miss meetings altogether, or opt to dial in remotely (with their camera off so they can sit silently in the background).
Public speaking, giving presentations, and being observed
In our work with individuals with social anxiety, public speaking is easily one of the most dreaded scenarios. In fact, public speaking is a very common fear - and not just for those experiencing social anxiety. Avoidance of giving talks and presentations is very common in individuals experiencing social anxiety. To learn more about public speaking anxiety in the workplace, read our article and find out how you can helps your fears.
Another workplace concern is that of being observed, particularly by supervisors and managers but also more junior colleagues (or even students on placement), where you are required to demonstrate competency in a skill. This can impact a wide range of professions including those in healthcare, hospitality, education, and performance.
Talking to managers and authority figures
Talking to managers and authority figures can be extremely daunting for those experiencing social anxiety. Each interaction with someone who is in a position to assess your work is seen as potential for scrutiny, and common unhelpful thinking styles that dial up anxiety in these interactions include mind-reading (assuming that your manager thinks poorly of you) and catastrophising (worrying that saying something incorrect will lead to criticism and punishment down the track). Performance reviews are likely to further exacerbate anxiety.
Job interviews
Job interviews may be avoided by those with social anxiety for several reasons. This is a scenario where the goal is to convince someone (and often, a panel of interviewers) that you are ‘good enough’ for the position. Sources of stress in job interviews typically include being asked unexpected questions, crafting a response that answers their question, monitoring non-verbal responses (for example, tone of voice, use of fillers, what to do with your hands), and speaking about your strengths and experiences.
tips for managing social anxiety at work
Try the following tips for managing social anxiety at work:
Tip 1: Flip the script on your socially-anxious thoughts
A fear of social situations can trigger a host of unhelpful thoughts and assumptions:
“I can’t give the presentation, it’ll be disastrous.”
“They think I’m incompetent.”
“I’ll make a fool of myself.”
“They’ll see my anxiety leaking out and I’ll look weak.”
These thoughts are often exaggerated or even untrue, and it’s when you flip the script on these thoughts that you reduce your anxiety. Helpful questions to ask yourself include whether your thoughts are realistic and proportionate), and whether you are able to cope with a negative situation should it arise.
Tip 2: Avoid your avoidance of social situations
Whilst avoidance leads you to feel better in the moment, in the longer term it reinforces your fear of the situation. Instead, face your fears gradually through setting small exposure tasks. Start with making a conversation about someone’s weekend, or by briefly drawing attention to yourself by clearing your throat.
Tip 3: Build a set of social skills for work
Often social anxiety can be exacerbated when you don’t have a set of skills to cope with social situations. Skills such as making small talk, networking, attending job interviews, being assertive and setting boundaries, and public speaking, are some examples of skills to develop so that you can build up your confidence to navigate your workplace.
Hopefully the above tips will help you to better manage social anxiety in the workplace. If you’d like a more tailored approach you can book in with one of our team by contacting us (click on button below). Alternatively, you can look into our Social Set or Speaking Volumes courses:
Social Set, our 8-week course to help you better manage social anxiety. Social Set focuses on building four sets of skills for social anxiety - skills to improve your mindset, skills to help your body’s anxious response, social skills across a range of situations, and skills to help you set the scene for success in real life through exposure therapy. It is based on CBT and Social Skills Training.
Speaking Volumes, our 6-week course to help with public speaking anxiety covering how to improve your presentations skills as well as anxiety management skills (cognitive restructuring, exposure therapy). This course is based on CBT and social skills training.
REFERENCES
Aderka, I.M., Hofmann, S.G., Nickerson, A., Hermesh, H., Gilboa-Schechtman, E., & Marom, S. (2012). Functional impairment in social anxiety disorder. Jounral of Anxiety Disorders, 26, 393-400. Doi: 10.1016/j.janxdis.2012.01.003
American Psychiatric Association. (2022). Diagnostic and statistical manual of mental disorders (5th ed., text revision). American Psychiatric Association Publishing.
Hidalgo, R.B., Barnett, S.D., & Davidson, J.R.T. (2001). Social anxiety disorder in review: Two decades of progress. International Journa. of Neuropsychopharmacology, 4, 279-298.
Hofmann, S.G. (2007). Cognitive factors that maintain social anxiety disorder: a comprehensive model and its treatment implications. Cognitive Behaviour Therapy, 38, 193-209.
Hofmann, S. G., & Otto, M. W. (2017). Cognitive behavioral therapy for social anxiety disorder: Evidence-based and disorder-specific treatment techniques. Routledge.
Mendlowicz, M. V., & Stein, M. B. (2000). Quality of life in individuals with anxiety disorders. American Journal of Psychiatry, 157, 669-682.
Moitra, E., Beard, C., Weisberg, R.B., & Keller, M.B. (2011). Occupational impairment and social anxiety disorder in a sample of primary care patients. Journal of Affective Disorders, 130, doi:10.1016/j.jad.2010.09.024
Stein, M. B., & Kean, Y. M. (2000). Disability and quality of life in social phobia: epidemiologic findings. American Journal of Psychiatry, 157, 1606-1613.
Zhang, I.Y., Powell, D.M., & Bonaccio, S. (2022). The role of fear of negative evaluation in interview anxiety and social-evaluative workplace anxiety. International Journal of Selection and Assessment, 30, 302-310. doi.org/10.1111/ijsa.12365
Student athletes - Tips for balancing sport with your studies
The life of a student athlete is truly a busy one, so how can you balance sport with studies without burning out?
Student athletes: Tips for balancing sport with your studies
The life of a student athlete ebbs and flows. Study demands vary across the semester depending on assignments, study commitments, and exams. Sporting demands also vary across the semester and year; in addition to regular training throughout the year the intensity of training peaks for major sporting competitions. Balancing school and sport naturally triggers a need for trade-offs, and finding an optimal balance between study and sport is a process of trial and error – there is no one-size fits all approach. It takes time to work out what your responsibilities and expectations are at sport and school (and paid work too if you do that). Understanding how much you can realistically commit to ensures that your wellbeing is not negatively affected.
LEARNING TO JUGGLE THE LOAD (YOUR FUTURE SELF WILL THANK YOU!)
There are so many positives to learning to manage your load as a student athlete, and these are skills that will benefit you not only now, but well into the future. Benefits include:
Increasing your resilience by boosting your ability to bounce back from stressful experiences.
Building your toolkit of coping strategies for maintaining performance whilst not compromising wellbeing.
Developing your identity – more than just as an ‘athlete’ or ‘student’. It is possible to achieve across different areas!
Putting things in perspective - how do schoolwork and sport fit into your bigger picture?
Managing perfectionism to avoiding burnout and poor mental health.
Managing yourself and your time by learning to prioritise and follow through.
With so many benefits from learning to juggle the student and sporting loads, let’s turn now to our top tips on how to achieve this.
TIP 1: WORK OUT YOUR PRIORITIES
What matters most to you? Is it achieving an A in chemistry? Making the top team for gymnastics? Striving to get into a particular university on scholarship? Meeting with friends over the weekend? Rather than scrambling to do too many things, and feeling unable to give enough time or attention to any of them:
Start first by thinking about what your priorities are (from most to least important) - this helps you to stay focused when you start to feel overloaded.
Next, set goals that link to each of your priorities.
Then, break down these goals so that you can measure progress during the term (consider SMART goal setting).
Whether it’s for sport or studies, understanding your priorities can help you to remain laser-focused.
TIP 2: PRACTICE ACCEPTANCE
As we’ve noted earlier, balancing school and sport naturally triggers a need for trade-offs. It is a reality of life that there’s a limited number of hours in a day - by accepting this (rather than struggling to do it all and to do it all perfectly) you can keep stress levels at a manageable level:
Balancing studies with sport can be tricky, particularly when peak season for competition coincides with assignment deadlines and exams. You may feel really under the pump, but know that this time won’t last forever – there will be moments where you can step back and relax (such as holidays). Instead, learn to surf the wave of overwhelm, and tune in to how you can help your body’s response.
Accepting the juggle also means looking at your standards for performance - are they realistic given your commitments, or is unhealthy perfectionism leading you down the path to burnout?
Practising acceptance helps you disengage from feelings of unfairness (compared to other students who may be able to devote more time to their studies) and focus instead on moving forward.
TIP 3: ASSEMBLE YOUR SUPPORT TEAM
It’s a well-ingrained mindset in athletes that achieving peak performance involves the support of a team - from a coach to help you with your technique, a conditioning coach to help with fitness, a dietitian to help with nutrition, a psychologist to help with mindset, as well as your personal support team.
As a student athlete you’re doing more - and so you’ll need additional support to help with the load that you carry. Yet so many students believe that success is determined by how smart one is, rather than skill, practice, and the availability of support. Your inner voice may tell you that you should manage it all yourself, but asking for support is not a reflection of your capabilities. Who can you go to when things start to pile up? Start conversations with your family, coach, support team, psychologist, teacher and tutor about how you can work through your priorities and lower your stress. They can steer you in the right direction so that you stay on track without burning out.
TIP 4: ASSEMBLE YOUR STUDENT-ATHLETE TOOLKIT
Performing as a student-athlete draws on a range of skills, so give some thought as to the skills in your student-athlete toolkit. Consider adding (1) skills that help you to increase your efficiency at sport and school, (2) skills help you to stay balanced and avoid burnout, and (3) skills to manage your busy life. Here are some of our favourite skills for a student-athlete toolkit:
(a) Time management
Time can easily slip away when you’re a student athlete juggling school, training, competitions, studying, a social life, and paid work. To stay on top of things, set aside time each week to plan the week ahead. Diarise times to complete homework tasks or pre-session activities (e.g., 15-minutes to stretch before swimming). You can learn more in our article on how to use your planner to organise student life. Other time management tips that we love include:
Match the task with your energy levels (e.g. packing your lunch when you feel drained right after a late afternoon training session rather than jumping into difficult maths homework).
Start early - chip away on assignments and tasks as you receive them rather than waiting for deadlines Things often crop up when least expected, so rather than waiting for the last moment place yourself under more stress, why not make an earlier start?
Shift your mindset - with your busy schedule it’s helpful to shift your mindset away from waiting for a large chunk of time before you can start a task, and move towards approaching studies and sport in bite-sized chunks. For example, rather than waiting for a two-hour block of time before you start studying, think about doing 15-minute pop quizzes whilst commuting from training to school.
(b) Active self-reflection for managing mood and mindset
Staying on track with studies and training can be tricky following setbacks and an increased workload. Unhelpful (clinical) perfectionism, critical self-talk, unrelenting and unrealistic standards, can easily creep in and result in stress, anxiety, depression, and procrastination. Reflect on:
What unhelpful patterns do you notice? Understanding why you get derailed (for example, when you choose to clean your room because you’re avoiding training or procrastinating on an assignment or heading to training) means you can start to find ways to improve.
What strategies work for you when you’re stressed or overwhelmed? There are many stress management techniques around, so reflect on which ones actually work for you. For some it may be connecting with friends, for others it may be checking in with their psychologist, and some may prefer to disconnect and get into nature.
Consider dedicating 10-minutes towards journaling and recapping at the end of each week. During stressful times it’s easy to feel overwhelmed, get caught up in strong emotions, or become hyper focused on what is happening right in front of you. After the event, take time to step back and reflect – what helped and what could you change if you were to experience this event again? For example, did taking a few deep breaths help you get through the moment? Alternatively, rather than getting swept up in the larger goal, perhaps focusing on one subgoal at a time enabled you to get through your work more effectively?
(c) Effective study skills
Whilst student athletes may recognise that developing the right technique is critical to succeeding in sport, there can often be a mental block when it comes to succeeding in studies. However, just as performing well as an athlete isn’t just about ability and potential – it involves refining technique through a process of trial and error.
Similarly, performing as a student involves refining study skills through a similar process. Indeed, some students believe that they are ‘not smart enough’ when in reality they may not be studying in a way that maximises retention of what they have learned. For example, students may think that time spent on studying is what matters, but what is really helps for performance come exams studies is testing yourself. Similarly, rather than just making notes from lectures and textbooks, understanding how to structure studies and focusing on priorities of the unit are essential particularly when your time is limited as a student athlete.
Techniques that we have found helpful in our work with students include:
Understanding how memory works and using a range of memory tricks to enhance performance.
Taking effective notes. Rather than writing down what is said verbatim, try to paraphrase just the essentials so you can check your understanding of what you’re reading/hearing.
Engaging in meta-learning to remain focused on the essentials of the unit (what you should be studying according to the unit outline) rather than diving into rabbit holes of non-essential facts (what is nice to know if you have spare time to focus on them).
If study skills and time management are where you regularly fall down, check out Nimble Noodle, our online self-paced course to help you to sharpen study skills, prepare for exams, and manage your time and mood better.
(D) Truly decompress during quiet moments
Quiet moments can be few and far between when you’re juggling training with studies. However, when they do come around, it’s all too easy to just hop on social media and zone out for an hour or two. If this sounds familiar, it might help to ask yourself if you truly decompress whilst on social media, or does it trigger FOMO and other insecurities? If being on social media isn’t helpful for your wellbeing, find other ways to decompress – it may be seeing friends in real life, getting out in nature, or even chilling and listening to music.
Make the most of these quiet moments, as taking the time to restore your energy helps set you up for a good week.
Hopefully the above tips help you juggle studies and sport better! If you’d like a more tailored approach you can book in with one of our team.
REFERENCES
1. Folkman, S., & Lazarus, R. S. (1985). If it changes it must be a process: Study of emotion and coping during three stages of a college examination. Journal of Personality and Social Psychology, 48, 150-179. doi:10.1037/0022-3514.48.1.150
2. Debois, N., Ledon, A., & Wylleman, P. (2015). A lifespan perspective on the dual career of elite male athletes. Psychology of Sport and Exercise, 21, 15-26. doi:10.1016/j.psychsport.2014.07.011
3. National Collegiate Athletic Association. (2014). Mind, body and sport: Understanding and supporting student-athlete mental wellness. Indianapolis, US.
4. Kimball, A., & Freysinger, V. J. (2003). Leisure, stress, and coping: The sport participation of collegiate student-athletes. Leisure Sciences, 25, 115-141. doi:10.1080/01490400306569
How a planner can help you stay on track with your studies
Between studies, assignments, paid work, volunteer work, sporting commitments, social life… is it any wonder things that student life can feel overwhelming? Here’s how to use your a study planner to organise yourself.
3 simple tips to organise your student life using a planner
By Joyce Chong
Student life can be pretty hectic. Sure, studying may be the main focus of student life, however there’s so much more going on including assignments, labs and projects; preparing for tests; volunteering/extra-curricular activities; paid work; family commitments; social commitments; and placements / practicums. When your commitments are that varied it’s also important to look after your physical health and psychological wellbeing so you can make it through the academic year!
With so much on your plate, it’s too easy to drop the ball, forget things, or even feel just overwhelmed. Importantly, this is not a sign of failure to thrive and adapt, just a sign that you might need a system to help you better juggle all of your commitments.
So today, we’re going to lift the lid on three simple tips for using a planner to organise your student life. You can use any planner (you might have a student planner lying around) though we’ve used our Productive Life Planner which has specific sections for projects (or goals) and managing your wellbeing. Let’s deep dive into how a planner can help.
TIPS TO ORGANISE YOUR STUDENT LIFE USING A PLANNER
Below we 3 tips for using a planner to help organise your student life that you can action today. These will give you a good starting point. Let’s see how using a planner can help Ali (whom you may recall from Planet Burnout).
Ali is a conscientious student, who spends every waking moment studying. However, the pressure he places on himself leads him to feel overwhelmed and he procrastinates as a result. Predictably, burnout creeps in at the end of semester and Ali barely has enough fuel in the tank to get through exams. He often feels like a failure.
Tip #1. Set UP A STUDY PLAN, GOOD HABITS, + HELPFUL ROUTINES
Groundwork is everything when it comes to succeeding, and as part of this try setting up a study plan with these questions:
What deadlines do you have for assignments? Work backwards from this point, breaking down all of the steps involved in completing and submitting these assignments. Add these to your planner.
What plan do you have for studying for the final exams? Break down your topics and schedule time to regularly summarise, review, and test yourself throughout the semester (don’t leave it up to cram in the study break just before exams!).
What habits support your studies? We’re talking physical and psychological habits that help you stay focused and on track with studies. It could be exercising, journaling, meditating, catching up with friends. All of these take time, so be sure to include them in your schedule so you can see your commitments over the days/weeks/months.
Once you see everything that is on your plate it becomes easier to set boundaries with yourself based on the available time that you have for that ‘quick coffee’ or ‘social media break’.
Ali, whilst prioritising his studies, has not taken into account the importance of physical and psychological habits that help him stay on track. He endeavours that this semester will be different, and aims to include exercise and self-care for sustainability in his studies. He could start off by:
Given Ali has a tendency to spend any available time studying, it will be best to first schedule in self-care activities. Thus he (i) Blocks out 3 x 30min blocks each week in his planner for exercise; (ii) Sets aside 30 minutes at the end of the day before sleep to wind down, practice mindfulness and journal (iii) Each fortnight he also prioritises his appointments with his psychologist to work through his perfectionism; and (iv) On alternate fortnights he sees friends.
With the remainder of his time he is able to devote it to his studies, and maps out upcoming assignments, tests, and exams.
Tip #2. TRACK THE THINGS THAT HELP YOU STAY ON TRACK WITH YOUR STUDIES.
Why should you track? Because tracking allows you to identify patterns in your study techniques and how you manage your physical and psychological health. We’re looking for patterns such as:
Studying for certain topics are easier at certain times of the day.
Being more likely to succeed with exercise habits when a friend is involved for accountability than when left to exercise on your own.
A few days consecutive days of feeling stressed primes you to experience heightened anxiety and panic symptoms.
Having all of this data allows you to make powerful decisions when it comes to making changes that work (see the next section!), thus enabling you to be more efficient.
Since Ali has a tendency to focus exclusively on studying (leading to burnout), a priority for him would be tracking how well he sticks to habits that benefit his physical health and psychological wellbeing (see example below in pink). He also uses a daily planner to track his schedule for the day, outline his Top 3 Priorities for the day, and other tasks on his To Do list.
Tip #3. Review how you’re going + make changes to re-ALIGN.
When planning doesn’t go according to plan, don’t give up! All of that information you’ve tracked gives you insight into how to make changes to realign and stay on track with your studies.
Maybe you tried to study a challenging topic at a time when you were most tired, and would be more likely to grasp the content if you studied it at a time when you were more alert;
Maybe what you’d planned to take on for exercising took far too much effort and coordination (e.g. stand up paddleboarding) and instead it would help to choose a more flexible and portable option (e.g. walking); or
Maybe you were underestimated how long tasks took, which led to feeling overwhelmed at your progress, in which case adjust your time frames to be more realistic when setting your schedule.
Maybe planning doesn’t come naturally until you schedule in some regular time each week/day to engage in it.
The point is - don’t give up. All setbacks provide insight into why something didn’t work.
Having tracked his student life for a good month, Ali looks back on the data he has collected and identifies that he is likely to fall behind with his wellbeing habits when there is little accountability. Thus, he decides to exercise with a friend, and sets up a reward system for himself.
Looking over what Ali tracked for his productivity and performance, he recognises that he underestimates how long things take (e.g. summarising a chapter) which can easily lead to feeling demotivated and thus procrastination when time frames blow out. As a result, Ali ends up allowing more time for each task.
Following these adjustments, Ali reviews again after another fortnight and sees there have been some improvements. It also reveals some additional changes that he can make regarding how he organises his student life.
These 3 simple tips are a good starting point to help you organise your studies using a planner. Importantly, it takes time to get into a rhythm and pattern that suits your student life, so don’t feel discouraged if it takes several iterations to find a flow that suits you.
And if you’re interested in learning how to improving study skills, why not check out Nimble Noodle, our online study skills program?
You can also book in with one of our psychologists for a more tailored approach to organising your student life.
Early career burnout - Part 2: Workplace factors
Burnout is on the rise, and it’s disproportionately affecting millennials, Gen Zs, and those in the early stages of their career. Read on to learn what workplaces can do to help.
EARLY-CAREER Burnout (Pt 2: workplace factors)
by Giulia Villa, Fel Donatelli + Joyce Chong
EARLY CAREER BURNOUT – A REFRESHER
In case you missed it, our last article was a primer on early career burnout and those individual factors that increase the risk of suffering from this affliction. To refresh:
Early career burnout refers to the work-related state of mind comprising exhaustion, distancing from one’s work, and decreased personal achievement [1] affecting new graduates.
Burnout is affecting millennials at a higher than average rate compared to the general population (84% vs. 77%), resulting in higher levels of turnover according to a survey on burnout conducted by Deloitte.
The proportion of Gen Z experiencing burnout is catching up to Millennials, with this in part attributable to the Covid-19 pandemic that saw the lines between work and play blurred even further, as well as removing office-based social networks as a coping strategy.
Individual factors that lead to early career burnout include constant connection to work (no) thanks to technology, a fear of failure and negative feedback, as well as mindset, imposter syndrome, and perfectionism.
Looking at individual factors in burnout sheds light on only one piece of the puzzle. Critically, workplaces shape conditions that lead new graduates down the path of burnout. In this second part of our series on early career burnout, we look at those organisational factors and see what actions workplaces can take.
Organisational factors in early career burnout
Various organisational factors contribute to early career burnout, and it’s helpful for workplaces to consider how they can promote better wellbeing to buffer against it.
Job characteristics and design
The overall environment of a workplace is a major contributor to the wellbeing of every employee. Burnout has been linked to excessive workload, inadequate compensation, lack of community and absence of administrative support [2] . More specifically, the following job characteristics are believed to contribute to burnout:
Low autonomy and job control where an employee does not have much independence or influence in their role.
Low role clarity where an employee has low understanding of their role and responsibilities.
Subjective overload where the expectations of the workplace exceed the employee’s capabilities.
Optimising job design means crafting a balance between keeping the employee engaged and benefitting the organisation. The presence of low autonomy/job control, low role clarity, or subjective overload, all pose a risk to employee motivation and satisfaction. Indeed, job characteristics are more likely to predict burnout than individual factors, suggesting that job re-design is the most effective way to prevent burnout.
Onboarding processes: Lack of adequate support, training, and socialisation in the role
Commencing a new role is fraught with confusion and uncertainty. Questions fill the heads of new graduates - what will my colleagues be like? What does my future have in store? What’s expected of me? Indeed, a lack of role clarity is most frequently observed as ambiguity in relation to:[3]
How their job performance will be evaluated.
Whether there are paths for career progression.
What is the scope of the responsibilities.
The expectations of others.
This confusion about their role is just another thing for new starters to worry about and in fact has been linked to higher stress levels and emotional exhaustion.[4] A good understanding of the job description and the relevant duties and responsibilities is crucial to ease the anxiety and inadequacy often experienced by new graduates. It is important to inform new starters of all things relating to their role as part of their onboarding process.
Sometimes, new graduates face a culture of ‘learning by osmosis’. However, a lack of adequate support, training, and socialisation as part of an onboarding process, can contribute to individuals feeling overwhelmed early on in their career. This can lead to feeling underprepared for the role, and inadequacy and frustration can set in thereafter. A lack of socialisation with peers into the role may mean new graduates struggle to assimilate into the role.
Flexible work practices and ever-evolving technology breeds the ‘always on’ culture
Even before COVID-19’s arrival we were witnessing an increasingly blurred boundary between work and play due to technology and flexible work practices (in fact, take a look at this article on constant connection contributing to burnout amongst millennials ). Smartphones and laptops have revolutionised the way that we work; their portable nature means we can essentially always be ‘always on’. Notifications and alerts can lead to overwhelming ‘telepressure’: the feeling that you have to respond to any email as soon as it arrives[5] .
If the separation between work and play wasn’t already challenging enough, the global pandemic transformed traditional ideas of what can constitute a workplace. Many companies opted out of physical office spaces indefinitely in favour of working from home, whilst others were in prolonged lockdown and forced into a more permanent state of blurring the boundaries between work and home lives.
Unfortunately for those commencing their careers just before, or during the pandemic, working from home early in the piece meant missing out on structured formal onboarding processes as well as the informal, ad hoc collegiate support that emerges from being co-located. Put simply, it meant that some new graduates were left to navigate the overwhelming world of their new career from the solitude of their home.
Organisational culture
Workplaces play a pivotal role through their culture, so is your organisational culture building graduates up or burning them out? Organisational cultures that expect high performance and value output above all else, reinforce maladaptive perfectionistic behaviours, emphasise constant connection with the expectation of immediate replies to emails sent all hours of the day, and disparage errors made upon first attempt, are environments that may contribute to burnout.
Certainly, organisations hiring graduates are aware that they are in the early stages of their career, thus careful consideration should be given as to how to support them through this process through a combination of setting expectations in relation to a learning and feedback culture, as well as communicating realistic work practices and performance expectations.
Tips for organisations
Given the importance of the workplace in fostering burnout or sustainable work practices amongst new graduates, how can organisations better support those in the early stages of their careers?
1. NURTURE A SUPPORTIVE ORGANISATIONAL CULTURE
Getting an organisation’s culture right is critical as it serves to support new graduates early on in their career. Ways to promote a positive organisational culture include:
Hiring the right leaders who practice intentional leadership styles who will promote a culture of support and sustainability across the employee lifecycle and emphasise realistic work practices as well as valuing the idea of failing forward. The standards and behaviours imposed by leaders trickle down to affect all employees, greatly influencing organisational culture. Transformational leaders, who engage and motivate employees to enact the change they want to see, have been shown to decrease burnout by improving job satisfaction, performance and personal accomplishment.[6][7]
Actively discourage leaveism, or the practice of working when one is not supposed to be working, including using annual leave, sick days, or weekends to catch up.[8] This may include limiting access to technology and encouraging ‘proper’ time off. Discourage long working hours and constant connection as badges of honour, and instead stress the responsibility of employees to look after themselves to enable optimal performance when they are at work.
Model realistic work practices and work/life balance, particularly in high performance cultures. It’s important for early career individuals to get an idea of how to step into this next phase of their lives, and how to set boundaries around work so that they have time to recuperate and focus clearly the next day.
Have a culture of learning and foster a feedback culture insofar that a new graduate is expected to not know the answers, to make errors, and to fail and these are all viewed as a necessary part of career development. Emphasise the value that new graduates can bring to the organisation. A rigid feedback culture can foster feelings of frustration and hopelessness in new hires. The ability to give feedback is an important component of any employee’s job control and engagement, which we know can be a predisposing factor for burnout.
2. HIRE NEW GRADUATES FOR ‘BEST FIT’ AND CHECK IN REGULARLY
Organisations that hire on the basis of school grades fail to consider if a graduate will be a good fit for that particular role. Developing capability frameworks and success profiles means that organisations are aware of what it takes to succeed in the roles they are hiring for. This cascades down to the hiring process, and incorporating psychometric assessment to match job characteristics to new graduates can not only reveal who may be the ‘best fit’ for the role, it may also reveal areas for an employee’s development and potentially reduce turnover.
Once hired, it’s important to check in on a regular basis with graduates particularly on those aspects known to contribute to burnout (autonomy, job control, role clarity, workload) and make adjustments to their role where indicated.
3. INVEST IN YOUR LEADERS (and, in turn, your culture)
Leadership plays a vital part in your organisational culture.[9] Leaders set the tone for their team in terms of expectations for performance, they can motivate them towards high performance and cohesion, and in doing so weather challenging times.
There are factors that contribute to good leadership, and by investing in the development of their leaders organisations are investing in better organisational culture. Perquiro outlines these factors in their A BRAVE Leader model, identifying these qualities as critical to good leadership:
Authentic leaders have a strong understanding of their own values and act with integrity.
Balanced leaders remain calm in challenging situations and are open to feedback.
Rational leaders use logic to guide decision making, are consultative, and check their own assumptions.
Action-oriented leaders act promptly and demonstrate accountability.
Visionary leaders communicate the organisation’s vision and invests in building collective goals.
Empathetic leaders show genuine care and concern for others.
4. SEEK ASSISTANCE
In much the same way that we would encourage individuals to reach out and seek help if they’re experiencing burnout, organisations would be well-placed to call in consultants to look at their overall culture, as well as their hiring and onboarding processes, and how these facilitate or buffer against burnout in their team and, particularly, their new graduates.
A blend of organisational design and workplace consultants (such as our organisational psychology arm Perquiro) and clinical and registered psychologists that focus on workplace mental health (that’s us!) can help set your organisation on the right path through helpful work design, appropriate recruitment practices, and equipping employees with the right tools to help them manage their own wellbeing.
Early-career burnout getting you down? Grab our tip sheet below to learn more about how to help yourself.
REFERENCES
[1] Maslach, C., Schaufeli, W.B., & Leither, M.P. (2001). Job burnout. Annual Review in Psychology, 52, 397-422.
[2] Maslach, C., & Leiter, M. P. (2008). The truth about burnout: How organizations cause personal stress and what to do about it. John Wiley & Sons.
[3] Handy, C.B. (1976). Understanding Organisations. Penguin, Harmondsworth.
[4] Jackson, S. E., Schwab, R. C., & Schuler, R. S. (1986). Towards an understanding of the burnout phenomenon. Journal of Applied Psychology 71, 630-640.
[5] Peake, M. (2015, July 10). Do you have early career burnout? Friday Magazine. https://fridaymagazine.ae/life-culture/people-profiles/do-you-have-early-career-burnou-1.1547679
[6] Lowe, K. B., Kroeck, K. G., & Sivasubramaniam, N. (1996). Effectiveness correlates of transformational and transactional leadership: A meta-analytic review of the MLQ literature. The leadership quarterly, 7(3), 385-425.
[7] Zopiatis, A., & Constanti, P. (2010). Leadership styles and burnout: is there an association?. International Journal of Contemporary Hospitality Management.
[8] Hesketh, I., & Cooper, C.L. (2014). Leavism at work. Occupational medicine, 4, 146-147.
[9] Mohelska, H., & Sokolova, M. (2015). Organisational culture and leadership – joint vessels? Procedia – Social and Behavioural Sciences, 171, 1011-1016.
Early career burnout - Part 1: Individual factors
Burnout is on the rise, and it’s disproportionately affecting millennials, Gen Zs, and those in the early stages of their career. Read on to learn what you can do to manage your burnout.
EARLY-CAREER Burnout (Part 1: Individual factors)
by Giulia Villa + Joyce Chong
What is EARLY CAREER BURNOUT ?
Commencing a career is an important transition point in a young person’s life, and the first ‘real’ job should be an exciting new adventure. Yet the challenge of adapting to a new role and a new lifestyle can come with a great deal of stress. For many who are in the early stages of their career, and starting to feel stressed and anxious about work, it’s important to consider if poor wellbeing is tipping into early career burnout. Burnout is a work-related state of mind comprising exhaustion, distancing from one’s work, and decreased personal achievement [1].
Why are new graduates at the beginning of their career at a higher risk of burnout? There may be a combination of factors, including experiencing challenges they feel underprepared to cope with, or unable to fit into a new culture and way of life. Overwhelmed and unable to adjust to their new circumstances (both professionally and personally), these individuals then start to experience burnout.
Burnout is a phenomenon recognised in many professions - something routinely identified amongst junior doctors and nurses, teachers and academics (amongst many others) - yet we all have the potential to experience burnout, no matter our profession or our stage of career, and it has a very real effect.
“Consider the impact of health professionals caring for the lives of others, workers operating heavy machinery, and teachers tasked with educating the next generation, turning up to work feeling frazzled and overwhelmed. ”
Indeed, burnout is regarded as such a significant issue that the 11th Revision of the World Health Organisation’s International Classification of Diseases (ICD-11) has classified it as an occupational phenomenon resulting from chronic workplace stress that has not been successfully managed.[2]
Organisations should sit up and notice the very real implications that burnout has for employee wellbeing and mental health, lost productivity, and turnover, and it is something that is disproportionately affecting early career employees. In fact:
Burnout is affecting millennials at a higher that average rate compared to the general population (84% vs. 77%), resulting in higher levels of turnover according to a survey on burnout conducted by Deloitte.
The proportion of Gen Z experiencing burnout is catching up to Millennials, with this in part attributable to the Covid-19 pandemic that saw the lines between work and play blurred even further, as well as removing office-based social networks as a coping strategy.
In this two-part series on early career burnout we look at reasons why new graduates at the beginning of their career trajectory are at risk of burnout, and what can be done to make the transition easier at the organisational and individual levels. Here, we shine a light on those personal factors that contribute to early career burnout.
Individual factors in early career burnout
For many, ‘early career’ follows many years at university or in an apprenticeship. Stepping into a job can look very different from sitting in a classroom, or working under significant direction, as you transition into working independently in an organisation. Below are some individual factors that contribute to early-career burnout.
Mindset, Imposter syndrome, Perfectionism, and early career burnout
Mindset plays a powerful role in early career burnout. Consider the expectations you had of your first ‘real job’, and your desire to make a good impression in the workplace. Stepping into the real world may even trigger Imposter Syndrome, in which you feel like an intellectual fraud and fear being exposed. These fears can then lead to perfectionistic coping behaviours so as to avoid negative evaluation, which in turn can inflate workload and contribute to burnout. [3][4]
Openness to feedback and normalisation of ‘failing’
When there is a fear of failure, feedback and asking for help can seem taboo - as if bringing into sharp attention one’s inability to understand what’s expected of them. This mindset [5] can be self-sabotaging, particularly where goals are not communicated clearly to you - rather than asking for clarification, a fear of failure can lead you to spend too much time trying to guess what you’re supposed to be doing.
Ability to manage yourself - what your study habits reveal
Congrats! Your uni days are finally behind you. Or are they? You may have heard every tertiary student’s favourite saying: “Ps get degrees”, mainly that passing your course and getting a degree helps with finding a job. While this is hard to argue against, there are certain student characteristics that set you up for a helpful adjustment to your new role or early career burnout. An 18-year exploratory longitudinal study tracking students through their university studies and subsequently into the workforce found that individuals who showed high initial social optimism, and whose social optimism increased, were less likely to withdraw and ‘self-handicap’ through task avoidance.[6],[7]. Put simply, being able to manage yourself and avoid procrastination bodes well for an easier transition into the workforce.
Constant connection and social comparisons
Yes, smartphones and laptops, as well as the blurring of work and personal spaces thanks to COVID-19, means that many early career individuals can essentially be constantly connected. However, is it in your best interest to be tethered to your work at all hours of the day, dreading each time you receive an email notification?
Constant connection can also breed upward social comparisons with other early-career colleagues, or even those whom you studied with. This can lead to lowered self-esteem as you believe that everyone else has achieved more than you, and create pressure to perform at - or even exceed - what you think others are doing [8].
Tips TO MANAGE early career burnout
1.Manage your expectations
The start of your career is an exciting time indeed, but it’s important to manage your expectations (about the job, about your work pace, about what is expected) appropriately to avoid burning out. Learn all you can about your role, look to others who perform similar roles for guidance, but above all recognise that you are at the very start. Avoid comparing yourself to someone who has done this for 5 or 10 years.
2. Practice self-care (no, really!)
Nurturing your mind, physical health and social life is just as important as nurturing your career. Some ideas for finding balance are:
Make the most of your lunch breaks. Take a mindful break by going for a walk, enjoying a meal away from your desk or calling a friend. This will give your brain a much-needed rest and boost your energy levels for the rest of the day.
Schedule ‘me time’ as you would schedule meetings. Whether it’s an exercise class, your meal-prep time or a social outing, blocking this time out in your calendar will help you stick to your plans.
Listen to your body’s cues. Everyone is different. You may find yourself losing sleep, getting sick more often, or simply being in a worse overall mood. Ignoring these signs is likely to lead to a breaking point later down the track, so be vigilant that your body may be trying to tell you something.
3. Set boundaries with others and with yourself
This may seem daunting to a new starter, but protecting your own wellbeing will make you a better employee in the long run. If you are able to, consider removing unessential work-related content from your mobile phone. Reducing the notifications you’re receiving after work hours will help you switch off, so that you can be more refreshed and productive the next day. New employees often overestimate what their boss actually expects of them. To avoid miscommunications, setting boundaries may involve having a conversation with your employer about your availability outside of work hours and the importance of this time for your rest and wellbeing. Our article on leavism can help you understand what leads us to work outside of work hours or on holidays and what we can do about this.[7]
4. Seek help
Our tip sheet below looks at some ways in which you can manage burnout, but if your burnout symptoms have reached a level that you feel you no longer can control, it may be time to speak to a professional. Most workplaces provide confidential psychological support services via Employee Assistance Programs, or you can reach out to an external professional to assist you in this time such as a psychologist who works with workplace mental health (like us!) to help you understand the cause and drive of your burnout as well as help you manage them so you can go back to feeling like yourself.
Early-career burnout getting you down? Grab our tip sheet below to learn more about how to help yourself.
REFERENCES
[1] Maslach, C., Schaufeli, W.B., & Leither, M.P. (2001). Job burnout. Annual Review in Psychology, 52, 397-422.
[2] https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases
[3] Sakulku, J., & Alexander, J. (2011). The imposter phenomenon. International Journal of Behavioral Science, 6, 75-97.
[4] Dudau, D.P. (2014). The relation between perfectionism and imposter phenomenon. Procedia – Social and Behavioral Sciences, 127, 129-133. Doi:10.1016/j.sbspro.2014.03.226.
[5] Dweck, C. S. (2006). Mindset: The new psychology of success. New York: Random House.
[6] Salmela-Aro, K., Tolvanen, A., & Nurmi, J. E. (2009). Achievement strategies during university studies predict early career burnout and engagement. Journal of Vocational Behavior, 75, 162-172.
[7] Salmela-Aro, K., Tolvanen, A., & Nurmi, J.A. (2011). Social strategies during university studies predict early career work burnout and engagement: 18-year longitudinal study. Journal of Vocational behavior, 79, 145-157.
[8] Patrick, H., Neighbors, C., & Knee, C.R. (2004). Appearance-related social comparisons: The role of contingent self-esteem and self-perceptions of attractiveness. Personality and Social Psychology Bulletin, 30, 501-514.
[9] Hesketh, I., & Cooper, C.L. (2014). Leavism at work. Occupational medicine, 4, 146-147
How can you counter the winter blues? Check out our tips on how to boost your wellbeing during the colder months.