Podcasts about maslach

The phenomenon known as hustle culture has gained significant traction in recent years and is characterized by an incessant drive for productivity and success. Proponents argue that this relentless pursuit of achievement is necessary for success in today's competitive landscape. They posit that the willingness to work long hours, often at the expense of personal well-being, can lead to substantial career advancement and financial rewards. However, this perspective warrants critical examination. While hustle culture may yield short-term gains, it often overlooks the importance of work-life balance and mental health. Research indicates excessive work hours can lead to burnout, anxiety, and decreased productivity (Maslach & Leiter, 2016). The glorification of constant busyness can create a toxic environment where individuals feel pressured to prioritize work over personal relationships and self-care. This raises questions about the sustainability of such a lifestyle and its long-term implications on individual well-being. The notion that relentless hustle equates to success fails to acknowledge varying definitions of achievement. Success is subjective; what constitutes fulfillment for one individual may differ dramatically for another. Some may find satisfaction in achieving professional milestones, while others prioritize personal happiness or community involvement (Seligman, 2011). Therefore, a singular focus on hustle culture risks marginalizing alternative pathways to success that emphasize holistic development rather than mere output. While hustle culture might catalyze some individuals' achievements, it is not necessarily a universal formula for success. A more nuanced approach that values balance and diverse definitions of accomplishment could foster healthier environments conducive to sustained growth and fulfillment. Follow me on IG: https://www.instagram.com/angelydub/ Follow Life in Progress on IG: https://www.instagram.com/lifeinprogressph/ Follow me on Tiktok: https://www.tiktok.com/@angelydub Hosted on Acast. See acast.com/privacy for more information.

Is é an t-am sin bliana arís nuair a théann 32 Rós ó fud fad na cruinne san iomaíocht le bheith ainmnithe mar Rós Thrá Lí. Ar Seachtain, labhraíonn Eimear McGovern, iriseoir ón Belfast Telegraph, faoi na heachtraí is conspóidí ón chomórtas thar an blianta. ­ Foclóir: Maslach – demeaning Oidhreacht – heritage Charthanachtaí - charities Trasinscneach - transgender Aerach – gay In ainneoin – despite Ag spochadh - teasing Gluaiseacht - movement Geallghlacadóir - bookies Comhtharlú - coincidence Filíocht - poetry Rath – success Banaltra – nurse Urraíocht - sponsorship Tionlacan - escort Dul chun cinn - advancement See omnystudio.com/listener for privacy information.

Welcome back to The Peds NP Acute Care Faculty series! This series was created and peer-reviewed by national leaders in acute care PNP education collaborating with one another to meet the needs of our current and future colleagues. In the push for competency-based education where faculty verify the skills of what a student can do, rather than their knowledge, our series focuses on the application of didactic content with a practical approach so that you can learn nuances of clinical skills before you reach the bedside.  This episode explores wellness for the pediatric nurse practitioner. We first discuss burnout in terms of its physical and mental impact on the provider as well as poorer patient outcomes and healthcare systems burdens. After we identify symptoms of burnout and compassion fatigue, we'll discuss what wellness looks like in various systems at work from organizational culture of wellness to ease of daily work and finally personal resilience. We end with a discussion on self-compassion and introduce the evidence in support of meditation as a strategy to promote mind-body wellness. For some, this concept is new, so the technical aspects of meditation are unpacked to facilitate your own path to daily wellness. This episode pairs well with the 5-minute meditation for pediatric providers.    References: Berwick, D. M., Nolan, T. W., & Whittington, J. (2008). The triple aim: care, health, and cost. Health affairs (Project Hope), 27(3), 759–769. https://doi.org/10.1377/hlthaff.27.3.759 Chan, G. K., Kuriakose, C., Blacker, A., Harshman, J., Kim, S., Jordan, L., & Shanafelt, T. D. (2021). An organizational initiative to assess and improve well-being in advanced practice providers. Journal of Interprofessional Education & Practice, 25, 100469-. https://doi.org/10.1016/j.xjep.2021.100469 Green, A. A., & Kinchen, E. V. (2021). The Effects of Mindfulness Meditation on Stress and Burnout in Nurses. Journal of holistic nursing : official journal of the American Holistic Nurses' Association, 39(4), 356–368. https://doi.org/10.1177/08980101211015818 Kabat-Zinn, J. (2005). Wherever You Go There You are (10th ed.). Hyperion Kriakous, S. A., Elliott, K. A., Lamers, C., & Owen, R. (2021). The Effectiveness of Mindfulness-Based Stress Reduction on the Psychological Functioning of Healthcare Professionals: a Systematic Review. Mindfulness, 12(1), 1–28. https://doi.org/10.1007/s12671-020-01500-9 Leiter, M. P., & Maslach, C. (2004). Areas of worklife: A structured approach to organizational predictors of job burnout. In P. L. Perrewé & D. C. Ganster (Eds.), Emotional and physiological processes and positive intervention strategies (pp. 91–134). Elsevier Science/JAI Press. Lennon, Y. (2023). The quintuple aim: What it is and why does it matter? Chess Health Solutions. https://www.chesshealthsolutions.com/2023/08/01/the-quintuple-aim-what-is-it-and-why-does-it-matter/#:~:text=The%20Quintuple%20Aim%20is%20an,system%20to%20establish%20health%20equity. Makary, M. A., & Daniel, M. (2016). Medical error-the third leading cause of death in the US. BMJ (Clinical research ed.), 353, i2139. https://doi.org/10.1136/bmj.i2139 Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual review of psychology, 52, 397–422. https://doi.org/10.1146/annurev.psych.52.1.397 National Wellness Institute. (2024). NWI's six dimensions of wellness. https://nationalwellness.org/resources/six-dimensions-of-wellness/#:~:text=Wellness%20is%20a%20conscious%2C%20self,a%20long%20and%20healthy%20life. Neff, K. D. (2023). Self-Compassion: Theory, Method, Research, and Intervention. Annual Review of Psychology, 74(1), 193–218. https://doi.org/10.1146/annurev-psych-032420-031047 Panagioti, M., Khan, K., Keers, R. N., Abuzour, A., Phipps, D., Kontopantelis, E., Bower, P., Campbell, S., Haneef, R., Avery, A. J., & Ashcroft, D. M. (2019). Prevalence, severity, and nature of preventable patient harm across medical care settings: systematic review and meta-analysis. BMJ (Clinical research ed.), 366, l4185. https://doi.org/10.1136/bmj.l4185 Peters E. (2018). Compassion fatigue in nursing: A concept analysis. Nursing forum, 53(4), 466–480. https://doi.org/10.1111/nuf.12274 Shanafelt, T. D., & Noseworthy, J. H. (2017). Executive Leadership and Physician Well-being: Nine Organizational Strategies to Promote Engagement and Reduce Burnout. Mayo Clinic Proceedings, 92(1), 129–146. https://doi.org/10.1016/j.mayocp.2016.10.004 Shanafelt, T. D., Larson, D., Bohman, B., Roberts, R., Trockel, M., Weinlander, E., Springer, J., Wang, H., Stolz, S., & Murphy, D. (2023). Organization-Wide Approaches to Foster Effective Unit-Level Efforts to Improve Clinician Well-Being. Mayo Clinic Proceedings, 98(1), 163–180. https://doi.org/10.1016/j.mayocp.2022.10.031

What next for RTÉ as the ‘New Direction' is revealed. 400 jobs for the chop – is that a threat to Nuacht TG4 agus do Raidió na Gaeltachta. Tá RTÉ féin sa nuacht go minic le bliain anuas, scannal i ndiaidh scannail, an bhfuil réiteach faighte acu anois? Labhraíonn Ciarán Dunbar le Conchúr Ó Faoláin agus le Róisín Ní Mhaoláin. Foclóir: Neamhspleách - independent Féiniúlacht - identity Pacáiste - package Rialtas - government Aibí - mature Seirbhís - service Brabús - profit Tithíocht - housing Tuarastal - salary Ualach oibre - work load Maslach - derogatory See omnystudio.com/listener for privacy information.

School Psychologists and Burnout School psychologists face a high risk of burnout due to workload, lack of control, and value mismatches with their work environment. In this episode, Dr. Stephanie Corcoran advocates for a preventative approach to address burnout by equipping new school psychologists with self-care strategies and knowledge about creating a good fit environment. Self-Care for School Psychologists Self-care is not just bubble baths and yoga. It's about identifying and implementing strategies that work for you, such as: Getting enough sleep Eating healthy foods Exercising Setting boundaries Mindfulness practices like breathwork and body scans Importance of Work Environment A good work environment with factors like a manageable workload, autonomy, and values alignment can significantly reduce burnout risk. When entering the field, new psychologists should consider these factors during the interview process using the six areas of mismatch identified by Maslach and Leiter. Resources AASP:  https://aaspconnect.wildapricot.org/ Books referenced: The Burnout Challenge (Maslach & Leiter, 2024):  https://amzn.to/4bEqlvI Maslach Burnout Inventory:  https://www.mindgarden.com/117-maslach-burnout-inventory-mbi The Real Self-Care (Lakshmin, 2023):  https://amzn.to/3ykDWtI Additional Tips Develop self-awareness to understand your individual needs and preferences. Advocate for yourself and your well-being within your school environment. School psychologists leaving a bad fit environment shouldn't be seen as a failure. They should focus on finding a more suitable work setting. Join us for an insightful conversation that offers practical advice and tools to help you maintain your well-being in your role. Don't miss it! Interested in Joining Summer Boot Camp? Register Today: https://jennyponzuric.com/summerbootcamp2024/ Not sure and want to try out a 2-week Free Trial Inside Our Prepared School Psych Community Click Here and use Code Podcast: https://jennyponzuric.activehosted.com/f/159 ---------------------------------------------------------------- Subscribe now and join our community of dedicated School Psychologists committed to creating inclusive, supportive, and empowering school environments for every child. Let's embark on this journey of professional growth and student-centered advocacy together! Follow us on social media for updates, behind-the-scenes content, and more: Instagram: @jennyponzuric

Welcome to the Social-Engineer Podcast: The Doctor Is In Series – where we will discuss understandings and developments in the field of psychology.   In today's episode, Chris and Abbie are discussing Overworking. They will talk about the causes, symptoms and what you can do to combat it. [May 6, 2024]   00:00 - Intro 00:17 - Dr. Abbie Maroño Intro 00:47 - Intro Links -          Social-Engineer.com - http://www.social-engineer.com/ -          Managed Voice Phishing - https://www.social-engineer.com/services/vishing-service/ -          Managed Email Phishing - https://www.social-engineer.com/services/se-phishing-service/ -          Adversarial Simulations - https://www.social-engineer.com/services/social-engineering-penetration-test/ -          Social-Engineer channel on SLACK - https://social-engineering-hq.slack.com/ssb -          CLUTCH - http://www.pro-rock.com/ -          innocentlivesfoundation.org - http://www.innocentlivesfoundation.org/                                 04:37 - The Topic of the Day: Overworking 05:17 - Working vs Overworking 06:35 - Telltale Signs 08:47 - Keep Balanced 10:35 - Apples and Oranges 15:08 - Time for a Rest 19:52 - Do the Right Thing 21:49 - The Illusion of Control 24:58 - Bury the Bad 27:11 - Accountability of Emotions 28:58 - Lack of Boundaries 30:12 - Communication is Key! 35:58 - Tides are Turning 36:58 - Wrap Up 37:15 - Next Month: Internal Motivation 37:33 - Outro                                                                     -          www.social-engineer.com -          www.innocentlivesfoundation.org   Find us online: -          Twitter: @DrAbbieofficial -          LinkedIn: linkedin.com/in/dr-abbie-maroño-phd -          Instagram: @DoctorAbbieofficial -          Twitter: @humanhacker -          LinkedIn: linkedin.com/in/christopherhadnagy     References: Chandola, T., Brunner, E., & Marmot, M. (2010). Chronic stress at work and the metabolic syndrome: Prospective study. BMJ, 332(7540), 521-525. https://doi.org/10.1136/bmj.38693.435301.80 Cohen, S., Janicki-Deverts, D., & Miller, G. E. (2012). Psychological stress and disease. Journal of the American Medical Association, 298(14), 1685-1687. https://doi.org/10.1001/jama.298.14.1685 Kivimäki, M., Jokela, M., Nyberg, S. T., Singh-Manoux, A., Fransson, E. I., Alfredsson, L., ... & Theorell, T. (2015). Long working hours and risk of coronary heart disease and stroke: A systematic review and meta-analysis of published and unpublished data for 603,838 individuals. The Lancet, 386(10005), 1739-1746. https://doi.org/10.1016/S0140-6736(15)60295-1 Maslach, C., & Leiter, M. P. (2016). Understanding the burnout experience: Recent research and its implications for psychiatry. The American Journal of Psychiatry, 173(6), 1235-1241. https://doi.org/10.1176/appi.ajp.2016.15040416 Nakata, A. (2011). Work hours, sleep sufficiency, and prevalence of depression among full-time employees: A community-based cross-sectional study. Journal of Clinical Psychiatry, 72(5), 605-614. https://doi.org/10.4088/JCP.10m06447gry Palmer, K. T., Harris, E. C., Coggon, D. (2007). Chronic musculoskeletal pain in working populations: Where there is smoke, there is work to be done. Occupational and Environmental Medicine, 64(4), 219-220. https://doi.org/10.1136/oem.2006.031252 Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293-315. Sonnentag, S. (2012). Psychological detachment from work during leisure time: The benefits of mentally disengaging from work. Current Directions in Psychological Science, 21(2), 114-118. Virtanen, M., Ferrie, J. E., Singh-Manoux, A., Shipley, M. J., Stansfeld, S. A., Marmot, M. G., ... & Kivimäki, M. (2011). Long working hours and symptoms of anxiety and depression: A 5-year follow-up of the Whitehall II study. Psychological Medicine, 41(12), 2485-2494. https://doi.org/10.1017/S0033291711000171 Young, K. S. (2017). The relationship between depression, anxiety, and smartphone addiction among university students. Journal of Behavioral Addictions, 6(3), 434-445.

we talk about how to change research with the R3ciprocity Project, and what might that look like.

Today, we delve deep into the six critical areas of work-life that, if misaligned, can lead to burnout. As noted by Leiter and Maslach, in their research, Areas of Worklife: A structured Approach to Organizational Predictors of Job Burnout, “The most obvious and commonly discussed area of worklife is overload: job demands exceeding human limits" (Leiter & Maslach). Today we are going to explore how not only workload, but control, reward, community, and fairness contribute to burnout. Let's embark on this journey together, understanding each area, and reflecting on how they resonate with our experiences.   Connect with Me : https://www.stretchintosuccess.com/ratracereboot/ Listen/Watch Rat Race Reboot: https://www.ratracereboot.com/     #copingwithburnout #Burnout #Lauranoel #RatRaceReboot #Mindset #StretchIntoSuccess #ParadigmShift #Motivation

Two distinguished scholars, Dr. David Maslach and Professor Karim Lakhani, engage in a dynamic conversation about innovation, science, and mentorship. Maslach introduces his R3ciprocity Project, aimed at revolutionizing scientific collaboration through a peer-to-peer sharing model. Lakhani, a renowned Harvard Business School professor, delves into his research on the science of science, exploring how communities collaborate and compete in scientific endeavors. Their discussion uncovers insights into biases in resource allocation, the importance of mentorship, and the need for democratizing opportunities in academia. Lakhani advocates for a lottery-based funding system to encourage more diverse research avenues. Reflecting on their personal journeys, Maslach and Lakhani emphasize the value of mentorship and the joy of discovering new ideas. They highlight the importance of integrating diverse interests to foster innovation and address complex societal challenges. Ultimately, their conversation inspires viewers to embrace curiosity, challenge conventional wisdom, and pursue innovative pathways in their academic and professional endeavors.

Compilation Episode 3This is a bonus longer episode; a compilation of episodes 11-16 of the podcast so you can listen to them back-to-back.3:06 Episode 11 - ConnectionWe are all bound by the connection of treating patients and working in healthcare. Why do we forget that at times? And how can we improve that connection.9:50 Episode 12 - MindfulnessIs mindfulness still a dirty word in your mind in healthcare?This episode explores what I feel it means in real life and I look at practical mindfulness techniques that you can undertake anywhere at anytime in healthcare - however busy or distracted you might be.20:27 Episode 13 - ReflectionReflection is defined as serious thought or consideration. How often do you give episodes of work 'serious thought or consideration'?Reflection can be used positively to enhance your work and improve your learning. In this episode I talk about how reflection can easily be added to your thoughts about work beyond being a forced written piece for your appraisal.31:56 Episode 14 - EducationTwo definitions of education: "The process of receiving or giving instruction" or "An enlightening experience". Some thoughts on that definition and what I feel are the key components to bear in mind as an educator: Engagement, Understanding and Remembering.PS A slip of the tongue at 12:11 when I refer to Maslach's Hierachy of Needs ... I was conflating Maslach's Burnout Inventory (https://en.wikipedia.org/wiki/Maslach_Burnout_Inventory)and Maslow's Hierachy of Needs (https://en.wikipedia.org/wiki/Maslow%27s_hierarchy_of_needs).43:19 Episode 15 - CharityThis episode originally aired just before Christmas and that time of year always makes me think of charity and how lucky and privileged I am to have the life I have, and how so many people rely on charities for the basics of human life of warmth, food and education.In this episode I explore the benefits to healthcare workers of working with, raising money for or donating to charities; reflecting a bit on my time with the Calendar Lads of Northumbria.51:02 Episode 16 - ChristmasAs healthcare professionals we know we are going to be working at some point over the Christmas and New Year period.In this episode I reflect back on what Christmas has meant to me working clinically over the years.I leave you with a link to a funny Christmas song which does contain some offensive lyrics, but I think it sums up nicely how to conduct yourself in this festive time: https://www.youtube.com/watch?v=JmoG4JY_T58Support the showThanks for listening,James@JMACeducation

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.

There are a lot of people talking about burnout, but most of them are actually only teaching basic stress management strategies. Today's guest, Cait Donovan calls bulshit on most of what is being called burnout prevention and recovery. A licensed acupuncturist and Chinese Medicine practitioner turned keynote speaker, author, trauma informed burnout recovery coach and host of the wildly popular podcast, “Fried: The Burnout Podcast” has become a good friend over the past couple of years. I have so much respect for her no-BS approach, that blends personal experience and scientific inquiry, with a passion for addressing burnout on both individual and societal levels. The reality is that burnout is not a character defect, nor it is a badge of honor. We live in a culture that puts all of us at risk for burnout and the women who listen to this podcast are at an even higher risk than most, for reasons that Cait and I will get into in this interview. Here are a few of the highlights before we dig right in: 1️⃣ Burnout prevention ≠ burnout recovery: Cait Donovan challenges the traditional notion of burnout prevention, arguing that it focuses too much on stress management practices. Instead, she emphasizes the importance of burnout recovery, which requires understanding and addressing individual factors that contribute to burnout.2️⃣ Unique protection factors: Every individual has their own set of burnout protection factors. These factors could range from having a strong support system, regular vacations, engaging in hobbies, to even embracing change. Identifying and incorporating these factors into our lives is crucial in preventing burnout.3️⃣ Burnout is not solely caused by workplace factors. Other aspects such as cultural, health, family history, and environmental factors can also contribute to burnout risk. By recognizing and addressing these underlying factors, we can mitigate burnout and improve our overall well-being.Want to get more of Cait into your life? Check out her podcast:Fried: The Burnout Podcast: https://www.friedtheburnoutpodcast.com/Here is a visual representation of what we discussed in this episode:Cait Donovan's A Holistic View of Burnout Framework https://bit.ly/3R9Bj3L Also mentioned by our guest in this episode:Adverse Childhood Experiences Questionnaire for Adults: https://bit.ly/41a0zeSBurnout Research by Maslach & Leiter https://bit.ly/414LUSdRuth Rathblott https://ruthrathblott.com/ (she's our next guest interview) Butcher Box subscription: https://www.butcherbox.com/If you are ready to shift your business from doing what you're used to doing to what is aligned with your purpose, my Boss Up Breakthrough framework is a great place to start. We take a look at what is working and what no longer is, where you need to Boss Up your boundaries, your offers, your pricing, or your marketing strategy and start implementing the changes that move the needle. We will also make sure you are including self-care in your business plan so that you're not just successful on the outside, but aligned with your values, and priorities on the inside, and have some burnout prevention factors built right into your business model. Want to know more? Schedule a free...

There are a lot of people talking about burnout, but most of them are actually only teaching basic stress management strategies. Today's guest, Cait Donovan calls bullshit on most of what is being called burnout prevention and recovery. A licensed acupuncturist and Chinese Medicine practitioner turned keynote speaker, author, trauma-informed burnout recovery coach, and host of the wildly popular podcast, “Fried: The Burnout Podcast” has become a good friend over the past couple of years. I have so much respect for her no-BS approach, which blends personal experience and scientific inquiry, with a passion for addressing burnout on both individual and societal levels. The reality is that burnout is not a character defect, nor it is a badge of honor. We live in a culture that puts all of us at risk for burnout and the women who listen to this podcast are at an even higher risk than most, for reasons that Cait and I will get into in this interview. Here are a few of the highlights before we dig right in: 1️⃣ Burnout prevention ≠ burnout recovery: Cait Donovan challenges the traditional notion of burnout prevention, arguing that it focuses too much on stress management practices. Instead, she emphasizes the importance of burnout recovery, which requires understanding and addressing individual factors that contribute to burnout.2️⃣ Unique protection factors: Every individual has their own set of burnout protection factors. These factors could range from having a strong support system, regular vacations, engaging in hobbies, to even embracing change. Identifying and incorporating these factors into our lives is crucial in preventing burnout.3️⃣ Burnout is not solely caused by workplace factors. Other aspects such as cultural, health, family history, and environmental factors can also contribute to burnout risk. By recognizing and addressing these underlying factors, we can mitigate burnout and improve our overall well-being.Want to get more of Cait into your life? Check out her podcast:Fried: The Burnout Podcast: https://www.friedtheburnoutpodcast.com/Here is a visual representation of what we discussed in this episode:Cait Donovan's A Holistic View of Burnout Framework https://bit.ly/3R9Bj3L Also mentioned by our guest in this episode:Adverse Childhood Experiences Questionnaire for Adults: https://bit.ly/41a0zeSBurnout Research by Maslach & Leiter https://bit.ly/414LUSdRuth Rathblott https://ruthrathblott.com/ (she's our next guest interview) Butcher Box subscription: https://www.butcherbox.com/If you are ready to shift your business from doing what you're used to doing to what is aligned with your purpose, my Boss Up Breakthrough framework is a great place to start. We take a look at what is working and what no longer is, where you need to Boss Up your boundaries, your offers, your pricing, or your marketing strategy and start implementing the changes that move the needle. We will also make sure you are including self-care in your business plan so that you're not just successful on the outside, but aligned with your values, and priorities on the inside, and have some burnout prevention factors built right into your business model. Want to know more? Schedule a free consultation here:...

How do you build long-term wealth? It's a scammy question. You are right. But, if you cared about doing it right, this did not make you click and read this far. The psychology and behavior of building long-term wealth is much different than building it in the short-term. It requires you to think about how do I actually live a good life for a long time. This is much more realistic than any clickbait YouTube course will tell you. But, it is hard. When I say think 90 years of investing, you laugh. You do. You say “Maslach is a baffoon. Who is going to do that?” It is very difficult for almost all. We have to fight off short run thoughts that lead to what you believe that wealth is a short run play. It is not. This process is very similar to many things in life, such as exercising, studying, and losing weight. Long-run wealth building, requires humility, and being counter to most of culture. You have to be OK with looking like the poorest in the room. You don't even need to understand business or investing that much, when you start. Building wealth is really is just you battling YOU. How do I know? I am talking to myself.

Episode 14 - EducationTwo definitions of education: "The process of receiving or giving instruction" or "An enlightening experience". Some thoughts on that definition and what I feel are the key components to bear in mind as an educator: Engagement, Understanding and Remembering.This episode is a couple of days late as I was at the Developing Excellence in Medical Educators Conference: https://www.demec.org.uk/and the rest of the podcast is some thoughts inspired by this conference focussing on how we can improve ourselves as educators.PS A slip of the tongue at 12:11 when I refer to Maslach's Hierachy of Needs ... I was conflating Maslach's Burnout Inventory (https://en.wikipedia.org/wiki/Maslach_Burnout_Inventory)and Maslow's Hierachy of Needs (https://en.wikipedia.org/wiki/Maslow%27s_hierarchy_of_needs).Support the showThanks for listening,James@JMACeducation

Hebben we het mis? Opgeleid met het idee dat een burn-out een duidelijk fenomeen is, maar niets is wat het lijkt. In recent onderzoek en wetenschappelijke discussie blijkt burn-out helemaal niet zo duidelijk en eenduidig. Is het niet gewoon depressie? In deze aflevering bespreken Lennard en Thijs wat ze dachten dat burn-out was en wat het misschien nu blijkt te zijn. Adverteren in deze podcast? Mail naar podcasts@astrolads.com Bronnen en ander lees- en luister- en kijkvoer: - Boek van Christiaan Vinkers, in de ban van burn-out - Hier een filmpje van Vinkers die burn-out uitlegt: https://www.youtube.com/watch?v=nA_1QuESqkc - Ander boek: de burn-out paradox, van een Mattias van Hulle - Check uiteraard de wikipedia pagina: https://nl.wikipedia.org/wiki/Burn-out - Bekijk ook Thijs z'n optreden bij Universiteit van Nederland over burn-out bij millennials: https://www.youtube.com/watch?v=ZHTknnpZuoM - En vergeet Thijs z'n bekende boek niet: Fokking Druk, waar hij er ook over spreekt. Nerd-literatuur: - Freudenberger, Herbert; Richelson, Géraldine (1980). Burn Out: The High Cost of High Achievement. What it is and how to survive it - Demerouti, E., Bakker, A. B., Peeters, M. C., & Breevaart, K. (2021). New directions in burnout research. European Journal of Work and Organizational Psychology, 30(5), 686-691. - Schaufeli, W., & Bakker, A. (2007). Burnout en bevlogenheid. In De psychologie van arbeid en gezondheid (pp. 341-358). Bohn Stafleu van Loghum, Houten. - Maslach, C., & Leiter, M. P. (2016). Burnout. In Stress: Concepts, cognition, emotion, and behavior (pp. 351-357). Academic Press. - Taris, T., Houtman, I., & Schaufeli, W. (2013). Burnout: de stand van zaken. Tijdschrift voor arbeidsvraagstukken, 29(3). - Schaufeli, W. B., Enzmann, D., & Girault, N. (2017). Measurement of burnout: A review. Professional burnout, 199-215. - Valverde, C. P., Ojeda, J. G., & Pulido, M. C. (2016). From burnout to wellbeing in foreign language teaching: State of the art in theoretical and applied research. INTED2016 Proceedings, 7938-7946. - Law, A., & Hadden, R. M. (2017). Burnout means burnout. SFPE Europe Q, 1(5), 2017. - Bakusic, J., Schaufeli, W., Claes, S., & Godderis, L. (2017). Stress, burnout and depression: A systematic review on DNA methylation mechanisms. Journal of psychosomatic research, 92, 34-44. - Bakker, A. B., & Demerouti, E. (2007). The job demands‐resources model: State of the art. Journal of managerial psychology, 22(3), 309-328.

El término burnout está muy asociado al ámbito laboral, se lo define como un estado de cansancio físico y mental que se produce cuando una persona se siente abrumada y agotada por las exigencias de su trabajo o su vida personal. Maslach lo describe como una forma inadecuada de afrontar el estrés crónico, cuyos rasgos principales son el agotamiento emocional, la despersonalización y la disminución del desempeño personal. Se lo conoce como “síndrome del quemado”. El amor, a menudo idealizado como una fuerza positiva, también puede convertirse en un terreno fértil para el agotamiento y el desgaste emocional. Sin llegar a pensar en una patologización de estos escenarios, es una realidad para muchas personas. Si bien no es un diagnóstico o un concepto reconocido en el campo de la salud mental, se ha comenzado a hablar de burnout en los vínculos y hay varias versiones. Hoy vamos a hablar del burnout amoroso en relaciones ya consolidadas. Todos los miércoles, a las 8.20 am les espero en mi columna para hablar de sexualidad, vínculos y sexoafectividad en @notifyok, por @gambaonline @cosquinrockfm @soniderafm Pueden encontrarme en Instagram como @lic.noeliabenedetto ⁠⁠⁠https://www.instagram.com/p/Cfq_p9jLuqy/?igshid=YmMyMTA2M2Y=

“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  

Laziness and burnout aren't always easy to distinguish; burnout is described as "a state of emotional, physical, and mental exhaustion due to chronic stress and an inability to cope with it." Burnout can be masked by a few signs. Here are a few that tell you it's not laziness, but burnout. #burnout #laziness #version3 DISCLAIMER This video is for educational purposes and is based on personal opinions. This video is not a substitute for professional advice, but for general guidance. Please do not take this feedback as an attack on your character. This video was meant to be a self-improvement guide for those of you who have been feeling a little stuck. We advise you to always listen to your intuition and always do what is right for you. Enjoying our content and want to support us directly? Join our premium subscription for access to our podcasts, bonus content, merch discounts and more! Visit: www.psych2go.supercast.com Writer: Chloe Avenasa Script Editor: Rida Batool Script Manager: Kelly Soong VO:: Amanda Silvera Animator: Lesly Drue YouTube Manager: Cindy Cheong References: Korunka, C., Tement, S., Zdrehus, C., & Borza, A. (2010). Burnout: Definition, recognition and prevention approaches. Family & Community Health: The Journal of Health Promotion & Maintenance, 43(3), 311-318. American Psychological Association (2013). Diagnostic and Statistical Manual of Mental Disorders – 5th Edition. APA Publishing; Washington, DC. Leiter, M. P., Bakker, A. B., & Maslach, C. (Eds.). (2014). Burnout at work: A psychological perspective. Psychology Press. Greenglass, E., Fiksenbaum, L., & Burke, R. J. (1996). Components of social support, buffering effects and burnout: Implications for psychological functioning. Anxiety, stress, and coping, 9(3), 185-197. Cropanzano, R., Rupp, D. E., & Byrne, Z. S. (2003). The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors. Journal of Applied psychology, 88(1), 160.

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 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 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  

In this special podcast, discussions occur around the impact of physician burnout. Dr. Michelle LeClaire, a critical care physician with Minnesota VA Medical Center, discusses her first hand account of provider burnout, how burnout is measured, how we can affect change with physician champions and wellness programs, moral distress, residue, injury and gender discrepancies in medicine, and discussions occur around the culture, healthcare organizations, patient complexity, and how a pandemic can affect and lead to burnout.  Enjoy the podcast. Objectives:Upon completion of this podcast, participants should be able to: Identify hallmarks of burnout and implications of burnout in clinicians. Define moral distress and moral injury. Describe gender discrepancies in medicine and burnout rates among gender. CME credit is only offered to Ridgeview Providers & Allied Health staff for this podcast activity. After listening to the podcast, complete and submit the online evaluation form.  Upon successful completion of the evaluation, you will be e-mailed a certificate of completion within approximately 2 weeks. You may contact the accredited provider with questions regarding this program at Education@ridgeviewmedical.org. Click the link below, to complete the activity's evaluation. CME Evaluation (**If you are listening to the podcasts through iTunes on your laptop or desktop, it is not possible to link directly with the CME Evaluation for unclear reasons. We are trying to remedy this. You can, however, link to the survey through the Podcasts app on your Apple and other smart devices, as well as through Spotify, Stitcher and other podcast directory apps and on your computer browser at these websites. We apologize for the inconvenience.)  DISCLOSURE ANNOUNCEMENT  The information provided through this and all Ridgeview podcasts as well as any and all accompanying files, images, videos and documents is/are for CME/CE and other institutional learning and communication purposes only and is/are not meant to substitute for the independent medical judgment of a physician, healthcare provider or other healthcare personnel relative to diagnostic and treatment options of a specific patient's medical condition; and are property/rights of Ridgeview Medical Center & Clinics.  Any re-reproduction of any of the materials presented would be infringement of copyright laws.  It is Ridgeview's intent that any potential conflict should be identified openly so that the listeners may form their own judgments about the presentation with the full disclosure of the facts. It is not assumed any potential conflicts will have an adverse impact on these presentations. It remains for the audience to determine whether the speaker's outside interest may reflect a possible bias, either the exposition or the conclusions presented. Ridgeview's CME planning committee members and presenter(s) have disclosed they have no significant financial relationship with a pharmaceutical company and have disclosed that no conflict of interest exists with the presentation/educational event. Thank-you for listening to the podcast. SHOW NOTES:  *See the attachment for additional information.  How do we break the cycle of burnout? Approximately 50% of burnout is present with clinicians prior to COVID. Mini Z Asks 10 questions: 1.  Overall  "I am satisfied with my current job." 2. "I feel a great deal of stress because of my job." 3. "Using your own definition of 'burnout', please circle one of the following answers below:       a) I enjoy my work. I have no symptoms of burnout.       b) I am under stress and don't always have as much energy as I did, but I don't feel burned out.       c) I am definately burning out and have one or more symptoms of burnout (e.g. emotional exhaustion).       d) the symtpms of burnout that I am experiencing won't go away. I think about work frustrations a lot.       e) I feel completly burned out. I am at the point where I may need to seek help. 4. My control of my workload is? 5. Sufficiency of time for documentation is: 6. Which number best describes the atmosphere in your primary work area? 7. My professional values are well aligned with those of my department leaders. 8. The degree to which my care team works efficiently together is: 9. The amount of time I spend on the electronic health record at home is: 10. My proficiency with the electronic health record is: - Predisposed providers get burned out if you can predict it - you can prevent it. Predictor factors include the three C's : Control, Chaos, Culture 1.) work control 2) chaos 3) culture which include time pressure and work control 4) controlling our schedule 5) chaos in the workplace 6) teamwork Maslach burnout inventory/emotional exhaustion. These include reduced personal accomplishment, depersonalization and lack of compassion. The control model of a job is the teeter-totter that demands control/support. You need to prevent burnout by offsetting the demands with control and support. - Burnout leas to more intent of leaving the job that is three times the odds of leaving. In addition, there are poor patient outcomes.  Patient disenrollment, destabilzation of groups on the indiviual side - there is a high rat of alcoholism, suicide, broken relationships and substance abuse. Items that help with burnout include physician champions, wellness programs and measuring burnout. Culture is massive. Organizations job is to provide a benue for healthcare providers to treat and help patients. External and internal factors of the "mini z" include teamwork, work control, sufficient time for documentation, stress, job satisfaction Gender discrepancies  Women have a 60% burnout over their male counterparts. Gender expectations for listening, a phenomenon of attracting more complicated patients, faster work pace, less values alignment with leadership. Moral distress Situation troubling providers where they know the right thing to do and they cannot. Compromises and patient care due to staffing. Resources and administrative support not in place. This also secondary to social determinants, healthcare disparities, abusive families and patients, not being able to alleviate suffering. Unresolved moral distress becomes moral injury. Moral injury is a more pervasive issue which leads to cognitive dissidents, depersonalization, bad ethical decision making. Moral residue leads to unresolved moral distress. EDM or ethical decision making is dealing with moral injury. Generally secondary to self-reflective providers, empowerment, having a practice - culture - open to multi-disciplinary and reflection, teamwork, mutual respect within the multi-disciplinary team, active involvement of the bedside nurses with end-of-life care, providers active in decision-making, practicing culture of ethical awareness. Article:Trends in Clinician Burnout With Associated Mitigating and Aggravating Factors During the COVID-19 Pandemic  Thanks to Dr. Michelle LeClaire for her knowledge and contribution to this podcast. Please check out the additional show notes for more information/resources.

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

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.

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.

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.

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.

There are many risk factors for burnout. The good news is that each risk factor is multidirectional and by working on any one of them, you are likely to positively change others. It can feel overwhelming to confront all of the risk factors for burnout, so in today's #straightfromcait episode, Cait breaks them all down into six overarching categories. These categories are workplace, family, self, culture, environment, and health.    Here in the United States there is an extreme amount of pressure and importance placed on hard work and individuality. The issue with these being the major cultural values is that overworking can and does quite literally cause death through having an overall negative impact on long-term health. In addition, relying completely on yourself to accomplish every single thing and not leaning into the strength of our communities is a large contributor to eventual burnout. When considering burnout, the majority of research comes from workplace studies, however, there are several other categories to consider for a broader view. How you were raised, the family you have currently, the environment you live and work in, and your physical and mental health conditions all contribute toward burnout in their own ways. By setting aside time for self care, making necessary lifestyle changes, and really considering each of the burnout risk factors that you identify with, you can make lasting and significant changes that help you to prevent or heal from burnout.    The risk factors for burnout are too numerous to count, but they do all tend to fall into six main interconnected categories. By making improvements in one area, you are likely influencing several others at the same time. Tune into this week's #straightfromcait episode for a conversation about the six categories of burnout risk factors. Learn what to keep an eye out for and what changes to make in order to positively influence your burnout recovery or even to prevent burnout before it occurs.    Quotes · “We might be talking about some sort of family trauma, and you have to know that that affects your environment. And that also affects your health. And it also affects your sense of self and how you function in the world. Right? So there's a lot going on here. Everything affects everything else.” (4:28-4:45 | Cait) · “A study that was combined between the World Health Organization and the International Labor Org showed that working 55 plus hours a week resulted in approximately three quarters of a million deaths over the course of a year through stroke and heart attack mostly. And this was shown to be especially true for those over 45.” (5:38-5:59 | Cait) · “If it is an epigenetic change, we can affect change on it. Because epigenetics are fluid, right? We can move them, they can change. But it does require a lot of self care.” (12:20-12:31 | Cait) · “If you did not have access to or take advantage of access to green space, being in nature, your overall health will suffer and your energy will suffer and increase your risk of burnout.” (12:58-13:09 | Cait)   Links  https://caitdonovan.as.me/free https://caitdonovan.as.me/inquiry   These references should be in the show notes: REFERENCES Bar, M., & Maital, N. (2007) Visual elements of subjective preference modulate amygdala activation.” Neuropsychologia. 45(10). pp. 2191-2200. 10.1016/j.neuropsychologia.2007.03.008. Berk, L. (2019). Exploring Adult and Adolescent Development. Pearson. Cht 3. Huberman Lab. (2022). Using light to optimize health. https://hubermanlab.com/using-light-sunlight-blue-light-and-red-light-to-optimize-health/ Ishizu, T., and Semir Z. (2011). Toward a brain-based theory of beauty. PLOS One, https://doi.org/10.1371/journal.pone.0021852. Maslach, C., Schaufeli, W.B., Leiter, M.P. (2001). Job burnout. Annual Reviews of Psychology. 52. 397-422 World Health Organization. (2021). Long working hours increasing deaths from heart disease and stroke. https://www.who.int/news/item/17-05-2021-long-working-hours-increasing-deaths-from-heart-disease-and-stroke-who-ilo XOXO, C   If you know that it's time to actually DO something about the burnout cycle you've been in for too long - book your free consult today: bit.ly/callcait   https://friedtheburnoutpodcast.com/quiz   Podcast production and show notes provided by HiveCast.fm

Please find the research mentioned in this episode below Timms, C., Brough, P., & Graham, D. (2012). Burnt‐out but engaged: the co‐existence of psychological burnout and engagement. Journal of Educational Administration. Freudenberger, H. (1974), “Staff burnout”, Journal of Social Issues, Vol. 30, pp. 159-64. Maslach, C., Schaufeli, W.B. and Leiter, M.P. (2001), “Job burnout”, Annual Review of Psychology, Vol. 52, pp. 397-422. Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt, W. C. Borman, & Associates (Eds.), Personnel selection in organizations: 71–98. San Francisco, CA: Jossey-Bass Wang, G. and Lee, P.D. (2009), “Psychological empowerment and job satisfaction: an analysis of interactive effects”, Group and Organization Management, Vol. 34, pp. 271-96. Laschinger, H.K.S. and Finegan, J. (2005), “Using empowerment to build trust and respect in the workplace: a strategy for addressing the nursing shortage”, Nursing Economics, Vol. 231, pp. 6-13. Laschinger, H.K.S., Finegan, J., Shamian, H. and Wilk, P. (2004), “A longitudinal analysis of the impact of workplace empowerment on work satisfaction”, Journal of Organizational Behavior, Vol. 25, pp. 527-45. May,D.R., Gilson, R.L. and Harter, L.M. (2004), “The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work”, Journal of Occupational and Organizational Psychology, Vol. 77, pp. 11-37.

Welcome!   In this episode, I define burnout. I use two definitions: one by Maslach and followers and one by Schaufeli and followers. We also discuss some of the differences between the two definitions as they have a crucial impact on diagnosing burnout.  Enjoy, comment, subscribe, and share - it does matter!   Best, Eugene (Yevgen)

Know the signs of job burnout Maslach Burnout Inventory (MBI) - Assessments, Tests | Mind Garden Test Yourself | WellMD & WellPhD | Stanford Medicine Self-Assessment | WellMD & WellPhD | Stanford Medicine Physician Support Line   Bio/Show Notes: Do you feel emotionally overextended? Does getting out of bed to head into work seem like a daily uphill battle? Have you felt more impersonal with patients or more detached from family members than usual? Do you ever feel so physically exhausted you've questioned your own competence at work? If so, you're not alone. Take a closer look at which areas you might need to focus on and reach out for accountability.    4 ways to recognize and address burnout: Know the signs of job burnout Self-assess: Test Yourself | WellMD & WellPhD | Stanford Medicine Self-Assessment | WellMD & WellPhD | Stanford Medicine Seek Help  Employee Assistance Program Faith institution Family member Co-worker   Utilize confidential physician support line below: Physician Support Line  1 (888) 409-0141       Psychiatrists helping US physician colleagues and medical students navigate intersections of personal and professional lives.  Free & Confidential | No appointment necessary                 Open 7 days a week | 8:00AM - 1:00AM ET     Maslach Theory of Burnout: Burnout is defined as the end state of long-term chronic stress (Maslach, 2003), and is a syndrome represented by three dimensions; mental fatigue or emotional exhaustion, negative feelings and perceptions about the people one works with or depersonalization, and a decrease in feelings of personal accomplishment    Maslach Burnout Inventory Scales Emotional Exhaustion  The 9-item Emotional Exhaustion (EE) scale measures feelings of being emotionally overextended and exhausted by one's work. Higher scores correspond to greater experienced burnout. Depersonalization  The 5-item Depersonalization (DP) scale measures an unfeeling and impersonal response toward recipients of one's service, care, treatment, or instruction. Higher scores indicate higher degrees of experienced burnout. Personal Accomplishment  The 8-item Personal Accomplishment (PA) scale measures feelings of competence and successful achievement in one's work. Lower scores correspond to greater experienced burnout.    The Maslach Burnout Inventory (MBI): Christina Maslach, Susan E. Jackson, Michael P. Leiter, Wilmar B. Schaufeli, & Richard L. Schwab  The MBI and MBI Manual are copyrighted publications. To obtain the survey items, scoring information, and research manual, please contact the publisher, Maslach Burnout Inventory (MBI) - Assessments, Tests | Mind Garden

Bom dia, boa tarde, boa noite! Seja bem vindo ao podcast Medicina do Conhecimento. Ciência e informação a qualquer momento, em todo lugar. Eu sou Pablo Gusman, o Anestesiador. Juntos falamos sobre novidades, dicas e a prática da medicina, sem esquecer dos pontos fortes que nos proporcionam qualidade de vida! E como compartilhar é multiplicar seguimos com uma pílula com assunto sem fronteiras no mundo do conhecimento. O COVID-19 foi declarado uma pandemia em março de 2020. 100 milhões de pacientes foram infectados em todo o mundo e milhões de mortes foram relatadas. Incluímos nesses números os profissionais de saúde! A síndrome de burnout tem três sintomas que a definem: grande exaustão emocional, despersonalização e baixa sensação de realização pessoal no trabalho. Antes do COVID-19, a prevalência da síndrome de burnout entre os profissionais de saúde, principalmente os que atuavam em unidades de cuidados intensivos variava entre 28 a 61%. Uma pesquisa foi realizada para determinar o impacto da COVID-19 na síndrome de burnout nas equipes da UTI e identificar fatores associados a esse burnout. Incluíram enfermeiros de cuidados intensivos, médicos, fisioterapeutas, farmacêuticos, assistentes sociais e outros profissionais de saúde envolvidos nas unidades. Síndrome de Burnout e fatores contribuintes foram medidos usando o Inventário de Maslach. O estudo fez parte de uma pesquisa sobre incidência de burnout pré e pós pandemia. Antes da pandemia de COVID-19, 59% dos entrevistados demonstraram a síndrome de burnout aumentando para 69% durante a pandemia. Enfermeiros tiveram o maior aumento de burnout (58 para 72%). Por outro lado, embora o burnout tenha sido alto antes e durante o COVID-19 em todas as especialidades, a maioria das profissões teve burnout semelhante ou menor em 2020. Os médicos tiveram a menor taxa de burnout em 51% e 58% pré e durante COVID-19. Médicos com 3 a 5 anos de experiência tiveram a maior prevalência de síndrome de burnout antes e durante a pandemia. Um total de 399 entrevistados relatou contato direto com pacientes com COVID-19, enquanto 308 não tiveram. A prevalência da síndrome de burnout não foi diferente entre os médicos que trataram pacientes com COVID-19 e aqueles que não o fizeram. Um pequeno aumento na exaustão emocional nos médicos que lidaram diretamente com COVID-19 e o relato de aumento da carga de trabalho. Houve maior prevalência me profissionais do sexo feminino em todas as profissões. É possível que as taxas de burnout tenham sido ainda maiores do que as relatadas aqui, como descrito na literatura ligada à medicina intensiva. Ao mesmo tempo, também pode ter havido autosseleção de médicos com maior probabilidade de o burnout retornar suas pesquisas porque queriam compartilhar sua experiência, o que poderia resultar em uma superestimativa da prevalência de burnout. Apesar dessas limitações, esses resultados são um reflexo preocupante da gravidade do burnout em toda a equipe multiprofissional e dos níveis elevados de burnout observados em médicos de UTI durante uma pandemia. Além disso, eles demonstram que nem todas as profissões ou gêneros são igualmente impactados, com um aumento desproporcional do burnout em enfermeiras e médicas. Os resultados, demonstrando níveis semelhantes de esgotamento por médicos de UTI, independentemente de gerenciarem pacientes com COVID-19, sugerem fortemente que a simples prática de cuidados intensivos durante uma pandemia coloca em risco todos os membros da equipe multiprofissional de cuidados intensivos. Os esforços para melhorar o bem-estar devem ser projetados e implementados o mais rápido possível. Compartilhe conosco o que você e sua instituição fazem para seu bem estar e saúde mental! Esse artigo está disponível no nosso grupo do Telegram Anestesiador. Ative a notificação para ser informado quando um novo podcast for publicado e a qualquer momento e em todo lugar, escute a rádioweb no www.medicinaconhecimento.com.br

With workloads spinning out of control and workers not always getting the support they need, it's no wonder “burnout” has become a buzzword. Enter Christina Maslach, PhD, a professor of psychology at the University of California, Berkeley, and a pioneer in the field of burnout research. In this episode, she explains just what burnout means — and what it doesn't. She reveals some hard truths about what “mental health days” can do — and what they can't. But most importantly, she offers a way forward, laying out six paths to a healthy workplace. Drawing on Dr Maslach's decades of research, we can all learn to change our work environments for the better. Mind-Body LinksWe weren't kidding when we called her “burnout royalty.” See Dr Maslach's full credentials, accomplishments and awards.  Geek out with host Jaclyn Byrer on the research methods behind the full Maslach Burnout Inventory. Feeling stressed or frustrated? Check out this article to learn how exercise can help.

I talk about my journey in building the ct. Iart from the beginning to give you an overview of what is going on with the reciprocity project, and where I would like to take it in the future. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Definition: “Burnout is a syndrome of emotional exhaustion, depersonalisation, and reduced personal accomplishment that can occur among individuals who work with people in some capacity” (Maslach, Jackson, & Leiter, 1996, p4)Contributory factors to burnout:Workload - Task demands / task avoidance?Control - Synthesised contingencies?Reward - Thin schedule of reinforcement?Community - Social reinforcers, group contingencies?Fairness - Comparing individual reinforcers compared to own?Values – MOs?We discuss burnout with exercise, food and weight loss.Burnout in ABA:1) Julie Slowiak – self care2) Camille Plantiveau, Katerina Dounavi & Javier Virués-Ortega (2018): High levels of burnout among early-career board-certified behavior analysts with low collegial support in the work environment, European Journal of Behavior Analysis, DOI: 10.1080/15021149.2018.1438339

The word “burnout” has become ubiquitous -- it seems to sum up the stress and exhaustion and disaffection that many of us are feeling this year. But are workers really more burned out than ever? And what does the term burnout actually mean? How does burnout differ from fatigue or stress? How do you know if you're burned out? And what can individuals, employers and society do to combat workplace burnout? Dr. Christina Maslach answers these and other questions.  Listener Survey - https://www.apa.org/podcastsurvey

In the second of ASCO Education's two-part episode, Todd Pickard, MMSc, PA-C (MD Anderson Cancer Center) continues the conversation with Drs. Daniel McFarland (Northwell Cancer Institute), Sayeh Lavasani (City of Hope), and Fay Hlubocky (University of Chicago) about individual and institutional interventions to prevent and address burnout among oncology professionals. Subscribe: Apple Podcasts, Google Podcasts | Additional resources: elearning.asco.org | Contact Us Air Date: 6/30/2021   TRANSCRIPT [MUSIC PLAYING] SPEAKER: The purpose of this podcast is to educate and inform. This is not a substitute for medical care and is not intended for use in the diagnosis or treatment of individual conditions. Guests on this podcast express their own opinions, experience, and conclusions. The mention of any product, service, organization, activity, or therapy should not be construed as an ASCO endorsement. [MUSIC PLAYING] TODD PICKARD: Hello, and welcome to the second ASCO eLearning podcast episode focused on burnout in oncology. In the previous episode, our guest speakers discussed what burnout is, its warning signs, risk factors, preventative measures, and talked about their own personal experiences with burnout. My name is Todd Pickard, and I'm an oncology physician assistant at the MD Anderson Cancer Center. I'm pleased to introduce our three guest speakers as we continue our conversation on the prevalence of burnout and its implications for personal well-being and professional satisfaction. Dr. Fay Hlubocky is a clinical health psychologist and research ethicist at the University of Chicago Medicine. She's also co-chair of the ASCO Oncology Clinician Well-being Task Force and has extensive research experience in burnout. We're also joined by Dr. Daniel McFarland, a medical oncologist and consult liaison psychiatrist specializing in head and neck thoracic malignancies and psycho-oncology at Northwell Health Lenox Hill Hospital. He has conducted research on empathy, resilience, and distress in trainees and edited an upcoming Springer book publication entitled, Depression, Burnout, and Suicide in Physicians. And finally, we are also joined by Dr. Sayeh Lavasani, a medical oncologist specializing in breast cancer and an assistant clinical professor in the department of medical oncology and therapeutic research at City of Hope. Dr. McFarland, you mentioned that you've been involved in research on burnout. So tell us, how prevalent is burnout in oncologists? And is it getting better or worse? DANIEL MCFARLAND: Thanks, Todd. Yeah, good question. The research that I did was more on empathy, resilience, and distress, not burnout. I didn't actually measure burnout. But the latter part of your question, I'll tell you that some data indicate that it is increasing. In general, oncologists are in the middle of the pack in terms of medical specialties and where they fall in terms of how burnt out they are. And it really speaks to the drivers of burnout being not always what you think that they might be. As a specialty, we see a lot of the patients at the end of life. But as has been mentioned, these are really more systemic, administrative of issues, although it can be communication. And again, it's just everyone is a little different in that regard. So whether it's actually increasing or we're just having more attention to it is probably a good question. But either way, it's there, it has been there, it's a problem, and we should do something about it. TODD PICKARD: So Dr. McFarland, I really like the fact that you just said we should do something about it, and that leads to my next question. Is there any evidence-based interventions that we can use to prevent burnout? DANIEL MCFARLAND: Absolutely. There are several good meta-analyses in fact. So people have been looking at this across the board. The caveat is that they're not always specific for the setting. And I don't think there is a way to make that necessarily possible, given the multitude of settings. But in general, across the board, doing something seems to be better than nothing. The issue is, well, are they durable responses? And what exactly are you measuring? So if you have a drop in burnout by two points, is that enough? It looks like actually even a few points-- and I think it's around four points on the Maslach scale, MBI, Maslach Burnout Index. Fay can correct me on that, I guess. But if there's just even a small drop, then that has been shown to be a meaningful change, which is wonderful. Now in sub-analyses in these meta-analyses, they've shown that the kinds of interventions that are most effective are organizational interventions. And most of those types of interventions are things like work hour restrictions and workflow modification. But the big caveat there is a lot of those were done in trainees, where they would have work hour restrictions. So again, you have to sort of take the data for what they are. And if it's applicable, then great. If it's not, maybe try something else. So the take-home message is that the organizational type interventions are not only more efficacious but seem to be longer lasting in their efficacy. But that doesn't mean that individual interventions don't work, because they do. They also work. And I would say from the sub-analyses that I've seen, if the interventions incorporate mindfulness or some part of CBT-- that's Cognitive Behavioral Therapy-- those interventions seem to work the best. The combination would be ideal of organizational changes with individual types of changes. And a lot of this comes down to sort of system-based changes. I think of adaptive trial designs, that's essentially what's needed. One thing's going to work in this setting, another thing will work in another setting. Each field has its own drivers of burnout. I'll tell you, for example, totally outside of oncology, that with psychiatrists, who, again, don't have the highest rates of burnout for probably the reasons that we talked about, but actually violence. A lot of psychiatrists have been hit by a patient or had violence thrust upon them. And it's a real cause of burnout. I just would have never exactly put that together. So the point is that for each discipline, there are specific things, and then there are general drivers of burnout. I think we all work with the electronic medical record. We all have bosses and administration that we work for. And so it's a matter of putting these things together. TODD PICKARD: Yeah, it resonates with me that there's a lot of things that we hear about, but then there's a difference between understanding what's out in the literature, what you hear articulated, but then how do you turn that into practical methods. Dr. Hlubocky, how can our listeners adopt some practical methods for preventing burnout that's easy to implement? FAY HLUBOCKY: Thank you. Awareness and education is key, truly being aware, truly being motivated. We talked about self-assessment. That was actually one of the first strategies that we described in our educational book in 2016 with Dr. Back and [INAUDIBLE] of really doing, as Dr. McFarland talked about, really doing that self-assessment. 1 to 10-- how irritable, how sad, what am I? Rating that, and not just rating yourself multiple times a day, having a barometer. And again, asking that trusted observer, maybe it's your wife, maybe it's your colleague. And then, of course, to seek support if that is needed if it does become too extreme. But clearly, we know awareness and education is key-- education. So some of the early internal medicine work showed that a simple one hour educational talk on burnout, on well-being not just informed the attendees but also compelled them to practice preventative behaviors. What was that? Exercise, getting better sleep, trying to leave work on time if they were able to, better nutrition. It is these simple things. I work with oncology fellows and teach them communication. And we have a formal burnout and compassion fatigue course. And that is what we did in one study was just do an education, a little didactic, six months later evaluated them using the protocol and the MBI. And similarly, they changed their behaviors. They changed their practices, even the qualitative responses told us. So education is so key. And I motivate leaders so much to simply have a one hour [INAUDIBLE] grand rounds on burnout. Get some CMEs, so it motivates the docs to come in and to attend and to learn, because it is only through education do we know what to look for and what to address. Self-care is critical. I cannot emphasize that enough. Yes, burnout is an occupational phenomenon, without a doubt. But in order to find meaning and joy and purpose in your work again, to find, to research, to rekindle that joy that you have, you have to practice some techniques. So again, it's these preventative behaviors, again just basic needs of sleep and nutrition and exercise, but it's also things like writing a narrative. When you had a patient case that maybe went a little bit south, write a little narrative about what happened so you can be self-reflective of that. Journaling, talking about that patient's story, that patient's story that went well, that patient's story that went really bad. Gratitude-- gratitude is kind of a newer phenomenon coming out, but we teach docs to just name three things that you're grateful for in the morning, in the afternoon, and before you go to bed. It's a way of seeking self-compassion and kindness where you haven't been. Mindfulness-- Dr. McFarland talked about mindfulness. My conflict of interest is that I am a mindful teacher. I teach this with patients and with my colleagues and students. It is intentional, purposeful. It's not about sitting in the corner and doing some yoga and breathing, but truly teaching the docs, teaching my colleagues to do some breath work before they start their EMR, right? Mindful handwashing techniques of really taking the time when we're washing our hands, a real contemplative practice to be able to recharge and refresh during that course of the day. Although self-care is critical, and I view it very much as it being your life preserver, sometimes when colleagues say it's my organization that's really beat me down, it's not my fault I'm burnout, my analogy is, gosh, if you're on a sinking ship, won't you use your life preserver? That's what self-care is. But equally important is for the organization to please provide that support, to empower the oncology clinician to use the team. So many times I encourage the colleagues to use your team members. We're all in it together, but to truly work together as a community, because it's only as a community we'll be able to address this issue in that. So truly, self-care is vital without a doubt, can't say more than enough about it. TODD PICKARD: So many things that you just said resonate so strongly with me, that sense of community where you feel like the stress and everything that you're going through is shared and that sense of gratitude. Just thinking about a few things that are going right, it just lowers the threshold. It lowers the stress. So let's stick with stress for a second. Dr. Lavasani, in your experience, what are the effective strategies that you've used or experienced to mitigate stress level that are helpful? SAYEH LAVASANI: When I experienced burnout, then I decided to learn how to cope with it and to reduce my stress level. I realized that situation was not sustainable and I needed to take some action. So what I do is that I usually set aside one hour every night for myself to do things that I enjoy. It's like my me time. So this could be cooking or reading a book one night, or watching my favorite show on TV or Netflix the other night. And also one way that I relax is by listening to music. When I'm tired of doing my administrative work or days that I'm in office, I just listen to my favorite song. It's just three to four minutes, but it makes me feel better, and then I go back to my work. It's also, I think, it's very important to set aside some time to do exercise. If it's not possible every day, but a few times per week. And our nutrition is also very important as you know. Fay was mentioning as well. Initially when I started working as an attending, I was always skipping lunch in clinic. But then I learned that actually taking that half an hour break to have lunch helps me to feel better and to recharge, and then I can go back to my clinical duties. And also, I try to stay organized and complete my tasks on time. It helps me to avoid procrastination. That really increases my anxiety level, because then I feel like I have unfinished things to do and just that it increases my stress. So I try to really be organized and to be on time for everything. And this is something that is very difficult-- I'm learning to do that-- And that's basically to say no to unrealistic demands. Medical oncologists, like other physicians, we have learned to say yes to all expectations. This is something that we need to work towards unlearning. The expectations and demands on us is really high. And we feel like we always must serve others and their needs, including our institution's administration. We have turned into passive individuals, that we agree to whatever that is thrown on us. Unfortunately, in a lot of practices, there is a disconnect between administration and physicians. And so it is very important to engage the administration to recognize burnout. And it can really affect productivity, and they need to come up with an action plan to help physicians to do things that will make our lives easier. And definitely getting support from other team members, from our colleagues is very important. Our peers, they play a very important role in helping us and supporting us. And we always believe you are stronger if we stick together. So definitely, this is also very important to have that support system at fort. TODD PICKARD: It's really important that when there is that disconnect between your practice, your institution, the administrators, and what the individual providers need, they've got to have a resource. And that brings me to my next question. This is where ASCO has actually something that might help. So Dr. Hlubocky, you're serving as co-chair for the ASCO Oncology Clinical Well-being Task Force. Can you walk us through the work this task force is doing? What kinds of tools and resources are being developed and offered? FAY HLUBOCKY: Oh, thank you. It's such a privilege to introduce our membership to this wonderful task force that's in our infancy, and it's an honor to serve as co-chair with Piyush Srivastava. It was a collaborative effort between both the ethics committee and the clinical practice committee to gather a group of folks that are experts, including, for example, Dr. McFarland is one of our tasks force members, where we could actually focus on the oncology clinician well-being. And how have we defined well-being is it's been adapted from the National Academy of Medicine's definition that it's this integrative concept that characterizes the quality of life that encompasses that individual's work-related activities, the personal, the health, the environmental, and the psychosocial factors as well. And our mission is to improve that quality, the safety, and the value of cancer care by enhancing oncologist's well-being and the sustainability of the practice as well. We have a five-year plan. Our task force has a five-year charter and road map. The aim is really to promote well-being across the ASCO activities, diversifying resources to promote and identify the needs through research activities, to identify the needs of that individual clinician to improve the practice as well. So ultimately, our vision is across ASCO to create programs and strategies that can really help the clinician, as well as I think the cancer organization as well. As I said, many leaders come to us wanting to implement interventions and not really knowing how to. So although we are in our infancy, we have been quite busy and we have developed a research page that all members can access that has empirical research on there and also some tools that could be used, multiple resources on there. We also had a webinar to introduce the task force to the members-- of course the purposes and the charter. We also recently published an editorial in the JCO JOP talking about the impact of COVID on burnout, moral distress, and the emotional well-being of the oncologists. And that actually has multiple useful interventions that the organization might consider as well. And we just conducted a focus group study that is currently under peer review of the oncologist experience, both the personal and occupational experiences during the COVID pandemic, what is that oncologist going through. So very busy. Again, in our infancy, we have lots of plans to hope and look forward to all of these endeavors, and of course, your feedback on it. We are here to help and serve you, and we are very grateful to ASCO leadership for giving us this opportunity to advocate for the oncology team. DANIEL MCFARLAND: Can I just say one other thought that I had? When we were talking about the interventions, I was just going to say that one way that I think about the interventions that might be helpful is that there are some interventions that are sort of pulling the clinician away from the work environment, whereas others are having the clinician kind of engage more strongly with the work environment or in a different way. And the latter seemed, obviously, to be a little bit more effective or makes sense, because we've all had that feeling of being on vacation and you go back and it's the same thing. And so I just wanted to add that that's just another way of looking at the interventions. I always talk about this study that was done in Oregon like 20 years ago, because it was so genius that what they did was they basically-- it's a group of five different community oncology practices. They got together and they said, OK listen, burnout's a problem. We're measuring it. You guys figure it out, and we're going to remeasure it. And the beauty of it was that it addressed what some of the problems of burnout are-- feeling like you're in control, and then kind of having that engagement part where you're engaging with whatever you're creating to mitigate the burnout. And thirdly, it brought the oncologists together. So they had to figure it out in their own way and what made sense for them. And in my mind, that's the perfect solution. And it does help bring administration and clinicians together, because ultimately, we do all care about the same thing. FAY HLUBOCKY: It's a great example of peer support, Daniel. We always talk about peer support. And I think a lot of folks say, what does that look like? Is that a group thing? And exactly that study of getting everyone together to talk about it-- how can we make change, how can we improve burnout at our organization-- is critical. That's why it really-- it can't just be leadership alone, and we need physician champions. We need lots of folks involved in the process to ultimately improve the quality of cancer care at that institution, and I think honestly nationally and globally. That's kind of what I think even our task force is about. TODD PICKARD: Oncology is a team sport. We're all in it together. [INTERPOSING VOICES] TODD PICKARD: Exactly. If we're taking the patient's care in all of our hands, well then we all have a responsibility for preventing burnout and backing each other up and talking about this and being that trusted person to be that barometer. So it's a team sport. No person stands alone. FAY HLUBOCKY: Yeah, and the oncology clinician is the most compassionate clinician, I think, out there. Truly. Of course, I have a little bit of bias there. But truly, my colleagues are the most compassionate, kindest people, people I just love being around. But it's so tough to show self-compassion isn't? We're great at giving compassion to others, to the suffering, but to self that tends to be a little bit more difficult. So that's why we have to help all one another, as you said. TODD PICKARD: Well, this has been a terrific conversation. So thank you Dr. Lavasani, thank you Dr. Hlubocky, thank you Dr. McFarland for your engagement and conversation today. That is all the time we have. But we thank all of our listeners today for listening to this episode of the ASCO e-Learning podcast. To keep up to date with the latest episodes, please click to subscribe and let us know what you think about the podcast, leave us a review, or email us at elearning@ASCO.org. Thanks so much, everybody. [MUSIC PLAYING] SPEAKER: Thank you for listening to this week's episode of the ASCO eLearning weekly podcast. To make us part of your weekly routine, click Subscribe. Let us know what you think by leaving a review. For more information, visit the comprehensive e-learning center at elearning.asco.org.

Michael Levitt is the founder & Chief Burnout Officer of The Breakfast Leadership Network, a San Diego and Toronto-based burnout media firm. In this week's episode, Michael and Alyssa talk about the silent killer: Burnout. Michael shares his story of how he almost lost his life from toxic stress and burnout. He now spends his time trying to educate others on how they can recognize the signs of burnout and seek the help that they need before it is too late.  Support the Podcast More info can be found at https://BreakfastLeadership.com/media Blog is at https://BreakfastLeadership.com/blog Books:  Burnout Proof:  How To Establish Boundaries To Avoid The Negativity Of Stress https://amzn.to/2JkbKxQ 369 Days:  How To Survive A Year of Worst-Case Scenarios:  https://amzn.to/38Zd807   Transcript:   Alyssa Scolari [00:23]: Hello friends, good afternoon, good morning, good evening, good night wherever you are, whatever time it is. Hello and welcome to another episode of the Light After Trauma Podcast. I am your host, Alyssa Scolari. Today we are here to talk about another juicy topic. I love this topic. Again, I know I say that all the time, but this topic I am very passionate about. We are here to talk about B-U-R-N-O-U-T. So no I can't sing, but yes I'm going to anyway on this podcast. For those of you who struggle with spelling, that spells burnout. I'm really, really excited. Our guest today, who really has made his entire career and his biggest passion about burnout prevention, his name is Michael Levitt. Michael is the founder and Chief Burnout Officer of The Breakfast Leadership Network, a San Diego and Toronto based burnout media firm. He is an in-person and certified virtual speaker, a certified NLP and CBT therapist, and is one of the world's leading authorities in burnout recovery and prevention. He is a Fortune 500 consultant, a number one bestselling author, and host of The Breakfast Leadership Show, a top 200 podcast on iTunes. That's so exciting! He is a former healthcare executive, CIO and CFO overseeing $2 billion budgets, so he has truly seen and done it all. Hello Michael, welcome to the Light After Trauma Podcast. How's it going? Michael Levitt [02:14]: I am awesome. I'm looking forward to our chat today. Alyssa Scolari [02:17]: Me, too. I have to ask you from reading your bio, you're on the West Coast? Michael Levitt [02:23]: I split my time between San Diego and Toronto, and actually at the time of this recording I'm in Toronto. With the U.S. Canadian border closure they've closed it to non-essential travel, and apparently I'm not essential. So I get to stay here, which is fine. Alyssa Scolari [02:23]: Lovely. Michael Levitt [02:40]: I'm a dual citizen so I get to vote and screw up two countries, and I'm comfortable either place. Plus the weather now in Toronto is nice, so it's not bad. You should talk with me in the winter, I'm like oh, why am I here. Alyssa Scolari [02:40]: I'm sure. Michael Levitt [02:53]: But things are opening up. I anticipate by the fall of this year that it'll be easier to travel and all of that, and I'm looking forward to it. Alyssa Scolari [03:06]: Yeah. So Toronto to San Diego? Michael Levitt [03:10]: Yeah, it's a five hour flight one way, anyway. If you've got stops, then of course it gets much longer. But it's about a five hour flight, and obviously a little bit different temperature during the year. Right now we're about the same because I have the weather out on my phone for both locations, and I always look at them like oh wow, we're actually warmer than San Diego today, interesting. But that doesn't happen a lot. But in the summertime it does, but not so much when that crinkly white stuff's falling from the sky. It's like you don't tend to see that too much in San Diego. In the mountains yes, but not by Gaslamp or anything like that. Alyssa Scolari [03:52]: No, not when you're hanging out at the San Diego Zoo. Michael Levitt [03:55]: Exactly, yeah. The polar bears might be happy, it's like finally we've got the weather right. Alyssa Scolari [04:00]: Right, at last. Michael Levitt [04:03]: Exactly. Alyssa Scolari [04:04]: Well, that's actually really cool. Obviously I'm sure it comes with its frustrations, undoubtedly. But I don't know, that's kind of neat to essentially have lives in two different countries. We're here today to talk about burnout which as I stated earlier is one of my favorite topics, definitely getting more attention as we were talking about, but there's not a lot of action. First it's like acknowledging that this is a problem and then it's like okay, maybe we should start thinking about taking action. I'm going to turn it over to you, the burnout expert. What is burnout? What does that mean? Michael Levitt [04:45]: Burnout is when you have prolonged stress basically, to really narrow it down. It's basically when you are completely fatigued, exhausted, you're mentally and physically drained. You have no motivation to do anything, and it's been over an extended period of time. Now for each person, that could be a different period of time. Some people can burn out pretty quickly, and others it could take several years for it to build up depending on what's going on. But that's the thing I see with everybody that is actually at that burned out state is they're just done. They don't have any motivation, they're fatigued, they're living life in a fog, they really can't see things clearly and quite frankly they're almost numb to life, which is no way to exist. Alyssa Scolari [05:37]: Absolutely. I relate to that so well. I think that's a really, really good description because it's just like that sense of almost like you're just going through the motions I think, and nothing really means much to you good or bad. It's just kind of like, oh. Or on the other sense, I feel like sometimes it can also be like you're the Energizer bunny where it's like I can't stop, I can't stop, I can't take a day off, I have to do this, people need me. People need me, I can't take a day off, I can't afford to, that type of mentality as well. I think it could maybe go either way. Michael Levitt [06:12]: It does, and a lot of people that I see that are burned out are what we like to call people pleasers, and they don't want to let anybody down so they just continue working. Maybe they're Type A personalities, very driven, very successful and have always put in those 12, 14, 16 hour days kind of thing, and they wear it like it's a badge of honor. And it's like no, actually you'll end up having a different type of badge and it'll be whatever they put around your wrist when you're in the hospital, or a toe tag if you don't take care of yourself. I definitely flirted with that with my burnout journey. Alyssa Scolari [06:52]: Yeah. It's funny. As you're speaking I'm like oh, I feel personally attacked right here because that honestly, it truly was me. It was chronic people pleasing, just working 12, 14 hour days. I think for me, I watched my mom get very, very sick and she almost died. We were told she was going to die. I think it was a result of her chronic people pleasing and her burnout that is the reason why she almost died, and to this day continues to have health issues. So I think that was a really big turning point for me. But I know you have an entire journey of your own with burnout. Would you mind talking a little bit about that? Michael Levitt [07:38]: Sure, I'd love to. Back in 2007, I was hired as a healthcare executive for a startup healthcare organization just outside of Windsor Ontario, Canada. I'm a dual citizen born in the U.S., immigrated to Canada in 2004 with my former wife and became a citizen in 2011, hence the vote and screw up two countries joke that I made earlier. But in this role, and anybody that's ever worked in a startup, you know there's a lot of work involved, there's a lot of things to set up. I had to recruit physicians, hire staff, educate the community on why our clinic was better than the other clinics that had been in town for several years, and had a very proactive board of directors. Even though I was an employee, as a people pleaser or I identify myself now asa a reformed people pleaser, but as a- Alyssa Scolari [08:37]: I love that. Michael Levitt [08:37]: ... former people pleaser I took it on my own and said, "Well, I'm going to act as if this is my company." Which it isn't, but I acted as if it was, and was driven and was basically working 6:00 a.m. to 11:00 p.m. seven days a week for a solid two years. During that time, when you're working that many hours and you're in an office type of role, you're not getting any level of exercise to speak of, and I certainly wasn't. Of course when you're an executive and we all know this, who gets the real close parking spot to the door? The executive. So I wasn't even getting 10,000 steps just because my parking spot was so good. I'd be lucky if I probably got 2,000 steps a day, because our clinic size was rather small at that point. So I wasn't doing that. My nutrition plan quite frankly was breakfast, lunch and dinner, ordering in a microphone, drive around the corner, paying for it and getting a brown bag handed to me. I just ... Of course working those long hours, you tend to eat differently. So you're eating later than you normally do so that of course, your body doesn't have an opportunity to break that down before you crash into bed, which then your body's got to break that down while you're sleeping. And sleep is so critical in prevention of burnout, and people that don't get good sleep it's really problematic, and I'll talk about that in a moment. But this went on for two years. Then finally in May of 2009 I had what I refer to as my year of worst-case scenarios. I was mowing my front lawn on a Monday night, actually it was ... The anniversary is this week, ironically. But I was mowing my front lawn, and we had a small lawn and gas prices were expensive back then as they are now at the time of this recording. I had an electric mower and this thing was really bulky to turn, it wasn't light at all, it was really hard to turn. I mow the first row, and then I turned the lawn mower to mow the next row. I felt this incredible pain in the center of my chest. It really felt like I had pulled a muscle, and it hurt so bad that I couldn't continue mowing the lawn. Then I went inside, I took some pain medication. The pain went away unless I lifted anything with my right arm. I'm left-handed so I don't tend to lift a lot with my right arm, but occasionally I do. And anytime I lifted anything, that pain would be there. It was dull, it didn't hurt badly, but it did have some discomfort. So that went on for a few days. Then Thursday night of that week I went out to a local restaurant that had an all you could eat special, and I took them up on that offer. I had all kinds of fried sea ... really tasty not good for you food and washed it down with a few adult beverages, and life was good. Went to bed, and then about an hour and a half after going to sleep I woke up again with that pain that I had on Monday night, but it was at least 10 times worse. It literally felt like an elephant was stepping on my chest. At that point I thought okay, this is what you get for eating all of that food. It's just ... You're getting acid reflux or indigestion or whatever. So I got out of bed after I caught my breath, went into the bathroom, took some Tums, was able to fall asleep. So Friday morning comes. That pain that I'd been feeling every time I lifted anything with my right arm was persistent, it wasn't going away. So after working about 45 minutes and reminder, I'm working in a medical clinic, I decide to approach one of our physicians and asked him if he could take a look. Because I explained to him what had happened that week and he listened. He was going, "It's probably nothing but we got the EKG equipment here, why don't we run a test just to make sure there's nothing going on because it sounds different, something's weird. So I just want to check things out." I'm like, "Okay." I go back into the procedure room, so our physician is in there, one of our nurses and one of our admin/medical assistants were in the room. And all of a sudden they just start laughing hysterically, they can't control themselves they're laughing so hard. The reason being is because their boss is taking his clothes off at work in front of them, so they're making all kinds of sexual harassment jokes. Now of course this is before Me Too and all of that, it wasn't appropriate then, certainly isn't appropriate now, but they were doing that. I'm as red as a tomato, I'm embarrassed. I'm not thinking anything else. So after they had a couple minutes of conversations they said, "Okay, well let's go ahead and get the test going." So they hook up all the electrodes and they run the test and they look at the results, and they're perplexed. They're like, "This looks weird. You know what, let's disconnect everything and we're going to put new leads on and we're going to run the test again." So they did and they put the little electrodes which are basically little tape things with wires, and they tape them all over your legs and your chest and arms and all that stuff. They did it again and they placed it in different spots, and they got the same results. So they took the results and they faxed them off to Hôtel-Dieu Grace Hospital in Windsor and Dr. [Gena 00:14:02] who was a cardiologist there at the time. Got the paperwork, and then about 10 minutes later called the clinic and said, "Tell Michael to get his butt in the hospital right now, and he can't drive." I had a pretty significant heart attack that Thursday night. I had two blockages in my left interior descending artery, which is known as the widowmaker because if people have heart attacks with blockages in that artery they tend to die. Statistically speaking, most people do. I didn't, thankfully. But that set off what I call my year of worst-case scenarios. So 17 weeks after that, I was let go from that job because they wanted to go in a different direction. Mind you, this is 2009. Remember the Great Recession? Alyssa Scolari [14:46]: Mm-hmm [affirmative]. Michael Levitt [14:48]: I'm in Windsor across the border from Detroit Michigan where GM, Ford and Chrysler were drowning, and GM and Chrysler had filed bankruptcy and got government assistance to stay afloat. Ford wasn't doing much better, but they were able to navigate without getting a lot of government assistance. Needless to say there wasn't a lot of jobs around, and anybody that did have jobs certainly weren't going to be leaving them. So it took me several months to find a new job. Ended up relocating to Toronto where I could find some work, and about two weeks into my new job, and this was in April of 2010, I get a phone call from my oldest daughter, who today is her birthday. Happy birthday, [Sarah 00:15:30]. Alyssa Scolari [15:30]: Oh, happy birthday. Michael Levitt [15:32]: There you go. But she was little at the time. And she called me at work and crying, I couldn't understand a thing she was saying, and then finally I was able to get from her that the bank had come and repossessed our family vehicle. Because when you're on unemployment and anybody that has ever been through that, they know the income is less so you're getting less money coming in. Obviously I wasn't working because I was recovering from my cardiac event, and I was also taking heart medication that was $1,000 a month because I had no drug coverage. So food and drugs, not the fun ones but the ones to keep your heart alive were quite frankly, what we could afford. We had worked with all of our creditors and they had given us a pretty extensive grace period and I'm thankful for that, but unfortunately that grace period ran out, and the bank exercised their right to take back the car. Fast forward to May of 2010, so almost a year after my cardiac event we find a place to move the family up in Toronto, I was commuting back and forth. We got everything unpacked from the movers, and we realized that we left our bunk bed ladder for our daughter's bed back in the old house. I was going back there the next week to visit with family and friends and all of that, and I said, "Well, I'll just swing by the house, grab that and anything else we left behind," because we were going to be listing it with a realtor that following week, it was ready to put back on the market even though the market was horrible. It's like we got to sell it, we can't pay rent and a mortgage at the same time, that's not going to work. But they were all ... Obviously our mortgage payments weren't being made either because of all the things that were going on. So I went down there, had the good visit with the family, and then I went by the house to grab the ladder and whatever else we left behind. Opened up the screen door on the front of the house, I saw the largest padlock I've ever seen in my life. I've never seen this padlock at Home Depot or anywhere else, and there was a small sticker on the door that said, "Foreclosure." Now we never got any notices from the bank saying that we were that close to that happening. I'm not sure what happened, but we didn't get the notices. So basically over a year I had a heart attack that should have killed me, lost my job during the Great Recession, had my car repossessed and my home foreclosed. All of those things happened because I was burned out. My burnout created all those scenarios. I wasn't taking care of myself, I was making mistakes at work. I was constantly in a fog and I wasn't motivated to do anything in life. I certainly wasn't eating right, wasn't sleeping well, and all of those things, all those dominoes came tumbling down. Thankfully, I survived it. But it was obviously not a fun period of time, and I see so many people that are burning out or approaching burnout, they're flirting with their own year of worst-case scenarios and it scares the crap out of me. So that's why I do the work that I do. Alyssa Scolari [18:38]: Now at what point was it when you saw that padlock with the foreclosure sticker on it, did that hit you? At what point did it click in your brain that this is what it is, this is burnout? Because I think a lot of people who may not necessarily be aware of burnout tend to go down this other thought path of, why can't I catch a break, why do all these bad things happen to me, I'm just that guy or I'm just that person that I just get shit on all the time. Michael Levitt [19:12]: Yeah. For me it was during that 17 week recovery before I had lost my job was I did a lot of deep ... Because I had plenty of time and wasn't working, just deep review of what in the world happened, how did I get to this point? Why am I having to take a nap at 2:00 p.m. every day when I was 40 years old at the time? 40 is a little young to have a cardiac event. But we're seeing- Alyssa Scolari [19:43]: Yeah, that's really young. Michael Levitt [19:43]: ... We're seeing a lot of people now. I know a lot of people in the healthcare industry, there's still a lot of people that are starting to have heart attacks even before 40. That's not good because unless you make some dramatic changes, you could have 30 or 40 years of having to take medications, who knows if you had any ... Thankfully I didn't have any long lasting impact from mine, but I know some people could have strokes, or partially paralyzed or inability to work. It's not something you want to mess with. But during that time I did a lot of reading, which is something that I had stopped doing. When I was younger I read a lot, and then college and university my reading switched to textbooks and things like that. But after getting out of college I didn't read for pleasure, I hadn't for several years and I loved doing it, I just got away from it. So during that time I rekindled my love for reading. I would read different types of books, leadership books and inspiration books and comedy books, just to read and relax. I realized that leading up to my 369 days, I forgot how to relax. I didn't know how to relax. And a lot of people I think are in that boat because they've been going so much, they're so driven, Type A, people pleasing, they never let up off the gas. And when something happens and there's a lull, they don't know how to react so they have to grab something quickly to fill that "void." That's no way to live. For me, case in point yesterday I was supposed to be on two different shows yesterday, and both of them had to reschedule for whatever reason. Basically that cleared out a good chunk of my day. Did I fill it with anything? No. I listened to some music, I sat out on the balcony so the weather's beautiful now. So just relaxed, just kind of eased into things, and that's an amazing way to fill time. Because automatically we look at that long to do list that we all seem to have and we go, "Oh, I can tackle this and this." You could. Should you? Or should you if you're not- Alyssa Scolari [19:43]: Not necessarily. Michael Levitt [22:08]: ... Yeah, if you need that time to just ... Do it. Don't worry, that stuff's still going to be there. Don't worry about that. Alyssa Scolari [22:17]: Right, it's all going to be there, and I think you speak to something so important which is something that I up until recently, have truly struggled with my entire life was this concept of well, when there is a gap. For me, even a couple years ago if there was a weekend where I didn't have anything to do, I was crawling out of my skin, crawling out of my skin. Those are just your big red burnout flags of okay, I can't be still for even a hot minute. So for you to now be at this place, where did that transformation come? At what point did you go, "Okay, I am reinventing myself and now actually going to make this my career"? Michael Levitt [23:06]: For me the reinvention started initially during that 17 week recovery period, and then of course after losing the job then my full time job was to find a full time job. That took several months to do so, and that was where my focus was, and I basically had boundaries on it. It's like okay, from 9:00 to 5:00 Monday to Friday I'm going to research and look for opportunities. On the weekends, I'm not. I'm not going to look for jobs, I'm not going to do research. I'm just going to watch sports, do something with the kids, run errands, whatever the case, and just live life. So I started getting in the habit of getting some time blocks around when I work. Then when I finally found the new role which ironically was in healthcare again, my parents wanted to have me committed. They said, "Are you kidding me? You're going back into the field that nearly killed you? Are you that stupid?" And I'm like- Alyssa Scolari [23:06]: Do you have a death wish? Michael Levitt [24:06]: There's quicker ways to do this, not that we want you to and please don't, people. But they were quite beside themselves. I said to them, "Look. I've done a lot of work on me over these last several months. I want to give this another shot and I want to approach it differently, completely different than what I did before." And I did. I stayed in healthcare for another ... Do the math here, that would have been almost eight years. But during that time for, I guess from 2010 to I'd say 2014, was just working on myself and working. I was getting really successful and doing things in the healthcare space, I was on boards of directors and all this kind of stuff, so going back to that people pleasing thing and giving back and all of that. Then I realized in January of 2015 I was like whoa, my calendar. I don't like what this looks because I started color coding my calendar and meetings I always used the color red, which I think a lot of people see red when they have to have a lot of meetings. But I used that one for not good meetings, just a work thing. So I look at my calendar and I just start ... Digital calendar of course, and skimming back and forth. And I'm like, I'm seeing a lot of red. I said, "That's not good." So I looked at it and I started counting the number of meetings that I was going to have in the first part of 2015. And in January I had 57 different meetings. And I said, "Okay. Let's not do this again." So I immediately resigned from two boards of directors, and withdrew from a handful of committees at work. I said, "No," switched the team meetings from monthly to quarterly, and just by March it was like I had six meetings. So I went from 57 to six, and was like okay, why did I do that, then I kind of revisit. I'm like, "All right." Then I started talking with my colleagues and noticing wait a minute, there's a lot of people that are flirting with burnout in this sector and this is healthcare. So I started talking with them about it, not really sharing what happened to me but saying, knowing what I had known and the studies that I'd done. And well, I'm just going to work through it, which is the common answer a lot of people think on how they'd beat burnout. It's I'm just going to work harder, I'm going to work through it. Alyssa Scolari [26:39]: Right, or it's like I'll wait until the summertime, and then once summer comes then I'll be able to take a break. Or it's like once I just get through this real big project that I have going on at work, then everything will be fine. Michael Levitt [26:51]: Right. Well, it isn't. Because we've seen studies. I know The Hartford just did a study, indicated that 61% of people working are identifying as burning out. Deloitte did one as well that said that 77% of the people they surveyed have been burned out in their current job. Seven, almost eight out of 10 people. We've got a huge, huge challenge with this. So for me, when I started seeing this and everybody was saying well, I'm going to work through it, I'm like, "That's not going to work." So I just started doing a little bit more research on burnout, a little bit deeper dive. Even back then six years ago, there was some conversations happening but not as much as what we're seeing today. But there was still a lot of material and a lot of research and the stuff that, the Maslach stuff out in California and Dr. Freudenberger who wrote a book that was published in 1980 called Burnout. 1980, okay? Alyssa Scolari [27:54]: 1980? Michael Levitt [27:56]: Yeah, 1980. The phrase burnout, he was the one, a German guy, died about 20 years ago, I guess. But he first coined the phrase burnout in the public forum in 1973, so this is not new. But it's getting worse because what's happened is, and I'll use this example. My iBinky, that's the nickname gave my brother gave me, my iPhone because if I don't have it, I'm like a little kid without their pacifier or their binky, not happy. So he's like, "Can you put down your iBinky for a minute?" And based on the number of hours I spent on it, the answer is not likely. But these devices, the smartphones, the laptops, they're great devices because they allow us to work anywhere at anytime. But the disadvantage is we can work anywhere at anytime. And we're horrible of establishing boundaries around when we work and when we don't. It's so easy. I mean, for many of us our laptop's probably just sitting open all the time at a table somewhere, or if we got a computer we just go ... Or the phone is literally two seconds, unlock, go to it, answer that text message or answer the WhatsApp message or the email or the Slack message, or all the notifications we get on a daily basis from these things. We don't shut down. I think back to my dad, he used to work years ago at General Motors, and he worked on the assembly line for the most part, but towards the tail end of his career he worked in the engine assembly plant. And he drove a forklift, so he would deliver engine blocks to the assembly line so they could put engines in the cars and continue building them. I never remember seeing a forklift come home. He never brought it home. I'm sure the emotions and stress of working in the auto industry which was up and down, he did bring that home. But he never worked on anything at home. Well for the majority of us we can work at home, on the beach, on our vacation, all these other places. You see these images on Instagram, oh look at my office today. And it's like you see this ocean or mountains and things like that. Yeah, it's cool that you can work in a beautiful setting, I get it. But are you taking time to actually experience that beautiful setting, or are you just plugging away? If you're not enjoying that time, I'm going to save you several thousand dollars right now. Don't go on that trip, have your background image on your computer of those mountains and just work at your desk, because that's basically what you're doing. Alyssa Scolari [30:40]: Right, and save your money for all the health bills that are going to come when you eventually suffer whatever illness befalls you because you're not truly taking the time to unplug, relax, unwind. Michael Levitt [30:57]: It's critical. I mentioned sleep a little while ago. Lack of sleep impacts your cognitive ability, your awareness, how you digest your foods, pattern recognition, problem solving skills. But the thing of it is when we don't get good sleep, the lack of clarity, the fogginess, all that, what happens is then you start making mistakes at work, or you have to work harder and longer on things because you're not able to flow through things. So if you get a bad night's sleep and we've all had that, we know how we feel the next day. If that's consistent over a period of time, then that's when you start having all types of mental and physical ailments and issues, and you can end up with clogged arteries or a stroke or hypertension or chronic diseases, you name it. Over two dozen of the chronic diseases that we identify as chronic diseases have stress as one of the contributors. Alyssa Scolari [32:00]: A thousand percent. Even I would dare say a lot of autoimmune diseases as well, not all but a lot of them are related to chronic stress. Michael Levitt [32:11]: Yeah. Because your body and your brain's going I got this stress, this is a toxin to ourselves, I need to send the energy to go fix that. So it's using energy that could be used to help prevent all kinds of different things. I don't know, like maybe COVID for example. People that are stressed out, I haven't seen anything on this, but I'm certain that your stress is going to lower your immunity to be able to fight off things. That's why when you see people stressed, they get coughs and colds and whatnot. Well, you don't want to be flirting with COVID either, so again that's so important for you to get a good night's sleep and do the necessary things to keep your stress at a minimum. Because if you don't have prolonged stress, you won't burn out. Burnout needs the stress. If you don't have the prolonged stress, you won't burn out. Alyssa Scolari [33:05]: Exactly. I know when we first connected, you talked a little bit about the work from home burnout because of COVID, and I think it's interesting because I see in my practice and then the people in my life, the people who are truly thriving from working from home like my husband, he's genuinely thriving, have incredible boundaries with themselves where he opens up that laptop at 7:00 a.m., and at 3:00 p.m. it is shut. His phone is gone, and we don't even talk about work. But for the most part like you said, a lot of us don't have great boundaries with ourselves, which I think is probably why the work from home is really, really causing major burnout in folks. Michael Levitt [33:56]: It is. I mean and also the, I have to do everything. Well spoiler, you're not going to be able to. Alyssa Scolari [34:03]: Ever. Michael Levitt [34:04]: So many people became full time schoolteachers during this pandemic as well. So, and we know the school time tends to coincide with when many of us work. Well, you're trying to do two things that are completely different at the same time. It's not going to work, so that's why you see a lot of parents getting up earlier and they're doing a little bit of work, and then they're helping their kids with school and making sure they're on the computer doing the schoolwork and not on their PlayStation 5, and then after dinner they're working again. These long days are not sustainable. The healthy organizations have recognized this and said okay, we need to focus on what we really need to do right now for our customers, and do that. And the other stuff, we'll get to it if it needs to get to. But unfortunately, there's a lot of organizations that have micromanaging managers that were micromanaging before that have completely lost it because they can't physically see you, and they're like, "I don't know how to manage people if I don't know how to see them." So that's why you hear all those horror stories of you need to stay connected on the Zoom call all day with your camera on. I'm like, "Am I six?" [crosstalk 00:35:21] I approach these managers and I'll ask them, "Why do you do that?" "Well, I don't trust them to do their job." "Okay, wait a minute. You don't trust your employees?" "No." "Then fire them. Right now, go." "I can't do that." "Why?" "Well, I need them." "But you don't trust them?" "No." "Then why did you hire them?" It's the managers lack confidence, training, maybe sometimes there's a personality issue, but for the most part it's confidence, a lack of training in how to manage because no one gets the proper training on that or leaders, for that matter. Alyssa Scolari [36:07]: Yeah, and I think it also can be burnout on the manager's end. When you get to the point, and they even say this in the therapy world, when you get to the point where you feel like you can't trust other people and you have to micromanage folks whether it's your clients, whether it's your employees, whatever it is, you need to check yourself. That's a sign right there, we need to step back. Michael Levitt [36:29]: Yeah. It's a thing of ... I implore people. I had great, great bosses earlier in my career and throughout where I engaged with them. And the great ones gave me all the information that I needed, I had all the tools that I needed to do to be successful in the work that I was doing, clear instructions on when I need to do it and when it was due, then they got out of the way. They let me do my job. Alyssa Scolari [36:54]: It's a beautiful thing. Michael Levitt [36:55]: Yeah, and I remember the first day I worked for a company, Rick, one of my bosses back two decades ago, yikes, time flies. But it was 3:30, I remember it vividly. I'm sitting in my cubicle, he comes up, it's my first day, we already chatted earlier in the day and all that stuff, we had lunch and whatnot. And he said, "Okay, just some ground rules." I'm like, "Oh, here it comes." He looks at me and he says, "I don't care when you get here, I don't care when you leave. As long as you get your job done, we're good. You okay with that?" I'm like "Yep, I am." Alyssa Scolari [37:29]: Beautiful. Michael Levitt [37:29]: I worked for him for three years. That was during the dot com era too, when everybody was switching jobs every two months because the recruiters were saying, "I know I just placed you for this job and paying this. Well, we can give you an extra $25,000 if you go over here." Okay, let me grab my knickknacks. Okay, let's go. Because it was just a zoo back then, but you had to take advantage of it. But I didn't when I was there because I'm like no, this is good. This is a good place for me. Alyssa Scolari [38:02]: Sometimes that's priceless, having a good boss. Sometimes you can't put a dollar sign on that. Michael Levitt [38:06]: Nope, it is priceless. It makes you feel like you're being listened to, you're being supported, you get to work in your sweet spot with the things that motivate you and all that. When you do that, work flies by and it doesn't stress you out. Even though you may have busier periods, you may have some big workloads, you come home and you're like okay. Yeah, that was a long day, it was tiring. But you don't feel completely wiped out because well, you enjoy what you do. I think that's a big thing for everybody to look at as well, is rekindle what you enjoy doing. Sometimes I know with people that are burned out, they don't know what they like. They don't know what brings them joy. How do you not know? Well, you got to ask yourself. I know why they don't know because they're completely fatigued and wiped out. So rekindle that- Alyssa Scolari [38:58]: And put everybody else before themselves. Michael Levitt [39:01]: Yes. And self care is not selfish. Although it is, but it's a good selfish, it's- Alyssa Scolari [39:08]: It's a good thing. Michael Levitt [39:10]: ... you got to take care of yourself first because then that way when you do choose to give to people, they're getting a much better version of you than they would before. Alyssa Scolari [39:18]: So much better, so much better. Absolutely, it gives you better connections with everybody at work and personal. Michael Levitt [39:28]: Absolutely. Alyssa Scolari [39:28]: So you have now made ... This is your entire career is burnout prevention and intervention. You have your own podcast, right? Michael Levitt [39:39]: Yes, The Breakfast Leadership Show, yep. Alyssa Scolari [39:42]: The Breakfast Leadership Show. You are a speaker, so I assume you speak basically all over the world. Michael Levitt [39:53]: Yep. Last year, lots of virtual events because of the pandemic. But I spoke at over 30 different conferences last year across the globe. Every industry, you name it, I've spoken with them because burnout doesn't care what industry you're in. You would think yeah okay, healthcare, education, legal, yeah, it's like those are all there. But admins and single parent groups and engineers and automotive, you name it, I spoke at their events. My original career was public accounting, so I was an auditor and I did audits for all different types of businesses, so I'm familiar with most sectors so I can tailor my talk. When I go in and work with organizations, I know some of the struggles that they face because I used to be in those industries in an auditing capacity, so I needed to know what those businesses did and how they did it. So that decades ago career comes back and says hi, remember me? And I said, "Yeah, I'm going to grab the good parts of that and not the long tax season hours. I don't need that again." Alyssa Scolari [40:59]: Right, I'm going to leave that. Michael Levitt [40:59]: Exactly. Alyssa Scolari [41:03]: Then you have two books that are out? Michael Levitt [41:06]: Yeah, I've got a couple of books related to burnout. The first one that I released four years ago, 369 Days: How to Survive a Year of Worst-Case Scenarios chronicles what I talked about earlier, about that year of loss and some of the lessons learned from that. Then my new book Burnout Proof covers what burnout is in greater detail, what are some of the signs, what are some things you can do right away to stop burnout. Because people think burnout is this treadmill that you can't get off of, and you can. You make some simple adjustments. And I will say this, most people don't need to reinvent their life if they're burned out. In my situation I did because of all kinds of other factors and the way that I was living my life. I did have to reinvent myself, but most people that I've encountered don't, they just need to make some adjustments here and there. The deeper work, and you know this in the work that you do, is figuring out why you burned out in the first place because that's important. You don't want to ... Because otherwise you have been burned out two or three times, well I was burned out once and it nearly killed me. So I'm not going there again, I don't want to go to that trip. Alyssa Scolari [42:12]: Yeah, you literally don't have the time to be able to do this again and again and again. Because it only takes one time, but it could end your life. Michael Levitt [42:21]: Exactly, and when you're laying on a procedure bed in the hospital and Dr. [Morrisey 00:42:25] meets you and says, "Hello," and he looks at you and he looks at your chart and he goes, "You don't know how lucky you are to be alive right now." I looked at him, and I was in pretty good spirits at that particular point and I said, "So, you skipped the bedside manner course, did you?" And he laughed and we all laughed, and we thought it was funny. But it's like, I said, "I know where you're going, I get it. I'm really lucky to be here. Okay, good. What do you need to do?" He said, "We're putting two stents in." "Got it." And he did. A nice little quick procedure thankfully, but needless to say it was a very, very important lesson for me to learn, and I don't want anybody to go through that. No one should be laying on a hospital bed to have heart surgery basically when you're that young, because it's not good. You shouldn't do that, so you need to make those adjustments and figure out why you get yourself into the situations you do. Alyssa Scolari [43:26]: Exactly. Michael Levitt [43:28]: Once you do that, then you can make the adjustments on that aspect of it, and then your life will be so much better for you. Alyssa Scolari [43:36]: Yep, absolutely. I do agree that there's definitely an element of deeper work that I think people need to do where it's like, how did I get to this spot in the first place. Michael Levitt [43:46]: Exactly. Alyssa Scolari [43:48]: Both of your books, are they sold on Amazon? Michael Levitt [43:51]: Amazon. You can order them on Barnes and Noble as well if you don't like Amazon, then you can get them through Barnes and Noble as well. If you're in Canada, you can get them through Indigo or Chapters. I know there's a few other places that sell it, too. But those are the ones that people tend to flock to. Alyssa Scolari [44:07]: Perfect, okay. Then I have the links to everybody for the listeners out there because I know this is something that the listeners will really take to. I think burnout is something that a lot of trauma survivors suffer from because we tend to be chronic people pleasers. It's something that I find myself talking about time and time again in my practice, something I've struggled with personally. So I am so thankful that you were able to come on and share your story and hopefully just continue to save lives because it really is what you're doing, trying to save people from what you had to go through. Because not everybody ... We don't have to have a life threatening situation in order to check our burnout. We're trying to get people before it gets to that spot. Michael Levitt [44:59]: Yes, I agree. Prevention is so much better than recovery. Alyssa Scolari [45:02]: Yes. Yes, exactly. Thank you so much for coming on today, it was truly a pleasure. Michael Levitt [45:10]: Thank you, happy to be here. Alyssa Scolari [45:12]: Thank you. Thanks for listening, everyone. For more information please head over to Lightaftertauma.com, or you can also follow us on social media. On Instagram we are @lightaftertrauma and on Twitter it is @lightafterpod. Lastly, please head over to Patreon.com/lightaftertrauma to support our show. We are asking for $5 a month, which is the equivalent to a cup of coffee at Starbucks. So please head on over. Again, that's patreon.com/lightaftertrauma. Thank you, and we appreciate your support.

About Christina Christina 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: This episode is sponsored in part by Thinkst. This is going to take a minute to explain, so bear with me. I linked against an early version of their tool, canarytokens.org in the very early days of my newsletter, and what it does is relatively simple and straightforward. It winds up embedding credentials, files, that sort of thing in various parts of your environment, wherever you want to; it gives you fake AWS API credentials, for example. And the only thing that these things do is alert you whenever someone attempts to use those things. It's an awesome approach. I've used something similar for years. Check them out. But wait, there's more. They also have an enterprise option that you should be very much aware of canary.tools. You can take a look at this, but what it does is it provides an enterprise approach to drive these things throughout your entire environment. You can get a physical device that hangs out on your network and impersonates whatever you want to. When it gets Nmap scanned, or someone attempts to log into it, or access files on it, you get instant alerts. It's awesome. If you don't do something like this, you're likely to find out that you've gotten breached, the hard way. Take a look at this. It's one of those few things that I look at and say, “Wow, that is an amazing idea. I love it.” That's canarytokens.org and canary.tools. The first one is free. The second one is enterprise-y. Take a look. I'm a big fan of this. More from them in the coming weeks.Corey: This episode is sponsored in part by our friends at Lumigo. If you've built anything from serverless, you know that if there's one thing that can be said universally about these applications, it's that it turns every outage into a murder mystery. Lumigo helps make sense of all of the various functions that wind up tying together to build applications. It offers one-click distributed tracing so you can effortlessly find and fix issues in your serverless and microservices environment. You've created more problems for yourself; make one of them go away. To learn more, visit lumigo.io.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 by ExtraHop. ExtraHop provides threat detection and response for the Enterprise (not the starship). On-prem security doesn't translate well to cloud or multi-cloud environments, and that's not even counting IoT. ExtraHop automatically discovers everything inside the perimeter, including your cloud workloads and IoT devices, detects these threats up to 35 percent faster, and helps you act immediately. Ask for a free trial of detection and response for AWS today at extrahop.com/trial.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 and 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.

Dr. Michelle Schwab is a clinical psychologist based in Portland, Maine. She specializes in health psychology and working with high-achieving professionals who are struggling with burnout. And these days, who isn't feeling at least a little burned out?! Michelle shares some of the red flags for burnout, which includes cynicism and a lack of empathy. From the APA (American Psychological Association) comes this: "Burnout is more than just feeling worn out. According to psychologist Christina Maslach, PhD—a pioneering burnout researcher who developed what has become the gold standard for measuring burnout—the condition has three components: overwhelming exhaustion, cynicism and detachment, and a sense of ineffectiveness and lack of accomplishment (Maslach Burnout Inventory Manual, fourth edition, 2016). "People kind of switch to doing the bare minimum instead of doing their very best," says Maslach, a professor emeritus of psychology at the University of California, Berkeley, and co-editor-in-chief of the journal Burnout Research." https://www.apa.org/monitor/2018/02/ce-corner For health care workers and all caregivers, it's important to remember that burnout is associated with compassion fatigue or secondary trauma, which can contribute to even more burnout. The good news is that there are things that can be helpful to prevent or lessen burnout, including making self-care a priority. Having a trusted social support network, even if that's one other person, can make a big difference. Mindfulness is another practice that's proven to be helpful. In order to deal with what's happening, we need to be aware of how we're feeling, right? In the 2nd half of this episode, Michelle shares a lovely personal story of her work with a cancer patient 30 years ago, and how that helped her cope with 2020's pandemic year. This show is rich with personal insights, and current research data about burnout, stress, and anxiety as we all continue to learn how to navigate the uncharted waters of this era. Dr. Michelle Schwab's website here Dr. Melanie Harth's website here

Send us a Text Message.In this episode, we briefly look at Maslach's burnout inventory, and other factors [not work related] that could contribute to burnout.  How much overlap is there with burnout and depression?  Also, thoughts on state licensing questions [for physicians] should be more specific and not so generalized with regards to a physician having a history of being treated for depression, etc.Though I am a physician, this is not medical advice. This is only a tool that physicians can use to get ideas on how to deal with burnout and/or know they are not alone. If you are in need of medical assistance talk to your physician.Learn more about female physicians' journey through burnout to thriving!https://www.theworthyphysician.com/booksLet's connect for speaking opportunities!https://www.theworthyphysician.com/dr-shahhaque-md-as-a-speakerCheck out the free resources from The Worthy Physician:https://www.theworthyphysician.com/freebie-downloadsBattle of the Boxes21 Day Self Focus Journal

On today's episode, Dr. Deb virtually sits down with Professor Christina Maslach, an acclaimed social psychologist and professor emerita of psychology at the University of California, Berkeley. Professor Maslach is a pioneering researcher with over 30 years of experience who defined and identified predictors and the measurement of job burnout, a feeling that many of us have experienced before and during COVID-19. Her work is the basis for the 2019 decision by the World Health Organization (WHO) to include this condition as an occupational phenomenon with health consequences. As part of her work, she also created the Maslach Burnout Inventory (MBI), the most widely used instrument for measuring workplace fatigue, and she has written numerous articles and books, including The Truth About Burnout. We can all learn a lot from Professor Maslach to better understand, reduce, and prevent our daily stress, negativity, and exhaustion while working.

Welcome back to the first episode of Season Two!   We are starting off with thinking about reciprocity and building a supportive and encouraging academic community.   Dr Dave Maslach is an Associate Professor in Innovation Strategy and Entrepreneurship at Florida State University.  In this episode we talk about his own journey through an undergrad in Chemical Engineering and Sociology into his doctoral programme in Business Administration.   Dave identifies the importance of believing in yourself and not giving up - particularly as the first generation to go to university.   As part of his desire to promote encouragement Dave has created the r3ciprocity programme https://www.r3ciprocity.com/ - a peer-support proofreading and editing platform.  He also broadcasts on his YouTube channel: https://www.youtube.com/channel/UC5spxk7bNDMGPSHjW_8ndZA   This episode is full of positive words and advice - including the top tip of taking a walk to help shift your mood.  There is lots of evidence about the benefits of walking.  Here is a link to a summary article: https://www.standard.co.uk/escapist/wellness/can-walking-help-mental-wellbeing-a4244901.html   Let us know what words of encouragement you would share with other PhD students! Contact us at: phdliferaft@yahoo.com   The PhD Life Raft podcast is now up on YouTube!  You can find us here:  https://www.youtube.com/channel/UCVVWxhoL1DFiXHiJSI4J9Kg   You can also follow us on Instagram: https://www.instagram.com/phdliferaft/   and Twitter: @thephdliferaft   You can subscribe to us on apple podcasts: https://podcasts.apple.com/gb/podcast/the-phd-life-raft-podcast/id1537420258   Let's get connected!

Podcast: HBR IdeaCast (LS 67 · TOP 0.05% what is this?)Episode: Why Burnout Happens — and How Bosses Can HelpPub date: 2020-12-15Christina Maslach, professor of psychology at the University of California, Berkeley, has been studying the causes of burnout, and its impact, for decades. She says that, in a year when everyone feels overwhelmed and exhausted, it’s more important than ever for managers to recognize when and why employees are suffering and take steps to solve those problems. In her framework, burnout stems from not only large workloads but also lack of control, community, and/or reward and values mismatches. She notes that leaders have the ability to pull many of those levers to help their workers. Maslach is the author of The Truth About Burnout and a forthcoming book on the topic.The podcast and artwork embedded on this page are from Harvard Business Review, which is the property of its owner and not affiliated with or endorsed by Listen Notes, Inc.

Burnout is often cited by nonprofit workers as one of their greatest challenges. So in this episode, we speak with the “guru of burnout,” Dr. Christina Maslach, Professor Emerita of Psychology at the University of California at Berkeley. Dr. Maslach is known as one of the pioneering researchers on job burnout, which she has studied since the 1970s. She created the Maslach Burnout Inventory (MBI), the most widely used research measure in the burnout field. Prof. Maslach is author or co-author of many books on the subject of burnout, including “Burnout: The Cost of Caring”; “The Truth About Burnout”; and “Preventing Burnout and Building Engagement: A Complete Program for Organizational Renewal”. To wrap-up Season One's exploration of the challenges facing the nonprofit workforce, Dr. Maslach gives us a deep dive into burnout -- her research agenda, approaches, and findings over the years. We discuss definitions of burnout. And she shares strategies for addressing burnout by increasing meaning, positivity, autonomy, and purpose in the workplace. Tune in to today's episode to hear about: Dr. Maslach's personal and professional journey into her work on burnout Her perspective and research into what defines burnout and how it relates to caring work How burnout is a systemic problem, not an individual problem The six areas of “fit” between people and their jobs How to address burnout in the workplace Check out the show page on our blog for more information on Dr. Maslach & links to the books and resources mentioned during the episode.

Burnout has three key dimensions: exhaustion, cynicism and a decline in professional efficacy – which in English means having reduced productivity. Exhaustion – worn out, lost energy, depleted, debilitated and fatigued.Cynicism – negative attitude towards others, becoming irritable and withdrawn.Reduced productivity – low morale, decreased capability and an inability to cope. “Basically, workers who are experiencing burnout are overwhelmed, unable to cope, and unmotivated, and they display negative attitudes and poor performance.” What should you do about it? One paper written specifically for those at the brunt of burnout (i.e. healthcare workers) offers some useful quick tools, aka “micro-practices.” Taking a moment to name your emotions (especially challenging emotions). For example, when I notice that I am feeling upset, is it anger? Concern? Exhaustion? This aids self- awareness and self-management. This “name it to tame it” practice as Dr Dan Siegel calls it is backed by fMRI research. Simply the process of naming shifts brain activity from the amygdala (the emotional centre of the brain) to the more advanced thinking area of the brain. This means that it can help bring a sense of calm. For a list of words to use in this practice try the following link: https://www.healthline.com/health/list-of-emotionsAnother evidence-based technique is the simple act of writing down three things that you're grateful for down several times a week. If you work in a group setting then showing gratitude in ways such as starting meetings by giving kudos for recent efforts, can also help stimulate positive emotions and positive relationships. Hand hygiene—now a constant routine — is an opportunity for self- awareness and self-management. A chance to focus on your breath, centre your mind and body, and visualize the kind of presence, empathy, and calmness one would like to bring to the next person you interact with. It's also an opportunity to self-connect—Am I well hydrated? Hungry? Carrying an unreasonable emotional vestige from the last news update? Opportunities to engage in this type of mindfulness micro-practice are available in a myriad of other situations such as waiting at a red light, boiling the kettle or brushing your teeth. Making use of social support found within both the workplace and home (family, friends, neighbours) is also a very effective and incredibly important practice. For longer term solutions other approaches include eating more nutritious food, engaging in regular exercise building your self-awareness and understanding, time management, cognitive restructuring, relaxation strategies – such as meditation, biofeedback, naps and a longer night's sleep and changes in work patterns - working less, taking more breaks, avoiding overtime work, and taking more time off or more holiday. For more tips and tools sign up to my newsletter at www.fionamurden.com Follow us/ask us any questions on:Instagram: www.instagram.com/fiona_murdenTwitter: https://twitter.com/fionamurdenFacebook: https://facebook.com/fionamurden Or for LouInstagram: www.instagram.com/loupylou78Twitter: https://twitter.com/louisejones78 References: Fessell, D., & Cherniss, C. (2020). Coronavirus disease 2019 (COVID-19) and beyond: micropractices for burnout prevention and emotional wellness.Journal of the American College of Radiology,17(6), 746-748.Maslach, C. (2017). Finding solutions to the problem of burnout. Consulting Psychology Journal: Practice and Research, 69(2), 143.

I paid $20 for an individual Maslach Burnout Inventory Toolkit for medical professionals. There are many assessments out there, but the MBI is considered the “gold standard”. I share what my assessment results revealed and it was spot on! Please listen and follow us! Also please send messages with feedback, comments, question or anything you would like to say! https://anchor.fm/thepulseofhelthcare/message --- Send in a voice message: https://anchor.fm/thepulseofhelthcare/message

In this Art Museum Encounter podcast, award winning glass sculptor Steve Maslach engages in a fascinating and insightful conversation with Bainbridge Island Museum of Art Curator and Executive Director Greg Robinson. From this conversation, we learn about Steve's artistic progression from an award-winning blown glass designer managing a sizable studio with many glass artists in California, to a molten glass sculptor creating very large unique works at his solo studio in the woods on Bainbridge Island. Steve talks about the unusual process by which he lets light and color into his thick molten glass sculptures. And he talks about his journey of discovery as he works directly with molten glass, which, he believes, is like performance art. His focus on working with the molten glass enables the artist to engage in the creation of the sculpture, requiring countless physical decisions to be made moment by moment with the fluid glass. This podcast is an episode of BCB's recurring podcast show called Arts and Artists on Bainbridge. It is part of a series of “Art Museum Encounters” in which BIMA's curator talks with artists and collectors whose works are currently on display at BIMA. Credits: BCB host: Channie Peters; BCB audio editor and social media publisher: Barry Peters.