The Desk

November 24, 2016

Post-Election Stress

Filed under: Diversity,Leaders,Morale — Yvonne LaRose @ 12:01 PM
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There are some who are still going through the decompression phase of post-election stress. There are still some experiencing anger, anxiety, depression.

Under Pressure

Under Pressure

According to an interview with Washington-based psychologist Alison Howard, which appeared in Psychology Today, “. . . “I’ve never seen anything like this before,” said Howard, who stressed that such feelings were natural and not a mental health pathology. (Emphasis supplied)

There are other accounts of how this election has taken a toll on the population. “Stephen Strosny, a psychologist in a Washington suburb who voted for Clinton, said he started noticing a spike in election-related stress in April, when he coined the term Election Stress Disorder, whose symptoms include anxiety, trouble concentrating and nervousness with resentment.”

Although the article recommends being mindful of self in order to overcome the stresses being experienced at this time, there is something more that I would recommend.

  • Find a positive aspect of things that happen.
  • Develop an attitude of Life as filled with teachable moments.
  • See your life as a continuing path.
  • See your role and your activities as purposeful and meaningful.
  • Endeavor to fulfill some aspect (or become prepared to do so) of those activities each hour of each day.
  • Be open to candid and respectful conversations with others about how your endeavors can be a cohesive effort toward improvement – for living together, working together, bein part of the same community.
  • Identify the things in your life that have mutualities with others of opposite positions.
  • Build on the differences of perspectives and how each can be applied to something that is of mutual benefit.

No matter what you do, it isn’t necessary to carry around a mental self image like the one above. Make certain your endeavors are lawful and leading toward a positive outcome.

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June 5, 2009

Back in the Trenches

Filed under: Management,Recruiting — Yvonne LaRose @ 11:43 PM
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Yes, it’s been a while since there were regular posts regarding any subject on this blog. The absence has been even more protracted on each of my other blogs. You’d think that I’d be much more conscientious about keeping up my writing schedule in light of the fact that I’ve been invited to blog on at least two other sites. But there are only two posts on Talent Management Tech and nothing published as of yet on Toolbox for HR.

Just to let you know, the blog on Talent Management Tech is called “From My View” and allows me to do my forecasting on various topics as they relate to talent management issues from many perspectives. Toolbox wants my words on the “how-to”s and best practices of HR. What I’ll be providing are some past words of advice and observation as reminders for all of us and then some new recommendations.

To that end, it’s time to tell you that one of the reasons for the silence is that I’m back in the trenches. This time I’m looking at the pool of talent that is available, observing practices in various types of companies, taking note of communication systems, and noting what works and what is misleading.

There’s so much grist for comment that it’s overwhelming. Broad brush strokes simply cannot be used at this time. Compounding the observations is the fact that they’re made about systems that exist on Los Angeles’ Skid Row. It isn’t the easiest of places to be in any sense. Nor is it the healthiest place to be. But Skid Row teaches one profound lesson: You have to take everything on a cases-by-case basis. There is no single statement that can be made about the collective whole of the denizen. Likewise, it would be imprudent to take the public relations statement about the organizations here and use that as gospel pertaining to what can be expected. In that regard, diversity is definitely a key word.

In this environment, it is possible to see how parents are using their skills and where skills are needed. From that emanates an appreciation of why so many of our youth are focused on the superficial aspects of tasks and seem to feel a certain entitlement that has not been earned through endeavors to merit privilege, advancement, or acknowledgment.

There are deep pockets of lack when it comes to good leadership skills. Because of the deficiencies, there are people holding responsible positions over people who are in need of many forms of services and support who simply do not have those skills but use their positions in improper ways in order to flaunt their power.

My different blogs touch on different perspectives of the management and hiring processes. The posts that deal with those topics will be placed on the appropriate blog. However, that is another explanation for why there has been such a period of silence. With so many issues wanting their time of discussion, it becomes not only confusing but overwhelming as to where to start first.

Compounding the where and what issues are also the dynamics of being in the environment. As I said, abuse of power is nearly everywhere. It attempts to compensate for the lack of skill in that area. That abuse slides into situations that then become questionable ethics, things such as intentional interference with business opportunity, harassment, and discrimination. Another thing that begins to emerge into the light of day is the fact that in many instances the untrained leaders and ones in positions of responsibility are found to word documents and reports in ways that cast a pall upon the subject of the report. In turn, the person is refused services or opportunities to which they actually have. Some call these statements “misstatements.” I have called them lies; but then, I tend to get excited when it comes to abuse for the sake of abuse and without appreciation of the short- and long-term consequences.

Out of all of these negatives, is it possible to find value-adding human capital? There are training programs here that purport to train and ready people for various types of jobs. Again, it is impossible to make a blanket statement about the population because it is so profoundly diverse. It is nearly mandatory that you take the time to become acquainted with nearly every person who completes an application in order to evaluate them on a case-by-case basis. There are some pearls, there are some who are the underpinnings of any organization, and there are some who will prove to be excellent for seasonal or contract work. The ages for the talent run the spectrum. Many of those over 50 are quite desirable but pushed into the background for various reasons. You have to hunt for what you want.

Nevertheless, there has been a long lapse of time since I last talked with you about anything relating to the employment industry. The silence is being broken.

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