Wellness & Practice Development
MIND: Challenge of ChangeDAY: FridayTIME: 09.45 - 10.30
- Popularity of building resilience
- What it isn’t; i.e., an excuse for poor behaviour by others and a way of overburdening people with more and more demands.
- What is emotional resilience? Idea of the Weeble, a 1970s children’s toy which those of a certain age will know the strap line instinctively, ‘Weebles wobble but they don’t fall down!’ This is the definition of emotional resilience according to the Challenge of Change model.
Introduction to the Challenge of Change; thirty years of empirical research based on immunology and cardiovascular measurements (scientific rather than anecdotal) in response to the question, ‘What is it that makes some more emotionally resilient and others more vulnerable to stress?’ based on the premise that resilience is something we can learn and develop in ourselves, not something we are either born with or we aren’t (this therefore is a very empowering approach). Five factors/behaviours have been identified as compromising emotional resilience; rumination, perfect control, toxic achieving, avoidance coping and emotional inhibition, and three factors/behaviours that support emotional resilience; detached coping, sensitivity and flexibility. Emphasis is made that all of these factors are learned behaviours (even if there is a genetic element, we still learn them through relationships) and so with practice, we are able to promote the healthy ones and reduce the unhealthy ones. In order to do this practice, the Challenge of Change has a four step programme; waking up and staying awake, controlling attention, detaching and letting go. Time will be given to introduce the eight factors/behaviours and the four step programme.
MIND: ResourcingDAY: FridayTIME: 10.40 - 11.25
- Looking at what resources are; internal and external (although for all to have benefit they will ultimately be internalised…how they make us feel better is the crucial quality of a resource) and identifying our own personal resources using guided imagery.
- The theories behind resourcing (Levine, 2005; Sills, 2009).
- Identifying resources and what they do for us.
- The difficulties we might have remembering and accessing resources when we need them most.
- One important resource we can develop is our imagination. We can, with focused practice, use our imagination to serve us rather than disempower us (this is rumination, where our imagination is hijacked into catastrophising).
- Recognising that resourcing is an ongoing practice.
MIND: Understanding Self-DoubtDAY: FridayTIME: 12.30 - 13.15
This talk is the first of two, the second of which is at the same time on Saturday 21st May. There is a significant difference between doubt and self-doubt. Doubt and uncertainty are a normal feature of everyday life. Feelings of doubt have both advantages and disadvantages. Advantages include caution before action – “Look before you leap” as the saying goes. But doubt can also lead to uncomfortable feelings of anxiety. This is neatly captured in my stress equation; Stress + Uncertainty x Urgency. Whilst feelings of doubt are bad enough, when we allow our feelings of doubt to migrate into feelings of self-doubt we experience a significantly different state of psychological unrest. I refer to self-doubt as confidence-cancer as it can significantly affect our entire self-confidence. Unfortunately when people get trapped within feelings of self-doubt they can adopt strategies to cope with these feelings, such as perfectionism and narcissism, which are ultimately counterproductive in the long term. This talk will discuss and explain the connection between these themes as well as describing how to avoid slipping into their counter-productive strategies when experiencing doubt and self-doubt.14.20 - 15.05
Wellness & Practice Development09.45 - 10.30
PERSPECTIVE: Have courage and be kind: reimagining 21st century vet practiceDAY: SaturdayTIME: 09.45 - 10.30
Many of us will have heard of the philosophic phrase, the only constant is change. It still makes perfect sense, especially today. If you were to describe the workplace and world in general over recent years, what words would you use? Perhaps delicate, nervous, knotted, and perplexing?
The acronym BANI (Brittle, Anxious, Non-linear, Incomprehensible) may be used to explain complex changes, such as those triggered by the COVID-19 pandemic. In a world of constant change, it helps to describe the current state of things. If BANI is a good description of work and play in 2022, then we may be able to use it as a starting point to build on and come up with proactive solutions and roadmaps to this overwhelming new world.
In this lecture we’ll attempt to:
10.40 - 11.25
- Validate whether BANI has parallels with how we’re living and working today.
- Acknowledge the impact this way of working may have on you, your colleagues, clients, business, and ultimately, patients.
- Design a new narrative for veterinary leadership which describes the role we all play in succeeding in a BANI world.
- Introduce simple tools to help strengthen your own courage and be an advocate for kindness.
Working with ‘Difficult’ People: Diagnosis, Treatment, and Preventative CareDAY: SaturdayTIME: 10.40 - 11.25
Is there such a thing as a ‘difficult’ person?
I’m pretty sure I’ve worked with a few in my time in the veterinary world, although I’m equally sure some of them feel the same about me…
Probably the better question would be: Is there such thing as a ‘reasonable’ person?
None of us really see the world as it is. Wikipedia list around 200 cognitive biases confirmed by replicable research – we perceive different things whilst each believing we are seeing the whole picture.
We talk about ‘Diversity’ and we talk about ‘Teamwork’, but do we really understand what they mean? And how we should play our part and support others to play theirs?
This lecture explores the nature and typology of unwanted behaviours and difficult situations and conversations, the different types of people we encounter and how best to respond to them.
It aims to equip you with some tips and techniques for dealing with people you find ‘difficult’, from day-to-day moments of conflict and challenge to full-blown breakdowns in relationships.
You can’t change people, but you can communicate with them in a way that they may change themselves and, in doing so, change yourself in the process.
PERPESCTIVE: Developing Self-ConfidenceDAY: SaturdayTIME: 12.30 - 13.15
This talk is the second of two, the first of which is at the same time on Friday 20th May. There are various types of confidence. Confidence can refer to our conviction regarding our knowledge and beliefs about how the world works in terms of ‘what something is’, ‘why something happened’ and ‘whether something will happen’ - even if we aren't directly involved with the situation. The second type of confidence is referred to as Self-efficacy. Self-efficacy refers to our beliefs and conviction about whether we feel we can Perform a task and achieve an outcome - in the physical sense. In other words do we believe we can do it!? The third type of confidence is referred to as self-confidence, aka self-worth or self-esteem. It is this type of confidence that most people crave and mean when they say they would like to become “more confident”. Whereas self-efficacy refers to our assessment about our ability to perform physical tasks, self-esteem refers to what we think and believe other people think about us. In order to understand, and develop a genuine ‘24-carat confidence’ we must understand the differences and relationship between these different concepts, which is the purpose of this talk.14.20 - 15.05