KNOWING YOUR LIMITS
- Self-care rest, food, etc.
You have the right to do what you need to do to provide basic care to yourself as well as the obligation to the group to provide that care, as much as possible, for yourself. Encourage and support you teammates to also take care of themselves. This may include rest, food, shelter, medical care, etc.
If you need self-care, let your team and supervisors know and enlist their support in doing so. It is often better to share that you are not ready to work than to proceed without this care and perform less well on the job.
- Personal limits on issue and content
You may have significant limitations with regarding specific issues due to trauma history, or values clash, or other personal experiences.
Many of us have personal vulnerabilities that do not restrict us from being "on" and valuable to a team or staff . Depending on the culture of your group, there should be a avenue to address these things. No one,
regardless of their credentials, can handle everything. Sharing vulnerabilities with your team and supervisors allows them to be more considerate when it comes to task assignment.
- Skill, training, and certification
Work within the limits of the laws, rules, and guidelines of your work environment. Work within the limits defined by your training and licensure or certification as well. Part of your responsibility as a team member is to familiarize yourself with the laws, rules, and guidelines that govern your role and position. This may enhance your effectiveness and sense of security on the job as well as adding to your ‘response-ability’ and protecting you against liability.
- Setting boundaries
Personal boundaries help you protect yourself from having your rights violated. There can be boundaries set in the function of your position on the job, or as a parent, or in other position of authority.
Keeping someone from insulting you or abusing you in any manner is an example of setting a personal boundary. If you tell someone that they cannot treat you a certain way you are demanding that they do not do this. This implies that you can do something to stop them. Without this power you cannot really make a demand that will stick. Be sure that adequate consequences are inplace or no boundary has been set.
In most businesses there are vertical structures. Power to set limits also comes from vertical responsibility. If you are a manager for example, understand what power you actually have to negotiate or set limits or give direction to those who work for you. If you are line staff, what power do you have to negotiate or to protect yourself. This may differ across work environments. Parenting power is inherent in the fact that you are the independent and your children are the dependents. This often makes it easy to set limits or negotiate with children. It is recommended to ask “what power do I have?” in any position so that you know what ground you are standing on.
