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Practicing Safe Stress for Programmers

In today's fast-paced programming environment, managing stress is crucial to prevent burnout and maintain mental health. This guide, inspired by Mark Gorkin, "The Stress Doc," outlines four stages of burnout and provides strategies for navigating organizational stress from both macro and micro perspectives. Learn about the psychological impact of change, ways to diversify your career path, and techniques to foster teamwork through meaningful engagements. Embrace tools such as the "Big Five" meetings and the Natural SPEED model to enhance psychological hardiness and resilience.

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Practicing Safe Stress for Programmers

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  1. Practicing Safe Stress for Programmers Mark Gorkin “The Stress Doc”

  2. Four Stages of Burnout • Physical, Mental and Emotional Exhaustion • Shame and Doubt • Cynicism and Callousness • Failure, Helplessness and Crisis

  3. Seven Stages of Grief • “It Can’t Happen Here!” • “Oh God, What Do I Do Now?” • “How Dare They!” or “How Could They?” • “Damned If You Do or If You Don’t!” • “Turning a Lemon Into Lemonade” • “Now You’re Ready to ‘Just Do It!’” • “Glass Is Half Empty and Half Full”

  4. Managing Reorganizational Stress:Macro & Micro Perspectives • Uncertainty & Anxiety at All Levels • Proactively Diversify Career Path • New/Training Learning Curves • Organizational IRAs • USE EAP: Employees & Supervisors • Stop Staying Till Eight or Nine • Six “F” Model of Challenging Loss/Change

  5. Managing Reorganizational Stress:Team Perspective • Meaningful Staff & Team Meetings • Supervisor Wears Two Hats • Wavelength Segment: Task & Process • Morning Huddles & Informal Lunches • Cookout at Chief’s House • Structured Monthly Staff Meetings • “Big Five” Meetings

  6. Natural SPEED • S = Sleep • P = Priorities • E = Empathy • E = Exercise • D = Diet

  7. Psychological Hardiness • Commitment • Control • Change • Conditioning

  8. Six “F”s for Managing Loss/Change • Let Go of “Familiar” Past • Confront Unpredictable “Future” • Acknowledge Loss of “Face” • Get Support for Rebuilding “Focus” • Earn Trusted, Objective “Feedback” • Have “Faith” in Higher/Team Power

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