And, Michelle, did you have your hand raised? Okay. All right. Any other questions before we get started. At the end of the webinar. We will be presenting a post survey. If you can, please, it supports our grant and our work, it would be appreciated if you would take the time to complete it. So I am honored to introduce a colleague of mine, Maria Papas who will present today's webinar. So I will hand it over to Maria so that she may introduce herself and get us started on this wonderful topic. Thank you, Maria. Thanks, Kim. So welcome, everybody. I am Maria Peptis, and I recently retired from the University of Delaware Cooperative Extension, but have a few decades worth of experience within cooperative extension as a family and consumer science educator. So my focus has been primarily on financial management throughout my career, and but have taken on leadership roles in administration, have more recently worked a lot around the topics of farm stress. And there is an organization that you may or may not have heard of, and that is the Farm and Ranch Stress Assistance Network, and in the Northeast, that is called Cult vemos. And I have been involved in that project for the last four years. And one of the roles that I have played within that organization is helping to develop resources and curriculum and training for extension and non extension personnel around farm stress and topics related to building resilience. And so the presentation today Funding came from that Northeast Farm ranch excuse me, Northeast Farm ranch Stress Assistance Network, also known as Cultivmos. And one of the topics that we have developed as part of the curriculum called Confident Conversations is Understanding burnout and strategies for prevention and management. And so I am very pleased to be with you today, and I want to start out with a comic. So here's this gentleman, and he is sitting in his cubicle, and he is surrounded by a pile of stress balls, right? And his comment is, Yeah, I know I only needed one stress ball to squeeze, but this is way more relaxing. And I wanted to start out with this because one of the things that we have tried to elevate in our work is the use of humor, right, in helping people just have a moment of smile of laughter, of, those sorts of things. And what I'd like you to do just for a moment is, for those of you who kind of read this slide, you know, think about what happened to your body when who read and read this and then relaxed and laughed. Most people tell me that they do that. They just relax and one of the things that we know about humor, is, you know, certainly when it's appropriate humor. It gets us into the present. It gets us to stop thinking about whatever it is that we're worrying about. It gets us to relax those brain chemicals, right? They know, kind of get us to a different place. So I offer that as a very instantaneous tool that you can use for yourself and for those that you're working with as a way to get people in the present in the moment, and even just relax a little bit. So that is part of our curriculum. Today, we're focusing on burnout. But humor is one of the concepts in our confident conversations curriculum. So today's objectives. Basically, is to understand burnout on the mental health continuum, understand what cumulative stress is all about. Understand the causes and identifying some strategies to address and manage burnout or some of those symptoms, I'll just say, and understand the role seeking help can play in managing well being. M. So as you know, mental health is really a continuum from kind of very low flourishing, on the kind of the left hand side of the scale, where your well being is optimal, you're maintaining well and you're continuing with actions, all the way to kind of the other side of the continuum where your stress or your mental health is not at its peak, that you're in poor mental health and well being, which is causing distress and significantly impacting your daily activities. And You know, at that point, that's where you're hoping, right, that you're getting some external support and collaboration to manage those stressors or exploring new ways to manage stress. And most of you, I believe, are aware of this continuum, and I'm really trying to change the language, right? Because it's really about well being, right? And I think there's a lot of baggage around the words mental health. And so we tend to think people are when we hear the words mental health, we tend to think that they're on the severely unwell part of this continuum. So, mental well being is a great way to kind of talk about this. And when we talk about burnout, you can see sort of on the bottom of the slide, the little red arrow, right? And so the little red arrow is kind of showing where signs and symptoms of burnout. We might be able to see them, right? Where people are starting to struggle and where people are maybe highly impacted by what's going on in their lives. So we know that, of course, long term stress, and long term burnout can't be good. It is known as chronic stress, and it refers to the cumulative effect of stress. And so whether or not, whether or not, people are managing, we know that when people are under chronic stress, they are not managing well. And sometimes that can sneak up on us, right? So we think we're managing, we're coping, we're coping, we're coping, and then all of a sudden something else, the next straw in the camel's back, and that kind of puts us over the edge. And so one of the things that's really important to recognize that's different than say, depression, is understanding burnout. And so Maria, can I interrupt quick Ange. Say that again. So I am not sure why my hand is raised. I did not do it. Okay. Sorry about that. Okay. So we know there's international studies that show that burnout rates are evident in pretty much every industry. And we know from the research that burnout rates increase when employees work 50 or more hours per week, and there is a a substantial increase when you're working 60 or more hours a week. We know that burnout is a term that is typically associated with work environments. However, more recently, researchers are using the term for those who are caregivers of family members, and those who are juggling large workloads of both work and family environments. Really, there is no one who is immune to burnout. Now, burnout is not depression. It isn't simply a result of long hours. Burnout is no longer caring, no longer having energy and no longer feeling like your efforts matter. It is sustained exhaustion and deflation. And so you see on the slide, right? There's three bullets, the exhaustion, cynical detachment, right? It's really a depletion of social connectedness and a reduced sense of efficacy or a depletion in a belief about oneself or the value of what you're doing. So Burnout doesn't just impact the person, the stress, and low job satisfaction. It can spill over into other areas of life by causing marital problems and family conflicts. It can create physical symptoms like fatigue insomnia, substance abuse, a weakened immune system, heart disease, and increased risk of suicide. So as you can imagine, there are physical implications, and emotional implications for this burnout. The other thing, from a work environment perspective, it can lead to absenteeism and turnover. But also, it can be contagious in that the burnout of one employee can impact other team members. And so And so it does can have a ripple effect, right within organizations. So constant overwork can lead to exhaustion, increased barriers to success of operations can manifest in detachment to the job or business, or feeling like it is just impossible to do all you have to do. And this, of course, can feel like inadequacy for people. I'm not going to say, raise your hand if you've ever felt like this because I don't want everybody's hand to go up. I think at some point or another, we've all felt like this, especially through the pandemic when there have been less workers, you know, more put on our plates and whatnot. So I wanted to add some information about burnout in terms of some statistics. So there was a recent study in the last couple of years that the American Psychological Association studied. The population was about 1,500 folks, but nearly three and five. That's like 60%, right? Reported negative impacts of work related stress, including lack of interest, motivation, and energy, right. 26% reported that. The lack of effort at work. 20% reported that. And 36% reported cognitive weariness, 32% reported emotional exhaustion, and an astounding 44% reported physical fatigue. And that's a 38% increase since 2019. So to me, that is huge, right? Now, granted, that was during the pandemic, and we were all kind of exhausted. But you can see the prevalence is there and is still there. Not surprisingly. Highest rates are known among teachers and health care workers. And some of the stuff that is causing these feelings and the burnout is just some of the politicalization of wearing masks and vaccines and feeling a lack of support from the government or the workplace, especially in public facing jobs. That makes people feel cynical about their jobs and about the public in general, and certainly some of the dynamics that are happening politically. So I wanted to share that that it's not just an individual or generally an organization, but it could be the environments in which we're living, too. So I have to throw this in because, you know, hey, I'm affiliated with this farm stress project, but farmers and burnout is relatively high. And in fact, over the last ten years, there's been an increase in the number of farmers who have committed suicide or have taken to substance abuse. And so what the research there is saying is compared to non farmers, farmers have experienced overall higher levels of burnout, exhaustion, cynicism, and professional efficacy. The women tend to be experiencing higher symptoms than men, and Certainly, other factors can impact that like if farming is their only job versus whether they have off farm work, and what else they are juggling on the farm, so to speak. What are suddenly those signs and symptoms of burnout, right? You can see here, physical exhaustion, and that may look like chronic fatigue, insomnia, forgetfulness, you know, lack of appetite, anxiety, depression, anger, Secondly, is that cynicism, so loss of enjoyment. And that might be loss of enjoyment at work, but it could be just loss of enjoyment period, right? A tendency towards pessimism, isolation, detachment. And so for some people, like, I like to think of extension people, we tend to be like many entrepreneurs. So we're all out doing our thing. And so sometimes it's hard to see this in our colleagues, right? B, they may disappear and you may not know why because then they'll just say, I'm busy doing this other project when in reality, they just might be burnt out and they're trying to isolate themselves. And I think this happens a lot of times in jobs, right? When we're overwhelmed, we tend to withdraw. And then lastly, is that feeling ineffective and so there's feelings of apathy and hopelessness or maybe you're irritable, or maybe there's a lack of work performance. Another way to sort of look at this, right is sort of engagement versus burnout in your business or your organization. And so engagement sort of at the top of this slide, burnouts at the bottom. And there's an expectation around energy involvement and efficacy in our roles, right, whether that's at home or at work. And you can see when you're engaged, there's more dedication, you're more involved, there's more excitement and vigor, whereas in burnout, you're more exhausted and cynical and ineffective. And one of the things that's really important to recognize is burnout is not just in our heads, right? It is not just emotional or physical exhaustion. It is not the equivalent of feeling anxious, frustrated, or overwhelmed. And it's not just feeling depressed or angry, right? All of those are just the symptoms. Burnout has the power to change the function and structure and chemistry of the brain. And so there are researchers who are using MRI and brain scan technologies to look at neuro imaging of brains of people who are feeling burned out. And the scientists found that burnout is associated with an enlarged migula. And that's the part of the brain that regulates negative feelings like fear and anxiety. And so here we are physically, feeling these symptoms, but in essence, it's our brain that is Because of the way the hormones and enzymes and chemicals are working, they're actually elevating our negative feelings. And additional imaging showed a decreased connection between the amygdala and the anterior cingulate cortex, which is the part of the brain that regulates emotional distress. So it's the structural changes that can cause people to feel a heightened level of negative emotions and then have a hard time calming down from those feelings, causing a cycle, to spiral further and further downward over time. And that cycle can lead to struggles in productivity and memory, attention, anxiety, and then other physical aspects of living. So I think that's really important to recognize that, you know, it's not just in our heads. So key aspects of work environments to consider are really the job demands, right? And those are the aspects of the work environment that that cost energy, that that is that, you know, amount of workload, the complexity of the job, the physical workload, maybe time pressures, or even over work load, right? And then there's the job resources, right? And so it's a balance between the demands and what kinds of resources are we getting? And those resources might be physical resources, but they might also be things like, you know, am I getting positive feedback? Am I getting support from my leadership, am I getting rewards, as well as things like what's the job control or decision making authority in in terms of my roles? So why is managing burnout important? I think I probably said. It's probably pretty obvious, right? We know that burnout is real and has an impact not just on us individuals, but also the enterprises, right? People who are burned out tend to leave their place of employment or they exhibit behaviors that can undermine the business. And sole proprietors or small business owners who are burn out can basically lose their sense of values that motivate them. And so especially in farming communities or small business, small business operations, this can be very, very debilitating. So when we look at burnout, right, and kind of peel the onion around what can cause burnout? One of my colleagues from Maryland extension, Mia Russell did her PhD thesis and ended up writing a book about this specifically. And so Based on the research, we can dissect this, right? What are the organizational aspects that can create burnout, what are the job related aspects, and then what are the personal aspects? And this chart is in the handout that we'll be sharing with you. It talks about the characteristics of the work environment. But then what might create some of those reasons for burnout, right? So organizational aspects we might want to look at are things like, you know, is there open communication and recognition? Is there support? Are there learning opportunities? Is there a climate of respect and fair treatment? And if there isn't, right, then there can be conflict, and there can be burnout over time. And so things like lack of appreciation or lack of support from leadership or, you know even the physical environment, right? Can impact burnout. Job related aspects, right? So now I'm in the second row. Things like job autonomy, how challenging is the job? Do you have help doing the work? Is there a reasonable time pressure? A roles clear is the workload manageable? How much flexibility do you have, right? And when those things aren't there, that's when burnout can be happening. And then there's the personal aspects, right? If there's a work life fit, meaning, if you are working 75 hours a week, even 50 hours a week, and you're also trying to parent, and the environment is not supportive of that, You know, that's not a good fit, right? Is the work load and what you love to do aligned, right? That's where that work life fit takes place, right? Satisfaction with earnings and benefits, you know, is your family provided for, meaningful daily activity, you know, do you feel good about what you're doing, right? All of those things are the kinds of characteristics that help support us, and when they're not there, that's when we have stress and anxiety and lack of motivation. So one of the key things really is about boundaries. It's about understanding oneself. You know, what is it that you need? What is it that the job is challenging you with? And is it something, you know, to me, the job related aspects is a little bit about how well can you talk with your supervisors about shifting job responsibilities versus the organization. Like this is just the way the organization is, and there's no way in heck I'm going to be able to change anything? So I'm going to get you to kind of talk about in the chat, right? What are some of the signs and symptoms that you might see in your colleagues or clientele? Just you know, just type them in. What are those things? And what are the contexts do you see these signs and symptoms? In other words, you know, is it the person? Is it the job role? Is it the organization? You know, you know? I don't know. Let go of some of your observations around your work work work situation? And then we're going to talk a little bit about what can we do about it? Disengagement in cynicism, fatigue, loss of interest, gossiping, too much, showing up late, not caring. They don't work as hard, change in work habits, dealing with a sick kid and still trying to work, disengaging during meetings. Lack of motivation. All Irritable symptoms. Look when new tasks are assigned. Observation of state employees is the bare bone staff with the same demand for production is the reason for burnout. I think that's probably more than just the state medical. We saw a big push of that in teachers too. Taking extended time off. Little from co workers. If I started screaming, do you think anybody would notice? Doing your other thats a hug. Yeah. Extreme sarcasm. I like that one that's definitely spaced out, work in grad school, working with less staff. Yeah. So I'm feeling like we're all experiencing this in some way, right or another. So thank you. Thank you for sharing because it's there. And then I'm sure some of the folks that you work with, right? They're experiencing the same kinds of things, meaning your clientele, right? Yeah. So, how can we kind of address this, right? So recommendations to address physical and mental exhaustion. You know, this picture on here, You know, I have to say, it kind of cracks me up a little bit, right? In our world of technology where we're trying to plug in all the time. We don't often plug in ourselves, right? And so best way to remedy exhaustion is to give yourself and others breaks. And I think back, you know, oh, my gosh, 25 years ago, where I actually had a boss who would force us to take a coffee break at 10:20, right? We were expected to be in the work room with a cup of coffee, and we would stand around and share for 20 minutes what was going on. Sometimes it was work related, sometimes it's family related, right? But Oh, my gosh, it took us away from our computer screens. It got us to communicate in a different way, and we took a break. You know, how many of us are really doing that anymore, right? So breaks, really important. Scheduling down time and high activity time and giving yourself breaks in between. All of that really important, and then setting boundaries for yourself around rest, sleep, and down time. You know, turn your phones off, right? Turn them off. And then having conversations, right, about those boundaries, whether that's with family or with friends. You know, I know some parents are like kids. You're going to bed at 8:00. I don't care what you do 8-9. Well, they do, but you know what I mean? Because I need downtime before I go to bed, right? So not to work, just to rest. But one of the things that I found really important is I was, Doing research for this was the notion that even micro breaks as long as 5 minutes, but even a minute can help restore focus and concentration. A minute, a minute, a minute. And how many of us even take a minute? No many, right? So a micro break is anything that switches your attention mental and physical away from what you're concentrating on. And so that could be a coffee break, that could just be stretching. It could be walking around in circles around your dining room table. Anything, right to get you a little bit more active and switch the brain. One of the other things is, my sister is really in Instagram. I'm honestly not very into Instagram, but that was one of the ways that she kind of like sparks a little bit of humor, a couple of chuckles and then goes back to her, what she needs to concentrate on. So setting boundaries, scheduling, breaks, really important. How you addressing? We have a combinator there's too many distractions. Try tackling a clutter pile. It will clear your mind. It makes you feel like you got a little something done. Awesome. That's a great That's a great suggestion. Yeah. I've got a few I'm a file excuse me. I'm a piler, not a filer, so I totally get that. Okay, let's talk about addressing detachment. So, det I love this comic. I have to say, you know, I don't know whether it's the barb wire that makes me chuckle or what, but it just says, You are so unapproachable these days, Derrick. Cracks me up. Y way. So detachment, setting up routines to help you stay grounded and connected to your sense of purpose. All right, so how can you do that? What are some ways? Type in the chat? What are some routines you can use to stay grounded and connected to your sense of purpose? Share your ideas because we all can use them. So this detachment, go ahead. Yoga, travel, lay the clothes out the night before, pet Meals, daily affirmations, swim, Do not have my work e mail on my personal phone. Yes, Tiana. Diana. Walking, eat good food. Quiet drives home. I love that one. And radio off. Who needs the news when you've had a rough day? Yeah. Break during the workday. It's your time to take it playing with Puppy. People calling you out on your own BS. Oh. Set alarms to remind yourself of important focus. Fk. Okay. I think that's it. Thank you. Thank you. So the thing about detachment that's so worrisome is that you don't care about anything anymore or anyone, and it can be a vicious cycle, right? Because strong detachment isolates you from the support you need to overcome burnout. So thinking of the ways where you spent a lot of those suggestions, we're sort of spending time with self, which is great, but also think about spending time with people who make you happy. Imagine that, right? Who don't or not, you know, who bring good things to your life. I'll put it that way. So checking in with others and helping them through their struggles, being kind to others, right? Helps you regain that connectedness and sing scheduling, scheduling time for fun activities both at home and in the workplace. You could be listening to podcasts, right? Things that are elevating. Making sure that you have lunch with people and your spouse, you know, doing fun things. Um and certainly scheduling time to spend time with people that you care about, right? Especially those of us in the helping profession. We tend to give all our energy away to those who need our help. And yet, and yet, you know, we don't always save some of that energy for the people who we love the most. So create fun down time, and that will help. Okay. What about self efficacy? So self efficacy is an individual's belief in their capacity to act in ways necessary to reach specific goals and affects every area of our human endeavors. And by determining the beliefs a person holds regarding their power to affect situations, self efficacy strongly influences both the power a person actually has to face challenges completely and the choices a person is most likely to make. So a lot of this has to do with self perception, right? And how powerful we think we are? I can impact the beliefs we have in oneself and our own confidence. So clearly, if we are working in situations where our successes are not celebrated, right? Then we can feel burn out. So how do we create successes? How do heap a sense of control over our lives? That help us accomplish our goals and important tasks. So we need to celebrate the successes, me, and we can do it simply. Think about the ways you celebrate your successes. Type some of those in the chat so you can share with each other, how do you celebrate your successes? Is that a snickers or a reset cup there, Stacy? You put candy. Eat out with friends. Good cup of tea. Take the dog for a walk. I think sharing them with people too is sh you know, celebrating in a way of just telling people, you know, it could be a small little accomplishment, you know, being proud of yourself. Read a book, giving myself time to read, wine and dine with a good friend, chocolate. No. Something from Amazon's wish list. So we need to remember, right that when implementing strategies to increase our self confidence and self efficacy, we need to keep in mind that it takes time and practice, right, especially if we're learning something new or are trying to accomplish a goal that is on our to do list, but we just put it off. And so we need we need to create the experiences. We need to put in place the verbal persuasion, or the physiological arousal to get things done for ourselves, not just for other people. So how can self efficacy be improved, right? It's about developing that skill set. It's about modeling for others, right? Focusing on specifics, especially if it's kind of a big change, right? U But especially for, you know, like if you're giving yourself sort of general feedback. Hey, you did good. You know, that may not feel as important or impactful is like, Hey, you lost a pound this week, right? So, thinking about what are those things that, you know, when I want to say this? Keep your confidence up. And so and then putting into place some places for positive reinforcement. Because we know, that when things are positively reinforced, we're more likely to continue them. So strategy that can help prevent burnout, things like looking at your workload, right? Planning the work, delegating, if you can, saying from the Nofok Unit. How are you doing? Saying, no, letting go of perfectionism. You know, Okay, last week, I gave this talk, and some gal said, You know, I work and work and work. And sometimes, you know, I have this expectation and and she raised her hand like above her head. I have this expectation of the where I want my work to be. She raises her hand above her head. And she said, And then given the environments I'm in. I only get to and she puts her hand like next to her ear, I only get here. And everybody else says, Oh, that's great. That's great. But I don't feel like I've met my expectation. And so she's feeling uncomfortable, right? She's not feeling like she's meeting her goals. And so some of it is about getting how do I want to say? Not only getting feedback, but also fixing in our mind, what is realistic? And not to say we shouldn't work hard and shouldn't meet our goals, but let's make sure our goals are realistic within the context, whatever the context is. So that notion of letting go of perfectionism and communicating about work overload or work goals is really important, right? Because, especially as women, we tend to be over achievers. So that is an important piece of preventing burnout. Asking the questions about what is a realistic outcome about our workload. So control, again, this is about perception. What's the reality regarding our control? Community, what is that feeling of support? And if it's not there, then how do we create it, right? Understanding and feeling that there's fairness. And again, it's about expressing, what's fair and what's not fair. Balancing tasks, taking those mental breaks to rest your body and your brain, and then making sure that your values are matching and aligned with that of your organization. Very important pieces, right? So the next couple of slides talks about reflection questions to help address burnout. And this is in the handout that we're going to share with you. So I'm not going to spend a lot of time here, but these are the kinds of things that you could be asking yourself or maybe some of the clientele or colleagues that you're working with a you know, reflecting about what's working and what's not working for you, your colleagues and or your clientele when it comes to addressing burnout, right? So things like what are key priorities and how do you make those happen? What's some things that you can say no to that will give you at least 5 minutes back, right? So you can take those breaks. How can you celebrate successes? You know, And I love this one. If the strongest leader you knew was struggling with stress, what would you advise them to do? So I think it's important to recognize that self indulgence, right? Is not self care. So there's some practical approaches to addressing burnout, and things like, you know, making peace with self care, or whatever it is you want to call it, and acknowledging your resistance is the first step to overcoming it. It's important. It's never too late or too early to address burnout. And making it your own and experiment. And I really appreciate everybody putting things into the chat about the things they do to kind of help ground help realign, help address burnout symptoms. It's important that we support each other in that, but you need to figure it out. Like, I notice some of you are like, Okay, I'm going to read, or some of you are like, I'm going to go walk the dog, right? All are great. You just got to figure it out for yourself. I have a friend, she takes a bath every night. And then she visualizes all the stress going down the drain. So whatever it is, right? Figure it out. Making it micro is a way to build it into the day, right? Short diversions can provide a powerful boost scheduling it. You know, I have another friend who, like, on her phone, puts in a little alarm that goes off every hour. Like, and she just gets up, and she walks around, goes gets a coffee, comes back, plays a little game, you know, three or 4 minutes, and then she's back at it, right? And then share it. Make it clear to others. Be a good example. You don't have to do this in silence. So I love this picture. Questions, comments is my last slide. But I love this picture because sometimes we do need help to change up our brains, and those people on the outside of us can help us do that. And sometimes we need to just Ask for help, right? F professionals, from colleagues, from friends, in terms of setting boundaries, in terms of getting us out of our heads, in terms of giving us other ideas. So I share that last slide with you for both a giggle and for thinking about who in your life can help change the light bulb a little bit and help you you get back to being yourself. This is me, Maria Pipeds. That's my e mail. Please feel free to reach out. I wanted to share this. This is our bigger project using humor and improvisation and building communication skills around stress and mental health. And there are resources and these slides are available for use with other audiences. This is some of the references, and I need to get to this slide, I think, so that you know who helped sponsor this initiative. And then, let's see. Lastly, this one is our QR code for our survey. So we would really appreciate, if you would take just a couple minutes to take the survey to help provide some feedback about our program today. I did put the links into the chat along the way, Maryland's registration for there. Webinar. We have the Webinar questionnaire is a link that you can click into, and Maria's Information is also in the chat. I will send that out with the recording to everyone, so I know somebody else asked. I will get that out to everybody who is on the registration. I would like to take any questions for Maria. You can mute yourself or you can type it in the chat. Maria, is there anything that medical coverage could help, I mean, will it cover the burnout? Well, you know, you're going to have to connect in with your family doctor or a counselor, right? And then you know, if there's medications and whatnot, if that's what the person is asking about. But I think, you know, burnout You know, I think it would be considered a mental health related topic. And and so connecting in with mental health. However, your insurance gets you there, right? But I see in the chat, someone says, you know, check in with HR, too, right? I mean, there might be some resources available through work. Thank you. April. That was a good. Question. Any more questions? I do. This is Robin. I work in mental health as well as working in medical. And I'm not sure that I got a very distinct distinction between depression and burnout. I mean, I know what burnout is. I think I know what depression is, but I think what you were saying is that burnout represents symptoms like depression, I that so that's why it's a to distinguish? Yes. Okay. I just wanted to make sure, Thank you. Yes. I think some of the causes, I think, can be different, right? You know, burnout traditionally has been affiliated and associated with work related issues, right? But we're starting to see it more within a family context as well. I think what I find in terms of the burnout is the systems at play that everyone needs to work within, and we don't have a chance to have a say, and we're constantly forced into doing something that doesn't work for us. So my self help tip is to push back and say, this is what I need, and I'm sorry, I can't meet your need. And I think that's a shock sometimes because everyone just expects you're going to comply, and it's not always feasible. Not everyone is going to fit into the same mold, and I think we need to make it clear that we can't always comply and that that's okay. I think that's a really great point, Robin. You need to self advocate. And, you know, most employers, they don't want to go through the process of trying to replace you, right? And so, you know, they know they need to listen. And if they don't, well, then you know it's not the right fit for you. And then you can find a different place to work. But I know, for me, it's everything's being pushed to to The cloud or, you know, away from having a piece of paper, which to some people, that might be good, but I see the people that are pushing in that is that they want to come off as being green. But at the same time, we might still need the paper. Well, we still have to print it. So I just try to let people know that sometimes those efforts are not helpful when we're trying to put everything on the cloud, and I can at least still say that I'm a little bit old school, and can guarantee that I'm protecting someone's data, so, you know, this kind of things. Yeah. Yeah. Yeah. I mean, there's there's a lot. There's a lot, right? I mean, how many portals can a person have, right? I mean, That's exactly what I've said, you know, especially when you're working with the insurance companies. Like, you think you're the only one asking for something. I've got ten others asking for different things. At some point, I have to get my needs met, and, you know, they're starting to listen, which is really nice. So I appreciate this topic, today. Very interesting. Thank you. Thank you for your comments, Robyn. Anybody else want to share? Cheryl said they have a mental health staff come to the job once a month, which is quite remarkable. And she touched on another point, the financial side. So a lot of that stress the burnout can come from many different factors in. So if you have a financial person, she has one coming in too. It can take apart, maybe down some of that stress also. Right. And Aisha is asking, how do you change the culture at work or make it known that it's an issue. You know, obviously, it depends on the organization you're in, Aisha, but certainly talking to HR, right? Seeing if there's some things that way that can get an individual, you know, help at an individual level, talking with colleagues and supervisors, depending on you know, the relationship that you have with them. I think it is important. You know, talking about how do I want to say this, talking about some of the questions around, you know, think looking at that chart, right? The chart that's in the handout. What are some of the things that are off balance? And can you kind of identify those topics and have conversations around those topics? Absolutely. Well, thank you all for coming. It is 1:00. I appreciate your time spending here with the Reach and Rhoda grouping from Delaware. And we look forward to seeing you next month on the Maryland Webinar. That's also in the chat. Please fill out the questionnaire and Maria, any final words. Thank you all. Appreciate it. Go back. Sorry. I go back to the B Kind that Maria said. Be kind to everyone. Pretty simple. Yes. Sorry, Maria, go ahead. It's all good. Okay. Thanks everyone. Thank you. Bye bye.
ROTA: Burnout Webinar
From Kimberly Silva September 24, 2024
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