Stresscoaching – hvor går grænsen?
– 4 myter, der skaber mere stress

Af Erhvervspsykolog og forfatter Majken Matzau
Erhvervspsykologi nr. 3, 2011 

Det handlekraftige menneske. De små signaler, der taler for faglig ekspertise, professionalisme. I påklædningen. I måden henvendelsen faldt og bookingen af første samtale planlagdes. Den forsigtige begyndelse på en fortælling. Og så pludselig. Den helt overvældende gråd. Den lange liste af fysiske og psykiske symptomer og de gentagne tidligere sygemeldinger.

Utallige gange har jeg oplevet denne situation i mit virke som erhvervspsykolog  – den situation, hvor stærke, robuste og dygtige mennesker af vagt kortlagte årsager kollapser af stress med et symptombillede lignende menneskers, der har været udsat for akutte traumer. Voldsomme fysiske og psykiske symptomer hos en øgende andel af den professionelle befolkning, hvilket rejser spørgsmålet; griber vi det rigtigt an?

Det skorter ikke på artikler, kurser og aktiviteter der forsøger at afdække dette spørgsmål og skabe de nødvendige løsninger, men kendetegnende for langt de fleste tilgangsvinkler er, at årsagen til et stresssammenbrud ofte antages at udspringe af den stressramtes psyke og personlighedstype, ligesom at coaching anses at være det ultimative redskab til behandling og helbredelse. Hvilket i bedste fald er mangelfuldt, og i værste fald kan have forværrende følger for den stressramte, hvis tilfældet er alvorligt.

På baggrund af mange års arbejde med alvorligt stressramte ledere og medarbejdere i dansk erhvervsliv og udforskning af kernespørgsmålet; har stressproblemet virkelig sin rod i individet? – vil jeg i denne artikel diskutere en række dilemmaer i vores tilgang til stressbehandlingen, som den ser ud nu. Erhvervslivets omfavnelse af coachingfaget i takt med den voksende stressbølge, har betydet en fremvækst af begrebet stresscoaching –  uden tilsvarende fremvækst af årsags- og behandlingsdefinitioner.

Tilbage står et uhyre vigtigt fag med en enorm opgave pakket i en række myter, jeg i det følgende vil diskutere kritisk. Myter om, hvor stress kommer fra, hvordan vi kurerer den og forebygger den. Myter som trods sine grader af sandhed må ses som bidragende til, at vi ikke får vendt den stressbølge, der nu er vokset støt i ti år.Myterne omhandler stresscoaching, perfektionisme, personlig udvikling, og at stress skyldes forhold i privatlivet. 

Første myte: Myten om stresscoaching

Coaching har haft en enorm vækst de seneste år som udviklingsredskab, men er ikke et universelt svar på alt. Coaching retter sig altid mod at udfolde ressourcer, erkendelser og muligheder og finder således sin anvendelighed alene som et suverænt udviklingsværktøj. Dette udviklingsarbejde kræver et væsentligt overskud til at forholde sig refleksivt til sit liv og sine omgivelser – et overskud langt fra alle har, når de søger hjælp gennem coaching, og et overskud alvorligt stressramte mennesker med krise- og traumelignende symptomer absolut ikke har.

Mennesker, der af forskellige årsager og i forskellige grader, er skrøbelige, sårbare eller i akut krise, må derfor under ingen omstændigheder coaches. Når et menneske er i krise er der brug for kriserådgivning og -vejledning, og dette kræver nogle helt andre redskaber end den grundlæggende coaching-værktøjskasse (se Matzau, 2009)[i].

Det betyder ikke, at vi skal aflive stresscoachingbegrebet, som bestemt indeholder meget godt. Men det betyder, vi skal redefinere myterne om metoden og hvad den kan. Redefinere metodens indhold, applikation og virkning og fortsat forholde os kritisk til coachingredskaberne på markedet.

 Stress – Det moderne traume

En af de alvorligste årsager til menneskelige krisetilstande i den vestlige verden i dag er stress. 12,8 % af danskerne følte sig ofte eller meget ofte stressede i 2010 og dette er en voldsom stigning i forhold til i 2005, hvor tallet var 8,7 %[ii]. Trods massive stressindsatser er tallene ikke faldet i de seneste år. Typiske stresssymptomer tæller forhøjet blodtryk, hjertebanken, tryk i brystregionen, søvnløshed, maveproblemer samt hyppige infektioner. Følelsesmæssigt er stresstilstanden ofte præget af utilstrækkelighedsfølelser, ensomhed, vrede, angst, depression og udmattelse.

Et af de største problemer ved stress er, den næsten aldrig erkendes før de fysiske konsekvenser er dramatiske og hjælp må søges akut. Selvom opmærksomheden omkring stressfaktorer og symptomer i dag er betydelig, forbliver en del af stress-syndromet den manglende selverkendelse og kontakt til sit selv og sin krop. I virket som psykolog møder man disse stressede mennesker i en tilstand af opløsthed, utilstrækkelighed og rådvildhed. De hyperventilerer, har forstoppelse og sover dårligt.

Nadja Prætorius[iii] diskuterer, hvordan stressramte mennesker udviser samme symptomer som mennesker, der har været udsat for et traume som overgreb, tortur eller ulykker. Oplevelsen af overvældelse, skyldfølelse og magtesløshed i kombination med alvorlige fysiske reaktioner tilsvarer symptombilledet på et menneske, der fx har været udsat for overgreb og befinder sig i krisetilstand. Det siger sig selv, at mennesker i denne tilstand ikke er i stand til at reflektere, udfolde nye potentialer eller sætte mål gennem coaching – dertil er de for sårbare og overvældede.

Stress er således ikke et modefænomen eller et buzzord, der letsindigt kalder på trendy stresscoaching. Stress er en alvorlig krisetilstand, som alt for mange mennesker i Danmark i dag bliver syge af, og nogle kommer aldrig tilbage igen på fuld kraft i deres arbejdsliv. DR Søndag bragte et indslag om it-programmør og projektleder Berit Kjærulf Rask, der grundet et stigende arbejdspres blev stresset og fik en depression. Konsekvensen for hende blev, at hun har mistet 75 % af sin arbejdsevne[iv].

Stresscoaching – en selvmodsigelse

Begrebet stresscoaching er derfor blevet sin egen selvmodsigelse. Når et menneske bliver sygt af stress, eller er ved at blive syg, er det nemlig ikke coaching, der er brug for. Et menneske, der er ved at blive syg af stress, er et menneske i krise, og her må der som nævnt aldrig coaches, idet coaching altid handler om at åbne op for alternative muligheder og løsninger. Dette kan bidrage til at skubbe en allerede overvældet person yderligere ud over rampen. Coaching kan i bedste tilfælde ikke hjælpe, men i værste tilfælde bidrage til at forværre problemet og skabe yderligere stress hos den ramte.

Når et menneske er ved at blive syg af stress, er der derimod brug for en præcis diagnose (grad af belastning), en præcis prognose (sygemelding og varighed) samt akut kriserådgivning. Stress er en tilstand, hvor løsninger og selverkendelse er endestationen, og hvor klienten har brug for omgående og kontant ekspertrådgivning, skridt for skridt.

Først når den akutte krise er vel overstået og personen er ved at være restitueret og atter har ressourcer at trække på, er det tid til at behandle med egentlig coaching. Og det er først i denne coachingproces, at arbejdet med både erkendelse, løsninger og fremtid kan finde sted (se Matzau, 2009)[v].

Coachingens forebyggende berettigelse

Almindelig coaching egner sig fortrinligt til de mange mennesker, der oplever det som problematisk at have for travlt, og som kun udviser en lav grad af stress, og heri har begrebet stresscoaching sin egentlige berettigelse. Selvom mange mennesker bliver syge af stress i dag, er der langt flere, der er raske og som har god gavn af at blive bedre til at prioritere og lave handleplaner i deres liv med henblik på at reducere stressfaktorer. Og i den sammenhæng kan coaching være et suverænt redskab i arbejdet med at forebygge og få vendt udviklingen af stress før det bliver alvorligt.

Selve begrebet stresscoaching er altså i sig selv uklart hvilket afspejler uklarhed om stressbegrebet i praksis. Ordet stress bruges i daglig tale af stort set alle danskere som et udtryk for at være fortravlet, og samtidig bruges begrebet af psykologer og læger som en klinisk betegnelse og diagnose.

Som stresscoach skal man altså balancere mellem hvornår ekspertrådgivning er påkrævet og hvornår egentlig coaching kan træde i kraft. Taler vi begyndende stress og almindelig travlhed eller direkte forebyggelse, giver stresscoaching som alment begreb rigtig god mening. Taler vi alvorlig stress og eventuel sygemelding ville en anden betegnelse være mere korrekt, da denne del af behandlingsprocessen falder udenfor coachingens forsvarlige virkeområde. Begrebet er dog kommet for at blive, og i den sammenhæng er det nok mere nyttigt at skærpe og redefinere stresscoachingbegrebet til at rette sig mod den samlede stressbehandlingsproces, indeholdende primær ekspertrådgivning og sekundær coaching.

Anden myte: Myten om perfektionisme

En af stresscoachingfeltets mest hårdnakkede og forstyrrende myter, er myten om at stress skyldes individets egen perfektionisme. Perfektionisme defineres i psykologien som; kombinationen af længslen efter at være perfekt, frygten for at være uperfekt og at perfektion er den eneste vej til accept fra andre.[vi] Og som det postmodernistiske erhvervsliv har udfoldet sig og individets arbejdsplads og -rolle derfor har formet sig, kan man faktisk godt forstå, hvordan denne myte er opstået.

Som postmoderne mennesker er vi konstant ’på’. Hvor roller, status, opgaver og tilhørsforhold indtil for få år siden var mere statiske og veldefinerede, befinder vi os i dag i postmodernismens højtid, hvor grænser, opgaver og roller er flydende, og ansvaret for at definere os selv er helt og holdent vores eget. Vi befinder os i en konstant strøm af informationstilbud, afbrydelser, modsigelser og ambitioner. Det postmoderne menneske skal realisere sig selv fuldt og helt på det vidensbaserede arbejdsmarked og samtidig realisere sig i hjemmet med arven fra industrisamfundet, nemlig drømmen om den perfekte kernefamilie. Dertil kommer en mere subtil eksistentiel eller spirituel realisering af personlighedens højere potentialer i form af individualisme og personlig udvikling.

Postmoderne medarbejdere er ikke på arbejdsmarkedet for at tjene deres løn eller for at opnå social status på samme måde som medarbejderne i industrisamfundet. De er derimod på arbejdsmarkedet for at realisere sig selv samt deres individuelle personlige og faglige drømme. Sideløbende med, at selvrealisering og personlig udvikling er øverst på dagsordenen, er den organisatoriske rolle blevet flydende og mere utydelig, hvorved personligheden derfor må træde frem og fylde mere. Vores arbejdsmæssige roller er trådt i baggrunden, og vores personligheder er trådt i forgrunden. En medarbejder skal passe ind i kulturen, og gerne have en komplementerende eller matchende personlighedsprofil.

Den postmoderne selvrealiseringspris bliver dermed en personlig øget sårbarhed, idet konflikter og fiaskoer såvel som succeser og relationer kommer til at ses som personlige frem for som en del af en større organisatorisk eller kollektiv kontekst. Den postmoderne medarbejder står nøgen på affyringsrampen, ikke iklædt meget andet end sin personlighed, hvilket kan have store konsekvenser. Deraf myten om at stress skyldes perfektionisme.

Det synes således i dag at være en udbredt antagelse, at mennesker går ned med stress, på grund af ’noget i deres psyke’ – hvilket som regel defineres som lavt selvværd og perfektionistisk adfærd.

Således kan man i utallige magasiner og blade løbende læse, hvordan det er ‘perfektionister’, som rammes af stress. Denne antagelse stammer tilbage fra Friedmans[vii]  50 år gammel personlighedsteori om, at man kan kategorisere mennesker i A- og B-typer, og at det er A-typerne, der udvikler stress.

Og uagtet, at det let kan se sådan ud, når man som behandler sidder med klient efter kilent, der er brudt sammen, og hvis selvværd og tillid til livet er helt i bund, er der dog i dag ikke evidens herfor og nyere forskning gør op med myten om, at stress handler om persontypologi. Alexander Perski fra Karolinska Instituttet understreger i sin bog ”Stress och Sjukdom” således at ”stress kun i de færreste tilfælde handler om individuelle personlige faktorer, men derimod om langvarig belastning”.[viii] Stress skyldes altså en udefrakommende overbelastning.

Alligevel synes stort set alle danskere at holde fast i denne myte. Lederne tror på den. Konsulenterne tror på den. Behandlerne tror på den. Og de stressramte? Ja, de mener også, at de er ’gået ned’, fordi de har en brist et eller andet sted; nemlig at de jo har lavt selvværd og er ’perfektionistiske’. For det siger verden jo. Den verden, de netop er blevet belastet af.

Jeg foretager løbende erfaringsindsamling og meningsmålinger i mine netværk – gennem mit nyhedsbrev og gennem de sociale medier, hvor jeg har mange tusinde forbindelser, og når jeg spørger bredt ud, hvad folk mener, at stress mon skyldes, er det enstemmige bud hver gang, at det da er personens egen skyld, og at stress skyldes dårligt selvværd samt perfektionisme.

Problemet med denne antagelse er, at det helt og aldeles anses som værende individets personlige skyld, når han går ned med stress. Han var ikke stærk nok til at ’sige fra’, eller det skyldtes hans personlighedsprofil. Det postmoderne new age-paradigme ’The Secret og loven om tiltrækning’[ix] har i den grad spædet til vores dyrkelse af individet og individets personlige ansvar for alt, hvad han møder i sin livsoplevelse. Så dér står det postmoderne stressramte menneske og er, ifølge mytens regler, ensomt overladt til sin forkerte personlighed, som kun kan hjælpes gennem personlig udvikling til at blive et bedre og først dermed stærkere menneske.

Tredje myte: Myten om personlig udvikling

Men hvis vi nu som et eksperiment vender årsag og virkning på hovedet, kunne disse reaktioner og tunge følelser så ikke også ses som en reaktion på overbelastningen?

Vi ved, at når et menneske kollapser med stress og således er i krise, vil de personlighedspsykologiske strukturer og sindets forsvarsmekanismer som regel bryde momentant sammen. Angstfulde tanker raser i den stressramtes bevidsthed, hvilket ofte udspiller sig som en afart af den menneskelige grundlæggende angst for ikke at høre til. Angsten for at blive udstødt af fællesskabet – eller i nutidig erhvervsterminologi; at blive fyret og dømt uarbejdsdygtig.

Et stressramt menneske har brugt al sin psykiske energi på at opretholde forsvarsmekanismerne gennem belastningsperioden, og når forsvarsmekanismerne er aktiverede, er konsekvensen dels, at han ikke kan mærke sig selv, og ligeledes at han ikke kan lukke andre mennesker ind i sit inderste liv. Forsvaret bliver en fæstning, der ikke blot beskytter den stressramte mod at mærke sig selv, men som også bliver en fæstning mod omverdenen.

Er denne fæstning et udtryk for en personlighed af lavt selvværd og perfektionisme, der har behov for udvikling? Eller er den stressramtes lukken sig inde et symptom på langvarig overbelastning af en i grunden stærk personlighed?

Selvfølgelig er der store personlige forskelle på, hvad der stresser os, hvor robuste vi er, og hvordan vi håndterer stress, og således er der bestemt bevæggrund for at arbejde med den stressramtes personlige strategier og overbevisninger i stressbehandlingen. Men på samme måde som et forvredet led eller en musearm skyldes overbelastning i højere grad end noget i personens psyke, skyldes stress også overbelastning i højere grad end ’noget’ iboende i psyken. Stress skyldes, som understreget af Alexander Perski, snarere overbelastning – af årsager, jeg i øvrigt vil vende tilbage til nedenfor.

Det kan måske lyde forsimplet, men en af de stærkeste interventioner, man som psykolog eller anden form for behandler derfor kan benyttes til et krise- og stressramt menneske, er den klare og tydelige melding: ”Der er ikke noget galt med dig! Du er bare overbelastet”.

Når man tydeliggør denne vurdering overfor den stressramte, opstår der ofte en form for gennembrud. Tårerne bryder pludselig løs, og lettelsen over ikke at være ’forkert’ eller ’sygelig’ er enorm. Den stressramte klients forsvar bryder sammen for en kort stund, og han kan dermed opleve at blive set, mødt og rummet som menneske.

Det eneste, der da reelt skal til for at heale stressbelastningen – er at stoppe belastningen. Med andre ord; kuren mod stress er ro. Ikke personlig udvikling. Men når dette er sagt, er der naturligvis ofte brug for at arbejde med personlighedspykologiske temaer med en stresskollapset klient, idet underliggende temaer netop ofte dukker op til overfladen, når mennesket kollapser og forsvaret bryder sammen.

Der er altså stor forskel på hvilken optik man som udgangspunkt lægger på den stressramtes situation; at han brød sammen fordi han havde mentale og følelsesmæssige problemer – eller at han fik mentale/følelsesmæssige problemer på grund af lang tids overbelastning. Det sidste perspektiv letter den individuelle tunge skyldfølelse og dermed helingsprocessen gevaldigt, om end det første perspektiv naturligvis stadig gælder for visse grupper af stressklienter.

Fjerde myte: Myten om, stress skyldes forhold i privatlivet

En udbredt myte er videre, at stress ofte skyldes forhold i privatlivet – i højere grad end de faktiske arbejdsforhold. Gennem de sidste 10 år har jeg igen og igen mødt denne antagelse, især i virksomhederne.

Nyere undersøgelser viser dog, at 90 % af de stresssygemeldte angiver jobrelaterede faktorer som årsag til deres stresskollaps.[x] Dette dermed ikke sagt, at stress-syndromet

Ikke også skyldes en lang række øvrige faktorer i både privatlivet, samfundet og tidsånden. For stress er en reaktion på helheden. Men når vi alene ser på de jobrelaterede faktorer, toner følgende kilder til stress frem[xi]:

Typiske stressfaktorer i jobbet

v Kompleksitet og mange forandringer

v Uforudsigelighed

v Uklare krav og forventninger

v Manglende kompetence

v Manglende indflydelse

v Urealistiske mål

v Mål der flyttes

v Modstridende krav og mål

v Samarbejds- og rollekonflikter

v Tidspres

v Hastige skift, komplekse opgaver, afbrydelser

v For stor arbejdsmængde

v At finde balance familie / arbejde

Billedet, der toner frem, er et af konstant foranderligt kaos, hvor det postmoderne arbejdsmenneske ikke kan finde ro.

Kompleksitet, uklarhed og historien om at forandring fryder

Når organisationsforandringer designes og nye strategier besluttes ser det gerne rigtigt ud på papiret, men virkeligheden er altid en helt anden, når der skal implementeres. Her bliver roller, opgaver og ansvar stort set altid uklare og utydelige under forandringsprocessen, og dette skaber igen konflikter, usikkerhed og stress. Når alle strukturer er flydende og i konstant forandring kræver det konstant forhandling og afstemning i alle led i en organisation at skabe klarhed omkring strukturer – omkring, hvem, der gør hvad, hvordan og hvornår.

For det arbejdsomme individ fryder forandring sjældent. Det er virksomhedernes hastige forandringstempo kombineret med kompleksitet og uklarhed, der er de største syndere i udviklingen af stress i dag.

Forandringen kræver, at ledere og medarbejdere er dygtigere end normalt til at kommunikere og afstemme forventninger, og ikke mindst at disse forventningsafstemninger foregår konstant, hvilket er en nærmest utopisk forestilling. Kommunikation om følsomme temaer såvel som intern forventningsafstemning er et stort udviklingsområde for de fleste ledere og medarbejdere, og mange ledere tror, at den årlige medarbejderudviklingssamtale er tilstrækkelig. En medarbejderudviklingssamtale, der for manges vedkommende begrænser sig til at følge et fastlagt og mekanisk skema.

Virksomhederne er generelt ikke rustet til at løfte denne kompleksitet og hænger for manges vedkommende stadig fast i fortidens tro på organisationsdiagrammernes suverænitet. Herved overser man, at diagrammerne aldrig kan følge med virkelighedens uformelle praksis og kompleksitet. Denne uklarhed skaber usikkerhed såvel som interne kampe og fantasier i organisationen, der ofte manifesterer sig som individuel stress hos forskellige medarbejdere.

Medarbejderne bliver derfor bærere af organisationens mangel på sammenhængskraft, klarhed og ledelse. Klarhed omkring roller og opgaver er noget af det væsentligste at have fokus på – både som leder, HR-konsulent samt som ekstern coach, idet det således ofte er her, der skal ryddes op og skabes klarhed, når vi taler stress.

Mange virksomhedsrelaterede stressindsatser retter sig mod at måle på antal arbejdstimer eller prioritering af opgaver ud fra en kvantitativ tilgang. Stressbilledet er dog langt mere komplekst, og mange stressindsatser har meget lav eller ingen effekt, idet det derimod er faktorer som uklarhed, kompleksitet, manglende kompetence samt for lidt indflydelse relativt til ansvar, som skaber stress. Antallet af arbejdstimer har selvfølgelig noget at sige, idet balancen mellem familie og arbejde – også benævnt work/life balance i daglig tale – i sig selv opleves som en stressfaktor i dagens Danmark.

Som en leder i en televirksomhed engang sagde til mig: ”Når jeg går hjem fra arbejdet, føler jeg altid, at jeg ikke har leveret nok – at jeg burde blive længere, arbejder mere. Og når jeg kommer hjem til familien, føler jeg, at jeg ikke er der nok, at jeg burde være mere sammen med min familie.” Puslespillet går ikke op, og der er en konstant følelse af at være i underskud og at være utilstrækkelig. Dette er et ganske typisk billede.

De jobrelaterede stressfaktorer skal altså ses i lyset af de postmoderne vilkår for arbejdslivet. Mange – og hastige – organisationsforandringer samt det enorme udviklingstempo i viden, teknologi og globale relationer, betyder, at medarbejdere i dag lever et arbejdsliv med høj grad af uforudsigelighed og uklarhed, og dermed er mange medarbejderes fysiske og psykiske system i konstant undtagelsestilstand.

Manglende kompetence og historien om omstillingsparathed

I takt med den hastige udvikling har ledelsesfilosofien bevæget sig fra den autokratiske ledelsesstil over mod selvledelse, frihed under ansvar, værdibaseret ledelse, projektorganisationer – en mere individforankret og langt løsere defineret ledelsesform. Denne udvikling har som forudsætning, at kompetence og opgave følges ad – men også at indflydelse matcher ansvar. Det har været taget for givet at det forøgede ansvar ville vokse proportionelt med trivsel og vækst. Men det er i høj grad her, at filmen er knækket.

Selvom disse ledelsesbegreber synes at rumme en frihed, som den postmoderne medarbejder efter forventningerne higer efter, er virkeligheden en falsk frihed, hvor mål og ansvar ofte overstiger medarbejderens reelle indflydelse såvel som kompetence. Igennem de sidste 20 år har kravet om omstillingsparathed såvel som forandringstempoet forandret sig i en sådan grad at intet sundt individ kan følge med. En stressfælde, der opstår i utallige organisationer er, at medarbejdere får nye roller, ansvar og opgaver, men at forandringerne sker så hurtigt, eller at teknologien er så ny, at medarbejdernes kompetencer ikke kan følge med. Ansvarlige og pligtopfyldende medarbejdere , der pludselig står med opgaver og teknologi, de ikke mestrer eller er uddannet i, og kæmper derfor typisk til sidste blodsdråbe for at forsøge at følge med. Uden at sige fra eller sige stop. Dette i endnu højere grad når finanskrise, konkurser og fyringer truer.

Når stresskollapset indfinder sig, oplever de ramte medarbejdere sig som personlige fiaskoer. Deres selvtillid og tro på sig selv ryger helt i bund. Når en virksomheds medarbejdere ikke bliver klædt godt nok på med kompetencer, viden og beføjelser til at løse deres individuelle opgaver, kan stress derfor reduceres til et ledelsesmæssigt ansvar. Det er organisationens ansvar at sikre, at kompetence og opgave følges ad. Det kan aldrig være medarbejderens ’skyld’, så længe virksomhederne er organiseret i hierarkier, hvor nogle bestemmer over andre.

Indflydelse, stress og historien om frihed

Inden for den klassiske stressforskning finder vi et væsentligt bidrag til forståelsen af det postmoderne stressproblem. Karaseks berømte ”job strain-model[xii]”, viser således, at indflydelse og stress er indbyrdes afhængige, således at jo højere grad af indflydelse, man oplever i sit liv eller sit arbejdsliv i, jo mindre grad opleves krav og pres som en belastning. Og omvendt. Mere frihed i en given arbejdssituation er således proportionelt med en højere grad af velvære og lavere grad af stress.

En omfattende undersøgelse fra Ledernes Hovedorganisation i 2002 undersøgte derfor, i hvor høj grad erhvervsledere i Danmark oplevede indflydelse og beslutningsfrihed i lederrollen og om der var en sammenhæng med ledernes stressniveau[xiii].Man forventede at lederne, i kraft af deres positioner, ville have en høj grad af indflydelse på deres jobindhold. Men undersøgelsen viste, at dette slet ikke var tilfældet. I sammenligning med den gennemsnitlige lønmodtager, angav mellemledere og førstelinjeledere at have mindre grad af indflydelse og kontrol i arbejdet. Undersøgelsen viste ligeledes, at der var en direkte sammenhæng mellem graden af indflydelse /beslutningsfrihed samt niveauet af stress. Lav indflydelse og lille beslutningsfrihed – højt stressniveau.

I forhold til Karaseks model, er det tankevækkende, at ledere i DK oplever at have lav grad af indflydelse på deres eget arbejde. I praksis synes dette billede dog at afspejle sig i mange store virksomheder, hvor lederne er bundet på hænder og fødder af organisatoriske forpligtelser, coorporate programmer, administrative rutiner, budgetter, stretching targets, objectives, lean programmer, balance business score cards etc. Som professionel møder man således ofte ledere, som beretter, at der hvert år implementeres nye coorporate programmer og forpligtelser, men at der ikke reduceres tilsvarende bort. Således vokser mængden af forpligtelser og rapporteringer, som lederne måles på, samtidig med at ledernes indflydelse og handlefrihed bliver mindre.

I denne kakofoni af indsatser bliver de mange mål og krav i praksis ofte modstridende. På den ene side skal lederne nå stramme mål, holde budgetterne og skære i omkostningerne, og på den anden side bliver de evalueret og overvåget gennem medarbejdertilfredsheds-undersøgelser, 360-gradersmålinger og APV-undersøgelser, hvor der måles på stressdimensioner, team-spirit og trivsel.

Tempoet i det postmoderne arbejdsliv er samtidig så hurtigt, at virkeligheden ofte kendetegnes af, at målet flyttes eller ændres, mens ledere og medarbejdere jagter målet. Mens målet jagtes, har ledelsen ofte i mellemtiden lagt en ny strategi, og postmoderne medarbejdere oplever derfor ofte stor vilkårlighed i, hvad de måles på og anerkendes for[xiv]. Dette skaber et enormt stressniveau.

Case: Mission impossible

I sommeren 2008 kontakter en af mine gamle klienter mig med henblik på at genoptage sine coachingseancer hos mig. Hun er 60 år og en meget erfaren chef i en af Danmarks større offentlige virksomheder. I virksomheden, hvor hun er ansat, har man fyret, skåret ned og omorganiseret konstant gennem de seneste år, og organisationen er præget af et højt stressniveau.

Chefen er kort før vores møde blevet målt ved en medarbejdertilfredshedsundersøgelse, en APV samt en 360 feedback, og samtlige målinger er helt i bund. ”De er de dårligste i hele organisationen”, fortæller hun grædende. Hendes direktør har givet hende tre måneder til at rette op på miseren, og det er dette, hun ønsker min hjælp til.

Jeg beder hende forklare hvad der organisatorisk er sket i hendes chefliv i perioden, der ligger til grund for undersøgelsen. Et år tidligere har en gennemgribende organisationsforandring fundet sted, hvor alle ledere – inklusiv hende selv – har fået nye jobs, roller og medarbejdere. Chefen har fået 70 nye medarbejdere i direkte reference, som hun tager i medarbejdersamtaler. Hun gør sit bedste for at skabe struktur under de nye forhold.

Efter 6 uger bliver hele den nye ledelsesstruktur trukket tilbage. I et forsøg på at få samling på tropperne siger chefen ja til at lede to afdelinger, 75 vrede, forvirrede og atter nye medarbejdere samt et højprofileret og konfliktfyldt projekt, ingen andre vil røre med en ildtang.

Efter kun 5 måneder i de nye strukturer gennemføres der nu ledermålinger, tilfredshedsmålinger samt APV’ere, og for at gøre ondt værre tillægges disse målinger kulturelt og historisk set i organisationen meget stor offentlig værdi. Den enkelte leder ses indiskutabelt som personligt ansvarlig for resultaterne af målingerne.

Min klient er som leder ’vokset op’ i denne kultur, og det er end ikke faldet hende ind at se sine ledelsesproblemer i en organisatorisk kontekst. Hun har taget hele miseren på egne skuldre og ser sig selv som en ’forkert’ person og en fiasko som leder med deraf følgende lavt selvværd. Dette er naturligvis en usand forestilling, og det er først, da jeg spejler de organisatoriske sammenhænge på et højere plan for hende, at hun kan hæve sig op over sin egen skyldfølelse og se sig som selv som brik i et meget større spil.

Alle stressfaktorer er til stede i denne proces: Forandringer, uklarhed, manglende indflydelse, fyringsrunder, rollekonflikter, mål der flyttes, og strategier der ændres fra dag til dag. Myterne om forandring fryder og om omstillingsparathed ulmer faretruende under kaos. Samtidig gennemføres der i nye, og psykologisk set ufærdige strukturer et hav af målinger på lederne. Et signal fra organisationen om, ansvaret ligger på individets skuldre. Cue myterne om perfektionisme og personlig udvikling, hvis lederen ikke lykkes eller bryder sammen. På den ene side er lederne brikker i et overordnet, politisk skakspil, der rykkes rundt efter uigennemskuelige spilleregler. På den anden side gøres de ansvarlige for, at de nye strukturer fungerer, og at deres medarbejdere er tilfredse. Dette er en umulig opgave, der leder tankerne hen på ’den hjælpeløse hund’.

Den hjælpeløse hund og den moderne medarbejder

I et af de klassiske adfærdspsykologiske forsøg placeres en hund på en elektrisk plade. Hunden gives elektrisk stød, hvorpå hunden naturligvis omgående springer væk. Giver man dernæst hunden et bur på, vil hunden til at starte med kæmpe som en gal for at komme væk, hver gang den får stød. Den arme hund lærer dog hurtigt, at den ikke kan slippe væk, og opgiver efterhånden kampen for at undslippe buret. Hunden bliver nu siddende passivt i buret og modtager de smertefulde stød. Fjerner man dernæst buret og fortsætter med at give hunden stød, bliver den stadig siddende uden at forsøge at slippe væk. Hunden har lært, at det ikke nytter noget at kæmpe. Den har lært, at lige meget, hvad den gør, kommer der et nyt stød, som den ikke kan undslippe.

Dette fænomen kaldes indlært hjælpeløshed og er et fænomen der kan ses i virksomheder i voldsom forandring. Konstante forandringer, mål der flyttes, strategier der ændres samt ansvar, der langt overstiger indflydelsen, efterlader både ledere og medarbejdere i denne type virksomheder i en tilstand af opgivenhed og indlært hjælpeløshed. De mister troen på sig selv og evnen til kraftfuldt at handle. Igen kan vi spørge os selv; hvad kommer først – hønen eller ægget? Er et selvværd i bund årsag eller virkning?

Uanset det ene eller andet, er prisen herfor stress og depression, og nogle ledere og medarbejdere ender under disse omstændigheder med uretmæssigt at se sig selv som personlige fiaskoer. Som perfektionister med et lavt selvværd, der enten ikke magter lederjobbet eller som skal udvikles personligt til at blive bedre mennesker og ledere. Omkostningerne for virksomhederne er ligeledes enorme. Det anslås at koste omkring 150 % af en årsløn, når en leder siger op.

Den mytepunkterende lederundersøgelse

Som tidligere nævnt gennemførte Ledernes Hovedorganisation i 2002 en stressundersøgelse blandt erhvervsledere i Danmark (se slutnote xii). Resultatet af undersøgelsen viste, at 10 % procent af lederne er ramt af skadelig og alvorlig stress og har helbredsproblemer på grund af stress. Dette svarer til ca. 23.000 ledere i dansk erhvervsliv, der er så belastede af deres arbejde, at der er risiko for et stresskollaps, som kan føre til, at de må forlade lederjobbet.

Generelt konkluderer undersøgelsen, at de ledere, der er stressede, er kendetegnet ved følgende:

v  De har været udsat for store ændringer i deres virksomhed. Ændringerne stiller nye krav til lederne.

v  Lederne skal kæmpe for at nå de fastsatte mål og har svært ved at leve op til virksomhedens mål.

v  De får urimelige tidsfrister og møder stadig højere krav til kompetence.

v  De møder store krav og har stor arbejdsmængde.

v  De oplever arbejdet som følelsesmæssigt belastende.

v  De oplever et højt niveau af modstridende krav.

v  De har mindre indflydelse.

v  De oplever en mindre grad af rolleklarhed.

v  Deres job er ikke overskueligt og forudsigeligt.

v  De mangler information.

v  De har flere konflikter og mangler støtte især fra nærmeste overordnede.

v  Arbejdstiden er lang og bliver stadig længere, især for toplederne.

v  Arbejde og fritid er ikke i balance. De oplever, at det er en kilde til stress at finde tid til venner og familie.

v  De har dårlige udviklingsmuligheder.

v  De er mere utilfredse med arbejdet.

De ledere, der er raske og ikke stressede, er kendetegnede ved følgende:

v  De har ligeledes været udsat for store ændringer i deres virksomhed. Ændringerne stiller nye krav til lederne.

v  De har også lange arbejdsdage.

v  Og de skal også kæmpe for at nå de fastsatte mål, som dog ligger indenfor rækkevidde.

v  Men de har en passende arbejdsmængde.

v  Og de oplever en stor grad af indflydelse.

v  Deres job er generelt mere forudsigeligt og har større grad af rolleklarhed.

v  De ved, hvad der forventes og oplever at møde klare krav.

v  De får hjælp, støtte og opbakning fra kolleger.

v  De har gode udviklingsmuligheder.

v  De er mere tilfredse med arbejdet.

Der var dog intet, der pegede på, at perfektionisme og lavt selvværd – eller særlige personprofiler var inde i billedet, og det er således manglende indflydelse, uklare krav og generel uklarhed i organisationen, som ligger til grund for ledernes stress-reaktioner.

På samme måde som med ledere og andre medarbejdere, der ’går ned’ med stress, er det afgørende for den stressramtes proces, at lederne såvel som HR-funktionerne og de professionelle behandlere er i stand til at gennemskue disse sammenhænge og bidrage med at løfte stressramte lederes historier og roller op i et organisatorisk og ledelsesmæssigt perspektiv. Oplysning, viden, erfaringsindsamling, læring og uddannelse er således vejen frem i vores bestræbelser på at få vendt stressbølgen.

Her går grænsen

Der findes et hav af dygtige leverandører af stresscoaching og kurser i stresshåndtering på markedet, men det er ubestrideligt et stressforøgende problem i sig selv, at selve coachingredskabet er så ensidigt udbredt i behandlingen af alvorligt stressramte mennesker, ligesom det i mange tilfælde appliceres forkert og i situationer, hvor kriserådgivning og -vejledning er nødvendigt.

Personlig stresshåndtering er ligesom coaching udmærket i sig selv, men må ikke stå alene. Når stressede medarbejdere i flæng sendes ud af huset i coachingforløb eller på kurser, eksporteres problemet ud til medarbejderne selv og internaliseres dermed som personligt problem i medarbejderne. Signalet fra organisationen er, stress er et personligt ansvar, men set i sammenhæng med det postmoderne individparadigme og den generelle personificering af den postmoderne medarbejder og herunder de fire myter beskrevet ovenfor, er det tydeligt, at stressproblemet i langt højere grad stammer fra organisatoriske og meget komplekse stressfaktorer som hyppige strukturelle forandringer, uklarhed og utydelighed i rolle og ansvarsfordeling, kontrol og indflydelse, arbejdsgange, organisation og relationer.

De eksterne stressbehandlere bør således have ekspertindsigt og viden – ikke blot i stress og krisepsykologi, men også i organisation og ledelse. Virksomhederne bør knytte de eksterne eksperter og stressbehandlere til deres organisation i et tæt samarbejde, hvor viden og læring flyder frem og tilbage mellem ekspert og virksomhed, og stressarbejdet bliver såvel forebyggende som problemløsende. Den sædvanlige fortrolighedsklausul hos de eksterne behandlere kan lempes med en kontrakt mellem alle parter om rådgivning og tilbagemelding til virksomhederne omkring de jobrelaterede stressfaktorer i de stressramte medarbejderes roller og job og igen forebygge – fx en sygemeldts tilbagefald ved opstart på jobbet.

Stressbehandlingen vil fortsat være den reaktive del, og det er vigtigt at ledelser og HR afdelinger proaktivt og kollektivt tager ansvar for at lede og organisere deres virksomheder i fuld bevidsthed om de postmoderne stressfaktorer og kollektive sammenhænge. Kun derved har lederne en chance for at skabe, udvikle og vedligeholde sunde high-performende organisationer med medarbejdere der blomstrer og folder sig frit ud.

Så kunsten at udvikle bæredygtige løsninger på stressbølgen er kunsten at udvikle bæredygtige håndteringsmetoder af det postmoderne arbejdsliv og den vævende rollefordeling heri. Succesfuld stresscoaching må derfor rette sig målrettet mod vedholdende undersøgelse, balancering og ledelse af de reelle stressfaktorer i organisationerne, samt mod organisationerne selv i forebyggende arbejde. Dernæst må den rette sig mod sig selv; foretage jævnlig granskning af fagets styrker og begrænsninger i forhold til udviklingen i erhvervslivet samt altid i forhold til alvorligheden af den stressramte klients tilstand. Således kan stresscoaching være med til at sætte de grænser, professionelle individer i dag mangler for at føre et funktionelt arbejdsliv, og dermed sætte grænsen for den eksplosive stressbølge, vi trods brave og solide tiltag i dag ikke kan se en ende på.

 

Kilder:

 


[i] Matzau, M. (2009). Stresscoaching. Coaching i grænselandet. København: Børsens Forlag

[ii] http://www.sundhedsprofil2010.dk/Pages/Home.aspx

[iii] Prætorius, N. U. (2007). Stress – Det moderne traume. Dansk Psykologisk Forlag

[iv] http://www.dr.dk/Nyheder/Indland/2011/04/03/181023.htm

[v] Matzau, M. (2009). Stresscoaching. Coaching i grænselandet. København: Børsens Forlag

[vi] Greenspon, T.S. (2008). Making sense of error: A view of the origins and treatment of perfectionism. American Journal of Psychotherapy, 62, (3), pp. 263-282.

[vii] Friedman, M. (1996). Type A Behavior. Its Diagnosis and Treatment. New York: Plenum Press (Kluwer Academic Press)

[viii] Perski, A. (2001). Stress och Sjukdom. Fakta och vägledning, om orsaker, konsekvenser och utväger. Akecta

[ix] Byrne, R. (2006 ). The Secret. Beyond Words

[xi]  Ledernes Hovedorganisations Stressundersøgelse 2002, kan downloades på: http://www.lederne.dk/NR/rdonlyres/404B29B8-03D5-4605-8BCE-AC8023088B27/0/Stressrapport.pdf

[xii] Karasek, R. (1990). Healthy Work. Basic Books

 

[xiv] Willig, R. (2005). Selvrealiseringsoptioner – vor tids fordring om anerkendelse. I R. Willig & M. Østergaard (red.), Sociale patologier. København: Hans Reitzels Forlag.

 

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