The COVID-19 pandemic has created the most stressful work year in people’s lives, negatively affecting the mental health of 78% of the global workforce. Oracle and Workplace Intelligence, 2020
ATLAS COPCO MENTAL HEALTH TRAINING FOR LEADERS 28th Sept 2021 8.30 am – 12.30pm
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Welcome We are delighted to welcome you in this half day workshop: ATLAS COPCO MENTAL HEALTH TRAINING FOR LEADERS We would like you to take this opportunity to learn about mental health, specifically with reference to the mental health impact of Working-FromHome (WFH) Rules To make the most out of our valuable time for this workshop, we all need to commit to a few fundamental rules: Absolute Confidentiality Respectful Listening Be Kind & Supportive Free & Open Sharing Be Punctual
Contacts You may have questions, need assistance, wish to get clarification or further information. Email to: Esther Loh esther@themindfaculty.com
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PROGRAM SCHEDULE TIME
TOPIC
8.30 am – 10.00 am
PART 1 Work Related Stress Mentally Healthy Workplace Mental Health Continuum Model Stress And Burnout Stages Of Burnout
10.00 am – 10.15 am
Coffee Break
10.15 am – 12.30 pm
PART 2 Workplace Mental Health Managers Supportive Role Workplace Counselling Skills Cognitive Behavioural Technique /ABCDE MODEL Case Study Practice Part 3 Mental Health Toolkit Mindfulness Guided Practice Integrating CBT/Mindfulness Q & A Session End Of Workshop
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LEARNING LOG TOPIC
KEY LEARNING POINTS
ACTIVITY - WHAT IS MENTAL HEALTH?
Write 8 words that come to mind when you think of MENTAL HEALTH.
MENTAL HEALTH
WHAT IS MENTAL HEALTH? What ‘mental health’ means to you. Write down your thoughts in the space below.
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PART 1
MENTAL HEALTH STATISTICS IN MALAYSIA AIA Vitality for Malaysia’s Healthiest Workplace 2019 discovered that Malaysians are overworked and not getting enough sleep. 17,595 employees from 230 organizations found that: • 51% of them are suffering from work-related stress • 53% are sleeping less than seven hours a day. • 20% reported that they are bullied at work which contributes to the work stress. • 66% did less than150mins of physical activity per week NATIONAL HEALTH AND MORBIDITY SURVEY 2019 shows Poor Mental Health & Stress Costs a staggering loss of – RM14.46BIL PER YEAR TO THE MALAYSIAN ECONOMY AND ESTIMATED TO REACH RM99.9 BILLION BY 2030. According to the survey, close to 500,000 people are found to be experiencing symptoms of depression. BUSINESS COST”, the study found that on a national level, the cost of mental health issues in the workplace to the economy is conservatively estimated to be RM14.46bn or 1% of GDP in 2018 with costs in: • Absenteeism - RM3.28bn, 0.23% • Presenteeism -RM9.84bn, 0.68% • Staff turnover -RM1.34bn, 0.09% POOR MANAGEMENT OF MENTAL HEALTH hurts our economy in a big way because the inability and unwillingness to deal with mental issues manifest High levels of stress often lead to exhaustion and employees burning out not only affects the individual but also leads to POOR PRODUCTIVITY which leads to ECONOMIC CONSEQUENCES. SME100 EMPLOYEE EXPERIENCE STUDY 2020 study done across Indonesia, Singapore and Vietnam found that TWO out of three Malaysian employees have reported high levels of stress due to financial situations, working arrangements and lack of support on a daily basis. KISI SURVEY WORK-LIFE score was based on a series of factors determining example, “Amount of time a person dedicates to their job — taking into consideration total working hours, commuting, and vacation days taken and focused on 18 factors which contribute to work-life balance during and beyond the pandemic:
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KISI SURVEY 50 MAJOR GLOBAL CITIES 2020 KL Ranks 4th TopOverworked Cities and 47th Worst- Work- Life Balance. Work Intensity: Remote Jobs (%), Overworked Population (%), Minimum Vacations Offered (Days), Vacations Taken (Days), Unemployment (Score), Multiple Jobholders (%), Paid Parental Leave (Days) Society and Institutions: Covid Support (Score), Healthcare (Score), Access to Mental Healthcare (Score), Inclusivity & Tolerance (Score). City Livability: Affordability (Score), Happiness, Culture & Leisure (Score), City Safety (Score), Outdoor Spaces (Score), Air Quality (Score), Wellness and Fitness (Score), Covid Impact (Score) Unhealthy Work Life Balance arise , when employees put in longer hours as a result of Work and Personal Life boundaries being blurred and all these can increase your stress and anxiety level. SUICIDE RATES in Malaysia between JANUARY AND MAY this year total 468 cases of suicide – an average of three cases a day according to police record, strongly indicate the pandemic is playing a part in the rising number of suicide cases. There were 631 cases for the whole of 2020 and 609 cases throughout 2019, Police statistics shows 2019 to May 2021 suicide rates are now five times higher among women. Of the 1,700 cases, 1,427 involved women 281 involved men. More than half of recorded suicides 872 cases involving teenagers aged 15 to 18, followed by 668 persons aged 19 to 40. Police record shows, the three major contributors of suicide for both men and women were family problems, emotional pressure, and financial constraints. 6
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The pandemic has brought considerable disruption to the life of employees across the world. Out of the 28 countries SURVEY FOR THE WORLD ECONOMIC FORUM 2021 by IPSOS Study conducted among 12,823 employed online adults aged 16-74 across 28 countries, Jan 2021 Anxiety related to job security, stress due to change in work routine and family pressure has impacted Malaysian employees more than other global peers Increased anxiety with regards to job security has been a common experience. Malaysians report the highest level of anxiety among 28 countries surveyed for the study. Stresses from change in routine and family pressure are other concerns. The survey also found negative effects of the pandemic that Female employees and people below 35 years of age and lower income employees experience the negative effects significantly more than the rest. WHAT IS MENTAL WELLBEING AT WORKPLACE? Mental wellbeing at workplace is determined by the interaction between the working environment, the nature of the work and the individual. Workplace has an important role in promoting mental wellbeing. It is an important determinant of self-esteem and identity. It can provide a sense of fulfilment and opportunities for social interaction. For most employees, work provides their main source of income. 7
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Workplace can also have negative effects on mental health, particularly in the area of stress. Work-related stress is defined as ‘the adverse reaction people have to excessive pressure or other types of demand placed upon themselves. Stress is not a medical condition, but research shows that prolonged stress is linked to psychological conditions such as anxiety and depression as well as medical conditions such as heart disease, back pain and headache. WHY EMPLOYEES’ MENTAL WELLBEING IS IMPORTANT TO ORGANISATIONS’ PRODUCTIVITY AND PERFORMANCE Promoting the mental wellbeing of employees can yield economic benefits for the business or organisation, in terms of increased commitment and job satisfaction, staff retention, improved productivity and performance, reduced staff absenteeism and presenteeism. The costs associated with employees’ mental health problems are significant for businesses and other organisations. These costs are associated with loss in productivity because of sickness absence early retirement, and increased staff turnover, recruitment and training. Research suggests that successful organisations share the characteristics of a MENTALLY HEALTHY WORKING ENVIRONMENT.
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DIFFERENCE BETWEEN MENTAL HEALTH AND MENTAL ILLNESS What is mental health? Everyone has mental health and, like physical health, it fluctuates along a spectrum and varies from good mental wellbeing to severe mental health problems. A mental health problem is generally defined as when poor mental health continues for a prolonged period. There may or may not be a diagnosis of a specific condition. Common mental health conditions include depression, anxiety, phobias, obsessive-compulsive disorders and bipolar. According to the National Health and Morbidity Survey 2015, every 3 in 10 adult Malaysians aged 16 years and above have some sorts of mental health problems 9
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(29.2%). The prevalence of mental health problems among adults has increased from 10.7% in 1996, to 11.2% in 2006, to 29.2% in 2015. DEFINITION OF MENTAL HEALTH "...a state of well-being in which the individual realizes his or her own abilities, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to his or her community.“ –World Health Organization. DEFINITION OF MENTAL ILLNESS "….a health condition involving changes in emotion, thinking or behaviour (or a combination of these). Mental illnesses are associated with distress and/or problems functioning in social, work or family activities.” – American Psychiatric Association. MENTAL HEALTH - MENTAL ILLNESS CONTINUUM Mental health exists on a continuum. It can change - move up and down the continuum depending on different circumstances - and can get better or worse.
MENTAL HEALTH - MENTAL ILLNESS CONTINUUM
The continuum goes from healthy, adaptive coping (green), through mild and reversible distress or functional impairment (yellow), to more severe, persistent injury or impairment (orange), through to clinical illnesses and disorders requiring more concentrated medical care (red). The good news is that for any mental health concerns, if found and treated early, have the potential to be temporary and reversible. UNDERSTANDING MENTAL HEALTH AND MENTAL ILLNESS Mental Health The capacity of each and all of us to feel, think and act in ways that enhance our ability to enjoy life and deal with the challenges that we face. 10
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A positive sense of emotional and spiritual well-being that respects the importance of culture, equity, social justice, interconnections and personal dignity. Determinants of mental health go well beyond individual attitudes, beliefs and behaviours: the family, the community, and the school and workplace environment all contribute to mental health. Mental Illness A biological condition of the brain that causes alterations in thinking, mood or behaviour associated with significant distress and impaired functioning. Affects approximately 20% of people during their lifetime Most mental illness can be treated and reversible provided early intervention, to go beyond symptoms reduction to improve quality of life. Often stigma is associated to mental illness.
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DEFINING STRESS, ANXIETY AND DEPRESSION STRESS is an everyday part of our lives. It is a normal reaction to a situation where you feel under pressure. It’s part of our “fight or flight” response and is intended to keep us safe and active. Stress causes our body to release stress hormones, which stimulate the brain and body. Prolonged stress caused a negative impact to mental health. ANXIETY is having those feelings of stress after the stressful event has passed. This constant feeling of being stressed, even though there no longer exist imminent stressful situation you still have to deal with, is what is classed as anxiety. DEPRESSION is common mental health disorder. It is characterized by sadness, loss of interest or pleasure, feelings of guilt or low self- worth, disturbed sleep or appetite, feelings of tiredness and poor concentration. DASS 21 DEPRESSION ANXIETY STRESS SCALE TEST evaluates the severity of mental disorder symptoms associated to the three and provides a mild, moderate or severe result. DASS-21 is an assessment tool that measures levels of stress, anxiety and depression. Completing the assessment will help to gain a better understanding of your mental wellbeing. There are 21 items that need to be scored and the test usually takes around 8 minutes. Read each statement and select a number 0, 1, 2 or 3 that indicates how much the statement applied to you over the past week. There are no right or wrong answers. Do not spend too much time on any statement. As the essential development of the DASS was carried out with non-clinical samples, it is suitable for screening normal adolescents and adults. The following link to take the DASS21 Test: https://www.depression-anxiety-stress-test.org/take-the-test.html CHARACTERISTICS OF HIGH SCORERS ON EACH DASS SCALE DEPRESSION SCALE self-disparaging dispirited, gloomy, blue convinced that life has no meaning or value pessimistic about the future unable to experience enjoyment or satisfaction unable to become interested or involved slow, lacking in initiative 13
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ANXIETY SCALE apprehensive, panicky tremble, shaky aware of dryness of the mouth, breathing difficulties, pounding of the heart, sweatiness of the palms worried about performance and possible loss of control STRESS SCALE over-aroused, tense unable to relax touchy, easily upset irritable easily startled nervy, jumpy, fidgety intolerant of interruption or delay
STATEMENT ON MENTAL HEALTH (ANSWER TRUE or FALSE) 1. If I suffer from mental health problems, I would not want people to know. (True/False) 2. People with mental health problems are largely to blame for their own condition. (True/False) 3. I would find it hard to talk to someone with mental health problems. (True/False) 4. Anyone can suffer from mental health problems. (True/False) 5. The majority of people with mental health problems recover. (True/False)
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WHY EMPLOYEE MENTAL HEALTH MATTERS WORK FROM HOME (WFH) CULTURE Working From Home (WFH) “new norm” as Covid-19 continues to spread and increase in daily death cases. To stop the spreading Malaysia government announced Movement Control Order (MCO) which requires closure of all businesses except those providing essential services and items and most business operations change. EFFECTS OF COVID Malaysia’s Department of Statistics (DOS) reported that 44% of workers surveyed worked from home to curb the spread of pandemic. The movement control order to stop the spread of Covid-19 has triggered an important side effect: the growth of work from home (WFH) culture in Malaysia today. And the practice is set to continue even after the pandemic, with the Human Resources Ministry proposing to amend the Employment Act to support it. With proper strategies WFH can improved wellbeing, happiness and motivation. • 63% Find Difficult to Achieve Work-life-Balance • 57% Feel Lonely and Isolated • 69% Prefer to Keep the WFH Culture • 56% Business Owners Support WFH
COVID-19 Effects, March 2020. DOS (2020e)
REASONS WHY ORGANISATIONS MUST TAKE MENTAL HEALTH SERIOUSLY 2020 pandemic has brought the importance of employee Mental Health as organisations seek ways to support their employees. Recently, Oracle and Work Intelligence, 2021 surveyed 12,347 people across 11 countries and found that: 15
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78% Most stressful year the pandemic has negatively affected their Mental Health 86% Mental Health issues at work affect their home life 68% They want help but Prefer to talk to Robot about stress and anxiety rather than to their manager 75% AI has helped employees Mental Health at work, improving their Mental Health 76% Believe companies should do more to support their Mental Health at workplace and an employer priority 84% of Gen Z and 77% of Millennial said they prefer to talk to a robot over their managers about stress and anxiety at work 62% for Gen X and 41% for Baby Boomers Gen Z reported the highest mental stress rates 89% saying the pandemic has negatively affected their mental health, followed closely by 83% of Millennial The survey also found that C-Level executives are the most open to mental health support from AI. Although C-level executives struggled more with mental health, they are also the most open to getting support from AI. Globally, 68% of the workforce reported that they would prefer to speak to a robot than their manager about mental health. However, that number shoots up for executives and HR leaders (73% and 69%, respectively.) Their enthusiasm for AI support isn't surprising when you consider that 80% of executives and 77% of HR leaders said that AI has already helped their mental health at work. Comparatively, only 65% of employees reported that AI has been helpful in this regard. However, those in executive positions may be more likely to feel that disclosing mental health issues can be seen as weakness and therefore detrimental to their leadership. To combat this, companies need to normalize asking for help across all levels. Regardless of role within the company and make it clear that everybody wants help. (Source: Oracle and Work Intelligence, 2021)
CAUSES OF STRESS AT WORK There is no exact cause of stress in the workplace as every employee is an individual with their professional and personal lives bringing different factors that may influence their reactions to mental health conditions in the workplace. However, there are factors that are common to influence stress in the workplace. Heavy Workload And Long Hours make for over-tired and stressed employees. The long working hours, during COVID 19, increased after-hours work connectivity and work-related stress are also factors associated with sleep 16
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problems, which could lead to the increasing probability of developing severe mental health condition among employees Unrealistic Demands When deadlines are impossible to reach because there is not enough time to complete the task or there are not enough workers to handle the workload, the pressure is on and expectations become unrealistic increases daily stress On-Going Organizational Change During Covid 19 that negatively impact employees like: salary cuts, loss of benefits, downgrading in job position, job loss creating uncertainty and threats Interpersonal Relationships During Covid 19, work from home employees work mostly or exclusively from home, interact with their colleagues via email and occasional calls. Remote working isn't conducive to building meaningful relationships with co-workers in the same way that working in the office Bullying And Sexual Harassment The effects of workplace bullying don't end when you leave the office. Victim of bullying can cause psychological health problems, including: Anxiety, Stress, Panic Attacks, and Insomnia. According to Source: CIPD Survey Report 2020
60% WORKLOAD/VOLUME OF WORK 41% MANAGEMENT STYLE 27% INDIVIDUAL FACTORS RELATIONSHIP OR FAMILY 26% RELATIONSHIPS AT WORK 24% NON-WORK FACTORS- PERSONAL ILLNESS/HEALTH ISSUE 23% JOB DEMANDS-PRESSURE TO MEET TARGETS
Source: CIPD Survey Report 2020
COMMON WORK FROM HOME STRESSORS DURING WFH Covid-19 pandemic crisis has created a lot of stress causing varying reactions like sadness, worry, confusion and fear in society. It is normal for employees to feel stressed or anxious during this difficult time. There are several work-related conditions that can increase stress and anxiety across all workplaces as a result of COVID-19. These conditions include, but are not limited to, the following: Risk of exposure- Fear or worry about one’s own health status, or that of their loved ones, after interacting with the public Having to Learn new communication tools – Having to Adjusting to new communication methods and tools (e.g., technology, virtual meetings) and/or new workplace policies and procedures can be quite daunting Access to tools and equipment -Concerns about securing the appropriate technology and tools to effectively perform work tasks 17
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Different workspace and/or work schedule- Adapting to a different workspace or a new work schedule Work environments without work/life boundaries- Balancing work responsibilities with family or caregiving roles (e.g., difficulties securing childcare, educating children at home) Job security/financial concerns- Financial concerns due to fear of losing job, pay cut, reduced hours, extended time away from work Prolong confined space caused conflict - Family stress or tension while staying home with family members for extended periods of time Uncertainty for what lies ahead - Concerns about the future of your workplace and/or employment SIGNS OF WFH STRESS AND ANXIETY What are the distinct Signs of WFH Stress and Anxiety? How do we recognize Signs and Symptoms of WFH Related Stress? As the pandemic continues to evolve, it is critical for employees to recognize the signs and symptoms of their work-related stress as they occur and try not to avoid, ignoring or suppressing them. Recognizing and acknowledging signs and symptoms of stress is the first step to establishing plans to build your resiliency, managing the symptoms, and seek for help when required. We look at 3 types of Symptoms of how work-related stress may affect employees during the COVID-19 pandemic: Emotional or Psychological Symptoms: The manifestation are usually people having Anger, irritation, denial, feelings of uncertainty, nervousness, constant worrying, lack of motivation, loss of confidence, low self-esteem, racing thoughts, sadness, depression, hypersensitivity, feelings of guilt or lack of contribution. Behavioural Symptoms: People with stress or anxiety will have Difficulty concentrating or the inability to focus, poor judgement, reduced decisionmaking, neglect of work and/or family responsibilities, procrastination, reduced in their work performance. Physical Symptoms: Usually they have Elevated heart rates, fatigue or burnout, loss or change of appetite, difficulty sleeping, muscle tension, frequent headaches, persistent nausea, and dizziness. WHAT IF WFH STRESS HAS BEEN LEFT UNADDRESSED? We do nothing about it having been aware of the symptoms of stress and anxiety. Let’s look at what are the warning signs that employees are starting to crack under the stress of working from home. Covid-19 pandemic has created a major shift in the way we work. Yes WFH, employees no longer have to grapple with traffic jams to reach the office and have more flexibility in managing your 18
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day. But this arrangement, which seems ideal in our current context but it, can lead to more challenges if not handled properly. So how can you tell if you are facing the stress of working from home? Here are those warning signs: Warning Sign #1: Decreased Resilience you will have: • Difficulty concentrating • Loss of interest in things you used to enjoy • Feeling hopeless about your future • Feeling distant or cut-off from others • Feeling irritable or angry more often Warning Sign #2: Making Mistakes One sure sign that people are starting to get burnout working from home is when they make more mistakes and miss more deadlines than normal. People don’t usually perform well in highly-stressed state. And that stress often manifests in sloppy, inaccurate or late work. Warning Sign #3: Language Becoming More Negative And Emotional When people feel stressed, it’s common for their language (whether in email, phone calls or face-to-face) to sound more negative and emotional. Engaging in black and-white thinking (i.e., thinking in extremes) and catastrophising. This is when people magnify an unpleasant situation into a lifeand-death catastrophe, exaggerating a bad situation into an intolerable one. Like some of my clients catastrophising about this pandemic is going to bring the end of the world or they will die from Covid infection. And that lead them to feelings of fear, despair and hopelessness. When you see yourself checking-off these items, you may be under the pressures of working from home. Once you know how to identify the signs, you can then start to assess yourself and intervene as appropriate so you will have a great chance of weathering yours or your employees stress and anxiety. POSSIBLE MENTAL HEALTH IMPLICATIONS OF COVID-19 Overwhelm Anxiety Low mood Depression Poor sleep / fatigue BURNOUT Anger / irritability Distraction Poor diet / reduced exercise 19
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Musculoskeletal Substance misuse Mental health impacts caused by the pandemic could last for some time – they may also include fear and anxiety relating to the return to work. Check if you may be on the road to burnout: Feeling like you have little or no control over your work. Lack of recognition or rewards for good work. Doing work that’s monotonous or unchallenging. Working in a chaotic or high-pressure environment Working too much, without enough time for relaxing and socializing Taking on too many responsibilities, without enough help from others Not getting enough sleep Pessimistic view of yourself and the world Every day is a bad day. Caring about your work or home life seems like a total waste of energy. You’re exhausted all the time. The majority of your day is spent on tasks you find either mind-numbingly dull or overwhelming. You feel like nothing you do makes a difference or is appreciated. WORKPLACE MENTAL HEALTH MATTERS Many employers are recognizing that there is a strong business case for investing in a mentally healthy workforce. Loss of productivity accounts for most of the cost associated with mental illness and substance abuse. MALAYSIA NATIONAL HEALTH AND MORBIDITY SURVEY 2019, “THE BUSINESS COST”, the study found that on a national level, the cost of mental health issues in the workplace to the economy is conservatively estimated to be RM14.46bn or 1% of GDP in 2018. Presenteeism is the measurable extent to which health symptoms, conditions, and diseases adversely affect the work productivity of individuals who choose to remain at work. We all have a role to play, employers, managers, HR, employees in some ways can help build a mentally healthy workplace: Learn more about mental health and mental illness Take care of our own mental health Challenge negative attitudes or behaviours (including language) Support a team member who may be struggling with their mental health
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BENEFITS OF GOOD MENTAL HEALTH AT WORKPLACE Who Should Benefit? Line managers and employees Who Should Take Action? Employers in organisations of all sizes. In larger organisations, will be the human resources directors, management, senior and line managers What Action Should They Take? Strengthen the role of line managers in promoting the mental wellbeing of employees through supportive leadership style and management practices. This will involve: Promoting a management style that encourages participation, delegation, constructive feedback, engaging , supportive Ensuring that policies for the recruitment, selection, training and development of managers recognise and promote Mental Health skills Ensuring that managers are able to motivate employees and provide them with the training and support they need to develop their performance and job satisfaction What Makes It Work? By increasing understanding of how management style and practices can help to promote the mental wellbeing of employees and keep their stress to a minimum. By ensuring that managers are able to identify and respond with sensitivity to employees’ emotional concerns, and symptoms of mental health problems and understand when it is necessary to refer an employee to professional or other sources of help and support.
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PART 2 ELEMENTS OF WORKPLACE MENTAL HEALTH SUPPORT Successful workplace mental wellness programs take a comprehensive approach to mental health that includes education, training, early detection and screening, wellness program integration, and changes to the work environment to encourage healthy behaviours and employee assistance program(EAP). Employers can looks at practical steps for addressing mental health in the workplace by the following suggestions: CORPORATE TRAINING for every level of organization from upper management, line manager and human resources to develop an organizational culture that embraces mental health and provides support to employees by conducting talks and interactive workshops that educate and empower employees to manage their mental health. PROMOTING the mental health and well-being of all staff by: - recognising that employees have mental health needs - raising awareness of what people can do to look after their own and others’ mental well-being - identifying and addressing the factors that affect mental health in the workplace OFFERING ASSISTANCE, ADVICE AND SUPPORT which includes: - building a working culture in which mental health issues are not taboo - providing support options which are confidential and non-stigmatising - employment practices should be reviewed to ensure that staff with a history of mental health problems is not discriminated. PSYCHOLOGICAL TESTING AND ASSESSMENT 23
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Conducted by qualified/trained practitioners to help determine the condition and help in planning the next course of intervention required by organization. DISCUSSION 1. Discuss why employee mental health matters 2. Identify mental health issues in the workplace 3. Define key elements of workplace mental wellness programs 4. Discuss common barriers to adopt mental health programs MANAGERS’ ROLE IN SUPPORTING MENTAL HEALTH The role of the manager in supporting mental health at workplace requires: Managing Ill-Health/Sickness Absence: • Return to work meetings • Phased returns • Applying organisational policy and process • Making reasonable adjustments • Referrals to Occupational Health Enabling Wellbeing And Good Mental Health: • Managing workloads • Being a good role model • Spotting signs • Wellbeing conversations • Encouraging wellbeing activity at work • Tackling poor habits (long hours working, lack of rest) Enlist Managers’ And Leaders’ Support • Recommending senior leadership, share messages emphasizing the importance of mental health and wellbeing and asking managers to be flexible regarding work schedules • Removing the stigma around burnout/mental health issues • Advocating for EAP can offer the workforce support they didn’t know existed or that they needed. Increase Communication And Connection • Encouraging employees to stay connected and providing creative ways via various learning and communication channels helps employees feel engaged. • Offering virtual happy hours and coffee breaks to remind the workforce they are part of a community can help to increase connection.
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WHERE TO REACH TO SEEK HELP? There are many employees with mental illnesses have never sought help from a medical or mental health professional due to some of these reasons: • No coverage or not knowing what is covered by health insurance • Opinions of coworkers, discriminated, single out • Not knowing where to go for support services • Stigma that surrounds mental illness • Concerns about confidentiality • Lack of awareness Employee Assistance Program (EAP) Early intervention works. Unfortunately, many people with mental illnesses do not seek or receive treatment. The stigma that surrounds mental illness and help seeking – is a serious barrier to treatment and recovery. MENTAL HEALTH STIGMA AT WORKPLACE Reducing stigma can help create a more positive and supportive workplace mental health culture and can reduce discrimination. According to the 2015 National Health and Morbidity Survey, 1 in 3 Malaysians have a mental health condition. Despite the high prevalence, only 20% of people with a mental health condition actually seek the professional help they need, in part due to lack of resources and stigma around mental health conditions. Stigma around mental health conditions remains one of the largest barriers to treatment. It is estimated that the global average treatment gap (the difference between the number of people needing treatment and those actually receiving it) is 55.9%, that is, only 44.1% of people needing treatment actually receive it. Due to the absence of national data, Singapore’s treatment gap of 78.6% can be used as an approximation of the treatment gap in Malaysia. That is, only 1 in 5 Malaysians who have a mental health condition receive the treatment they need. A key contributing factor to the stigma around mental health and the treatment gap is the level of mental health literacy. In Malaysia, knowledge about mental health and mental health conditions remains low and the majority of Malaysians are unable to identify signs of poor mental health or the causes and treatment of mental health conditions. Source: Relate Malaysia, Workplace Mental Health 2020
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HOW CAN WE REDUCE MENTAL HEALTH STIGMA? Training For Managers: Managers equipped with more tools and knowledge about mental health can better facilitate and assess mental health issues. They can better recognize and address stress, burnout, depression and anxiety when they arise in employees. Focus On Reducing Discrimination: Managers can also learn how to offer more sensitive mental health approaches to employees by assessing stigma barriers and understanding the mental health so that employees feel psychologically safer. Training For Employees: Employees learn to reduce stigma in their own experiences by attending courses like Mental Health First Aid to learn steps to address mental health issues in themselves and also they can help their colleagues. Change The Culture: Workplaces can foster an environment where managers, employees and supervisors speak openly about mental health. Avoid and discourage stigmatizing language that may make employees fearful to come to managers about their mental health conditions. Providing Mental Health Benefits For Employees: With this benefit, it will encourage employees to seek solutions to and treatment for mental health concerns. Example Employee Assistance Program (EAP) Barriers to mental health solutions can be detrimental to workers. This is especially true when stigmas already cause many to avoid treatment or face other adverse impacts in their lives therefore employees should receive the right solutions as soon as possible when faced with a mental health condition.
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DISCUSSION How do we support employees coping with stress? What do you think some of the barriers are in your workplace? Does anyone have an example of stigma? (Without using names) COMMUNICATING WITH EMPLOYEES EXPERIENCING MENTAL HEALTH PROBLEM Organizations have realized Mental health in the workplace is an important issue, and many be providing an Employee Assistance Programs (EAPs) that can help employees with mental health. Here are the few steps that managers can navigate to attend to employees with mental health concern. Initiating and Navigating Mental Health conversations to employees about how to support them and making yourself available and check in about their workloads and support needs.
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Compassion and Care. Because some impacts of mental health issues of employees can carry over into the workplace and managers need to learn how to help their employees. Mental health can be a highly sensitive topic, so make sure the approach on discussion around stress, anxiety, depression, and other mental health issues dealt with compassion and care. Be Prepared to Speak Manager need to be prepared to speak with employees about their needs, which can include mental health situations. While a manager or HR professional never assume the role of a therapist, they can and should ask how people are doing. Devise a Support System. Put systems in place to check in with people and increase communication. Regular check-ins with employees can help you make sure that they are being supported. Acknowledge that people experience stress in different ways, and by doing so, you can then help employees to understand what those stressors are so that they can look for signs within themselves. Effective Communication. Although manager may not have a good picture of the future, telling employees what you do know and what’s available is helpful. For example, inform employees that you know and you and the business understand this is a difficult time, and support is available. Let them know what support the company can provide such as work flexibility, EAPs, time off for mental health days. HOW CAN MANAGERS BE MORE SUPPORTIVE The COVID-19 pandemic has had a major effect on most of our lives. Most of us living through this global pandemic have experienced an ongoing anxiety, depression; loneliness, fear, and isolation have become common. Even those without pre-existing mental health conditions may have begun to experience symptoms like anxiety and sadness as a result of the current pandemic and work from home stressors. VULNERABILITY The pandemic is normalizing mental health challenges. Almost everyone has experienced some level of discomfort. But when people in power can share their experience it will translate into a decrease in stigma. Being honest about your mental health struggles as a manager opens the door for employees to feel comfortable talking with you about mental health challenges of their own. MODEL HEALTHY BEHAVIORS We don’t just say we support mental health but we must also model it so that team members feel they can prioritize self-care and set boundaries. More often than not, managers are so focused on their team’s well-being and on getting the 29
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work done that they forget to practice self-care. Model healthy lifestyle and share with your staff about work life balance and healthy lifestyle. BUILD A CULTURE OF CONNECTION Especially WFH, intentionally checking in with each of your direct reports on a regular basis is more critical than ever. Now, with so many people working from home, it can be even harder to notice the signs that someone is struggling. We need to ask employees if they were doing OK. At times when we notice signs, we can go beyond a simple “How are you?” and ask specific questions about what supports would be helpful. Also make space to hear how team members are truly doing and to be compassionate. OFFER FLEXIBILITY AND BE INCLUSIVE. Be prepared to expect that with the uncertainty of current crisis, employee needs will continue to change. You can help problem-solve any issues that come up and the conversations will give you an opportunity to support mental health to be inclusive and flexible to help provide the boundaries employee may require coping with mental health issue. COMMUNICATE MORE THAN USUAL Employees who felt their managers were not good at communicating are more likely than others to experience mental health declines since the WFH. Keep your team informed about any organizational changes or updates. Clarify any modified work hours and norms. Remove stress where possible by setting expectations about workloads, prioritizing what must get done, and acknowledging what can slide if necessary. Make your team aware of available mental health resources and encourage them to use them. LEARN BASIC COUNSELING TECHNIQUES. Now that the working from home is here to stay for the foreseeable future, the role of a manager and team leader has changed and they are not just focusing on performance, efficiency, and management but also the human side of the business, to enhance employee well-being. Since this is new territory for managers who will need to be prepared to speak with employees about mental health situations , managers will need some tips for conducting an effective counseling session with an employee when both of you are remote. While a manager should never assume the role of a therapist, they can—and should— ask how people are doing. For instance, let your employees know that you and the business understand this is a difficult time, and help is available. Let them know what support the company can provide such as EAP or referral to HR. LINE MANAGER ROLE IN COUNSELING In addition to promoting mental health awareness in the workplace, it will also be useful to train managers and leaders to be better at identifying mental health concerns, too, as they tend to spend more time with employees on average than with Human Resources . 30
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When managers are highly skill at communication on all levels, they will become much better at identifying when someone is showing signs of anxiety, stress and depression. The role entails:
Listen to problems/Address Issues Provide Feedback and help employee to see a different view point Investigate problems/matters Avoid word of mouth and see the root cause with evidence Suggest/Recommend solutions Observe behavior and clarify expectations Determine right course of action and reach conclusion Draft plan of action and follow up
DEFINITION OF WORKPLACE COUNSELING The counseling process is about providing a sounding board for an employee, giving them a safe place to talk about issues that trouble them. Allowing managers to help employee find their own solutions to problems or develop better ways to manage issues. It’s not about giving advice, but about providing a non-judgmental, empathic and accessible means to allow an employee to find a way forward. (Source: British Association for Counselling & Psychotherapy) Counseling is discussion of an employee’s problem that usually has an emotional content to it, in order to help the employee cope with the situation better. Counseling seeks to improve employee’s mental health. People feel comfortable about themselves and about other people and are able to meet the demands of life when they are in good mental health. BENEFITS OF A MANAGER LEARNING COUNSELLING SKILLS Managers and HR practitioners are choosing to learn counseling skills to help them better engage with employees with problems, develop skills in empathy, demonstrate a more open and transparent manner, and build a closer trusting relationship with employees. While managers may already have a skillset that enables then to understand, connect and engage with people, managers are often recruited to their roles because of the functional job capabilities, rather than because they are good at managing people. It is important to remember that receiving introductory counseling training does not equip someone with sufficient knowledge to provide an employee with full counseling. A person with some counseling skills may think they can support or counsel a depressed employee, but what if that employee goes on to reveal a 31
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history of childhood sexual abuse, alcohol dependency, or discloses that they are considering suicide? The greatest advantage of Manager having workplace counseling skills is that they can help to better identify when it is time to refer an employee to a Professional workplace Counselor, and can provide the crucial “bridge” for referral. BENEFITS OF A MANAGER USING COUNSELLING SKILLS Problems affect all of us Often when an employee is disengaged there is a reason. It may be because the employee has been bereaved, is going through divorce, their child sick or they are suffering from depression. Alternatively it could be because they are unmotivated, feel bullied or are suffering stress. It is essential that manager support these employees by using different counseling skills rather than thinking of ways of getting rid of them. Managers can help their employees turn around their performance by offering support and using counseling skills. Actively listening to an employee and putting the right actions into place to support them, will overall improve an employee’s work performance as well as ensure they feel valued and feel supported Counseling process Counseling an employee is not just about having one to one meetings in a formal setting but it is about going through a counseling process. You need to help them identify that a problem exists and throughout all meetings you need to be open minded. Do not ask aggressive questions but use open ended questions that encourage discussion. Paraphrase back to the employee what you have heard to show that you are listening. Try to put yourself into their shoes and recognize the feelings that they are experiencing. Make sure you give the employee a chance to tell their story. Do not interrupt. Most importantly, learn how to use silence. This allows employees to fill in the silence with the information you need or give them a chance to talk. Identifying the problem One to one meeting are important but it is also about using counseling skills with the employees when they are with their working environment. An employee will need to feel they are part of a team rather than making them stand out. Use phrases such as ‘I am wondering’ or ‘I hear’. Most importantly do not judge them. Don’t call them losers or lazy etc. Managers need to get the employee on their side and the only way in achieving this is by listening to their employee. If an employee feels that there is trust, respect and their feelings are valued then they will be more agreeable that there is a need for change. 32
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Once the employee is in agreement for change you need to help them identify what the problem is. If the problem is due to a personal matter out of the workplace or stress and you feel you do not have the time or skills to deal with the problem, you may wish to refer them for professional counseling. Agree actions After you have identified the problem, you need to agree on specific actions that the employee will take to improve their performance. Give the employee a chance to identify their own solutions and to share their feelings about how it will be implemented. This needs to be regularly followed up to ensure the employee is reaching the goals but also they know you are there supporting them. It is important during this stage that you identify the employee’s good performance. This ensures they continue the correct behavior but it helps them feel valued within the workplace.
MANAGER LEARNING COUNSELING SKILLS Will learn basic skills like: Attentive Listening Effective Questioning, Problem Solving , Reading Nonverbal Behaviors, Not judgmental EFFECTIVE LISTENING SKILLS
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Today’s workshop will emphasize the Importance of Managers’ Communication Skills that entails 3 types of Listening. ACTIVE LISTENING It is where you make a conscious effort to hear not only the words that another person is saying but, more importantly, the complete message being communicated. In order to do this you must pay attention to the other person very carefully and cannot allow yourself to become distracted by whatever else may be going on around you, or by forming counter arguments while the other person is still speaking. You have to be attentive and not lose focus on what the other person is saying.
Source: Mindtools, Active Listening Inforgraphic
NON-JUDGMENTAL LISTENING It’s hard to be nonjudgmental all the time and at time we so automatically make judgments about people the minute we first see or meet them based on appearance, behavior and what they say. Nonjudgmental listening isn’t about avoiding those judgments – it’s about making sure that you don’t express those negative judgments because that can get in the way of helping someone in need. When you’re trying to be there for your employee, it’s important to maintain a positive attitude and open mind to truly be supportive. You can use the following tips to be an effective nonjudgmental listener: Adopt an attitude of acceptance, genuineness and empathy. Respect the employee’s feelings, personal values and experiences as valid, even if they are different from your own or you disagree with them. Taking time to 34
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imagine yourself in the other person’s place can help you be more genuine and empathic. Use verbal skills to show that you’re listening. Simple verbal skills to show that you’re actively listening like asking questions, listening to tone of voice and nonverbal cues being used, and not interrupting the person to give them time to express their thoughts and feelings. Maintain positive body language. Positive body language will show your employee that you’re listening and truly care by maintaining comfortable eye contact, sitting down instead of standing, and sideways the person rather and maintaining an open body position. EMPATHETIC LISTENING Empathic listening is about really understanding the person who’s talking to you. That means it goes beyond active listening, for which the listener uses nods, listening posture and listening sounds to encourage the person speaking to continue talking. Empathic listening goes a step further. It’s not just listening, but actually hearing what is being said and understanding what the other is trying to say. Benefits of practicing empathic listening as manager: Building working relationships: If you’ve demonstrated that you can listen empathically, others may be more inclined to share their experience with you. This can help build trust and more positive interactions in the workplace. Show Compassion: Once you’re in the habit of considering others’ feelings, you may be more likely to act kindly and compassionately in your day-to-day life. For instance, if a coworker was hurt by the tone of a colleague’s email, you can consider making the wording of your own emails more upbeat and encouraging. Increasing productivity: When employee trust and understand each other, they typically work better as a team. When there is minimized conflict, they can spend more of the day working, resulting in greater output. Problem solving: Workplace challenges frequently require that teammates work together to find solutions. If you have a history of trust and open sharing with your team, you all may feel more comfortable proposing new approaches to workplace issues. DISCUSSION To enhance your listening skills, you need to let the other person know that you are listening to what they're saying. To understand the importance of this, ask yourself if you've ever experienced in a conversation and you wondered if the other person was listening to what you were saying and if your message is getting across, or if it's even worthwhile continuing to speak. It feels like talking to a brick wall and it's something you want to avoid. 35
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COGNITIVE BEHAVIOR THERAPY TECHNIQUES The CBT Model suggests that our thoughts, emotions and behaviour are all connected, and that what we think and do affects the way we feel and behave. According to American Psychiatric Association: Cognitive behavioral therapy (CBT) helps people identify and change thinking and behavior patterns that are harmful or ineffective, replacing them with more accurate thoughts and functional behaviors. It can help a person focus on current problems and how to solve them by practicing new skills in a more rational way of thinking.
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PART 3 STRATEGIES FOR MANAGERS TO IMPROVE MENTAL HEALTH MOST IMPORTANTLY Managers must take time out for yourself and your own needs. You can't support your employees if you're completely stressed out. If you're suffering from a mental health crisis, get the help you need—from a mental health professional, or let your own superior know that you are struggling. Here are few strategies to help improve mental health for managers: Track Your Mood Pattern The most important actions that individuals can take to better their own mental health in the workplace is to pay attention to how they feel and how it fluctuates and identifying when certain triggers alter your mood. Then, going forward, you can plan to find some personal time to unwind and regroup when those trigger events may occur. For example, you might get stressed out before a presentation or meeting with your boss, so taking some time to do a little mindfulness breathing before you go could be effective. Being aware of your mood and energy levels can help you identify issues early on and address them accordingly. Healthy Lifestyle It is also important to analyses your lifestyle such as your sleep pattern, nutrition, exercise, your attitude towards work and your sense of purpose. Making small positive changes for the long term will help you lead a happier and healthier life. • Regular Exercise • Take Time for Family/Friends • Get Plenty of Sleep • Healthy Diet Work-Life Balance Whether you are working from home or office, ensure you maintain a good work life balance and prioritize what is important. Turn off your work emails when you leave for the day and ensure you leave your desk at work to get some fresh air and exercise at regular intervals. Being able to leave ‘work at work’ and take regular breaks from your desk means not being over-absorbed in your work and taking time for yourself, family and friends. Practice Self Care Identify thought patterns that contribute to stress and make a conscious effort to practice healthier thoughts – Learn skills such as mindfulness, problem37
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solving, meditation, Cognitive Behavior Techniques to help cope in difficult situations and result in long-term, positive behavior changes. PRACTICE SELF-CARE - HEALTHY LONG TERM COPING SKILLS Mental health is part of overall health and we can’t be physically well without good mental health. Therefore, paying attention and practice self-care is important for good mental health. Here are few healthy coping skills and strategies that can help you feel better in a healthy way. 1. BREATHING TECHNIQUE Breathing exercises are an excellent, quick and easy solution for stress and anxiety relief. Proper breathing techniques work on a physiological level by slowing your heart rate. Breathing techniques don’t need to be complicated. The only instruction is to breathe out slowly. The key is to focus on your out-breath and ignore your inbreath. Your in-breath will naturally lengthen when your outbreath is longer. Try to make your breath out slow, steady, and gentle. BREATHING EXERCISE GUIDE (4 – 7- 8 BREATHING EXERCISE) BEGINNER TIPS: (4 – 7- 8 BREATHING EXERCISE) I. Place the tip of your tongue against the ridge of tissue just behind your upper front teeth and keep it there through the entire exercise. II. You always inhale quietly through your nose and exhale audibly through your mouth; don’t forget the whoosh sound. III. You will be exhaling through your mouth around your tongue; try pursing your lips slightly if this seems awkward. IV. Exhalation takes twice as long as inhalation. V. The absolute time you spend on each phase is not important; the ratio of 4:7:8 is important. VI. If you have trouble holding your breath, speed the exercise up but keep to the ratio of 4:7:8 for the three phases. VII. With practice you can slow it all down and get used to inhaling and exhaling more deeply. VIII. Watch Dr. Weil explains how to do 4-7-8 breathing technique: https://youtu.be/p8fjYPC-k2k 2. MINDFULNESS PRACTICE “Mindfulness should no longer be considered a “nice-to-have” for executives. It’s a “must-have: a way to keep our brains healthy, to support self-regulation and effective decision-making capabilities, and to protect ourselves from toxic stress. It can be integrated into one’s religious or spiritual life, or practiced as a form of 38
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secular mental training. When we take a seat, take a breath, and commit to being mindful, particularly when we gather with others who are doing the same, we have the potential to be changed.” -Harvard Business Review DEFINITION OF MINDFULNESS "PAYING ATTENTION IN A PARTICULAR WAY: ON PURPOSE, IN THE PRESENT MOMENT, AND NONJUDGMENTALLY“ - Jon Kabat Zinn Create A Mindful Working Culture • Reduction in job stress • Decreased feelings of anxiety and depression • Increased focus and ability to drown out distractions • Promote physical, emotional and mental wellbeing Mindfulness App: Available for iOS, Android Calm Headspace Mindful Muslim Smiling Mind(Free) 5 Minutes Guided Practice: https://youtu.be/nmFUDkj1Aq0 WAYS MINDFULNESS CAN OPTIMIZE YOUR WORKDAY At different times and situations throughout the workday where mindfulness can create a more productive and cohesive working environment for you and amongst colleagues. BEFORE DIVING INTO INBOX- What if instead of diving into your full inbox of unanswered messages, you first took a moment to clear your mind? Listening to a short, guided meditation or taking a few minutes to ground yourself with a handful of deep, intentional breaths can completely shift your mindset. Drawing awareness to the present moment through mindfulness can regulate your mood, and allow you to respond to a full inbox with a fresh and open outlook. DURING A MEETING- Whether in person or conducted remotely, meetings are an essential part of the workday. With a busy schedule and competing priorities, it can be tough to focus and keep attention in the room. What does it look like to mindfully engage in a meeting? Active listening and participation create a more productive and friendly environment for all involved. Being mindful in a meeting can mean taking the initiative to cut out distractions, and listening to all opinions in the room. Being mindful ultimately means being present—so in a meeting, this focus on the time at hand cultivates both respect and productivity 39
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PREPPING FOR PRESENTATION- No matter how prepared you may be for the delivery, stress and anxiety are likely lurking nearby. Practicing mindfulness helps you snuff out self-doubt. As you learn to keep thoughts from dragging up past experiences or rushing ahead, remain present with what is, ultimately boosting confidence and self-compassion. Consider a walking meditation, or even just getting out in nature for a few minutes before a presentation. MAXIMIZING FOCUS TIME - Choose your method for productivity. Some prefer time blocking, others utilize timers—but everyone needs uninterrupted sessions to get work done. Get into the flow with sound. Specific types of music, like naturescapes, classical music, and ambient sounds, positively can affect cognitive function and concentration. INTEGRATEING MINDFULNESS INTO EVERYDAY LIFE Mindfulness starts to get really stimulating when we can integrate it into everyday life. Here are 8 daily mindfulness activities to explore and integrate into your life: • Start with a Purpose: Setting an intention • Check with body: Take a moment and check in with your body – what do you notice? Where are you holding tension? Do you have aches or pains? Do you feel heavy or light? • Focus on breath: Help mind focus by bringing attention by focusing on your breath. • Practice gratitude: Focus our attention to what is positive in our lives in the present moment. • Observe where thoughts go: Try to stop what you’re doing and start observing your thoughts. • Active listening: Most of the time when others speak we are in our heads trying to think of how we are going to respond. Try active listening where you put your full attention on the other person. • Observe surrounding: Staying mindful is to bring your attention to the present moment. Stop what you are doing for a moment and observe what is going on around you. • Practice Grounding: Tune your body to present moment with sustained attention. Requires practicing mindfulness seated for approximately 20 minutes. INTEGRATING MINDFULNESS AND CBT Combination of CBT and Mindfulness Skill is highly effective in managing stress, anxiety or depression. However they go about controlling the mind in slightly different ways. 40
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CBT IDENTIFY AND CHANGE IRRATIONAL THOUGHT PATTERNS THAT HAVE A NEGATIVE INFLUENCE ON OUR EMOTIONS AND BEHAVIOR FOCUS ON CHANGING THE AUTOMATIC NEGATIVE THOUGHTS THAT CAN CONTRIBUTE TO EMOTIONAL DISTRESS MINDFULNESS MAINTAIN A MOMENT-BY-MOMENT AWARENESS OF OUR THOUGHTS, FEELINGS, BEHAVIOR AND TUNE INTO THE PRESENT MOMENT FOCUS ON BEING AWARE OF SENSING AND FEELING IN THE MOMENT, WITHOUT INTERPRETATION OR JUDGMENT
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KEY TAKEAWAYS Taking care of mental health is vital because it affects every aspect of ours and our team from productivity at work , relationships with family and friends The Path For Leaders to Good Mental Health is to : Practice Self Care- Healthy Lifestyle Learn Coping Skills: Breathing, Mindfulness, CBT Refreshing Your Mind For Start 5 Minutes A Day, Simply By Being Mindful And Experiencing The Present Moment REFERENCES National Health and Morbidity Survey 2019. National Institutes of Health (NIH) Ministry of Health Malaysia Relate Malaysia, Workplace mental health, The business costs, Jan 2020 Oracle Workplace Intelligence, LLC is an HR research and advisory, 2020 Department of Statistics Malaysia, Special Survey Effects Of Covid-19 On Economy And Companies/Business Firms, 2020 CIPD UK, Mental health in the workplace, 2021 KPMG Work from home (WFH) arrangements, 2020 Harvard Business Review, Mindfulness Can Literally Change Your Brain,2015 Business News Daily, How to Improve Your Work-Life Balance Today, 2020
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ACTIVITY - WHAT IS MENTAL HEALTH? Post-training session, redo this activity. Write 8 words that come to mind when you think of MENTAL HEALTH.
MENTAL HEALTH
WHAT IS MENTAL HEALTH? What ‘mental health’ means to you. Write down your thoughts in the space below.
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CASE STUDY DISCUSSION Case: Jane, 31 year old female, Senior Staff Jane has recently found the demands of being a wife, mother and worker to be taxing on her emotional and physical health and has found herself to be snappy, irritable, exhausted and unmotivated at work and at home. Jane is experiencing increasing feelings of being stressed, overwhelmed and weighed down by her commitments in life. She has been particularly concerned about her negative thoughts and attitude at work and at home. Her work needs attention to detail and a good memory. She is noticing that she is losing sight of important details, making more mistakes and forget deadlines. As a result, she is struggling to perform at work. Although she has try to keep track of her work using reminders on calendar and to-do lists, but when she feels like life is not worth living, work burns to the ground and have problems sleeping at night. As Jane, immediate superior, use your managing skills that you have to help Jane who is facing a problem. DISCUSS: 1. How can manager support proactively to help Jane stay mentally healthy at work? 2. How do you use Workplace Counseling and CBT skills to help Jane? 3. What are the challenges you faced supporting using Counseling and CBT skills?
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BRIEF CBT EXERCISE/ABCDE MODEL NAME OF CLIENT: DATE: A. Activating event you recently experienced about which you felt upset or disturbed, (e.g., "I was criticized.")
B. Irrational Belief or irrational evaluation you had about this activating event, (e.g., "I MUST not be criticized.")
C. Emotional and behavioural Consequences of your irrational belief, (e.g., "Hurt and compulsive eating.")
D. Disputing or questioning your irrational belief, (e.g., "Why MUST I not be criticized?")
E. Effective new thinking or answer that resulted from disputing your irrational belief, (e.g., "Although I PREFER not to be criticized, nothing etched in stone states that I MUST not be.")
CBT BRIEF THERAPY: CHANGE YOUR THINKING, CHANGE YOUR LIFE 47
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Contacts You may have questions, need assistance, wish to get clarification or further information. My info: Esther Loh esther@themindfaculty.com
Please note: These materials are provided for general information purposes and do not constitute legal or other professional advice. While the information is considered to be true and correct at the date of publication, changes in circumstances may impact the accuracy and validity of the information. The Mind Faculty is not responsible for any errors or omissions, or for any action or decision taken as a result of using the references.
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