When you finally decide to leave a toxic workplace, you may expect instant relief. You might picture walking out for the last time feeling lighter, happier, and ready to take on the world. But many people feel something more complicated: sadness, anger, guilt, disorientation, or regret. If you recently left a hostile work environment and feel worse instead of better, you may be experiencing workplace grief.
Toxic job recovery
Work identity
Nervous system support
In this blog
Key insight: workplace grief is not proof that leaving was a mistake. It can be the mind and body finally having enough quiet space to feel the losses that were hidden by constant stress.
Understanding why people grieve a job they hated is a crucial step in healing. The goal is not to force yourself into gratitude or deny that the workplace was harmful. It is to make room for the loss, the exhaustion, and the identity shift so you can move forward with more self-compassion.
How Workplace Grief Starts: The Crash After the Adrenaline
To understand workplace grief, it helps to look at what a toxic job can do to the brain and body. Working in a hostile environment may keep your nervous system on high alert. You may be bracing for the next harsh email, unrealistic demand, public criticism, or conflict with a difficult boss. The body can start living as if another threat is always about to arrive.
The CDC’s National Institute for Occupational Safety and Health describes job stress as harmful physical and emotional responses that can happen when job demands do not match a worker’s needs, resources, or abilities. In a toxic workplace, this mismatch may feel relentless, especially when a person has little control or support.
When you finally leave, the constant threat disappears. The nervous system that has been running on adrenaline and stress hormones may suddenly crash. Without the daily crisis to manage, your mind finally has room to process the emotional toll the job took on you. That quiet space is often where grief begins to surface.
Why Workplace Grief Can Follow a Toxic Job
Grief is often associated with the death of a loved one, but grief can also follow other significant losses. A GoodTherapy article on grieving when nobody died names losses of career, role, health, closeness, and identity as experiences that may carry real pain. Another GoodTherapy resource on workplace grief and loss notes how much emotional life can be held inside work relationships. Research on job loss has also found that grief can be distinct from depression and anxiety, especially when employment is tied to identity and self-esteem (Papa & Maitoza, 2013). A related NIH/PMC article on job loss grief discusses grief reactions that can follow involuntary work loss.
Leaving a toxic job can involve multiple hidden losses. The workplace may have been harmful, but it still held hopes, relationships, daily rhythms, and parts of your professional self.
The Loss of Potential and Hope
When you accepted the job, you may have had high hopes. You might have imagined a long career, supportive mentors, and exciting projects. Workplace grief is often about mourning the loss of what the job was supposed to be. A related GoodTherapy reflection on mourning the loss of an ideal speaks to this kind of pain: not only losing what happened, but losing what you hoped would happen.
The Loss of Work Identity
For many professionals, work becomes intertwined with identity. Surviving a high-pressure environment can even become a badge of honor. If you were known as the person who could always manage the crisis, calm the conflict, or absorb the pressure, leaving can feel like losing a role you never fully chose.
Trauma Bonding and the Loss of Coworkers
One of the hardest parts of leaving can be leaving your team behind. Coworkers in hostile environments often form intense bonds through shared hardship. You may miss people you cared about, even while knowing the workplace harmed you. You may also feel guilt for "abandoning" coworkers who are still dealing with the difficult boss, culture, or workload.
If the grief feels confusing
A therapist can help you sort out grief, stress, identity loss, and possible trauma responses without judging your decision to leave. You can search for support through the GoodTherapy therapist directory.
A Case Example: Jane Doe
Consider the story of a client I will call Jane Doe. Jane spent three years working at a highly competitive, fast-paced job in Utah’s Silicon Slopes. Her manager was demanding, often texting her late at night and belittling her in front of others. When Jane finally found a new, healthier job and handed in her resignation, she expected to be thrilled.
Instead, during her first week at the new job, Jane found herself crying in her car. She missed the chaotic energy of her old agency. She felt immense guilt for leaving her favorite coworker behind to deal with their difficult boss alone. She also felt a deep sense of failure, believing she should have been strong enough to change the culture of her old firm.
Jane was experiencing disenfranchised grief, a type of grief that is not typically acknowledged or socially supported (Doka, 1989). Because friends and family kept congratulating her on leaving the "bad job," Jane felt she had to hide her sadness. Once she learned to label her feelings as grief, she was able to process her complex emotions and more fully embrace her new, healthier role.
The Stages of Workplace Grief
The well-known Kübler-Ross model names denial, anger, bargaining, depression, and acceptance as stages of grief (Kübler-Ross, 1969). These stages can be useful language, but they can also be misleading if they are treated as a neat checklist. Workplace grief, especially grief that is not widely recognized, rarely moves in a tidy order.
You may feel acceptance one day and anger the next. You may feel relieved and devastated in the same hour. You may know logically that leaving was necessary and still miss the people, urgency, or identity that came with the role. This is not inconsistency. It is how grief often works.
Try this now: name one part of the job you are glad to be free from, and one part you honestly miss. Let both be true for a moment. You do not have to make one feeling cancel the other.
How to Heal From Workplace Grief and Move Forward
If you are navigating workplace grief after leaving a toxic job, there are practical steps that can support your mental health and ease the transition. Start by giving yourself permission to feel however you feel. Do not judge your sadness or try to force yourself to be happy just because you escaped. Healing requires you to feel the pain rather than ignore it.
Next, focus on regulating your nervous system. Establish predictable, calming routines in daily life. Simple actions like taking a daily walk, practicing slower breathing, eating meals at regular times, protecting sleep, or enjoying a quiet morning coffee can help teach your body that it is no longer in the old environment. The National Institute of Mental Health notes that stress is a physical and mental response and that healthy coping can support well-being during stressful periods.
Professional support can provide a safe place to unpack what happened. A therapist can help you identify lingering trauma responses, rebuild professional self-esteem, and establish healthy, protective boundaries for your next career move. A GoodTherapy article on the trauma of workplace stress also describes how chronic unrealistic demands and conflict can leave people feeling victimized, anxious, fatigued, or isolated.
It can also help to distinguish workplace grief from burnout. The World Health Organization describes burnout as an occupational phenomenon resulting from chronic workplace stress that has not been successfully managed, and GoodTherapy’s discussion of perfectionism and burnout describes how prolonged stress can deplete motivation and hope. Burnout and grief can overlap, but workplace grief often includes mourning what you hoped the job would be, who you became there, and who you had to leave behind.
Leaving a toxic workplace is an act of self-preservation. The grief that follows is not a sign of weakness, and it does not mean you made a mistake. It may be your mind’s way of catching up to the hardship you endured. By facing this grief with patience and self-compassion, you can clear a path toward a healthier professional future.
Support for workplace grief
If leaving a job has brought up grief, stress, or anxiety that feels hard to carry alone, you can look for a therapist through the GoodTherapy therapist directory.
Frequently Asked Questions
Answers to common questions about workplace grief after leaving a toxic job.
References
Doka, K. J. (1989). Disenfranchised grief: Recognizing hidden sorrow. Lexington Books.
Kübler-Ross, E. (1969). On death and dying. Macmillan.
Papa, A., & Maitoza, R. (2013). The role of loss in the experience of grief: The case of job loss. Journal of Loss and Trauma, 18(2), 152-169. DOI: 10.1080/15325024.2012.684580
Take the Next Step
You do not have to make sense of workplace grief alone. Compassionate support can help you process what happened and rebuild steadier boundaries for what comes next.
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About the Author Dr. R. C. Morris, LCSW, PhDLicensed Clinical Social Worker | Salt Lake City, Utah Dr. R. C. Morris practices with Liberated Mind Counseling and Health Center in Salt Lake City, Utah. His work supports clients navigating anxiety, depression, grief, identity concerns, life transitions, career concerns, and questions of meaning or purpose. His clinical approach includes evidence-based, values-oriented therapy, including Acceptance and Commitment Therapy and cognitive behavioral approaches. This article reflects his focus on helping people understand and heal from the hidden grief that can follow stressful or painful work experiences. |
The exponential improvement and integration of AI into our personal and professional lives has been almost startling. Like the cell phone, the Internet, and ATM cards, AI is here to stay.
The Wall Street Journal (Bindley & Blunt, 2024) reports that companies now assess AI fluency during hiring, and annual reviews increasingly factor in how well employees use AI to increase productivity and cut costs. Some organizations even award bonuses to those who help others work smarter.
When I recently rescheduled a medical appointment with an AI agent, efficient, courteous, and surprisingly “human,†I wasn’t put off at all. That moment clarified something important: the question is no longer whether AI will change your life. It already has.
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1 in 3
workers report anxiety about being replaced by AI
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85%
of companies factor AI fluency into performance reviews
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∞
new roles being created for those who adapt to AI
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AI as a Perceived Threat to My Job and Personal Life
Many people understandably perceive AI as a threat to their jobs and way of life. But how a person responds to a perceived threat matters enormously. Rational Emotive Behavior Therapy (REBT) offers a clear lens: you can react in a healthy, self-enhancing way or an unhealthy, self-defeating one.
AI is a tool like a scalpel. Either you learn how to use it, or you will get cut by it.
— REBT Perspective
We are not stopping this wave. The goal is to manage your emotional reaction to the profound changes AI will introduce, so you don’t get left behind.
Feeling overwhelmed by rapid change? A therapist trained in cognitive behavioral approaches can help you build the flexibility to adapt. Find a therapist near you.
How to Turn AI Anxiety into Healthy Concern
REBT distinguishes between healthy concern, which motivates us to cope, and unhealthy anxiety, which leads to avoidance and retreat. When the stakes are high, it is easy to slip from concern into anxiety, especially when we hold rigid attitudes toward change.
Four Common AI Anxiety Traps and How REBT Reframes Them
Below are four rigid attitudes that fuel AI anxiety, each paired with a healthy, flexible alternative.
The inner critic can amplify AI anxiety. Learning to quiet rigid self-talk is a powerful skill. Read: Silencing the Inner Critic: The Power of Self-Compassion
A 3-Step REBT Reset for AI Anxiety
When anxious thoughts about AI arise, use this simple process to shift from rigid fear to flexible action.
Ways to Use AI Effectively
Below are some of the ever-expanding ways you can put AI to work in your professional and personal life, generated with the assistance of ChatGPT to illustrate the practical range of AI applications (OpenAI, 2023).
Productivity and Knowledge Work
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Research Summarize articles, suggest sources, and generate bibliographies in seconds. |
Drafting & Editing Draft emails, reports, or essays, then refine for clarity and style. |
Learning & Tutoring Explain complex concepts and offer personalized feedback in any subject. |
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Data Analysis Analyze datasets, identify trends, and visualize information for professional projects. |
Time Management Optimize calendars, set reminders, and automate routine tasks. |
Emotional Support AI chatbots offer empathetic conversation for those seeking nonjudgmental interaction. |
Creative and Visual Work
AI is reshaping creative fields in profound ways. Tools like DALL·E, Midjourney, and Stable Diffusion open new possibilities for anyone willing to engage with them.
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Image Generation Create original visuals from text descriptions using DALL·E, Midjourney, or Stable Diffusion. |
✨ Style Transfers Apply artistic styles to photos, upscale low-resolution images, or restore old photographs with AI tools. |
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Design Assistance Generate logos, concept art, and visual mockups that speed up the creative design process significantly. |
Creative Brainstorming Artists increasingly use AI as an ideation partner to explore new visual concepts before committing to final work. |
A Practical Checklist: Using AI Responsibly
★ Key Insight
By leveraging AI, adaptive individuals can increase productivity, enhance creativity, improve a wide range of skills, and make more informed decisions.
Adopt flexible, non-extreme attitudes toward the changes AI will bring. Nothing is constant but change.
Looking for support in navigating change? A therapist can help you build the psychological flexibility to adapt and thrive. Learn how to find the right therapist.
Frequently Asked Questions
Common questions about AI anxiety and how to cope with it.
Q: Is it normal to feel anxious about AI?
A: Yes. AI anxiety is a widely reported response to rapid technological change. REBT and other evidence-based approaches can help you shift from rigid, extreme reactions to flexible, adaptive ones.
Q: Will AI really take my job?
A: AI is changing roles across many industries but also creating new ones. People who learn to work with AI are more likely to stay relevant. The biggest risk is avoidance, not AI itself.
Q: What is REBT and how does it help with AI anxiety?
A: REBT helps people identify and challenge rigid beliefs that cause emotional distress. Applied to AI anxiety, it replaces catastrophic thinking with flexible attitudes: “This is challenging, but I can adapt and thrive.â€
Q: What are practical first steps to overcome AI anxiety?
A: Start small. Spend 15 minutes a day exploring an AI tool like ChatGPT. Curiosity is the antidote to fear. The more you engage, the less threatening AI becomes.
Q: When should I seek professional support for technology-related anxiety?
A: If anxiety about AI is interfering with your work, relationships, or daily life, speaking with a therapist can help. Find a therapist near you.
Resources
References:
Bindley, K., & Blunt, K. (2026, Feb. 24). Tech Firms Aren’t Just Encouraging Their Workers to Use AI. They’re Enforcing It. The Wall Street Journal.
According to a recent Gallup poll, 44% of full-time employees experience occasional burnout, with an additional 23% reporting frequent or constant burnout. A person’s desire to work hard, be productive, and succeed at work may come into conflict with their need for time with family and desire for a fuller life that isn’t just defined by work.
Most workers say work is more demanding today than it was a generation ago. Research consistently shows Americans face higher burnout rates than people living in other nations. This suggests burnout is widespread cultural problem, not just an individual struggle.
Burnout Basics
The World Health Organization now recognizes burnout syndrome as a clinical syndrome. Because burnout is closely related to working conditions, however, burnout may not get better until a person changes jobs or their workload becomes more manageable. While therapy can help a person identify burnout and work toward solutions, their distress may continue until their working environment improves.
A Gallup study looking at employee burnout identified five factors that best predicted burnout:
- Unfair treatment at work
- A workload that feels unmanageable
- Poor communication and low support from a manager
- Inadequate clarity about one’s job role or tasks
- Time pressure and unreasonable deadlines
People experiencing job burnout may worry the problem is their inability to handle the workload or to fit in at work. The evidence suggests otherwise. Employer and management practices are a major predictor of job burnout. But sometimes, what feels like burnout is actually something else.
Depression vs. Burnout
Distinguishing depression from burnout can be difficult, because both cause emotional exhaustion, low motivation, and anhedonia (difficulty finding pleasure). Moreover, burnout is a risk factor for depression. So it’s possible to be both depressed and burnt out.
Some factors that may distinguish one from the other include:
- Burnout is closely linked to work. So a person may feel better after a vacation or during less stressful times at work.
- While burnout can affect motivation to do most tasks, a person is more likely to feel unmotivated at work. Depression affects motivation even to do tasks a person enjoys.
- The negative emotions of burnout center around a person’s job. A person may feel cynical or frustrated at work, less effective in their role, or frequently feel angry about work.
- Burnout symptoms tend to get worse during times of high work stress.
Anxiety vs. Burnout
Burnout can cause immense anxiety, especially when a pile of work accumulates and a person does not feel equipped to tackle it. When anxiety extends beyond work or does not get better when a person’s working conditions change, the culprit might be an anxiety diagnosis such as generalized anxiety or posttraumatic stress (PTSD).
Some signs that the problem might be anxiety and not burnout include:
- The anxiety does not improve when a person’s workload gets more manageable or when they take time away from work.
- The anxiety is not limited to work-related matters.
- A person has a history of anxiety or trauma unrelated to work.
- Anxiety causes problems at work, such as when a person is too anxious to say no to a request from a boss—especially if there’s no reason to believe the boss will react unreasonably.
When Job Burnout Comes with Company
Burnout is more than just frustration with work. It’s a serious affliction that can affect a person’s physical and mental health. Possible physical health effects of burnout include:
- A weaker immune system
- Insomnia and chronic exhaustion
- Heart disease
- Type 2 diabetes
- High blood pressure
These symptoms can compound the stress of job burnout and may even make other mental health symptoms worse. Physical health issues may also make a person less effective at work. Symptoms can force people to take time off, potentially making the stress of a hefty workload even worse.
People experiencing burnout should know there is also significant overlap between mental health diagnoses and job burnout. A person with a mental health condition is more vulnerable to job burnout, and a person with job burnout is more likely to develop a mental health condition.
Mental health interacts with workplace challenges in complex ways. For example, a person with generalized anxiety may struggle to discuss unfair job expectations with their boss. A person with depression may be unable to take pride in workplace accomplishments.
Mental health is complex, with biological, social, psychological, and environmental roots. It rarely has a single cause. The more risk factors a person has for mental health issues, the more likely it is that burnout will lead to a mental health condition.
When to Get Help
It’s not always possible to leave a bad job. That doesn’t mean a person has to struggle with burnout forever though. Self-care strategies such as using the vacation time one has earned, separating one’s identity from work, doing enjoyable hobbies, and getting plenty of rest can protect a person’s mental and physical health.
A therapist can provide a healthy outlet, brainstorm solutions, and offer strategies that may help mitigate burnout. When a person is ready to leave their job, the right therapist can support them during their job search. A therapist can help with common job search challenges, such as impostor syndrome, anxiety, and low self-confidence.
People struggling with depression and anxiety may believe medication is the only option. Yet therapy can also prove invaluable. When a person uses medication, therapy increases its efficacy. And when a person prefers to avoid medication, therapy is a viable alternative that can help a person master new coping skills. Research shows therapy can even change the brain.
When burnout and other mental health issues collide, it’s even more important to get quality mental health care. A therapist can help a person sort through their emotions, develop viable solutions to workplace challenges, and steadily work their way out of the hole of burnout, depression, or anxiety.
GoodTherapy can help you find a therapist who specializes in burnout.
References:
- Job burnout: How to spot it and take action. (2018, November 21). Retrieved from https://www.mayoclinic.org/healthy-lifestyle/adult-health/in-depth/burnout/art-20046642
- QD85 burn-out. (n. d.). Retrieved from https://icd.who.int/browse11/l-m/en#/http://id.who.int/icd/entity/129180281
- Schonfield, I. S., Bianchi, R., & Palazzi, S. (2018). What is the difference between depression and burnout? An ongoing debate. Rivista di Psichiatria, 53(4). Retrieved from https://www.ncbi.nlm.nih.gov/pubmed/30087493
- Smith, S. B. (n. d.). Americans tend to burn out faster than other countries’ workers—Here’s why. Retrieved from https://www.rd.com/advice/work-career/american-workplace-burn-out
- Wigert, B., & Agrawal, S. (2018, July 12). Employee burnout, part 1: The 5 main causes. Retrieved from https://www.gallup.com/workplace/237059/employee-burnout-part-main-causes.aspx
- Wigert, B., & Agrawal, S. (2018, July 16). Employee burnout, part 2: What managers can do. Retrieved from https://www.gallup.com/workplace/237119/employee-burnout-part-2-managers.aspx?g_source=link_wwwv9&g_campaign=item_237059&g_medium=copy
- Wigert, B., & Agrawal, S. (2018, July 18) Employee burnout, part 3: How organizations can stop burnout. Retrieved from https://www.gallup.com/workplace/237185/employee-burnout-part-organizations-stop-burnout.aspx?g_source=link_wwwv9&g_campaign=item_237059&g_medium=copy
- Workplace stress. (n. d.). Retrieved from https://www.stress.org/workplace-stress
Skydiving. High-speed races. Ziplining through jungle canopies. These can all be telltale signs of an adrenaline junkie. Some people crave the adrenaline rush that comes with high-stakes physical risks.
Yet risky travel and demanding sports aren’t the only ways adrenaline addiction can manifest. Certain people prefer to take risks at work. Adrenaline addiction in the workplace can lead to workaholism, aggressive workplace competition, difficulties getting along with coworkers, and work-life balance issues.
Many workplace adrenaline addicts don’t recognize they have a problem. They enjoy the adrenaline rush, so they might not seek treatment until something goes wrong—a divorce, a job loss, or an allegation by a coworker. Therapy can help workers overcome adrenaline addiction without compromising their performance or undermining their ability to enjoy work.
Adrenaline Addiction: A Craving for Risk
Adrenaline is a core component of the body’s fight or flight response. When the body senses danger, it releases adrenaline. This raises heart rate and blood pressure, increases respiration rate, and supplies the organs and muscles with more blood and oxygen. Many people find this sensation pleasurable. Consider the thrill of riding a roller coaster, or the excitement and fear a person feels right before parasailing.
Yet for some people, this thrill can become addictive. “Adrenaline addiction is like all other addictions. It has both obsessive and compulsive components,†says Nicole Urdang, MS, NCC, DHM from Buffalo, New York.
Adrenaline is closely related to dopamine, a neurotransmitter that promotes feelings of wellness, motivation, and pleasure. Dopamine also plays a role in addiction. This hints at the potential pleasure and addictive nature of an adrenaline rush.
For some people, physical risks aren’t the only route to an adrenaline rush. In a world that prioritizes work and values high status, careers can offer an ample supply of adrenaline. People may seek adrenaline rushes at work to stave off feelings of emptiness, boredom, lack of power, or anxiety.
Some examples of adrenaline-seeking behavior at work include:
- Taking excessive risks. An entrepreneur may buy a company they can’t afford or take on more projects than can possibly be completed.
- Creating a competitive, high-stakes work environment. People with adrenaline addiction may foster competition with coworkers or become abusive and angry.
- Workaholic behavior. Some professions offer ongoing adrenaline rushes. An appellate lawyer may experience an adrenaline rush every time they submit a high-stakes brief. A surgeon may feel an adrenaline dump before or after surgery. This rush can lead to workaholism, as workers seek more and more adrenaline rushes.
How Adrenaline Addiction Can Hurt Productivity
Adrenaline addiction can undermine performance at work, especially over the long-term. Interpersonal skills and the ability to cooperate with others are key predictors of workplace success. People who continually foster competitive, high-stakes environments may sabotage workplace relationships. This can destroy their reputation and hinder their long-term success.
High-stakes risks can be catastrophic for companies and individuals. An entrepreneur who purchases a business they can’t afford may end up bankrupt. An employee who takes on more projects than they can manage may lose clients or even their job.
Over time, adrenaline addiction may even cause health problems. A person who works too many hours may not have time to exercise, relax, or spend time with their family. This chronic stress can lead to health problems that make it more difficult to perform at work.
Success at work demands balance—the ability to take measured risks while being a good steward of company resources, a willingness to work hard without taking on more than is manageable, and a willingness to promote oneself without insulting or degrading coworkers.
What Causes Adrenaline Addiction?
“In my opinion, all addictions have one major purpose: to keep scary, unpleasant, or upsetting thoughts and feelings at bay,†Urdang explains. This disconnection from unpleasant emotions may also compromise productivity. A person who lacks the ability to address conflicts or painful emotions may eventually find those feelings affecting their workplace performance and relationships.
Ultimately, overcoming adrenaline addiction is about finding better ways to manage the unpleasant emotions that adrenaline addiction conceals.Adrenaline addiction can damage families and workplaces. Though not a clinical diagnosis, it is a well-recognized mental health phenomenon. Sometimes, adrenaline addiction leads to other mental health symptoms. A person who has made a high-risk decision, for example, may struggle with anxiety, guilt, or shame.
Some mental health conditions may also increase the risk of adrenaline addiction. A person experiencing mania may engage in high-risk behavior, for example. For some, adrenaline dumps are a way to escape the pain and frustration of anxiety or depression. For others, adrenaline addiction offers an escape from a troubled marriage, impostor syndrome, a history of trauma, and myriad other painful experiences.
Treating Adrenaline Addiction
Like many other addictions, adrenaline addiction can feel good in the moment. It allows workers to escape the pain and drudgery of daily life, and it offers a powerful rush of positive emotions. So it can be difficult to accept that there is a problem, especially when adrenaline addiction has not yet caused any major suffering. If you think you might have an adrenaline addiction, it’s important to look critically at what that addiction is costing you—or what it might cost you over the long-term. Ask friends and family for feedback. Treat their concerns as valid.
Ultimately, overcoming adrenaline addiction is about finding better ways to manage the unpleasant emotions that adrenaline addiction conceals. Urdang recommends the following:
- “Exercise. If the underlying issue is anxiety or depression, exercise will help you feel stronger, more centered, and change your brain chemistry. This means you’ll be less likely to succumb to cravings for excitement, whether they come from arguing, bungee jumping, telling your boss off, or any other potentially dangerous and self-destructive endeavor.”
- “Sleep. Make sure that you’re getting enough sleep. This affects every system in your body-mind and helps you feel balanced and in control, both of which make it easier to exercise self-discipline.”
- “Meditation. You might think the last thing in the world an adrenaline seeker could enjoy or benefit from would be meditation, but you would be mistaken. The trick is getting started. I would suggest guided meditations…At first, this will seem counter-intuitive, but training the brain is not just soothing, it’s engrossing and can be an excellent substitute to an adrenaline rush.”
- “Diet. Eat breakfast and don’t allow more than four hours to go between eating. If your blood sugar gets too low, you will be far more likely to succumb to the temptations of an adrenaline-inducing activity than you would if your blood sugar level was stable. Low blood sugar makes people cranky and impatient, which often leaves them searching for something distracting.”
- “Journaling. Whether you keep a written journal or an audio journal, both will go a long way towards helping you work through whatever is going on in your life at the moment.â€
The right therapist can help with identifying the cause of adrenaline addiction. In therapy, you might talk about the feelings you are trying to avoid or the pleasurable sensations you are seeking through adrenaline addiction. Your therapist may make recommendations for cultivating a more balanced lifestyle or encourage you to talk about painful life experiences. Therapy offers a sympathetic, nonjudgmental place to discuss and test strategies for managing adrenaline addiction.
When adrenaline addiction causes problems in a family or marriage, family therapy or couples counseling can help all parties feel heard and understood. A therapist gently guides families toward more effective communication and more effective ways of relating to one another.
There is no shame in seeking help. Begin your search for a therapist today!
References:
- Dopamine: Far more than just the ‘happy hormone’. (2016, August 31). ScienceDaily. Retrieved from https://www.sciencedaily.com/releases/2016/08/160831085320.htm
- Understanding the stress response. (2018, May 1). Retrieved from https://www.health.harvard.edu/staying-healthy/understanding-the-stress-response
- Young, R. (2018, July 13). Soft skills: The primary predictor of success in academics, career and life. Retrieved from https://www.pairin.com/2018/07/13/soft-skills-primary-predictor-success-academics-career-life
Emotion and emotional expression play a fundamental role in our daily lives. Evolutionary psychologists believe emotions serve a primal function in helping us navigate and adapt to our ever-changing environment. Emotions shape our attitudes, moods, and behaviors and, in many instances, even dictate our success.
Researchers generally agree that at least six universal emotions exist: fear, disgust, anger, sadness, surprise, and happiness. Positive emotions have been widely studied and shown to promote inner strength and resiliency. In the workplace, positive emotions can help workers generate new ideas and are considered ideal for effective brainstorming. Furthermore, positive emotions promote social bonds by helping us forge relationships with others.
There is no question there is power in positivity. However, some researchers argue other emotions are just as important and should be carefully considered when trying to achieve certain outcomes. In his book The Emotionally Intelligent Manager, Dr. David Caruso of the Yale Center for Emotional Intelligence shares his insight into how a narrow focus on positive emotions can limit our ability to authentically connect with others.
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“A relentless focus on positive emotions fails to recognize the fact all emotions can be smart, adaptive, and helpful. As we put on a happy face and ask people ‘how are you?’ in a high-energy pleasant manner, we do not invite honest and open dialogue. We set up a demand that the person we ask the question of provides vapid answers such as ‘great,’ ‘fine,’ or ‘awesome.’ â€
Emotion theorists believe emotions such as fear, sadness, or frustration serve a functional purpose: they convey certain needs that stimulate corrective action. While some may try to ignore these so-called “negative emotions,†people with high emotional intelligence know all emotions contain important data—and they use that information to their advantage.
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Emotional intelligence refers to a person’s ability to identify, understand, and manage emotions. People with high emotional intelligence can effectively integrate their emotions with their thinking to produce desired outcomes. In fact, research has consistently found positive associations between emotional intelligence and workplace performance, making it a highly sought-after competency in corporate America.
Emotionally intelligent people quickly learn to identify negative emotions and use them in adaptive ways to achieve greater success. The following are six noted benefits associated with negative emotions:
1. Greater Self-Awareness
Negative emotions serve a protective function by alerting us to potential threats and letting us know when it’s time to change what we are doing or thinking. Because negative emotions tend to be experienced more strongly, they must be carefully attended to. Emotionally intelligent people take what they learn from their experiences with negative emotions and use that information to increase their self-awareness. This allows them to more accurately identify what they are feeling in future situations and strategically evaluate whether those emotions will best serve them in that moment.
Self-awareness is a key component of success as it improves our judgment and helps us identify opportunities for professional development and personal growth. In fact, many psychologists claim that the healthiest, most effective leaders are the ones who are most self-aware.
2. Motivated Action
Negative emotions such as fear or anxiety can be powerful motivators that encourage perseverance. They work by narrowing our field of attention and perception to prepare us to act in specific ways. All humans experience fear, but emotionally intelligent people know how to harness their fear and use it to their advantage.
All humans experience fear, but emotionally intelligent people know how to harness their fear and use it to their advantage.
The intelligent use of fear involves the ability to recognize its presence in the moment and relabel it as something useful. For example, it is natural to feel anxious prior to giving a presentation at work. People with high emotional intelligence recognize symptoms of fear and use cognitive reappraisal to control the fear. They may tell themselves the fear is just their body’s way of giving them the energy they need to give a great performance. In many instances, anxiety can facilitate performance just as easily as it can debilitate it.
3. Greater Attention to Detail
According to researchers, if you need to review a document for errors, it may be beneficial to foster a slightly negative mood. Negative emotions have been found to be beneficial when engaging in activities that require greater attention to detail. Periods of sadness encourage slower, more systematic cognitive processing. As such, when people experience sadness, they rely less on quick conclusions and pay more attention to subtle details that matter. Negative emotions are useful for alerting us when situations are new or challenging and when greater attention is needed to produce an effective response.
4. Enhanced Creativity
Negative emotions have been linked to greater creative output. Researchers have found that people experiencing frustration or anger are less likely to think in systematic ways, and more likely to engage in flexible, unstructured thought processes. This type of processing is associated with being able to see the “bigger picture,†which can be beneficial during brainstorming sessions. Furthermore, because anger elicits a more energizing feeling, it can be helpful for generating the sustained attention needed to solve problems more creatively.
5. Greater Problem Solving
Anxiety is a helpful emotion when quick solutions to complicated problems are needed. Anxiety and fear stimulate the body’s fight-or-flight system, which can facilitate problem-solving mechanisms. The fight-or-flight process allows the body to metabolize a significant amount of energy in a short amount of time. This helps prepare the body to act quickly in potentially threatening or uncomfortable situations. Anger can also be beneficial when trying to problem-solve, as it has been linked to better performance in negotiations, especially when they are confrontational in nature.
6. Authentic Presence
Emotionally intelligent people are open-minded when it comes to their emotions. They objectively evaluate negative emotions, select the ones that will best serve them, put them into practice, and leave the rest behind. This allows them to maintain a high level of congruence between their internal feelings and outward displays of emotion and behaviors. Emotionally intelligent people often value transparency and, because they are not afraid to share their emotions, are generally viewed as genuine and authentic beings.
If you’d like to learn more about emotional intelligence and how to develop it, work with a licensed therapist in your area.
References:
- Caruso, D. R., & Salovey, P. (2004). The emotionally intelligent manager: How to develop and use the four key emotional skills of leadership. Hoboken, NJ: John Wiley & Sons.
- Cohn, M. A., Fredrickson, B. L., Brown, S. L., Mikels, J. A., & Conway, A. M. (2009). Happiness unpacked: Positive emotions increase life satisfaction by building resilience. Emotion, 9(3), 361.
- Ekman, P. (1992). An argument for basic emotions. Cognition & emotion, 6(3-4), 169-200.
- Goleman, D. (1996). Emotional Intelligence: Why It Can Matter More Than IQ. Learning, 24(6), 49-50.
- Graham, S. M., Huang, J. Y., Clark, M. S., & Helgeson, V. S. (2008). The positives of negative emotions: Willingness to express negative emotions promotes relationships. Personality and Social Psychology Bulletin, 34(3), 394-406.
- Hershfield, H. E., & Adler, J. M. (2012). Mixed emotional experience is associated with and precedes improvements in well-being. ACR North American Advances.
Most of us work for most of our lives. The relationships we develop through our work take up a lot of our time and emotional resources. Even though these are almost universal truths, we rarely consider the impact of grief and loss in the workplace.
There are many types of grief and loss that can occur in one’s work environment. For the purposes of this article, I will offer tips on how to deal with the death of a coworker.
Anytime a person dies, other people’s lives are impacted. Most of the time, there is a direct impact on the people with whom they worked. Whether the deceased person worked at the local grocery store or was the CEO of a Fortune 500 company, someone they knew will struggle with the news.
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Three tips for coping with grief and loss in the workplace:
1. Be Conscious and Clear
When a colleague dies, it can rock the very foundation upon which the daily tasks of the workplace are built. Showing up to the office and having the person there one day and gone the next can be devastating.
As a society, we are taught to rationalize, avoid, or push pain away. We are taught that death is something we shouldn’t talk about. These learned behaviors, while temporarily “useful†in avoiding pain, actually create shame, fear, and isolation around the loss.
Being conscious and clear about the death of your coworker includes acknowledging the truth to yourself and others. It includes being a safe person with whom others can open up about their feelings and fears related to the loss. It involves consciously allowing yourself to personally grieve.
If you are a supervisor or manager, being conscious and clear means having an open-door policy in the days and weeks after the loss. It means being candid about the circumstances, as long as the desires of the person’s family are respected. But it goes beyond that.
While the work must go on, honoring the emptiness is important. Pushing people right back into productivity mode without properly processing the loss as a unit may not only be detrimental to workplace culture, it may ultimately decrease productivity. Taking the time to work through it together is likely to build more trust and community.
2. Encourage Focused Feelings
If you’re a boss in an environment where someone has passed, it is your responsibility to facilitate support for employees. If the death was sudden and tragic (such as an accident or suicide), it is crucial that you hire a mental health professional to come in and be available. If the work environment is too small to have an employee assistance program (EAP) with grief support, there are professionals who offer private sessions and/or group counseling after a workplace loss.
If the loss wasn’t unexpected (such as a long-term battle with cancer), your approach might be different. It might include an opportunity for your team to meet (either in or out of the office) to share stories about the colleague, or even a personalized office memorial.
While the work must go on, honoring the emptiness is important. Pushing people right back into productivity mode without properly processing the loss as a unit may not only be detrimental to workplace culture, it may ultimately decrease productivity.
Even though, for some of us, our coworkers can be our best friends, that doesn’t mean there is crossover between office friendships and family connections. For this reason, I recommend office-focused memorialization. While attending a family-led memorial service might be healing, it may not be enough.
If an office-focused memorial isn’t an option, other ideas for group processing include getting together at a local restaurant and sharing favorite memories; convening at a colleague’s house and sharing a meal in the deceased person’s honor; having a day where you all wear the person’s favorite color; or purchasing new office plants as a symbolic reminder that growth, despite the current pain, will eventually come.
These are just a few ideas to start with. You worked with the person. You knew them. Perhaps try a variation on any of these ideas that suits the spirit of your departed coworker.
3. Get Help
The most obvious thing many people think of when it comes to getting outside help is to hire an in-office therapist. Hiring an in-office therapist, especially for serious reactions and trauma related to grief and loss, is a great option, but it isn’t the only one.
Perhaps you work in a place that doesn’t allow for emotional processing. Maybe you work in a small operation where it’s only you and the person who passed away. If your work environment doesn’t offer support or isn’t conducive to processing grief, consider finding your own therapist so you can safely work through your emotions.
Depending on where you live, there might be local support groups. Some of these groups are led by professionals, others by community members who experienced similar losses. Many of these groups are inexpensive; some are free.
If you don’t have access to local therapists or support groups, there are virtual therapists and groups. The important thing to remember is you don’t have to (and shouldn’t) go through this alone.
Losing a colleague can be extremely painful. It is normal to be sad, confused, and even devastated over the death of someone you spent so much time around. Your experience, your feelings, and your grief matter.
Many American doctors report being depressed or burned out, according to Medscape’s 2018 National Physician Burnout and Depression Report. Female physicians reported higher rates of burnout (48%) than did male physicians (38%).
Previous research supports the claim that physicians experience stress and trauma that can undermine their mental health. A 2016 study found traumatic childbirth experiences can cause secondary trauma in the healthcare providers who attend those births. Another 2016 study found 27% of medical students experience symptoms of depression, while 11% Â have thoughts of suicide.
A Grim Picture of Physicians’ Mental Health
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The study polled more than 15,000 doctors in 29 specialties. In the survey, 42% of physicians reported burnout. Physicians in critical care, neurology, and family medicine had the highest rates of burnout. The specialties with the lowest rates were plastic surgery, dermatology, and pathology. The specialists with the lowest rates were also more likely to seek professional help for their mental health.
Fourteen percent of physicians reported being both burned out and depressed. The specialties with the highest rates of co-occurring depression and burnout were:
- Obstetrics and gynecology (20%)
- Public health and preventive medicine (18%)
- Urology (17%)
- Neurology (17%)
Causes and Effects of Physician Depression
Twelve percent of physicians said they experience symptoms of depression, and 3% reported clinical depression. The physicians cited their jobs as the leading cause. Other reasons included finances, family, romantic relationships, and their health.
Many physicians said their depression affected patient care:
- One third said depression made them more easily exasperated, and 14% said they expressed this frustration in front of patients.
- Thirty-two percent reported less engagement, with 24% taking less careful notes.
- Fourteen percent reported making errors they would not typically make.
- Five percent admitted making errors that might harm their patients.
A 2017 study found medical boards are more likely to ask about a physician’s mental health history than their physical health history. The boards often ask intrusive questions about mental health. Stigma could be deterring physicians from seeking treatment.
Reference:
Medscape national physician burnout & depression report 2018. (2018, January 17). Medscape. Retrieved from https://www.medscape.com/slideshow/2018-lifestyle-burnout-depression-6009235?faf=1#1
In our fast-paced society, leisure often gets a bad rap. Working long hours and being productive is glorified, regardless of the quality of work. Although self-care, too, is a fairly new buzzword, too often it is something that is squeezed into busy schedules to try to counteract the long hours of work and increased stress that are pervasive in contemporary society. We may rise early to go to the gym or take a yoga class on lunch break during a typical workday. While there are benefits to squeezing in self-care, it can also contribute to the busyness of life when forced into one’s calendar.
When someone seeks to slow down, place boundaries around their work, or even take a more leisurely pace during the workday, they may be labeled as “slow,†“lazy,†or “unproductive.†It is valuable to have a good work ethic, but a work ethic is often confused with working ourselves to the point of doing psychological and physical damage. In truth, the hours of work and levels of stress people are encouraged to carry in contemporary society are contributing to what may become a physical and mental health crisis.
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The High Costs of Working Too Much
Working too much has consequences for oneself, one’s family, and one’s work (Alarcon, 2011). It can lead to anxiety, depression, irritability, family conflict, difficulty concentrating, and decreased productivity, among other challenges. In addition to the psychological difficulties, burnout has been connected with physical health issues, including an increased risk of cardiovascular problems (Toppinen-Tanner, Ahola, Koskinen, & Väänänen, 2009). This is not a small price.
The Benefits of Leisure
Leisure, on the other hand, has many benefits. Besides enjoyment, the most obvious benefit is that leisure allows our bodies to recover from the stress and activity of daily life. Leisure also provides time to reflect and think through what is happening in our lives. In my therapy practice, I find people often make comments such as, “I have not had time to think about it†or “I have wanted to find time to consider that.†Many people’s lives have become so busy that they do not have time to think about their life!
A slower pace allows for people to consider ideas and decisions more thoughtfully. It allows for creativity, including discovering creative solutions to one’s challenges.
Berg and Seeber (2016) maintain there are many benefits to attaining a slower pace in life. Although they write primarily about professors and academics, many of their ideas are relevant for those outside of university settings. A slower pace allows for people to consider ideas and decisions more thoughtfully. It allows for creativity, including discovering creative solutions to one’s challenges. It allows for people to find meaning in what is occurring in their life. Finally, it allows people to be more intentional in the choices they make.
Individuals who do not take time to think through their life often feel disconnected from themselves and those around them. This, in part, is because there is not time to make meaning from their lives. Irvin Yalom (1980) notes that people are meaning-seeking creatures by nature. In other words, we have a basic need to find meaning and to make sense of our lives. Leisure and reflection are essential to finding and engaging meaning.
Conclusion
It often is not easy to choose a more leisurely pace in life. For many, employers are requiring longer hours and justifying this as a necessity. Others need to work longer hours or more than one job to meet financial obligations. In these cases, it may be necessary to utilize self-care strategies, including making the most of the leisure time that is available. However, for others, busyness is a lifestyle choice that has become a habit or even an addiction. Many people have become so used to working that they experience anxiety or guilt when they slow down, which often is part of an addictive pattern. Even children and teenagers are often thrust into a schedule that allows for little time to rest. They need to be taught the value of including and embracing some slower periods in life.
The needed change is not just a personal one, but a social one. The costs of living an overly busy lifestyle need to be recognized alongside the benefits of cultivating periods of rest. We need to change the script about leisure as lazy or unproductive and, instead, recognize its value.
References:
- Alarcon, G. M. (2011). A meta-analysis of burnout with job demands, resources, and attitudes. Journal of Vocational Behavior, 79, 549-562.
- Berg, M., & Seeber, B. K., (2016). The slow professor: Challenging the culture of speed in the academy. Toronto, Canada: University of Toronto Press.
- Toppinen-Tanner, S., Ahola, K., Koskinen, A., & Väänänen, A. (2009). Burnout predicts hospitalization for mental and cardiovascular disorders: 10-year prospective results from industrial sector. Stress and Health, 25, 287-296.
- Yalom, I. D. (1980). Existential psychotherapy. New York, NY: Basic Books.
Dear GoodTherapy.org,
I left my job about two months ago, run-down and on the brink of something drastic because of how miserable I was. It was an extremely high-stress job in finance, and I was very good at it despite the long hours and the lack of creativity it took to do the job. Quitting it was a huge risk—I had savings, but no real prospects on the other side. I just wanted some peace after a decade of work that was at once mind-numbing and incredibly taxing.
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Since I left I’ve been making ends meet with some odd jobs, but after two months the thought is starting to creep in that I made a huge mistake. Life hasn’t been as fulfilling as I dreamed it would be, and though I have time and freedom now to explore hobbies I’ve wanted to take up and complete some lingering house projects, I seem to be … still stuck, somehow.
Maybe I had too many expectations for quitting? Did I build it up too much in my head? The company I just left has an opening, and part of me wants to return. My best friends are there, but I dread every other aspect of being employed there again. At the time, I thought quitting was the best decision I ever made and I vowed never to go back. Should I listen to my nagging regrets? Try harder to make a new life for myself? Or opt for stability and doing what I know? —Wealth or Worry
Dear WOW,
Thank you for your letter. As is so often the case (sayeth the psychotherapist), it raises more questions than answers. But first, let me make an observation or two.
We are often confused by the question of, “Is it the external circumstances that are the problem here, or is it me?†Typically, it is both. In fact, part of the problem can be seeing it as strictly either/or. Some of us grew up in misattuned environments, for instance, where we were always the problem. Some people in therapy also struggle because “theyâ€/“himâ€/“her†is at fault.
There are always exceptions, but most of the time an external situation—especially a stressful one—is a catalyst for some psychological or emotional conflict we are sorting through. We cannot avoid seeing everything through our own “glasses†or filters. And everyone has ongoing, unsorted conflicts; there is no normal in this regard, as each person’s psychic conflict is highly individualized.
It sounds here as if the job was undoubtedly stressful, and no one can fault you for being a “quitter†since you hung in for a decade! One of our most basic needs is precisely what you stated—peace. I can confirm that the financial industry is anything but peaceful, what with the advent of ever-faster technological tools which seem to increase impatience from management and demand on workers. It is inherently a nerve-wracking business since it involves money, which touches on widespread fears and needs for security, leading to ongoing, socio-cultural anxiety and neurosis.
So the pressure was on, and from the sound of it, you prospered. That is no small feat. Clearly, you have marketable skills and can perform under pressure, to your credit, with a solid résumé that speaks to a decade of experience in a stressful environment.
Yet, in spite of your palpable relief at leaving, something lingers: self-doubt, a creeping sense of “what if I goofed?†This, to me, is probably the most emotionally significant part of your story.
Stability is, at least in part, an inside job. I have worked with quite a few wealthy individuals in therapy who were terribly unhappy. (I am not saying being able to pay bills and rent is insignificant.) In this case, though, it sounds like you have sufficient funds for now and can “make ends meet.†So rather than focus on the externals (the job opening, the company) or looking in the rearview mirror (“did I screw up by quitting?â€), I would suggest you take time for sustained, empathic self-reflection.
Have you considered speaking with a therapist, career counselor, or another professional who has experience helping folks with precisely these concerns? Something new awaits—something good, I am sensing—but it’s hard to know which door to open, or where the door can even be found. This, in turn, stokes fear.
I strongly sense there is also a sense of conflict within yourself that wants security and certainty and peace or serenity, a sense of wholeness within the kind of work that truly, in the long run, is right for you. This is a tricky balance, one that requires more work and exploring on your part, but I am sure it is possible. You might not find perfection, but I am certain you can get inside the ballpark.
Renowned psychoanalyst D.W. Winnicott would call this yearning for peace as coming from your “true self,†while mythologist and Jungian author Joseph Campbell might call this process the beginning of your “hero’s journey,†or journey to authentic selfhood.
Campbell stated that the hero most often refused the “call to adventure†at first, deciding to take that journey only when backed into a corner. Carl Jung himself felt it is only when cornered, or up against a wall, that our conscious mind surrenders to deeper, creative forces seeking actualization, carrying us forward like the currents of a river.
Or, as an old Zen parable puts it, we are the train on the tracks, but we cannot be the tracks.
I sense, in other words, that you need to give the quieter “other sideâ€â€”which wants peace or something different, which nagged you to quit the job—a little space and patience to speak up. (Journaling can help in this regard, or talking to a professional or a trusted friend.) There is always existential anxiety at giving up a path of certainty—the financial job, where you know you can succeed and make a good living—for the blank canvas of what next. But that is precisely the adventure! In a way, we need that anxiety to keep our search in motion. And it is trial and error; don’t give up if the answer doesn’t appear right away. It will, though answers come in bits and pieces. Dramatic “aha!†moments are, for the most part, best left for movies and television.
I’m guessing your courageous decision, which was a bold and necessary step to protect your sanity and serenity, has provoked deep-rooted voices—parental, perhaps?—that are saying things like, “Are you crazy? That job paid $_____ a year! Now what are you going to do? Watch daytime TV?â€
That is the voice of fear. Fear tends to lead to black-and-white perception, where you are either secure or screwed.
But you have marketable skills, as I say. From a more neutral vantage point, I would guess you have options. By calming your fear and finding outlets for existential self-soothing, you might start to see that you could, for instance, work part-time for a company or even for yourself. And you are making ends meet, which might be good enough for now until you find something that resonates.
It can be overwhelming when what we are looking for hasn’t been found or doesn’t seem to exist (yet). This doesn’t mean it isn’t there. It just means you may need a little time and support to do something naturally difficult but, it sounds like, essential.
Have you considered working for yourself? Many folks are overwhelmed and confused by money matters (my hand is raised); could you do some independent advising or work for a smaller or less daunting firm, even part-time? Sometimes companies hire people for short-term projects, via a recruiter for instance. During that time, you could explore other options: volunteering, taking informational interviews, and so forth.
Corny as it sounds, this is a prime opportunity for you to stretch your wings. Daydream a little. Is there anything you’ve always wanted to try, or even go back to school to study? Is this the time to go to grad school in the evening for your philosophy degree or take a creative writing or guitar class? There is more to life than work, and we are not defined by work alone; for many, it is the least defining point of identity.
Try browsing online job sites, A to Z, and see if anything jumps out at you, something you never even thought of. Maybe you yearn to do some socially or environmentally conscious work (as a random example); could you end up as an investment adviser for a nonprofit? Could you do some combination of corporate and nonprofit work? Do you want to chuck finance altogether and teach English in Asia or Europe, or find a finance job in an international firm and live abroad?
It is possible you could write your own job description and follow it up with persistent footwork to make it happen. It sounds like you have a rare combination of gifts: a financial talent along with integrity and a need for something more personally fulfilling. You have a soul, and it is speaking to you. The soul—or the unconscious, or true self—does not always speak in digestible sound bites, which means we need to find ways to listen deeply to that quiet inner voice which is telling us something vital.
I have worked with people in your situation, and they have prevailed by not giving up. One was an attorney at a movie studio, and he was miserable. He was on-call 24/7, and despite working on prestigious projects, he felt depleted and beat up, with no time or energy to find a partner or start a family. Eventually he decided to get training in estate law, and now runs a quiet little business with a partner, with weekdays that end at 5 p.m.
It can be overwhelming when what we are looking for hasn’t been found or doesn’t seem to exist (yet). This doesn’t mean it isn’t there. It just means you may need a little time and support to do something naturally difficult but, it sounds like, essential. I would just remind you that you have options, per the above.
It’s natural to experience awkwardness after a decade of living a certain way and then stopping. You are carving out a new way of living, day by day. Give yourself credit for doing something brave. You can always go back—to your previous job, or others like it—though I can’t help but conclude that, on a soulful level, you truly don’t want to. So, keep the search going and I am sure the answers will come.
Thanks again for writing!
Kind regards,
In the wake of terror attacks and acts of violence around the world—such as the white supremacy demonstrations in Charlottesville, Virginia, that led a man to plough a vehicle into a crowd of counter-protesters, killing a woman—many parents may be unsure how to talk to their children about the news.
The American Academy of Pediatrics offers parents several tips. The discussion, the organization says, should begin by asking children what they already know. Parents should offer encouragement and reassurance, maintain a consistent routine, and shield young children from graphic images of violence. They should also monitor children for signs of depression and trauma, such as sleep, behavioral issues, and changes in eating habits.
Many want to talk with their children about race in a way that raises a child’s consciousness without being frightening. Most experts emphasize the need to be honest in an age-appropriate way. Parents must also explore their own feelings about race and racism before attempting to educate their children. Like other challenging conversations, ignoring the issue won’t make it go away. Rather than having one conversation, parents should begin as early as possible, have frequent discussions, and maintain open lines of communication.
The Psychology of the Eclipse: ‘You Just Feel Connected With Everybody’
[fat_widget_right]As excitement about Monday’s solar eclipse increases, some mental health experts say the eclipse can foster a connection. Experiencing something out of the ordinary can break down the usual barriers to connection, fostering a sense of unity and closeness—even with strangers.
Some Companies Want You to Take a Mental Health Day
A mental health day can be as important for good health and job satisfaction as sick leave. Yet, many workers are reluctant to tell their managers they need one. Some companies now encourage employees to take mental health days, citing increases in productivity and job satisfaction among employees with good mental health.
What’s Worse Than Being Unemployed? A Bad Job, Say Researchers
Many workers think long-term unemployment is the most stressful job experience they can have. According to new research, however, staying in a bad job might be worse. Researchers followed people who were unemployed during 2009 and 2010. Those who took “poor quality work†had higher stress levels than those who remained jobless.
Rand Study Recommends Improvements to Mental Health Care for Service Members
A new Rand Corporation study suggests lack of access to quality mental health care remains an issue for current and former soldiers. The study, which surveyed 520 providers, found less than half were able to see people with depression or posttraumatic stress (PTSD) weekly. Instead, they saw these people biweekly or less. This suggests soldiers may not get the consistent care they need to see improvements in mental health.
How White Supremacists Use Victimhood to Recruit
Research on white supremacist groups suggest their members see themselves—not the minority groups they target—as the real victims. They believe white people are the real targets for systemic oppression. In other words, they are prevented from expressing their “white pride,†their victimization erodes self-esteem, and the ongoing victimization of white groups is part of a plan to eliminate the white “race.â€
Now, Manage Your Mental Health and Chronic Conditions With an App
A new smartphone app promises to help middle-age and older adults manage their physical and mental health. The app, which is designed to meet the average technical abilities of older adults, involves three months of training in 10 sessions. The sessions cover health topics such as stress, medication and substance abuse, and the role of mental health in physical health.