Building emotional resilience in helping professionals Professor - - PowerPoint PPT Presentation
Building emotional resilience in helping professionals Professor Gail Kinman University of Bedfordshire Summary Building a culture of compassionate care Benefits for service users Impact on helping professionals What underpins
Building a culture of compassionate care Benefits for service users Impact on helping professionals What underpins emotional resilience and wellbeing? The organisation’s duty of care Building resilience: an ecological model Multi-level interventions
Compassion, rapport and empathy - the
A ‘vocation’ or ‘calling’ – motivated by
Guided by an altruistic desire to improve
Kinman & Grant, 2011; Kinman et
Compassion satisfaction A sense of fulfilment derived from working in helping, care-giving systems and reducing human suffering Personal growth Learning, flourishing, life satisfaction, happiness, emotional resilience Work-life enrichment Positive experiences at work engender positive experiences and
Kinman et al. (2016); Donoso et al. (2014); Radley & Figley (2007)
ALL UNDERPIN MENTAL HEALTH AND PROTECT AGAINST BURNOUT
Labour Force Survey 2011 – 2015; Szymczak et al. 2015
Health and social care: The 2nd highest rate of work-related stress, anxiety and depression Stress = Primary reason for wishing to leave
Emotional exhaustion Feeling over- extended and drained of emotional and physical resources Depersonalisation disengagement from one’s job/ cynicism/ alienation from helping role and
people/revision of values Decreased personal accomplishment Poor sense of achievement, low enjoyment and sense of doing a good job
Maslach & Jackson, 1981
Ill-health; secondary traumatic stress via compassion fatigue Absenteeism, presenteeism and attrition Impaired performance via poor quality care/poor decision
making/incivility/poor team-working/error making
Poor recovery via time commitment and affective rumination BUT a dual-process model - high EE + high PA Curtis et al. 201; Kinman & McDowall, 2014
Prioritising self care: not an ‘indulgence’ Self compassion: self kindness, common
Psychological capital: hope/optimism/self
Emotional resilience - a core competency
RESILIENCE: “The capacity for flexible and resourceful adaptation to external and internal stressors” (Klohen, 1996)
Kinman & Grant, 2016; ,Luthans et al. 2015; Neff, 2015
Mental and physical health Emotional Resilience *Emotional Literacy/self efficacy *Bounded Empathy Self care/self compassion Social resources Support/confidence Enhanced practice? *Coping flexibility Organisational factors: culture, demands, control, support, role clarity, support, supervision, change management, communication, training *Reflective ability
Kinman & Grant, 2011; Grant & Kinman, 2014
Mental/physical health Retention Previous care experience Moderate intrinsic motivation PsyCap
(optimism, hope, self efficacy, resilience)
Reflective ability Social network/emotional support Psychological flexibility
A single cohort followed over 36 months Survey data (n = 153) and interviews (n = 20
Belongingness/positive placement experiences
Sharples & Kinman, in prep.
Emotional disclosure has many health benefits Wait-list controlled study using mixed methods: a)
Utilised framework by Salovey et al (2008) Benefits for emotional literacy, empathy, wellbeing But low reflective ability at T1 = little improvement
Grant, Kinman & Alexander, 2015
Multi-modal intervention (wait-list controlled) – 3 time points (1 wk pre, 4/12
Peer coaching, goal setting/coping skills, CBT, mindfulness and reflection
Kinman & Grant, 2016
Benefits for emotional self efficacy, compassion satisfaction, psychological flexibility, self compassion and wellbeing
Self compassion and wellbeing decreased and compassion fatigue increased over time
Also increased knowledge of organisational responsibilities and assertiveness
T1 (2 wks pre); T2 (2 wks post), T3 (3 mths post)
Emotional self efficacy Increased between T1 and 2, some improvements maintained at T3 Compassion satisfaction Increased between T1 and 2, some improvements maintained at T3 Compassion fatigue Decreased between T1 and 2, maintained at T3 Psychological distress Increased between T1 and 2, some improvements maintained at T3 Reflective ability No benefits found Self compassion No benefits found Kinman et al (in press)
“It is my secret space and stops me
spiralling out of control”
“It helps me think before I speak; to not
fear silence”
“It helps me listen and avoid
misunderstandings”
“It helps me focus on the things that
have gone right as well as wrong”
“It stops me from running on autopilot”
“It helps me clear my mind before meetings”
“It helps me stop over-planning and let things
happen more naturally”
“It helps me realise that I must stop work in my mind as well as my body”
Individual-focused approach – are we
pathologising a ‘failure’ to cope?
Is burnout a clinical disorder or a logical
reaction to emotionally demanding work?
Work should not be intrinsically hazardous The most powerful sources of stress are
What can organisations do? Consider workload, control, reward,, PE
fit, fairness/equity, change management
BUT organisationally-focused
interventions are challenging in public services undergoing continual change
Public Policy The
Social environment/ support Individual Competencies
Kinman & Grant, 2014
How can we enhance compassionate care while
What works for whom under what circumstances? What underpins flourishing, not just dysfunction and
How can we ensure that public policy and