Podcast appearances and mentions of Christina Maslach

In this episode of The Codependent Doctor, I dive deep into the topic of burnout, a personal experience that has significantly shaped my life and career. Burnout is more than just feeling tired; it's a profound exhaustion that affects our body, mind, and emotions, often creeping up on us until we hit a breaking point. I share my own struggles with burnout, including moments of emotional outbursts and the toll it took on my health and relationships.We explore the three key dimensions of burnout as defined by psychologist Christina Maslach: emotional exhaustion, depersonalization, and reduced personal accomplishment. I discuss how burnout manifests in various areas of life, from work to personal relationships, and the signs to look out for, including physical symptoms like chronic fatigue and emotional signs like irritability and detachment.I emphasize the importance of recognizing burnout as a signal that something needs to change, rather than a personal failure. Recovery requires intentional steps, including prioritizing rest, setting boundaries, and building a support system. I encourage listeners to reflect on their own experiences with burnout and to consider what changes they can make to foster a healthier relationship with themselves.As we wrap up, I provide reflection exercises to help you identify your energy drains and explore ways to reclaim joy in your life. Remember, self-care isn't selfish; it's essential for preventing burnout and nurturing your well-being. Join me next week as we discuss being stuck in victim mode. Thank you for listening, and take care!Send me a messageSubscribe to my newsletter for more information on when my new workbook, Enough As I Am, will be available on Amazon. If you're interested in a list of books that I recommend to help you on your journey you can request it by clicking on the link in my show notes.

En la 1383-a E_elsendo el la 15.03.2025 ĉe www.pola-retradio.org: • Hodiaŭ nian felietonon ni dediĉas al akuta socia problemo de profesia forbruliĝo, koncernaj laboroj de usona (poldevena) esploristino, profesorino Christina Maslach kaj ŝia rolo en la socia eksperimento de sia edzo Philip Zimbardo el 1971. • En la komenca kulturkroniko ni informas pri ekspozicio de Igor Mitoraj en la Belarta Akademio de Krakovo; pri novaranĝita Lanckoroński-artgalerio ĉe la varsovia Reĝa Kastelo. • En la E-komunuma segmento ni informas pri la laŭreatoj de la Premio La Torre 2024; pri la aperigita ĉe UEAviva filmo rilata al la sepultaj solenaĵoj de Renato Corsetti; pri la forpaso de la eksa prezidanto de Sarlanda E-Ligo, Oliver Walz. • Muzike akompanas nin Kajto per sia kanto „Unu rivero” el la albumo Sen Timo. La programinformon akompanas interreta foto rilata al la temo de nia felietono. • En unuopaj rubrikoj de nia paĝo eblas konsulti la paralele legeblajn kaj aŭdeblajn tekstojn el niaj elsendoj, kio estas tradicio de nia Redakcio ekde 2003. La elsendo estas aŭdebla en jutubo ĉe la adreso: https://www.youtube.com/results?q=pola+retradio&sp=CAI%253D I.a. pere de jutubo, konforme al individua bezono, eblas rapidigi aŭ malrapidigi la parolritmon de la sondokumentoj, transsalti al iu serĉata fragmento de la elsendo.

 In this episode, we'll learn about the notorious Stanford Prison Experiment, known for revealing human behaviour's dark side in simulated prison conditions.   We'll discuss its purpose, dramatic events, the ethical concerns it raised, and question what it truly tells us about human nature.  Purpose of the Stanford Prison Experiment Recruitment and setup of the experiment Guards' roles and behaviour Prisoners' arrest and treatment Escalating conflict and rebellion Psychological impact on participants Christina Maslach's intervention Ethical criticisms and flaws Impact on psychology and debates Lessons on human behaviour and power dynamics Full interactive transcript, subtitles and key vocabulary available on the website: https://www.leonardoenglish.com/podcasts/stanford-prison-experiment ---You might like:

In this special live recording episode of the Psych Health and Safety podcast from PHSCON 2024, Australian co-hosts Jason van Schie and Joelle Mitchell chat with Professor Christina Maslach about her foundational research on burnout. They talk about the initial inspiration for why Christina chose to focus her research on the topic and how the understanding of burnout has evolved since she first coined the term. They discuss burnout misconceptions, and the best ways to prevent burnout at work from the evidence-base.

This week marks a huge milestone for the HBR IdeaCast: our 1000th episode! Since the podcast launched in 2006, so much has happened. What hasn't changed is our commitment to sharing in-depth conversations with expert thinkers on key business, management, and leadership issues. To celebrate, hosts Alison Beard and Curt Nickisch have scoured the archive for ten episodes with top-notch insights to give your career a rocket boost. The curated selection features a diverse group of academics—from business strategy icon Michael Porter to burnout researcher Christina Maslach—and practitioners, such as Microsoft CEO Satya Nadella and Oscar-winning director Ron Howard. Their powerful ideas and timeless advice cover a range of communication, leadership, and problem-solving skills that are essential for success—whether you're in your first job, managing a team, or leading an organization. Listen to the episodes: #677: Why People — and Companies — Need Purpose (2019) #114: Speaking Well in Tough Moments (2008) #371: Lead Authentically, Without Oversharing (2013) #924: How One F-35 Fighter Pilot Makes Decisions Under Pressure (2023) #949: Making Peace with Your Midlife, Mid-career Self (2024) #889: Ron Howard on Collaborative Leadership and Career Longevity (2022) #596: Microsoft's CEO on Rediscovering the Company's Soul (2017) #595: Transcending Either-Or Decision Making (2017) #771: Why Burnout Happens — and How Bosses Can Help (2020) #229: How to Fix Capitalism (2011) The IdeaCast team would like to thank all the guests who've contributed their voices and expertise as well as all the people who've made the show possible behind the scenes.

Burnout is on the rise everywhere. Understanding and managing burnout not only benefits employees but also improves the bottom line. Today's Better Being episode focuses on the increasing dangers of burnout, warning signs that burnout is building and strategies for preventing – rather than merely coping with – the work stressors that lead to burnout. Experts in this episode: Rachel Fellowes, Chief Wellbeing Officer, Aon Christina Maslach, Professor of Psychology at the University of California, Berkeley[3:58] Classification of burnout as a stress response[11:00] The danger of viewing burnout as a disease[12:28] Three dimensions of the Maslach Burnout Inventory[14:58] Symptoms of classic burnout patterns[17:21] Six areas of mismatch that result in burnout[23:03] Effective strategies for burnout improvement[24:18] Distinguishing between coping and preventionAdditional Resources:Aon's websiteBetter Being Series: Are You Taking Care of Your Digital Wellbeing?Better Being Series Dives into Women's HealthRachel Fellowes LinkedInAon's Workplace WellbeingAon's 2022-2023 Global Wellbeing SurveyChristina Maslach Resources:UC Berkeley Psychology WebsiteUC Berkeley Research Social Psychology NetworkMaslach Burnout Inventory™ (MBI)The Burnout ChallengeLinkedInTweetables:“[Burnout] is not a pathology itself, but it's the lack of recovery afterward that really becomes the problem.” — Christina Maslach“With burnout, employees are switching from doing their very best to doing the bare minimum.” — Christina Maslach“We need to recognize burnout as a phenomenon that can happen in the workplace because of the health consequences it can have.” — Christina Maslach“We should not honor increasingly difficult jobs by just coping with it, we should get rid of some of these stressors or make them less frequent.” — Christina Maslach

What makes normal people do terrible things? Are there really bad apples — or just bad barrels? And how should you deal with a nefarious next-door neighbor? SOURCES:Jonathan Haidt, professor of ethical leadership at New York University's Stern School of Business.Christina Maslach, professor of psychology at the University of California, Berkeley.Stanley Milgram, 20th century professor of psychology at Yale University.Edward R. Murrow, 20th century American broadcast journalist and war correspondent.Alexander Pope, 17-18th century English poet.Adrian Raine, professor of criminology, psychiatry, and psychology at the University of Pennsylvania.Oskar Schindler, 20th century German businessman.Philip Zimbardo, professor emeritus of psychology at Stanford University. RESOURCES:"Mental Illness and Violence: Debunking Myths, Addressing Realities," by Tori DeAngelis (Monitor on Psychology, 2021)."How 'Evil' Became a Conservative Buzzword," by Emma Green (The Atlantic, 2017)."The Double-Edged Sword: Does Biomechanism Increase or Decrease Judges' Sentencing of Psychopaths?" by Lisa G. Aspinwall, Teneille R. Brown, and James Tabery (Science, 2012)."The Psychology of Evil," by Philip Zimbardo (TED Talk, 2008).The Lucifer Effect: Understanding How Good People Turn Evil, by Philip Zimbardo (2007)."When Morality Opposes Justice: Conservatives Have Moral Intuitions that Liberals may not Recognize," by Jonathan Haidt and Jesse Graham (Social Justice Research, 2007)."Abu Ghraib Whistleblower Speaks Out," by Michele Norris (All Things Considered, 2006).Obedience to Authority: An Experimental View, by Stanley Milgram (1974). EXTRAS:"Does Free Will Exist, and Does It Matter?" by No Stupid Questions (2024)."Are You Suffering From Burnout?" by No Stupid Questions (2023).Lolita, by Vladimir Nabokov (1955)."Essay on Man, Epistle II," poem by Alexander Pope (1733).

In this episode, Australian hosts Jason and Joelle chat with Liz Payne, Head of Organisational Development & Learning at the Southern Eastern Sydney Local Health District and most recently, the chair of the inaugural Psych Health and Safety Conference (PHS Con 2024). During this lively conversation, Liz, Joelle and Jason recap highlights from the PHS Con 2024. This included the live podcast recordings with Michael Leiter and Christina Maslach of burnout fame, the fantastic interview of USA podcast I. David Daniels on inclusivity in crafting psychologically healthy work, the emotional and inspiring interview of Zagi Kozarov on her High Court battle, the insights delivered by regulators, and the 10-year anniversary panel of the integrated approach to workplace mental health. Missed the conference? Post-event access is now available at www.phscon.com

Burnout is all too prevalent in the workplace these days, so what are you doing to manage it for yourself and your team? Take a listen to a special Mental Health Awareness Month episode as I talk to Lindsey Coit about the L-I-T Process: 1 - LISTEN: Why do you think there's a burnout issue? What is the canary in the coal mine? 2 - IDENTIFY: Identify the root cause(s). 3 - TEST: Choose 2-3 solutions to experiment with If you may be experiencing burnout or trying to prevent/manage burnout for your team, this could be the most important 40 minutes of your week! Resources: The Burnout Breakthrough: https://www.capitalhconsultants.com/the-burnout-breakthrough 7 root causes of burnout* Workload (most common, typically perceived as being the only cause) Choice & control: Autonomy over how/when of work Community: Positive team dynamics, camaraderie, low toxicity Recognition: Social, monetary, intrinsic rewards Fairness: Perception of fairness: workload, pay, transparency Values: Alignment of values between individuals and organization Personal Resilience: The ability to manage stress, emotionally regulate in difficult situations *Adapted from Christina Maslach's Burnout Inventory: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4911781/

Elaine Lin Hering: Unlearning Silence Elaine Lin Hering is a facilitator, speaker, and writer who helps people build skills in communication, collaboration, and conflict management. She is a former Managing Partner of Triad Consulting Group and Lecturer on Law at Harvard Law School, specializing in dispute resolution, mediation, and negotiation. She is the author of Unlearning Silence: How to Speak Your Mind, Unleash Your Talent, and Live More Fully. Those of us who have struggled to speak up have been told, “Just be more confident,” or, “Say this to get started.” As Elaine and I discuss in this conversation, there's a larger context at play…and great power for both leaders and the people they lead, in unlearning silence. Key Points Start with why. For change to actually happen, find something that matters more than the old behavior. What seems obvious to us isn't always obvious to others. Connecting the dots for others demonstrates the meaning you're making. Beginning a thought with, “From where I sit…” provides a entry point for what you need to say while also acknowledging different perspectives from others. Most people want to be helpful, but don't always know how. Tell them how they can be helpful in the moment. Resistance is part of the process of influencing others. While it doesn't feel good in the moment, it's often the catalyst for creating movement. Resources Mentioned Unlearning Silence: How to Speak Your Mind, Unleash Your Talent, and Live More Fully* by Elaine Lin Hering Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Speak Up, with Connson Locke (episode 546) End Imposter Syndrome in Your Organization, with Jodi-Ann Burey (episode 556) The Mindset Leaders Need to Address Burnout, with Christina Maslach (episode 608) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

In this episode, Dan & Tim sit down to discuss questions from the listening community.  Between them they tackle:  1. How do you change people's mindset to be more dedicated?  2. How do you build trusting relationships at work? 3. How do you build new team dynamics?  and more... Links referenced:  Episode 79: The Importance of Belonging with Owen Eastwood Episode 88: Addressing Perfectionism & Burnout with Julian Reeve A Forbes article on Christina Maslach's 6 Pillars of Burnout   If you'd like to learn more about our work or the Habits of Leadership Academy, you can do so by going to: https://habitsofleadership.com/ You can also leave us a question for an upcoming Q&A episode.  Don't forget to like, comment and share!

Since the pandemic, the term “burnout” seems everywhere. But is burnout something that's always existed at work, or is it a modern phenomenon? Have jobs changed or have workers' expectations and needs shifted?Christina Maslach, an emerita professor of psychology at UC Berkeley, has pioneered research on burnout. For decades, she's studied its causes, effects, and potential remedies. Her work has led to many books on the subject, including The Burnout Challenge: Managing People's Relationships with Their Jobs. Christina and Greg chat about the history of the term “burnout,” how it's not merely a result of heavy workloads but also stems from the quality of work and the surrounding work environment, and the six core needs essential for employee well-being. *unSILOed Podcast is produced by University FM.*Episode Quotes:Is it burnout or are you just exhausted?33:41: People often assume that if they're exhausted because of long hours and lots in a big load, is that burnout? And I'll say, "No, you're exhausted, but do you still like your job?” Yeah. Oh, yeah. It's a great job kind of thing. How do you feel about the work you're doing? Oh, I'm good at this. I said, "You're not burned out. You are what we call overextended, and it's the exhaustion, and it's often a high workload and unable to get enough rest and recovery and stuff like that.” But that's what we call job burnout when the other two things kick in as well. It's not just that you're highly stressed. There is more than that. If you still love what you do and still feel good about what you're doing, there's all these other things about the work that are positive; you'll be more willing to cope with that and figure out how to deal with it, and so forth. It's just not another word for stress, and it's that negative, cynical response to the job that is, in a sense, more the hallmark of burnout. That's really what makes it job burnout, as opposed to people use burnout for everything.Components of a burnout response10:21: These are the three components of a full burnout response: The exhaustion of the stress response, the cynicism, the negative distancing from the job, and the negative self-assessment of my own effectiveness in this job. What can help in dealing with burnout in the workplace?37:59: Often, when I've asked people if you could have something that you think would help, in terms of dealing with burnout, they will say, "Somebody who is a mentor, somebody, a safe harbor, somebody I can go to, or some people that I can go to and talk to, and we work out problems, or I get advice, or they help me out, and I do the same for other people, it's reciprocal, and that kind of thing," and if I feel I can't ever trust anybody that has been, a real cause of, I could do this work somewhere else. But if people talk about colleagues, they're like gold.People do not recover as well from chronic stressors as they do from occasional stressors07:09: Chronic job stressors—that means they're there all the time. They don't go away. You think you've dealt with something, and here I am all over again dealing with this. What we know from decades of work on stress and coping is that people do not recover as well from chronic stressors as they do from occasional stressors.Show Links:Recommended Resources:Harrison Gough “The measurement of explained burnout” | Journal of Organizational Behavior Burn-out an “occupational phenomenon” Frederick Winslow TaylorDying for a Paycheck: How Modern Management Harms Employee Health and Company Performance―and What We Can Do About It by Jeffrey Pfeffer“Globally, Employees Are More Engaged — and More Stressed” | Gallup, 2023Guest Profile:Faculty Profile at UC BerkeleyHer Work:The Burnout Challenge: Managing People's Relationships with Their JobsThe Truth About Burnout: How Organizations Cause Personal Stress and What to Do About It Banishing Burnout: Six Strategies for Improving Your Relationship with Work

In this episode Garth and Jane Halonen (University of West Florida) interview Christina Maslach from the University of California, Berkeley.  This was the West Coast swing of the last leg of the 2023 PsychSessions East Coast Tour. When you have one of the world's leading experts on burnout sit down for a podcast interview, what do you talk about?  Burnout!  This conversation travels across so many relevant issues for both individual employees and workplace environments, from the matching of values and the importance of fit to solutions being more work-environment-focused rather than individually-focused. The burnout mantra is discussed (doing more with less), and how most of us are not good at subtracting tasks from our work-life.  Performance reviews are discussed as well as key research questions in the burnout literature, and more! You may be interested in Christina's new book called The Burnout Challenge: Managing People's Relationships with Their Jobs.

What's the difference between being busy and being productive? Would you be better at your job if you cared a little less? And can somebody get Mike a cup of coffee?  RESOURCES:"State of the Global Workplace: 2023 Report," (Gallup, 2023)."What's Really So Wrong About Secretly Working Two Full-Time Jobs at Once?" by Alison Green (Slate, 2023)."The Problem With Venting," by Ethan Kross (Character Lab, 2021)."Conan O'Brien's Final Monologue: 'Nobody in Life Gets What They Thought They Were Going to Get,'" by Lynette Rice (Entertainment Weekly, 2020)."Employee Burnout, Part 1: The 5 Main Causes," by Ben Wigert and Sangeeta Agrawal (Gallup, 2018)."Finding Solutions to the Problem of Burnout," by Christina Maslach (Consulting Psychology Journal: Practice and Research, 2017)."Maslach Burnout Inventory: Third Edition," by Christina Maslach, Susan E. Jackson, and Michael P. Leiter (Evaluating Stress: A Book of Resources, 1997).Burnout: The High Cost of High Achievement, by Herbert Freudenberger and Geraldine Richelson (1980)."Staff Burn-Out," by Herbert Freudenberger (Journal of Social Issues, 1974)."Dehumanization in Institutional Settings," by Christina Maslach and Philip Zimbardo (U.S. Office of Naval Research, 1973).EXTRAS:"How Do You Cure a Compassion Crisis?" by Freakonomics Radio (2020).Charlotte's Web, by E.B. White (1952).

“It's this trifecta of burnout. The exhaustion of stress, the cynicism toward the job, and a negative sense of your effectiveness in the job itself.”Do you think you're suffering from burnout? What about your employees? Are they suffering from burnout? Do you know the difference between burnout and exhaustion? How do we  identify burnout in ourselves and others?  What can leaders do to create systemic cultures that minimize burnout? In this enlightening episode Dr. Christina Maslach, a renowned expert on the topic and co-author of the book, The Burnout Challenge: Managing People's Relationships with Their Jobs,  offers an compelling primer on the topic of burnout.  She offers real and practical insights and advice that everyone should spend time listening to.In this episode:How Christina got interested in burnoutExplaining the trifecta of burnoutThe environment that creates burnoutCreating an organizational  culture that minimizes burnoutAnd more!Power Presence Academy: Practical Wisdom for Leaders is the go-to podcast for anyone who leads. Your host is Janet Ioli, leadership and human development expert, sought-after coach and advisor to global executives, and former executive with experience in four Fortune 100 companies. She helps leaders ground themselves with confidence, connection, and purpose and learn to lead with Less Ego, More Soul.Resource Links:Christina Maslach is a Professor of Psychology, Emerita, at the University of California, Berkeley. She is  a renowned experts on the topic of burnout. She's the co-author of the book, The Burnout Challenge with Michael Leiter, and she's received the Scientific Reviewing Award from the National Academy of Sciences for her writing on burnout.Read The Burnout Challenge: Managing People's Relationships with Their Jobs by Christina Maslach and Michael LeiterConnect with today's guest on LinkedIn: Christina MaslachConnect with Janet Ioli:Website: janetioli.comLinkedin: Janet IoliInstagram: @janetioliJanet is the founder of Power Presence Academy. She helps leaders ground themselves with confidence, connection, and purpose and lead with Less Ego, More Soul.If you want to become more grounded, confident, and aligned with your deeper values in just 21 days. Check out Janet Ioli's book Less Ego, More Soul: A Modern Reinvention Guide for Women.If you enjoyed this episode, please leave a review on Apple Podcasts. Select “Listen in Apple Podcasts,” then choose the “Ratings & Reviews” tab to share what you think.

I have a very special guest on the show today, somebody who's research I have been following for a number of years and that is having a tremendous impact on creating better places to work around the world.   Professor Christina Maslach is a social psychologist at the University of California, Berkeley, and has been studying burnout for over 4 decades.    When we think about engagement, burnout, or wellbeing at work it would be impossible to do so without getting into some of the areas that Christina and her team have explored and researched over the years.   With the focus on these topics becoming ever stronger the work that Christina has done to put the challenges and ideas into frameworks and models that make them easier to understand and take action on has become even more important.   Her latest book ‘The Burnout Challenge' lays down these frameworks and explains how we can start to take action on an individual basis to support our wellbeing and engagement at work, but more importantly what leaders and managers can do to create the environments that will enable their teams to thrive.   In our conversation today we talk about the 3 dimensions of burnout and the 6 'job-person mismatches' that could predict our tendency towards disengagement and burnout.   Christina shares examples and suggests starting points for how we can start to bring about change in teams and organisations regardless of size and whether they are remote, hybrid or back in the office.   Our conversation is the tip of the iceberg and I strongly encourage anybody with an interest in driving engagement in their teams to get a hold of The Burnout Challenge, read it thoroughly and start to take action!   The Burnout Challenge > https://www.amazon.co.uk/Burnout-Challenge-Managing-Peoples-Relationships/dp/0674251016   Christina Maslach profile > https://psychology.berkeley.edu/people/christina-maslach  

Something I NEVER thought I would have to say... I have been diagnosed with functional burnout!I found myself struggling to wake up in the morning and had a feeling of emotional exhaustion.  I was no longer feeling excited and I felt disconnected from my feelings of who I wanted to be.Through self reflection and research I found Dr. Christina Maslach, the pioneer of the Maslach Burnout Inventory.  It's the most used tool for measuring job burnout!Our sacral center, is our largest motor center.  It works like a battery, you have to put into the reserves in order to get something back.  As women, we know that our sacral replenishment does not replenish in a 24 hour period.As a Generator, my motors powered me through it (burnout).  They're not in tune with the reasoning of what is happening.  Often we can experience hormonal imbalances during burnout.  I discovered that I have extremely high estrogen even though I did not have any of the physical symptoms.Looking back I had too much mental output and I need to reboot!  Some of what I did was:Go back to my human design chart  to recognize again my life purposeWorked on a trust hypnosisAsked the universe how I can get back on trackLived in the moment and was presentThe universe told me to trust in timing and to not speed through life!If you are going through burnout PLEASE reach out to me!  I am happy to share my resources and help you get through this phase in life.Get in on the limited group program, Designed On Purpose >>>Join us now! >>>Human Design Society is now accepting founding members! Head over here to join the community at the lowest price it will ever be!Download your free Human Design body graph here.Want to book your Human Design chart reading?Head over here to pick your dateInterested in personalized coaching that's unique to YOUR design for your life or business?Book a coffee chat with me for freeI look forward to getting to know you better so please subscribe, rate, and review this episode!Connect with me on Instagram (@adrikeefe)Head over to www.AdrianaKeefe.com for your free Human Design body chart, tools, tips, and more!

Recently, Microsoft performed a study and discovered that 53% of managers express burn out. Navigating the pandemic, inflation, and current culture wars, have taken its toll on our business communities.  A Harvard Business Review article dove into the reasons behind this level of burnout. Author, Christina Maslach, identified six core reasons.   This list includes: having ... The post Burnout Epidemic: Part I appeared first on Unconventional Business Network.

Friends of Dr. Cherie know she calls herself a Resistor of Burnout. In fact, her dissertation was all about burnout and its impact on Human Services professionals, and understanding how to resist burnout. In this episode, Dr. Cherie is exploring the three dimensions of burnout, five major causes of burnout within non-profit organizations, and six important symptoms of burnout that you might witness in your organization. Resource https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases Book The Burnout Challenge: Managing People's Relationships with Their Jobs by Christina Maslach and Michael P. Leiter Connect with Dr. Cherie: https://www.instagram.com/drcherie_holisticcoach/  www.instagram.com/passionatestewardshippodcast https://lcconsultingandcoaching.com/  Free 30-minute Radical Self-Care Audit https://calendly.com/clindsay-chapman-1/radical-self-care-audit

I explain how to know when boundary work is needed, how to use Christina Maslach's six sources of chronic stress (workload, values, reward, control, fairness, community) to find your boundary gaps, and I offer a meditation by Karla McLaren about how to feel an embodied sense of boundaries. Please remember to leave a review of the podcast!

On Passion Struck, I am joined by renowned burnout expert Christina Maslach who takes on the workplace's darkest secret, exposing the six factors fueling burnout. We discuss overcoming burnout symptoms and empowering employees to reclaim their well-being and productivity. Christina is the author of "The Burnout Challenge." Full show notes and resources can be found here: https://passionstruck.com/christina-maslach-6-ways-you-overcome-burnout/  Understanding and Overcoming Burnout Symptoms: Wisdom from Christina Maslach Do you want to break free from workplace burnout and create a more positive and fulfilling work environment? Are you tired of feeling exhausted and overwhelmed? Well, I have great news for you. In this episode, the incredible Christina Maslach shares her expert insights and strategies for addressing the six key factors contributing to burnout. By implementing her solutions, you will be able to achieve a renewed sense of energy, regain your enthusiasm, and create a healthier work-life balance. Don't miss out on this opportunity to transform your work experience and achieve a state of true fulfillment and satisfaction. Brought to you by Hello Fresh. Use code passion16 to get 16 free meals, plus free shipping!” Brought to you by Indeed. Head to https://www.indeed.com/passionstruck, where you can receive a $75 credit to attract, interview, and hire in one place. --► For information about advertisers and promo codes, go to: https://passionstruck.com/deals/  Like this show? Please leave us a review here -- even one sentence helps! Consider including your Twitter or Instagram handle so we can thank you personally! --► Prefer to watch this interview: https://youtu.be/bkkIgILJ_4E  --► Subscribe to Our YouTube Channel Here: https://youtu.be/QYehiUuX7zs  Want to find your purpose in life? I provide my six simple steps to achieving it - passionstruck.com/5-simple-steps-to-find-your-passion-in-life/ Catch my interview with Marshall Goldsmith on How You Create an Earned Life: https://passionstruck.com/marshall-goldsmith-create-your-earned-life/  Watch the solo episode I did on the topic of Chronic Loneliness: https://youtu.be/aFDRk0kcM40  Want to hear my best interviews from 2023? Check out my interview with Seth Godin on the Song of Significance and my interview with Gretchen Rubin on Life in Five Senses. ===== FOLLOW ON THE SOCIALS ===== * Instagram: https://www.instagram.com/passion_struck_podcast * Facebook: https://www.facebook.com/johnrmiles.c0m  Learn more about John: https://johnrmiles.com/  Passion Struck is now on the AMFM247 broadcasting network every Monday and Friday from 5–6 PM. Step 1: Go to TuneIn, Apple Music (or any other app, mobile or computer) Step 2: Search for “AMFM247” Network

Dr. Christina Maslach is on a mission to redefine how we tackle burnout at work. For over 35 years, Dr. Maslach has researched the far reaching costs of burnout on society. Her commitment to this work led the World Health Organization to recognize burnout as an occupational phenomenon in 2019, raising the stakes for organizations worldwide. Today, Dr. Maslach is paving the way for meaningful workplace interventions that help people avoid burnout and be their best at work.Dr. Christina Maslach is the pioneer of research on the definition, predictors, and measurement of job burnout. She is a researcher, author, former administrator, and distinguished professor emerita of psychology at UC Berkeley. Dr. Maslach is also the creator of the Maslach Burnout Inventory, the leading measure of burnout in the workplace validated by over three decades of research. In this episode, Dart and Christina discuss:- Dr. Maslach's latest book, The Burnout Challenge- The impact of employee burnout on business success- Chronic job stressors and what to do about them- The effect of burnout on employee engagement and retention- Compassion fatigue at work- Components of the Maslach Burnout Inventory (MBI)- The six causes of burnout - And other topics…Dr. Christina Maslach is a researcher, author, former administrator, and distinguished professor emerita of psychology at the University of California, Berkeley. She is the creator of the Maslach Burnout Inventory, the leading measure of burnout in the workplace validated by over 35 years of research. She is also the author of numerous award-winning articles and books, including The Cost of Caring, The Truth About Burnout, and The Burnout Challenge. Christian received her B.A. from Harvard University and her Ph.D. from Stanford University. She was named by Business Insider as one of the top 100 people transforming business in 2021. With over three decades of experience, she is the pioneer of research on the definition, predictors, and measurement of job burnout. Dr. Maslach's expertise led the World Health Organization to recognize burnout as an occupational phenomenon in 2019. Resources Mentioned:The Burnout Challenge, by Christina Maslach and Michael Leiter: https://www.amazon.com/Burnout-Challenge-Managing-Peoples-Relationships/dp/B0BLXX1T1W The Cost of Caring, by Christina Maslach: https://www.amazon.com/Burnout-Cost-Caring-Christina-Maslach/dp/1883536359 

In this episode we delve into one of the most pressing issues in contemporary workplaces: burnout. Renowned researcher and psychologist Dr. Christina Maslach joins us to demystify the concept of burnout, debunking common misconceptions and addressing why it is so crucial for organizations to understand and combat this issue. We explore the inadequacies of self-care practices as the sole remedy, the critical role of organizational structures in fostering or mitigating burnout, and the actions individuals can take to safeguard their well-being. With a focus on practical solutions, she shares valuable guidance for organizations to create healthier workplaces and foster sustainable employee well-being. Our guest, Dr. Christina Maslach, is a respected Professor of Psychology (Emerita) and a researcher at the Healthy Workplaces Center at the University of California, Berkeley. She's a leading authority on job burnout, with her pioneering research shaping the field's understanding and providing the standard assessment tool, the Maslach Burnout Inventory (MBI). Her most recent book, "The Burnout Challenge: Managing People's Relationships with their Jobs" (2022), continues her profound exploration of the subject. Dr. Maslach's work has earned her numerous accolades, including an award from the National Academy of Sciences for scientific reviewing (2020), and inclusion in Business Insider's 2021 list of the top 100 people transforming business. Her impact is underlined by the World Health Organization's official recognition of burnout as an occupational phenomenon with health consequences in 2019, a testament to her work's influence on global health discourse. Host: Brent Franson, Founder & CEO, Most Days Guest: Dr. Christina Maslach Music: Patrick Lee Production: Artifact

Welcome to an interview with the co-author of The Burnout Challenge, Michael P. Leiter, Ph.D. Burnout is one of the major contributors driving people to leave their job. It results from unsuccessfully managed workplace stress and is a combination of exhaustion, psychological distancing, and a low sense of accomplishment. So how do we address burnout and who is responsible for managing this issue? In this episode, we discuss the factors contributing to employee burnout and what leaders and managers can do to understand, protect, and manage their employees to alleviate the distress from the elements that result in burnout. “Some people are looking for something from that job that it's not providing, that there is a mismatch.” —Michael P. Leiter, Ph.D. Michael P. Leiter, Ph.D., is an organizational psychologist interested in the relationships of people with their work. He has been a professor of Industrial and Organisational Psychology at Deakin University in the Faculty of Health and Canada Research Chair in Occupational Health at Acadia University. Michael lives in Nova Scotia where he writes and consults with workplaces on preventing burnout while improving respect among people.  Get Michael's new book here: The Burnout Challenge: Managing People's Relationships with Their Jobs. Christina Maslach and Michael P. Leiter Enjoying this episode? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

Welcome to an episode with Christina Maslach, PhD, a professor of psychology (Emerita) and a researcher at the Healthy Workplaces Center at the University of California, Berkeley.  In this episode, we discuss the causes of burnout and the factors contributing to it, and how leaders and organizations can address this issue to provide a sustainable and healthy working environment for their employees.  Christina Maslach, PhD, received her BA from Harvard and her PhD from Stanford. She is best known as the pioneering researcher on job burnout, producing the standard assessment tool (the Maslach Burnout Inventory, MBI), books, and journal articles. She has received numerous awards for her work, including both academic (the 2020 award for scientific writing from the National Academy of Sciences) and public (named in 2021 as one of the top 100 people transforming business, by Business Insider). In addition, she is an award-winning teacher and was Professor of the Year in 1997. As an administrator, she was Vice Provost for Undergraduate Education and Instructional Technology, and the Chair of the faculty Academic Senate (twice) at UC-Berkeley. She was the president of the Western Psychological Association when it celebrated its 100th anniversary in 2020. She is now interviewing women faculty who arrived at Berkeley in the 1970s, after the historic low point for women in the 1960s. Get Christina's new book here: The Burnout Challenge: Managing People's Relationships with Their Jobs. Christina Maslach and Michael P. Leiter Enjoying this episode? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

Helping me in this episode is the remarkable Christina Maslach. You will not find anyone more knowledgeable on burnout than her.If you don't believe me, her work is the basis for the 2019 World Health Organization (WHO) decision to include burnout as an occupational phenomenon.Christina started her psychology research career in the early 1970s, and her work led to the co-creation of the Maslach Burnout Inventory. This is a measure of professional burnout that is still being used today.She is currently a Professor of Psychology at the University of California, Berkeley, where she's taught for nearly 50 years. She is no ordinary teacher because, in 1997, she was named USA Professor of the Year.She is the co-author of a new book called, The Burnout Challenge: Managing People's Relationships with Their Jobs.Arianna Huffington stated, “The Burnout Challenge offers tips and tools to evaluate problems and implement solutions…Vital reading for today's and tomorrow's leaders.”00:16 to 01:59 - Intro11:32 to 12:26 - How we learn from each other to make better choices24:01 to 25:15 - Looking at the job and the person and what makes us do well.********************Make sure to follow the show, so you don't miss upcoming episodes!********************Guy Kawasaki is on a mission to make you remarkable. His Remarkable People podcast features interviews with remarkable people such as Jane Goodall, Neil deGrasse Tyson, Marc Benioff, Woz, Kristi Yamaguchi, and Bob Cialdini. Every episode will make you more remarkable.With his decades of experience in Silicon Valley as a Venture Capitalist and advisor to the top entrepreneurs in the world, Guy's questions come from a place of curiosity and passion for technology, start-ups, entrepreneurship, and marketing. If you love society and culture, documentaries, and business podcasts, take a second to follow Remarkable People.Listeners of the Remarkable People podcast will learn from some of the most successful people in the world with practical tips and inspiring stories that will help you be more remarkable.Episodes of Remarkable People organized by topic: https://bit.ly/rptopologyListen to Remarkable People here:https://podcasts.apple.com/us/podcast/guy-kawasakis-remarkable-people/id1483081827Text to get notified of new episodes: https://joinsubtext.com/guyLike this show? Please leave us a review -- even one sentence helps! Consider including your Twitter handle so we can thank you personally!Thank you for your support; it helps the show!

Welcome to Strategy Skills episode 331, an interview with the co-author of The Burnout Challenge, Michael P. Leiter, Ph.D. Burnout is one of the major contributors driving people to leave their job. It results from unsuccessfully managed workplace stress and is a combination of exhaustion, psychological distancing, and a low sense of accomplishment. So how do we address burnout and who is responsible for managing this issue? In this episode, we discuss the factors contributing to employee burnout and what leaders and managers can do to understand, protect, and manage their employees to alleviate the distress from the elements that result in burnout. “Some people are looking for something from that job that it's not providing, that there is a mismatch.” —Michael P. Leiter, Ph.D. Michael P. Leiter, Ph.D., is an organizational psychologist interested in the relationships of people with their work. He has been a professor of Industrial and Organisational Psychology at Deakin University in the Faculty of Health and Canada Research Chair in Occupational Health at Acadia University. Michael lives in Nova Scotia where he writes and consults with workplaces on preventing burnout while improving respect among people.  Get Michael's new book here: The Burnout Challenge: Managing People's Relationships with Their Jobs. Christina Maslach and Michael P. Leiter Enjoying this episode? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

Welcome to Strategy Skills episode 330, an episode with Christina Maslach, PhD, a professor of psychology (Emerita) and a researcher at the Healthy Workplaces Center at the University of California, Berkeley.  In this episode, we discuss the causes of burnout and the factors contributing to it, and how leaders and organizations can address this issue to provide a sustainable and healthy working environment for their employees.  Christina Maslach, PhD, received her BA from Harvard and her PhD from Stanford. She is best known as the pioneering researcher on job burnout, producing the standard assessment tool (the Maslach Burnout Inventory, MBI), books, and journal articles. She has received numerous awards for her work, including both academic (the 2020 award for scientific writing from the National Academy of Sciences) and public (named in 2021 as one of the top 100 people transforming business, by Business Insider). In addition, she is an award-winning teacher and was Professor of the Year in 1997. As an administrator, she was Vice Provost for Undergraduate Education and Instructional Technology, and the Chair of the faculty Academic Senate (twice) at UC-Berkeley. She was the president of the Western Psychological Association when it celebrated its 100th anniversary in 2020. She is now interviewing women faculty who arrived at Berkeley in the 1970s, after the historic low point for women in the 1960s. Get Christina's new book here: The Burnout Challenge: Managing People's Relationships with Their Jobs. Christina Maslach and Michael P. Leiter Enjoying this episode? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo  

\ Episode 100! \ Delighted to reach this podcasting milestone, thank you to everybody who has listened, subscribed or shared the show, and especially to my incredible guests from whom I've learned so much over the last couple of years. Today's episode is an introduction to the topic of burnout which, it turns out, is best prevented by creating more engagement. That's according to the work of Christina Maslach, one of the world's leading authorities on the subject of burnout. I share the framework she has developed over 30 years of research, including the 3 Dimensions of burnout and the 6 Predictors. When I'm facilitating sessions with senior leaders and managers on the subject of burnout and engagement, this is the framework I use and it's incredibly useful on an individual level to understand some of the elements that are important for us to feel engaged with the work that we do. =============================== [On that note, quick plug: I work with teams within corporate organisations to deliver wellbeing and performance programs, covering areas such as physical and mental wellbeing, resilience, stress, mindset & motivation and of course burnout and engagement. If you have a team and want to find out more about how I support my clients, get in touch via email - george@bygeorgeanderson.com or my LinkedIn profile. ] =============================== Ultimately, the responsibility for our own wellbeing is shared between us as individuals and the leaders who shape the environment in which we work. Whilst we have a high degree of control about how take care of ourselves and manage our enegy through the day, the culture we operate in has a significant influence as well. 

Are you or your team chronically stressed because of work? Are you able to catch the warning signs before they cause a negative relationship with work and with yourself? In this episode, Christina Maslach joins Tom Wheelwright to breakdown what areas in the workplace cause burnout, how to recognize the signs, and how you can implement solutions so you, your team, and in turn your clients can truly thrive. Learn more about your ad choices. Visit megaphone.fm/adchoices

Are you feeling stuck in a rut? Does it seem like there is an unending pile of busywork that keeps growing despite your best efforts? Are you feeling irritable and irritated during your daily routines?Maybe you're experiencing burnout! Not to worry, Your Doctor Friends are here to help you recognize the symptoms, take inventory of the issues, and find resources and practices to help restore balance. Today we have Dr. Sapna Shah-Haque, an Internal Medicine physician with a special interest in physician burnout to help us learn more. Dr. Shah-Haque has experienced burnout firsthand, and has co-authored a book, "Thriving After Burnout: A Compliation of Real Stories by Female Physicians" and hosts the podcast "The Worthy Physician". Topics in this episode include:How can we recognize when we are experiencing burnout? At work? At home?What are the "symptoms" of burnout?How can we reach out to our coworkers, friends, and partners, to encourage connection?What resources are out there to help us identify and combat/mitigate burnout?Follow Dr. Shah-Haque on Instagram with her handle, @theworthyphysician and link to her Podcast website here at theworthyphysician.comYouTube video of Dr Christina Maslach outlining the 6 factors contributing to burnout, here. Website for the National Alliance on Mental Illness (NAMI), a wonderful resource for anyone experiencing burnout or related symptoms. NAMI.org.For more episodes, limited edition merch, or to become a Friend of Your Doctor Friends (and more), follow this link!Also, CHECK OUT AMAZING HEALTH PODCASTS on The Health Podcast Network(For real, this network is AMAZING and has fantastic, evidence-based, honest health information, and we are so happy to partner with them!) Find us at:Website: yourdoctorfriendspodcast.com Email: yourdoctorfriendspodcast@gmail.com Call the DOCLINE on 312-380-5005 and leave us a message. We will listen and maybe even respond/play it on the show! (Disclaimer: we will not answer specific medical questions or offer medical advice. Consult your healthcare professional with any and all personal health questions.) Connect with us:@your_doctor_friends (IG)@JeremyAllandMD (IG, FB, Twitter)@JuliaBrueneMD (IG)@HealthPodNet (IG)Mentioned in this episode:DrFriends30 Code

About JeremyJeremy is the Director of DevRel & Community at CircleCI, formerly at Solace, Auth0, and XDA. He is active in the DevRel Community, and is a co-creator of DevOpsPartyGames.com. A lover of all things coffee, community, open source, and tech, he is also house-broken, and (generally) plays well with others.Links Referenced: CircleCI: https://circleci.com/ DevOps Party Games: https://devopspartygames.com/ Twitter: Iamjerdog LinkedIn: https://www.linkedin.com/in/jeremymeiss/ TranscriptAnnouncer: Hello, and welcome to Screaming in the Cloud with your host, Chief Cloud Economist at The Duckbill Group, Corey Quinn. This weekly show features conversations with people doing interesting work in the world of cloud, thoughtful commentary on the state of the technical world, and ridiculous titles for which Corey refuses to apologize. This is Screaming in the Cloud.Corey: This episode is sponsored by our friends at Logicworks. Getting to the cloud is challenging enough for many places, especially maintaining security, resiliency, cost control, agility, etc, etc, etc. Things break, configurations drift, technology advances, and organizations, frankly, need to evolve. How can you get to the cloud faster and ensure you have the right team in place to maintain success over time? Day 2 matters. Work with a partner who gets it - Logicworks combines the cloud expertise and platform automation to customize solutions to meet your unique requirements. Get started by chatting with a cloud specialist today at snark.cloud/logicworks. That's snark.cloud/logicworksCorey: Welcome to Screaming in the Cloud. I'm Corey Quinn. I generally try to have people that I know in the ecosystem on this show from time to time, but somehow today's guest has never made it onto the show. And honestly, I have no excuse other than that, I guess I just like being contrary about it. Jeremy Meiss is the Director of DevRel and Community at CircleCI. Jeremy, thank you for finally getting on the show.Jeremy: Hey, you know what? I woke up months and months ago hoping I would be able to join and never have, so I appreciate you finally, you know, getting that celestial kick in the ass.Corey: I love the fact that this is what you lie awake at night worrying about. As all people should. So, let's get into it. You have been at CircleCI in their DevRel org—heading their DevRel org—for approximately 20 years, but in real-time and non-tech company timeframes, three years. But it feels like 20. How's that been? It's been an interesting three years, I'll say that much with the plague o'er the land.Jeremy: Yes, absolutely. No, it was definitely a time to join. I joined two weeks before the world went to shit, or shittier than it already was. And yeah, it's been a ride. Definitely see how everything's changed, but it's also been one that I couldn't be happier where I'm at and seeing the company grow.Corey: I've got to level with you. For the longest time, I kept encountering CircleCI in the same timeframes and context, as I did Travis CI. They both have CI in the name and I sort of got stuck on that. And telling one of the companies apart from the other was super tricky at the time. Now, it's way easier because Travis CI got acquired and then promptly imploded.Security issues that they tried to hide left and right, everyone I knew there long since vanished, and at this point, it is borderline negligence from my point of view to wind up using them in production. So oh, yeah, CircleCI, that's the one that's not trash. I don't know that you necessarily want to put that on a billboard somewhere, but that's my mental shortcut for it.Jeremy: You know, I'm not going to disagree with that. I think, you know, it had its place, I think there's probably only one or two companies nowadays actually propping it up as a business, and I think even they are actively trying to get out of it. So yeah, not going to argue there.Corey: I have been on record previously as talking about CI/CD—Continuous Integration slash Continuous Deployment—or for those who have not gone tumbling down that rabbit hole, the idea that when you push a commit to a particular branch on Git—or those who have not gotten to that point, push the button, suddenly code winds up deploying to different environments, occasionally production, sometimes staging, sometimes development, sometimes by accident—and there are a bunch of options in that space. AWS has a bunch of services under their CodeStar suite: CodeBuild, CodeDeploy, CodePipeline, and that's basically there as a marketing exercise by CI/CD companies that are effective because after having attempted to set those things up with the native offerings, you go scrambling to something else, anything else. GitHub Actions has also been heavily in that space because it's low friction to integrate, it's already there in GitHub, and that's awesome in some ways, terrible in others. But CircleCI has persistently been something that I see in a lot of different environments, both the open-source world, as well as among my clients, where they are using you folks to go from developer laptops to production safely and sanely.Jeremy: Absolutely, yeah. And I think that's one thing for us is, there's a niche of—you know, you can start if you're into AWS or you're into Google, or you're in—any of those big ecosystems, you can certainly use what they have, but those are always, like, add-on things, they're always like an afterthought of, “Oh, we're going to go add this,” or, “We're going to go add that.” And so, I think you adequately described it of, you know, once you start hitting scale, you're eventually going to start to want to use something, and I think that's where we generally fit in that space of, you know, you can start, but now you're going to eventually end up here and use best-in-class. I spent years Auth0 in the identity space, and it was the same kind of boat is that, you know, sure you can start with hopefully not rolling your own, but eventually you're going to end up wanting to use something best-in-class that does everything that you want it to do and does it right.Corey: The thing that just completely blows my mind is how much for all these companies, no matter who they are and how I talk to them, everyone talks about their CI/CD flow with almost a sense of embarrassment. And back in the days when I was running production environments, we use Jenkins as sort of a go-to answer for this. And that was always a giant screaming exemption to the infrastructure-as-code approach because you could configure it via the dashboard and the web interface and it would write that out as XML files. So, you wound up with bespoke thing lots of folks could interact with in different ways, and oh, by the way, it has access into development, staging, and production. Surely, there will be no disasters that happened as a result of this.And that felt terrible. And now we've gotten into a place where most folks are not doing that anymore, at least with the folks that I talk to, but I'm still amazed by how few best practices around a lot of this stuff has really emerged. Every time I see a CI/CD pipeline, it feels like it is a reimplementation locally of solving a global problem. You're the director of DevRel and have been for a few years now. Why haven't you fixed this yet?Jeremy: Primarily because I'm still stuck on the fact you mentioned, pushing a button and getting to XML. That just kind of stuck me there and sent me back that I can't come up with a solution at this point.Corey: Yeah, it's the way that you solve the gap—the schism as it were—between JSON and YAML. “Cool, we're going to use XML.” And everyone's like, “Oh, God, not that.” It's like, “Cool, now you're going to settle your differences or I'm going to implement other things, too.”Jeremy: That's right, yeah. I mean, then we're going to go use some bespoke company's own way of doing IAC. No, I think there's an element here where—I mean, it goes back to still using best-in-class. I think Hudson, which eventually became Jenkins, after you know, Cisco—was it Cisco? No, it was Sun—after Sun, you know, got their hands all over it, it was the thing. It's kind of, well, we're just going to spin this up and do it ourselves.But as the industry changes, we do more and more things on the cloud and we do it primarily because we're relocating the things that we don't want to have to manage ourselves with all of the overhead and all of the other stuff. We're going to go spit it over to the cloud for that. And so, I think there's been this shift in the industry that they still do, like you said, look at their pipelines with a little bit of embarrassment [laugh], I think, yeah. I chuckle when I think about that, but there is a piece where more and more people are recognizing that there is a better way and that you can—you don't have to look at your pipelines as this thing you hate and you can start to look at what better options there are than something you have to host yourself.Corey: What I'm wondering about now, though, because you've been fairly active in the space for a long time, which is a polite way of saying you have opinions—and you should hear the capital O and ‘Opinions' when I say it that way—let's fight about DevRel. What does DevRel mean to you? Or as I refer to it, ‘devrelopers?'Jeremy: Uh, devrelopers. Yes. You know, not to take from the standard DevOps answer, but I think it depends.Corey: That's the standard lawyer answer to anything up to and including, is it legal for me to murder someone? And it's also the senior consultant answer, to anything, too, because it turns out the world is baked and nuanced and doesn't lend itself to being resolved in 280 characters or less. That's what threads are for.Jeremy: Right [laugh]. Trademark. That is ultimately the answer, I think, with DevRel. For me, it is depending on what your company is trying to do. You ultimately want to start with building relationships with your developers because they're the ones using your product, and if you can get them excited about what they're doing with your product—or get excited about your product with what they're doing—then you have something to stand on.But you also have to have a product fit. You have to actually know what the hell your product is doing and is it going to integrate with whatever your developers want. And so, DevRel kind of stands in that gap that says, “Okay, here's what the community wants,” and advocates for the community, and then you have—it's going to advocate for the company back to the community. And hopefully, at the end of the day, they all shake hands. But also I've been around enough to recognize that there comes that point where you either a have to say, “Hey, our product for that thing is probably not the best thing for what you're trying to do. Here, you should maybe start at this other point.”And also understanding to take that even, to the next step to finish up the answer, like, my biggest piece now is all the fights that we have constantly around DevRel in the space of what is it and what is it not, DevRel is marketing. DevRel is sales. DevRel is product. And each of those, if you're not doing those things as a member of the company, you're not doing your job. Everybody in the company is the product. Everybody in the company is sales. Everybody in the company is marketing.Corey: Not everyone in the company realizes this, but I agree—Jeremy: Yes.Corey: Wholeheartedly.Jeremy: Yes. And so, that's where it's like yes, DevRel is marketing. Yes, it is sales. Because if you're not out there, spreading whatever the news is about your product and you're not actually, you know, showing people how to use it and making things easier for people, you're not going to have a job. And too often, these companies that—or too often I think a lot of DevRel teams find themselves in places where they're the first that get dropped when the company goes through things because sometimes it is just the fact that the company has not figured out what they really want, but also, sometimes it's the team hasn't really figured out how to position themselves inside the business.Corey: One of the biggest, I'll call it challenges that I see in the DevRel space comes down to defining what it is, first and foremost. I think that it is collectively a mistake for an awful lot of practitioners of developer relations, to wind up saying first and foremost that we're not marketing. Well, what is it that you believe that marketing is? In fact, I'll take it a step beyond that. I think that marketing is inherently the only place in most companies where we know that doing these things leads to good results, but it's very difficult to attribute or define that value, so how do we make sure that we're not first up on the chopping block?That has been marketing's entire existence. It's, you know that doing a whole bunch of things in marketing will go well for you, but as the old chestnut says, half your marketing budget is wasted and you'll go broke figuring out which half it is.Jeremy: Yeah. And whenever you have to make cuts, generally, they always, you know, always come to the marketing teams because hey, they're the ones spending, you know, millions of dollars a quarter on ads, or whatever it is. And so yeah, marketing has, in many ways figured this out. They're also the team that spends the most money in a company. So, I don't really know where to go with that isn't completely off the rails, but it is the reality. Like, that's where things happen, and they are the most in touch with what the direction of the company is going to ultimately be received as, and how it's going to be spoken about. And DevRel has great opportunities there.Corey: I find that when people are particularly militant about not liking sales or marketing or any other business function out there, one of the ways to get through them is to ask, “Great. In your own words, describe to me what you believe that department does. What is that?” And people will talk about marketing in a bunch of tropes—or sales in a bunch of tropes—where it is the worst examples of that.It's, “Terrific, great. Do you want me to wind up describing what you do as an engineer—in many cases—in the most toxic stereotype of Uber and 2015-style engineer I can come up with?” I think, in most cases if we're having a conversation and I haven't ended it by now, you would be horrified by that descriptor. Yeah. Not every salesperson is the skeezy used car salesman trying to trick you into something awful. Actual selling comes down to how do we wind up taking your pain away. One of my lines is, “I'm a consultant. You have problems and money. I will take both.”Jeremy: That's right [laugh]. Yeah, that's right.Corey: If you don't have a painful problem, I have nothing to sell you and all I'm doing is wasting my breath trying.Jeremy: Yeah, exactly. And that's where—I'll say it two ways—the difference between good marketing teams are, is understanding that pain point of the people that they're trying to sell to. And it's also a difference between, like, good and bad, even, DevRel teams is understanding what are the challenges that your users are having you're trying to express to, you're trying to fix? Figure that out because if you can't figure that out, then you or your marketing team are probably soon to be on the block and they're going to bring someone else in.Corey: I'm going to fight you a little bit, I suspect, in that a line I've heard is that, “Oh, DevRel is part of product because we are the voice of the community back into the development cycle of what product is building.” And the reason that I question that is I think that it glosses over an awful lot of what makes product competent as a department and not just a function done by other people. It's, “Oh, you're part of the product. Well, great. How much formal training have you had as part of your job on conducting user research and interviews with users and the rest?”And the answer invariably rounds to zero and, okay, in other words, you're just giving feedback in a drive-by fashion that not structured in any way and your product people are polite enough not to call you out on it. And that's when the fighting and slapping begins.Jeremy: Yeah. I don't think we're going to disagree too much there. I think one of the challenges, though, is for the very reason you just mentioned, that the product teams tend to hear your product sucks. And we've heard all the people telling us that, like, people in the community say that, they hear that so much and they've been so conditioned to it that it just rolls off their back, like, “Okay, whatever.” So, for DevRel teams, even if you're in product, which we can come back to that, regardless of where you're at, like, bringing any type of feedback you bring should have a person, a name associated with it with, like, Corey at Duckbill Group hates this product.Corey: Uh-oh [laugh]. Whenever my name is tied to feedback, it never goes well for me, but that will teach me eventually, ideally, to keep my mouth shut.Jeremy: Yeah. Well, how's that working for you?Corey: I'll let you know if it ever happens.Jeremy: Good. But once you start making the feedback like an actual person, it changes the conversation. Because now it's like, oh, it's not this nebulous, like, thing I can not listen to. It's now oh, it's actually a person at a specific company. So, that's one of the challenges in working with product that you have to overcome.When I think about DevRel in product, while I don't think that's a great spot for it, I think DevRel is an extension of product. That's part of where that, like, the big developer experience craze comes from, and why it is a valuable place for DevRel to be able to have input into is because you tend to be the closest to the people actually using the product. So, you have a lot of opportunities and a big surface area to have some impact.Corey: This episode is sponsored in part by our friends at Strata. Are you struggling to keep up with the demands of managing and securing identity in your distributed enterprise IT environment? You're not alone, but you shouldn't let that hold you back. With Strata's Identity Orchestration Platform, you can secure all your apps on any cloud with any IDP, so your IT teams will never have to refactor for identity again. Imagine modernizing app identity in minutes instead of months, deploying passwordless on any tricky old app, and achieving business resilience with always-on identity, all from one lightweight and flexible platform.Want to see it in action? Share your identity challenge with them on a discovery call and they'll hook you up with a complimentary pair of AirPods Pro. Don't miss out, visit Strata.io/ScreamingCloud. That's Strata dot io slash ScreamingCloud.Corey: I think that that is a deceptively nuanced statement. One of the things I learned from an earlier episode I had with Dr. Christina Maslach, is contributors to occupational burnout, so much of it really distills down—using [unintelligible 00:16:35] crappy layman's terms—to a lack of, I guess what I'm going to call relevance or a lack—a feeling like you are not significant to what the company is actually doing in any meaningful way. And I will confess to having had a number of those challenges in my career when I was working in production environments because, yeah, I kept the servers up and the applications up, but if you really think about it, one of the benefits of working in the system space—or the production engineers base, or DevOps, or platform engineering, or don't even start with me these days—is that what you do conveys almost seamlessly from company to company. Like, the same reason that I can do what I do now, I don't care what your company does, necessarily, I just know that the AWS bill is a bounded problem space and I can reason about it almost regardless of what you do.And if I'm keeping the site up, okay, it doesn't matter if we're streaming movies or selling widgets or doing anything, just so long as I don't find that it contradicts my own values. And that's great, but it also is isolating because you feel like you're not really relevant to the direction of what the company actually does. It's, “Okay, so what does this company do?” “We make rubber bands,” and well, I'm not really a rubber band connoisseur, but I could make sure that the website stays up. But it just feels like there's a disconnect element happening.Jeremy: That is real. It is very real. And one of the ways that I tried to kind of combat that, and I help my team kind of really try and keep this in mind, is we try to meet as much as possible with the people that are actually doing the direction, whether it be product marketing, or whether it's in product managers, or it's even, you know, in engineering is have some regular conversations with what we do as a company. How are we going to fit with that in what we do and what we say and all of our objectives, and making sure that everything we do ties to something that helps other teams and that fits within the business and where it's going so that we grow our understanding of what the company is trying to do so that we don't kind of feel like a ship that's without a sail and just floating wherever things go.Corey: On some level, I am curious as to what you're seeing as we navigate this—I don't know if it's a recession,' I don't know if it's a correction; I'm not sure what to call it—but my gut tells me that a lot of things that were aimed at, let's call it developer quality of life, they were something of a necessity in the unprecedented bull market that we've seen for the last decade at some point because most companies cannot afford to compete with the giant tech company compensation packages, so you have to instead talk about quality of life and what work-life balance looks like, and here's why all of the tools and processes here won't drive you to madness. And now it feels like, “Oh, we don't actually have to invest in a lot of those things, just because oh yeah, like, the benefits here are you're still going to be employed next week. So, how about that?” And I don't think that's a particularly healthy way to interact with people—it's certainly not how I do—but it does seem that worrying about keeping developers absolutely thrilled with every aspect of their jobs has taken something of a backseat during the downturn.Jeremy: I don't know. I feel like developer satisfaction is still an important piece, even though, you know, we have a changing market. And as you described, if you're not happy with the tool you're using, you're not going to be as productive than using the tool or using—you know, whether it's an actual developer productivity tool, or it's even just the fact that you might need two monitors, you're not going to be as productive if you're not enjoying what you're doing. So, there is a piece of it, I think, the companies are recognizing that there are some tools that do ultimately benefit and there's some things that they can say, we're not going to invest in that area right now. We're good with where we're at.Corey: On some level, being able to say, “No, we're not going to invest in that right now,” is the right decision. It is challenging, in some cases, to wind up talking to some team members in some orgs, who do not have the context that is required to understand why that decision is being made. Because without context, it looks like, “Mmm, no. I'm just canceling Christmas for you personally this year. Sorry, doesn't it suck to be you? [singing] Dut, dut.” And that is very rarely how executives make decisions, except apparently if they're Elon Musk.Jeremy: Right. Well, the [Muskrat 00:21:23] can, you know, sink any company—Corey: [laugh].Jeremy: — and get away with it. And that's one thing I've really been happy with where I'm at now, is you have a leadership team that says, “Hey, here's where things are, and here's what it looks like. And here's how we're all contributing to where we're going, and here's the decisions we're going to make, and here's how—” they're very open with what's going on. And it's not a surprise to anybody that the economic time means that we maybe can't go to 65 events next year. Like, that's just reality.But at the end of the day, we still have to go and do a job and help grow the company. So, how can we do that more efficiently? Which means that we—it leaves it better to try and figure that out than to be so nebulous, with like, “Yep, nope. You can't go do that.” That's where true leadership comes to is, like, laying it out there, and just, you know, getting people alongside with you.Corey: How do you see DevRel evolving? Because I think we had a giant evolution over the past few years. Because suddenly, the old vision of DevRel—at least in some quarters, which I admit I fell a little too deeply into—was, I'm going to go to all the conferences and give all of the talks, even though most of them are not related to the core of what I do. And maybe that's a viable strategy; maybe it's not. I think it depends on what your business does.And I don't disagree with the assertion that going and doing something in public can have excellent downstream effects, even if the connection is not obvious. But suddenly, we weren't able to do that, and people were forced to almost reinvent how a lot of that works. Now, that the world is, for better or worse, starting to open up again, how do you see it evolving? Are we going right back to a different DevOps days in a different city every week?Jeremy: I think it's a lot more strategic now. I think generally, there is less mountains of money that you can pull from to go and do whatever the hell you want. You have to be more strategic. I said that a few times. Like, there's looking at it and making sure, like, yeah, it would be great to go and, you know, get in front of 50,000 people this quarter or this year, whatever you want to do, but is that really going to move the bottom line for us? Is that really going to help the business, or is that just helping your Delta miles?What is really the best bang for the buck? So, I think DevRel as it evolves, in the next few years, has to come to a good recognition moment of we need to be a little bit more prescriptive in how we do things within our company and not so willy-nilly return to you know, what we generally used to get away with. That means you're going to see a lot more people have to be held to account within their companies of, is what you're doing actually match up to our business goal here? How does that fit? And having to explain more of that, and that's, I think, for some people will be easy. Some people are going to have to stretch that muscle, and others are going to be in a real tough pickle.Corey: One last topic I want to get into with you is devopspartygames.com, an online more or less DevOps, quote-unquote, “Personality” assortment of folks who wind up playing online games. I was invited once and promptly never invited back ever again. So first, was it something I said—obviously—and two what is that and how—is that still going in this post-pandemic-ish era?Jeremy: I like how you answered your own question first; that way I don't have to answer it. The second one, the way it came about was just, you know, Matty and I had started missing that interaction that we would tend to have in person. And so, one of the ways we started realizing is we play these, you know, Jackbox games, and why can't we just do this with DevOps tech prompts? So, that's kind of how it kicked off. We started playing around doing it for fun and then I was like, “You know, we should—we could do this as a big, big deal for foreseeable future.”Where's that now is, we actually have not done one online for—what is it? So probably, like, eight, nine months, primarily because it's harder and harder to do so as everybody [laugh]—we're now doing a little bit more travel, and it's hard to do those—as you know, doing podcasts, it takes a lot of work. It's not an easy kind of thing. And so, we've kind of put that on pause. But we actually did our first in-person DevOps Party Games at DevOpsDays Chicago recently, and that was a big hit, I think, and opportunity to kind of take what we're doing virtually, and the fun and excitement that we generally would have—relatively half-drunk—to actually doing it actually in-person at an event. And in the different—like, just as giving talks in person was a different level of interaction with the crowd, the same thing is doing it in person. So, it was just kind of a fun thing and an opportunity maybe to continue to do it in person.Corey: I think we all got a hell of a lot better very quickly at speaking to cameras instead of audiences and the rest. It also forced us to be more focused because the camera gives you nothing in a way that the audience absolutely does.Jeremy: They say make love to the camera, but it doesn't work anyways.Corey: I really want to thank you for spending as much time as you have talking to me. If people want to learn more about who you are and what you're up to, where should they go?Jeremy: Well, for the foreseeable future, or at least what we can guess, you can find me on the Twitters at @Iamjerdog. You can find me there or you can find me at, you know, LinkedIn, at jeremymeiss, LinkedIn. And you know, probably come into your local DevOpsDays or other conference as well.Corey: Of course. And we will, of course, put links to that in the show notes.Jeremy: Excellent.Corey: Thank you so much for being so generous with your time. It is always appreciated. And I do love talking with you.Jeremy: And I appreciate it, Corey. It was great beyond, finally. I won't hold it against you anymore.Corey: Jeremy Meiss, Director of DevRel at CircleCI. I'm Cloud Economist Corey Quinn and this is Screaming in the Cloud. If you've enjoyed this podcast, please leave a five-star review on your podcast platform of choice, whereas if you've hated this podcast, please leave a five-star review on your podcast platform of choice, along with an angry, irritated comment talking about how CI/CD is nonsense and the correct way to deploy to production is via the tried-and-true method of copying and pasting.Corey: If your AWS bill keeps rising and your blood pressure is doing the same, then you need The Duckbill Group. We help companies fix their AWS bill by making it smaller and less horrifying. The Duckbill Group works for you, not AWS. We tailor recommendations to your business and we get to the point. Visit duckbillgroup.com to get started.

Leading burnout expert Dr. Christina Maslach shares the fundamental causes of burnout and what individuals and organizations can do to fix them. — YOU'LL LEARN — 1) Why burnout isn't just an individual problem 2) The 6 key areas of job mismatch that cause burnout 3) What to do when you're burnt out Subscribe or visit AwesomeAtYourJob.com/ep832 for clickable versions of the links below. — ABOUT CHRISTINA — Dr. Christina Maslach is Professor of Psychology, Emerita, at the University of California, Berkeley, and the co-creator of the Maslach Burnout Inventory, the most widely used instrument for measuring job burnout, and has written numerous articles and books, including The Truth About Burnout. In 2020 she received the Scientific Reviewing award from the National Academy of Sciences for her writing on burnout. In 2021, she was named by Business Insider as one of the top 100 people transforming business. She also consults on the identification of sources of burnout and potential interventions. • Book: The Burnout Challenge: Managing People's Relationships with Their Jobs • Website: Christina Maslach, UC Berkeley — RESOURCES MENTIONED IN THE SHOW — • Book: A Burnt-Out Case by Graham GreeneSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Christina Maslach is the foremost expert and pioneer of research on job burnout. She is an American Social Psychology and professor emerita at UC-Berkeley, she also is the creator of the Maslach Burnout Inventory (MBI). Christina joins host Marcel Schwantes to discuss the book, The Burnout Challenge, which she co-authored. She provides a working definition for workplace burnout, which plays a big part in the 3 dimensions of the 6 job mismatches. As she explains these mismatches she also encourages ways to pivot from these chronic stressors, and help leaders become engaged. The Burnout ChallengeAs Marcel Schwantez and Christina Maslach dive into their discussion, The Burnout Challenge they talk about the real target of the book, “The way human beings function, depends on a relationship between the person and their environment.”[6:52] Christina comments on how too often people focus on just one part of that relationship, the person but what about the role the environment plays? How do we improve the relationship between the job and the people working? She then lays the groundwork for their discussion with a definition for Burnout in the workplace, a response to chronic job stressors that haven't been well managed. In this case, chronic is a very important word because these stressors become too frequent to cope with on a normal basis. Job Mismatches Christina overviews the 6 mismatches at work that lead to burnout: work overload, lack of control, insufficient reward, breakdown of community, absence of fairness,  and conflicting values. “These are the chronic job stressors, that are there all the time, that are annoying, that are hurtful, that get in the way, that are obstacles…that if you just didn't have them, you could get your job done and feel good about it.”[23:57] These are as she refers to as pebbles in the shoe, small but not trivial things that have a large impact on your ability to do your job. The Three C'sCollaborate, Customize, and Commit are the “Three C's” Christina shares that leaders of organizations and their teams need to work on to move past and pivot away from the mismatches. She emphasizes the need to make it a we, not an I, and focus on bringing everyone to the table to come to a solution that does not have to be perfect, but can be better. Too often leaders and higher-ups are adding and adding more to their teams' plates but Christina says we need to rethink, redesign, and come up with something different but doable. “You have to do subtraction if you're going to do addition in order to keep a relatively good balance between people and the job” [42:06] Be an Engaged Leader“People are capable of really good things…we ought to be able to figure out how to help more of that happen on a regular basis” [52:18] Christina makes an analogy about a beautiful flower plant on her deck, she could have paid a lot of money for it but that means nothing if she puts it in a broken pot, with bad soil, and gives it no water or sunlight…those are not the conditions for it to thrive. The same goes for leaders and their employees, they have to work to provide them with conditions that will help them thrive which is a major part of their role. She encourages leaders to be engaged, walk the floor, get to know their people and their needs so that they can be a part of the collaborative voice to help make things better.Mentioned in this episode:The Burnout Challengemaslach@berkeley.eduChristina Maslach | UC PsychMarcel Schwantes on LinkedInMarcel Schwantes

Patrick Lencioni: The 6 Types of Working Genius Patrick Lencioni is founder and president of The Table Group, a firm dedicated to protecting human dignity in the world of work, personal development, and faith. Pat's passion for organizations and teams is reflected in his writing, speaking, executive consulting, and most recently his three podcasts, At the Table with Patrick Lencioni, The Working Genius Podcast, and The Simple Reminder. Pat is the author of twelve best-selling books with over seven million copies sold. After twenty years in print, his classic book The Five Dysfunctions of a Team remains a weekly fixture on national best-seller lists. He has been featured in numerous publications, including the Wall Street Journal, Harvard Business Review, USA Today, Inc. magazine, and Chief Executive magazine. He is the author of The 6 Types of Working Genius: A Better Way to Understand Your Gifts, Your Frustrations, and Your Team. Many of us have heard the invitation from Jim Collin's book Good to Great to get the right people on the bus. But once the right people are on the bus, how to do you find the right seat for each person? On this episode, Pat and I discuss how to utilize the Working Genius model to find the right work for the right team members. Key Points When addressing burnout, the type of work someone does is more significant than the volume of work. Three stages of work are present for almost every team: ideation, activation, and implementation. A cup of coffee in an excellent thermos can stay hot an entire day — that's true of us when we're aligned with our working geniuses. Finding the right work for a team member is far easier than finding the right person culturally. Before you look elsewhere, be sure they are in the right seat. To fill gaps in your team's geniuses, you can hire, borrow, or find people where competence will suffice for now. Resist the temptation to immediately jump to hiring. Resources Mentioned The 6 Types of Working Genius assessment The 6 Types of Working Genius: A Better Way to Understand Your Gifts, Your Frustrations, and Your Team by Patrick Lencioni Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Get the Ideal Team Player, with Patrick Lencioni (episode 301) How to Lead an Offsite, with Tom Henschel (episode 377) The Mindset Leaders Need to Address Burnout, with Christina Maslach (episode 609) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

About ChristinaChristina Maslach, PhD, is a Professor of Psychology (Emerita) and a researcher at the Healthy Workplaces Center at the University of California, Berkeley.  She received her A.B. from Harvard, and her Ph.D. from Stanford.  She is best known as the pioneering researcher on job burnout, producing the standard assessment tool (the Maslach Burnout Inventory, MBI), books, and award-winning articles.  The impact of her work is reflected by the official recognition of burnout, as an occupational phenomenon with health consequences, by the World Health Organization in 2019.  In 2020, she received the award for Scientific Reviewing, for her writing on burnout, from the National Academy of Sciences.  Among her other honors are: Fellow of the American Association for the Advancement of Science (1991 -- "For groundbreaking work on the application of social psychology to contemporary problems"), Professor of the Year (1997), and the 2017 Application of Personality and Social Psychology Award (for her research career on job burnout).  Links: The Truth About Burnout: https://www.amazon.com/Truth-About-Burnout-Organizations-Personal/dp/1118692136 TranscriptAnnouncer: Hello, and welcome to Screaming in the Cloud with your host, Chief Cloud Economist at The Duckbill Group, Corey Quinn. This weekly show features conversations with people doing interesting work in the world of cloud, thoughtful commentary on the state of the technical world, and ridiculous titles for which Corey refuses to apologize. This is Screaming in the Cloud.Corey: If you asked me to rank which cloud provider has the best developer experience, I'd be hard-pressed to choose a platform that isn't Google Cloud. Their developer experience is unparalleled and, in the early stages of building something great, that translates directly into velocity. Try it yourself with the Google for Startups Cloud Program over at cloud.google.com/startup. It'll give you up to $100k a year for each of the first two years in Google Cloud credits for companies that range from bootstrapped all the way on up to Series A. Go build something, and then tell me about it. My thanks to Google Cloud for sponsoring this ridiculous podcast.Corey: This episode is brought to us by our friends at Pinecone. They believe that all anyone really wants is to be understood, and that includes your users. AI models combined with the Pinecone vector database let your applications understand and act on what your users want… without making them spell it out. Make your search application find results by meaning instead of just keywords, your personalization system make picks based on relevance instead of just tags, and your security applications match threats by resemblance instead of just regular expressions. Pinecone provides the cloud infrastructure that makes this easy, fast, and scalable. Thanks to my friends at Pinecone for sponsoring this episode. Visit Pinecone.io to understand more.Corey: Welcome to Screaming in the Cloud. I'm Corey Quinn. One subject that I haven't covered in much depth on this show has been a repeated request from the audience, and that is to talk a bit about burnout. So, when I asked the audience who I should talk to about burnout, there were really two categories of responses. The first was, “Pick me. I hate my job, and I'd love to talk about that.” And the other was, “You should speak to Professor Maslach.” Christina Maslach is a Professor of Psychology at Berkeley. She's a teacher and a researcher, particularly in the area of burnout. Professor, welcome to the show.Dr. Maslach: Well, thank you for inviting me.Corey: So, I'm going to assume from the outset that the reason that people suggest that I speak to you about burnout is because you've devoted a significant portion of your career to studying the phenomenon, and not just because you hate your job and are ready to go do something else. Is that directionally correct?Dr. Maslach: That is directionally correct, yes. I first stumbled upon the phenomenon back in the 1970s—which is, you know, 45, almost 50 years ago now—and have been fascinated with trying to understand what is going on.Corey: So, let's start at the very beginning because I'm not sure in, I guess, the layperson context that I use the term that I fully understand it. What is burnout?Dr. Maslach: Well, burnout as we have been studying it over many years, it's a stress phenomenon, okay, it's a response to stressors, but it's not just the exhaustion of stress. That's one component of it, but it actually has two other components that go along with it. One is this very negative, cynical, hostile attitude toward the job and the other people in it, you know, “Take this job and shove it,” kind of feeling. And usually, people don't begin their job like that, but that's where they go if they become more burned out.Corey: I believe you may have just inadvertently called out a decent proportion of the tech sector.Dr. Maslach: [laugh].Corey: Or at least, that might just be my internal cynicism rising to the foreground.Dr. Maslach: No, it's not. Actually, I have heard from a number of tech people over the past decades about just this kind of issue. And so I think it's particularly relevant. The third component that we see going along with this, it usually comes in a little bit later, but I've heard a lot about this from tech people as well, and that is that you begin to develop a very negative sense of your own self, and competence, and where you're going, and what you're able to do. So, the stress response of exhaustion, the negative cynicism towards the job, the negative evaluation of yourself, that's the trifecta of burnout.Corey: You've spent a lot of your early research at least focusing on, I guess, occupations that you could almost refer to as industrial, in some respects: working with heavy equipment, working with a variety of different professionals in very stressful situations. It feels weird, on some level, to say, “Oh, yeah, my job is very stressful. In that vein, I have to sit in front of a computer all day, and sometimes I have to hop on a meeting with people.” And it feels, on some level, like that even saying, “I'm experiencing burnout,” in my role is a bit of an overreach.Dr. Maslach: Yeah, that's an interesting point because, in fact, yes, when we think about OSHA, you know, and occupational risks and hazards, we do think about the chemicals, and the big equipment, and the hazards, so having more psychological and social risk factors, is something that probably a lot of people don't resonate to immediately and think, well, if you're strong, and if you're resilient, and whatever, you can—anybody can handle that, and that's really a test almost of your ability to do your work. But what we're finding is that it has its own hazards, psychological and social as well. And so, burnout is something that we've seen in a lot of more people-oriented professions, from the beginning. Healthcare has had this for a long time. Various kinds of social services, teaching, all of these other things. So, it's actually not a sign of weakness as some people might think.Corey: Right. And that's part of the challenge and, honestly, one of the reasons that I've stayed away from having in-depth discussions about the topic of burnout on the show previously is it feels that—rightly or wrongly, and I appreciate your feedback on this one either way—it feels like it's approaching the limits of what could be classified as mental health. And I can give terrible advice on how computers work—in fact, I do on a regular basis; it's kind of my thing—and that's usually not going to have any lasting impact on people who don't see through the humor part of that. But when we start talking about mental health, I'm cautious because it feels like an inadvertent story or advice that works for some but not all, has the potential to do a tremendous bit of damage, and I'm very cautious about that. Is burnout a mental health issue? Is it a medical issue that is recognized? Where does it start, okay does it stop on that spectrum?Dr. Maslach: It is not a medical issue—and the World Health Organization, which just came out with a statement about this in 2019 on burnout, they're recognizing it as an occupational risk factor—made it very clear that this is not a medical thing. It is not a medical disease, it doesn't have a certain set of medical diagnoses, although people tend to sometimes go there. Can it have physical health outcomes? In other words, if you're burning out and you're not sleeping well, and you're not eating well, and not taking care of yourself, do you begin to impair your physical health down the road? Yes.Could it also have mental health outcomes, that you begin to feel depressed, and anxious, and not knowing what to do, and afraid of the future? Yes, it could have those outcomes as well. So, it certainly is kind of like—I can put it this way, like a stepping stone in a path to potential negative health: physical health, or mental health issues. And I think that's one of the reasons why it is so important. But unfortunately, a lot of people still view it as somebody who's burned out isn't tough enough, strong enough, they're wimpy, they're not good enough, they're not a hundred percent.And so the stigma that is often attached to burnout, people not only indulge it, but they feel it directed towards them, and often they will try to hide the kinds of experiences they're having because they worry that they are going to be judged negatively, thrown under the bus, you know, let go from the job, whatever, if they talk about what's actually happening with them.Corey: What do you see, as you look around, I guess, the wide varieties of careers that are susceptible to burnout—which I have a sneaking suspicion based upon what you've said rounds to all of them—what do you think is the most misunderstood, or misunderstood aspects of burnout?Dr. Maslach: I think what's most misunderstood is that people assume that it is a problem of the individual person. And if somebody is burned out, then they've got to just take care of themselves, or take a break, or eat better, or get more sleep, all of those kinds of things which cope with stressors. What's not as well understood or focused on is the fact that this is a response to other stressors, and these stressors are often in the workplace—this is where I've been studying it—but in essentially in the larger social, physical environment that people are functioning in. They're not burning out all by themselves.There's a reason why they are feeling the kind of exhaustion, developing that cynicism, beginning to doubt themselves, that we see with burnout. So there, if you ever want to talk about preventing burnout, you really have to be focusing on what are the various kinds of things that seem to be causing the problem, and how do we modify those? Coping with stressors is a good thing, but it doesn't change the stressors. And so we really have to look at that, as well as what people can bring about, you know, taking care of themselves or trying to do the job better or differently.Corey: I feel like it's impossible to have a conversation like this without acknowledging the background of the past year that many of us have spent basically isolated, working from home. And for some folks, okay, they were working from home before, but it feels different now. At least that's the position I find myself in. Other folks are used to going into an office and now they're either isolated—and research shows that it has been worse, statistically, for single people versus married people, but married people are also trapped at home with their spouse, which sounds half-joking but it is very real. At some point, distance is useful.And it feels like everyone is sort of a bit at their wit's end. It feels like things are closer to being frayed, there's a constant sense that there's this, I guess, pervasive dread for the past year. Are you seeing that that has a potential to affect how burnout is being expressed or perceived?Dr. Maslach: I think it has, and one of the things that we clearly see is that people are using the word burnout, more and more and more and more. It's almost becoming the word du jour, and using it to describe, things are going wrong and it's not good. And it may be overstretching the use of burnout, but I think the reason of the popularity of the term is that it has this kind of very vivid imagery of things going up in smoke, and can't handle it, and flames licking at your heels, and all this sort of stuff so that they can do that. I even got a comment from a colleague in France just a few days ago, where they're talking about, “Is burnout the malady of the century?” you know, kind of thing. And it's being used a lot; it's sometimes maybe overused, but I think it's also striking a chord with people as a sign that things are going badly, and I don't know how to deal with it in some way.Corey: It also feels, on some level, for those of us who are trapped inside, it kind of almost feels like it's a tremendous expression of privilege because who am I to have a problem with this? Oh, I have to go inside and order a lot of takeout and spend time with my family. And I look at how folks who are nowhere near as privileged have to go and be essential workers and show up in increasingly dangerous positions. And it almost feels like burnout isn't something that I'm entitled to, if that makes sense.Dr. Maslach: [laugh]. Yeah. It's an interesting description of that because I think there are ways in which people are looking at their experience and dealing with it, and like many things in life, I find that all of these things are a bit of a double-edged sword; there's positive and there's negative aspects to them. And so when I've talked with some people about now having to work from home rather than working in their office, they're also bringing up, “Well, hey, I've noticed that the interviews I'm doing with potential clients are actually going a little better”—you know, this is from a law office—“And trying to figure out how—are we doing it differently so that people can actually relate to each other as human beings instead of the suit and tie in the big office? What's going on in terms of how we're doing the work that there may be actually a benefit here?”For others. It's been, “Oh, my gosh. I don't have to commute, but endless meetings and people are thinking I'm not doing my job, and I don't know how to get in touch, and how do we work together effectively?” And so there's other things that are much more difficult, in some sense. I think another thing that you have to keep in mind that it's not just about how you're doing your work, perhaps differently, or you're under different circumstances, but people, so many people have lost their jobs, and are worried that they may lose their jobs.That we're actually finding that people are going into overdrive and working harder and more hours as a way of trying to protect from being the next one who won't have any income at all. So, there's a lot of other dynamics that are going on as a result of the pandemic, I think, that we need to be aware of.Corey: One thing that I'd like to point out is that you are a Professor Emerita of Psychology at Berkeley, which means you presumably wound up formulating this based upon significant bodies of peer-reviewed research, as opposed to just coming up with a thesis, stating it as if it were fact, and then writing an entire series of books on it. I mean, that path, I believe, is called being a venture capitalist, but I may be mistaken on that front. How do you effectively study something like burnout? It feels like it is so subjective and situation-specific, but it has to have a normalization aspect to it.Dr. Maslach: Uh, yeah, that's a good point. I think, in fact, the first time I ever wrote about some of the stuff that I was learning about burnout back in the mid '70s—I think it was '75, '76 maybe—and it was in a magazine, it wasn't in a journal. It wasn't peer-reviewed because not even peer-reviewed journals would review this; they thought it was pop psychology, and eh. So, I would get, in those days, snail mail by the sackfuls from people saying, “Oh, my God. I didn't know anybody else felt like this. Let me tell you my story.”You know, kind of thing. And so that was really, after doing a lot of interviews with people, following them on the job when possible to, sort of, see how things were going, and then writing about the basic themes that were coming out of this, it turned out that there were a lot of people who responded and said, “I know that. I've been there. I'm experiencing it.” Even though each of them were sort of thinking, “I'm the only one. What's wrong with me? Everybody else seems fine.”And so part of the research in trying to get it out in whatever form you can is trying to share it because that gives you feedback from a wide variety of people, not only the peers reviewing the quality of the research, but the people who are actually trying to figure out how to deal effectively with this problem. So it's, how do I and my colleagues actually have a bigger, broader conversation with people from which we learn a lot, and then try and say, okay, and here's everything we've heard, and let's throw it back out and share it and see what people think.Corey: You have written several books on the topic, if I'm not mistaken. And one thing that surprises me is how much what you talk about in those books seems to almost transcend time. I believe your first was published in 1982—Dr. Maslach: Right.Corey: —if I'm not mistaken—Dr. Maslach: Yes.Corey: —and it's an awful lot of what it talks about still feels very much like it could be written today. Is this just part of the quintessential human experience? Or has nothing new changed in the last 200 years since the Industrial Revolution? How is it progressing, if at all, and what does the future look like?Dr. Maslach: Great questions and I don't have a good answer for you. But we have sort of struggled with this because if you look at older literature, if you even go back centuries, if you even go back in parts of the Bible or something, you're seeing phrases and descriptions sometime that says sounds a lot like burnout, although we're not using that term. So, it's not something that I think just somehow got invented; it wasn't invented in the '70s or anything like that. But trying to trace back those roots and get a better sense of what are we capturing here is fascinating, and I think we're still working on it.People have asked, well, where did the term ‘burnout' as opposed to other kinds of terms come from? And it's been around for a while, again, before the '70s or something. I mean, we have Graham Greene writing the novel A Burnt-Out Case, back in the early '60s. My dad was an engineer, rarefied gas dynamics, so he was involved with the space program and engineers talk about burnout all the time: ball bearings burn out, rocket boosters burn out. And when they started developing Silicon Valley, all those little startups and enterprises, they advertised as burnout shops. And that was, you know, '60s, into the '70s, et cetera, et cetera. So, the more modern roots, I think probably have some ties to that use of the term before I and other researchers even got started with it.Corey: This episode is sponsored in part by our friends at Uptycs, because they believe that many of you are looking to bolster your security posture with CNAPP and XDR solutions. They offer both cloud and endpoint security in a single UI and data model. Listeners can get Uptycs for up to 1,000 assets through the end of 2023 (that is next year) for $1. But this offer is only available for a limited time on UptycsSecretMenu.com. That's U-P-T-Y-C-S Secret Menu dot com.Corey: This is one of those questions that is incredibly self-serving, and I refuse to apologize for it. How can I tell whether I'm suffering from burnout, versus I'm just a jerk with an absolutely terrible attitude? And that is not as facetious a question as it probably sounds like.Dr. Maslach: [laugh]. Yeah. Well, part of the problem for me—or the challenge for me—is to understand what it is people need to know about themselves. Can I take a diagnostic test which tells me if I am burned out or if I'm something else?Sort of the more important question is, what is feeling right and what is not feeling so good—or even wrong—about my experience? And usually, you can't figure that all out by yourself and you need to get other input from other people. And it could be a counselor or therapist, or it could be friends or colleagues who you have to be able to get to a point where we can talk about it, and hear each other, and get some feedback without putdowns, just sort of say, “Yeah, have you ever thought about the fact that when you get this kind of a task, you usually just go crazy for a while and not really settle down and figure out what you really need to do as opposed to what you think you have to do?” Part of this, are you bringing yourself in terms of the stress response, but what is it that you're not doing—or that you're doing not well—to figure out solutions, to get help or advice or better input from others. So, it takes time, but it really does take a lot of that kind of social feedback.So, when I said—if I can stay with it a little bit more—when I first was writing and publishing about and all these people were writing back saying, “I thought I was the only one,” that phenomenon of putting on a happy face and not letting anybody else see that you're going through some difficult challenges, or feeling bad, or depressed, or whatever is something we call pluralistic ignorance; means we don't have good knowledge about what is normal, or what is being shared, or how other people are because we're all pretending to put on the happy face, to pretend and make sure that everybody thinks we're okay and is not going to come after us. But if we all do that, then we all, together, are creating a different social reality that people perceive rather than actually what is happening behind that mask.Corey: It feels, on some level, like this is an aspect of the social media problem, where we're comparing our actual lives and all the bloopers that we see to other people's highlight reels because few people wind up talking very publicly about their failures.Dr. Maslach: Oh, yeah. Yeah. And often for good reason because they know they will be attacked and dumped. And there could be some serious consequences, and you just say, “I'm going to figure out what I'm going to do on my own.”But one of the things that when I work with people, and I'm asking them, “What do you think would help? What sort of things that don't happen could happen?” And so forth, one of the things that goes to the top of the list is having somebody else; a safe relationship, a safe place where we can talk, where we can unburden, where you're not going to spill the beans to everybody else, and you're getting advice, or you're getting a pat on the back, or a shoulder to cry on, and that you're there for them for the same kind of reason. So, it's a different form of what we think of as social network. It used to be that a network like that meant that you had other people, whether family, friends, neighbors, colleagues, whoever, that you knew, you could go to; a mentor, an advisor, a trusted ally, and that you would perform that role for them and other people, as well.And what has happened, I think, to add to the emphasis on burnout these days, is that those social connections, those trusts, between people has really been shredding, and, you know—or cut off or broken apart. And so people are feeling isolated, even if they're surrounded by a lot of other people, don't want to raise their hand, don't want to say, “Can we talk over coffee? I'm really having a bad day. I need some help to figure out this problem.” And so one of those most valuable resources that human beings need—which is other people—is, if we're working in environments where that gets pulled apart, and shredded, and it's lacking, that's a real risk factor for burnout.Corey: What are the things that contribute to burnout? It doesn't feel, based upon what you've said so far, that it's one particular thing. There has to be points of commonality between all of this, I have to imagine.Dr. Maslach: Yeah.Corey: Is it possible to predict that, oh, this is a scenario in which either I or people who are in this role are likely to become burned out faster?Dr. Maslach: Mm-hm. Yeah. Good question and I don't know if we have a final answer, but at this point, in terms of all the research that's been done, not just on burnout, but on much larger issues of health, and wellbeing, and stress, and coping, and all the rest of it, there are clearly six areas in which the fit between people and their job environment are critical. And if the fit is—or the match, or the balance—is better, they are going to be at less risk for burnout, they're more likely to be engaged with work.But if some real bad fits, or mismatches, occur in one or more of these areas, that raises the risk factor for burnout. So, if I can just mention those six quickly. And these are not in any particular order because I find that people assume the first one is the worst or the best, and it's not. Any rate, one of them has to do with that social environment I was just talking about; think of it as the workplace community. All the people whose paths you cross at various points—you know, coworkers, the people you supervise, your bosses, et cetera—so those social relationships, that culture, do you have a supportive environment which really helps people thrive? Can you trust people, there's respect, and all that kind of thing going on? Or is it really what people are now describing as a socially toxic work environment?A second area has to do with reward. And it turns out not so much salary and benefits, it's more about social recognition and the intrinsic reward you get from doing a good job. So, if you work hard, do some special things, and nothing positive happens—nobody even pats you on the back, nobody says, “Gee, why don't you try this new project? I think you're really good at it,” anything that acknowledges what you've done—it's a very difficult environment to work in. People who are more at risk of burnout, when I asked them, “What is a good day for you? A good day. A really good day.” And the answer is often, “Nothing bad happens.” But it's not the presence of good stuff happening, like people glad that you did such good work or something like that.Third area has to do with values—and this is one that also often gets ignored, but sometimes this is the critical bottom line—that you're doing work that you think is meaningful, where you're working has integrity, and you're in line with that as opposed to value conflicts where you're doing things that you think are wrong: “I want to help people, I want to help cure patients, and here, I'm actually only supposed to be trying to help the hospital get more money.” When they have that kind of value conflict, this is often where they have to say, “I don't want to sell my soul and I'm leaving.”The fourth area is one of fairness. And this is really about that whatever the policies, the principles, et cetera, they're administered fairly. So, when things are going badly here—the mismatch—this is where discrimination lives, this is where glass ceilings are going on, that people are not being treated fairly in terms of the work they do, how they're promoted, or all of those kinds of things. So, that interpersonal respect, and, sort of, social justice is missing.The next two areas—the fifth and six—are probably the two that had been the most well-known for a long time. One has to do with workload and how manageable it is. Given the demands that you have, do you have sufficient resources, like time, and tools, and whatever other kind of teams support you need to get the job done. And control is about the amount of autonomy and the opportunities you have to perhaps improvise, or innovate, or correct, or figure out how to do the job better in some way. So, when people are having mismatches in work overload; a lack of control; you cannot improvise; where you have unfairness; where there is values that are just incompatible with what you believe is right, a sort of moral issue; where you're not getting any kind of positive feedback, even when it's deserved, for the kind of work you're doing; and when you're working in a socially toxic relationship where you can't trust people, you don't know who to turn to, people are having unresolved conflicts all the time. Those six areas are, those are the markers really of risk factors for burnout.Corey: I know that I'm looking back through my own career history listening to you recount those and thinking, “Oh, maybe I wasn't just a terrible employee in every one of those situations.”Dr. Maslach: Exactly.Corey: I'm sure a lot of it did come from me, I want to be very clear here. But there's also that aspect of this that might not just be a ‘me' problem.Dr. Maslach: Yeah. That's a good way of putting it. It's really in some sense, it's more of a ‘we' problem than a ‘me' problem. Because again, you're not working in isolation, and the reciprocal relationship you have with other people, and other policies, and other things that are happening in whatever workplace that is, is creating a kind of larger environment in which you and many others are functioning.And we've seen instances where people begin to make changes in that environment—how do we do this differently? How can we do this better, let's try it out for a while and see if this can work—and using those six areas, the value is not just, “Oh, it's really in bad shape. We have huge unfairness issues.” But then it says, “It would be better if we could figure out a way to get rid of that fairness problem, or to make a modification so that we have a more fair process on that.” So, they're like guideposts as well.As people start thinking through these six areas, you can sort of say, “What's working well, in terms of workload, what's working badly? Where do we run into problems on control? How do we improve the social relationships between colleagues who have to work together on a team?” They're not just markers of what's gone wrong, but they can—if you flip it around and look at it, let's look at the other end—okay is a path that we could get better? Make it right?Corey: If people want to learn more about burnout in general, and you're working in it specifically, where can they go to find your work and learn more about what you have to say?Dr. Maslach: Obviously, there's been a lot of articles, and now lots of things on the web, and in past books that I've written. And as you said, in many ways, they are still pretty relevant. The Truth About Burnout came out, oh gosh, '97. So, that's 25 years ago and it's still work.But my colleague, Michael Leiter from Canada, and I have just written up a new manuscript for a new book in which we really are trying to focus on sharing everything we have learned about, you know, what burnout has taught us, and put that into a format of a book that will allow people to really take what we've learned and figure out how does this apply? How can this be customized to our situation? So, I'm hoping that that will be coming out within the next year.Corey: And you are, of course, welcome back to discuss your book when it releases.Dr. Maslach: I would be honored if you would have me back. That would be a wonderful treat.Corey: Absolutely. But in return, I do expect a pre-release copy of the manuscript, so I have something intelligent to talk about.Dr. Maslach: [laugh]. Of course, of course.Corey: Thank you so much for your time. I really appreciate it.Dr. Maslach: Well, thank you for having me. I appreciate the opportunity to share this, especially during these times.Corey: Indeed. Professor Christina Maslach, Professor Emeritus of Psychology at Berkeley, I'm Cloud Economist Corey Quinn, and this is Screaming in the Cloud. If you've enjoyed this podcast, please leave a five-star review on your podcast platform of choice, whereas if you've hated this podcast, please leave a five-star review on your podcast platform of choice along with an insulting comment telling me why you're burned out on this show.Corey: If your AWS bill keeps rising and your blood pressure is doing the same, then you need The Duckbill Group. We help companies fix their AWS bill by making it smaller and less horrifying. The Duckbill Group works for you, not AWS. We tailor recommendations to your business and we get to the point. Visit duckbillgroup.com to get started.Announcer: This has been a HumblePod production. Stay humble.

Christina Maslach: The Burnout Challenge Christina Maslach is the pioneer of research on job burnout, producing the standard assessment tool called the Maslach Burnout Inventory, award-winning articles, and several books, beginning with Burnout: The Cost of Caring, in 1982. Her research achievements over the past five decades have led to multiple awards from the National Academy of Sciences, Western Psychological Association, Society for Personality and Social Psychology, and many others. Christina has received awards for her outstanding teaching, including USA Professor of the Year in 1997. She has been a Professor of Psychology at the University of California, Berkeley since 1971. Christina is now a core researcher at the Healthy Workplaces Center, at Berkeley, and the author along with Michael Leiter of The Burnout Challenge: Managing People's Relationships With Their Jobs*. In this conversation, Christina and I address the reality that burnout is often perceived as an issue with just the individual. We explore how leaders can begin to look at the larger picture: context, culture, and management, in order to address burnout more proactively. We discuss key mindsets that will help and a few tactics that almost every leader can use to get started. Key Points The canary in the coal mine is an indicator of a problem, not the source of it. Our tendency is to focus on the person (the figure) and to miss all the context and environment factors (the ground). Burnout is first and foremost a management issue. “Fixing” the person should not be the focus — instead, get curious about where there is a mismatch. Instead of focusing on what's wrong with the person, shift to what may be wrong in the relationship between the person and situation. Ensure you have a plan for communicated survey results. If you'd done surveys previously, share those results and also the actions the organization had taken before engaging in more surveys. Resources Mentioned The Burnout Challenge: Managing People's Relationships With Their Jobs* by Christina Maslach and Michael Leiter Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Gallup Findings on the Changing Nature of Work, with Jim Harter (episode 409) How to Reduce Burnout, with Jennifer Moss (episode 561) How to Compare Yourself to Others, with Mollie West Duffy (episode 582) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

The last 2+ years have been undeniably challenging, and many nonprofit leaders have struggled to keep a sense of passion for their work. Even when you love what you do like Tobi, you're not immune to the symptoms of burnout and fatigue. First of all, what is burnout? Tobi shares a definition from the World Health Organization, and examines the three main indicators to watch out for. Tobi also shares a great resource from  Christina Maslach, one of the world's pre-imminent researchers on burnout in the workplace. Maslach has identified five levels of people's work experience, and this helps us understand the phenomenon with more subtlety.  Tobi shares six practical and doable steps to prevent burnout before it sets in and increase your effectiveness at work.  Most importantly, Tobi reminds you to build these burnout-busting techniques into your annual strategic plan, so you (and your team) remember to practice them on a regular basis.  Full show notes: 035-6 Ways to Prevent Burnout in Nonprofits - Tobi Johnson & AssociatesThanks for listening to this episode of the Volunteer Nation podcast. If you enjoyed it, please be sure to subscribe, rate, and review so we can reach more people like you who want to improve the impact of their good cause. For more tips and notes from the show, check us out at TobiJohnson.com. For any comments or questions, email us at WeCare@VolPro.net.

What exactly is burnout, and how do we know if we're suffering or at risk of experiencing it?  Today's episode will give us the answers to those questions, and will be instructive for all of us. Cait Donovan will discuss signs and symptoms of burnout, and my guess is that you're feeling some of them. An episode of Cait's podcast, FRIED: the burnout podcast is on tap, and it's a powerful taste of this important condition that's on the rise.   LET'S TALK THE WALK! Wellness While Walking Facebook page Wellness While Walking on Instagram Wellness While Walking on Twitter Wellness While Walking website for show notes and other information Coach Carolyn on Clubhouse: @stepstowellness wellnesswhilewalking@gmail.com   RESOURCES AND SOURCES (some links may be affiliate links) FRIED: The Burnout Podcast with Cait Donovan Website FRIED Podcast Discussion Group on Facebook FRIED on Instagram Cait on LinkedIn www.caitdonovan.com: Cait's links, including information about burnout coaching services More Episodes of FRIED Burnout Signs and Symptoms – Another Discussion of the Signs and Symptoms Dan Sykes: The Somatic Fanatic Talks the Power of Curiosity for Nervous System Training Dr. Kristin Neff: Self Compassion, Being Human, and Living With an Open Heart Dr. Speaking of Psychology: Why We're Burned Out and What to Do About It, with Christina Maslach, PhD HOW TO SHARE WELLNESS WHILE WALKING Wellness While Walking on Apple – click the up arrow to share with a friend via text or email, or share to social media Wellness While Walking on Spotify -- click the up arrow to share with a friend via text or email, or share to social media Link for any podcast app: pod.link/walking – give it to friends or share on social media Wellness While Walking website Or screenshot a favorite episode playing on your phone and share to social media or to a friend via text or email! Thanks for sharing! : )       DISCLAIMER   Neither I nor many of my podcast guests are doctors or healthcare professionals of any kind, and nothing on this podcast or associated content should be considered medical advice. The information provided by Wellness While Walking Podcast and associated material, by Whole Life Workshop and by Bermuda Road Wellness LLC is for informational and entertainment purposes only. It is not intended to be a substitute for professional medical advice, diagnosis or treatment. Always seek the advice of your physician or other qualified health care provider with any questions you may have regarding a medical condition or treatment, and before undertaking a new health care regimen, including walking.     Thanks for listening to Wellness While Walking, a walking podcast and a "best podcast for walking"!      

In this episode hear Christina Maslach explain the causes of burnout as described in her new book, The Burnout Challenge. She talks about how to recognize the signs of employee burnout and how to combat the issue to promote increased productivity and health. For more information about Christina Maslach, visit www.theburnoutchallenge.com

What causes burnout? So often, conversations around burnout center on the effect — the burnout itself — rather than the cause. It is only when the conversation focuses on the chronic job stressors at the root of burnout, can organizations begin to tackle the problem.  Because at its root, burnout is an indication of a misalignment between people and their jobs. By identifying where these misalignments occur, organizations can make adjustments which improve employees' relationships with their jobs. In this episode of Get Reworked, Christina Maslach, pioneer of research on workplace burnout, creator of the Maslach Burnout Inventory standard assessment tool and author of "The Burnout Challenge," shares the key factors that influence whether we have positive or negative relationships with our jobs. Christina has studied the relationships people have with their work and what organizations can do to improve those relationships for over four decades. Listen: Get Reworked Full Episode List "If we're going to do anything about why burnout occurs, as opposed to focusing on who is getting it, we need to focus on what's causing it, we need to prevent the impact of those stressors, reduce them, or have them be better managed, so that they don't occur as often all of these kinds of things," said Christina. Highlights of the conversation include: Why burnout and stress aren't synonymous. Why vacations and self-care are only short-term solutions. How burnout is more than an individual issue. The importance of networks and community in alleviating burnout. The six areas where organizations can focus to improve alignment between people and their jobs. Plus, host Siobhan Fagan talks with Christina about hustle culture, the upsides and the downsides of a daily commute and chardonnay burnout. Listen in for more. Have a suggestion, comment or topic for a future episode? Send it to editors@reworked.co.

New York Times #1 best selling author Adam Grant and Arianna Huffington reviewed this amazing new book titled, THE BURNOUT CHALLENGE: Managing People's Relationships with Their Jobs.THE BURNOUT CHALLENGE was written by two of the world's leading burnout researchers, Christina Maslach, Ph.D and Michael Leiter, Ph.D, and I had the incredible honor of chatting with Christina on this week's podcast! Listen in as we talk about four decades of research which found that mismatches between workers and their jobs predict burnout risk in six areas. These areas include work overload, lack of control in your role, insufficient rewards for your work, socially toxic workplaces, absence of fairness in the team, and a conflict in values between yours and your employer.I teach how to manage your brain and change your belief in yourself using cognitive tools, also known as thought work. Cristina and I talked  about how you can get your internal state of belief and confidence in yourself in a great place, but when you get into a workplace where any of these six areas exist you may struggle. When you find yourself in this situation, we talk about how to pivot and improve the match between yourself and the workplace in order to reduce burnout, and increase the feeling of being engaged and truly enjoying your work!Learn more about Christina and the burnout challenge at www.theburnoutchallenge.comTo purchase the Burnout Challenge book head to  Amazon or Barnes and Noble.Connect with Christina Maslach, Ph.D on linkedin.If this episode inspired you, thank you for leaving a review on Apple Podcasts.You can also comment on this podcast's Instagram post or take a screenshot of you listening and post it to your Instagram stories, LinkedIn, or Twitter.Tag me @sarahlmoodyFull shownotes can be found at sarahmoody.com/podcast/116.You got this, rockstar.Loving this work? Follow me on LinkedIn @sarahlmoody for more cognitive coaching and book a complimentary workshop for your team at sarahmoody.com!

Are you physically exhausted, checked out at work, or feeling like your performance is declining? You may be burned out. In this episode, Diana Hill talks with the world's leading expert on occupational burnout, Dr. Christina Maslach, about 6 key mismatches that contribute to workplace burnout. Listen in to learn why you are burned out, and what you and your organization can do to help.Related ResourcesGet enhanced show notes for this episodeDownload Your Daily Practice for this episodeFind out what kind of Striver you are and get your free Skillful Striving ToolkitDiana's EventsReserve your spot in Diana's Reset and Restore Retreat in Costa Rica in 2023!Sign up for Diana's From Striving to Thriving Summit! See Diana at an upcoming eventConnecting With DianaThank you for listening to Your Life in Process! Subscribe to the podcast for free on Apple Podcasts, Spotify, Google Podcasts. If you have any questions or feedback you can contact Diana by email podcast at yourlifeinprocess dot com or leave Diana an audio message at (805) 457-2776. Follow Diana on YouTube, Instagram, LinkedIn, Facebook, and Diana's website.Thank you to the team Craig, Angela Stubbs, and Ashley Hiatt. Thank you to Benjamin Gould of Bell & Branch for your beautiful music.Remember when you become psychologically flexible, you become free.

Join Sharee Johnson, registered psychologist and executive coach as she describes the landscape of practitioner burnout, including the contributing factors to increasing burnout numbers. Defining burnout, Sharee discusses Christina Maslach's definition of burnout with our ambassador, Dr. Michelle Woolhouse, identifying areas of vulnerability for practitioners within the healthcare profession. Sharee refers to the PERMA model when explaining to Michelle how practitioners can support themselves to both evade and recover from burnout, focussing on personal safety and agency. Find today's transcript and show notes here: https://www.fxmedicine.com.au/podcast/replay-workplace-wellness-preventing-practitioner-burnout-dr-michelle-woolhouse-and-sharee ***DISCLAIMER: The information provided on FX Medicine is for educational and informational purposes only. The information provided is not, nor is it intended to be, a substitute for professional advice or care. Please seek the advice of a qualified health care professional in the event something you learn here raises questions or concerns regarding your health.***

Christina Maslach is a Professor of Psychology (Emerita) and a core researcher at the Healthy Workplaces Center at the University of California, Berkeley.  She received her A.B., magna cum laude, from Harvard-Radcliffe College (1967), and her Ph.D. from Stanford University (1971), and has been on the Berkeley faculty since then.  Maslach is the pioneer of research on the definition, predictors and measurement of job burnout. This work is the basis for the 2019 decision by the World Health Organization (WHO), to include burnout as an occupational phenomenon, with health consequences, in the ICD-11.  She created the Maslach Burnout Inventory (MBI), the most widely used instrument for measuring job burnout, and has written numerous articles and books, including The Truth About Burnout. Several of her articles have received awards for their significance and high impact, including her longitudinal research on early burnout predictors, which was honored in 2012 as one of the 50 most outstanding articles published by the top 300 management journals in the world.

Is burnout on the horizon for you and your team? Christina Maslach, author of the new book "The Burnout Challenge," joins Jon Krohn to help us identify the common signs of looming burnout while steering us in a healthier direction. Additional materials: www.superdatascience.com/622 Interested in sponsoring a SuperDataScience Podcast episode? Visit JonKrohn.com/podcast for sponsorship information.

Warren Kane, MD, talks about physician burnout and shares some common tips for building up your resilience and improving workplace policies to create an environment that prevents or reduces burnout. Dr. Kane is an Arizona native who grew up in Tucson. He graduated from the University of Arizona College of Medicine and finished training in psychiatry at the University of Iowa Hospitals & Clinics. Dr. Kane is licensed to practice medicine in Nevada, Arizona, and Iowa. Contact Dr. Kane at Kane Psychiatry. During the interview, Dr. Kane references the Areas of Worklife Scale from Michael Leiter, PhD, and Christina Maslach, PhD. Click here for a paper about the AWS model. Hosted and produced by John McElligott. Arizona Physician magazine and podcast are brought to you by Maricopa County Medical Society. This episode is sponsored by Bahbah Sobers Wealth Management and FirstNet, built with AT&T.

A lot of us are feeling burnout - but what is it and what can we do about it? If you've struggled with burnout and discovered that rest didn't help - listen in for some constructive ways to move past burnout and get back your passion, energy and enthusiasm. Resources mentioned in the episode: Purchase Raph's book: Strengthen The Person, Not Just the Body Part https://strengthentheperson.com/book-page (here) Connect with Natalie on IG https://www.instagram.com/nataliewilsonpilates/ (here) World Health Organization's classification of burnout is an "occupational phenomenon" https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases (here) Emily Nagoski & Amelia Nagoski's book about burnout https://www.penguinrandomhouse.ca/books/592377/burnout-by-emily-nagoski-phd-and-amelia-nagoski-dma/9781984817068 (here) Wendy Suzuki's book about dealing with anxiety https://www.simonandschuster.com/books/Good-Anxiety/Wendy-Suzuki/9781982170738 (here) How to measure burnout accurately and ethically by Christina Maslach https://hbr.org/2021/03/how-to-measure-burnout-accurately-and-ethically (here) Learn more https://breathe-education.com/blog/become-a-better-instructor/move-past-burnout/ (here). This podcast uses the following third-party services for analysis: Chartable - https://chartable.com/privacy AdBarker - https://adbarker.com/privacy

In this episode, I go into two insights that I learned this week.  One is personal and the other is about six areas of the environment we work in that our organizations can focus on to help us.  There is also a little bonus at the end to make you laugh.  Make sure you listen to the whole way!

Burnout is one of the greatest challenges with which healthcare providers struggle today. As Dr. Dael Waxman explains, “Burnout happens when there's a mismatch between the individual factors that a person brings to the system they work in and the system factors of that system.” This dissonance often creates long-term emotional distress. To counteract this, Dr. Dael Waxman focuses on improving physician well-being.  In this episode of the Prosperous Doc®, our host Shane Tenny, CFP® invites Dr. Waxman to discuss the importance of physician well-being and his journey from clinician to physician well-being coach. Dr. Waxman gives strategies for improving physicians' quality of life. Additionally, he reveals that an accidental presentation sparked his passion for burnout prevention while strangers' stories strengthened it.