EDUX787K Banishing Burnout

Banishing Burnout Overview

Slide 1 - Welcome to Banishing Im glad you are here! Burnout is a tough
topic, often met with derision, scorn and even self-reproach. Part of the
problem associated with this topic is a lack of understanding and general
confusion about what burnout really isand isnt. But addressing burnout
requires more than just information; to truly banish burnout requires a
change of behaviorand changing behavior isnt easy. This course is built
upon three foundations
1. Knowledge. We will explore the science of burnout. Learn how to use
the data and get into the nitty-gritty about the true cost to both the
individual and society/school at large.
2. Attitudes. Attitudes about burnout range from compassionate to
clearly derisive and most, although well-intentioned, do more damage
than good. We will explore the wrong attitudes and learn how to
cultivate the right attitude about burnout!
3. Beliefs. Last but certainly not least, to change behavior requires a
belief that the topic matters and can be dealt with. We will explore
personal and professional beliefs that hurt or help while learning
coping skills to enact change.
Before beginning the course, I want to make it very clear that this is a
totally judgment free zone. Whether you are taking this course to help
yourself or learn how to help others, it is my sincere hope that you find the
entire process enjoyable, inspiring and encouraging. Once again, welcome to
class!
Slide 2 - Do you remember your first day standing in front of a classroom? I
certainly do! I was barely older than my students and had just been hired to
take over the teaching load of a community college coach who also taught
Freshman Health. My newly acquired Masters degree was so fresh the ink
wasnt dry. Needless to say, teaching turned out to be a bit different than
anticipated. Why do I mention this? Because 50% of teachers walk away
from their chosen profession within the first five years; 10% leave before
the first year is finished. Add that to the number of new and upcoming
retirees and it is clear, a crisis is brewing. Not only is it costly in terms of
personal and professional development but there is a very real cost to the
entire school system the average cost to replace a teacher is $11,000
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but it also places a greater burden on remaining staff, lowers employee

morale and of course, devastates lives. What is truly tragic about the entire
situation is that its often avoidable! Teachers who have spent years training
to become a teacher know and understand that money is not the primary
objective nor are they searching for a get rich quick type career. So,
what is behind the disconnect? Why do new teachers not have a better
understanding of what awaits them in the classroom and how can we better
prepare new teachers for the other aspects of the job? We will spend a
considerable amount of time in this course exploring those concerns but for
now, suffice to say that new teachers understand the teaching part of the
job but often under-estimate the emotional and even physical toll it takes on
their lives. Immense amounts of paper-work, dealing with emotionally
distraught or even abused children, working with irate or apathetic parents,
dealing with new legislative mandatesthese are just a fraction of the
challenges facing new teacherschallenges which can feel very distant from
the original reason they sought teaching out as a career choice. So, when we
talk about why it matters, its important to approach the question from all
the different perspectives in order to reach a full understanding of how to
fix or address the underlying concern.
Slide 3
Increase teacher retention
Attract top talent to your school/district
Enhance Academic effectiveness
Learn to Balance work/life
Cultivate effective mentor and professional peer support programs
Professional versus Personal growth and development
Slide 4
New Teachers - Protect your career investment by learning how to
make the most of those all-important first five years by banishing
burnout before it happens!
Veteran Teachers - Feeling a bit overwhelmed by all the new
requirements (Common Core, mandatory training, etc.) Make it to
retirement by rejuvenating your love for the profession!

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 Administrators - Enhance retention rates and reduce expensive

turnover while simultaneously increasing job satisfaction scores and
attracting top talent to your school/district.
Slide 5 - The original term was used to denote the physical reduction of fuel
or substance to a state or zero or nothing and this is an apt description.
When contemplating the concept of burnout, it is helpful to use an engine
analogy; the fuel powers the engine which in turn, is able to go faster and
faster and fasteruntil the fuel burns out. At the point of depletion, the
entire vehicle stops. No amount of priming, positive thinking or even prayer
is going to overcome the physics of running out of fuel.
Likewise, when we use the term burnout to denote a physical or mental
collapse, it indicates a state of lack or nothingness. Many people erroneously
believe burnout is associated with anxiety and stress while it is true that
long term stress may eventually lead to burnout, stress alone is not the
cause of burnout. Stress, anxiety and other related factors are associated
with an excess of stimuli or feelings whereas burnout is associated with a
decrease or lack of feelings. A person who has reached a point of burnout
may describe it as being empty, without motivation, lacking meaning or
sense of purpose and direction. To put it another way, a person who is
suffering from burnout has run out of fuel and is trying to operate on an
empty tank.
Slide 6 - Stop and reflect on the above quotes for just a moment. The first
quote by Freudenberger is quite powerful when you stop and break it down.
The idea that burnout is an ongoing struggle to invest our lives with
purpose is rather profound because we know from research that burnout
tends to hit those professionals who care the most and strive for perfection
(or a close approximation of it). Contrary to popular opinion, it is not the
least compassion or the least proficient who tend to suffer from burnout but
the most caring and the most productive. Likewise, there is a tendency,
especially among those at high risk of burnout, to ignore the warning signs
or to chalk it up to mind over matter, but as Freudenberger mentions, it
does not get better by being ignored. This is an especially meaningful item
for administrators and others to keep in mind (as well as you Type A
Personalities who might be reading this!), there is a tendency for
administrators to rely heavily upon their most competent and caring
professionals but you must be able to correctly evaluate their burnout risk.
Like the old adage want something done right then ask a busy person, well
there is indeed some truth to that idea. However, resist the urge to always
rely upon your go to peoplethey are often the same ones at risk of
burnout specifically due to their personal and professional competency and
traits of compassion. The issue of burnout as a disgrace as well as the
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physical and psychological components are topics we will revisit frequently

throughout this course but for now, the main take away is that burnout is
strongly associated with those who burn the brightest it is their very caring
and competence which sets the stage for problems later down the road.
Slide 7 - Stages of Burnout
(Freudenberger & North) A compulsion to prove oneself
Working harder
Neglecting ones own needs
Displacement of conflict (the person does not realize the root cause of
the distress)
Revision of values (friends, family, hobbies, etc., are dismissed)
Denial of emerging problems (cynicism, aggression, and frustration
become apparent)
Withdrawal from social contexts, potential for alcohol or drug abuse
Behavioral changes become more visible to others
Inner emptiness
Depression
Burnout syndrome (including suicidal thoughts and complete mental
and physical collapse)
Slide 8 - Burnout is often confused with stress and while both may
superficially appear very similar, there are significant differences. Adding to
the confusion, stress is often a symptom of the earlier stages of burnout. To
put it another way, stress is a symptom or a red flag that something is
wrong. If ignored, chronic or acute stress may eventually lead to burnout
but it is distinct and different from the end result.
Slide 9 - Burnout is also commonly confused with depression - often with
tragic results. Depression is a serious and potentially life-threatening mental
illness that requires professional oversight and treatment. If in doubt, an
immediate referral or appointment should be made with a qualified
therapist.
Slide 10 Personal Precipitating Factors
Working too much
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 Unjust work environment

Little to No social/administrative support
Little to No control
Conflict of values
Insufficient reward and/or recognition
Age - younger people burn out more often than older people
Distractions
Disillusionment
Slide 11 Personal Protective Factors
The gap between expectation and reward (realistic/modest goals
increase satisfaction scores)
Having a calling due to traumatic event or other influential factors
related to entry into field
Mentorship, active participation in goal setting and objectives, a
voice
Job fit
Slide 12 Burnout Myths
There is no correlation between exhaustion and caseload. It has much
more to do with frustrations in the changes.
Level of busy is not an indication, but rather amount of distraction
and ability to focus/finish a project
Mismatch between effort and recovery
Rarely related to money/compensation
Maladaptive personal response to stress

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