Critical Incident Stress Management/Debriefing Archives - MINES and Associates

Psychology of Performance – 20 – Early Attachment and Adult Performance Implications

Nic Mckane — Thu, 23 Dec 2010 17:42:37 +0000

Our early attachments to our primary caregivers may have significant implications for our ability to perform throughout our lives. The good news is that there are mindfulness techniques that can help integrate the information and energy associated with the various attachment categories so that as adults our performance does not have to be limited by the early learning associated with these attachments.

Siegel & Hartzell, M.Ed., (2003, p.102-112) in their book, Parenting from the Inside Out, describe four patterns of attachment derived from the work of researchers such as Mary Ainsworth, Mary Main, and Erik Hesse, among others. As infants we most likely have one of the following patterns (which can vary by caregiver): Secure, Insecure-Avoidant, Insecure-Anxious/Ambivalent, or Insecure-Disorganized.

Secure attachments are described as having a parental interactive pattern characterized by the parent being emotionally available, perceptive, and responsive. The child sees the parent as being a source of comfort during times of distress, a safe haven, being available, and a secure base. This creates a sense of well being from which the child can go into the world to “explore and make new connections with others” (p.104).

Insecure-Avoidant patterns are associated with parents who are emotionally unavailable, imperceptive, unresponsive, and rejecting. These children avoid closeness and emotional connections to the parent (p.104).

Insecure-Ambivalent patterns are described as having parents who are inconsistently available, perceptive, and responsive and intrusive. The child cannot depend on the parent for attunement and connection. The child develops a sense of anxiety and uncertainty about whether they can depend on their parents (p.105).

Insecure-Disorganization patterns are created by parents who are frightening, frightened, chaotic, disorienting, and alarming to the child. This pattern is often associated with abuse. This creates a situation in which abuse is incompatible with a sense of security. The child develops coping responses that lead to difficulties in regulating emotions, trouble in social communication, difficulties with academic reasoning tasks, a tendency toward interpersonal violence, and a predisposition to dissociation – a process in which normally integrated cognition becomes fragmented (p. 106).

The good news is that for those with insecure attachments there are mindfulness techniques described in Siegel’s book, Mindsight, that can help the individual integrate the insecure attachment memories, patterns, and information in a manner that frees them up from “automatically or habitually” engaging in the pattern in their adult relationships.

The implications of early attachment for the psychology of performance are significant. Secure attachments allow for a base of security which in adulthood can manifest in collaborative interactions in the business environment, for example. The social psychology of group performance is enhanced when members can communicate directly and problem solve from a position of trust. Contrast this with an avoidant attachment pattern in which a team member has a fundamental approach to relationships that is one of distrust and self-reliance. This team member is there in name only and will be perceived as not cooperating, being a maverick, and “not playing well in the sand box.” The anxious attachment style may show up as an accommodating or pleasing style. This person sacrifices their own opinions so as to fit in, may frequently be checking in with the “boss” for approval and reassurance. The group loses this person’s gifts as the person may give in rather than be proactive on a decision point. The disorganized attachment style may contribute to significant disruption in a work group or team’s performance because the person will become overwhelmed during a conflict with either a chaotic or rigid response, either of which can disrupt the flow of energy and information needed for higher performance.

The culture of an organization often is set by the leader of the organization. Part of the definition of culture is the shared set of assumptions as to how we do business. From this, it is possible to see how the impact of the leader’s attachment could influence the culture of the organization. For example, if the leader has an anxious attachment, the organization may have a strong press to accommodate customers, resulting in a high emphasis on customer service which could range from being useful to problematic if taken to a dysfunctional level.

Have a day filled with mindful integration,

Robert A. Mines, Ph.D.
CEO & Psychologist

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Police EAP Goes Beyond Call of Duty

Nic Mckane — Fri, 08 Oct 2010 19:29:08 +0000

A Denver police detective, who also heads up the wellness and employee assistance program for the officers, was visiting with a fellow officer when he learned that the officer’s kidneys were failing. He started a drive to search for a donor for his fellow officer and the search lead to himself. What an incredible story of selflessness and compassion. Thanks to the Denver Post you can read the entire story here:

http://www.denverpost.com/news/ci_16283811

Posted By Ian Holtz, Manager BizDev at MINES and Associates

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Effects of 2010 Gulf Oil Spill and Mental Health

Nic Mckane — Mon, 07 Jun 2010 18:42:33 +0000

We’ve begun to see editorials, videos and news stories about the effects of the Gulf Oil Spill on behavioral health. Most recently I watched an expose about the effects of Exxon-Valdez on alcohol and substance abuse, increases in divorce rates and suicide attempts and how experts warned of the same fallout from the Gulf crisis. Additionally, mental health experts are warning that the current crisis could dredge up unresolved feelings from Hurricane Katrina. Here is a link to the story and video:

http://www.wlox.com/Global/story.asp?S=12548123

We wish the best to all those impacted by the gulf oil spill.

Posted by Ian Holtz (Sales @ MINES and Associates)

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How to Save 25-50% from Previous Years Claims

Nic Mckane — Tue, 18 May 2010 20:49:31 +0000

I am almost as excited as our clients to announce that after the pass of the first quarter we’ve been able to demonstrate to our new self-funded clients a savings of up to 50% from the previous year’s quarter on behavioral health and substance abuse claims.

Providing our clients with cost-containment mechanisms to counter the effects of the Mental Health Parity and Addiction Equity Act has been, in their words, “a major relief.”

For some groups this isn’t a big deal. But if it is for you – ASK ME HOW?

Posted By Ian H.

(303) 953-4083
Sales, MINES and Associates

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Psychology of Performance – 10 Sean White

Nic Mckane — Mon, 01 Feb 2010 23:04:10 +0000

Sean White won the gold medal at the X games. How he did it was an amazing testimony to perseverance and facing the failure of his practice run. My description can not do service to how much pain he must have been in physically and how vulnerable he may have been psychologically (all of us would have been when you see the video). Please go to:

http://www.youtube.com/watch?v=ygOIy7b9mR8

Sean White went back and did the same sequence again so he would not get a fear response. He succeeded the second time and went on to nail the sequence in his first run. That run was good enough for the gold medal.

This is a perfect example of the old cowboy psychology of getting back on your horse after falling off. We need to face our negative cognitions related to performance, learn how to relax and be centered and execute one more time.

Remember: I like you

Bob

Robert A. Mines, Ph.D

CEO & Psychologist

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Coyotes and Deadlines Don’t Mix

Nic Mckane — Sat, 18 Jul 2009 01:43:22 +0000

Last night, just as the sun was setting, I was walking my roomate’s dog down a very popular trail in in the Denver Tech Center. Ten feet to my left on the trail was a Heidi’s Deli and ten yards to my right was my neighborhood. It doesn’t get more suburban than this area. I have always been a person very aware of my surroundings, especially at night, I even carry mace on my key-chain “just in case.” One of the biggest reasons I moved to DTC was the safe ambiance I felt walking outside. I never imagined this would happen.

As I was coming down the trail I let Copper, a beagle, off of his leash. As usual he frolicked in the grass and sniffed everything in sight. Unbeknownst to me, there were three coyotes hunting us in the the bushes only a few feet away. They started to slowly surround us just as you would imagine three thugs in an alley that wanted to take your purse, only my fear was they wanted Copper’s life and possibly mine. If you think this sounds like the movies, that’s exactly how it felt. Surreal.

In a moment’s notice, my body went from a state of peace to being filled with adrenaline. You have so many thoughts running through your mind; when you were seven and your girl scout leader told you on that camping trip what to do if you run into a bear, how you’re going to tell your best friend her dog’s dead, would the coyotes go into attack mode if I started running and more importantly would Copper follow me. My heart felt as it was close to beating right out of my body. The adrenaline doesn’t leave room for you to cry, but more so, you run through all of your thoughts as fast as you can imagine and apply them in a way that you can have the best outcome. Copper dying wasn’t an option. I yelled at the top of my lungs, stood on my tippy toes and acted as big as I could and violently shook my keys. I don’t know that I scared them but I definitely confused them and after several minutes I scared Copper enough with my crazy woman antics to cower over to me. It wasn’t yet over.

As soon as I got Copper back on his leash I ran up a grassy hillside into the Heidi’s parking lot and all three of them chased me. Then I booked it…I ran so fast his collar came off his head. Trembling, I put the collar back on and raced across the street, stopping traffic with my hands. It seemed we were safe but nothing was certain until I hit my front door. Running as fast as I could we finally made it. As soon as my door was closed I started to sob. Physiologically my body has never gone through an adrenaline rush that intense. Everyone has moments of an adrenaline rush but this was the longest I had ever been in the “Fight or Flight” response. I was drained emotionally and physically.

This morning when I woke up to go to work I felt like I had been hit by a bus. I’m not a doctor but I know that physiologically that adrenaline release had seriously affected my body and mind. My nerves felt completely shot. Which is where the deadline comes in. I was on deadline today for an important sales proposal.

Most people know the rush of adrenaline you get when you have a deadline to meet and the state of mind you need to focus. I still felt so stressed and depleted from the night before. I felt like I wasn’t doing anything right and I was being short with my colleagues. All of this made me feel guilty and I was sure no one wanted to hear about my coyote story or think it was a valid excuse for being less than myself.

Luckily, I work in an organization with amazingly supportive people who undoubtedly care about your mental health. I was able to share my story at work and it immediately helped my coworkers understand. Many people truly underestimate how important managing your stress is and how greatly it can impact your work productivity. My situation was intense but it certainly wasn’t a long-term issue. It did, however, severly affect my mind and productivity the next day. Many people don’t share the stressors they are having in their life. They may be uncomfortable sharing their story or it may be a situation that needs serious and proffesional attention. Either way, this is just another great example of how important an Employee Assistance Program can be to an organization’s productivity.

If you are finding yourself in a stressful situation please visit the following links from MINES and Associates for Stress Management Techniques:

http://www.youtube.com/watch?v=-I2HDFA2W4s

http://www.youtube.com/watch?v=HFMo-6wDWlM

http://www.youtube.com/watch?v=VbUbLQQfeB8

Not all of us have a saber tooth tiger (or coyotes) chasing us at work. However, stress can be debilitating. Please find healthy ways to relieve it. I sure felt better.

Britney Kirsch, Account Management

Mines and Associates

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HAPPENINGS FROM ACCOUNT MANAGEMENT

Nic Mckane — Tue, 07 Jul 2009 21:38:45 +0000

From Our Staff:

Justin Jacques, our Work Performance Case Manager, has moved to Houston. We’d like to introduce you to the two case managers who will now handle WPRs:

Virginia Meredith – 800-873-7138×4045 – vmmeredith@minesandassociates.com

Katie Vernon – 800-87307138×4989 – kavernon@minesandassociates.com

You may have noticed that your Weekly Communication has been coming from Britney Kirsch. Britney is one of the newest members of the MINES staff in marketing. She is currently covering for Allegra Boggess who is in India for 5 weeks teaching 4^th graders not only piano but Math, English and other subjects as well.

Congratulations to our client companies on their recent endeavors:

The Children’s Hospital – was voted the 2009 Family Favorite for Hospital or Health Clinic in a recent survey by Colorado Parent magazine. Voted on by the readers of Colorado Parent magazine, Family Favorites honors services and companies that real Colorado families love. The winners and runners-up will be featured in the Annual Family Favorites issue of Colorado Parent magazine in July.

Colorado Bar Association – David M. Johnson of the Johnson & Cord law firm began his term as president of the Colorado Bar Association on Wednesday.

Denver Newspaper Agency – Kirk MacDonald has left his position as chief operating officer of Creative Loafing Inc. as well as publisher of the Creative Loafing-owned Chicago Reader to return to his former company in Denver. MacDonald will take over as executive vice president for sales, marketing and digital sales for the DNA.

Eating Recovery Center – Julie Holland is the new chief marketing officer

Policy Studies – for acquiring a contract with the Kansas Health Policy Authority

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Budgeting Basics: Wants, Needs & Goals

Nic Mckane — Mon, 06 Jul 2009 19:05:33 +0000

Everyone has basic needs in life—shelter, clothing, and food. Each person in the family has additional needs that cost money. There is a difference between needs and wants. A want is something you would like to have but could live without. It is important to discuss with your family what their wants and needs are, and how they fit into the family’s financial plans.

A car may be a need for the family, but a new car probably is a want. Would you consider a radio in the car a need or a want? What would you consider a CD player? A phone in the house may be a need for your family, but a cell phone could be a need or a want. Have each family member write down five needs. Then ask each person to write down five wants. Read the lists aloud. Discuss how you could include the needs in your budget and plan to save for the wants of family members.

Goals

What is really important to you and your family? Do you have goals? What goals do you plan to work toward? A goal is a broad, general statement of what you want to achieve. Goals provide direction for your plans and actions.

Goal setting is more than deciding what is important to you. To help write your goals, ask yourself these questions:

What do I want to do with my money?
How much will it cost?
How long will it take to get that much money?

Write down your immediate, short-term, and long-term goals. Immediate goals are those things you want to get done in the next week, month, or 3 months. Short-term goals are things you want to do or accomplish in 6 months to 1 year. Long-term goals are goals you want to reach in 1-5 years or longer.

You may have more goals in one category than another. You need not have all three types.

As you list your goals, decide which ones you want to use your money for first. Set dates to reach your goals. Ask yourself which are the most important and which are the least important. Although a goal is short- or long-term, it may be just as important to save for it as the immediate goal. Ask yourself these questions:

How important is this goal to my family and me? Is it something I want, but could do without?
How urgent is this goal? If you have to buy a new car tag and pay personal property taxes in two months (or you will get a ticket), saving to pay that bill is an immediate goal.
What will happen if I don’t work on this goal? Will your bills continue to grow with interest charges, or will your credit rating be affected? How will you store food if you can’t replace your old refrigerator?
How much will I have to save each payday to reach this goal?

Goals are important to successful money management. Goals guide you to use your money for the things that are really important to you and your family. Don’t let setting goals be just an exercise. Build them into your spending and saving plans. Below is space for you to write down the type of goals you have, what the cost of each goal will be, and how much you will need to save each month to reach the goal.

Immediate Goals	Costs			Amount to Save Each Month
(within the next 3 months)

Short-Term Goals		Costs		Amount to Save Each Month
(6 months to 1 year)

Long-Term Goals		Costs		Amount to Save Each Month
(1-5 years or longer)

Odle, M.L. (Revised 2006, April). Budgeting basics: Wants, needs, goals. In Basic money management (Pub. No. S-134g, pp. 29-30). Kansas State University Agricultural Experiment Station and Cooperative Extension Service. Retrieved September 20, 2007, from http://www.oznet.ksu.edu

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Psychology of Performance – 2

Nic Mckane — Sat, 04 Jul 2009 17:42:47 +0000

The psychology of performance is directly impacted by our beliefs, assumptions, or schema. As mentioned before, where your mind goes the energy goes. Our beliefs can be self-limiting. It is similar to the story of how to train fleas not to jump out of a jar. Initially, you put the fleas in and put a lid on the jar. The fleas jump and hit their little flea heads on the lid. Eventually, they learn to jump only high enough not to hit their heads. Then you can take the lid off of the jar and the fleas will not jump out because they never go back and test their learning. In our case we have beliefs about how we perform that we may not be testing to see if the data match up with our beliefs. Thus you can have someone who has beliefs about their performance for better or worse and they perform accordingly independent of their capability. If you want to improve your performance in any area, first you have to examine what you believe about how you perform, then test the belief to see if it is self-limiting and finally, implement a plan to provide new data that refutes the original belief. For more information on refuting and changing beliefs, there is a significant body of literture by Albert Ellis and other cognitive psychologists.

Happy Fourth of July! Have a day filled with loving-kindness, compassion, sympathetic joy, equanimity and impeccable sobriety.

Robert A. Mines, Ph.D.

CEO & Psychologist

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Key Features of an Employee Assistance Program for Businesses

Nic Mckane — Thu, 18 Jun 2009 16:49:57 +0000

Is a work-site based program.
Designed to assist businesses in addressing productivity issues.
Today’s economy puts workplace stress on many employees and their managers.
Assists employee in identifying and resolving personal concerns that may affect job performance.
Assists supervisor and business as well as employee:
The employee receives problem assessment and short term
counseling for themselves and household members.
The supervisor has access to workplace consultation regarding work
performance issues.
The business may participate in workshops, training programs,
consultation and work/life services such as MINES & Associates’ BizPsych program.
Using an EAP will assist your employees in securing the help needed
quickly.
Typical issues/problems that employees have:

Relationship Issues
Family Life Issues
Stress Management (at home and at work)
Addictions
Emotional Difficulties
Workplace Challenges
Eldercare
Childcare
Legal Services
Financial Services

Allan Benson, Mines and Associates

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