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Enabling resilience on the job – what works?

Enabling resilience on the job – what works?. Gaynor Parkin Psychology @ Victoria gaynor.parkin@vuw.ac.nz. Overview. Defining resilience Previous research What promotes resilience? Current study Early trends and practice implications. Psychological resilience.

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Enabling resilience on the job – what works?

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  1. Enabling resilience on the job – what works? Gaynor Parkin Psychology @ Victoria gaynor.parkin@vuw.ac.nz

  2. Overview • Defining resilience • Previous research • What promotes resilience? • Current study • Early trends and practice implications gaynor.parkin@vuw.ac.nz

  3. Psychological resilience • Ability to adapt and recover well after stress, adversity or change • “Bouncing back” gaynor.parkin@vuw.ac.nz

  4. Knowledge from previous research • Child development • Trauma – post traumatic growth • Neuroscience • Positive psychology gaynor.parkin@vuw.ac.nz

  5. Factors that promote resilience • Individual • Whanau/Family • Team/organisational • Community gaynor.parkin@vuw.ac.nz

  6. Evidence to date • Physical fitness and recovery – role of stress hormones • Meditation/Mindfulness • Emotion regulation skills • Experiencing positive emotions gaynor.parkin@vuw.ac.nz

  7. Evidence to date • Cognitive flexibility • Realistic optimism • Problem solving skills • Connectedness gaynor.parkin@vuw.ac.nz

  8. Current study • (Thanks MSI R&D $)! • Resilience skills as building blocks • Tool kit • Emphasis on practice gaynor.parkin@vuw.ac.nz

  9. Current study • Face-to-face vselearning • Different conditions in face-to-face • Individual vs team elearning • 6 organisations participating gaynor.parkin@vuw.ac.nz

  10. Transfer of learning • What works? • Testing variety of tools to reinforce learning and support practice • Email, SMS, elearning • Group follow up gaynor.parkin@vuw.ac.nz

  11. Psychometric measures • The Gratitude Questionnaire (McCullough, Emmons & Tsang, 2002) . • Subjective Happiness Scale (SHS) Lyubomirsky, S., & Lepper, H. S. (1999), • The Satisfaction With Life Scale (SWLS),Pavot, W. G., Diener, E., Colvin, C. R., & Sandvik, E. (1991,. • Flourishing Scale, Diener, E., Wirtz, D., Tov, W., Kim-Prieto, C., Choi, D., Oishi, S., & Biswas-Diener, R. (2009). • Percieved Stress Scale (PSS), Cohen, S., Kamarck, T., and Mermelstein, R. (1983). gaynor.parkin@vuw.ac.nz

  12. The meaning in life questionnaire, Steger, M. F., Frazier, P., Oishi, S., & Kaler, M. (2006) • Brief Mindfulness Measure , Adapted from: Baer, R. A., Smith, G. T., Hopkins, J., Krietemeyer, J., & Toney, L. (2006), • Work and Well-Being Survey (UWES), Schaufeli, W.B., Bakker, A.B. & Salanova, M. (2006), • Connor-Davidson Resilience Scale Conner, K. M., & Davidson, J. R. T. (2003) • Life Orientation Test Revised ,Scheier, M., Carver, C., & Bridges, M. (1994) • Adult Coping Scale (ACS), Jose, P.E. & Huntsinger, C.S. (2005), gaynor.parkin@vuw.ac.nz

  13. Measures of performance • Tricky! • Each organisation has different measures gaynor.parkin@vuw.ac.nz

  14. Training groups • Maximum 15 participants • Facilitated by Clinical Psychologists gaynor.parkin@vuw.ac.nz

  15. Training modules 1-4 • Stress – mind-emotion-body responses • Resilience – from psychological research • Physical wellbeing • Flexible thinking gaynor.parkin@vuw.ac.nz

  16. Training modules 5-8 • Optimism • Strong relationships • Emotion regulation and positive emotion • Relaxation and mindfulness tools • Tools from Positive Psychology gaynor.parkin@vuw.ac.nz

  17. Our observations • Therapeutic group effect • Road map for change • Broaden and Build in action gaynor.parkin@vuw.ac.nz

  18. Participant feedback • Request for more follow up • Helpful to understand science behind tools • Mindfulness practice and flexible thinking rated highly gaynor.parkin@vuw.ac.nz

  19. Participant feedback • Post training – 1 week, 3,6, 12 months • I have put the skills into practice • How? gaynor.parkin@vuw.ac.nz

  20. Participant feedback Has the training helped improve your resilience? • Health? • Performance at work? • Coping with stress at work/home • Relationships with others gaynor.parkin@vuw.ac.nz

  21. Early trends • High levels poor health, stress and distress • Highly variable work and wellbeing responses • Low scores on concentration and focus • High support: flourishing gaynor.parkin@vuw.ac.nz

  22. Early trends Improvements in: • Concentration and focus • Cognitive flexibility • Optimism • Active problem solving gaynor.parkin@vuw.ac.nz

  23. Early trends • Face-to-face training slightly ahead • No differences (yet) types of follow up • Follow up keeping scores more constant gaynor.parkin@vuw.ac.nz

  24. Practice implications • Collaboration with leadership teams • How is “resilience” perceived? • Integrate don’t separate performance and wellbeing initiatives. gaynor.parkin@vuw.ac.nz

  25. Implications for practice: • Senior leadership engagement • Frameworks to support practice • Ongoing practice • Ongoing review • Reminders are useful gaynor.parkin@vuw.ac.nz

  26. Advice welcome! gaynor.parkin@vuw.ac.nz

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