Too smart to listen? Jesus talked about people who “hardly hear with their ears” (Matt. 13:13). Turns out that could apply at work. We’re told that most people hear only half of what’s being said to them, and really listen to only half of that. Which means we grasp only a quarter of what is being said. So in a 20-minute meeting with a boss or employee, the average person hears 10 minutes, and registers only five. Why is that? Researchers say it’s because our brains function four or five times faster than people talk, so our minds wander to fill the gap. Seems we’re a bit too smart to be good listeners. We may be missing some good feedback. But if we’re not listening, we may never know. How to solve the problem? One way is simply to begin a meeting by jotting down “5 to 1” on a piece of paper to remind you that your brain needs to slow down and be a good listener. Another way is to take notes of the meeting as a form of mental discipline. Finally, commit yourself to asking at least five questions during the discussion. That forces your brain to pay attention. (Ragan Report)
Meltdown malaise You’ve wondered about that colleague or employee who is stressed out by the economic crisis. Maybe you see erratic behavior, or detect signs of depression. How do you “walk alongside” without offending, or even making things worse? Understandably, workplace stress is rising as people worry about their mortgage, pension or job security. More employees are seeking help for mental strain. Calls to employee assistance programs have jumped 10 percent in recent months. In New York, business chaplains have been busier than ever counseling dazed employees. Churches are offering courses on coping with stress in uncertain times, and are stepping up personal counseling and job coaching. Some warning signs: changes in work, eating and drinking habits; despondency, withdrawal and irritability; declining performance on the job. How do you respond without being intrusive or creating a liability problem? Experts say showing that you care is already an important step. Asking “How are you coping?” is more invitational than “I think you have a problem.” Don’t try to be the expert. Be ready to suggest the use of a company EAP or other professional. Employers can run the risk of liability. If you are the boss, writes Elizabeth Bernstein in the Wall Street Journal, “you should offer only work-related help. Hand out the number to your employee-assistance program. Try to lighten someone’s workload. Encourage the person to take a vacation. Offer additional time off without pay.” A recent survey found that only 13 percent of senior executives are keenly aware of the impact of mental health on their organizations. The Marketplace November December 2008
“We may have many different jobs or labors (like raising a family, becoming engaged in politics, or playing in a band), but we must somehow find a way to express the creativity and calling of our soul or we will be the worst of failures.” — Patrick McCormick in U.S. Catholic
