Two weeks ago we posted a research-round up of studies examining the relationship between psychological flexibility and employees’ mental health and work-related functioning. Psychological flexibility, the general goal of ACT, has proven to be associated with a range of favorable outcomes in the workplace setting, particularly regarding worker’s well-being and effectiveness.
A new study published in the latest issue of Research in Human Development, “The Effectiveness of the Learning to BREATHE Program on Adolescent Emotion Regulation” (Metz, Frank, Reibel, Cantrell, Sanders, and Broderick, 2013), assessed the effectiveness of Learning to BREATHE (L2B), the mindfulness-based program for adolescent emotion regulation that is outlined in one of this summer’s most exciting new titles, Learning To BREATHE: A Mindfulness Curriculum for Adolescents to Cultiv
Psychological flexibility, the general goal of acceptance and commitment therapy (ACT), has been proven by a convincing body of evidence to be associated with a range of favorable outcomes in the workplace setting, particularly regarding worker’s well-being and effectiveness. Studies have repeatedly shown that ACT interventions yield significant improvements in general mental health, and have shown potential for improving work performance indicators such as potential for innovation, and numbers of sick days.
One of the key differences between cognitive behavioral therapy (CBT) and acceptance and commitment therapy (ACT) is that ACT does not seek to change the content, frequency, or intensity of people’s unwanted thoughts, feelings and sensations
Beyond mindfulness-based stress reduction (MBSR) there are various applications of mindfulness across therapeutic modalities, including the use of mindfulness as a core skill in dialectical behavior therapy (DBT), and as it is woven into the core processes of the acceptance and commitment therapy (ACT) hexaflex.