All Categories - Kay Gimmestad - NYC Area Workplace Performance Issues

Psychology and Climate Change

9/11/2023

We are in the second week of September and I can’t help but notice the extreme heat that we are experiencing several days after summer’s end. The weather changes in recent years has brought about wildfires, sporadic temperatures and hurricanes which can lead to anxiety, depression and post-traumatic stress disorder. Areas of our country that are hit the hardest, can lead to individuals experiencing displacement, loss of one’s home, and food insecurity as and local businesses are also impacted.

Many people feel a sense of dread and strong emotions about the climate crisis that we are facing. Some feel a personal responsibility to make our world better. On a recent trip to visit a friend, she shared the action steps she is taking around helping to make our environment better. At the same time, she was pondering if it would do much good. Another friend has reassured her children several times that the world is not coming to an end.

Young people are talking about the environment and our climate and many express concerns that they have inherited a problem that they didn’t create. A friend’s teenage daughter said, “I vacillate between sheer panic and denial of the situation.” Then there are those who say there is no issue with our climate and politicize the issue as simply “Washington DC’s concern is unwarranted.”

Families and peer groups are stepping up when it comes to recycling, donating leftover food and reducing the use of plastic.

Beyond these action steps, researching the issue, community activism and holding politicians accountable can be key areas to focus on.

Social equity and addressing the impact on vulnerable communities can help reduce the negative impact of displacement and forced migration on communities that deal with these issues on a regular basis. It’s important to consider helping communities with food insecurity and access to supplies.

Public awareness and education can provide information on the mental health implications of climate change, as well as promote eco-friendly behaviors.

Taking action is the best way to manage concerns and complex emotions. Pick something that you want to do to help our environment and have fun doing it.

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.

Lawyers: Unique Stress and Creative Solutions

7/10/2023

This blog will avoid the usual tips such as self-care, support and work-life balance which may have your typical attorney yell, “Are you kidding?! Do you know what I do?”

Lawyers face unique stressors due to the type of work they do. Here are some common stressors and strategies for each category.

Demanding Work Load and Long Hours:

Some firms require 40 billable hours each week, which can be taxing.

*Prioritize tasks by breaking things down into small manageable steps.
*Delegate when possible.
*Take breaks: 15 minutes is better than no break at all. Take time to eat lunch, step outside and walk around the block to recharge.
*Time and project management tools: There are a range of tech tools such as Calendly and Trello to help with organization and management. Seek out support staff and colleagues to find the best tools.

High Pressured Environment:

Lawyers deal with high-stakes cases and demanding clients. Divorce, Family and Criminal Law bring a unique set of stressors.

*Develop breathing, mindfulness and an exercise regimen.
*Speak to colleagues who are in a similar situation.
*Maintain a support network of family and friends that provide balance.
*Seek professional support: There are trained clinicians who understand unique circumstances that lawyers face. A few have law degrees and/or have worked in the legal field.

Ethical Dilemmas and Professional Responsibilities:

*Seek guidance and consult with mentors and Senior attorneys.
*Stay informed by educating yourself on legal ethics and professional responsibilities.
*Try to foster an open environment at work to be able to have a dialogue about ethics and challenges in legal work.

Each lawyer and workplace has unique challenges and responsibilities. Taking time to self-reflect and speak to others is critical in this profession.

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.

The Corporate Balancing Act

5/19/2023

The Corporate Balancing Act
When the world’s issues are no longer left at the company door
By Kay Gimmestad, LCSW

At the start of the pandemic, I was asked to consider consulting for a small financial services company. A requirement for the consultant was to advise the senior management on social justice movements, such as Black Lives Matter, #MeToo and LGBTQ rights. The world of work was changing, and personal and professional boundaries were becoming more blurred. Yet, I was surprised by the management’s openness to receiving consultations on how these critical social justice movements could impact employees.

Workplaces have always been impacted by global issues and events, and employees have increasingly brought their concerns about these issues into the workplace in recent years. While it is important for workplaces to be aware of and sensitive to the concerns of their employees, it is also important for employers to recognize that work life and personal life are separate and distinct domains. Employees have the right to a work environment that is free from the distractions of personal issues. (Other employees have the right to feel these cultural issues cannot be left at the door when they go to work.)

We have never had so many critical issues at play at the same time in our history. We have Covid-19, the war in Ukraine, mass shootings that are becoming routine occurrences, social justice issues, climate issues, and a contentious political environment in the US.

While it is not the role of workplaces to address all critical issues in the world, workplaces can play a positive role in addressing issues that impact their employees and communities. For example, workplaces can provide resources and support for employees dealing with mental health issues or coping in a post-Covid world, and they can implement policies to address workplace discrimination and harassment.

At the same time, it is important for workplaces to strike a balance between addressing critical issues and maintaining a focus on work-related goals. Employers should avoid creating an environment where employees feel obligated to engage in discussions about non-work topics, and they should respect employees’ privacy and personal boundaries.

In summary, while workplaces do have a role to play in addressing critical issues that impact their employees and communities, it is also important for companies to maintain a separation between work and personal life. Employers will need to make a judgment call on whether or not they provide a forum through management or the EAP to process critical issues with their staff.

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.

HOW EFFECTIVE IS THE HYBRID WORKFORCE?

3/20/2023

We are all working harder than ever, but employees are often happier, given the flexible work schedules that started during Covid and continue to the present day.

Some managers feel that there are limits to having staff rotate between working from home and working in the office. Their biggest concerns are having the ability to mentor employees and having sufficient oversight to control employees.

Yet, many employees and some managers feel that the myth of “at home is never as good” is being turned on its head as workers show that they are more focused, happy and as productive as ever at home. There is increased morale due to less commuting time and more time available to spend with families. At the end of the week, employees feel more energized and less depleted, than when they had to go in every day.

There is so much more data available to study the impact of this new normal in corporate America. The old saying of present behavior is a strong indicator of future behavior couldn’t be truer than it is now. If an employee worked hard, was focused and worked well with management before the pandemic, they will continue this path from home. If the employee walks down the hall to get feedback or consultation on an issue, they will probably think nothing of picking up the phone or scheduling a zoom call to speak to the manager about any work issue that comes up.

Employees who have their turn in the office will schedule social time after work hours or use a platform to have zoom calls with breakout rooms to stay connected to their team or department.

The hybrid workforce has added 1-3 hours to most peoples’ personal time by removing the commute from their daily routine of going into the office. When a person concludes their workday, they can go right to a child’s after-school activity, work out, or spend time with family.

Employees are also putting more priority on physical health, as they are less tired and stressed out than before. They can access their own food and go to the gym or take a walk at 5 pm - versus 7 pm when they had to travel. Many people say they move around more at home and can get outside more easily than they would when waiting for the elevators at work.

The in-office work structure has become outdated and needs to be reconfigured. Only time will tell how this new hybrid workforce will perform in the long-term. The preliminary data says that a lot can be done from home, people work just as hard, and everyone is happier for it.

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.

A DISENGAGED BOSS? There are Some Advantages

1/23/2023

Since the beginning of the “Covid Era,” I am hearing more about a fractured workforce and disengaged bosses. While most people in the workforce are grateful for more flexibility and the ability to work from home, there is less cohesiveness than there was pre-Covid.

In my counseling and coaching sessions, this topic is becoming more common. The issue is not a boss who is temporarily disengaged due to a deadline, but a boss who is always disconnected with little involvement with the staff on day-to-day issues no matter what the circumstances are.

*Mary, one of my coaching clients took a rare business trip to meet with an important client and when she returned, her boss never inquired about the trip. A month later, her boss requested a meeting to review her projects and she mentioned that would be a great opportunity to discuss her trip. Once the meeting took place, her boss never asked her about the trip. She decided to let the matter drop and if he was interested in the future, she would be happy to share the experience with him.

Mary and I strategized about other things she could do, given she enjoyed her job and had no plans to seek other employment. Mary decided to build closer alliances with her business partners and her staff. She made it a point to support them and share how their joint efforts were crucial to their work.

Mary works on a small staff and there are no other managers to fill in for her boss. Other staff on her team agree that their boss is uninvolved and that they will work closely together to make sure the job is done well.

Some Other Tips:

Self-Motivation: Remind yourself why you are at the company and the goals at hand. Whenever you start to think of what your boss should be doing, try to re-direct and work on a task for the good of the company.

Communication with Boss: Send brief emails to your boss updating them on your work and any issues that come up. Brief emails will more likely be read.

Keep Perspective: Remember that you do a good job and take pride in your work. Others on staff and clients are happy with your work. Work is just part of your life and hopefully you are supported by your family, friends and community.

Freedom and Autonomy: When a boss is uninvolved, this can give an employee freedom and autonomy to work up a level and put new ideas in place. An uninvolved boss will likely say yes to many suggestions as it would be too much effort to think it through and implement it. You can come up with the plan to make your idea a reality.

Leadership and Visibility: You can become the leader and give direction to staff and projects, given that your boss does not. This is a golden opportunity. If you seek a different job in the future, you can say that you had increased leadership within the company.

We have a tendency to focus on what is missing or “I could do this or that if my boss really cared.” I have outlined the many advantages of having a disinterested boss. I hope you will take advantage of them.

Happy New Year!

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.

Future Optimism for Young People

12/5/2022

During my annual Thanksgiving zoom call with my relatives, my cousin and her daughter started talking about her future and the concerns that her and her friends have. They discussed how to navigate this and be optimistic about the future. At first my cousin and I were talking about challenges for people in high school and/or college. A few minutes into the conversation, my 17-year-old 2nd cousin started to discuss her life.

Prior to the conversation, I had noticed that there is so much focus on systems and institutions such as healthcare, the government and law enforcement. It felt as if young people were being left out and there were not enough conversations and focus on their lives. It’s important to provide space and resources to prepare our young people for a positive and meaningful future.

We discussed meaningful connections with family, friends and community and making sure young people have access to online and in-person interaction.

In addition, it’s important to support young people in lessening contact with a friend or family member that does not serve them.

The biggest concern for teens and young adults appears to be access to mental health services. Many of their friends are not getting help or are unsure of how to access it. It is important that schools and communities provide telehealth, in-person and sliding scale services to make sure that no one gets left out. How do schools, hospitals and clinics pool their resources and staff to make sure this care is accessible to all, especially in rural areas?

Some Tips:

-Make sure the young people in your life have the appropriate education, training and skills to feel confident about their future. Not everyone can go from high school to college. Some want to take a year off to work and research what type of schooling or training works for them. Support their process of exploration.

-Show appreciation for the accomplishments of young people and their skill and savvy in technology and how this is impacting the world for the better. They will continue to make contributions big and small in the digital age.

-Have discussions with young people about the golden opportunity that awaits them to start new traditions and ways of thinking. What worked in the past or for older people -may not be the way of their future. They can use these disruptions in our world to think about the way they want their life to be.

-Reassure teens and college students that they will catch up on their schooling that slowed or got disrupted during the pandemic. I always hear, “we are behind” and it is “difficult to catch up.” Focus on helping and prioritizing so that they can feel and accomplish small steps to complete any homework or learning that needs to be done to feel they are “catching up.”

These suggestions that my cousin and her daughter discussed, can take time and patience. Being available to listen and create space to support young people and also to make sure they know they can talk to the adults in their life. This will help all of these life suggestions to become a reality.

Finally, remember to always take time to relax and have fun.

Happy Holidays!

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.

RECLAIMING OUR VOTE

10/10/2022

As November 8th is approaching, we are hearing that this year is one of the most important elections in recent history. More information is being reported to the American public about politicians and legislatures implementing laws and taking action that make it harder for some individuals to vote.

As I am becoming more knowledgeable about this, I am trying to do my part to reach out to individuals who may have more challenges with voting. One organization is The Center for Common Ground. Volunteers are given a list of individuals who have been identified due to cultural, economic and historical considerations. Some of these individuals do not have internet access. We write postcards with a scripted message and include information on contacting a resource to make sure they can get to the polls.

How can we help people in our communities and gain awareness around barriers to a free election system? One way is to know what the barriers are and why a portion of our citizens feel voting is not worth the effort.

The following are some potential barriers towards voting

Voter ID Requirements: Most people have a photo ID, but some don’t. Requiring this excludes people who use PO boxes or live in secluded communities, such as Native Americans living on reservations.

Language Barriers: Jurisdictions are required to allow citizens to vote. However, they do not translate information in the person’s first language. This makes it hard for some immigrants and communities of color to access needed information and to vote.

Funding Issues: It is getting harder for municipalities to have the resources to make sure everyone’s vote counts. This came to light in the 2000 election which highlighted outdated voting machines and confusing ballots. Remember the “butterfly ballot?”

Polling Center Closures: As funding continues to diminish, more polling places are closing down to cover wider geographical areas. This can lead to barriers accessing centers due to mobility issues and for those that do not have transportation.

Training and Education: In order for Poll workers to handle and manage the responsibilities on election day, increased training is needed so that workers can assist with provisional ballots, language assistance, accessibility and being aware of voter intimidation.

Partisan Election Officials: State and local officials handle elections. Many of these officials have a stake in the outcome that is favorable to their candidate.

In the last several years, the philanthropic community, lawyers, activists and grassroots organizations have joined forces to fight to maintain voter’s rights. If you know anyone who is impacted by these barriers, get involved and help to ensure that they can exercise their right to vote. Contact local government organizations, ACLU or the Justice department to make sure these citizens can access a polling center.

Additional resources are www.aclu.org, www.commoncause.org or your local election board.

Don’t forget to vote.

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.

Avoiding Flightmares and Tips for Reducing Summer Travel Stress

8/15/2022

A few weeks ago, I asked a colleague if she had been traveling this summer and what her plans are. She had always taken wonderful European vacations to visit friends and attended international conferences. She said that she was staying home this summer due to a “flightmare” that she had this past spring when she was travelling. I told her that I had just learned a new word and loved it. I told her that I assumed that “flightmare” is a nightmare while trying to fly to and from one’s destination.

This has been a summer unlike any other and I know many people who took only one trip versus their usual two or three. Some have decided car trips are the best way to travel this summer, but what about those of us that cannot resist travel and are willing to take the risks associated with travel under Covid?

Pre-travel is often the most stressful as you are preparing, packing and trying to get work done. I have spoken to friends over the years and have learned some great tips to keep travel going smoothly.

Planning: If you are going on your own versus an escorted bus tour, I recommend starting to plan several months prior to your summer trip. That means exploring routes, hotels and the activities. You don’t want to feel the added stress of last-minute decisions regarding your itinerary. Leave extra time to get to and be at the airport as well as making sure your itinerary isn’t packed too tightly.

Money: If you are going with a significant other or a friend who has a very different budget than you do, discuss this before you decide to take a trip together and decide what you will splurge on and where you will spend less. Some people stay in smaller hotels and do simple restaurants with an affordable menu and then do a nice dinner on the last night of the trip. Decide if you want to splurge daily on tourist attractions or if you prefer to have 1-2 special events on your trip.

It is easy to get swept away by a friend’s photos of their fancy trip or pictures posted on social media. Make sure you plan a trip that is affordable for you.

Preparation This depends on where you are going and the length of time. For an international trip that is 1-2 weeks, starting a month ahead of time is a good idea. That
Gives you 4 weekends to get ready. You can make a list of what has to be done each weekend as well as any purchases for your trip. This includes getting foreign currency, purchasing items that you cannot get oversees, having the right reading material and activities to occupy your time during the long flight oversees.

Your Home: Try to clean, straighten and organize before you leave as it will be nice to come home to an organized home.

The Office: It is easy to spend your final days on vacation worrying about the voicemails, emails and work you are coming back to. Many people have asked that colleagues or outside vendors not call or email while they are away.

**Children: Make sure that everyone has a say whenever decisions have to be made or adjustments to the itinerary. If it is fun for children they can help pack, help plan and help pick restaurants. Have some coloring books, stories and devices to help them with long hours on a plane or in a car.

The most important reasons that we travel are to relax, experience a new place and to make new memories. Try to focus on your reasons for traveling in the first place. This will keep things in perspective if the weather or some of the destinations are not what you had planned.

**More info on traveling as a family or with children can be found on the blog Ytravelblog.com

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.

Overturning Roe vs. Wade

6/27/2022

As I struggle to put together my blog for this month, I wonder what happens when a blogger faces a blank page and is unable to find the words. The past two days were extraordinary and tough for those of us who want abortion to remain safe and legal. I am at a loss for words, but here I go.

On Friday, we had one of the most unprecedented decisions in our lifetime. This has left many of us wondering where we go from here. Today is Pride Day, the biggest day of celebration for the LGBTQ community and those that support them. What do the two have in common?

For the past several years, more and more single folks, couples and families are expressing interest in adoption. This includes same sex couples, couples who cannot have children and couples with children who want to adopt. It is getting harder to adopt an American baby and many are going through the long and costly process of international adoption. Others are not interested in adopting oversees. The fight over choice and rights of the unborn has been going on for 50 years with neither side winning by much. As soon as Roe was decided, the fight began to overturn the decision by chipping away at the statue. If the decision to overturn Roe is reversed, it will likely eventually be reversed again with a back and forth for years to come.

As I researched the issue of adoption with the rights of women to make their decision, I learned that few women choose adoption. The majority either terminate their pregnancy or keep the baby and raise it on their own. A small group of women chose to surrender their child. If a woman carries a child to term, she usually has bonded with her baby and cannot fathom having her child out in the world with a family that she doesn’t know. She will always question if she made the right decision. The process of placing a child for adoption can be very traumatic for women and their partners, thus abortion is often the preferred decision. Historically, adoption has been done with much secrecy and is referred to as a “closed adoption” which just adds to the complicated nature of the issue.

Is the work to keep fighting the issue back and forth or would it be better to destigmatize unwanted pregnancy and support women in carrying the child to term in a community based model versus the medical model? What if communities identified families that wanted to adopt and made this known to women should they have an unwanted pregnancy? They can see what type of family their child would be raised in. Women would consider if they want their child in a small or large family, city, suburban or rural, a family like theirs or a family that is different from theirs, a same sex couple or a traditional family, and what type of faith the family observes so that women can be more comfortable in considering adoption.

What are other creative solutions that can move us away from the choice and life binary?

I have been a staunch supporter of choice but are the years of time and energy on the issue getting us anywhere? How do we keep this issue out of the hands of politicians and judges? Can we? I presented one idea.

Resources:

Why So Many Women Choose Abortion over Adoption by Olga Khazan The Atlantic May 20, 2019

The Girls Who Went Away: The Hidden History of Women who Surrendered Children for Adoption in the Decades Before Roe v Wade. By Ann Fessler. (2006)

Gay Pride and Adoption Prejudice by Kay Gimmestad July 15, 2019

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.

Partnering with Unions in Clinical Work

5/2/2022

My job and private consulting practice involves working with many covered employees who are referred by their union. Over the years, I have seen the relationship improve with unions and clinicians. We have figured out the best way to work with each other in the service of our employees. It has been common to think of management on one side and the union on the other with the clinician somewhere in the middle.

When I worked in a corporation on a union centered company with very high production, management discouraged me from interfacing with union leaders as they felt that the union wants to work at cross purposes; do what the member wants vs what I feel the member needs. Another issue of concern for the company was that the case may go to a hearing and the clinician would be sitting on the company side and the union would be on the “opposing side.”

In my first several years working in companies with large amounts of union employees, I had no contact with the union. Rather, a manager in the company was designated to provide communication to the union. This way the clinician could make the determination about the best course of treatment without union input. Sometimes union leaders would give the union member the name of a therapist that they felt the member should go to. Then, the member would come into my office and hand me the piece of paper and say, “my union wants you to send me to this person.” I was always taken aback as the person hadn’t been evaluated yet. Certain treatment centers or private therapists may be known as “union psychologists” or “advocates” for the member and know the union leadership.

Managers can do the same thing. They have meetings with employees and start to get into discussions about the employees’ problems versus referring the employee to the EAP so that they can evaluate them and make clinical recommendations. Sometimes I have to tell managers to be clear about their role and that if they are concerned about their employees and want to support them, there are services and professionals who are trained to help them.

Having a close alliance with the shop stewards and business agents has become more critical in recent years. Whenever the union senses that something has changed with an employee, the union will speak to them and get them on the phone with me or one of my colleagues so that there is an immediate intervention. Their hope is that work performance stays at the level that is expected and to lessen the chance of a manager getting involved. If the union smells alcohol or thinks a member has been using drugs, they do the same thing by stressing the need to speak with a trained counselor. Another thing that is done is to have the member go out sick so that they are not tested or it doesn’t escalate in the workforce before counseling staff can intervene and start the treatment process.

If someone is mandated to our drug and alcohol program and is not attending the groups and drug testing, the union has offered to speak to the member to show that we are on the same page or to get on a call with me and speak to the member with me to stress the importance of following the treatment protocol.

When I first started working with companies, I assumed that the union would not be an asset or may interfere with the treatment process. However, in recent years, I have learned that unions want members to address their problems to be able to do their work and become even better employees. The union has proved to be a key asset in helping to make this happen.

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.