Power – POSITIVE Worker TYPES (#1)

PREVIOUS: Negative Workers #4

SITE : 30 Characteristics of a Good Employee

ARCHETYPES of Good Employees (hrgird.com)
✳️ Accurate Expressers  – believe that not accepting reality is more dangerous than promoting fantasy. Think
‣  that an ideas or plan that’s not valid stays invalid – even if it may have some positives, AND
‣ that an ideas or plan that IS valid stays valid – even with many opponents.

✳️ Collaborators – are sophisticated, & love working with people of all types to get the present task done. They’re Flexible, who can work easily with friction that comes from conflicting egos, differing personality types & work-styles

✳️ Cool Heads – don’t yield under pressure, & have great patience. They know the power of a calm mind is needed to make good decisions

✳️ Doers / Executors – are impatient to get things done, & get restless when tasks aren’t developing. They don’t need to talk, convinced that actions is what matter most

✳️ Dreamers – are great at visualizing the future of an an organization, constantly think of new possibilities, & love to talk about good things that should ideally happen for their organization

✳️ Empathizers – are curious to know why others think, feel, act in their specific way, & support how others feel, think & act, with an open mind

✳️ Energizers / Mobilizers – are great motivators, who can get others exited by their contagious enthusiasm. They also mobilize teams to get going on a mutually decided goal

✳️ Thinkers / Observers – believe that Truth does not need lighting up, because it will eventually become visible. They think about what else can be done to achieve an effective outcome. Introverts by nature, they invest their energy on patiently observing their surroundings

TOP SKILLS of a VALUABLE Employee (GetSmarter.com)
🔅Ambition. When employees have a clear, personal career plan or goal in mind, they don’t wait for their employer will drive their career, so they strive for advancement

🔅Conflict resolution. Good employees address & resolve
conflict maturely, rather than trying to avoid it. They maintain respect for those involved, not placing blame, & not giving in just to keep peace

🔅Creativity. Not all people are born with great creative talent, even so creativity is a skill that can be learned through effort – experimentation, imagination, questions, mentoring & study

🔅Dependability, Reliability, Responsibility. Employees who own their actions, arrive on time, do what they say, & don’t let the others in their team down, are highly valued

🔅Emotional intelligence. EQ is about being mindful of one’s own state of emotions, as well as those in the team. Knowing how to manage these well makes them a valuable employee

🔅Generosity. Good employees coach & mentor those around them, freely sharing their experiences & expertise. They understand that knowledge is only power when shared

🔅Honesty, Integrity. This includes telling the truth about tricky subjects such as workload, work/life balance, difficult customers or colleagues, & ineffective work procedures

🔅Innovation. Those who bring suggestions & innovative ideas that will positively impact projects are an asset. Stagnation & complacency are the enemy of growth

🔅Knowing the Why, as well as the What. They know the purpose for their job, & know how to do it. This allows them to come up with ways to improve their tasks & environment

🔅Professionalism. Being polite, well-spoken, calm & presentable is all part of being professional at work

🔅Problem-solving abilities. Positive employees work on something until it’s resolved or completed, using their best efforts

🔅Positive attitude. Those who bring a positive attitude to work have a beneficial impact on those around them, improving team energy

🔅Teamwork. They have the ability to easily work together, professionally fostering relationships, toward a common goal

🔅Willingness to learn. Hard skills gained through education are not enough to be a good employee – they’re also open to new ideas, sharing thoughts & personal insights with the team.


Power – NEGATIVE Worker TYPES (#4)


PREVIOUS : Negative Workers (#3)




They’re constantly playing negative office politics. Their plan is to obstruct your work progress & so make you look bad in the eyes of the bosses. Then they’ll produce some last-minute miracle that makes them the hero & gets lots of praise

They insist on following the rules to the letter, even when they’re told that the situation is urgent & speed is essential. They’re more concerned that they’ve done everything correctly, even if it means the project’s goal is missed. Their rigidity prevents any situational flexibility

As nit pickers, perfection is required in every piece of work completed, so they’ll find flaws in pretty much anything others do. They will only work on their own terms, only happy if things are done precisely their way. (See POST ….)

These people are not indecisive, but rather playing a power game. They deliberately suggest preparing yet another report on a project because they want to delay it – without looking as if they’re the one holding it up. They can keep looking innocent while achieving their negative objective. Some reasons: undermining others as a form of power, fear of ‘endings’, rage at individuals or the company for not giving them something they asked for….

These employee think their main job at work is to liven & lighten their environment. Laughter at work is great, but done to excess distracts from getting the job done. Hugely entertaining & highly popular, unfortunately they talk too much. At meetings they want their voice to be heard & be the star of the show. Even if they don’t have anything productive to add, they always have a lot to say about any topic, while wasting everyone’s time

For some reason they’ve become de-motivated, so have decided to go on silent strike – while still at their desk. They haven’t been willing to bring their grievances to the management, but instead – do the minimum work they can get away with, or do it as slowly as possible

Their attitude is : ‘Us, The Poorly Paid Workers vs You, The Rich Fat Cat Management’. When asked to implement a company or project strategy, they assess it against the benchmark of whether it benefits the workers or not. They may challenge a leader directly about it, or quietly sabotage by delay tactics, changing aspects they dont approve of.

This type refuses to accept being told no. Being absolutely stubborn about rejection, it makes them a burden instead of an asset. They like to compete, headstrong with anyone for any reason, & won’t stop until an opponent admits defeat. A little competition can motivate the team to achieve the goal faster, but too much can wear them out.

They also will not respond to coaching, refusing to listen to or accept feedback. They’re “impervious” to positive criticism ‘or guidance, failing to take recommended improvements from the boss or team leader. 

These people suffer from a rare condition, but they do exist,  being very harmful, particularly in the workplace. They have antisocial traits, even if not full-blown PPD. It’s defined by “a pattern of disregard for & violation of the rights of others” (see Post @ Red Flags )

– – – – – – – – –
Some WAYS to DEAL with your TOXIC Co-worker

1. Have a clear conversation with the person
Don’t assume this person will suddenly wake up & realize the error of their ways, so try honest, productive feedback. Focus on the impact their behavior is having on you, the team & company.

2. Raise your own game, & keep your ego in check
Don’t stoop to their level, watching for & managing your fight-or-flight response. The more you keep your focus on team goals, the less likely you’ll be affected

3. Talk with your boss
Pro-actively suggest your boss hold a teem meeting to set up group norms to address some of the negative behaviors & conflicts on the team

4. Take care of yourself
Don’t let toxic behavior damage your emotional & physical health. Do what you can, but don’t try the impossible. If nothing improves, speak to HR or mentor for suggestions.

NEXT : POSITIVE workers (#1)

Power – NEGATIVE Worker TYPES (#3)

PREVIOUS : Negative Workers (#2)






These types tend to be incompetent, unprepared, sloppy, disorganized…. They act like they can’t make normal decisions to carry out even basic daily task, much less participate in group projects.
This makes them overly-reliant on their peers, constantly asking how to do things, what they should do next, & procrastinate finishing work assignment.
Their lack of confidence – & possibly lack of knowledge – create a drag on office atmosphere & productivity.

Generally, these types don’t respect the company’s mission or values which the owners / leaders have put so much effort into, expecting the business to express.
On the one hand, iconoclasts may be positive trendsetters, or just overly-confident visionaries. Their potential contributions get undermined by disregarding the company’s well-established policies & protocols, because they insist on playing by their own rules, & consider corporate values fake or overbearing.

When asked for their input & participation, they say ‘I haven’t got time to do that’ or ‘Our team’s too busy’. They seem overwhelmed, so can’t think rationally, & are affronted you’d want to pile yet more on their to-do list. They hope that if they put you off, you’ll go away & leave them alone

Information is power, & they can never get enough. They won’t make a decision until they have all the ‘facts’, but accumulating it ALL becomes a never-ending excuse to not proceed. They’ll never admit they’re slow to make decisions – they’ll just say that it’s vital to just get one more piece of evidence…. & then another….

These are some of the most difficult to deal with. They show a “pattern of grandiosity, entitlement, need for admiration, lack of empathy for others’ feelings or opinions, & expect unearned high praise regardless of their actual accomplishment or effort”. (Posts) They present a completely false image – constantly relying on (needing / demanding) compliments, appreciation & acknowledgment from coworkers, friends & family. (POSTs: Characteristics of Ns)

While some may be annoying to deal with & disliked, others are very charismatic & actually liked by many coworkers. However, all want to control situations, & getting reinforcement for their inflated self view will ultimately be toxic to the workplace, regardless of how it may damage others’ work-life or their own relationships. (POSTs: “Covert Ns“)

These people are clingy, both in personal relationships & at work, constantly turning to others for help, approval & guidance.
They’re painfully off-putting, experienced by co-workers as whiney & annoying, often as weak & less intelligent. They’re challenging to work with because it’s nearly impossible to gauge who they really are, or what their actual skill-set is

When presented with any idea, they say ‘That’s not possible because ……’ or ‘That won’t work because ……’ & then stop. If a proposal has 10 positive features with 1 negative, they focus only on the one. And they’re immovable.  They can make others feel like they have to walk on eggshells, which fuels conflict & destroys morale

Type a.: TMI – indiscriminately telling every little thing about their personal life to anyone & everyone who crosses their path
Type b. : Compulsive texters / callers / emailers (supervisor-to-employee or employee-to-boss) – especially evenings & weekends, communications presented as work emergencies, but rarely or never are

These people spend more time networking than actually working. They believe that the road to success is about who you know, not what you know. So they spend most of their time walking around the office, chatting with everyone – then doing company work after hours – if at all

These people’s behavior is inappropriate for the workplace  (male or female, boss or co-worker). There are various motivations – to express power, insecurity, loneliness, desire,  lack of boundaries or social etiquette….

They may use texts, IMs or comments on social media. They can ‘accidentally’ keep stopping by your desk to ask how you’re doing, fcommenting on your appearance….  Regardless of how ‘innocent’- if it’s unwanted – it’s just creepy!  The key is to enforce boundaries immediately & assertively.  (Signs of work-flirting“)

NEXT : Negative workers (#4)

Power – NEGATIVE Worker TYPES (#2)


PREVIOUS : Negative Workers (#1)

SITE : “A little Rudeness goes a Long Way”




These employees prefer to sit on the sidelines & watch the action, unwilling to expert any effort. So if you approach them to help with an office task, they’re quick to say ‘That’s not my job’. They won’t do anything outside of their (very narrow) job description.
(Also see post of “BYSTANDERS” re Narc abuse)

These are the Victims, always moaning, their focus is on complaining about everything. It could be the workload, other employees, the boss, the customer, the drive to work, the day of the week, the weather….. Nothing is good or positive, but if there is – it’s dismissed as a fluke or not genuine. Complainers are dangerous because their negativity often seeps into the rest of the team & company culture.

These are the nitpickers, critical of anyone who doesn’t do things their way – perfectionists with impossibly high expectations of themselves & others. They can’t function in the grey or unpredictable areas of life, terrified that if they aren’t constantly arranging everything – something disastrous is bound to happen.

So they compulsively try to order their world to suit themselves, in some cases acting like OCD-ers. They can be a corporate asset because of a high attention to detail, but will step over social or work boundaries trying to influence people & situations that aren’t relevant to their own job duties.

When asked to make a decision, they say ‘Let me think about it & get back to you’. And that’s the last you’ll hear from them unless you chase them down, when they’ll probably fob you off with another delay. Ditherers’ indecision comes from different factors, so there are a number of sub-types – all of them severely slowing down work progress. Of course, they don’t like being held responsible for the team missing deadlines.

These types always have to be in the spotlight, & feel slighted if or when they’re not. To make sure they regain attention, they act out in some form, whether by pouting, getting a sudden illness, being loud & obnoxious or start crying. They’re easily influenced by those around them, totally reliant on approval & validation from others

Opposite of team players, these people believe they’re unique & more talented than everyone else. They rarely ask for more info they’re ignorant about, usually unwilling to recognize the value of other people’s work, unless there’s something in it for them. HOWEVER, they can be hard to spot, because their opinions are rarely said directly, since their camouflage is to agree with everything their co-workers do or say. This way they can continue ignoring advice & direction

These are the highly emotionally reactive types, sometimes called “drama queen / king”, with some traits similar to people with Histrionic PD. The least little perceived difficulty, frustration or emotional injury can set them off. Their intense over-reaction to any slight upset is used as a weapon to get their way.
In need of excitement, their attention-seeking shows up in
theatrical actions & language. At the same time they use exaggeration to push everyone away, keeping relationships superficial.

When in a good mood they’re entertaining, funny & energetic. But when others don’t provide reinforcement & emotional support they’re desperate for, they sulk or yell, don’t finish tasks or make bad decisions based on feelings instead of facts.

VARIATION : Some ‘flamers’ live on negative energy, fueled by adrenalin. They procrastinate or delay work progress until there’s a crisis & something “just has to be done.” Assigned tasks become an end-of-the-world drama until finished – with their help.

These are the employees who love talking about other people (usually behind their back) & spreading rumors, often exaggerations or blatant lies). They act this way to cover their personal insecurities, deflecting attention away from their own bad work habits, or to create drama as a way of entertain themselves. Gossips may also have the distorted idea that they’re connecting with coworkers by passing on private or personal info about others in the office.

NEXT : Negative Worker TYPES (#3)

Power – NEGATIVE Worker TYPES (#1)

PREVIOUS : 4 Work styles, Part 3

SITE : “What to do about a co-worker who Drinks on the Job”

The most common destructive toxic behaviors include:
⚡️agreeing in meetings, but not following through afterward
⚡️backstabbing, blaming, criticizing
⚡️only about personal agendas (not team & company goals)
⚡️gossiping & spreading rumors
⚡️hoarding information
⚡️purposely undermining others

Toxic team members are destructive because they:
🦠Create unnecessary drama & distraction
They suck the positive energy & creative brainpower out of the room. Team members waste precious time watching their back instead of openly innovating, taking risks & speaking up candidly about what’s on their minds.

🦠Degrade the team culture
The saboteur’s behavior becomes the norm. Well-intended team members begin to reflect this bad behavior as well, treating that toxic teammate with disrespect, griping behind their back & keeping them out of the loop whenever possible.

🦠Erode the “team brand”
Their bad behavior poorly represents the team, creating a negative impression with other employees. Team dysfunction is highly correlated with team brand & results :  Loyalist teams are seen as effective in delivering results, compared with saboteur teams.

🦠Undermine the values of the leader & company
When companies espouse values & norms of behavior, but don’t hold ‘misbehaving’ employees to the same standards – it breeds cynicism inside & outside the organization.


These can be sneaky or obvious – the ones who drink their lunch, or who add ‘a drop’ to their coffee on break. They can be highly achievers or the janitor – but all have an impact on the atmosphere & productivity of the company, depending on the level of chemical use. (Posts : “Alcoholism….“)

These rebellious types have a hard time socializing. Being around others, especially close by, internally causes them mental chaos & emotional irritation. Easily bored, they intentionally create problems as a way to generate some excitement, such as behaving recklessly or acting out in ways others find off-putting, uncomfortable or even obscene

They believe they’re the smartest person anywhere, so don’t respect coworkers, always silently crabbing to themselves about how useless everyone else is. Sooner or later this attitude will bleed over into their interactions with others, so even when they don’t say that everyone’s incompetent – out loud – their facial expressions, body language & condescending attitude will

These unfriendly introvert types come off cold, blunt & rude. They may be incredibly intelligent & good at their job, but lack basic social skills.They avoid all work-related activities, finding it hard to communicate with colleagues.
Most often, they’re afraid of rejection, hypersensitive to real or perceived criticism & disapproval, terrified to say anything for fear of embarrassing themselves

These types will often stretch the truth to convince a supervisor that their (boss’s) version of a ‘problem situation’ is wrong or made up, shifting the blame for problems or delays on others or the work-plan.  Rarely will they admit to or apologize for their  own misunderstandings, mistakes, bad decisions, or poor performance

These people (total opposite of the Distractor) usually insist on doing everything themselves. They also want everyone else to know just how much they’re sacrificing for the job. EXP: they’ll come to work when sick to show how dedicated they are, but end up getting everyone else sick in the process. Eventually, they do actually crash & burn

These are the angry ones whose emotional state can go from 0 – 60 in a nanosecond, when things don’t go their way. It takes very little to provoke their rage, They have poor impulse control, as they’re run by infantile needs, operating totally on irrational thinking

These types barrel their way through other peoples’ opinions & thoughts in order to get their way. They’re arrogant, disruptive & “always right”. They may interrupt co-workers, constantly argue against others’ point of view, are often loud, but sometimes will use humor to correct people

These types have issues with authority & a penchant for manipulation. They exhibit repeated, health-harming mistreatment of one or more persons (the target), using threats, humiliation, intimidation, or disruptive project-interfering sabotage, which prevent work from getting done

NEXT: Negative Worker Types (#2)

Power – 4 WORK STYLES (#3)

PREVIOUS : 4 Work Styles (#2)

SITE : “Working Styles Assessment

✒︎ 4 Attachment styles in the workplace 

Ongoing Research
distinguishes between :
🔅 Personality Traits = static structural aspects of a person. Various Inventories are used, including the 5-factor model OCEAN = Openness, Conscientiousness, Extroversion, Agreeableness, Neuroticism.
〽️ Style Factors = dynamic aspects of a person they use to fit into their environment. This focuses on the Theory of Work Engagement (TWA), the positive work-related state of mind (attitude), which includes : Absorption, Dedication & Vigor.
It’s the employee’s willingness to invest effort, feel enthusiastic, & even be captivated by their work.



Dis-engagement & Burnout
Managing stress in the workplace is complicated because each employee processes stress in their own way, based on personality, work role & outside forces – such as complexities in their personal life. It’s up to employers, managers & mentors to put workers in the ‘right seat on the right bus’ in their organization.

Burnout is not the same as ‘normal’ daily stress. It’s defined as a “prolonged response to chronic inter-personal pressures on the job”, ending in physical exhaustion, mental cynicism, emotional detachment, & lack of accomplishment.

It occurs when employees use ineffective coping strategies to counteract work-related stress. The most likely candidates are the People-pleaser/ co-dependent, the Perfectionist & the Work-aholic.
Beating burnout requires attention, effort, vulnerability & intentional action. (MORE…


Conflicting work styles are common in the workplace. The majority of co-workers will likely have a different style from your own. This can be most obvious – & stressful – when someone is at the other end of the behavioral spectrum from you. In fact, 40% of people say their opposites are the most challenging types to work with.

However, very differing styles can complement each other, resulting in a more balanced, higher performing team.
Putting the time & effort into learning how to coordinate with reverse preferences can create a resilient partnership in the long run.



Whether leader or team-member, it’s important to be flexible in order to value & respect what each person brings to the table. Being flexible means accepting that no one person has all the skill or qualities it takes to succeed.

We can’t change others, but we also must not deny or suppress our style by trying to match someone we fear or admire – if their way of functioning is very different from our own.
NOTE : Style differences do not excuse bad behavior

NEXT : Negative WORKERS (#1)

Power – 4 WORK STYLES (#2)

PREVIOUS : Work Styles, Part 1

“4 Types of SOCIAL STYLES” 


Work Styles are both :
✏︎ structural – the person’s skills & abilities in action, and
✏︎ dynamic – typical behavior & adjustment to their surroundings
NEG:  Even IF an employee is a good fit with their environment (can meet the requirements of the job)
BUT their work-style is not being used adequately or correctly
== then the person will not do a good job for the company / organization (poor ‘fit’)

POS :  However, even when the employee is not a good fit with the work environment (skill-set), their work-style can compensate so they can do their job well enough, & possibly even make their surroundings more manageable to increase their job satisfaction. 

Work style can also be expressed in 2 broad dimensions, in the form of a person’s social style, determined by the extent to which they’re perceived by others to be assertive & responsive.
‣ Assertiveness: how much a person expresses / stands up for themselves when responding to others in a social setting
‣ Responsiveness: the degree to which a person displays emotion, & how little or much they/re in control of them, or are responsive to other people’s emotions.

• Analytics & Drivers thrive in a stressful environment
These employees who aren’t challenged enough may distance themselves from work and become cynical.
• Amiables & Expressives thrive in low-stress jobs
Frenetic employees burdened by too much work & pressure to accomplish – will get overloaded & exhausted. Some may even shut down & give up.

ANALYTICS (ANAs) and AMIABLES (AMIs) interacting
❕ANAs are direct & quick to decide that they want, AMIs usually want to gather information before making a decision, but also are non-confrontational.
❕Since ANAs are the more dominant type, they often assert their will, & AMIs will often give in.

❕Yet ANAs need AMIs to accomplish their vision, since the latter have the ability to zoom into the details, think things through slowly, & be very practical.
❕But ANAs can also get very frustrated by the AMI’s desire to discuss every step22 of the process.

Both types want verbal recognition for their accomplishments.
❕But since ANAs are impatient, they may not notice or will ignore all the effort & thoroughness AMIs have put in, so don’t express their appreciation. The AMI can easily end up feeling upset, even rejected.

❕Since ANAs are quick to act, AMIs can see that work-style as impulsive & careless. Alternately, since AMIs are so attuned to the “the finer points”, ANAs may take that style as criticism or a judgement of their way of getting thing done.

❕When under stress & frustrated, ANAs can express it in very aggressive body language & tone of voice, which AMIs respond to by withdrawing. Neither want to deal with he emotional side of conflicts, leaving the issues unresolved, leading to resentment & work disruption.

🔅One ‘plus’ is that since neither style is mainly “people oriented”, they tend to be self-sufficient & independent, which could help them appreciate this about each other.

Suggestions to ANALYTICs when dealing with AMIABLEs
‣ Slow down your pace, giving them time to process change & to make decisions
‣ Give them clear & detailed information, with as much detail & facts at your disposal
‣ Expect them to want project parameters, so try not to get frustrated. Be careful to not use aggressive language & physical / facial movements

‣ In discussions, expect them to voice questions, doubts & objections about the details provided. This may seem like criticism, but actually they’re just trying to get things right, so don’t take it personally.

NEXT : 4 Work Styles #3

Power – 4 WORK STYLES (#1)

PREVIOUS :  Healthy rules for ACoA

SITEs : “How to Successfully Work from Home  in 7 Steps”

“Establishing your work style”

It’s the way a person prefers to plan & then get their work tasks accomplished, as well as how they communicate professionally with others.
If they’re using the work style that’s most natural to them, they’ll function at peak performance, in a state of ‘flow’. If they consistently use their style, it eliminates burnout – & they’re much more likely to enjoy their accomplishments.

Managers need to recognize & engage employees’ working styles. When teams are formed by combining the qualities & skills of each type, the entire business benefits, by increased cooperation among members.   (MANY links – re. jobs related to different personal characteristics)

The following 4 styles are a representative sample. Combined complementary styles work well together – some of the most popular being #3 with 4, or #1 & 4.

 RESEARCH (Bayl-Smith & Griffin, Australia)
Work Styles are part of the theory of work-adjustment, an important aspect of how people maintain & adjust to (‘fit’ with)  their work environment. Person-Environment (P-E) Fit Theory, in industrial & organizational psychology, are used to look at job :
— recruitment & selection
— attitudes, behavior & performance
— tenure & withdrawal (staying or leaving)

P-E focuses more on snapshot measurements, based on people’s overall consistent responses to their jobs & companies.
However, to cope with all the dynamic variations in the work-world, (tech changes, mergers & acquisitions, globalization….) people do have to change their thinking, abilities & motivations, if they’re going to keep up with career shifts & hang on to job security. 

Accounting for these various responses has led to the Theory of Work-Adjustment (TWA). It suggests that :
— satisfactory work-performance is a result of the successful correlation between a person’s abilities & the requirements of their work-environment (demands-abilities fit)
— job satisfaction comes from the positive connection between the needs of the employee & the available ‘values’ provided by the  company / organization (needs-supply fit).

This chart indicates how people with each of the 4 different work styles will likely deal with the ‘issues’ listed.
Work styles were originally believed to only be an expression of personality traits, the result of :
a. “experimentation & reinforcement”-learning, being solidified in childhood (see research re. aggression), and
b. that such traits gradually diminish with age.

However, with more study about personality, work-styles are more likely an expression of a mixture of what a person believes (cognitions), their social position, & the limitations of their environment. Work styles are made up of :
⚬ Celerity – how quickly an employee usually starts working
⚬ Pace – the usual amount of energy put into tasks (effort)
⚬ Rhythm – typical way they go about doing things (pattern)
⚬ Endurance – how long they stick to tasks (MORE…..)

People with HI levels will start jobs early & respond quickly to task components
Those with LO levels tend to delay starting a task or making decisions
People with HI levels are always busy with work, using lots of energy, while LO levels show as being sluggish, un-motivated, maybe seen as lazy
Rhythm  (steady <—> erratic)
Steady = functions at the same level of effort, whether hi or lo
Unstable / erratic = unpredictable, more easily affected by their environment
HI levels = maintain effort over long periods, such as needed for long-term projects
LO levels = not completing tasks, or giving up
NOTE: A person with LO endurance but HI effort (celerity) will delay starting, but once engaged will work energetically.

NEXT : WORK STYLE Types (#2)

6 ACoAs & DISSOCIATION – Healing

Dissociation – styles

SITEs : How to Integrate the Brain & Prevent Dissociation After Trauma


⬅️ “JOURNEY to RECOVERY, a 10-step process”
 Although everyone’s journey of mental health recovery is unique, this roadmap works for many…. Recovery takes time, so the bulk of our effort is spent in steps 7-9.



‼️ The moment ACoAs anticipate upcoming stressful situation  that’s familiar, many of us tend to hold our breath, activating the fight / flight / freeze response. This increases body stiffness & anxiety.

♥️ By making intelligent USE of the ParaSympathetic Nervous System (PSNS) we can hack our body’s nervous system for stress relief. (See Intro post).

To encourage its activation, we can stimulate the vagus nerve  (VN) – the longest cranial nerve, which runs from the brain all the way to the abdomen, & branches into various key organs such as heart, lungs & digestive tract.
It’s a counter-balance to the fight / flight system, so stimulating it can create a calming effect throughout the body.
(Symptoms of VN dysfunction).

PHYSICAL ways to stimulate the VN
Since the human mind processes one thing at a time, when we’re totally focused on the rhythm of our breathing it’s harder to focus on pressure & pain. (MORE….)

ACTIVITY (“Nasal breathing & the brain“)
• Inhale through nose <— & exhale through mouth —>
• Slower – aim for 6 breaths per minute
• Deeper, from the belly – as you inhale, expand abdomen & widen rib cage
• Exhale longer than inhale – to trigger the Relaxation Response

Cold – immerse forehead, eyes & at least 2/3 of both cheeks into cold water. (turns on the immune system)
– go outside in shorts in the wintertime (briefly)

Oral – gargle loudly with water, chew gum or suck on hard candy
• loud singing stimulates vocal cords, activating the VN
• laughter: lifts mood, & boosts the immune system

Nutrition – a probiotic & Omega-3-rich diet strengthens the VN brain-gut axis
• eating fiber stimulates vagus impulses to the brain, slowing gut movements, making us feel fuller after meals

Self-massage – gentle pressure on ribcage, & both abdomen sides (viscera)
• up & down the neck & directly behind the ears into the hairline
• EFT tapping, to move energy & emotions through the body (works on dissociation)
• palpate temples by hand or with air-filled ball
• feet – gently or firmly touch / massage them.

: “7 Ways to stimulate Vagus Nerve” (psychologically)

SELF-HELP for Dissociation
Connecting – Withdrawal from others is a common symptom of trauma. So it’s important to regularly stay in touch with SAFE support groups, therapy, friends, family. Ask for help. Get hugs!

Grounding our mind & body is the key to dealing with dissociation – connecting us back into the here-&-now.- via mindfulness (not meditation).
It’s an ability we already have, we just need to be taught how to access it.  Some methods :
— Taking short pauses we insert into our everyday schedule
— Inner Child Guided Visualizations –  lying down, but can lead to sleep
— Listening to Recovery podcasts – seated, walking
— Merge mindfulness with other activities such as yogasports, standing in line , long walks, house cleaning …

Movement  research says aerobic exercise can be an effective therapy for people with PTSD, about 30 minutes a day.

Self-care – 
avoid alcohol & drugs, eat balanced meals, sleep 7–9 hrs a night, relieve stress with creative & fun activities

PSYCHOTHERAPY for Dissociation
🔸CBT = Cognitive behavioral therapy. It’s designed to help you notice, identify & change negative thoughts & stop harmful behavior.

🔸EMDR = Eye Movement Desensitization & Reprocessing. May help to stop nightmares, flashbacks or other PTSD symptoms.

It may feel easier to explore & process painful memories when in a relaxed state. Only to be done by a professional certified in hypnosis, dissociative disorders & PTSD

🔸 PTT = Phasic Trauma Treatment. Aim is to help stop suicidal thoughts or self-destructive behavior first. Then traumatic memories can be slowly processed

🔸Family Therapy =
 It may be helpful to get support from a spouse, partner, or other loved one if available
▶︎ Add-on medication. Antiti-depressants or other drugs to help with anxiety or sleep problems.
• Be able to see parts of others different from our own
• Catch on to fake reopen & their facades
• Comprehend layers of our own truth
• Develop genuine, heart-felt compassion
• Gain humility & respect for Self & others
• See that “bad” behavior isn’t always what it seems
• Solve problem creatively
• Truly understand another person’s perspective

NEXT : Power – Negative Worker Types #1