Its easy to say it's only a job. And the monetary compensation of a job is certainly a means to an end. If this is not enough and you are stressed by one-too-many seemingly perplexing and frustrating moments at work, consider these possibilities.

1. Make sure other areas of your life are fulfilling, e.g. family, social life, physical activity, spirituality, community, etc.

When things aren't going well in more than one area of your life it's like trying to balance on a tight rope while standing on one foot. Build up your satisfaction in other areas of your life, so you don't have to pick up that other foot and head for a fall.

2. Change the viewing or the doing. (Source of phrase: Bill O'Hanlon, Author of 'Do One Thing Different: Ten Simple Ways to Change Your Life.')

How can the situation be reframed or viewed so that you can live with it OR how can you DO something about the situation?

Not in the job that you want? What can you learn from it that you haven't noticed yet? Interview a colleague to get a perspective (change the viewing) OR find another assignment (change the doing).

3. No More Excuses.

If you find yourself saying, 'If only he/she/they/the company would _______,' determine what you are going to do if he/she/they/the company doesn't________.

4. Employ the Gandhi Method.

At some point we all have probably been on the receiving end of this old management tactic. We raise an issue only to get assigned the task to deal with it. But then, what is so bad about that? I say pre-empt those management tricksters and assign it to yourself, employing what I call the *Gandhi method.*

Be the change you want to see in the world. Mahatma Gandhi

5. Get It Taken Care Of.

If Point 4 isn't working, get that need met somewhere else. What I call a sideways approach, can work. If you can take all your focus off of the current hot spot, you create room for movement or new ideas. (Bonus tip: Dont get hung up on identifying the one-perfect step. Just take some step in the general right direction.) Examples:

Mary Schaefer

Mary has always been interested in how the human element plays out in what, and how, things get done in the workplace. Mary?s belief is that organizations are composed of unique human beings requiring individual attention in order to make the most of what they can contribute to an organization, and at the same time meet their own specific needs for meaningful work. She formed her company, Artemis Path, to help managers and employees see how they can get more from themselves and each other by working WITH what makes us human beings ? an unexpected resourcefulness and energy that can only come from a respectful and collaborative work environment.

Having started as a computer systems analyst, over time she noticed that she was more interested in how people reacted to changing job expectations and a changing work environment, how people reacted to learning new skills, and how to overcome the obstacles to that.

As she started pursuing a career in Human Resources and a Master?s in HR, Mary was chosen for several work assignments that allowed her to try out her vision for how people can be more positively engaged in the workplace. She took an active role in leading hundreds of survivors of corporate downsizing to see how they could make positive choices moving forward, rather than be overwhelmed by constant job insecurity.

While leading a manufacturing project team made up of several shop-floor employees, Mary worked with every person on her team on their skill-development needs. In just a few years, several were promoted and were able to significantly expand their career possibilities. Mary was recognized for this and more with a division-level award for being a ?champion of human potential?.

Mary eventually put her vision on the line once again, when she became an HR manager, receiving 2 promotions in her last 3 years in the corporate world. Not only did Mary fulfill basic HR tasks in serving her 550 constituents, she also initiated positive change in areas like ethics, and respectful behavior. In the area of performance management Mary developed an approach that helped give supervisors the confidence to deal with performance issues quickly, and actually make the discussions encouraging and positive.

After completing advanced coaching skills training, she struck out on her own to help organizations and their members to make use of training and interventions which help the organization make the best of their own ?human? resources.