Something just isn’t right. You’re exhausted, you’re losing things all the time (you just had your phone!), your brain won’t stop, and you really will text your friend back but just can’t right now
LATER LIFE ADHD DIAGNOSIS
Something just isn’t right You’re exhausted, you’re losing things all the time, your brain won’t stop, and you really will text your friend back but just can’t right now
STAYING RESILIENT IN TIMES OF GLOBAL TURMOIL
In moments of global turmoil - such as political crises, humanitarian disasters, or widespread upheaval - many of us feel a creeping sense of anxiety, helplessness, or even trauma
ORGANISATIONAL CHANGE
Managing the human element during Organisational change as it has become more challenging and constant than ever Learn about Alistair Mant's “frog and bicycle” metaphor and practical strategies for leading this kind of change.
OUTPLACEMENT SUPPORT
Comprehensive career transition support to assist individuals facing significant organisational change, such as redundancy, restructuring, retrenchment, or retirement.
LANGUISHING AT WORK
Languishing can creep in quietly. It may arrive after prolonged periods of uncertainty or change, when the adrenaline that carried you through a busy season has ebbed away.
EXERCISE AND MENTAL HEALTH
The more regularly we move our bodies, the greater our psychological wellbeing Regular physical activity increases our resilience to developing mental ill health.
FROM THE CEO
REBECCA WEISS CHIEF EXECUTIVE OFFICER
As we move into September, we approach a time of year that holds deep significance for many A season where mental health and wellbeing take centre stage. RU OK? Day serves as a vital reminder that conversations can change lives, and that sometimes the smallest act of reaching out can make the biggest difference
This edition of Acacia Connect brings together themes that speak to both the challenges and opportunities of today. From the hidden impact of languishing at work to navigating global unrest and uncertainty, we explore how external pressures can shape our internal worlds. We also highlight practical topics like personal hygiene in the workplace, FIFO working, and the often-overlooked journey of receiving an ADHD diagnosis later in life. Each of these topics remind us that wellbeing is both personal and profoundly collective.
As you turn the pages, I encourage you to pause and reflect. Ask yourself: How can I better support my own wellbeing, and how can I contribute to creating workplaces where others feel safe, valued, and seen?
Together, we can move beyond simply coping and take real steps toward thriving
Thank you for allowing Acacia to walk alongside you in this journey
R U OK? DAY R U OK? DAY
THURSDAY 11 SEPTEMBER 2025 TH
This year's topic is "Ask R U OK? Any Day”. A lot can happen in a year, a month, a week The people you care about go through life’s ups and downs, but regular, meaningful conversations can help prevent small things from becoming big. So don't wait – learn to Ask R U OK? Any Day of the year because a conversation could change a life.
Employee Webinar
Asking R U OK?
A 30-minute presentation for all employees on this year’s topic: Ask R U OK? Any Day. Learn the four steps to having an R U OK? conversation, the signs that someone might not be okay, and how to support your own wellbeing.
9:00 am, 12:30 pm, 3:00 pm AEST
Leader Webinar
Building an R U OK? Culture
Learn to create an R U OK? workplace culture in this 45-minute session. Discover what is an R U OK? Workplace Champion, understand the benefits of an R U OK? Culture, and learn to ask R U OK? Any Day.
SIGN UP AT LINKS BELOW 10:30 am, 2:00 pm AEST
SIGN UP AT LINKS BELOW
Mental Health Mental Health
DATES & EVENTS DATES & EVENTS
SEPTEMBER
ALL SEPTEMBER Childhood Cancer Awareness Month
SEPTEMBER 1 - 5
Women's Health Week
SEPTEMBER 10
World Suicide Prevention Day
SEPTEMBER 11
R U OK? Day
SEPTEMBER 15 - 21
Dementia Action Week
SEPTEMBER 21
World Alzheimer's Day
OCTOBER NOVEMBER
ALL October Mental Health Month
ALL October ADHD Awareness Month
ALL OCTOBER
Breast Cancer Awareness Month
ALL OCTOBER
National Safe Work Month
OCTOBER 1 - 7
BPD Awareness Week
OCTOBER 2
International Day of NonViolence
OCTOBER 4 - 12
World Mental Health Week
OCTOBER 10
World Mental Health Day
OCTOBER 10
World Homeless Day
OCTOBER 15
Pregnancy and Infant Loss Remembrance Day
OCTOBER 12 - 18
National Carers Week
ALL NOVEMBER Movember
NOVEMBER 13 - 19
Trans Awareness Week
NOVEMBER 19
International Men’s Day
NOVEMBER 20
Transgender Day of Remembrance
NOVEMBER 22
International Survivors of Suicide Loss Day (Survivor Day)
NOVEMBER 23 - 29
Perinatal Mental Health Week
NOVEMBER 25
International Day for the Elimination of Violence Against Women
PERSONAL HYGIENE IN THE
Maintaining personal hygiene at work isn’t just about appearances - it’s about professionalism, respect, and health. Good hygiene creates a more pleasant, inclusive environment for everyone and helps reduce the spread of illness, improve morale, and boost personal confidence
In shared spaces like offices, warehouses, or clinics, poor hygiene can lead to discomfort, distractions, and even conflict
But the good news is: small, consistent habits go a long way.
Why Personal Hygiene at Work Is Important
Promotes health and prevents illness
Proper handwashing and cleanliness reduce the spread of bacteria and viruses - especially important during cold, flu, or COVID seasons
Supports professionalism and confidence
Clean clothing, fresh breath, and neat grooming help employees feel more selfassured and presentable
Shows respect for co-workers
We all share space. Being mindful of odour, cleanliness, and hygiene helps maintain a comfortable, respectful work culture.
Reduces workplace complaints or awkwardness
Proactive hygiene helps avoid potentially sensitive issues being raised by coworkers or management
Improved Productivity
A clean and healthy environment promotes focus and concentration, leading to increased productivity
Hygiene Tips for Shared Work Spaces
Desk and Equipment Cleanliness
Wipe down your keyboard, phone, and mouse weekly (or more often during flu season)
Keep personal items tidy and avoid cluttering shared areas.
Avoid eating at desks, especially with open food, as it helps prevent attracting pests and the growth of bacteria
Restroom Etiquette
Always wash your hands.
Dispose of paper towels properly
Notify the right team if supplies are running low.
Kitchen and Break Room Courtesy
Clean up after yourself immediately
Store foods properly and don’t leave food in the fridge past its expiry date. Label personal items if needed
Respiratory Hygiene
Covering coughs and sneezes with a tissue (and disposing of it properly) and washing hands afterward is crucial to prevent the spread of respiratory illnesses
Core Hygiene Tips for Individual Employees
Hand Hygiene
Wash your hands with soap and water for at least 20 seconds, especially: After using the bathroom
Before eating
After coughing, sneezing, or blowing your nose
Use hand sanitizer if soap isn’t available (keep a travel-sized sanitizer at your desk or in your bag)
Clothing and Appearance
Wear clean, well-maintained clothes suitable for your role.
Change shirts or uniforms daily, especially in active or close-contact jobs.
Avoid strong fragrances - some coworkers may have sensitivities.
Tip: If your job involves physical tasks or commuting, keep a spare shirt or deodorant on hand.
Oral Hygiene
Brush teeth twice daily and use mouthwash if needed Also ideally floss regularly.
Avoid foods with lingering odours during the day (like onions or garlic). Drink water to keep breath fresh and stay hydrated
Body Odour and Showering
Shower daily or as needed - especially after exercise or physical work
Use deodorant or antiperspirant. Wear clean undergarments and socks each day
Reminder: Hot days, stress, or rushing can increase body odour - regular hygiene helps you stay fresh under pressure.
Nail and Skin Care
Keep nails trimmed and clean
Avoid excessive use of scented lotions or products that leave residue. Address cuts, scrapes, or skin conditions promptly and hygienically.
What Employers Can Do
Encourage a culture of hygiene by: Providing hand sanitizers, tissues, and cleaning wipes.
Ensuring restrooms are clean and well-stocked
Leading by example and addressing issues sensitively if they arise Including hygiene in onboarding and policy guides
LATER LIFE DIAGNOSIS ADHD
Something just isn’t right You’re exhausted, you’re losing things all the time (you just had your phone!), your brain won’t stop, and you really will text your friend back but just can’t right now. You’re barely holding it together and a little part of you wonders how it’s so easy for everyone else; did they get an instruction manual while you weren’t paying attention?
Maybe your social media is showing you uncannily relatable content, maybe people tell you you’re so ADHD haha. But everyone’s a little ADHD, right? And anyway, being diagnosed with it is fine for other people, but privately, somehow, it’s different for you And besides, you’ve made it this far, what’s the point of going to all that trouble now?
You tell yourself you just need to try harder, be more organised, write another list, find your phone so you can respond to that text
So, no, not everyone is a little ADHD Neurotypicals (people without neurodevelopmental disorders like ADHD), can have ADHD traits, like being forgetful now and then, or occasionally zoning out in a meeting The difference is that ADHDers experience more ADHD traits more often and more strongly than neurotypicals do In fact, there is a minimum threshold of the quantity and severity of symptoms that an individual must experience to be considered as having ADHD.
ADHD is being talked about more now, but that doesn’t mean it’s free from stigma. Some people, sometimes very deep down, think that having ADHD is somehow wrong or shameful and so are reluctant to “label” themselves as an ADHDer
However, ADHD is not a weakness or a moral failing; it is simply a difference. Much like being tall or short, or having brown eyes or blue, ADHD is a structural component of the way a person is.
For example, sometimes ADHD looks like laziness, and sometimes like being super motivated, in the way a zebra looks roughly like a stripy horse However, while an ADHDer might look like they’re having a nice time relaxing instead of doing chores, or are so productive they must be so happy, the internal experience of ADHDers is often one of stress, harsh self-criticism, and not understanding why they can’t just make themselves do the thing they want to do, even if that thing is to give themselves a break
As to labelling, when we don’t know the proper concept for something, we rely on concepts we do know. The first Europeans to visit Africa likely saw a lot of stripy horses, not having the concept of zebra. Similarly, undiagnosed ADHDers commonly (mis)label themselves with words like “lazy”, “stupid”, “too much” and “not enough”, when the more accurate concept is “ADHD”.
Undiagnosed ADHD often becomes apparent during periods of change like puberty, graduating, having a baby, getting a big promotion, or menopause During these times, the tools, strategies and techniques that the individual carefully honed to support themselves in their old environment are no longer effective, appropriate, or powerful enough to support them in the new one. And that’s when ADHD traits can become more obvious and lead people to consider seeking diagnosis.
The first step towards diagnosis is to see your GP for a referral to a psychiatrist. The diagnostic process usually involves questionnaires for you, and someone who has known you for a long time, to complete before your appointment In your appointment, the psychiatrist will likely ask about your reasons for seeking diagnosis and about anything that wasn’t totally clear in the questionnaires. They will also consider whether there is any other diagnosis that would explain your symptoms better than ADHD does Then, if you meet the threshold of the quantity and severity of symptoms, they will diagnose you with ADHD and discuss treatment options.
Being diagnosed with ADHD can bring up a variety of different responses, and sometimes multiple, contradictory feelings at the same time. Those with negative beliefs about ADHD may feel shame Others may begin to grieve what might have been or feel angry about how life could have been different, had their ADHD been identified sooner.
Many people, however, feel relief Relief at realising that there is a reason they struggle, that their brain won’t shut off and they feel so anxious all the time and can’t sleep, and they forget things, and can’t sit down and relax for 5 minutes without feeling guilty, and put so much pressure on themselves and always feel like they’re failing at life. Relief at realising that they are not faulty or broken, and that they need and deserve support Sometimes they feel a mix of all of the above. It can be deeply, life-changingly freeing to understand that you are not a lazy, stupid horse but are instead a very normal zebra
STAYING RESILIENT IN TIMES OF GLOBAL TURMOIL
In moments of global turmoil - such as political crises, humanitarian disasters, or widespread upheaval - many of us feel a creeping sense of anxiety, helplessness, or even trauma Concern for loved ones, anger at injustice, or guilt from bearing witness can affect our minds and bodies deeply - even if we’re physically distant from the events.
Remember: these feelings are valid, and you ’ re not alone.
1. Stay Informed, With Healthy Limits
Being informed is important, but constant exposure can heighten stress and emotional fatigue
Practical steps:
Ask: “How often am I checking the news - and how does it make me feel?”
Limit news to set times (e g , once a day), mute alerts, or unfollow triggering channels
Take intentional breaks from scrolling or live updates; evaluate: “How do I feel after my break?”
Why it matters:
Continuous news intake may lead to crisis fatigue - characterised by emotional exhaustion, apathy, and reduced resilience
2 Anchor Yourself in Routine & Self-Care
In uncertain times, returning to daily habits fosters a sense of control and wellbeing
Evidence-based strategies include:
Sleep: Aim for 7–9hours per night; maintain consistent sleep/wake times and relax before bed
Physical activity: Walk, dance, or practice yoga - movement releases mood-boosting endorphins
Nutrition: A balanced diet supports mind and body; enjoy meals with loved ones when possible
Nature connection: Even brief “nature baths” can soothe stress - watch the wind, birds, or trees
Mindfulness: Short breathing or grounding exercises help - start as little as one minute of calm
FIFO/ DIDO WORKING FIFO/ DIDO WORKING BALANCING
OPPORTUNITY & WELLBEING
Fly-in fly-out (FIFO) and drive-in drive-out (DIDO) jobs are a big part of Australia’s mining, construction, and energy industries. They offer solid pay, career opportunities, and blocks of time off - but also bring unique challenges for mental health, relationships, and lifestyle.
FIFO and DIDO roles can take people into a wide range of settings - from large mining and resource operations in remote parts of Australia, to major construction projects, energy sites, and infrastructure works. These workplaces can be located hundreds or even thousands of kilometres from home, often in regions with extreme weather conditions such as intense heat, heavy rain, or high winds Shifts are typically long, sometimes 12 hours or more, and rosters can require one to three weeks away at a time before returning home for rest days. Accommodation is usually in dedicated camp facilities with shared dining, recreation, and gym areas.
While many camps are comfortable and well-resourced, they can still feel confined and offer less privacy and choice than home life.
Research highlights some psychosocial factors common to these environments. Long periods away from home can create feelings of isolation and place strain on family relationships
Shift work, especially nights, can disrupt normal sleep patterns and make rest harder to achieve. Work schedules and tasks are often set by operational requirements, which can limit flexibility and personal control.
In some settings, workers report challenges such as a fast-paced or highpressure culture, difficulty switching off after shifts when work and living spaces are closely linked, or stigma around seeking help for mental health concerns. Bullying, perceived job insecurity, and limited opportunities for social connection outside work can add to stress levels.
On the positive side, many workers also describe strong camaraderie, shared purpose, and pride in contributing to large-scale projects Understanding these unique factors - and putting practical supports in place - can help people working in these environments protect their wellbeing and enjoy the benefits these roles can bring
The reality – what research says Australian studies have found FIFO/DIDO workers report higher rates of psychological distress than the general workforce, and suicide risk is higher in mining and construction sectors. Common challenges include:
Long or compressed rosters and extended time away from home
Poor sleep - especially on night shifts or noisy camps.
Isolation and loneliness
Stigma around asking for help.
Bullying or poor supervisor relationships
But many workers also report positives:
Financial benefits - paying off a mortgage sooner or building savings
Blocks of time off for travel, hobbies, and family
Strong bonds and camaraderie on site
Practical ways to protect your wellbeing
Before a swing
Plan routines with your family - cover communication, chores, and time off
Set clear call/text schedules so your family knows when to expect contact
Pack for good sleep - earplugs, eye mask, and your wind-down essentials
On site
Prioritise sleep - treat it like PPE Avoid caffeine before bed, keep regular routines
Move daily - 20–30 minutes of walking, stretching, or gym time.
Eat well and hydrate - especially in hot or physical roles.
Limit alcohol and smoking - both are linked to higher distress in FIFO workers.
Join social or sport activitiesconnection helps buffer stress.
Back home
Take 1–2 transition days when you get home - use this time to catch up on sleep, eat well, and ease back into family and social life before taking on a packed schedule
Hold a short family meeting, share one positive, one need, and plan the week
Create small rituals with kids, school pick-up day, bedtime story, breakfast out
Quick Self-Check Tool
Think about your last swing and time at home. Circle the answer that fits best.
If you have more “No” than “Yes”: It’s worth making small changes and/or reaching out for support - don’t wait until things feel overwhelming
If you or someone you know is finding FIFO/DIDO work challenging, support is available You can speak confidentially to Acacia EAP for counselling and practical advice (1300 364 273), or connect with trusted services such as Lifeline (13 11 14), Beyond Blue (1300 22 4636), and 13YARN (13 92 76) for First Nations support
FIFO/DIDO can be rewarding, but it takes planning, healthy routines, and strong connections. Looking after yourself is good for your family, your mates, and your future
References
MATES in Mining – Suicide prevention and peer support programs in the mining industry. https://mates org au/mining WA Code of Practice – Mentally Healthy Workplaces for FIFO Workers – Practical guidance on psychosocial hazards and risk controls.
https://www commerce wa gov au/worksafe/mentallyhealthy-workplaces-fifo Beyond Blue – FIFO/DIDO Mental Health – Tips, personal stories, and support services for remote workers.
I feel connected to my family/friends while on site.
Yes / No / Sometimes
I keep alcohol/drinking days to a healthy limit.
Yes / No / Sometimes
I take at least 20 mins a day for physical activity.
Yes / No / Sometimes
I feel ready and rested when I return to site.
Yes / No / Sometimes
Organisational change has become more challenging and constant than ever. Rapid shifts in technology, unpredictable market forces, and new government regulations not only increase the frequency of change, but also its complexity, rendering traditional approaches obsolete.
Skilful leaders must not only focus on the logistical and technical aspects of implementing new systems and processes, but also on the proactive and empathetic management of the human element
To effectively implement organisational change, it is critical that leaders first understand the fundamental nature of the system they are working within
Management consultant Alistair Mant's “frog and bicycle” metaphor perfectly illustrates this distinction, highlighting the difference between a mechanical system and a living, interconnected one.
According to Mant, the bicycle represents systems with separable, independent parts that can be disassembled and reassembled without harm It is possible to completely disassemble a bicycle, clean and oil every part, and then reassemble it, confident that the whole thing will work perfectly as before.
The frog, by contrast, represents an interconnected system where all parts are vital to the whole. Removing even one piece can cause the entire system to weaken and fail in unpredictable ways
This is particularly true for the emotional, cultural, and psychological fabric of an organisation including its relationships, shared values, and unspoken norms Frog thinking embraces the entire system in all its subtlety and complexity Most complex systems, especially those containing and serving people, are more like frogs where the health and integrity of the whole is dependent on the interconnectedness of its parts
Intelligent change management, therefore, requires frog thinking. Leaders must move beyond the narrow, component-based view of a bicycle and embrace the entire system in all its complexity This means recognising that your organisation is a complex, living system, not a collection of interchangeable parts.
A leader's job is not just to fix broken components but to understand how every decision, no matter how small, affects the entire system Instead of focusing solely on the mechanics of a new system (the bicycle), prioritise the people who make up the organisation (the frog).
Leaders must also pay close attention to staff feedback, both formal and informal, throughout the change process. Creating a culture where staff feel safe to share their honest thoughts and ideas, and see that their input is being taken seriously by leadership, whenever possible, helps to make employees feel included and more invested in the process
When a suggestion cannot be implemented, it’s just as important to explain why This transparency validates employees' contributions and prevents them from feeling like their feedback is just a formality
To effectively lead this complex system through change, leaders must articulate a clear vision for the future and commit to open and frequent communication. Being transparent about why the change is necessary, what it will look like, and how it will impact individuals helps build trust. This vision provides a crucial sense of purpose and direction, helping staff stay motivated and aligned even when the path forward, particularly in the short term, is somewhat unclear.
Organisational change may spark a wide range of reactions from staff, but it is particularly important for leaders to acknowledge that people can often feel a sense of loss or discomfort as they let go of old ways of working. By validating these feelings, rather than dismissing them, leaders can help employees navigate the transition and adjust to a new normal
Further support, such as training or resources from an Employee Assistance Program (EAP), can significantly aid in this psychological adjustment and foster a more supportive and healthy work environment.
Anticipating and dealing effectively with resistance is also part of workplace change The bigger the change, the greater the impact to the organisational culture, and the more resistance that can be expected. Where the scale of the change is anticipated to produce a high degree of resistance, implementing changes gradually and incrementally over time can help to support psychological adjustment.
Successfully navigating the complexities of organisational change demands a fundamental shift in leadership perspective. By adopting “frog thinking” and prioritising the interconnected human element over a purely mechanical approach, leaders can move beyond simply implementing new processes. Instead, they can focus on fostering a positive and supportive work environment built on a clear vision, open communication, and genuine empathy
Acknowledging the emotional journey of change, managing resistance proactively, and validating employee feelings are not just soft skills, they are essential strategies for building trust, maintaining morale, and ensuring that a change initiative is ultimately successful
Practical Tips
Prioritise the human element by viewing the organisation as a living system (“the frog”) rather than a mechanical one ("the bicycle"). Focus on the interconnected relationships and culture, not just the technical aspects of the change.
Articulate a compelling reason for the change, focusing on the big picture and benefits. This provides staff with a sense of purpose and direction, helping them to stay motivated
Communicate frequently about why the change is necessary, what it will look like, and its impact on individuals This transparency helps to build trust and reduce anxiety.
Acknowledge that feelings of loss and discomfort are normal reactions to organisational change Validating these feelings, rather than dismissing them, helps employees navigate the psychological transition.
Create a safe environment for staff to share their thoughts and perspectives. Show that their input is being taken seriously to make them feel included and invested in the process
Anticipate that resistance will occur, especially with larger changes Consider implementing changes gradually and incrementally to support psychological adjustment over time
Provide access to additional resources, such as training or Employee Assistance Program (EAP) support, to help staff navigate the psychological and emotional impacts of change
Outplacement Support Outplacement Support
Comprehensive career transition support to assist individuals facing significant organisational change, such as redundancy, restructuring, retrenchment, or retirement.
Organisational change is a constant in today’s business environment, and, yet is often a poorly managed and challenging experience difficult for employers and employees. Acacia's Outplacement Support provides individuals with specialised career transition support to ensure they feel equipped to re-enter the workforce and continue their careers Our primary objective is to support individuals to find new work quickly and confidently through access to three services: Career Coaching, LinkedIn and Resume Development, and Financial Coaching
Career Coaching
Delivered by experienced and accredited Career Coaches, individuals receive oneon-one practical, bespoke career advice Our coaches create tailored coaching plans that ensure individuals are prepared to apply for jobs, liaise with recruitment, and attend interviews. Our coaches may also provide support around career planning, advice in job searching, tips for preparing for interviews, and more, depending on their specific needs, work role, and industry.
LinkedIn and Resume Development
Our Career coaches provide bespoke advice and support on the best approach to individuals resume and cover letter development Advice is tailored specifically to their role and industry and may include recommendations to emphasise strengths, evidence key differences, and ensure they respond in line with the required role requirements In addition, Acacia provides advice about LinkedIn Profiles, including understanding optimal keywords, attracting recruiters, and networking tips.
Financial Coaching
Our experienced and accredited Financial Coach provides guidance to ensure financial concerns do not distract individuals from their job-seeking efforts Our Financial Coaches assist them to: Prepare simple and effective budgeting Manage expenses during unemployment Reduce debt and communicate with creditors Planning and budgeting redundancy payments This service does not make product recommendations or promote financial services. Rather individuals learn financial skills to build their overall financial wellbeing.
LANGUISHINGATWORK
There are times in our working lives when we are not burnt out, yet we are far from thriving The days pass in a blur of meetings, emails, and tasks, but there is a sense of emptiness beneath the surface. Psychologists have called this state “languishing” – the neglected middle ground between wellbeing and ill health It is not marked by acute distress, but rather by a dulling of motivation, enjoyment, and connection In this state, it is easy to slip into autopilot, doing just enough to get through the day without feeling much satisfaction.
Languishing can creep in quietly It may arrive after prolonged periods of uncertainty or change, when the adrenaline that carried you through a busy season has ebbed away. It can emerge in workplaces where purpose feels unclear, relationships are strained, or efforts go unnoticed Even in supportive environments, it can occur when personal goals and workplace realities fall out of sync The mind feels foggy, concentration drifts, and enthusiasm for work that once felt meaningful is harder to muster
Unlike burnout, which can force us to stop, languishing allows us to keep going, often at the expense of our deeper sense of fulfilment. The result is a slow erosion of energy, creativity, and connection that can affect performance and spill into life outside of work. It can quietly undermine relationships, self-esteem, and physical health if left unaddressed.
Recognising languishing is the first step toward change. It might look like a lack of excitement for projects, difficulty focusing, or feeling emotionally flat despite no obvious crisis. The good news is that even small shifts can start to lift this mental fog Research suggests that moments of absorption in a task, opportunities for connection, and a sense of progress can help counter the drift. Re-engaging with your strengths, finding variety in your work, and building in moments of genuine rest are not luxuries - they are ways of nurturing the energy and purpose that sustain you.
Workplaces also play a central role in supporting employees through periods of languishing. Leaders can help by having open conversations about workload, providing clear and constructive feedback, and recognising the effort as well as the outcome Encouraging growth opportunities, setting achievable goals, and creating space for meaningful work alongside routine tasks can make a significant difference
For the individual, recognising the signs is often the turning point Once you name what you are feeling, you can begin to explore what might help you re-engage Sometimes the path forward is not about making a dramatic career change but about gradually restoring the conditions that allow you to feel engaged and valued.
It could be as simple as reconnecting with the parts of your role you find most rewarding, or it may involve more substantial changes in how your work is structured. Conversations with trusted colleagues or leaders, finding meaning in small wins, and setting achievable goals can help rebuild momentum. However, when languishing lingers, it can be a sign that extra support is needed to understand what is blocking your sense of vitality and how to move forward
If you recognise yourself in this description, know that you are not alone, and you do not have to navigate it alone Speaking with an EAP professional can provide a safe and confidential space to explore what is contributing to your experience, uncover practical steps for change, and reignite a sense of purpose in your work and life Support is available and seeking it is a proactive step toward moving from languishing to flourishing
Exercise& MentalHealth
We are generally familiar with the benefits of exercise for our physical wellbeing; however, over the last several decades, more and more evidence shows significant positive impacts that exercise can have on our psychological wellbeing.
The more regularly we move our bodies, the greater our psychological wellbeing. Regular physical activity increases our resilience to developing mental ill health.
Alongside this, physical movement is an effective intervention for certain mental health concerns including anxiety and mood disorders. A good example of this is Behavioural Activation (BA).
Behavioural Activation is an intervention often used to treat depression It involves using behaviours such as physical movement and exercise to improve our emotional state Empirical evidence shows that for mild to moderate depression, BA is as effective in reducing symptoms of depression as antidepressants and Cognitive Behavioural Therapy
It is important to note that the positive effects of physical movement and exercise have been demonstrated regardless of type – and mental health symptoms lessen no matter what kind of physical activity you engage in
Although the evidence clearly shows that exercise positively impacts our mental wellbeing, the mechanism of action of how this comes about is intricate and complicated.
In our brain and body:
Physical movement increases serotonin, dopamine, and noradrenaline levels, all neurotransmitters involved in mood regulation, pleasure, and stress response These also play a vital role in maintaining psychological and emotional wellbeing.
Physical activity also supports the growth and development of new brain cells In particular, new cell generation in the hippocampus. The hippocampus is the part of our brain involved with memory, learning, and emotion regulation.
The creation of new brain cells also can increase our cognitive function and resilience to stress
Furthermore, physical exercise increases the production of a protein in the brain which supports brain cell survival, growth, and function This protein also plays an important role in the brain’s ability to adapt and reorganise in response to experiences and environmental changes
Exercise helps regulate the body’s stress response system It helps reduce the physiological response to stress by lowering levels of stress hormones, such as cortisol and adrenaline, leading to a balanced stress response system and greater resilience to stressors
Exercise also improves blood flow to the brain, which is essential for maintaining brain function and supporting neuronal activity
Engaging in physical activity can also help distract us from negative thoughts and interrupt worry processes. It can provide an anchor to the present moment where we can direct our focus of attention when we find ourselves pulled into these thought cycles.
Moving your body in a meaningful way can improve your physical health and how you feel about your body Regular movement can also help increase our sense of personal achievement and success This can boost self-confidence and self-esteem which contributes to overall psychological wellbeing
Lastly, participating in physical activity with others can increase our sense of connection, enable us to build new relationships, strengthen existing ones, and combat feelings of loneliness and social isolation
Many forms of physical activity involve social interaction from playing in a team, participating in a group fitness class, kicking the footy around with some friends, and even saying hello to people in the community when out walking.
In our lives:
Moving our bodies regularly can help improve our sleep quality, supporting our body’s internal clock and time spent in the restorative stages of sleep.
Exercising at a similar time each day, especially earlier in the day, helps reinforce our natural sleep-wake patterns making it easier to fall asleep and wake up Physical activity also increases our level of physical fatigue which, again, enhances our ability to fall asleep and stay asleep at night
There are many ways that physical movement can have a positive impact on psychological, emotional, and mental wellbeing.
But how do we get the most out of it? Here are some practical strategies and tips for increasing your physical movement and getting the best for your wellbeing
Incorporate movement into your daily routine:
Look for opportunities to add physical activity into your daily routine, such as taking the stairs instead of the elevator, walking or cycling for short trips, or doing household chores like gardening or cleaning.
Set Realistic Goals:
Start with achievable goals for physical activity Australia’s physical activity guidelines recommend that adults should be active more days of the week than less, for a total of 2 ½ to 3 hours a week.
For some of us, we may need to start smaller and work towards gradually increasing our activity levels Remember you can break up the time into smaller blocks and spread these throughout the day
Do meaningful and enjoyable activities
Choose activities that you enjoy and look forward to; this could be anything from dancing, swimming, hiking, playing sports, practising yoga, or walking your dog
Enjoyable physical activities are more likely to be sustained over time
Make it Social:
Exercise with friends and family members, or join group fitness classes or sports teams Enjoying exercise with friends can make it more fun and also means we are more likely to do it in those moments when we may not feel like it
Schedule it:
Treat exercise as a priority by scheduling it into your daily or weekly routine. Consistency is key to experiencing the psychological benefits of physical activity
Mix it up and be creative:
Incorporate a variety of activities to keep things interesting and prevent boredom Try different types of activity, such as cardio, strength training, flexibility exercises, team sports, and mind-body practices like tai chi or pilates.
Practice Mindful Movement:
Engage in activities that promote mindfulness, such as yoga, tai chi, or walking meditation. Mindful movement practices not only improve physical health but also promote relaxation, stress reduction, and mental clarity. Our body and physical sensations when moving provide a great anchor to the present moment
Celebrate your achievements:
Keep track of your physical activity and its effects on your mood and overall wellbeing Use apps, fitness trackers, or a simple journal to monitor your progress and celebrate achievements along the way
Listen
to Your Body:
Pay attention to how your body feels during and after physical activity Respect your limits, and don't push yourself too hard Exercise should be enjoyable and energising, not exhausting or painful
By incorporating these practical strategies into your daily life, you can increase physical movement in ways that promote psychological wellbeing and overall health. So get a move on!
