Emotional Exhaustion

Wikipedia defines emotional exhaustion as a chronic state of physical and emotional depletion resulting from excessive job demands and continuous stress.  According to the Maslach and Jackson model, emotional exhaustion is one of three interrelated components of a burn out syndrome (the two others being depersonalization, and diminished personal accomplishment.)

Some suggest that emotional and physical exhaustion can be treated by taking a vacation, meditating, exercising or maintaining an active social life outside of work. In other cases, doctors will subscribe anti-depressive medication in order “to get back on track and avoid further health complications”.

As long as all causes are not known and removed, those traditional symptomatic treatments will probably help a certain time, but not solve the entire problem. In many cases we find burn out or it’s important component, emotional exhaustion, back on the executive level, where managers need to perform under growing stress. However this stress is never the sole component… 

Both managers as well as the organizations they work for should have the benefit of banning emotional exhaustion out of their environment.

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Always maintain a positive office gradient

As team leader you should maintain at all times a positive office gradient, that is to say, YOU as the leader should be the one running the show. Normally you are the one with the most experience and knowledge, otherwise you would not be in the management’s position you are in.

A positive office gradient is essential to maintain an effective Leadership role. If you end up with a negative office gradient your assistants or even the other employees will take over responsibility, transforming you into a follower. The office gradient can be either steep or shallow, but should always remain positive.

Skilled leadership may be needed to understand and handle various situations. For instance, personality and attitude clashes within a team complicate the task of a leader and can influence both productivity and efficiency.

Experience has demonstrated that personality differences influence the behavior and performance of team members. Other situations requiring skilled leadership may be rooted in the frustrations of assistants over slow promotions, or of managers who are employed for lower assignments.

The office gradient can be defined as a management measuring system which makes optimum use of all available resources - equipment, procedures and people - to enhance the efficiency of team work

For more information please contact us on www.matrix-informational.com.