Stress coaching: how and what?

First of all, what is (chronic) stress and what does it do to you?

Stress is a natural process; in fact, we need it to perform. But when people continuously overexert themselves and there is little or no recovery in return, it ultimately has a negative effect on our functioning.

Chronic stress affects our memory, ability to keep track, arrange and plan. You can become gloomy or anxious, have trouble sleeping and start worrying. In short, all kinds of physical and psychological complaints can arise when there is (chronic) stress and the vicious circle is not broken.

Stress coaching can be used when an employee drops out or is in danger of dropping out of work due to work- or private-related stress factors. The purpose of stress coaching is preventive in order to prevent a drop-out, or as an intervention to ensure that the employee can return to work in a relatively short period of time.

Divergent trajectories

Over the past period, I have coached a number of employees as a stress coach. These were employees (both in their thirties and 50+) with a variety of stress complaints. Some reported not being able to sleep and feeling exhausted during the day, others were not very resilient and had a short fuse. My most recent project involved a 60-year-old general manager who had been out of work for over a year. He has tried 3 times to build up in his own work, but unfortunately had to call in sick again and again. I would like to tell you how this coaching process went.

Prior to the coaching process, a number of digital questionnaires are administered. These questionnaires show that the employee scores high on the stress scale and that he also has depression and anxiety symptoms. Furthermore, the employee is very tired and experiences cognitive problems.

Shaping the trajectory

During the intake interview, we discuss the results of the questionnaires and then delve deeper into the employee's current complaints and their genesis. We discuss his personality, lifestyle, behavior and work situation. Then we jointly draw up a list of goals (stop overuse and promote recovery functions, build vitality, build fitness and social recovery). Based on the set goals, a number of actions are named to achieve these goals. For this employee, these are: learning recovery behavior, finding a good balance between exertion and relaxation, learning to set limits and discussing matters. We agree that we will start a program of 6 sessions and that we will meet in person every two weeks. Employee can contact me during the sessions. He receives a workbook with assignments.

The workbook first explains what (chronic) stress is and how it can occur. Employee is given an exercise in which he has to indicate which factors cause stress in him. Then he draws up (possibly together with the coach) a contingency plan to reduce the stress symptoms. This emergency plan involves deleting as many tasks/appointments as possible, looking at which tasks can be postponed, which can be delegated and which tasks can be rearranged (reorganize).

And now ... relax!

We then focus on relaxation and give the employee various relaxation exercises. We go through the rules of life and discuss what needs to change in terms of behavior in order to recover properly. In the next session we discuss exercise and its importance. Exercise reduces physical stress symptoms, mood symptoms and promotes sleep and a positive self-image. We discuss what the employee does in terms of exercise and how this can be expanded (in doses).

During the process, attention is paid to breathing, sleep, nutrition, daily planning, prioritizing, organizing support, fears and insecurities. Employee's partner is also involved in the process.

At each session we go over the assignments made and evaluate how recovery is going. We discuss what could be done differently and employee receives new assignments and tips. After 6 sessions we take the questionnaire again to determine if employee is experiencing less stress symptoms.

Confidence in the future

This questionnaire shows that there is indeed a reduction in stress symptoms. It is important that employee remains alert to the signs of overwork and takes rest in time to recover. In addition, the former director has decided to make a different choice of work. He no longer aspires to his old position. He is now orienting himself to a job with less responsibility, travel and hectic pace. Despite the (financial) uncertainty, he faces the future with confidence.