SSPPT Applications
SSPPT includes both profiling and planning tools, which have multiple applications and can be used by people in a variety of roles.
The Stressful Situations Profle will help in any situation where it helps to have a structured profile of how someone or a team sees the situation they are in, particularly with regard to situations or issues causing stress or leading to other negative emotions. The Profile provides:
Of course, that's extremely useful for stress management and stress risk assessment, and so will be helpful for individuals, managers working with teams or individual employees, and support professionals working with people struggling because of stress problems such as coaches, counsellors or Occupational Health practitioners. It will also help with vocational rehabilitation (VR), for when people have been off work with stress-related illness or are struggling with stress while still at work.
The planning tools help with what to do to manage and minimise the risks to wellbeing identified in the Profile. That includes preventive planning, looking at what can be done to tackle the most important situations or issues (causes of stress), and if-then planning, looking at what can be done to manage and reduce stress if or when stressful situations occur. Again, this helps with stress risk assessment and risk management. The tools also include a template to help with evaluation and review of plans. So using both profiling and planning tools helps complete the process and would constitute a 'suitable and sufficient' risk assessment (as required legally).
There are many other applications though...
In a therapeutic context, a coach, counsellor or therapist can have an individual complete the Stressful Situations Profile and use that as a starting point for therapeutic conversations. It will help with priortising either personal or work issues for action and the planning tools will help with building plans to reduce stress and start feeling better, which the individual can take personal responsibility for or ownership of.
In situations of organizational change, the tools can help with identifying concerns, what exactly employees are worried and stressed about, and which of those issues are most important to them. This gets concerns about change out in the open can lead to open and constructive conversations to tackle perceived problems and alleviate concerns. This can prevent stress for affected employees and minimize any impacts on business continuity.
The tools can also help with personal and professional development at any stage in someone's career. For example, managers or HR professionals can use the tools to get a good feel about how someone currently feels about their work situation, particularly those issues at work which are leading to unhappiness and dissatisfaction. This can be hugely helpful, leading to conversations about an individual's development needs, which may help retain experienced and skilled employees who may otherwise leave for a perceived better quality of working life elsewhere.
These are just some of the ways you could use the tools, but you may well find other applications. Remember, because the tools have a Creative Commons License, you can take the tools or templates and adapt them to your requirements. If you do find or develop other applications, please let Alan Bradshaw, the developer, know. It would be great to share your insights with others!
The Stressful Situations Profle will help in any situation where it helps to have a structured profile of how someone or a team sees the situation they are in, particularly with regard to situations or issues causing stress or leading to other negative emotions. The Profile provides:
- A simple but structured picture of stressful situations or issues;
- Clarity around which of those are most important;
- A way of categorizing each situation, and;
- An indication of the extent of the negative impact on mental wellbeing each situation has.
Of course, that's extremely useful for stress management and stress risk assessment, and so will be helpful for individuals, managers working with teams or individual employees, and support professionals working with people struggling because of stress problems such as coaches, counsellors or Occupational Health practitioners. It will also help with vocational rehabilitation (VR), for when people have been off work with stress-related illness or are struggling with stress while still at work.
The planning tools help with what to do to manage and minimise the risks to wellbeing identified in the Profile. That includes preventive planning, looking at what can be done to tackle the most important situations or issues (causes of stress), and if-then planning, looking at what can be done to manage and reduce stress if or when stressful situations occur. Again, this helps with stress risk assessment and risk management. The tools also include a template to help with evaluation and review of plans. So using both profiling and planning tools helps complete the process and would constitute a 'suitable and sufficient' risk assessment (as required legally).
There are many other applications though...
In a therapeutic context, a coach, counsellor or therapist can have an individual complete the Stressful Situations Profile and use that as a starting point for therapeutic conversations. It will help with priortising either personal or work issues for action and the planning tools will help with building plans to reduce stress and start feeling better, which the individual can take personal responsibility for or ownership of.
In situations of organizational change, the tools can help with identifying concerns, what exactly employees are worried and stressed about, and which of those issues are most important to them. This gets concerns about change out in the open can lead to open and constructive conversations to tackle perceived problems and alleviate concerns. This can prevent stress for affected employees and minimize any impacts on business continuity.
The tools can also help with personal and professional development at any stage in someone's career. For example, managers or HR professionals can use the tools to get a good feel about how someone currently feels about their work situation, particularly those issues at work which are leading to unhappiness and dissatisfaction. This can be hugely helpful, leading to conversations about an individual's development needs, which may help retain experienced and skilled employees who may otherwise leave for a perceived better quality of working life elsewhere.
These are just some of the ways you could use the tools, but you may well find other applications. Remember, because the tools have a Creative Commons License, you can take the tools or templates and adapt them to your requirements. If you do find or develop other applications, please let Alan Bradshaw, the developer, know. It would be great to share your insights with others!