What are the best ways to develop healthy habits for managing teamwork and reducing stress?

Communication is huge. It helps to ensure that everyone on the team is playing their part and communicating with others if there are obstacles in completing their task. Managing stress levels is also key, and incorporating meditation, deep breathing, and regular exercise (e.g., walking outside for 15-20 minutes) can be beneficial.

In my experience understanding the role of trauma in shaping our responses and interactions is crucial for fostering a healthy, collaborative team dynamic. Trauma can significantly impact an individual's stress levels and coping mechanisms, inadvertently influencing teamwork and productivity. By integrating trauma-informed approaches, we can reduces stress and promote well-being but also enhance team cohesion and performance. Embracing a trauma-informed perspective in team management is not just about addressing past experiences; it's about building a foundation for a more empathetic, efficient, and healthy work environment.

It starts with team culture and if everyone feels safe in their environment. The responsibility of a leader is to be able to read the room, provide support, and give guidance. This person must master emotional intelligence and be able to distill it to their team, and give them space to feel uncertain and help them through it.

In my experience I have discovered that trauma can be something which emanates from childhood experiences The way someone was raised can be traumatic and this affects the way the person deals with his or her colleagues

For understanding trauma is to lending your ears unconditionally,so that individual is able to vent out then comes clarity and spectrum of thoughts and feelings and behaviour involved with it, removing triggers and setting protective boundaries and priorities in right direction

The foundation to effective communication is listening. Practice effective listening - which does not involve judgement or distraction but being really present and you are two-thirds of the way there towards being an effective communicator. Less commas, more full stops.

Empathy for your team members is one of the most effective ways to have effective communication with your team. Learn about their world outside the work area. The second is to appreciate your team members so that they are motivated and can find it easy to discuss the problem areas too.

Communicating effectively is a skill which needs to be mastered as it needs one to be attentive , not to be judgemental , being a good listener and allowing the other party to pour it all without interupting. Your body language must also show that you are listening wholeheartedly so that the other party feels valued

Communication And to be a good example Behavior followed By Emotional intelligence Professional Ethics Cultural interaction Appreciation for small effeorts as well as big

One thing utmost necessary is to consider psycho education of Assertive styles of communication. Work cultures are unaware of the nuances of their own communication and its impact. They lack tools to offer an open, direct, honest and appropriate style of communication and work cultures need to promote and normalise it.

An area I find useful is to have ground rules when there is conflict. This allows the team to deal with any issues and misunderstandings. Setting ground rules allows the whole team to be involved and by doing this, agree them and then place them on the wall or somewhere everyone can see them. This does help to manage conflict and dealing with the issue not the person. Ground rules help to reduce conflict and each team member should trust and respect the views of their team. The Ground Rules can help when it is a challenging subject and helps the team to be more inclusive.

What I find useful is to assess what are the needs involved and expressed! Work environment has common goals but individuals need common ground to work for those goals. Periodically assess what clash of needs are brewing and find ways to creatively clear those crevices where disappointment or resentments are getting in. Negotiations or Compromise can be arrived at only after each feels heard, valued and cared for! Without that ground work, power pools begin to run the show

Management of conflict could involve prioritising your own dignity, respect and esteem and grace over everything and then choosing your conflicts for safeguarding your family and friends and environment to proceed with ease and comfort.

The first step to conflict resolution is to heal the conflict within you. Really dive in to any emotional responses you have and heal those before trying to come up with solutions with someone else. Now imagine approaching conflict clear inside and able to focus on solutions rather than nitpick who is at fault or what went wrong in the process. Also, stay in the conversation as long as you can to come up with win-win solutions, not compromises.

When everything begins to feel negative, that is an urgent sign to take immediate action. It can be insidious, so it is important to actively look for the creeping in of a negative attitude. Family members will often see it first. Taking action before it gets too bad is crucial. Often a break can help. Vacation? Unpaid time off? A few long weekends? Cutting back on other responsibilities so you can rest? The biggest mistake that many people make is ignoring the early signs of burnout.

In preventing team burnout, balance and communication are key. Encourage regular breaks and respect off-hours to prevent overwork and overwhelm. Promote a culture where workload concerns can be openly discussed without fear of retaliation. Implement flexible schedules and remote work options to reduce stress. Prioritise tasks to focus on what's essential, avoiding unnecessary pressure. Foster a supportive environment where achievements are recognised, and team members feel valued. Regular check-ins and wellness activities can also help maintain team morale and prevent burnout, as long as these don't become burdensome or invasive for team members.

Address Burnout more than prevent Burnout. An employee pool is going to invariably head towards Burnout owing to deadlines, managing work tasks and personal tasks, physical and commute or computer fatigue. An alert squad of concerned leaders need to recognise when an employee is headed for Burnout and encourage the recovery and revival of resources through rest and ease. Most mantras are lip service to 'Prevent Burnout' which is an unrealistic expectation in a corporate culture. To not fall sick is a foolish ideation. However, when someone does fall prey to infection or a condition, proper management can create more resource planning and compassion for all involved. Burnout folks do face shaming by others or self shame for not delivering!

I agree that burnout prevention is much more effective than focusing on burnout recovery once it's already happened. The best way to prevent burnout in your team is to ensure that the upper leadership and manager level leaders move from boss to coach. It's not enough to enforce productivity. Leaders need to understand what improves performance and how to set goals appropriately to ensure the expectations are within the capacity of the individual or team. It is also valuable for managers to give meaningful feedback weekly to keep morale and a sense of purpose and contribution to the larger organizational goals. Lastly, look for ways to integrate well-being into the work culture as the leading metric, and not the afterthought.

Burnout can be easily prevented by coming to terms with oneself and with one's own family and friends by setting up clear boundaries, priorities, emotions and rational thought patterns and perception in right direction for the favour of family and friends and one's own self.

That time of reflection is so helpful for giving someone a break from the exposure to trauma to recalibrate to who you really are and the emotional state you normally live in.

Resilience is something that is best to have built up before you need to use it. Like digging the well before you’re thirsty. Resilience is not just about coping, in my experience it is how you can grow through challenges rather than just going through them. Simple rituals, practised consistently over time, help to build resilience. Much like going to the gym builds and maintains physical strength.

In my experience, developing resilience requires that you can listen to the signals from your body that indicate stress and know how to respond to mitigate negative effects. Professionals learn this best when it's modeled by upper leadership in their behaviors, things they say, and the way they adapt to changing demands. Outside of the workplace, an employee's routine activities play an enormous role in their stress resilience. They need to regularly do things that bring them pleasure and create a feeling of calm, whether that's sitting in a quiet space, being in nature, or doing a favorite hobby.

Resilience in my experience comes from one’s ability to quickly shift perspective. The biggest perspective shift there is is from the small, personal self to that of the big, non-personal aware self. The quickest way to practice this is to slow down, take a moment and sit back in that seat of awareness, of the situation and indeed yourself. With practice this can create not just resilience but true freedom. Have fun with it! Much love, Chris

Stress kostet Energie. Dauerstress kann zum Burnout führen. Er beeinflusst unser Ged?chtnis (Blackout). Im Stress haben wir keinen Zugang mehr zu unserem Selbst, zu unseren Lebenserfahrungen. Stress steht im Kopf, in der Bewertung von dem, was passiert. Wir fühlen uns selbst nicht mehr, wissen nicht, was wir selber wollen. Was tun? Tief durchatmen, innehalten, den 1. Impuls kontrollieren, stressige Situation verlassen (aufs Klo gehen), Wasser trinken, positive innere Haltung (Optimismus): Was mich nicht umbringt, macht mich stark. Resilienz = hohe Frustrationstoleranz + Durchhalteverm?gen! Besorgen ein Gegenstand oder ein Bild als Erinnerungshilfe, dass du viel bewirken kannst, wenn du Ruhe bewahrst. Auch eine Minik?rperbewegung als Anker.

In my opinion, Resilience isn't a fixed quality but a dynamic skill that evolves and strengthens with time. It's essential to understand that both individuals and teams can intentionally nurture and develop resilience. Consider making it a shared goal within your team, fostering a collective mindset of adaptability and perseverance. Furthermore, Growth is an integral part of Resilience. Try to emphasize the importance of learning from experiences and mistakes. Foster a non-judgmental atmosphere where team members feel safe to share and reflect on their challenges. By encouraging a growth mindset, your team will develop the ability to adapt to new situations, ultimately reducing stress associated with the fear of the unknown.

I find that we forget the .individual' in our focus on 'team'. Effective stress management in teams starts with redefining success. Leaders should encourage a culture where success isn't just measured by outcomes but also by individual well-being and individualised sustainable work practices. Emphasize the importance of mental health days and encourage open dialogues about stressors. Incorporate team-building activities that foster relaxation and camaraderie, and ensure that personal achievements and team milestones are celebrated. By shifting the narrative of success to include individual well-being and team harmony, stress can be more effectively managed.

One way to do it would be by creating a stress management plan to ensure stressors are addressed in a practical manner so that even during challenging situations the team knows what needs to be done.

Regular Check-ins: Scheduled check-ins: Conduct regular team meetings or check-ins to discuss progress, address concerns, and provide a platform for team members to share updates. This promotes a sense of belonging and keeps everyone on the same page. Encourage Breaks and Downtime: Promote breaks: Encourage team members to take short breaks during the workday to relax and recharge. This can improve focus and reduce stress levels. Training in Stress Management: Stress management workshops: Offer training programs or workshops on stress management techniques. This can include mindfulness, meditation, or other relaxation methods to help team members cope with stress.

Understanding different personality and learning types. Learning how each individual operates can help you create harmony within the group, rather than expecting everyone to fit into the same box.

Discipline. A constant, maybe daily, maybe 2x per week “encounter”, to spend at least 45 min to one hour together doing something wellness. It can include a couple of exercises to “resolve issues” and help catalyse changes.