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Burnout

Burnout

Burnout is one of the hottest organizational topics (sorry about the pun). What causes it? More importantly what can you do to prevent it?

According to New York psychologist Herbert J. Freudenberger, PhD., who coined the term, burnout is a state of fatigue or frustration brought about by excessive devotion to a cause, a way of life, or a relationship that fails to produce the expected reward. Put more simply, it’s what happens when you work flat out and find you’re getting nothing back to make all that effort worthwhile. Hard work itself isn’t the problem; many people work extremely hard—top athletes for example—and do it willingly because it allows them to enjoy success and fame. It’s the combination of unrelenting hard work and limited (or no) reward that brings people to their knees.

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Symptoms of Burnout
The onset of burnout is usually quite slow. Early symptoms include a sense of emotional and physical exhaustion, followed by feelings of alienation, cynicism, impatience, or negativism. This develops into profound a sense of detachment, with a growing resentment of work and the people who are a part of that work. In the final stages, people insulate themselves to the point they no longer care about much at all. Those who suffer burnout are no longer angry; they’ve stopped even trying; they’ve become so exhausted they’ve lost their capacity for feeling anything beyond numbness. The irony of burnout is that it often happens to the very people who were most enthusiastic and full of energy and new ideas at the start. It’s a problem born of good intention, when people try harder and harder to reach unclear or unrealistic goals and deplete all their energy reserves in the process.

Organizations Are Causing Burnout
People usually think of burnout as an individual problem, maybe due to an excessively demanding schedule, too high a drive for achievement, or an individual boss who expects too much for too long. But organizations cause endemic burnout by imposing impossible targets, faulty structures and poorly defined roles. Burnout starts when people lose their belief objectives are attainable, regardless of how hard they work; when effort and outcome aren’t linked in any rational and understandable way; or when they feel their work is misjudged and they no longer understand clearly what is expected of them.

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These are the most common organizational factors leading to burnout:

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  • Role Conflict: Someone trying to cope with conflicting responsibilities quickly becomes disheartened. They feel they’re working against themselves. The longer the conflict persists, the less possible it is to achieve anything worthwhile. The result will be the feelings of hopelessness and exhaustion associated with burnout.
  • Role Ambiguity: It’s impossible to do a good job if you don’t know clearly what’s expected of you and your role; or if your understanding of the job isn’t the same as the one held by your boss. It’s even worse if neither boss nor subordinate is aware of the problem. Each thinks the other sees the role as they do. The boss sees lack of progress as incompetence. The subordinate sees the boss’s judgment as arbitrary and unfair. As a result, neither is capable of accomplishing anything worthwhile.
  • Role Overload: A major cause of burnout is faulty performance expectations. Often the boss doesn’t bother to understand the subordinate’s abilities or circumstances, so adds extra responsibilities in the belief they can be easily handled . Or there’s a boss (or an individual) who can’t say no and so keeps taking on more responsibility. Tasks then pile up to the point where dealing with them becomes impossible. Many jobs have long since lost any resemblance to what’s set down in the job description; and it’s surprising how often neither the boss nor the subordinate is able to provide a clear rationale for current workload and expectations. When this happens, the only possible results are resentment, frustration and either burnout or an acrimonious parting.

If you’re starting to experience any of the symptoms of burnout, the first priority is to slow down and take a long, objective look at your working life and what’s causing the problem. Here are some postings that can help:

Adrian Savage is an Englishman and a retired business executive who lives in Tucson, Arizona. You can read his serious thoughts most days at Slow Leadership, the site for anyone who wants to bring back the taste, zest and satisfaction to leadership; and his crazier ones at The Coyote Within.

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Last Updated on August 6, 2019

Why Do I Procrastinate? 5 Root Causes And How To Tackle Them

Why Do I Procrastinate? 5 Root Causes And How To Tackle Them

Procrastination is something many people can relate to and I, myself, have been there and done that. Yes, I write all about productivity now, but when I first started out on my career path, I would often put off work I didn’t want to do. And most of the time I didn’t even realize I was doing it.

So what changed?

I thought to myself, “why do I procrastinate?” And I started to read a lot of books on productivity, learning a great deal and shifting my mind to the reasons why people procrastinate.

My understanding brought me a new perspective on how to put an end to the action of procrastination.

Procrastination slows your goals and dreams way down. It can create stress and feelings of frustration. It rears its ugly head on a regular basis for a lot of people. This is particularly apparent at work with day-to-day projects and tasks.

But, why do people self-sabotage in this way? Essentially, there are 5 reasons behind procrastination. See if you can identify with any of these in your own work life.

1. The Perfectionist’s Fear

Procrastination is sometimes a subconscious fear of failure.

If you put off a task enough, then you can’t face up to the potential (and usually imagined) negative results. If you’re a stickler for minor details, the stress of getting things ‘just right’ may be too much and cause you to delay continuing the task.

Either way, fear is at the root cause and can sabotage your desire to move forward.

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How to Tackle It?

Try visualizing the completion of your task in a positive way.

For example, you have a presentation that your boss wants you to conduct for a potential client. Visualize yourself standing in the meeting room confident, meeting the eyes of the client and seeing them light up as you explain the concept simply and concisely.

Imagine your boss telling you how great you did and you were the best person for the job. Think about how it would feel to you and focus on this as you move forward with the task.

2. A Dreamer’s Lack of Action

This is a person who is highly creative and has many brilliant ideas but can’t quite seem to bring them to fruition.

The main reason for this is because there’s usually no structure or goal setting involved once the idea has been created. This aimless approach ends up manifesting as a lack of decision-making and significant delays on a project.

How to Tackle It?

Write down a timeline of what you want to achieve and by when. Ideally, do this daily to keep yourself on track and accountable for progression. Creative minds tend to jump from one idea to the next, so cultivating focus is essential.

If you’re designing and creating a new product at work, set out a task list for the week ahead with the steps you want to focus on each day. Doing this ahead of time will stop your mind from wandering across to different ideas.

Learn about how to plan your time and take actions from some of the successful people: 8 Ways Highly Successful People Plan Their Time

3. An Overwhelmed Avoider

This is one of the most common reasons for procrastination; the sheer overwhelm of a daunting task.

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The complexity of a task can cause the brain to lose motivation and avoid doing it altogether choosing instead to stay in its comfort zone.

The search then starts for a more enjoyable task and the harder tasks are put off. This can cause stress and dread when the task inevitably comes up to be completed.

How to Tackle It?

Break the challenge down into smaller tasks and tackle each one individually.

For example, if you have a project that has technical elements to it that you know you’ll find challenging, list each step you need to take in order to complete these difficult elements. Think of ways you can resolve potential hurdles. Perhaps you have a coworker that may have time to help or even consider that the solution may be easier than you initially think. Put each task in order of most daunting to least daunting. Ideally, try to deal with the more challenging parts of each task in the morning so that momentum is created as the tasks get easier through the day.

A reward system will also help you stay motivated so, once completed, you can enjoy your treat of choice.

If you want to know how to better handle your feelings and stay motivated, take a look at my other article: Procrastination Is a Matter of Emotion, Here’s How to Stop It

4. The Busy Bee Who Lacks Prioritization

Either you have too many tasks or don’t truly acknowledge the differing importance of each task. The result? Getting nothing done.

Time is spent switching constantly from one task to another or spending too much time deciding what to do.

How to Tackle It?

It’s all about priorities and choosing important tasks over urgent ones.

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Make sure to question the value and purpose of each task and make a list in order of importance.

For example, throughout your work day, you can waste a lot of time dealing with ‘urgent’ emails from colleagues but, you need to ask yourself if these are more important than working on a task that will affect, say, several office projects at once.

Help yourself to prioritize and set a goal of working through your list over the next few hours reassessing the situation once the time is up.

In my other article, I talk about an effective way to prioritze and achieve more in less time: How to Prioritize Right in 10 Minutes and Work 10X Faster

5. The One with Shiny Object Syndrome (Distraction-Prone)

This is another common cause for procrastination; just simple distraction.

Our brains aren’t wired to focus for long periods of time and it looks for something else. So throw in a bunch of colleagues equally looking for distractions or checking your phone mindlessly, and you’ve got a recipe for ultimate procrastination.

However, this type of procrastination may not always be an unconscious decision to sabotage and put off work. It’s simply a result of your work setup or types of coworkers you have. Only you know the answer to that.

How to Tackle It?

Be mindful of your workspace and potential distractions. Schedule a specific time to converse with your coworkers, put headphones on to minimize listening to what’s going on around you, and switch your phone off.

Aim to do this for 20-30 minutes at a time and then take a break. This will be a much more efficient way of working and getting what you need done. This is also why scheduling down time is so important for productivity.

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Whether this type of procrastination is self-sabotage or being a victim of a distracting environment, either way you can take control.

If you need a little more guidance on how to stay focus, this guide can help you: How to Focus and Maximize Your Productivity (the Definitive Guide)

Bottom Line

I’m going to be bold and assume you identified with at least one of these procrastination pitfalls.

You could be trapped in the endless cycle of procrastination like I was, that is, until I decided to find out my why behind putting off tasks and projects. It was only then that I could implement strategies and move forward in a positive and productive way.

I killed the procrastination monster and so can you. I now complete my tasks more efficiently and completely killed that feeling of stress and falling behind with work that procrastination brings.

I know it’s not easy to stop procrastinating right away, so I also have this complete guide to help you stop it once and for all: Procrastination – A Step-By-Step Guide to Stop Procrastinating

Featured photo credit: Luke Chesser via unsplash.com

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