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[Podcast] Managing Holiday Stress Amid the Pandemic - Dr. Dave Weiman [RR 593]


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Dr. David Weiman is the president of Weiman Consulting, a leadership consulting firm in Philadelphia PA. He is also an adjunct Assistant Professor at Widener University’s Institute for Graduate Clinical Psychology, and he is a Certified Performance Coach through Johnson & Johnson’s Human Performance Institute.

Dr. Weiman has been quoted in BusinessWeek, the Los Angeles Times, Men’s Health, Entrepreneur, and many other publications. He has also been a guest on Fox News Philadelphia, Money Matters TV, and numerous podcasts, where he shares insights about the psychology of success, motivation, and more. You can check David’s other episodes HERE.

Key Talking Points

  • Continuing traditions should be kept up the best you can.Relive the memories
  • Some feel lonely at this time of the yearSome get their energy from other people
  • Some get their energy from being alone
  • Some issues of the pandemic are another layer of concern or worry to be safe that can cause stress or the blues.
  • Maintain routines especially during the holidays. It gives our lives a sense of structure and stability and helps provide continuity over time.
  • Things that spark joy. They are touchstones for you.
  • We choose what to think about in any given moment
  • We can turn off bad news. There is an on-off switch or mute button on our TVs and phones
  • Recognize what is the same to find stability 
  • Some people love change, some don’tSome love change
  • The ones that don’t, think about what is staying the same
  • In zoom meeting, you can see the environment that your friends and colleagues live in 
  • Our time horizon for planning is shorter because of the pandemicThe cone of uncertainty is shorter for the time being
  • Consider your team and your customer as it comes to the stress they may carry because of the pandemic and at the holiday time
  • Be an optimist but a realist at the same time
  • We usually have more than one option to solve a problem
  • As a business owner, your values and purpose don’t change as you go through stress and the tough time this holiday can create personal stress.That is the foundation of strength in your company, your people, and your life
  • Connections are key. Having trust in other people
  • Consider the impact on you. Reach out and touch someone Example praise someone for what they do for you
  • Write a card or letter is very powerful
  • Referencing is storytellingExample of competency or value that has made your business successful
  • If you are invited to a holiday party and you do not want to go, even though the people who invited you don’t want you to get Covid-19, you can say I’m not available this year but can’t wait to get together next year.You do not need to give a reason
  • Dave Ramsey says No.; is a complete sentence.
  • Focus on the little things and what delights you and makes you happyConnect with other people

Resources:

  • Thanks to Dave Weiman for his contribution to the aftermarket’s premier podcast.
  • Link to the ‘BOOKS‘ page, highlighting all books discussed in the podcast library HERE. Leaders are readers.
  • Listen for free on Apple Podcasts, Google Podcasts, Spreaker, iHeart Radio, Spotify, Podchaser, and many more. Mobile Listening APP's HERE
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  • Key Word Search HERE.

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  • Have you checked out Joe's Latest Blog?

         1 comment
      Have I got your attention? Great.
      Let me start by saying that I believe in giving praise when deserved and letting employees know when they dropped the ball. However, the truth is that no one enjoys being reprimanded or told they messed up.  
      The question is, what is the appropriate balance between the right amount of praise and the right amount of critical feedback? According to studies done by Harvard Business School, the ratio of praise to critical feedback should be about 6:1 – Six praises for every critical feedback. I am not sure if I agree with that.
      From personal experience, I would recommend a lot more praise. The exact ratio doesn’t matter. What’s important is that before you consider giving critical feedback, ensure you have given that employee a lot of recent praise. If not, whatever you are trying to get through to an employee, will fall on deaf ears.
      When you do have to give critical feedback, remember a few things:
      Focus on the issue or behavior; never attack the person, and remain calm in your actions and words Ask the employee for feedback, their side of the story Speak to the employee in private Address the issue soon after it happens; never wait Don’t rely on second-hand information; it’s always better if you have experienced the situation yourself that you want to correct Have an open discussion and find things that both of you can agree upon Have an action plan moving forward that the employee can take ownership of Use the experience as a learning tool Make sure you bring up positive attributes about them Remember, you don’t want the employee to be angry or upset with you; you want them to reflect on the situation and what can be improved. One last thing. Everyone makes mistakes. We need to be mindful of this.
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