Explaining The Difference Between Anxiety And Panic Attacks

By Christopher Granger

Nowadays, a point of contention is the difference between anxiety and panic attacks. These two are classified as disorders that affect millions of people, yet many therapists and physicians do not agree how they differ. Aside from the disagreements between these specialists, scientific sources are also unable to come up with a clear cut definition of either one. For these reasons, it is not surprising that a number of people are misdiagnosed with some specialists claiming they are ‘depressed.’ Adding to the confusion is that people with social anxiety are lumped together with those who are suffering from panic disorder.

This is quite unfortunate because it is highly inaccurate to say that those suffering from panic attacks are despondent with their condition. In fact, the medical term ‘dysthymic’ is associated with those people who became anxious and became depressed because of it. Moreover, when people are able to overcome their anxiety, their despondency disappears as well.

Defining Anxiety

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This disorder is not related to a person’s physical condition or illness. Most of the time, a person will feel anxious if he is the focal point of attention or he is displayed unwittingly. Trouble begins when a person is forced to interact with the group that he is not comfortable with. He begins to feel morbid if certain topics are related to his being. Moreover, there is fear in his heart that he might be criticized, looked down at, embarrassed or singled out.

To illustrate the case in point would be a birthday party for a person who feels anxious when exposed to people. Typically, he or she should be enjoying his or her big day, but ends up fearful and dread the thought of being talked about. Sometimes, they feel that they are being set up to do something foolish which of course has no basis at all. Some people will label others with this disorder as shy, quiet, or introverted. This does not help at all because the latter will feel that they may be embarrassed or humiliated by other people.

Defining Panic Attack

As further proof about the difference between anxiety and panic attacks, those who are prone to panic attacks feel that there is something wrong with them physically. When panic attack hits, a person will feel that his chest is tightening up so he feels that he is having a heart attack. Others feel that they are becoming insane while some feel that they are losing control of themselves. Still, there are people who feel they are suffocating to death, but in fact, they are just short of breath. Lastly, some individuals feel that they have an undiagnosed disease that can kill them.

However, these feelings are exaggerated because they are just suffering from dizziness or feel lightheaded. When they are brought to the hospital, doctors will explain to them that they are not suffering from a physical condition. Instead their panic attacks are the ones causing the ‘pain.’ At the end of the day, people will know the difference between anxiety and panic attacks that they will be much prepared to handle either of the two.

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difference between anxiety and panic attacks

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Performance Coaching A Case Study

Submitted by: Tris.Brown

Background

An industry leader in the real estate investment market was looking for an innovative approach to improve performance, engage employees, and reinforce the unique culture it had built over the last decade. The company felt that the discipline of coaching exemplified the approaches, perspectives, and behaviors they wanted, their managers and executives to demonstrate in their employee interactions. The company asked LSA Global to help them to improve manager

and executive coaching capabilities and create an intrinsically motivating work environment to drive engagement and performance.

Goals

The overall goal was to create a company-wide coaching environment and to implement effective performance management systems that would be embraced and consistently used by employees, managers and executives. There were 6 key project principles:

1. Develop a solution that supports and fosters the company s culture

2. Empower managers to be true facilitators of employee development

3. Provide employees with information and tools to take ownership of their performance

4. Eradicate the dreaded, annual (bi-annual) performance review

5. Shift ownership for employee development from HR to executive and manager teams

6. Instill continuous learning and improvement to allow the system to evolve as needed

Challenges

There were several key challenges to overcome:

1. Recognizing that investment institutions rarely have employee development as a top priority

2. Starting on the heels of a prior coaching development initiative that received mixed reviews

3. Overcoming the flavor of the month reaction by all employees

4. Getting buy-in from all managers and executives

5. Letting go of long-standing, traditional metrics

Approach

The overall approach of this initiative was to build a coaching, performance measurement, and evaluation system designed by and designed for the people that would be using it executives, managers, and individual contributors.

People at all levels were engaged in a collaborative and iterative design process that produced a performance coaching system that would work for their specific needs and environment. The approach also focused on providing a high level of transparency in the change process and in each aspect of development for the new processes and systems. Developing and implementing the new approach included the following 6 components:

1. Assessment: An Assessment of the current situation

2. Coaching: Coaching executives on how to coach their direct reports

3. AMPS System: Developing supporting technology to facilitate the coaching process

4. 360 Evaluation: Developing a 360 assessment for cultural and qualitative behaviors

5. Training: Providing training on coaching and all aspects of the new system

6. Compensation: Aligning compensation with the new coaching and performance management system

The detail behind each component is outlined below.

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1. Assessment

To ensure the initiative would be successful, we reviewed the existing performance systems, processes, and tools to determine what supported a coaching environment and the company culture and what did not. A cultural survey was used to assess employee satisfaction, values alignment, and potential barriers to success. The assessment surfaced a number of key issues that could pose potential barriers to success, including:

1. Dissatisfaction with the current performance appraisal system, the existing 360 , and the overall strategic initiative management processes

2. The perception that the current Performance Measurement and evaluation systems were subjective and unfair

Based on the assessment findings, the company expanded the initiative to encompass the following additional components:

Greater focus and feedback on employee satisfaction

Goal development and goal management

Performance measurement and metrics

Performance analysis

Developing automated platform to facilitate the above areas

Training in all of the above areas

Aligning compensation with coaching and performance objectives

This broadened and integrated perspective became known as AMPS – which stands for Assessment, Motivation, and Performance System. It is a process for facilitating manager and employee interactions, setting successful goals, coaching, and motivating. AMPS focuses on ensuring that employees have clear, achievable, and understood goals while helping to facilitate conversations between managers and employees.

2. Coaching

Executive coaching started at the beginning of the project and focused on a simple and engaging process for executives to coach their direct reports and model the desired behaviors. Coaching then expanded down through the organization to both Directors and Managers to create alignment and pull-through.

3. AMPS System

AMPS also spawned a server-based technology platform that manages a 360 assessment, goal development, and a simple performance management process. The system uses a dashboard that both managers and employees access to track goal progress and completion. The dashboard design was based on input from management regarding use and functionality. The final version only contains features used and valued by management. The AMPS system provides the ability to:

Create, track, edit, and evaluate goals on a weekly basis

Build performance evaluation consistency for employees through detailed expectations

Drive regularly scheduled conversations between managers and employees

Track AMPS Conversations (what we call coaching conversations) between manager and employee

Use a dashboard to access all aspects of the performance system

Have users maintain the system

4. AMPS 360 Evaluation

The AMPS 360 provides a clear articulation of cultural expectations in terms of values, principles and behaviors. Four key steps were taken to create the 360 :

First, the company collaboratively worked together to create a new set of values and cultural standards that best represented the organization both in reality and aspiration

Second, a Values 360 Assessment was created using the values definitions created with the management team and employees

Third, a widely validated motivation model was incorporated into the 360

Fourth, a company-specific coaching model was developed to use with the 360 assessment

5. Training

From a development perspective, we focused on two key areas to ensure adoption.

First, we worked one-on-one with the executive team and management to help them to better coach and support their employees

Then we created AMPS Tools and techniques to help employees and managers effectively use the AMPS System and fully integrate it into their company culture

6. Compensation

To ensure accountability and reinforcement, we tightly tied AMPS performance measurement to individual performance bonuses. The weighting was follows.

40% for performance goals (day-to-day responsibilities)

30% from personal development goals (reflecting career paths, gaps in skills, or growth opportunities)

30% from the Values 360 Assessment delivered twice a year

From an implementation perspective, Year One was designated a trial period for AMPS to allow people to get used to the new system while continuously improving it. This trial period included new ways of writing and managing goals, taking a 360 , discussing what was working and what was not working, and learning along the way. A few highlights included:

Everyone received 100% of their Values 360 Assessment so that we could work out any kinks surrounding validity

After 6 months, employees understood how to write simple and effective goals

Employees felt comfortable with personal development goals

Personal development goals became ingrained from the top down in the organization

The AMPS goal management system also provides a list of goals by division. These goals are reviewed by the Chief Strategy Officer for alignment with the company strategy and between departments.

Results

Unlike most performance management systems that are often too tactical, too complicated, and nderutilized, AMPS goals inherently represent what must be accomplished to execute the company s strategy. This alignment allowed us to measure four key metrics to monitor success:

1. Usage: frequent and consistent use

Executives and senior managers dedicate several hours at the beginning of each quarter to review all goals to ensure alignment. The Chief Investment Officer, Chief Operating Officer, and Chief Risk Officer use the dashboard daily. Company-wide AMPS measures at the end of Year One showed:

100% compliance

80% high quality goals

85% of employees hit their goals

95% of employees are now performing very well on the Values 360 Assessment

2. Efficiency: a more efficient performance management process

Executives and Managers report that it is easier to manage and measure employee performance

HR does not have the administrative burden of performance reviews

3. Ownership: company-wide ownership of AMPS

Employees are the first to acknowledge when they fail to achieve 100% of their goals

Employees and managers believe they own AMPS

HR operates as an internal consulting group to support managers and employees

4. Satisfaction: stakeholder satisfaction

Employees claim less stress and less uncertainty about what is expected of them. Pay-for-Performance is transparent, clear, and understood up front. Some of the most profound and meaningful results from AMPS were how key stakeholders felt. Below are some representative quotes:

Employee Comments:

I always know where I stand. There is no ambivalence about how I am performing or what is expected from me.

I love the fact that I meet with my manager weekly. He helps me solve problems. The meetings aren t about what I am doing wrong.

I don t have that dread in my stomach come review time no reviews! Actually, that isn t true each quarter is scored, but there is no need for a review, because we know how we ve done. It s objective.

Fast! After the first couple of AMPS quarters, I got the hang of the goal thing, and my manager and I knock them out in 30 minutes. Writing goals is easy.

At first, I was ambivalent about the Personal Development Goals. I mean, who cares in business about me doing something quarterly that improves my skills. I am all in favor of it, but I didn t want to be held accountable for it. Now, I love it. We talk about my career path, how I can grow in my job, etc.

It is integrated in how I work. It doesn t feel like an HR process. It s just how we do things.

Manager Comments:

Difficult conversations are a thing of the past. We focus on what we want to get done, and it is pretty black and white. Behavior and attitude issues are not the point. Just performance.

Well, I was a part of saying what I wanted AMPS to do, so now, it actually feels like we have a performance tool that is for me, not our compliance department.

You wouldn t think it, but after regularly spending about 10 hours a week coaching my team, I have an extra 10 hours to get project-based work done. I actually have more time!

I like how easy AMPS is. The dashboard is easy to use.

My team performs better. Simple as that.

HR Comments

We don t have to police people. We remind folks at quarter end, and we are available to coach managers, but we don t have to harass people to use the tools.

We have no complaints about AMPS.

It has been a cultural shift, and it has taken about a year, but people like it.”

Conclusion

Increasing performance, management bench strength, and employee engagement continue to be top priorities to succeed in today s economy. Most companies understand that developing managers coaching capabilities is an essential ingredient in achieving those results. What many companies don t seem to realize is that few coaching initiatives will reach their potential because of a distinct lack of a supporting infrastructure that will make coaches and the coaching process much more successful.

About the Author: If you would like to learn more about LSA s

performance coaching

approach and

Performance Management Training and Consulting

, please contact us at http://www.lsaglobal.com.

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The Best New Jersey Self Transformational Speakers And Coaches

byAlma Abell

You may wonder what makes a crowd to pay attention to a certain speaker and disperse whenever a new speaker arises to give his or her own speech. This is because it takes more than a mere well written speech to capture and retain the attention of a certain audience.

Just like there are many public speakers in New Jersey, not all qualify to be inspirational coaches and self-transformational speakers who can captivate the attention audience, while unleashing their ideas without sounding boring. There are many aspects an inspirational speaker will focus on to avoid boredom and grasp the listener’s mind to pay attention to his speech. These include:

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  • Providing in-between entertainment – This may be inform of cracking some mature jokes or stories away from his speech in order to clear the listeners mind, creating a vacuum to absorb the speech at the end of the short entertainment.
  • Sharing information with the audience- You can involve your audience in your speech simply by posing some questions most of which should be rhetorical. This makes your speech lively and listeners won’t feel neglected by the speaker.
  • Describing critical and motivational experiences- In between the speeches, you can bring out the best motivational experiences or illustrations which of course can help in building trust and interest from your audience.
  • Give examples of transformational experience- This will always draw attention, you can use yourself or other persons you know they have under gone transformation.
  • Eliciting some inspiration- Always, give out some inspiration in your speech using quotes and the like.

Time is a limited factor and each individual is looking for the best out of his time. As a custom, human beings want more for their time and money. They do consider value too. So, a prominent self-transformational speaker or coach in New Jersey is the one who offers value services.

That is the importance of the message, relevance to daily activities, how the message is engaging, how likely is the audience affected by his words and can they continue sitting there to listen? Entertainment should just be a short and temporary part of speech to illustrate on something or to break boredom.

Qualities of a Good Self-Transformational Speaker

To know effective speaker you consider whether:

They are knowledgeable- Do they convey any message?They are genuine- Do they speak from their experienceThey are present- Do they handle the current issues

They are genuine, humble and deep in their message and the effect of their message.

New Jersey’s self-transformational speaker or coach speaks to the hearts and minds of his audience



You Should Never Yell Your Dogs Name}

Submitted by: Jeffery Hughes

You should never yell your dogs name in anger and here is why. Imagine you see your dog Jake digging up your freshly planted flower garden. You yell JAKE!! COME HERE NOW!! Jake does not respond so you yell louder and he still doesn’t respond. You go over and grab his collar and scold him. From that day on Jake is going to associate you calling his name and the word “come” with being punished. This is going to make it very difficult to call Jake to you when you need him to come.

Dogs do not understand english or any other human language, however it’s amazing how fast they learn to associate certain words with actions and if the action he associates a word with is not pleasent, he will do his best to avoid you when he hears you speak that word.

Bad deeds must be caght in the act in order to correct your dog. If you need him by your side for a negative reason, you should give him a strong “SIT’ command and go to him. When you call your dog to come to you use a friendly pleasent voice and be sure to praise him when he comes.

One key to a well trained, well behaved dog, is training him to associate the correct words with the correct action.

Before you start beating yourself up for doing everything all wrong and feeling guilty for dooming your dog to an unhappy life. Let me explain something; we all make mistakes with our pets. But most of the damage done by those mistakes can be reversed. You can have a very well trained, and happy dog. And you don’t need to spend a fortune on a professional trainer; in fact the best person to train your dog is you. After all your dog needs to learn to take commands from you; not someone who he will be with for a few weeks and then never see again.

You don’t need to be a professional trainer to have a well trained, well behaved dog; nor do you need to hire one. You CAN train your dog and it’s not difficult, expensive or time consuming.

Daniel Stevens is a professional trainer and the best in the business, at training people to train their dogs. Daniel will teach you how to train your dog like a professional trainer, so you can have your dog obey you no matter what the situation and solve any specific problems that you may have with your dog – this is truly cutting-edge material!

About the Author: get on over to Daniels website at

sitstayfetch.net/?hop=fishhound1

and get your dogs behavior problems solved today. Daniel will show you just how close you really are to having a well trained, well behaived best friend. Jeffery Hughes is a dog lover and writer. Jeffery has been raising and training dogs for more than 30 years.

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