Managing Self & Stress

Cheatsheet Content

Being a People Manager Definition: A people manager is responsible for guiding, supporting, and developing individuals and teams to achieve organizational goals. Key Responsibilities: Setting clear expectations and goals. Providing feedback and coaching. Motivating and engaging team members. Delegating tasks effectively. Resolving conflicts and fostering a positive work environment. Supporting professional development. Ensuring team well-being. Shift in Perspective: Moving from individual contributor to manager requires a focus on others' success rather than just one's own. Reflection on People Management What does it mean to me? Impact on individuals' careers and lives. Responsibility for team performance and morale. Developing leadership skills and emotional intelligence. Balancing organizational needs with individual needs. Core Values: Identify personal values that align with effective management (e.g., empathy, integrity, growth mindset). Challenges: Acknowledge potential difficulties like difficult conversations, managing underperformance, and handling conflict. Building a Personal Development Plan (PDP) Purpose: A structured plan to improve skills, knowledge, and personal effectiveness. Steps: Self-Assessment: Identify strengths and areas for improvement (e.g., leadership, communication, strategic thinking). Use tools like 360-degree feedback. Set Goals (SMART): S pecific: Clearly defined. M easurable: Quantifiable progress. A chievable: Realistic and attainable. R elevant: Aligned with career and personal objectives. T ime-bound: With a deadline. Identify Actions/Strategies: Specific steps to achieve goals (e.g., training courses, mentorship, reading, practice). Resources: What support is needed (e.g., budget, time, mentor, learning materials)? Timeline: Set realistic deadlines for each action and goal. Monitor & Review: Regularly check progress, adjust the plan as needed, and celebrate achievements. Example Goal: "Improve active listening skills to better understand team concerns by attending a communication workshop and practicing active listening in all 1:1s over the next 3 months." Self-Stress Management Stress: The body's reaction to any change that requires an adjustment or response. It can be positive (eustress) or negative (distress). Symptoms: Physical: Headaches, fatigue, muscle tension, sleep disturbances. Emotional: Irritability, anxiety, sadness, feeling overwhelmed. Cognitive: Difficulty concentrating, memory problems, negative thinking. Behavioral: Social withdrawal, changes in eating habits, procrastination. Causes for Stress (Work & Personal) Work-Related: High workload/long hours Tight deadlines Lack of control or autonomy Role ambiguity/conflict Poor management/leadership Interpersonal conflicts with colleagues Job insecurity Lack of recognition Constant change Personal-Related: Financial problems Relationship issues Family responsibilities Health concerns Major life changes (moving, bereavement) Unrealistic self-expectations Work-Life Balance (WLB) Definition: The state of equilibrium where a person equally prioritizes the demands of their career and the demands of their personal life. It's about integration, not strict separation. Dynamic Concept: WLB is not static; it changes over time based on life stages and priorities. Importance of Work-Life Balance For Individuals: Improved physical and mental health. Reduced stress and burnout. Increased job satisfaction and engagement. Better relationships and personal fulfillment. Enhanced creativity and productivity. Greater resilience. For Organizations: Higher employee retention rates. Reduced absenteeism. Improved morale and team cohesion. Increased productivity and quality of work. Enhanced company reputation (employer brand). Attraction of top talent. Factors Influencing Work-Life Balance Individual Factors: Personal Priorities: What's important to the individual (family, career growth, hobbies). Time Management Skills: Ability to organize and prioritize tasks. Boundary Setting: Capacity to separate work from personal life. Self-Care Practices: Engagement in activities that promote well-being. Resilience: Ability to cope with stress and setbacks. Organizational Factors: Company Culture: Whether long hours are glorified, or WLB is genuinely supported. Management Support: Managers' willingness to accommodate flexible work, respect boundaries. Workload & Expectations: Realistic job demands and clear role definitions. Flexibility: Availability of flexible hours, remote work, compressed workweeks. Resources & Support: Access to mental health resources, childcare support, etc. Technology: Can blur boundaries if not managed properly (e.g., constant connectivity). Societal Factors: Cultural norms around work ethic. Gender roles and expectations (e.g., childcare responsibilities). Economic conditions.