Blooming Minds eMagazine Issue 13 by Blooming Minds Mental Health & Wellbeing

blooming minds MID 2019

issue 13

daniel.ink

TIPS TO BLOOM THIS WINTER

WHO WE ARE The Benefits & Risks of Personality Profiling in the Workplace

WHERE TO GET SUPPORT SERVICES BETTER ACCESS TO MENTAL HEALTH

THE TALKING CURE

OUR RESOURCES BLOOM! MENTAL HEALTH AND WELLBEING BY TASHA BROOMHALL

Available in paperback or ebook format. This book debunks some of the common misunderstandings around mental health and mental illness and provides practical strategies for you to use to support your own mental health as well as support those around you.

$22 INC GST

BLOOM! AT WORK! A MENTAL HEALTH GUIDE FOR LEADERS BY TASHA BROOMHALL

Available in paperback or ebook format. This book will provide knowledge about the relevance of mental health issues, a brief overview of common mental health issues and possible functional impacts and a range of proactive strategies and resources that may assist both the employee and the organisation.

$25.00 INC GST

A YEAR TO BLOOM – 52 WEEK JOURNAL BY TASHA BROOMHALL

Feeling stressed? Overwhelmed? In a funk? Need some support for your mental health? This guided 52 week journal will give you practical ideas and guidance to enhance your wellbeing through two strategies. Each week a new journal activity will encourage you to continue actively enhancing your mental health. You can choose from two different formats – a printed a5 journal or weekly emails delivered straight to your inbox.

LIVE CONSCIOUSLY AND BLOOM – SELF REFLECTION JOURNAL BY TASHA BROOMHALL

The personal reflections journal provides a guiding hand in reviewing your values. Based on these values you will then set daily intentions and cultivate your gratitude. Carrying out those two simple steps each day can make an incredible difference to your life.

$24.20 INC GST

$17.60 INC GST

Mental Health in the Workplace for Leaders, ONLINE COURSE This course delivers an overview of common mental health problems, reasonable adjustments, privacy requirements and balancing people needs with business needs. This course is delivered as four self-paced online assessed modules with individual assessment of learning. Each module has videos, recorded lessons, support notes and an assessment.

Workplace Mental Health & Wellbeing Campaign You can develop your organisation’s mental health culture through a targeted information program that includes integrated articles in your newsletter, informative posters, information on your intranet to develop awareness, and skills to recognise and respond to mental health issues in the workplace. The pack is designed around a 12-month campaign to raise mental health awareness in your organisation and focuses on building the individual resilience of your employees.

Let’s Talk About It Video Series Educational videos for your intranet about how to have appropriate workplace conversations in relation to mental health and wellbeing.

Workplace Information Pack This pack includes short guidelines suitable for inclusion on your intranet. Titles: • What is mental health and mental health problems • General impacts of mental health issues in the workplace • How to respond if you have concerns about a colleague or employee’s mental health • Strategies for managing mental health issues with an employee • Responding to an employee or colleague who may be at risk of suicide • Resources and supports for looking after your own mental health and wellbeing

OUR E-MAGAZINES N OV E M B E R 2 0 1 5

ISSUE 1

J A N UA RY 2 0 1 6

ARE YOU A HUMAN BEING OR A HUMAN DOING?

CREATING A CULTURE OF POSITIVE MENTAL HEALTH AND WELLBEING

DRIVING UNDER THE INFLUENCE OF... ATTENTIVENESS

IT’S TIME TO REFLECT

BY DRIVING CONSCIOUSLY YOU NOT ONLY MINIMISE ACCIDENTS BUT ALSO CAN HELP KEEP YOURSELF CALMER IN THE PROCESS

APRIL 2016

BEING CULTURALLY SMART IS THE NEXT BIG THING

AGEISM IN THE WORKPLACE

5 SIMPLE STEP TO ASSIST YOU IN ENHANCING YOUR MENTAL HEALTH AND WELLBEING

“OVER 25% OF AUSTRALIANS AGED OVER 50 EXPERIENCED SOME FORM OF PREJUDICE“ MAREE WHACK DETAILS 7 STRATEGIES TO REDUCE AGEISM IN THE WORKPLACE

ONE STEP AT A TIME WITH JULIE MEEK

APPRAISING PERFORMANCE

APPLYING THE 4 STAGES OF CHANGE TO CREATE THE RIGHT HABITS TO BETTER PERSONAL PERFORMANCE

O C TO B E R 2 0 1 6

CHEF SOPHIE BUDD’S RAW INDULGENCE

BRANT GARVEY

DEALING WITH THE STRESS OF PERFORMANCE MANAGEMENT REVIEWS WITH NARELLE DI TRENTO

I N T E R V I E W

RIO OLYMPICS BOUND ATHELETE TALKS ABOUT ATTITUDE AND RESILIENCE

HORTICULTURAL THERAPY

A MENTAL HEALTH STRATEGY MAP FOR ORGANISATIONS

RENEE GARDINER DISCUSSES NOURISHING THE MIND, BODY AND SPIRIT THROUGH GARDENING

INCLUDING: AWARENESS RAISING, SKILL BUILDING AND BEHAVIOURAL INTEGRATION

FINDING YOGA

QUIZ

SOPHIE BUDD’S

GROUP YOGA TO HELP YOU DEAL WITH MENTAL PAIN

ARE YOU STRESSED OR BLOOMING? A PERSONAL SURVEY TO “CHECK-IN” WITH YOURSELF

GROWING CHANGE

LETS TALK ABOUT IT

BY RENEE GARDINER

CONSTRUCTIVE MENTAL HEALTH

HAVING THAT IMPORTANT CONVERSATION ABOUT SOMEONES MENTAL HEALTH AND WELLBEING; BM DISCUSSES THE 3 VITAL ASPECTS

THE BUDDY SYSTEM

KHANH NGUYEN, THE GENERAL MANAGER AND DIRECTOR OF CIVCON, CIVIL AND PROJECT MANAGEMENT, EXPLAINS HOW A YOUNG AND RAPIDLY EXPANDING COMPANY IN THE CONSTRUCTION INDUSTRY IS ADDRESSING THE ISSUE OF EMPLOYEE MENTAL HEALTH AND WELLBEING.

PLUS...

RANDOM ACTS OF KINDNESS TO STRANGERS, LOVED ONES AND OURSELVES

ISSUE 4

A BLOOMING GREAT 2016

FOOD FOR THOUGHT: SNACK RIGHT WITH NUTRITIONIST AND DIETITIAN, JULIE MEEK

CHRISTMAS KINDNESS ADVENT CALENDAR

OVER 6000 LAUGHTER YOGA GROUPS AND CLUBS WORLDWIDE ARE PROVING LAUGHTER REALLY IS THE BEST MEDICINE

J U LY 2 0 1 6

HOW TO PROVIDE POSITIVE LEADERSHIP IN CHANGING TIMES

NICK MAISEY - BEFRIEND SHANNA CRISPIN- HI THERE GORGEOUS BETTY KITCHENER - MHFA ALICIA CURTIS - 100 WOMEN PETER SHARP & JAE WEST - THE LIBERATORS

SIMPLE MANGO MOUSSE

YOUR MENTAL HEALTH AND WELLBEING IS NO LAUGHING MATTER...OR IS IT?

ISSUE 3

LEADING POSITIVELY THROUGH CHANGE

ARTICLES AND INTERVIEWS WITH TASHA BROOMHALL

SO NOW THAT WE’RE ALMOST IN DECEMBER, HOW DO YOU FEEL ABOUT THE LIFE YOU HAVE LIVED THIS YEAR?

WE TALK TO AN INTERNATIONAL WORKPLACE RELATIONS EXECUTIVE, ANDREW DOUGLAS, WHO IS LEADING HIS ORGANISATION BY EXAMPLE

ISSUE 2

AGENTS OF CHANGE

FINDING 4 NURTURING AND NOURISHING THINGS THAT YOU CAN DO FOR YOURSELF EACH WEEK

MAKING REASONABLE ADJUSTMENTS IN THE WORKPLACE

JULIE MEEK

OVERCOMING BARRIERS @ WORK

SHOW SUPPORT AND MEET YOUR OBLIGATIONS AS LEADERS

BY PETER DHU

ISSUE 5

J A N UA RY 2 0 1 7

blooming minds

ISSUE 6

AM I OK?

AN IMPORTANT QUESTION TO ASK, NOT JUST DURING MENTAL HEALTH WEEK.

GETTING HELP A PERSONALISED WELLBEING PLAN

TO TELL OR NOT TO TELL ...

EMPLOYEE DISCLOSURE: YOUR RIGHTS AND RESONSIBILITIES

AUSTRALIAN WORKPLACE SURVIVAL GUIDE

COMMON ISSUES PEOPLE FROM CULTURALLY AND LINGUISTICALLY DIVERSE BACKGROUNDS EXPERIENCE IN AUSTRALIAN WORKPLACES

Q & A WITH BLUEBIRD

The Small Things A FAMILIES DEDICATION TO INCREASING SUICIDE AWARENESS

INTERVIEW WITH AMANDA STEPHENSON

POLICY & PROCEDURE CREATING A CULTURE OF POSITIVE MENTAL HEALTH

one day seminar

MENTAL ILLNESS in the workplace

WORKPLACE MENTAL HEALTH FOR LEADERS SEE PAGE 16 FOR DETAILS & REGISTRATION

HOW CAN WE REDUCE THE EFFECTS OF STRESS?

blooming minds Special Workplace Edition

CREATING A CULTURE OF POSITIVE MENTAL HEALTH & WELLBEING

OCTOBER 2018

ARE YOU A HUMAN BEING... OR A HUMAN DOING?

START WITH GOVERNANCE 13 REASONS WHY SUICIDE SHOULD NOT BE A TABOO TOPIC

DO WE NEED TO STOP TALKING ABOUT MENTAL ILLNESS?

SEPTEMBER 2018

PERTH ACTIVE DEPRESSION SUPPORT GROUP HOW TO MANAGE CUSTOMER COMPLAINTS AND STAY WELL YOU, ME, WE

NEURO MYTHS & HACKS MAKING REASONABLE ADJUSTMENTS IN THE WORKPLACE

FEBRUARY 2019

issue 12

issue 10

HAVE YOU GOT THE GUTS?

NEURO MYTHS & HACKS CURIOUSER & CURIOUSER

HOW MUCH POISON HAVE YOU DRUNK THIS YEAR? BORN TO SING MENTAL DEXTERITY &

An interview with Martin Meader; Writer and Choir Musical Director

THE OTHER F-WORD

WANT TO BLOOM IN 2019?

CYCLING WITHOUT AGE A HOLE IN HER GENES An interview with Dr. Jodie Fleming

Talking About Mental STUCK INTO SUBSTANCES?

HELPING THE HELPERS

An interview with Alanagh Godderidge, Coordinator of Sorrento Trishaw

Health Issues at Work… IS YOUR ORGANISATION MERELY TICKING THE MENTAL HEALTH BOXES?

LOOKING AFTER YOURSELF & OTHERS WHEN TEMPERS FLARE

WORKPLACE CONTINUUM OF MENTAL HEALTH & WELLBEING

WHAT TO DO NEXT

STEPS

HELP

YOU

BLOOM

NEED A FRIEND?

Photo: Cristi Goia on unsplash

ISSUE 13

EDITOR-IN-CHIEF:

Tasha Broomhall DEPUTY EDITOR

Janet Stevens WRITERS:

Tasha Broomhall Kelly Ho Julie Meek Michael Prince Barry Mannolini-Winwood RESEARCHER:

Kelly Ho

PHOTOGRAPHERS:

Craig Broomhall As labelled DESIGNER:

Craig Broomhall

Blooming MindsÂŠ 2019 All Rights Reserved. We encourage you to share the content of this e-magazine with others who you think may be interested. However to comply with copyright please ensure that information is only shared in its full form and with the credit given to the authors. The information, opinions, suggestions and ideas contained in this publication are based on the experience of the contributors and research information which is believed to be accurate but not infallible. All effort has been made to render this information free from error or omission. Whilst written and presented in good faith, Blooming Minds and the contributors assume no responsibility or liability for any loss or damage caused directly or indirectly from this information. The material cannot substitute for appropriate professional opinion, which would take into account individual factors, specific situations, environmental conditions or circumstances likely to influence actions taken or avoided at any time. Please be advised, this presentation provides general information only, and should not be seen as professional advice specific to any particular situation, problem or person. If you require assistance for mental health issues please contact your medical practitioner or call Lifeline on 13 11 14.

CONTENTS 6 TASHA’S UPDATE 8 DANIEL.INK 10 THE TALKING CURE 12 THE BENEFITS & RISKS OF PERSONALITY PROFILING IN THE WORKPLACE 14 TIPS TO BLOOM IN WINTER 15 TREATMENTS FOR MENTAL HEALTH PROBLEMS IN THE WORKPLACE 16 ORGANISATIONAL MENTAL HEALTH STRTERGY MAP 18 BETTER ACCESS TO MENTAL HEALTH CARE 20 THERAPY 22 ANXIETY AND DEPRESSION 24 WORKPLACE MENTAL HEALTH - SUPERVISERS’ & MANAGERS’ RESPONSIBILITIES 26 LISTEN LOUDLY 28 SUPPORT RESOURCES 30 MENTAL HEALTH RESOURCES 32 HOLDING TENSION IN LIFE-GIVING WAYS 34 GET PACKED - ORGANISING A HEALTHY LUNCH 36 SCROLLS 38 TESTIMONIALS

Photo: Daniel Hansen on unsplash

www.bloomingminds.com.au

TASHA’S UPDATE Horrific acts of violence against innocent people occur across the world every single day. We cry for the lives lost and their loved ones’ lives forever fragmented. We despair that this is not the world we want to raise our children in. Mass killings like this usually feel like they happen far away. We grieve and empathise but become engulfed in helplessness. Maybe that helplessness is enabled because of the sense of distance. That very helplessness prevents us from being mobilised into action to create change. While the shock we feel is somewhat magnified when terror occurs in our part of the world, such as the recent Christchurch attacks, the act of mass violence by a civilian against innocent people going about their day, is in itself no longer that surprising an act. Christchurch is one of many beautiful locations in New Zealand, a country brimming with stunning scenery, populated by innovative, kind, generous and welcoming people. When I was living in New Zealand and homesick, Christchurch reminded me of my home town. If such needless violence can assault peaceful Christchurch, then surely it can happen anywhere like where we live. Maybe that’s why this feels even more invasive and overwhelming than ever. We are fortunate to live in a country where, when it does happen, brave and committed first responders are mobilised into action and bear the burden of trying to protect us. But that is merely a reaction. Are we really willing to just wait for the next time we need them to react? While so many of us feel overwhelmed and helpless, we can’t allow ourselves to be shocked into numbness, because if we do, we will be simply waiting for the next massacre. What is our alternative? If you, like myself, are not a first responder, do not hold a position of significant influence, are not able to exert judicial

or political power, what can we do? In a press conference after the Christchurch attack, New Zealand Prime Minister Jacinda Ardern urged people not to engage with the propaganda shared by the terrorists, saying “We should not be giving any oxygen to this action and the violence behind it… make sure we do not share, spread… that message of hate…” This plea reminds us that amidst our anxiety those of us who feel compelled to seek answers should be cautious of what information we consume. When grappling with the shock of human inflicted trauma, we can easily get caught up in the media storm, but this will not prevent the next event. In fact, some experts believe that our desperation to try to understand the perpetrator gives them a larger audience for their ideas, which is exactly what they want. Terrorists, and (political, religious, social) extremists use fear as currency. They highlight the differences between us and others. They use our differences as a tool for challenging our perceptions of the equality and humanity of others. They prey on our common human need for connection. They try to connect us not in respect, but in fear. We must find ways to combat the animosity and separation. We cannot allow terror to permeate through our lives at an ever-increasing intensity. We can counter this by actively seeking to understand and build respect, empathy and connection with others. We can engage with broader groups of people, to find the things we have in common. Do you have a neighbour from a different background to you, who you can get to know better? What values, experiences and goals do you share? Can you take a moment to put down your device and talk to the person at the bus stop with whom you would usually avoid eye contact? Do you have a colleague with different political or social views who you can have lunch with, and sit, listen and try to understand their perspective – even if you don’t agree with it? Can you suspend judgement when you observe diversity, and instead be curious? Can you learn to appreciate differences, rather than be triggered by them?

The night of the Christchurch terror attacks, I listened to my children tell me about the Aboriginal elder who came to their school that day to share stories of the creation of the earth, the stars and how we are all connected to nature and each other. We talked about people we know who grew up with different beliefs, in different cultures, with different languages to us. And we talked about the things that we have in common. That we all care for our families. That we all want to live happy, healthy lives. That we care about our environment, and we value respect and compassion. We may look, sound, pray and even live very differently from people around us but we can’t let the differences separate us. If we do, the chasm which is created is a perfect breeding ground for fear, hatred and bigotry.

us to the point that we feel helpless and turn away from the discomfort, and as we do the feelings numb as the days pass. Or instead, we could choose to harness our outrage to motivate us into creating more connection and less division. It really is up to us. We have the power of influence over our own lives, our families, our workplaces and communities. We are not helpless. We have a choice.

After every one of these events we have a choice. A choice between allowing the despair to overwhelm

Want some more ideas for how to help yourself bloom? Watch here.

I hope you enjoy this edition, and as always, I’d love to hear your feedback and insights. Email me at info@bloomingminds.com.au May you bloom,

Tasha

“

UNLESS someone like you cares a whole awful lot, nothing is going to get better. It’s not. The Lorax DR. SEUSS

Photo: Guillaume Bourdages on unsplash

Daniel.Ink By Tasha Broomhall

hrough our work we meet many brilliant people living rich and diverse lives, while experiencing mental health problems. These people often share with us powerful insights into how they can manage their own mental health issues, and still live the varied roles and relationships which are important to them. In each magazine we will share some of these stories. Daniel Pavlovic didn’t have a dream to become a t-shirt designer, yet after screen printing a few of his own illustrations onto t-shirts, the requests from his friends for t-shirts of their own soon flowed in. From there his internationally recognised business was born. You may have seen Daniel’s very gorgeous designs under his brand Daniel.Ink.  He is a regular at many markets around Perth and also sells his t-shirts through his website. Daniel lives with Cerebral Palsy which affects the muscles in his legs and hands and impacts his mobility.  Daniel says that looking after his own mental wellbeing is a priority and credits his Dad, Ivan, as a business mentor who has helped to turn his art into a successful business. Ivan acknowledges that others often comment to him that they consider Daniel to be a positive engaging person, his determination to not be limited by Cerebral Palsy and his business success is inspirational. However, Ivan says, such commenters don’t always see the depth of effort Daniel invests into running a creative enterprise and overcoming some of the barriers he faces. Daniel describes himself as a much more positive person than negative, however has struggled with anxiety since his teens, something which he has been working through with a psychologist and other supports. He provides a powerful living example of how to acknowledge the anxiety that you might experience, but to not let it beat you. Daniel says he wants to be like his friends and that

he doesn’t like it when anxiety or Cerebral Palsy get in the way. He is a champion of trying. He works hard at recognising whatever barriers he might experience from living the independent life he chooses, and consistently trys to push through them. He now consciously chooses to face whatever barriers there are, and to incrementally challenge them. He remembers when he was so anxious that he didn’t want to be out of arms reach of his mum or dad. He approached this by one day at the markets deciding to move a few metres away from his dad, then moving a little bit further away, then a little bit further, then a little bit more until he was able to be more independent. He now says he’s happy to be a social butterfly and he’s not held back. He reports that the key things he does to manage his own mental wellbeing is physical exercise (he loves playing wheelchair basketball), hanging out with his friends and family, being able to sell his t-shirts at the markets and doing his art. Daniel is often invited to speak at events to share his story of being an entrepreneur who lives with disability. Initially he was very anxious at the idea of speaking in front of large groups. With considerable effort and using self-management strategies he has been able to overcome this and now enjoys the challenge. Daniel has a whole bag of different techniques he uses to manage anxiety so that it doesn’t stop him from living the life he wants. Daniel has a great philosophy about living a good life. He says he wishes people better understood mental health issues and weren’t as judgemental of people’s experiences. He says people often don’t understand what it is other people experience. People who haven’t experienced anxiety may not know what it is like. Yet he wants them to know that whatever barriers you face, with the right supports, and time to try different techniques, you can overcome them. Daniel is incredibly tenacious and witnessing the way he approaches life is energising. It incites hope in those around him. He says his goal is to be a comedian but that his friends have told him he’s not funny enough so he should stick with his art. I’m not sure if that will stop him, though. He doesn’t seem to be a person who lets any barriers stand in his way for too long.

Photos: Courtesy of Daniel Pavlovic

The Talking Cure By Tasha Broomhall

few years ago, during a challenging period in my life, I was talking to a loved one and mentioned that I was seeing a therapist. My loved one reacted with a grimace and said “Oh, I’d never do that. I prefer to deal with my problems myself!’ You may have heard many reasons as to why people don’t want to see a therapist; the cost, the perception that you need to be very unwell to need therapy, or the experience of seeing one therapist who, either due to personality or style, wasn’t a good match resulting in the person reasoning that ‘I tried therapy once and it didn’t work for me’. Most of us will, at some point in our lives, reach a stage where we recognise that the habits we have developed, the way we process information, and the way we interact or react to other people and events is not working for us. We realise that we are not achieving the results we would like and are possibly feeling very stuck or unsure of what else we can do. This can be a time when people seek psychological supports. A new book, The Talking Cure, explores how therapy can change your life. We chatted with one of the authors, Professor Gill Straker, to learn more about the benefits and processes of psychological therapy. Why is talking therapy important? If we look at babies and children, it is clear that we are wired for relationship and communication from the moment of birth. It is a natural way both to learn and to experience soothing and safety. We learn through communication with others and we are also soothed by the presence of another in real time and place. Talking also allows what is on the inside to be seen and heard by oneself and therefore facilitates a better understanding. It allows one to not be so caught up in oneself in an inner bubble so that one cannot see the wood for the trees. It also allows others a deeper understanding of our struggle and facilitates a new perspective. You talk in the book about ‘ordinary madness’. What does this mean and why is it important in the current social context? Another way of saying that we all are subject to ordinary or everyday madness is to state the truth that the only normal people are the ones you don’t know very well. Every human being has psychological struggles and every

human being defends against psychic pain and unpleasant emotions. Often our defences lead to inauthenticity, unhappiness with ourselves, and to relationship difficulties. These can be a sort of “ordinary madness”. We are all entitled to a modicum of eccentricity and difference and most of us in our lifetimes will struggle with perennial human issues like anxiety, low self-esteem, perfectionism, shyness, etc. We may appear highly functional in the outside world while feeling anguish and distress on the inside. The current social milieu stresses image management and how we look on the outside. It thus discourages us from recognising inner struggles and talking about them. Image management creates stress and a fear of seeking help. Thus, it is important to de-stigmatise our shared neuroses, to know that we share psychological issues with others and to be courageous about speaking up sooner and obtaining help. We are not alone in our problems and prevention is definitely better than cure. How do we overcome the barriers to people accessing talking therapies? The media has a big role to play in promoting knowledge and understanding. Social media has a big role to play in de-stigmatising helpseeking. The more high-profile people who speak out about their own difficulties and help-seeking the better. Work place environments can promote help-seeking and can also have programs for all employees on mental health and well being. In the work place it is important that the managers and people at the top take the lead and indicate that mental health is a concern for all. Managers can indicate that the work place culture that they wish to promote is one that takes mental health as a lifestyle choice into account. This will increase rather than decrease productivity as we are usually more motivated to work if we feel we are in a safe and caring environment which promotes team work and talking to one another. Your book explores themes around vulnerability, connection and self-reflection. Why are these so important? We are all vulnerable and more so when we hide this. The old adage that a problem shared is a problem halved contains much wisdom. When vulnerable, we may continue to function but the vulnerability will fester and

syphon off energy that could be used more creatively. It is not possible in life to be invulnerable albeit we can pretend to ourselves and to others that we are. This pretense comes at a cost to both to our own psychic fabric and to the social fabric. Ironically, sharing vulnerability makes us stronger and allows us to build resilience in connection with others. Loneliness and lack of connection is a very high-risk factor for anxiety, depression, and can even increase the likelihood of various physical ailments. Research is increasingly showing how toxic loneliness can be across all age ranges. Hence our focus on connection. Self-reflection allows one a space to be with oneself and to reconnect with oneself outside of excessive external stimulation. It allows one to take a different perspective without the pressure of being required to react to others or to the pressures in the environment. It allows one to press the re-set button and also to think about what one really wants and who one wants to be. Who is this book for? Anyone interested in gaining insight into how to improve relationships and work satisfaction. Anyone interested in knowing themselves more deeply and feeling more comfortable in their own skin. Anyone who is curious about how they, their friends and their families tick. Anyone who is curious about the process of psychotherapy.

• Going to movies and belonging to book clubs. • Spending time alone. • Pacing work and leisure. What do you wish our society knew about mental wellbeing? That mental health should be actively cultivated in the same way as we cultivate physical health. That the key issues in mental wellbeing are a sense of: • • • •

Connection Agency Meaning Contribution

Is there anything else you’d like to add? In a way, writing this book was an exercise in wellbeing for us both as through it we had connection not only with each other but the many friends and family members and professionals who supported us. It also gave us a sense of agency and meaning and we do hope that it makes some contribution to the wellbeing of others.

Professor Gill Straker is a highly experienced clinical professor in the School of Psychology at Sydney University and has published widely in the area of psychotherapy and psychology.

What do you hope people learn from the book? That we all have issues that trouble us. There is no stigma attached either to having issues or acknowledging them. That help is at hand and is much easier to embrace than you might imagine as psychotherapy draws upon our natural desire to relate and communicate. That psychotherapy is a particular kind of relationship that can facilitate a meta-perspective on how we co-construct relational difficulties.

Dr Jacqui Winship has more than twenty years of experience as a clinical psychologist, psychotherapist and supervisor.

That embracing mental well-being is a lifestyle choice as well as a remedy for more distressing problems like anxiety, depression, obsessional tendencies, perfectionism etc. How do you proactively support your own mental wellbeing? • By nourishing our relationships with both friends and family. • Regular exercise. Jacqui is a keen bike rider and Gill is a keen kayaker. • Meditation and mindfulness. • By seeking our own psychotherapy when we feel a need to do so. • By remaining in regular peer group consultation regarding our work.

If you’d like to purchase a copy of The Talking Cure, you can do so here:

https://www.panmacmillan.com.au/9781760781163/

If you’d like to win a copy of the Talking Cure, please post an image of your favourite form of selfcare on Facebook, Twitter or Instagram, tag Blooming Minds and use the hashtags: #AreYouBlooming and #TheTalkingCure

Photo: Alex Holyoake on unsplash

The Benefits & Risks of Personality Profiling in the Workplace

By Tasha Broomhall & Barry Mannolini-Winwood

any organisations invest significant time, money and energy into the personality profiling of their employees. The various models of personality profiling which are adopted frequently vary not only across organisations, but sometimes even between departments. The response to these tests can range from a seemingly ecstatic embrace of new profiling tools which help people to categorise both themselves and others, to a significant resistance to tools which some feel pigeonhole them in reductionist and possibly untrue ways. Many models have become very popular, yet few people stop to ask if they are based on scientific research. In commercialising the science, have the tools become so abstract that they no longer serve the scientific intent? Are they still useful? How confident are we that they aren’t creating unnecessary risk or causing harm? Profiling tools attract a lot of opinion both for and against their use but very few of these opinions cite peer-reviewed sources. Is opinion something we should invest such significant resources into? If we are relying on opinions, how do we moderate for risks? There is research which supports these tools being both useful and robust in experimental settings1, while other research raises concerns about both the use of arbitrary metrics2 and their uncritical application3. If the goal of personality testing is to get teams working more effectively together (through increased understanding of self and others), there is a strong argument that reductionist personality testing will do little towards that end. It is suggested that the dynamics of team effectiveness are a lot more complicated than simply a mix of poorly articulated personality profiles4. There is a difference between empirical scientific research and applied psychology. It is true that there may be value in using personality profiling tools to make ideas accessible for people in their understanding of self and others. If such tools are used as a way of helping people to understand patterns

of behaviours, motivating factors, to identify needs and to consider possible supports required, this can be positive. If it is remembered that the patterns identified by the artificial responses to a test don’t necessarily describe the individual; and if tools are used with their limitations in mind, they may in fact be useful. Where personality profiling tools become problematic is when they are used to identify positive and negative traits in a way which pigeonholes an individual’s behaviours or which inappropriately labels people. If people interpret the results as static, as a reflection of who they fundamentally are which can’t be changed, this may be limiting their own sense of agency for enacting change. Similarly, if we view others as somehow deficient or flawed because of their choice of (overly simplified) option(s) presented in a personality test, then we risk creating a limiting perception that bears no resemblance to the areas in which the individual actually needs assistance. If an organisation is working to create a positive psychological culture, then the use of profiling tools needs to be conducted in a way which meets these standards. The use and interpretation of assessments should be applied in a way that is psychologically and socially safe for the individual being assessed. Receiving feedback and assessment of strengths and areas for development can be a vulnerable process for employees, especially within the multi-layered politics of workplace relations. Any profiling tools should be used in a way that is socially safe for employees to both trust in the process and to be able to hear feedback in a way that they can then utilise it, rather than risk being overwhelmed by it. Sensitivity to how tools are used, by whom, who receives the analysis, how and by whom results are communicated, what follow-up supports are offered if the employee is troubled by the results, and how employees are encouraged to see the results as insights with supports offered for further development, are all important considerations. Many of the tools being used to measure personality may be based on scientific research and various

(sometimes contradictory) models, however they are rarely supported for non-experimental use. This is where problems in the validity of results occur. If a personality profiling tool has been scientifically validated, has it been assessed as reliable to be used in a workplace context? Conducting personality profiling in a workplace setting rarely meets the appropriate conditions for psychometric testing. If the testing fails to meet the appropriate standards, the risk is that interpretation and inference will be skewed by the interpreter’s personal biases. It is unlikely that the conclusions will be scientifically valid results. If personality profiling tools are to be used, protocols should be followed to enhance their use and minimise any risks: • Workplaces are often constituted of a diverse range of people. If a personality tool is being used and relied upon, organisations need to ensure it has been assessed for cultural, gender, generational, and neurodiversity biases. • Workplaces should ensure that it is being both administered and interpreted by someone with the appropriate qualifications and specific training to do so. • It should be conducted in appropriate testing conditions. In order to ascertain if the results provide a true reflection of the individual being assessed, confounding factors such as the social or vocational context in which it is applied must be considered. For example, if someone is assessed by a peer or

leader with whom they’ve had conflict; if a person is currently being performance managed; or if a person has been experiencing an unusually high level of situational distress. Many of the commonly used personality profiling tools assert that they are based on psychological research however the theories around personality are incredibly diverse. The use of personality profiling tools means we risk taking a micro view of what is a much more diverse and convoluted ecosystem. Personality is likely influenced by a multitude of biopsychosocial factors (including cultural constructs) across a person’s lifespan. The use of personality profiling tools may provide limited insights into self and others, if used with the caution that these are simple insights and not static assessments of capacity.

[1] Thorne, A. (2007). A Kick in the Pants for Personality Psychology. American Journal of Psychology, Summer [2] Blanton, H., & Jaccard, J. (2006). Arbitrary metrics in psychology. American Psychologist, 61(1), 27. [3] Theron, C. (2007). Confessions, scapegoats and flying pigs: Psychometric testing and the law. SA Journal of Industrial Psychology, 33(1), 102-117. [4] Mannix, E., & Neale, M. A. (2005). What differences make a difference? The promise and reality of diverse teams in organizations. Psychological science in the public interest, 6(2), 31-55.

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Tips to Bloom in Winter By Kelly Ho

s the days grow colder, we often curl up and hibernate inside warm buildings. In fact, trends in Google searches relating to mental health were found to be similar to trends in weather patterns1. We recently conducted a survey to ask for people’s ideas on how to proactively stay mentally healthy in winter. Many of their ideas are also supported by research.

Stay social Collectively, the survey respondents have stated that going out and socialising is a great way to keep yourself mentally healthy. If you prefer to stay inside, sitting on the couch with a good book by the heater and a hot meal might be more of your cup of tea. If it’s too cold or it’s pouring outside or even snowing, you can still maintain your social life by inviting your friends over for a movie night or to play games.

Stay mobile It is important to keep yourself moving! Exercising is a great way to stay positive in winter, but it can be hard to find the motivation. Try to find an activity that you enjoy and invite a few friends to join. Especially during the days where the sun is out, seize the opportunity to go out for a brisk 30-minute walk with some friends and family, or your dog if you have one. Exposing yourself to light can help lift your mood during the extended hours of darkness2.

Keeping Track Today, most phones have a preinstalled health tracker app but if yours doesn’t, don’t worry. There are lots of different apps to choose from to help your mental health bloom this winter. To keep track of all the lifestyle choices to stay mentally healthy, you easily can search and download any app of your choosing from the AppStore or the Google Play Store. You can set goals for anything health related, like how many steps you should take every day, or how many hours of sleep you should get each night.

[1] Ayers, J., Althouse, B., Allem, J., Rosenquist, J., & Ford, D. (2013). Seasonality in Seeking Mental Health Information on Google. American Journal of Preventive Medicine, 44(5), 520–525. https://doi. org/10.1016/j.amepre.2013.01.012 [2] The Best Ways to Beat a Winter Depression During the Darker Months (n.d.). Retrieved from https://www.sleepfoundation.org/ articles/how-moms-can-fight-seasonal-affective-disorder [3] Ways to feel happier in winter. (2016). Retrieved from https:// www.bupahealthierworkplaces.com.au/employee/ways-to-feelhappier-in-winter/

Stay healthy Along with the drop in temperature, colds and flus can also get in the way of both your physical and mental health. You should stay hydrated and stock up on healthy and delicious food. Keep a water bottle nearby and focus on eating foods that can boost your energy and help you get through the day. You can do this by swapping processed, junk food for highly nutritional food like vegetable stew or soup3. You should also try to maintain a regular sleep schedule, as the days grow shorter and shorter. Photo: Cole Keister on unsplash

Treatments for Mental Health Problems in the Workplace

By Tasha Broomhall

sychological therapies are

considered the cornerstone of treatment for mild to moderate anxiety and depression. Many organisations now provide access to Employee Assistance Programs (EAPs) for their employees. This is a valuable resource to make available not only in responding to mental health crises, but also as a preventative option. Organisations can facilitate this option by making appointments during work time accessible, and by providing information about other community resources that may be of use to employees who do not wish to access EAPs, or for those who have complex issues that may need to be treated elsewhere. The communication strategy around access to the EAP needs to rely not simply on information provided in inductions, newsletters and posters, but through personalisation of the services. One way to do this is for leaders to find opportunities throughout the year to discuss the benefits and

opportunities for using the EAP proactively as well as reactively. Leaders having the EAP name and number in their phone, and encouraging employees to do the same, can increase the social proof of the validity of the service when then recommending it to someone to use.

Lifestyle supports are recognised as important

for the prevention and treatment of mental health issues. In a workplace setting this can be supported by encouraging employees to access preventative and supportive lifestyle measures through workplace health and wellbeing programs.

Medical treatments are recommended for

moderate to severe anxiety and depression, as well as being a cornerstone of treatment for psychotic illnesses. In a workplace it is important to be aware of any possible side effects of medications that employees may be taking, if it is of relevance to their job roles. If an employee discloses a mental health issue, consider asking them about any treatments which may have an impact on their job performance. This is an edited extract from the book: BLOOM! AT WORK: A Mental Health Guide for Leaders

Organisational Mental Health Strategy Map CE N A RN E V

AW AR

B E H AVIO U RAL

RAISING ESS EN

By Tasha Broomhall

I D L I

INT

IO N

S KILL B

here are many ideas you can implement to develop a positive mental health culture in your organisation. This is not an exhaustive or a prescriptive list, but rather a collection of ideas that you need to assess for their merits in relation to your organisation, and action accordingly

Awareness Raising

Assessing and developing your organisation’s mental health literacy.

These are primary level interventions which ensure that your policies, procedures and systems enhance the mental wellbeing of your employees. They also serve to ensure that mental health issues are recognised and responded to appropriately, Governance Assessing your organisation’s mental health literacy balancing the individual’s needs with the and defining the organisation’s position on mental organisation’s needs. health in the workplace. These interventions ensure that your policies, procedures and systems enhance the mental wellbeing of your employees. Through these, you define the roles and responsibilities in relation to workplace mental health. These include prevention, identification of risk, relevant controls, and supports available to both leaders and all employees.

Skill Building

Building personal buoyancy, team values’ development and the capacity of people leaders to recognise and appropriately respond to mental health issues in the workplace. These primary and secondary level interventions focus on professional and personal skill development to ensure that all people leaders have

the skills to recognise and appropriately respond to mental health issues in your organisation. They also serve to encourage all employees to develop their individual buoyancy and proactively manage their own mental wellbeing.

Behavioural Integration

Integrating the increased mental health literacy into the culture of your workplace so it becomes “how we do things around here”. This includes tertiary level interventions designed to develop a culture of peer support to ensure that if and where issues do arise, your employees are able to appropriately support each other and engage with your EAP provider or with community resources. Actions speak louder than words. The overall goal of your organisation’s programs should be for your employees to integrate the information they learn into their daily practices. We want them to regularly use their new skills to look after their own mental health and wellbeing, and better respond to the needs of those around them.

Governance

• Information for specific groups (new parents/ carers/ culturally diverse/ LGBTIQ) • General Lunch and Learn sessions to raise awareness of mental health as part of overall health • Policies and procedures which are implemented and communicated • Communication about the EAP provider so people are familiar with it • Talk about mental health whenever you talk about physical health (e.g. Agenda items for OSH meetings)

Skill Development

• Training at induction that includes the importance of mental health and wellbeing and the details of your EAP provider and how to access it • Proactive stress management and resilience building training available for all staff • Specific training for leaders on their roles and responsibilities around mental health in the workplace • Specific training for leaders around creating positive workplace cultures • Specific training for leaders around positively managing change • General training for staff about how to have a conversation with someone that they are concerned about (how to provide support and encourage someone to get help while maintaining appropriate boundaries)

• Review relevant ISO Certification and Australian Standards for compliance in demonstrating competence and awareness • Development and maintenance of a risk register with the appropriate hierarchy of controls • Development and maintenance of a Mental Wellbeing Committee (that is resourced) • Review policies and procedures to consider the relevant inclusion of mental health and wellbeing Behavioural Integration in relation to health and safety, privacy, non• Support to refresh and implement skills learned discrimination, Code of Conduct, and values in training • Mentoring for managers who have ongoing issues supporting staff with mental health issues Awareness Raising • Videos and online learning to reinforce skills • Information to proactively develop positive that can be accessed at any time to refresh mental health and wellbeing knowledge and skills when planning actions • Information in your workplace available in • Ongoing support to talk through issues for various formats (on the intranet/ regularly in support and coaching as and when they arise. newsletters/ posters/ reference cards with info services) This is an edited extract from the book: BLOOM! AT WORK: A • General mental health awareness information Mental Health Guide for Leaders • Specific information on mental health issues Photo: you-x-ventures on unsplash

Better Access to Mental Health Care By Kelly Ho & Tasha Broomhall

ustralians who have been diagnosed by their doctor with a mental disorder are eligible to access up to ten individual or group therapy sessions with a registered psychologist per calendar year. The Mental Health Treatment Plan aims to provide greater access to psychologists and more affordable mental health support1. This plan can also help you keep track of your goals and inform you of the relevant treatment options you may need in order to make positive changes and growth in your mental health and wellbeing2. To get access, you must be referred by your GP who will first prepare a Mental Health Treatment Plan. You should book for a longer appointment with your GP to set this up. Let the receptionist know when you are booking that you need a double appointment. This can help your doctor set up a plan that works specifically for you as an individual, especially as everyone’s experience with mental health issues is different. Depending on the GP, yours might recommend a psychologist or they might not. If they do, you don’t have to go with their suggestion, and they will still write a referral to the psychologist of your choice. To find a psychologist in your area, you can search on www.psychology.org.au/Find-a-Psychologist The Mental Health Treatment Plan can help with treating a large variety of disorders such as: • • • • • • • • • • •

Alcohol use disorder Anxiety disorders Attention deficit disorder Bipolar disorder Conduct disorder Depression Drug use disorder Eating disorders Obsessive compulsive disorder Post-traumatic stress disorder Sleep problems3

Under this scheme, payment for your treatment can be made in a variety of ways. This is designed to help you pay for part of the cost of medical and psychological treatment fees. Some psychology practices will bulkbill and have your claim reimbursed into your bank account. If the psychologist cannot bulkbill, the following options are available: • Pay the full fee and use your receipt to claim a Medicare rebate. • If the psychologist agrees, you can pay the difference between the Medicare rebate and the total fee, then claim the rebate from Medicare to forward to your psychologist afterwards. This way you are only paying for a fraction of the fee at the time of your appointment. • If the psychologist agrees, you can claim the fee from Medicare using an unpaid account and then use that to pay the psychologist. If finances are a barrier to accessing psychological support, it is best to discuss this at the time of referral from your GP as they may be able to refer you to a psychologist who bulk bills. Alternatively speak to the psychology practice receptionist when you book your appointment to discuss upfront the payment options.

1 Health Direct. (n.d.). Mental health care plan. Retrieved from https://www.healthdirect.gov.au/mental-health-careplan 2 Beyond Blue. (n.d.). Getting support – how much does it cost?. Retrieved from https://www.beyondblue.org.au/getsupport/who-can-assist/getting-support-how-much-does-itcost 3 Australian Psychological Society. (n.d.). Better Access to Mental Health Care initiative under Medicare. Retrieved from https://www.psychology.org.au/for-the-public/ Medicare-rebates-psychological-services/Medicare-FAQsfor-the-public

Photos: Ricardo Cruz on unsplash

therapy By Tasha Broomhall

ccess to psychological treatment is often recommended as the most effective treatment for mild to moderate anxiety and depression, and as cotreatment (with medical treatments) for more severe mental health problems. Access to psychological treatments, however, can be limited in a variety of ways.

support from a therapist, or wholly self-directed therapy using automated programs.

There are, however, some potential limitations to iCBT. Access to iCBT may be difficult for people without stable and private internet access4. There may also be issues with iCBT programs being developed for a narrow demographic. For wide uses of such programs cultural competence needs to be built in at the design stage. The privacy of being able to go One such limitation is the lack of trained practitioners to a weekly session with your therapist can mean that a person without cultural support to seek help to meet community needs1. Australia is a large country with a population that is located primarily on may choose not to disclose that they are getting help. However, if they are required to watch lessons online, the coast. For populations based in rural or remote participate in homework and receive telephone locations there is at times limited access to in-person calls, for example from the therapist, as part of an psychological treatment2. Recent research indicates iCBT program, this may be difficult to do without that another limitation to accessing psychological inadvertent disclosure to anyone they live with. The treatment is the concentration of psychological literacy level that the iCBT programs require may services (including those which are accessible in itself be exclusive for adults who do not meet this through government funding initiatives) in sociolevel[1]. Possible limitations to the application of economically affluent areas3. As such, financial iCBT include cultural and generational barriers (in capacity is another barrier for many who might wish terms of language and cultural appropriateness, as to access psychological treatment. well as confidence with accessing support through technology). There are many psychological treatment approaches with Cognitive Behavioural Therapy (CBT) which have been the focus of much research and support. Many studies now support internet-based cognitive behavioural therapy (iCBT)4. Online therapy and 1. Williams, C., & Martinez, R. (2008). Increasing Access to CBT: specific mental wellbeing applications are increasing Stepped Care and CBT Self-Help Models in Practice, 675. in prominence and could help to overcome some of 2. Kitchener, B., Jorm, T., & Kelly, C. (2017). Mental health first aid the geographical and financial barriers to access. manual (4th ed.). Melbourne: Mental Health First Aid Australia.

There are a variety of formats which seem to be effective for accessing online treatment. For example, speaking with a therapist via Skype etc, independently working through online lessons, participating in homework activities, receiving ongoing email

3. Crome, E., & Baillie, A. J. (2016). Better Access and equitable access to clinical psychology services: what do we need to know? The Medical Journal of Australia, 204(9), 341-343. 4. Du, E. (2017). Factors that impact on the usability of computerised cognitive behavioural therapy (CCBT): mixed methods studies. In: University of Edinburgh.

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Anxiety and Depression By Tasha Broomhall

nxiety and depression can have a big impact on an employeeâ&#x20AC;&#x2122;s attendance, performance and productivity at work. Being able to recognise possible symptoms is an important skill for all people leaders.

Anxiety

Depression

Anxiety is a normal reaction to stress and can actually be beneficial in some situations. For some people, however, anxiety can become excessive. While the person experiencing it may realise that their anxiety is too much, they may also have difficulty controlling it and it may negatively affect their day‐to‐day living.

Depression is a common mental health problem, characterised by sadness, loss of interest or pleasure, feelings of guilt or low self‐worth, disturbed sleep or appetite, and feelings of tiredness and poor concentration. It can be long lasting or recurrent, and can substantially impair a person’s ability to function at work or cope with daily life.

Possible symptoms: HEART – pounding, rapid heartbeat, chest pain BREATH – rapid, shallow, shortness HEAD – dizzy, headache STOMACH – pain, nausea, vomiting, diarrhoea BODY – numbness, sweating, aching, tingling, choking, restlessness, tremors Avoidance of situations Obsessive or compulsive behaviour Distress in social situations Increased use of substances Unrealistic or excessive fear or worry Mind racing or blank Decreased concentration and memory Indecisive, irritable, impatient, angry, confused Disturbed sleep Possible impacts on functioning What are some of the signs or indicators that an employee may be experiencing heightened anxiety?: • Being unusually irritable or uneasy with colleagues and management • Excessively worrying about work in areas such as the workload, deadlines and quality of work • Having difficulty concentrating on work tasks • Developing elaborate plans to avoid certain work tasks • Having an anxiety attack with physical symptoms such as heart palpitations, sweating, shortness of breath, hyperventilation, trembling or shaking (do not discount the fact that these symptoms in a person may also relate to heart problems or other serious health conditions) • An inability to carry out work tasks that are considered reasonable and achievable • Being unusually ‘on edge’ and restless

Possible symptoms Experiencing five of these symptoms every day for two weeks with at least one of the first two: • Depressed mood, most of the day, nearly every day (sad, empty, hopeless, tearful) • Diminished interest or pleasure in all (or almost all) activities • Significant weight change (not through dieting) • Significant sleep disturbance • Physical changes like restlessness or slower movements (enough to be obvious to others) • Loss of energy/lethargy • Feelings of worthlessness or inappropriate guilt • Reduced concentration, indecisiveness • Thoughts of death and/or suicide What are some of the signs or indicators that a worker may have a depressive disorder?: • Finding it difficult to concentrate on tasks • Turning up late for work • Feeling tired and fatigued • Getting easily angry and frustrated with tasks or people • Avoiding being around work colleagues (e.g. sitting by themselves at lunchtime) • Finding it difficult to meet reasonable deadlines • Finding it hard to accept constructive feedback • Finding it difficult to manage multiple tasks or demands • Drinking more alcohol to cope with other symptoms of depression • Feeling more vulnerable to stress and anxiety • Making statements of self‐worthlessness (e.g. I’m a failure, I’m useless, I can’t do the job) • Unusually high absenteeism This is an edited extract from the book: BLOOM! AT WORK: A Mental Health Guide for Leaders

Photo Credits: By Peta Photography www.bypeta.com Photo: Eberhard Grossgaseiger on unsplash

WORKPLACE MENTAL HEALTH SUPERVISORS’ AND MANAGERS’

respo

Photo: unsplash

PREVENTATIVE

Remove/ minimise any risks that are identified in job roles/ environments/ workplace cultures

RESPONSIVE

Respond appropriately to current stress levels and minimise risks Respond to any functional impacts respectfully and appropriately with reasonable adjustments to meet the employee’s and the organisation’s needs Ensure disclosure is discussed with the employee and dealt with respectfully and on a need-to-know basis

person is experiencing mental health issues, then the supervisors need to be conscious of only disclosing this information on a need-to-know basis. They may choose to forward the information up the supervisory chain (i.e. to their own manager) and to their Human Resources’ staff, however they have to be very cautious not to disclose it to others who do not have any responsibility in the situation. This is true even when reasonable adjustments are made to support the employee. The adjustments may be visible and obvious to the employee’s colleagues so the supervisor needs to work with the employee to determine a communication strategy that the employee is comfortable with in terms of what is disclosed to colleagues.

RETURN TO WORK

Design reasonable adjustments to support the employee to return to work and to support others in the team Again, ensure disclosure is discussed and dealt with respectfully and on a need-to-know basis

Privacy and Confidentiality

Supervisors and managers need to understand their obligations around privacy and confidentiality. If an employee discloses, or a manager suspects that a

Reasonable Adjustments

Supervisors and managers need to have a broad understanding of the most common mental health issues and their possible functional impacts so that when they identify these impacts, they will be able to meet their obligation to implement reasonable adjustments where possible. When designing reasonable adjustments, it is imperative that the view is taken to balance the organisation’s operational needs (including possible impacts on other employees) with the specific needs of the employee.

onsibilities By Tasha Broomhall

This simple model can assist in designing and implementing reasonable adjustments:

Design

Analyse (the core requirements of the job – e.g. key tasks, workflow issues, seasonal variations, KPI’s, location/work area issues, etc.)

Assess (the employee’s functional capacity against these core requirements using multiple sources of information – the individual, their supervisors, work output measurements, observations, etc.) Iden tify (possible reasonable adjustments to accommodate for the functional impacts)

Follow up and follow through

It is a good idea to start with a trial period and assess from there if the adjustments can or need to become permanent. Some examples of adjustments: • Allow telephone calls during work hours to doctor/ counsellor/ other supports, and provide a private place to do so • Flexibility with work schedule – hours/ start time/ work from home/ change of duties • Take minutes at all meetings and record expectations to assist with memory and concentration issues • Don’t force people to attend social events if this is an issue for them

Articulate

The identified adjustments may require approval and discussion with HR/ senior management. Articulate the process and decisions to the employee as you progress through the process. Determine with the employee how any visible adjustments will be articulated to other employees.

Document

Keep a record of the process; the determined adjustments, the time frame for trial and review, KPI’s for review, and how the adjustments are being articulated to others.

Adjustments need to be individually designed. There are some great resources to assist with this process: http://returntowork.workplace‐mentalhealth.net.au/ www.jobaccess.gov.au www.askjan.org This is an edited extract from the book: BLOOM! AT WORK: A Mental Health Guide for Leaders

Listen Loudly By Tasha Broomhall

ave you ever told someone about a problem you are having, or shared about a difficult experience, and they jump in and tell you exactly what you should do to fix it? Maybe they lecture you about how you should look for the good in the negativity? How does that make you feel? Unheard? Unimportant? Stupid? Because surely if it was as simple as clicking your fingers and applying their solution, or reframing it as they suggest, then you would’ve already figured that our yourself, right? When a friend, colleague or loved one shares a problem with us, many of us jump in with solutions or look for silver linings. Hearing someone’s bad news and seeing their reaction may feel distressing and uncomfortable. We want to reassure them. It’s tempting to want to make them feel better about the situation so we might try to rush them to a resolution; we want to tell them it’ll be ok; that this is an opportunity in disguise. This can risk the person not feeling heard; their reaction not being validated. In doing so, we risk disconnecting with them at a time when they may need our support the most. Before opportunities can be seen to arise out of a challenging situation, there are many emotions to be processed, possibly; grief, anxiety, panic, worry, or distress.

Photo: Shutterstock

If a person does share information with us about what they’re experiencing, how we listen and offer support is critical. To help support someone, instead of glossing over their emotional reaction or rushing them towards feeling positive, this simple four-step process can help us to communicate more effectively:

1. ACKNOWLEDGE We need to acknowledge that their reaction (fear, sadness, rejection, etc.) is real for them. Acknowledge that their reaction is true and valid. Hear it. Don’t try to tell them they’re over-reacting or that it’s not that bad. You can’t control how someone else feels.

2. EXPRESS EMPATHY Express empathy for their feelings. Tell them you are sorry for their distress; or sorry that they are sad; that you are sorry they are feeling overwhelmed. You are not telling them they are right or wrong for how they feel, simply empathising that how they feel is real for them and therefore important.

3. EXPLORE OPTIONS Allow them time to explore the options which suit them. Encourage them not to make rash decisions straight away however some pragmatics might be worth considering. Some people will need support

with the pragmatics of what to do immediately. When they are ready to explore their options for moving forward, hold that space with them and discuss a range of possibilities. Consider the pros and cons of each option. If they are struggling to identify any for themselves, consider offering three options you can identify and see what, if anything, resonates for them.

4. PLAN FOR ACTION When they are ready to test some of the options, plan for action with them. They may or may not need your support with this. Engage as appropriate for the boundaries of your relationship, respecting their decisions. This approach is about being respectful and acknowledging the individual; allowing them to go through the emotions they are feeling and to work through their options in their own time and way, whilst offering support where you can. Our goal is to connect with people and connect them with supports. When we listen to people our goal is to listen and validate that what they’re experiencing is real for them, and to do with them, not do to them.

WHAT TO DO NEXT If the employee does open up and talk to you about what is happening with their mental health, your goal ought not be to counsel them or offer advice of what you think they need to do. Your goal needs to be to connect with them, show compassion and

empathy, and guide them towards support. Asking the employee the following questions may help you with this: • Does anyone else know how you are feeling? • Are you currently getting any support or help with this? • Have you thought of what might be helpful for you? • Is there anything that you can think of that I can do to help? Your role is to engage with the employee, support them to make reasonable adjustments within the workplace and to seek other supports as necessary. Your role is not to provide all of that support yourself. You need to confidently set clear boundaries around the support you can provide, and encourage them to seek help from internal services and external supports as required. If you provide the names and contact details of these services they are more likely to engage with them, so do so with confidence. For example, if you have your EAP’s details in your mobile phone you can then very easily provide the phone number to the employee. By having the number in your phone at the ready this way, it can serve to validate the EAP as a valuable service in the employee’s mind. This is an edited extract from the book: BLOOM! AT WORK: A Mental Health Guide for Leaders

Support Resources By Tasha Broomhall

f you are concerned about the mental wellbeing of an employee, where can you encourage them to access support? Your organisation’s Employee Assistance Program (EAP). Employees can sometimes feel that an EAP can only be accessed in extreme circumstances, however it is important to seek support early and the EAP can be a great place to do this.

your local mental health crisis line internationally): • Mental Health Emergency Response Line (WA): 1300 555 788 • Suicide Call Back Service (national): 1300 659 467 • Lifeline (national): 13 11 14

As the ‘helper’ it is important that you keep your own life jacket on. You need to stay conscious about your own GP (an excellent first ‘port of call’. If you mental health and wellbeing. It can are not sure how to find a GP that has be challenging to provide support good mental health literacy, call your to an employee who is experiencing GP practice and ask which of their distress. It can be draining on your doctors specialise in mental health). emotional energy and can possibly Encourage the employee to make a raise issues about your own mental double appointment so that they have wellbeing that you’ve been ignoring. time to talk through their concerns. Monitor yourself, and if you’re feeling affected then find someone who can See a community psychologist for give you support. either yourself (to get advice of how to help and to get support for any Ensure that you don’t breach the impact helping has had on you) or privacy of the employee you have the person concerned (you can get a been supporting. Avoid seeking referral through your GP with Medicare support from one of their peers rebates). instead seek support from someone higher up the chain of command, For general information and from your HR team or from your EAP resources, see pages 30-31. provider. If at any point you have concerns about an employee’s immediate safety or risk of suicide you should seek urgent crisis support. Contact your organisation’s Human Resource specialists and where available, your EAP for support and guidance. In an emergency (in Australia, or

This is an edited extract from the book: BLOOM! AT WORK: A Mental Health Guide for Leaders

Mental Health Resources

By Kelly Ho & Tasha Broomhall

ant to learn more about mental health and wellbeing but not sure where to start? There are a range of evidenceinformed information and support services available. Check out the following: Head to health https://headtohealth.gov.au/ Head to Health is great if you are seeking advice, but you have no idea where to start, or if you are looking for recommended mental health resources which can give you detailed information. The online feature ‘Sam the Chatbot’ can guide you to relevant services and provide you with information about them. Beyond Blue https://www.beyondblue.org.au/ Beyond Blue has a Check-In app which provides information and advice on how you should approach a friend in need of mental health support. It helps you plan where to have the conversation, what you can talk about and how you can provide support to the person you care about. This app is ideal for anyone who wants to help but is afraid of making things worse or doesn’t know how to start the conversation. Black Dog Institute https://www.blackdoginstitute.org.au/ The Black Dog Institute focuses on helping others understand, prevent, and treat mental health issues. They aim to educate the world so mental health issues are acknowledged and treated with the same amount of concern given to physical illnesses. They released an app called Snapshot which enables people to monitor their mental

health and the lifestyle factors impacting their wellbeing. It gives general advice based on the user’s responses and offers recommendations on how to seek support. HelpingMinds (08) 9427 7100 or https://helpingminds.org. au/ Caring for a family member or friend with a mental health issue can be confusing, frightening, exhausting and isolating. No matter how well-meaning, sometimes your friends and family may not know how to support you, however you do not have to go through it alone. HelpingMinds is only a phone call away, offering a range of free, professional and confidential counselling and support programs. Their dedicated team of counsellors, social workers, psychologists and peer support workers are available to share their expertise and their own experience of what it is like to care for someone with a mental health issue. Adults HelpingMinds offers a range of free, professional and confidential counselling and support programs to adults who have a friend or family member who is affected by a mental health issue or who are at risk of developing a mental health issue themselves. Children and Youth HelpingMinds offers a range of free, professional and confidential counselling and support programs to children and youth aged 8-18 years who have a friend or family member who is affected by a mental health issue or who are at risk of developing a mental health issue themselves.

MIFWA (08) 9237 8900 or https://www.mifwa.org.au/ The Mental Illness Fellowship of WA provides a range of support services to people diagnosed with a mental health issue and their carers and families. Services include: • • • • • • •

A Telephone Information & Referral Service A Recovery Rehabilitation Program for adults with a mental health issue; Lorikeet Centre Rehabilitation Program Carer Services; Carer Respite and Well Ways Carers’ Education Program Youth Services; Early Intervention Recovery Program (EIRP) Family Services; Family Support Program & Parent Peer Support Program Support for Smokers with a mental health issue; Tobacco Free Program Individualised Support for Community Living

Mindspot https://mindspot.org.au/ The MindSpot Clinic is a free telephone and online service for Australian adults troubled by symptoms of anxiety or depression. The Wellbeing Course uses the principles of Cognitive Behaviour Therapy (CBT) to teach adults how to manage the symptoms. Suicide Call Back Service 1300 659 467 or https://www.suicidecallbackservice.org.au/ Suicide Call Back Service provides free phone, video & online counselling for anyone affected by suicide. This service supports individuals who are at risk of suicide, those worried about someone else, and those bereaved by suicide.

Photo: Jessica Knowlden on unsplash

Holding Tension in Life-Giving Ways By Michael Prince

We regard ‘tension’ as a condition to be relieved, not an energy to hold in our hearts. … The genius of the human heart lies in its capacity to use these tensions to generate insight, energy and new life. Parker Palmer When faced with a tension… we all have a choice. We can react out of habit, reflex, or stress, or we can respond with calmness that allows us to hold the tension in a generative way. Shelly France – The Courage Way Photo: Cristian Newman on unsplash

hat’s your default attitude to feeling tension or stress in your life?

Are your current responses to uncertainty, tension or stress life-giving, life-depleting or life-destroying? How might learning to hold tension in more lifegiving ways help you engage more fruitfully with the inevitable uncertainties and pressures of life and work? I find it useful to view myself as a ‘recovering control freak’ on a never-ending journey; learning to live with fluctuating levels of anxiety as I react or respond to the planned and unplanned events of life. Some years ago, the phrase ‘holding tension in lifegiving ways’ from the Quaker educator, Parker Palmer, caught my attention. It was new language for me and I’ve been exploring ever since. While no silver bullet, it’s made a big difference. It’s SHIFTED MY THINKING & PRACTICE in tangible ways. As I share some of this with you, I invite you to compare this with your experience. INSIGHT 1: For much of my life, I’ve unconsciously considered feelings of tension or stress as ‘bad’, a weakness to be feared, managed, minimized and preferably eliminated. The inevitable step was concluding something is wrong with me if I can’t control such feelings. While I no longer accept this as true, it remains a strongly conditioned pattern that’s easily triggered. INSIGHT 2: This language of holding tension in life-giving ways helps me reclaim the truth that there is NOTHING wrong with me or with experiencing tension or stress. Indeed, experiencing fluctuating tension is a natural, inevitable part of being alive.

holding tension in life-giving ways. It goes like this: I sit quietly and focus on breathing slowly and deeply; noticing it move in and out. Then I notice my: Thoughts: letting them pass by without getting attached, I allow my inner chatter to slow and settle. Body: I scan slowly from feet to head, observing where there’s tension. Emotions: feelings linked with the physical tension. I don’t do anything, just observe and keep breathing slowly. I sit with any discomfort I’m feeling. Next, I gently return to my thoughts to the possible triggers that may be the source of the tension I feel. I try not to jump quickly to identify a single cause for my discomfort. I sift possible triggers as they come to my mind, waiting for the trigger of most concern to surface. Sometimes this happens quickly, at other times, I have to wait. Clarity about the source usually brings with it a next step, along with a greater sense of calm. Whether or not clarity emerges, the severity of the tension is almost always reduced. Mastering this practice takes time, and I’m learning to trust the process, to trust myself. Learning to be more comfortable sitting with discomfort, and learning that tension won’t kill me but listening to it can transform me.

INSIGHT 3: Since tension is not optional, I’ve found it useful to practice noticing how I think about and react to tension points in my life. Do I hold tension in ways which enable me OR trigger me? This helps me realise I don’t have to react habitually; I can choose my response. As I get better at noticing, I gain important insights about myself and find more fruitful ways to relate to myself and others. INSIGHT 4: I’m strengthening an inner practice of

Photo courtesy of Michael Prince Michael Prince is a coach, speaker and facilitator who is passionate about Courage Work: Unlocking courageous, wholehearted leadership. He creates safe, trustworthy spaces for people to reconnect “soul with role”; who they are with what they do.

GET PACKED

Organising a healthy lunch By Julie Meek

A nutritionist and dietitian, Julie Meek is one of the most respected sports’ dietitians in Australia with over 15 years’ experience in public, sports’ and corporate nutrition. www.juliemeek.com.au

Photo: Courtesy of Julie Meek

egardless of how old you are, it only takes a moment to remember what it was like to go through the routine of getting ready for school. A big part of that process was packing your lunchbox because if you accidently forgot that (which I did on occasion) then your day was definitely below par. As a kid it was pretty tough to maintain those energy levels on little or no food and it’s really no different as an adult.

and choose wholegrain, wholemeal or chia seed enriched for a boost of fibre. No need to spread with butter or margarine. Tasty healthy fillings include; lean ham with sliced tomato and reduced fat cheese; smoked salmon and low fat cream cheese, sliced chicken with salad leaves and a light spread of low fat mayonnaise; grated reduced fat cheese topped with baby spinach leaves; sliced turkey breast topped with avocado; or tuna mixed with low fat mayonnaise, finely diced red onion and flat leaf parsley.

Quite often, when I am educating workplaces and their teams on how to choose healthy food and giving them tips on managing their energy levels, organisation and thinking ahead are some of the key components. For this to happen like a well-oiled machine, there are a couple of logistical steps to take the night before.

2. If a sandwich doesn’t appeal, try a big, colourful salad with leaves, cherry tomatoes, cucumber, crunchy sprouts and sliced red capsicum topped with an egg, or a small tin of tuna, or a tin of 4 bean mix and a slice of grainy bread. Make the salad the night before and add the protein and bread at lunchtime.

Have one or several containers that you can use to store your lunch and snacks. You will also need a bag that is big enough to carry your food to work. It doesn’t need to be huge. When you are choosing a meal to cook for dinner, double the recipe and instantly you have lunch for the next day plus some extra to store in the freezer for later. Everyone loves leftovers! When you are preparing your salad or vegetables for your evening meal, have a container at the ready and just make an extra serve for the next day. Pack your workbag before you go to bed leaving minimal preparation for the morning when you are rushing around getting ready and dramatically reduce your stress levels. Simple Lunch Ideas to Bring to Work 1. The Simple Sandwich – No-one likes a soggy sandwich! To avoid an unappetising lunch, simply store the sandwich ingredients in a separate container to the bread and assemble when you are ready. Use a mixture of breads such as sliced, rolls or wraps

3. Anything left? – If you loved your dinner the night before there is nothing better than enjoying it again the next day. Just make sure that you have some protein in the form of meat, chicken or fish, some carbohydrate like rice or pasta and some vegetables or salad. Cooking an extra portion the night before is an easy and cost effective way of ensuring your lunch is organised. 4. Something hot – Do you enjoy soup or a hot lunch that can be quickly whipped up in the office kitchen? Then why not try: • Home-made or prepared soups (without added cream or salt) plus a wholegrain roll • A small tin of baked beans (or any other tinned legume) or a small tin of tuna combined with a single serve pouch of brown rice or noodles (90 seconds in the microwave) and your favourite frozen vegetable. • A couple of slices of wholegrain toast topped with a handful of baby spinach leaves and a small tin of baked beans. If you start to think about getting ready for your workday just like a school day way back when, your food and energy levels will be on track for the day and you will save money and precious time.

SCROLLS By Julie Meek

INGREDIENTS

(makes approx. 10-12 pieces) 2 cups self-raising flour 1 cup natural yoghurt

METHOD

Place both ingredients into a medium sized mixing bowl and, using a butter knife, mix until dough comes together.  If the dough seems a little dry add a small amount of extra yoghurt but be conservative as too much will make the dough too wet and sticky. Flour a pastry sheet or large chopping board and knead the ball of dough until smooth (this shouldn’t take too long and be careful not to overdo it). Using a heavy rolling pin, roll the dough into a rectangular shape approximately 50cm by 30cm.  This is the basic dough and now you can decide what you are going to put in your scroll.

COMBO’S

You can choose from any of the following combinations or make up your own (and then let me know!): Pizza – spread the dough with ½ cup of your favourite pasta sauce and top with 1 cup grated cheese. Cheeseymite – spread the dough with vegemite to taste (more is better for the flavour even if you are not a fan like me) and top with 1 cup grated cheese. Strawberry and Ricotta – spread the dough with ¾ cup ricotta and top with 10 thinly sliced, washed and hulled strawberries. Bolognaise – spread the dough with ¾ cup leftover bolognaise sauce (drain as much liquid as possible from the sauce) and top with 1 cup grated cheese.

It’s Time to Rock and Scroll

Once you have decided on your filling and assembled all that you need, you can get cracking but remember to leave about 1cm around the edges so that you don’t end up with an exploding scroll! To get things moving, start rolling from the long side and keep tucking and rolling until you reach the end, leaving that under the roll. Using a well-floured serated knife slice the roll into 2cm pieces and then place flat side down onto a lined baking tray. Bake in a moderate oven for 20-25 minutes until golden brown. Note: The scrolls can be made in advance, sliced and stored in the fridge for a few days or frozen (uncooked).

Photo: Courtesy of Julie Meek

Tasha Broomhall

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Your life is microscopic evolution in action. Your choices today will help shape your tomorrow.

TESTIMONIALS I would like to express our gratitude and appreciation to you on a job well done…your presentation was informative, thought provoking and interesting. Students who attended the course were impressed by your professionalism and knowledge. Comments such as, “you have no idea how much this has helped me”, “I learned how to handle stress more effectively and how to recognize it”. These comments attest to your level of ability in delivering the material. Students were left with a lasting impression that they will take into their future careers. Thank you A. Watkins, Notre Dame University

I was hooked from the beginning to end. I was continuously learning new stuff about how I can help others and myself. F. Mitchell, CSO, Workpower Inc.

Tasha’s style in training is excellent. Her balance between evidence-based theory and practical strategies means you leave the workshop with key actions and inspiration to improve employees’ mental wellbeing

Very practical and informative course. Excellent way to upskill front line leaders in mental health management in the workplace. Received feedback from other participants that this should always be offered to new supervisors. Great job. J. Bruce, Human Resources, Cliffs

Practical tools and advice to identify and manage mental illness in the workplace in a way that supports the individual and the business needs. Excellent presentation, good examples, entertaining. C. Bam, Manager, Department of Commerce

Tasha is knowledgeable and entertaining. Learning is easy with her. S. Eccleston, Tech Advisor, Water Corporation

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F. Peters, HR Policy Advisor, ECU