Clemson University Staff Senate

“Take it slow, and things will be just fine, you and I’ll just use a little patience”. -GnR

It’s astonishing how quickly the academic year flies by! Spring break is nearly upon us, and the 2024-2025 school year is rapidly approaching its conclusion. I began my tenure in the Ombuds Office at the start of this year and recently completed my probationary period and review. During this time, I’ve been eager to develop my skills as an Ombuds, dedicated to supporting everyone at the University. Like many, I entered this role with ambitious goals. I aspired to provide the same level of service and support as more experienced Ombuds. However, I soon realized that training and experience, both crucial components, cannot be acquired overnight. Initially, I experienced frustration when I had to defer to the expertise of others. I spent countless hours contemplating how to expedite my training to provide the full range of services our office offers. I even lost sleep reflecting on the counseling, mediation, and group discussion sessions I attended, searching for a ‘quick fix’ to gain substantial experience. The truth, as I’ve learned, is that there is no shortcut.

In our constant pursuit of self-improvement and goal achievement, it’s vital to remember the wisdom of St. Francis de Sales, who, in his book, An Introduction to the Devout Life, advises, “Have patience with all things, but chiefly have patience with yourself.” Cultivating patience is a gradual journey, requiring the development of specific skills and mindsets. How, then, can we slow down in our fast-paced world, allowing ourselves time to savor life, reflect, and grow?

Here are several strategies to aid you on your path:

1. Cultivate Mindfulness:
   • As I discussed with the Staff Senate in December, learning to “press pause” is essential. Mindfulness involves focusing on the present moment without judgment. This practice diminishes the tendency to dwell on the past or worry about the future, both of which fuel impatience. Becoming aware of the physical and emotional sensations that arise when impatience surfaces, and observing these feelings without reacting, can lessen their power (eMindful).
2. Shift Your Perspective:
   • View delays and obstacles as opportunities for reflection and learning. When faced with a frustrating situation and feelings of impatience, consider the root cause of your discomfort (BetterUp). Acknowledge that certain situations are beyond your control. Focus your energy on what you can influence and release the rest.
3. Focus on Emotional Intelligence:
   • Stress and anxiety can amplify impatience. Techniques such as exercise, relaxation, and adequate sleep can help regulate these emotions (Calm.com). Practice self-compassion when impatience arises, recognizing it as a common human experience.
4. Build Tolerance for Discomfort:
   • Practice patience through small, everyday opportunities. Patience is a skill, developed over time. Begin by embracing minor annoyances, such as traffic delays or waiting in line at the grocery store. Practice resisting the urge for immediate gratification to strengthen your ability to wait and persevere (Goodwall).
5. Enhance Interpersonal Skills:
   • Practice active listening, truly hearing others without interrupting or formulating your response. As we emphasize in our Conflict Management training, strive to understand perspectives from a shared foundation rather than imposing your own. Allow others ample time to express themselves without judgment or assumptions, focusing on their intended message. Pay attention to your body language and learn to manage your emotional responses.

By consistently implementing these strategies, we can gradually cultivate greater patience and enhance our overall well-being. Taking the time to appreciate life, live in the present, and extend grace to ourselves allows us the space and energy to achieve our goals. Let’s all embrace a little patience as we enjoy spring break and finish the school year with vigor!

Citations:

• BetterUp. (n.d.). How to be more patient: 8 tips to try. Retrieved from https://www.betterup.com/blog/how-to-be-more-patient
• Calm.com. (n.d.). Retrieved from https://www.calm.com/
• eMindful. (n.d.). Retrieved from https://emindful.com/
• Goodwall. (n.d.). Retrieved from https://www.goodwall.io/
• St. Francis de Sales. (n.d.). An introduction to the devout life.

What is the Ombuds Office?

The Ombuds Office is a confidential, independent, neutral, and informal space for staff to process concerns, get information, and develop options for how to move forward in a difficult situation. I can provide education, conflict coaching, mediation, and facilitation as well as referrals to other resources across Clemson. If you are unsure how to move forward in any way, I can help you work through it.

Michael Scott

Phone:  864-656-6353

Email:  mesctt@clemson.edu

Address:  135 Old Greenville Hwy, Ste. 203 (Next to Esso!)

*Save the date for upcoming training offered by the Ombuds:*

Cultivating Resilience

March 27, 2025 from 9:00 to 11:00

Virtually only, sign up here: 

https://clemson.bridgeapp.com/learner/training/5e898aea/sessions/5440/enroll

Introduction to Mediation

April 16, 2025 from 9:00 to 12:00

In person at University Facilities Center, sign up here:

https://clemson.bridgeapp.com/learner/training/648ef8d6/enroll

Giving Effective Feedback

June 20, 2025 from 9:00 to 10:30

Virtually only, sign up here: 

https://clemson.bridgeapp.com/learner/training/3bc50439/sessions/5493/enroll

At times, things are difficult at work, and there’s nothing we can do about it.  We might have a colleague we have asked to include us in meetings, and still they ignore and exclude us.  We might have a supervisor we have brought concerns to, and they don’t do anything in response.  Maybe we just have a job that is boring or isn’t exactly what we want to be doing, but this is the job we have.  There is so much at work that is stressful that is out of our control.  But what about what is in our control?

I mentioned in a recent Staff Senate meeting that I am taking a class in the Industrial and Organizational Psychology program, and this semester, I am in Survey to Occupational Health with Dr. Robert Sinclair.  Learning about the different theories and strategies for occupational health has been incredibly relevant and helpful in the work that I do.  In class, we have been talking a lot lately about the different models of work stress.  One of these models, created by A. B. Bakker and E. Demerouti (2007), is called the Job-Demands-Resources model, or JDR.  JDR says that our collective job demands create stress and strain, which can eventually lead to physical and mental health problems and negative outcomes for the organization.  For example, if we have to lift heavy things daily, we might experience muscle strain that could eventually become an injury.  On the mental health side, if we feel demeaned and bullied by a supervisor, we might experience daily shame, fear, and anger, which can lead to increased depression and anxiety.  Either of these could lead to turnover, absenteeism, and a less well workforce. 

At the same time, the JDR model says that our collective job resources motivate us, which can lead to positive organizational outcomes, such as productivity, profitability, and employee engagement.  Job resources include autonomy, feedback, support, and even tangibles such as adequate annual leave.  When we have sufficient resources, we feel more motivated to do the work we need to do, and the organization benefits.  These two, interconnected processes are detailed below. 

Many of our job demands and job resources are just parts of the gig.  We can bring up our concerns, and we can (and should) advocate for ourselves.  However, even if change occurs, it will come slowly.  In the meantime, the idea of job crafting lets us take action now by enhancing our job resources on our own.  Job crafting essentially says if we cannot get what we need from our jobs, can we find that resource elsewhere?  If we are not getting the support we need from our supervisor, maybe we can find a mentoring relationship elsewhere and seek support outside of the formal hierarchy.  If we do not have the autonomy we want, maybe we can take on a separate project or join a staff development program like CU Grow that allows us to direct some of our own work.  Job crafting begins by taking stock of what we have and what we don’t have and then brainstorming ways to get what we need.  Here are some ideas:

• Apply for a development program like CU Grow, Extension Emerging Leadership Institute, or CCIT’s Leadership Development Program.
• Run for Staff Senate, or if you already have, run for a leadership position.
• Find external trainings that could enhance your skills and knowledge.
• Find colleagues and mentors who are willing to share feedback with you.
• Connect with colleagues on a personal level.  Maybe go to lunch or after-hours events.
• Look for gaps in what your department does, and present a plan for how you could take on responsibilities to fill that gap.
• Volunteer to do something you haven’t done before, such as present in front of the whole division or author a report.

At some point, you might decide that the job you have is ultimately not the job you want.  But changing jobs is also not simple or quick.  While you have the job you have, take some time to craft it into what you want it to be.  In addition to strengthening your skills and engagement, job crafting increases your job satisfaction and overall happiness.  Craft away!

Bakker, A.B. and Demerouti, E. (2007), “The Job Demands‐Resources model: state of the art”, Journal of Managerial Psychology, Vol. 22 No. 3, pp. 309-328. https://doi.org/10.1108/02683940710733115