J A N UA RY 2 0 1 8
ISSUE 8
HELPING THE HELPERS STAND TALL 4 PTS
LISTEN LOUDLY PARENTS LIVING WITH MENTAL ILLNESS SUPPORT FOR FAMILY & FRIENDS
SIRENS OF SILENCE
OUR RESOURCES BLOOM! MENTAL HEALTH AND WELLBEING BY TASHA BROOMHALL
Available in paperback or ebook format. This book debunks some of the common misunderstandings around mental health and mental illness and provides practical strategies for you to use to support your own mental health as well as support those around you.
$22 INC GST
BLOOM! AT WORK! A MENTAL HEALTH GUIDE FOR LEADERS BY TASHA BROOMHALL
Available in paperback or ebook format. This book will provide knowledge about the relevance of mental health issues, a brief overview of common mental health issues and possible functional impacts and a range of proactive strategies and resources that may assist both the employee and the organisation.
$25.00 INC GST
A YEAR TO BLOOM – 52 WEEK JOURNAL Feeling stressed? Overwhelmed? In a funk? Need some support for your mental health?
This guided 52 week journal will give you practical ideas and guidance to enhance your wellbeing through two strategies. Each week a new journal activity will encourage you to continue actively enhancing your mental health over the next 52 weeks. You can choose from two different formats – a printed a5 journal or weekly emails delivered straight to your inbox.
LIVE CONSCIOUSLY AND BLOOM – SELF REFLECTION JOURNAL The personal reflections journal provides a guiding hand in reviewing your values. Based on these values you will then set daily intentions and cultivate your gratitude. Carrying out those two simple steps each day can make an incredible difference to your life.
$24.20 INC GST
$17.60 INC GST
Mental Health in the Workplace for Leaders, ONLINE COURSE This course delivers an overview of common mental illnesses, reasonable adjustments, privacy requirements and balancing people needs with business needs. This course is delivered as four online assessed modules selfpaced with individual assessment of learning. Each module has videos, recorded lesson, support notes and an assessment.
Workplace Mental Health & Wellbeing Campaign You can develop your organisation’s mental health culture through a targeted information program that includes integrated articles in your newsletter, informative posters, information on your intranet to develop awareness, and skills to recognise and respond to mental health issues in the workplace. The pack is designed around a 12-month campaign to raise mental health awareness in your organisation and focusses on building the individual resilience of your employees.
Let’s Talk About It Video Series Educational videos for your intranet about how to have appropriate workplace conversations in relation to mental health and wellbeing.
Workplace Information Pack This pack includes short guidelines suitable for inclusion on your intranet. Titles: • What is mental health and mental illness • General impacts of mental health issues in the workplace • How to respond if you have concerns about a colleague or employees mental health • Strategies for managing mental health issues with an employee • Responding to an employee or colleague who may be at risk of suicide • Resources and supports for looking after your own mental health and wellbeing
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PAST ISSUES
bloomingminds e-magazine N OV E M B E R 2 0 1 5
ISSUE 1
J A N UA RY 2 0 1 6
ARE YOU A HUMAN BEING OR A HUMAN DOING?
CREATING A CULTURE OF POSITIVE MENTAL HEALTH AND WELLBEING
IT’S TIME TO REFLECT
BY DRIVING CONSCIOUSLY YOU NOT ONLY MINIMISE ACCIDENTS BUT ALSO CAN HELP KEEP YOURSELF CALMER IN THE PROCESS
HOW TO PROVIDE POSITIVE LEADERSHIP IN CHANGING TIMES
NICK MAISEY - BEFRIEND SHANNA CRISPIN- HI THERE GORGEOUS BETTY KITCHENER - MHFA ALICIA CURTIS - 100 WOMEN PETER SHARP & JAE WEST - THE LIBERATORS
CQ BEING CULTURALLY SMART IS THE NEXT BIG THING
A BLOOMING GREAT 2016
AGEISM IN THE WORKPLACE
5 SIMPLE STEP TO ASSIST YOU IN ENHANCING YOUR MENTAL HEALTH AND WELLBEING
“OVER 25% OF AUSTRALIANS AGED OVER 50 EXPERIENCED SOME FORM OF PREJUDICE“ MAREE WHACK DETAILS 7 STRATEGIES TO REDUCE AGEISM IN THE WORKPLACE
ONE STEP AT A TIME WITH JULIE MEEK
APPRAISING PERFORMANCE
APPLYING THE 4 STAGES OF CHANGE TO CREATE THE RIGHT HABITS TO BETTER PERSONAL PERFORMANCE
DEALING WITH THE STRESS OF PERFORMANCE MANAGEMENT REVIEWS WITH NARELLE DI TRENTO
HORTICULTURAL THERAPY
A MENTAL HEALTH STRATEGY MAP FOR ORGANISATIONS
RENEE GARDINER DISCUSSES NOURISHING THE MIND, BODY AND SPIRIT THROUGH GARDENING
INCLUDING: AWARENESS RAISING, SKILL BUILDING AND BEHAVIOURAL INTEGRATION
QUIZ
SOPHIE BUDD’S
ARE YOU STRESSED OR BLOOMING? A PERSONAL SURVEY TO “CHECK-IN” WITH YOURSELF
SIMPLE MANGO MOUSSE
YOUR MENTAL HEALTH AND WELLBEING IS NO LAUGHING MATTER...OR IS IT?
FOOD FOR THOUGHT: SNACK RIGHT WITH NUTRITIONIST AND DIETITIAN, JULIE MEEK
CHRISTMAS KINDNESS ADVENT CALENDAR
OVER 6000 LAUGHTER YOGA GROUPS AND CLUBS WORLDWIDE ARE PROVING LAUGHTER REALLY IS THE BEST MEDICINE
J U LY 2 0 1 6
CONSTRUCTIVE MENTAL HEALTH
KHANH NGUYEN, THE GENERAL MANAGER AND DIRECTOR OF CIVCON, CIVIL AND PROJECT MANAGEMENT, EXPLAINS HOW A YOUNG AND RAPIDLY EXPANDING COMPANY IN THE CONSTRUCTION INDUSTRY IS ADDRESSING THE ISSUE OF EMPLOYEE MENTAL HEALTH AND WELLBEING.
PLUS...
RANDOM ACTS OF KINDNESS TO STRANGERS, LOVED ONES AND OURSELVES
CHEF SOPHIE BUDD’S RAW INDULGENCE
ISSUE 3
LEADING POSITIVELY THROUGH CHANGE
ARTICLES AND INTERVIEWS WITH TASHA BROOMHALL
SO NOW THAT WE’RE ALMOST IN DECEMBER, HOW DO YOU FEEL ABOUT THE LIFE YOU HAVE LIVED THIS YEAR?
DRIVING UNDER THE INFLUENCE OF... ATTENTIVENESS
APRIL 2016
AGENTS OF CHANGE
FINDING 4 NURTURING AND NOURISHING THINGS THAT YOU CAN DO FOR YOURSELF EACH WEEK
WE TALK TO AN INTERNATIONAL WORKPLACE RELATIONS EXECUTIVE, ANDREW DOUGLAS, WHO IS LEADING HIS ORGANISATION BY EXAMPLE
ISSUE 2
1
ISSUE 4
1
O C TO B E R 2 0 1 6
1
ISSUE 5
J A N UA RY 2 0 1 7
ISSUE 6
AM I OK?
AN IMPORTANT QUESTION TO ASK, NOT JUST DURING MENTAL HEALTH WEEK.
GETTING HELP A PERSONALISED WELLBEING PLAN
TO TELL OR NOT TO TELL ...
EMPLOYEE DISCLOSURE: YOUR RIGHTS AND RESONSIBILITIES
BRANT GARVEY I N T E R V I E W
AUSTRALIAN WORKPLACE SURVIVAL GUIDE
RIO OLYMPICS BOUND ATHELETE TALKS ABOUT ATTITUDE AND RESILIENCE
COMMON ISSUES PEOPLE FROM CULTURALLY AND LINGUISTICALLY DIVERSE BACKGROUNDS EXPERIENCE IN AUSTRALIAN WORKPLACES
FINDING YOGA
GROUP YOGA TO HELP YOU DEAL WITH MENTAL PAIN
GROWING CHANGE BY RENEE GARDINER
THE BUDDY SYSTEM JULIE MEEK
OVERCOMING BARRIERS @ WORK BY PETER DHU
LETS TALK ABOUT IT
Q & A WITH BLUEBIRD
The Small Things A FAMILIES DEDICATION TO INCREASING SUICIDE AWARENESS
INTERVIEW WITH AMANDA STEPHENSON
POLICY & PROCEDURE
HAVING THAT IMPORTANT CONVERSATION ABOUT SOMEONES MENTAL HEALTH AND WELLBEING; BM DISCUSSES THE 3 VITAL ASPECTS
CREATING A CULTURE OF POSITIVE MENTAL HEALTH
one day seminar
MAKING REASONABLE ADJUSTMENTS IN THE WORKPLACE
MENTAL ILLNESS in the workplace
WORKPLACE MENTAL HEALTH FOR LEADERS SEE PAGE 16 FOR DETAILS & REGISTRATION
SHOW SUPPORT AND MEET YOUR OBLIGATIONS AS LEADERS
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HOW CAN WE REDUCE THE EFFECTS OF STRESS?
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CONTENTS
ISSUE 8 JAN. ’18
6 THE EFFECTS OF TRAUMA 8 SIRENS OF SILENCE 10 STAND TALL 4 PTS 12 SUPPORTING COLLEAGUES 16 LISTEN LOUDLY 18 HELPING THE HELPERS 20 FOLLOW THE YELLOW BRICK ROAD 22 GET A GRIP ON FINANCIAL STRESS 24 BEING BUOYANT 26 WORKPLACE CONFLICT 28 PARENTS LIVING WITH MENTAL ILLNESS 30 PLAN FOR MENTAL WELLBEING 33 INNER HUG TEA 34 SUPPORT FOR FAMILY & FRIENDS 36 ROS WORTHINGTON Founder and Editor-in-Chief: TASHA BROOMHALL Deputy Editor: SHARNA MENSAH Editing and proofreading: BARRY MANNOLINI-WINWOOD Contributing Photographers: CRAIG BROOMHALL IAN MCLEOD RICHARD MCLAREN JOSHUA HAWTHORN
Contributing Writers: TASHA BROOMHALL SOPHIE BUDD JULIE MEEK BARRY MANNOLINI-WINWOOD JANE SHERSHER ANDRE THANE Typesetting and internal design: CRAIG BROOMHALL TASHA BROOMHALL
www.bloomingminds.com.au Blooming Minds© 2018 All Rights Reserved. We encourage you to share the content of this e-magazine with others who you think may be interested. However to comply with copyright please ensure that information is only shared in its full form and with the credit given to the authors. The information, opinions, suggestions and ideas contained in this publication are based on the experience of the contributors and research information which is believed to be accurate but not infallible. All effort has been made to render this information free from error or omission. Whilst written and presented in good faith, Blooming Minds and the contributors assume no responsibility or liability for any loss or damage caused directly or indirectly from this information. The material cannot substitute for appropriate professional opinion, which would take into account individual factors, specific situations, environmental conditions or circumstances likely to influence actions taken or avoided at any time. Please be advised, this presentation provides general information only, and should not be seen as professional advice specific to any particular situation, problem or person. If you require assistance for mental health issues please contact your medical practitioner or call Lifeline on 13 11 14.
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TASHA’S UPDATE In this edition we focus on helping the helpers. We profile organisations supporting Fire, Police and Ambulance Officers and military personnel. We also look at the needs of family carers and workplace supporters. As our workplaces increase attention on mental health and wellbeing, it’s critical that we focus on supporting those at risk of mental distress through their work. Over the last few years I have worked with many first responders and returned service men and women and have been continually amazed by their fortitude and capacity to walk through immense challenges. Those who support others, whether it be in those essential first responder roles, or in the vital support provided within families and communities to those living with mental health issues, also require support. I hope that in this edition you will find insight and resources to assist you. As always, I would love to hear your thoughts on the articles in this edition. Email me at info@bloomingminds.com.au Want some more ideas for how to help yourself bloom? Watch here. Best wishes,
Tasha
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THE EFFECTS of TRAUMA Barry Mannolini-Winwood & Tasha Broomhall
Few people would question the psychological impact of being the victim of assault, experiencing a life changing accident or losing a loved one. As a society, we are improving at recognising the effect these (and other) events can have on our ongoing mental and emotional wellbeing. However, what many seem to be unaware of, is that the impact on those that witness a trauma can be just as devastating. VICARIOUS TRAUMA People who witness trauma can also experience a profound psychological reaction. They may experience: • PTSD like symptoms such as: intrusive re-experiencing of the event; avoidance of triggers and emotion; increased physical arousal; increased negativity • Heightened anxiety • Be mistrusting and suspicious • View the world as unsafe • Have greater distance within relationships • Existential questioning • Physical and psychological exhaustion • Emotional distress • Cynicism
For some, this can lead to Post Traumatic Stress. Vicarious trauma, and indeed PTS, is a risk for a range of individuals and professionals such as: • Close family/personal relationships with an individual who experienced a significant trauma, • Therapists, • Firefighters, • Ambulance Workers, • Police Officers, • Medical practitioners.
Common risk factors: • Culture – Cultural differences in VT have been observed, • Gender – Reported more in women, • Personal trauma history, • Personal stress.
To minimise risks, research supports a balanced professional/personal life and social support. Protective factors which may offset the effect of vicarious trauma are believed to include spirituality, use of humour and developing realistic optimism.
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For some, recovery from vicarious trauma may lead to an experience known as ‘PostTraumatic Growth’ (PTG). This is the positive accommodation of traumatic events leading to improved coping skills. PTG can lead to increased compassion, self-awareness, professional skills, social activism and better parenting.
• Acknowledge the reality of VT, • Support the development of “personal prevention and management”, • Encourage a respectful culture, • Encourage trauma responders, • Be tolerant of VT experiences, • Promote open and healthy discussion of VT.
Baum, N., Rahav, G., & Sharon, M. (2014). Heightened susceptibility to secondary traumatization: A meta-analysis of gender differences. American Journal of Orthopsychiatry, 84(2), 111–122. http://doi.org/10.1037/h0099383 Cieslak, R., Shoji, K., Douglas, A., Melville, E., Luszczynska, A., & Benight, C. C. (2014). A metaanalysis of the relationship between job burnout and secondary traumatic stress among workers with indirect exposure to trauma. Psychological Services, 11(1), 75–86. http://doi.org/10.1037/a0033798 Cohen, K., & Collens, P. (2013). The impact of trauma work on trauma workers: A metasynthesis on vicarious trauma and vicarious posttraumatic growth. Psychological Trauma: Theory, Research, Practice, and Policy, 5(6), 570–580. http://doi.org/http://dx.doi.org/10.1037/a0030388
“
...what many seem to be unaware of, is that the impact on those that witness a trauma can be just as devastating.
“
As well as individual factors that can aid recovery, organisations with employees at risk of vicarious trauma should also take conscious steps to prevent and manage this risk. Research indicates that organisations should:
Hensel, J. M., Ruiz, C., Finney, C., & Dewa, C. S. (2015). Meta‐Analysis of Risk Factors for Secondary Traumatic Stress in Therapeutic Work With Trauma Victims. Journal of Traumatic Stress, 28(2), 83–91. http://doi.org/10.1002/jts.21998
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SIRENS of SILENCE Tasha Broomhall
When you are in a crisis situation, the sound of emergency vehicle sirens descending brings a feeling of relief – help is on the way. But who helps the emergency personnel to cope with their daily experiences of assisting people going through traumatic situations? Sirens of Silence is a Western Australian volunteer organisation working to support Emergency Service Personnel and provides external self-help pathways and positive supports to work through difficult times.
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They call it the 3 Way Support Process and their aims are: 1. To raise awareness of Anxiety, Depression, Post Traumatic Stress Disorder (PTSD) and Suicide Prevention within the Emergency Services, 2. To provide positive ‘ground level’ peer support and simple guidance of pathways to seek further assistance. 3. To grant members educational and financial assistance for treatment and support.
Why was it needed generally and for you personally? The number of suicides. There appeared to be a significant impediment to getting people to speak up and support each other and to ultimately seek help and professional support. The failure of the systems offered by emergency agencies is not capturing all those that need help, so a second-tier system needs to be in place to capture those that choose to not uptake the first tier, or fall through the holes in the present support processes offered by the agencies. Is there any advice you would like to give to someone reading this who may need help? Become a member of Sirens of Silence (it’s free), so that we can offer another option or pathway of help. You will feel supported, cared for and we endeavour to make it easier for you. What are your plans for the future? To expand the profile of Sirens of Silence and the support processes offered by it, amongst all emergency services personnel. We also want to continue the work (already begun) to highlight to the general public, the need for strong mental health support to first line responders and their families.
Sirens of Silence encompasses staff from all areas of emergency service work from communications staff of triple zero calls, through to frontline Police; Ambulance; Fire and Emergency service staff and volunteers; and all career staff; including those who are current; retired; injured or terminated. We interviewed Lyn Sinclair to find out more about Sirens of Silence and the important work they are doing to assist Emergency Service Personnel in our community. What led you to start Sirens of Silence? A sudden spike in the number of Ambulance Personnel choosing suicide. This highlighted that the “system” that was in place was failing badly and It was clear that there was a need to bring the subject of mental health out from the dark and place it front and centre in the general discussion arena.
What does the general community need to understand about your initiative? We would like the general community to recognise that emergency services personnel do play a vital role in the community and they, along with their families, need a robust and successful pathway or system, to maintain good mental health, that will support them throughout their challenging careers and beyond.
How can interested people get involved? Contact Sirens of Silence, via sirensofsilence.org.au or any social media platform. Sirens of Silence also welcome enquiries from people who want to assist the charity by way of helping out at various fundraising functions and events the Charity holds, or helping the Charity in some professional way. Financial donations are also gratefully received.
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STAND TALL 4 PTS Tasha Broomhall
The risks and prevalence of mental health issues amongst service men and women have received growing attention over the last few years. Yet, with so many experiencing distress there is still so much to be done .
Tony Dell 10
Tony Dell was a national serviceman in the 60’s and was deployed to Vietnam. He later played Sheffield Shield cricket for Queensland and test cricket for Australia. After what Tony describes as many years of undiagnosed symptoms, forty years after he got home from Vietnam, he was diagnosed with Post Traumatic Stress. As he learnt about PTS, Tony recognised the role it had played over the years in his relationships and his work. He realised that there were many others experiencing the same ongoing effects who had developed this illness in the service of their country. Tony decided to set up a charity to offer support. And so, Stand Tall 4 PTS was born. Tony’s goal is to create national awareness for PTS to help to both reduce the stigma and to agitate governments to pay attention to this vital issue. Tony says that “the stigma that still surrounds PTS only makes the problems worse. PTS is bad enough. It affects people being able to work, their families, their ability to live. But the stigma stops people getting help.” Stand Tall sees their role as one of education and awareness raising. They want people to be willing to acknowledge PTS in themselves and others and to be willing to seek and accept support. Stand Tall hosts annual PTS conferences and ongoing community events to raise awareness and connect with those in need. This year they are looking forward to being involved in the Invictus Games in Sydney in October.
Tony Dell STAND TALL 4 PTS “Our vision is that one day, every Australian will have a clear understanding of and respect for those who are affected by PTS. We see an Australia where PTS has the full support of Governments for research and treatment.” • To make every person in Australia aware of PTS, • To dispel misconceptions about PTS and break down stigma, • To help increase professional support channels, • To lobby governments to properly recognise PTS and to supply adequate funds for meaningful research. For more information about Stand Tall 4 PTS: http://standtall4pts.org/
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SUPPORTING COLLEAGUES Tasha Broomhall If an employee or colleague discloses that they have been diagnosed with mental health issues, do not assume that you know what that means for them. Even if you have firsthand knowledge of the same illness yourself, it does not mean that both of your experiences will be identical. It is important to respectfully ask about their experience, so that together you can determine how it may be relevant in the workplace, and ascertain any adjustments or supports that may be required. • Thank them for trusting you with this information. • You could say something like: “I understand a little bit about what... (depression/anxiety/ schizophrenia/bipolar) means for some people. Can you tell me what it means for you?” and then really listen to them. • Ask them about if it is likely to impact on them in their work functioning? If so, is there anything that might help with this? • Have an open honest non-judgemental conversation.
REASONABLE ADJUSTMENTS Supervisors and managers need to have a broad understanding of common mental illnesses and their possible functional impacts, so that when they identify these impacts, they will be able to meet their obligation to implement reasonable adjustments where possible. When designing reasonable adjustments, it is imperative that every effort is taken to balance the organisation’s operational needs (including possible impacts on other employees) with the specific needs of the employee in question. The model below can assist in designing and implementing reasonable adjustments: DESIGN
• Analyse (the core requirements of the job – e.g. key tasks, workflow issues, seasonal variations, KPI’s, location/work area issues, etc.), CONTINUED ON PAGE 14
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WORKPLACE MENTAL HEALTH FOR LEADERS
SEMINAR May h t 5 1 City Perth ept. S h t 4 City Perth
Increase your understanding and recognise possible symptoms of common mental illnesses, understand your roles and responsibilities as an employer and get strategies to approach employees and make workplace adjustments
Who should attend this seminar? People who manage, supervise or lead others, HR, OSH, WHS, People & Culture
There is a lot of talk about workplace mental health, but do you want specific strategies to implement and frameworks to follow to develop your organisations positive mental health culture? This practical interactive seminar will help you achieve this.
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ONLY
%
managers have an OF
understanding of
MENTAL ILLNESS
BLOOMING MINDS PROVIDES GROUP TRAINING AND INDIVIDUAL CONSULTANCY SERVICES TO ASSIST ORGANISATIONS TO UNDERSTAND THE IMPACT OF MENTAL HEALTH PROBLEMS IN THEIR WORKPLACE AND TO MINIMISE THE HUMAN AND ECONOMIC IMPACTS OF EMPLOYEE STRESS, ANXIETY AND DEPRESSION.
bloomingminds.com.au/leaderseminar/
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• Assess (the employee’s functional capacity against these core requirements, using multiple sources of information – the individual, their supervisors, work output measurements, observations, etc.), • Identify (possible reasonable adjustments to accommodate for the functional impacts).
ARTICULATE The identified adjustments may require approval and discussion with HR/ senior management: • Engage and articulate the process and decisions to the employee as you progress, • Be conscious of confidentiality obligations and only share private employee information appropriately, • Determine with the employee how any visible adjustments will be articulated to other employees.
RESOURCES FOR MANAGERS PREVENTION
www.prevention.workplace-mentalhealth. net.au
RETURN TO WORK
www.returntowork.workplace-mentalhealth. net.au
JOBACCESS
www.jobaccess.gov.au
The Access for Employers is all about supporting employers with the employment of people with disability. It has information about Support Services, Rights and Responsibilities, and resources. 1800 464 800
DOCUMENT Keep a record of the process: • the determined adjustments, • time frame for trial and review, • KPI’s for review and how the adjustments are being articulated to others.
LEADERS SHOULD;
FOLLOW UP AND FOLLOW THROUGH It is a good idea to start with a trial period and assess from there if the adjustments can or need to become permanent.
• Consider how you can be flexible with leave;
Watch a short 2 minute video here about the adjustment process.
• Recognise the possible impacts on their functioning and explore reasonable adjustments with them;
Some examples of adjustments: • Allow telephone calls during work hours
• • • •
to doctor/counsellor/ other supports, and provide a private place to do so, Flexibility with work schedule – hours/start time/work from home/change of duties, Minute all meetings and expectations to assist with memory and concentration issues, Don’t force people to attend social events, Be more inclusive in the design of work functions to meet a variety of needs and interests.
• Encourage the employee to access your EAP provider;
• Develop an overall Workplace Mental Health Strategy so employees know what support is available and leaders develop the knowledge and skills to fulfil their obligations.
Job Access, 2012, Reasonable Adjustments, Australian Government, date viewed 30/8/2015 <http://www.jobaccess.gov.au/content/reasonable-adjustment>
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FINDING YOGA Rachael West
Carers of children with disabilities often experience their own health issues. Disabilities Services Commission asked Finding Yoga to create a special Yoga for Carers program. They wanted to recognise the contribution carers make to their community by providing the opportunity for self-care. Interestingly, it was when carers realised that their own wellbeing could improve things for their child that they really engaged with the program. Watch to learn more about the project. http://www.findingyoga.com.au/how-we-developed-yoga-for-carers-a-case-study/
Personal experience with fibromyalgia led Rachael West to study Yogic Education at university in France. She runs Finding Yoga to help all people with pain access the benefits of yoga. www.findingyoga.com.au
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LISTEN LOUDLY Tasha Broomhall
Have you ever told someone about a problem you are having, or shared about a difficult experience, and they jump in and tell you exactly what you should do to fix it? Maybe they lecture you about how you should look for the good in the negativity? How does that make you feel? Unheard? Unimportant? Stupid? Because surely if it was as simple as clicking your fingers and applying their solution, or reframing it as they suggest, then you would’ve already figured that our yourself, right? When a friend, colleague or loved one shares a problem with us, many of us jump in with solutions or look for silver linings.
Hearing someone’s bad news and seeing their reaction may feel distressing and uncomfortable. We want to reassure them. It’s tempting to want to make them feel better about the situation so we might try to rush them to a resolution; we want to tell them it’ll be ok; that this is an opportunity in disguise. This can risk the person not feeling heard; their reaction not being validated. In doing so, we risk disconnecting with them at a time they may need our support most. Before opportunities can be seen to arise out of a challenging situation, there are many emotions to be processed, possibly: grief, anxiety, panic, worry, distress.
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To help support someone, instead of glossing over their emotional reaction or rushing them towards feeling positive, this simple four-step process can help us to communicate more effectively:
EXPLORE OPTIONS Allow the time for them to explore the options that suit them. Encourage them not to make rash decisions straight away but, some pragmatics might be worth considering. Some people will need support with the pragmatics of what to do immediately.
1. Acknowledge 2. Empathise 3. Explore options 4. Plan for action
When they are ready to explore their options for moving forward, hold that space with them and discuss a range of possibilities. Consider the pros and cons of each option. If they are struggling to identify any for themselves, consider offering three options you can identify and see what, if anything, resonates for them.
ACKNOWLEDGE We need to acknowledge that their reaction (fear, sadness, rejection, etc.) is real for them. Acknowledge that their reaction is true and valid. Hear it. Don’t try to tell them they’re over-reacting or that it’s not that bad. You can’t control how someone else feels.
PLAN FOR ACTION When they are ready to test out some of the options, plan for action with them. They may or may not need your support with this. Engage as appropriate for the boundaries of your relationship, respecting their decisions.
EMPATHISE Express empathy for their feelings. Tell them you are sorry for their distress; or sorry they are sad; or that their shock must feel so unsettling.
This approach is about being respectful and acknowledging the individual; allowing them to go through the emotions they are feeling and work through their options in their own time and way; offering support where you can.
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HELPING the HELPER Tasha Broomhall
It is essential that you look after your own mental health and wellbeing, as a helper. Whether you are supporting a colleague, an employee, or a loved one, helping to support someone else who is experiencing emotional distress or mental health issues, can have an impact on you. As the ‘helper,’ it is important that you keep your own life jacket on. Supporting another can be draining on your emotional energy and can possibly raise issues about your own mental wellbeing that you’ve been ignoring. So, monitor yourself, and if you’re feeling affected then find someone who can give you support. The people who are very responsive and compassionate about supporting the needs of others, sometimes don’t take as good care of their own needs. Providing intense support to another can have an impact on us, which we then need support for. If you think that you may need some help setting appropriate boundaries around those you are supporting, or just debriefing from the situation, then do so. Signs to look for: • Are you feeling more fatigued than usual? • Are you feeling a bit overwhelmed? • Are you feeling like your support for the other person is having an impact on your moods, your sense of wellbeing? • Do you want to avoid the person for a while?
These could be signs that you also need some support. A great place to start is to find a psychologist who you can chat with. Either through your works Employee Assistance Program; through one of the support services listed on page 34 in this magazine; or through a community based psychology service. Alternatively, find a GP who you feel comfortable talking with about your feelings. Call your medical practice and ask the receptionist to recommend a doctor who is upto-date and helpful with mental health issues. The receptionist will usually have a good idea of who in the practice fits this bill, and will happily give you this information. Book a double appointment with the GP to talk about your concerns. If you are feeling nervous you can take a trusted friend or family member with you. It may be helpful to write a list before you go, detailing your concerns so that if you feel overwhelmed you can pass the list to the doctor to read instead. If the relationship in question is in a work setting, ensure that you don’t breach the privacy of the employee you have been supporting. Avoid seeking support from one of their peers. Instead, seek support from someone higher up the chain of command, from your HR team or from your EAP service. The important thing is to get some help, explore your options and take your own mental health seriously.
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Tips for carers: 1. Practice simple meditations that you can do during the day or night when youâ&#x20AC;&#x2122;re feeling overwhelmed (you can download ours for free here). 2. Talk to your local Carers support service, in-home support agencies and also other family members or friends to arrange respite wherever possible and use that time to take yourself away from the house or do something for yourself. 3. Give yourself permission to do what you can to look after yourself. 4. Engage with nature, simply sit or take a walk in a park, along the beach or river and enjoy the peace that being connected in nature can bring. 5. Keep in contact with friends and family, encouraging visitors to still come and stay in touch, maybe make a regular date. 6. Is there a hobby you can participate in, even from home if you canâ&#x20AC;&#x2122;t always get out to events? Something to bring pleasure and positive engagement into your day. 7. Try to keep eating balanced meals (a good idea is to cook double amounts and then freeze one portion so you only have to cook every second night)
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FOLLOW the YELLOW BRICK ROAD Tasha Broomhall
As we hurl ourselves into a new year, let’s pause to reflect on 2017, the year that was. Acts of terror across the globe; the passing of legends; stories of serial sexual offenders; the Manus Detention Centre mess. So much has happened globally and locally in the last twelve months, and yet if we focus the lens on Australian politics, what has transpired? Much of the political year was dominated by distraction and a serious lack of leadership from both sides of the Chamber. There has been shouting about citizenship eligibility, instead of getting on and sorting it out; dodging around the marriage equality debate, with the community having to take the lead. Politicians in interviews (and in parliament)
seem to be auditioning for a role in ‘Mean Girls’. They compete to deliver the most histrionic roast of their opposition; rather than respectfully debating points of difference and negotiating to govern this country. We are left wondering what work some politicians are actually doing? If we indulged the time to argue and grandstand that they do, we’d get none of our day job done. Australians often lament that politicians are governing for one term, not willing to risk re-election by making bold decisions for this country’s future. Maybe our politicians need to stay away from ‘Mean Girls’ and instead take a leaf out of Dorothy’s book, on her trip to Oz. Dorothy thoughtfully lead the Lion,
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the Tin Man and the Scarecrow in their pursuit of courage, a heart, and a working brain. If our politicians would be willing to embrace all three, they could woo the disaffected, disconnected masses and gain much needed respect. Giving them a mandate to assert power for the long term. When was the last time you heard someone praise a politician for leadership? Certainly, when Howard tightened gun control; when Rudd apologised to stolen generations. But such definitive leadership is few and far between. And it's not as if we don't need it. We have the highest suicide rates in over a decade; we have increasing levels of people seeking support for homelessness; one woman dying each week from domestic violence; a widening economic gap between rich and poor. And, the hundreds of men that were isolated in PNG because of Australian policy and actions, breaching not only international standards but surely contravening the moral values we often profess. Dorothy demonstrated the leadership our country is lacking. She was optimistic, brave and confident in the face of uncertainty. There have undeniably been a few moments of leadership in Australian politics in the last year. Jacqui Lambie’s powerful address to parliament on welfare cuts; George Brandis standing up to Pauline Hanson’s Burqa stunt; Penny Wong fighting for marriage equality in the face of an at times offensive opposing narrative. They each expressed raw emotion, standing up for marginalised people. These were rare glimpses of authentic leadership that our country is hungry for. If our politicians had a heart they would have demonstrated genuine compassion to the men on Manus; even to allow NZ to assist these people if we won't. But they don't seem to have a heart. If our politicians had courage they’d stand up for their convictions rather than gauging the loudest dissenting voices to parrot. The liberals wouldn't decide as a government on marriage equality. Yet, when there was a growing sense that yes may win, they came out of the woodwork claiming they’d supported the issue all along. And, if our politicians fully
engaged their brains, they'd understand that much of this country is so sick of politicians and their sense of entitlement that they'd not risk our wrath. They'd understand that we're desperate for a strong decisive government that connects across our social structures and our multicultural and diverse communities. If they had the courage, heart and brains to do so, they could so easily woo us. But they don't move past their own petty arguments; trying to distract us with sound bites rather than action. So, if our politicians won't lead, will we? Recently I interviewed Kim Beazley. Speaking on the current state of politics in this country, Mr Beazley acknowledged both Malcolm Turnbull and Bill Shorten’s efforts, but stated that to reinvigorate this country politicians need commitment to properly worked through policy, that meets the country’s needs, even if they are not immediately appealing. Leadership. Mr Beazley added that members of the public need to “engage the political process, not in a partisan way, but with a purpose.” We need to agitate for change. Will we ignite our brains and get off the merry go round of daily drama the pollies drag each other through in the media, and realise we do have a voice in this nation? Will we have a heart and show compassion to our fellow humans? Will we show the courage of our values? Or will we continue to allow ourselves to be distracted in the daily drama?
what world will you choose to create in
2018? Photo by NASA on Unsplash
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GET a GRIP on FINANCIAL STRESS Barry Mannolini-Winwood It seems intuitive that financial concerns would be one of the leading causes of stress in modern society. In fact, a 2012 Australian study found that financial hardship is such a potent stressor that it may be associated with physical changes in a part of our brain involved in decision making and emotional reactions. Yet, for many of us financial pressure has simply become an unavoidable way of life. Money may not buy happiness, but the link between financial strain and psychological
well-being is undeniable. Therefore, it should come as no surprise that adopting proven financial strategies may not only improve your financial position, but may have a beneficial impact on your psychological wellbeing. At this time of the year many people are lamenting the debt they built up over Christmas and promising themselves to sort out their finances this year. If that’s you, here’s some practical advice from Andre Thane that might help you get a better grip on your financial destiny.
Andre Thane Financial challenges are one of the largest causes of stress for families and individuals. This haslittle to do with how much you earn or how wealthy you are, it is purely a product of how disciplined you are, how you manage your money and the advice you get regarding your money matters.
If you do nothing else this year, at very least make a pact with yourself to get your financial mindset right. Below I have included 3 financial ‘hacks’ that may start you to think a little differently about your finances…
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TIP 1: Use a separate account for all your ongoing bills. Bills come in whether we like it or not, and they can accumulate indiscriminately. If you are finding it difficult to cope with the influx of bills during certain times of the year e.g. Christmas or mid-year rates, it would be beneficial to run a separate ‘bills’ account where you can deposit a set amount every month to cover your annual bills (total annual bills, divided by 12), and that way, you will always have funds available, even in the months when bills are high. TIP 2: Use your credit card wisely. Credit cards are your proverbial ‘double-edged sword’. On one hand, they give you access to the banks’ money for up to 60 days without interest, during which you can use those funds for other useful things like sitting in an offset account (please see below) or a bank account earning interest. On the other hand, if the interest free period expires, the cost of credit cards is generally the most expensive form of debt that you can enter into. Most people who are in financial stress can generally associate their problem with credit card debt. So, while credit cards can be somewhat useful, and sometimes profitable, paying interest on credit cards is a very poor financial decision in most
cases. So, put simply, always pay your credit card off within the interest free period. If credit card debt is already there, you may consider a $0 balance transfer card to allow you the leverage of clearing the debt without interest. Please note that it is very unwise to add to the debt on these cards, and most have fixed periods of $0 interest. TIP 3: Use an offset account to pay your mortgage down quicker. An offset account is commonly offered by the banks to mortgage customers. This is an ordinary account, much like a savings account. However, every dollar in the account is offset against your mortgage on a daily basis, thus giving a lower interest bill every month, and therefore every payment you make is paying off more principle than it otherwise would. Offset accounts are commonplace; however, you will need to ask for one from your bank.
Thane Financial Services offers a full suite of financial assistance including Financial Planning, Accounting & Mortgage Broking. Please visit our website to review our businesses too - financialservices.thanegroup.com.au
Butterworth, P., Cherbuin, N., Sachdev, P., & Anstey, K. J. (2012). The association between financial hardship and amygdala and hippocampal volumes: Results from the PATH through life project. Social Cognitive and Affective Neuroscience, 7(5), 548-556. doi:10.1093/scan/nsr027 Saunders, P., Wong, M., & Bradbury, B. (2016). Poverty in australia since the financial crisis: The role of housing costs, income growth and unemployment. Journal of Poverty and Social Justice, 24(2), 97-112. doi:10.1332/175982716X14650295704614 Irving, K. (2012). The financial life well-lived: Psychological benefits of financial planning. Australasian Accounting Business & Finance Journal, 6(4), 47-59.
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BEING BUOYANT Tasha Broomhall Not interested in New Year’s resolutions? Try this instead... Do you want to be buoyant, emotionally strong, able to manage stress proactively, embrace joy and be positively connected in 2018? When it comes to mental health and wellbeing we often assume that it is something that happens to us. That we have little if any control of how well we feel. But, we do. There is a lot we can do to positively manage our mental health and wellbeing, to make us less likely to become mentally unwell, and to bounce back better if we do experience mental health challenges.
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There can be no success if the things you believe in are different from the things you do.
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Freya Madeline Stark
How do you start this process of developing your buoyancy and your mental wellbeing? Firstly, you need to WAKE UP! You need to make conscious decisions and take deliberate action to create the life that you want. We don’t stop to reflect on how we’re going in terms of our broad life goals very often, the two days that we tend to reflect are around New Year’s and our birthdays. After which, we fall back into patterns of unconscious behaviour that may not actually be serving our goals. There is a lot of focus these days on work-life balance. Lots of people get frustrated because it feels so elusive. If you’re modelling it on that old concept of 8 hours at work, 8 hours of play and 8 hours of sleeping, well it probably is elusive for most of us!
To spend the same amounts of time, energy and devotion to each of the areas in our life - vocational, spiritual, physical, financial, emotional, etc. - how could you possibly do that? Would you even want to? Balance is not necessarily about equal time. It’s more about the choices you make and whether they are aligned with your overall values.
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The formula, instead of 8/ 8/ 8 is to focus your time and positive attention in the areas of your life that are underscored by your values.
What are the things that are most important to you? What things would you be most disappointed if you did not achieve or experience? What are the roles or relationships that are most significant to you? What personal and character traits do you wish to embody? 2. Define your values. Take each value and write it as a heading, describing underneath it how you want to live this value. What it will look like and feel like? What influence will it have on you, and others, when you are truly living aligned with this value?
Grab a journal and reflect on the following: • What are your most important values in life? • Do you live by these values? • When do you? • When don’t you? • Think over the last 3 months – were you living in line with these values? • What we value may be family relationships, but that doesn’t mean you can spend 24 hours of your day in these relationships – how do you prioritize family time outside of your other responsibilities? • What happened to stop you from living in the way that is most important to you? • What can you do to keep your values in the front of your mind and in focus? Some ways to do this are to get clear about your values; to decide how you will intentionally live aligned with your values, and to keep perspective on the blessings that are abundant in your life. Follow this 4-step process and bloom! 1. Identify your values. You can answer as a list, or as an explosion chart, or as sentences – whatever feels natural to you.
3. Set your daily intentions. Each morning, before you get out of bed, write in your journal the intentions you have for the day that will help you to live your values. These may be how you will talk to yourself, how you will talk to others, actions you will take. They need to be things that you WILL DO, not things that you will avoid doing. For example, if one of your core values is to have a healthy active life, you will have a daily intention around nutrition and energy. Stated this in the positive such as: “I will eat healthy food to nourish my body and give me energy” rather than “I won’t eat junk food”. Or, if your value is to connect authentically with your family, your intention might be: “No technology at the table. We will eat together and be present rather than distracted” 4. Each night, write at least 10 things that you are grateful for. These can be big or little things; relational; physical; material etc. Whatever it is that you are grateful to have in your life. The things that if you were to lose, you would miss. Continue steps 3 and 4 daily until your journal is full. Then begin the process again at step one and re-evaluate your values and current goals. May you bloom! Purchase your own Live Consciously and Bloom journal today: https://bloomingminds.com.au/shop/journals/ live-consciously-bloom-self-reflection-journal/
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HOW to DEAL with CONFLICT in the WORKPLACE Jane Shersher
Conflict often arises when people work together on a project, but it does not necessarily have to be a bad thing. Sometimes conflict brings about positive reform as issues can often highlight better ways of achieving results. Working through the process of clashing opinions presents opportunities ripe for building relationships, learning different and potentially useful perspectives, and securing more effective ways of completing tasks. Here are 4 tips to empower you and your coworkers the next time you face this challenge head on. 1. COMMUNICATION The most important piece of conflict resolution and prevention involves effective communication. If you tend to keep your feelings bottled up and are clenching your thoughts of anger, frustration or betrayal, opening up may help your co-workers relate to you and understand your needs; or anticipate your preferences.
Effective communication is not just limited to face-face direct conversation. Many people avoid expressing their thoughts because they dread direct confrontation. However, there are a variety of ways to express your needs without being confrontational or passive aggressive. Sending a clarifying email; asking a coworker or supervisor for advice; checking in with a trusted friend or significant other before bringing your concerns to the workplace; or redirecting the flow of an uncomfortable conversation toward a more productive direction, can be helpful. Be positive: keep in mind that each time you reframe conflict as miscommunication, you are opening up a space for constructive dialogue within your workplace and encouraging the promotion of a work environment where open, fair, and thoughtful interactions are valued. Straightforward and patient communication is bound to facilitate a happier and healthier office space.
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2. TAKE A STEP BACK Taking a step back doesn't just involve cooling down before confronting the offending party, although a calm mind during confrontation is crucial. Investigating alternate points of view is an important part of positive and productive communication. Questioning if your perspective of the conflict is universal, or, whether your coworker may be seeing things differently than how you see the situation; may help you to cool off some steam and approach the dilemma from a more patient place. Ask yourself: are there other factors within the situation that I am not taking into consideration? Is my co-worker facing unrelated factors in their day, such as family stressors or a health concern, that are causing agitation? Maybe their agitation has nothing to do with me and I could offer to help them rather than taking things personally.
4. REMEMBER YOURSELF It is important to remember that at the end of the day, we are all still human, working for something we care about, and trying to make a living. Remember that you’re doing the best that you can and that conflict is not only inevitable, it’s a constant learning process. The world is a large place filled with different kinds of people, and conflict is how we learn and grow. If conflict starts to seriously affect your mood and work ability, reward yourself every day that you make it through the conflict whether it be by sleeping in an extra five minutes, bringing a healthy dessert for lunch, or making a lunch date with a friend to add a little spark to your day. Be patient with yourself and with the process of creating constructive and productive peace and progress at work.
3. WHEN IS IT TIME TO TAKE IT TO THE NEXT LEVEL? No one wants to be a tattletale, but when something is negatively effecting not only your work but your work environment as a whole, it may be time to escalate the issue up the chain of command. Before going to your superior or HR representative, ask yourself the following questions: • Have I had a one-on-one conversation or email exchange with the person and accurately communicated my feelings and/or concerns? • Is this conflict going to negatively affect either of us or other members of the work environment? And if so, is it worth seeking intervention for my current issue? • Have I stepped outside of my shoes and tried to see things from the other person's perspective? • Have I heard my colleague’s side of the story and have I done all in my power to make changes to avoid future conflict?
References The American Institute of Stress. (n.d.) Stress Effects. Retrieved from http://www.stress.org/stress-effects/ Bradberry, T. (2015, January 21). Why Your Need Emotional Intelligence to Succeed in Business. Entrepreneur. Retrieved from https://www.entrepreneur. com/article/241998
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PARENTS LIVING with MENTAL ILLNESS Sharna Mensah Parenting can be hard work. If you are a parent living with mental health issues, it can be hard to know how to help your children to cope or understand. Knowing how to talk to your child about your experience with mental health issues can be difficult. You might not know if your child has noticed your symptoms and feel unsure about what amount of information you should give them. It is common for parents to avoid talking to children about mental health problems to protect them. Yet, research shows that when parents talk openly about their struggles, using age appropriate language, it can help their children cope better. It can help them to make sense of the changes they observe, and reassure them that it’s not their responsibility. PREPARING TO TALK Preparing what you will say to your child can help you feel more confident. Before you can start to help your child to understand, develop your own understanding of what’s happening to you first. You may want to discuss your experiences with a mental health professional or practice explaining your experience to someone you trust. Think about what kinds of questions your child may have for you and plan how you can respond to them in an age appropriate way. When you think about talking to your child, it can be helpful to try and think of the situation from their point of view. What observations may they have made of your symptoms? What facial expressions and tone of voice might they observe? Then, think about how may they be making sense of them. TIME AND PLACE Next, think about where and when you will talk to your child. Think of a time that you won’t be interrupted and will be in a safe and comfortable environment. It may be over dinner, when you’re going for a drive or quiet time before bed. Sometimes a side-by-side conversation, when you
are doing a task you both enjoy, can be a good opportunity to talk about big topics without needing to make eye contact or feeling pressured to give a quick response. Activities like gardening, cooking and craft can be great moments. Try not to have too many distractions around, like screens, or things that will take the focus off of the conversation.
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HAVING THE CONVERSATION Now that you have planned and chosen the right time and place, you are better prepared to start the conversation. COPMI (Children of Parents with Mental Illness) have a range of resources to help parents living with mental illness and suggest the following points for discussing your illness with your child : • Discuss what's happening to you and how it affects you. Remember there's no need to share everything (you can decide how much to tell your child). Talking through what to say with your partner, a good friend or your mental health professional can be helpful. • Consider your child's age and ability to understand the information you give them to ensure they feel relaxed and can understand the conversation. • Think about the language you use. Explanations for mental illness that are simple for your child to understand offer a good opportunity to compare mental illness with physical illness (and help to fight stigma). • Be clear that it is not their fault and it's not their responsibility to make you feel better. • Ask about their fears and worries and then make plans to address them. It can help to discuss these with your mental health professional. • Be reassuring and remind your child that you care about them and are getting help. It's important that your child knows that there is a plan and that you're trying to make sure their needs will be met. • Let your child know that you're there to answer their questions at any time and that there will be opportunities for more discussions over time.
There’s a saying that it takes a village to raise a child. If you are helping care for a child whose parent is living with mental health issues, there are some practical ways you can help: Routine. Maintain a normal routine as much as possible – this may include things like; following bed time rituals, taking them to sport activities, playing familiar music or going to familiar places like parks or shopping centres. Listen. Provide opportunities for the child to talk to you about how they are feeling and be someone they know will listen to their concerns. You may not always know what to say, but being someone they can rely on to listen to them is incredibly important for their sense of security. You don’t need to have all the answers. Sometimes there are no suitable answers, but we can always demonstrate empathy so that the child knows they have been heard and that you care about them. Strategise. If the child tells you about situations that they are finding difficult, you can ask them if they want your help finding strategies to cope. It could be strategies for managing their own stress, like deep breathing, identifying safe people to ask for help when its needed, or brainstorming what to do if here is an emergency situation. COPMI has fantastic information for friends and family helping children on their website – check it out here.
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PLAN for MENTAL WELLBEING Tasha Broomhall
Planning is bringing the future into the present so that you can do something about it now. Alan Lakein When responding to the needs of a friend, colleague or loved one in the midst of a crisis, it can be difficult to know what type or level of support the person might want. However, if you are supporting someone who is living with ongoing mental health issues, some pre-planning may be of use. Working with the indiviudal when they are well, to clarify and organise the appropriate medical, personal and social supports that will help you to assist them appropriately when they need it, can be very helpful. One way to do this is to arrange a plan that details the supports that they may need – both when they are well and when they are unwell. This plan is sometimes called an Advanced Directive, an Illness Management Plan or a Personalised Wellbeing Plan. The title of the document is not important, but the intention and tools it provides is where the power lies. The idea is that when a person is well, they gather together their main supports. This may include next of kin, medical practitioners, caseworkers from community services, their best friend, etc. They then work with their supports to determine a plan for what they will do to stay well, and what support and arrangements to make if they become unwell. This information is then documented, and all parties receive a copy so that should the need arise,
family, friends and support workers can work as closely as possible to the persons wishes. The principle of this plan is that each individual experiencing periods of being unwell has the power to choose their preferred care and support while they are well. This helps to increase an individual’s agency over their own life and increases the chances of their wishes being met when they are possibly not able to express their wishes in the same way. The specifics to cover in this documentation might include some or all of the following: • The names of the people involved in developing the plan. • The date the plan is first written, and when it will be reviewed. (e.g. 3 / 6 /12 months) Reviews are a good idea as your circumstances and relationships may change. • What the individual is doing proactively to manage their illness. • The signs that a person might notice in themselves if they are becoming unwell and what actions they will take / support they will seek at that stage. • The signs that others might notice if the individual is becoming unwell. • If someone notices these signs, state in the plan what they should do (supply a name and number of who to contact, and what actions should be taken). • Personal arrangements that the individual would like actioned on their behalf should
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they become unwell, for example: °° Is someone nominated to continue paying household bills, so the person doesn’t get evicted or have the electricity cut off? °° Who will collect and if necessary open mail if the individual is in hospital? °° Is someone nominated to contact the individual’s employer to request time off, and if so what language should be used to describe the situation? °° Who would the individual like to have look after children or pets if they are unwell or in hospital and unable to care for them? • In a workplace setting, such a plan might: °° clarify who to contact (e.g. family or mental health professional) if the person becomes unwell while at work, °° stipulate the level of disclosure that can occur with colleagues when a person is having time off work due to being unwell, °° outline the preferred type (e.g. telephone / email / text message) and frequency (e.g. weekly, monthly) of contact while the person is on leave.
All parties should sign the agreement and review and revise as appropriate. This is intended as a tool to increase an individual’s agency over the assistance they receive when they are unwell, and also to increase the confidence of loved ones and supporters in knowing what actions to take should it be required. For further support for family and loved ones,contact Helping Minds.
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MENTAL HEALTH FIRST AID
Are you engaging with a
Are you engaging with a friend, colleague or family friend, colleague of family member with mental member with mental health health issues? issues?
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INNER HUG TEA Sophie Budd Taking care of yourself before you can take care of others sounds simple enough to do. However, it's not always easy. It's common to get caught up in life, and to take on the role of carer in your relationships. However, taking the time to nurture yourself and fill up your cup, before you fill someone else's, is so important! This recipe is super simple. Make it in a tea pot, let it brew, and take ten minutes out of your day to sit down, sip and reflect. Inner Hug Tea You Need .... • A handful of loose leaf mint tea leaves • 1 x stick lemongrass, chopped up • Thumb size of ginger, chopped up Method .... • Boil in a pan and simmer for 5 minutes • Tip into a tea pot and leave to rest for 5 mins • Strain and drink with honey
Sophie Budd is chef and owner of Taste Budds Cooking Studio. She is passionate about teaching people to cook and feeding people! Her resume includes working for both Rick Stein and Jamie Oliver.
http://www.tastebudds.com.au/
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SUPPORT FOR FAMILY & FRIENDS Tasha Broomhall PARENT AND FAMILY DRUG SUPPORT LINE The Parent and Family Drug Support Line is a 24-hour confidential telephone counselling service for parents and families in Western Australia (WA). This free service has professional counsellors who can offer: • support and professional advice, • information on alcohol and other drug use, • referral to services that can provide ongoing support (including referral to Drug Court support), • community education. In addition to professional counsellors, the Parent and Family Drug Support Line has a network of trained parent volunteers who have all experienced a son or daughter using drugs. The volunteers have been selected, trained and supervised to provide telephone and community support to other parents across WA. The Parent and Family Drug Support Line is run by the Mental Health Commission of WA. Ph: (08) 9442 5050 (metro) Toll free: 1800 653 203 (country) SUICIDE CALL BACK SERVICE Who can the service help? The Suicide Call Back Service is a 24-hour, nationwide service that provides telephone and online counselling to people 15 years and over who fit one of the following categories: • • • •
People who are suicidal People caring for someone who is suicidal People bereaved by suicide Health professionals supporting people affected by suicide.
The Suicide Call Back Service is especially suited to people who are geographically or emotionally isolated. Professional counsellors, with specialist skills in working with suicide-related issues, will assist you in working through difficult emotions. The counsellor will help you with goal planning, ensuring your own safety, and help to link you to other services in the community.
Call the Suicide Call Back Service 1300 659 467, or register for their online counselling service. The Suicide Call Back Service is available 24 hours a day, seven days a week wherever you are in Australia. CONNECT GROUPS Connect groups do just what their name suggests! They have an online directory of self-help and support groups within Western Australia. You can search for a group by location or keyword and they include a huge range of self-help groups for grief, mental health, carers, LGBTIQ etc http://www.connectgroups.org.au/directory/ WHITE LION – SUPPORTING YOUTH AT RISK Whitelion treatment and support programs offer a range of interventions, including outreach, mentoring, employment and education Australia wide. Whitelion provide a range of preventative wellbeing programs in the community and in schools. Programs include: • • • • • •
Relationships and community Resilience Career transitions Sport Dance Art
In Western Australia, the “Solid Youth: Building Better Futures Project” is a social change initiative that improves the lives of disadvantaged ATSI young people and their families. The project provides tailored measures that develop capacity, and provide holistic supports for young people and their families to lay the foundations for personal and ongoing generational improvement. https://www.whitelion.asn.au/ HELPING MINDS Caring for a family member or friend with a mental illness can be confusing, frightening, exhausting and isolating. No matter how well-meaning, sometimes your friends and family may not know how to support you. However, you do not have to go through it alone. HelpingMinds is only a phone call away, offering a range of free, professional and confidential
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counselling and support programs. We have a dedicated team of counsellors, social workers, psychologists and peer support workers who can share their expertise and their own personal experience of knowing what it is like to care for someone with a mental illness. • ADULTS HelpingMinds offers a range of free, professional and confidential counselling and support programs to adults who have a friend or family member that is affected by mental illness or are at risk of developing a mental illness themselves. • CHILDREN AND YOUTH HelpingMinds offers a range of free, professional and confidential counselling and support programs to children and youth aged 8-18 years who have a friend or family member that is affected by mental illness or are at risk of developing a mental illness themselves. https://helpingminds.org.au/ MIFWA The Mental Illness Fellowship of WA provide a range of support services to people diagnosed with mental illness and their carers and families. Services include:
organisations, self referrals are also encouraged. ARBOR also offers telephone counselling (appointment only). ARBOR is open 9am-4:30pm, Monday-Friday. They have locations throughout metropolitan and regional Western Australia. https://www.anglicarewa.org.au/ about-us/our-operations/default.aspx COPMI – CHILDREN OF PARENTS WITH A MENTAL ILLNESS. COPMI promotes better mental health outcomes for children of parents with a mental illness. Over a million Australian children have at least one parent with a mental illness. These children may face many challenges. A range of factors associated with families where a parent experiences mental illness can have a negative impact on a child’s development and wellbeing. The COPMI (Children of Parents with a Mental Illness) national initiative develops information for parents, their family and friends in support of these kids and young people. This information complements online training courses developed by COPMI for professionals to support families either individually or through community services and programs. Go to http://www.copmi.net.au/ for more information.
• Telephone Information & Referral Service • Recovery Rehabilitation Program for adults with mental illness; Lorikeet Centre Rehabilitation Program • Carer Services; Carer Respite and Well Ways Carers Education Program • Youth Services; Early Intervention Recovery Program (EIRP) • Family Services; Family Support Program & Parent Peer Support Program • Support for Smokers with mental illness; Tobacco Free Program • Individualised Support for Community Living www.mifwa.org.au ARBOR – SUICIDE BEREAVEMENT SUPPORT ARBOR offers short to medium term counselling, ‘referral’, volunteer peer support; and support groups to people who have lost loved ones to suicide. The Service supports people who have lost relatives, friends, colleagues or acquaintances. ARBOR is designed to be as inclusive as possible, and is appropriate for a culturally and linguistically diverse range of clients. All ARBOR services are free of charge. Clients interested in ARBOR can arrange an appointment over the phone: 1300 11 44 46, or via email: arbor@anglicarewa.org.au. Clients may be referred to ARBOR by other services and
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ROS WORTHINGTON Julie Meek
A born humanitarian with the innate desire to be a 'voice for the voiceless', Dr Ros Worthington is often described as a charitable powerhouse. The needs of others have always crossed the line ahead of her own. Up close and personal she is quietly spoken yet her determination and passion to help people are clearly visible in her voice and body. This veritable dynamo has founded or established several successful charities over nearly three decades that have raised millions of dollars to help some of society's most needed. As a result, Ros's achievements and awards are many, including the prestigious Medal of the Order of Australia. When questioned, it is obvious that Ros, uncomfortable in the spotlight, finds being an award recipient embarrassing, and is very quick to point out that while appreciated, they don't drive her work at all. The tireless work and campaigning by this philanthropist has dramatically changed the landscape of breast cancer care in Western Australia over the past decade. Ros knows first hand what it is like to grapple with this disease, as between the ages of 16 and 34; she had seventy-two lumps removed culminating in a mastectomy. Touched by the plight of others in the same situation, she founded the Breast Cancer Foundation of WA. Ros kept the charity afloat without outside funding and herself at the helm for the first five years. Twelve years down the track with the charity now known as Breast Cancer Care WA, the organisation is ably steered by a team of 14 people, helping around 1000 women each year and raising in excess of half a million dollars to assist
those suffering from the life threatening disease. Her efforts are not limited to breast cancer either. Ros established the WA branch of the Make-A-Wish Foundation and the Love Angel Foundation, which teaches children about 'paying it forward' and raises money for orphans and widows across the globe. She has also recently been instrumental in Lifeline's HelpME campaign in a bid to eliminate the stigma surrounding depression and suicide. Aside from her charitable endeavors, Ros is a highly sought after inspirational speaker and often speaks on leadership in secondary schools sharing her journey. Over the past few years Ros has become sensitive to the importance of her own health and has experienced some back problems. In the process of helping others, Ros has put her own health and well-being on the back burner and amidst requests from her children she has decided to take more of a backseat role in her much loved charities and dedicate some well deserved time to herself. The path to well-being for Ros is paved with regular exercise and meditation, both of which she is discovering are key when dealing with a full workload and what she describes as 'heart work'. With her trademark determination Ros has embarked upon her health journey with gusto, knowing that this could be the one thing dictating whether she gets to spend quality time with her seven grandchildren in the future.
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The path to well-being for Ros is paved with regular exercise and meditation, both of which she is discovering are key when dealing with a full workload and what she describes as ‘heart work’
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A nutritionist and dietitian, Julie Meek is one of the most respected sports dietitians in Australia with over 15 years’ experience in public, sports and corporate nutrition. www.juliemeek.com.au
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TESTIMONIALS I would like to express our gratitude and appreciation to you on a job well done…your presentation was informative, thought provoking and interesting. Students who attended the course were impressed by your professionalism and knowledge. Comments such as, “you have no idea how much this has helped me”, “I learned how to handle stress more effectively and how to recognize it”. These comments attest to your level of ability in delivering the material. Students were left with a lasting impression that they will take into their future careers. Thank you A. Watkins, Notre Dame University
Very practical and informative course. Excellent way to upskill front line leaders in mental health management in the workplace. Received feedback from other participants that this should always be offered to new supervisors. Great job. J. Bruce, Human Resources, Cliffs
I was hooked from the beginning to end. I was continuously learning new stuff about how I can help others and myself.
Practical tools and advice to identify and manage mental illness in the workplace in a way that supports the individual and the business needs. Excellent presentation, good examples, entertaining. C. Bam, Manager, Department of Commerce
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