Newport & Wildman is proudly part of AccessEAP. This month we have a message from Sally Kirkright, CEO, AccessEAP.

Boosting your overall health during the pandemic

Last month I wrote about adapting to the new normal. As I write in August, the goalposts have moved again, highlighting the importance of maintaining some stability during change and uncertainty. There's no single factor that works better than another or that will be the answer to all we are experiencing. When we talk about mental health and wellbeing we need a combination of strategies which are interconnected. Together they can make a difference. Let's look at food, exercise and environment.

Even though we are modern beings, half of our brain is still our evolutionary brain, keeping us alive when resources are in short supply. Wonder why we eat when stressed? It's our way of keeping fuelled up in case a sudden threat makes us need energy to flee. Why sugary or fatty foods? When our ancestors lived nomadic lives, fruit was our only source of sugar – if you came across a tree laden with fruit, you would eat as much as you could before competitors did. That urge to binge is still here even if we don't fear a shortage of fruit. Or Tim Tams. Likewise, greasy food converts into energy for fight-or-flight. That urge to prep our bodies is instinctual when stressed. (Unfortunately, knowing why your evolutionary brain tells you to eat chocolate or chips doesn't mean your modern body should, at least not daily!)

We all know it's essential to prioritise exercise and relaxation in this incredibly stressful year but never has the saying "easier said than done" been more true. A lack of exercise may be compounded by working from home. Routines which provide incidental exercise such as walking to the bus and leaving the building at lunchtime can easily slip away. Sitting at a laptop all day means your eyes get strained, your posture contracts and indeed your whole world can feel like it's shrinking.  

Fight-or-flight is activated in stressful times, so in a pandemic, we are operating at low-level, permanent fight-or-flight status. Feeling housebound, ongoing distressing news, feeling like you are always 'on' because "Working From Home" can feel like Working 24 Hours. This keeps our cortisol hormones elevated.

Getting out and moving works! Being in sunlight, just walking in nature has calming effects on our brain. If/when you can't currently go outside to exercise I practice Yoga daily and it can be done anywhere. Similarly getting up and walking around while on the phone (not all communication has to be via  Zoom) and setting regular intervals to stretch and drink water. In addition, exercise lowers stress and therefore reduces our tendency to want the unhealthy but tasty food.

Environmental factors have an impact. If you don't have a home office, a dedicated workspace at a table or in your kid's room can help and means you don't associate work with the sofa or your bed. Aim to get up at your regular hour and dress appropriately to mark the start of your workday, even if no-one from work sees you. While most of us transition from work to home with time in the car or on public transport, it's too easy to not have that end-of-day marker. Create your own routine: It might be shutting the laptop, putting it in a drawer and changing from 'office' wear into something casual. The dogs of Australia are finding that 5.30pm is suddenly the time that mum or dad go for a walk – a great transition activity to mark the end of the workday. 

These are important psychological steps to help us feel that work is work, and home is our time. Finishing workdays in a symbolic way and resisting the urge to check emails all night are the emotional equivalents of washing your hands when you get home. These are all parts of our individual roles in fighting the virus. This is for all employees including leaders and HR who might prioritise the needs of their employees but leave themselves off the list of those who need to attend to self-care!

Looking after yourself requires a multi-layered approach. Good food. Downtime. Limiting media and scrolling. Meaningful routines. Exercise. Connecting with others. Accentuate the positive. Pause to be grateful. Put all this together, and our personal and national abilities to weather this storm magnify while promoting better health.

Sally Kirkright, CEO AccessEAP

Friday 24^th July 2020 is Stress Down Day, a fun and easy initiative designed to reduce stress and raise vital funds for Lifeline Australia. Stress Down Day promotes happiness, encourages help seeking and raises awareness of suicide prevention through raising funds for Lifeline's crisis support services. For more information, check out the Lifeline Website.

Self-care and managing stress during the COVID-19 pandemic

• Heightened anxiety and/or fear
• Increased irritability and outbursts of anger and arguments
• Difficulty in sleeping and relaxing
• Worrying excessively
• Increase in use of alcohol or drugs
• Having difficulty in communicating or listening
• Physical symptoms such as headaches, stomach pains
• Feeling depressed or guilty
• Denying feelings or saying you don’t care
• Confused, difficulty making decisions.

If you are experiencing any of these symptoms, focus on looking after yourself with these self-care strategies:

1. Focus on personal hygiene habits
2. Keep things in perspective
3. Identify what you can control
4. Focus on the people around you
5. Take breaks to enjoy activities
6. Eat healthily
7. Make time to do things that help you relax
8. Talk about your feelings
9. Talk about other topics with friends
10. Find ways to help others.

For more information or to arrange an appointment, please contact us on 1800 650 204.

Alison Keleher, Director, Newport & Wildman

Newport & Wildman is proudly part of AccessEAP. This month we have a message from Sally Kirkright, CEO, AccessEAP.

We encourage our children to be kind. We’re kind to those we love and our colleagues. So why is it hard to turn that lens of kindness back onto ourselves? Doesn’t it mean that we are being selfish, wasting time with self-care? Who will do All of Those Tasks if we don’t? This month I’ve been thinking about how hard it can be, especially during a pandemic, to be nice to ourselves. If we drive ourselves on relentlessly, something will give.

At Newport & Wildman, we are talking to a lot of people about their ‘stress signature’. How do you know if you’re stressed? Stress shows up in our bodies (headaches, racing heart, insomnia), in our thoughts (excessive worry and catastrophising), behaviours (drinking to relax, not sleeping well) and relationships (being snappy with people, reactive to situations that normally slide right past us). 

So stress is pretty awful. But it has reasons for putting us on edge. That surge of adrenaline when we are in danger tells our heart to pump blood to our limbs. Non-essential systems like digestion shut down (hence that sinking feeling in our gut when we are scared). This allows us to fight our way out of danger, or flee. All well and good when confronted with a dangerous beast but not so useful in our day to day lives. If we are constantly on edge, our fight or flight status leaves us exhausted. The stress hormone, cortisol, is key to this defence system but long-term it plays havoc with our bodies – blood sugar and blood pressure skyrocket, memory is affected, higher levels at night create insomnia.

Working from home has been a mix of pleasure (no commute!) and challenge (cabin fever!), and just as we adapt to this, it’s time to get our heads around the idea of a “new normal”. Making sense of the new normal and ongoing uncertainty is enough to keep those stress hormones rumbling along.

By identifying our personal stress signatures, we can try and intervene to minimise the short and long term impacts on our lives. This can be as simple as taking a lunch break (not working while you eat), or making sure you have a real weekend with people you care with (not always checking emails). For me, taking the time out to join in on our Yoga Wellbeing Initiative really helped to keep me balanced.

Kind managers encourage staff to have good work boundaries. They do this because their staff are less likely to burn out, more engaged when working. This approach gives a better ‘return on investment’ but more importantly, it’s just the right way to care for your employees.

You wouldn’t let a friend or colleague burn the candle at both ends without asking them to ease up, so I hope we can be that kind, firm friend to ourselves and remember that caring for yourself allows you to find time to recharge for the next challenge. We all know the concept of self-care; eat well, exercise, relax, social connection, get enough sleep. It’s hard to fit what feels like downtime into our busy lives but the benefit is huge in terms of our health, our sanity, and quality time with family and friends as well as increased clear thinking which means higher productivity.

Sally Kirkright, AccessEAP CEO

Whether you're working from home or back in the office, here are some activities that you can do to develop your mindfulness practice.

1. Do one thing well. Multi-tasking might sound high-powered but studies show that it's ineffective. Switching gears repeatedly from one task to another trip up the brain and inhibits focus on any one of them. Focussing on one task at a time generally improves your productivity and accuracy.

2. Make time during the workday to be "present". Chances are, you already do this and don't even realise it. Remember all those times you have been concentrating hard on a work-related task and not heard your mobile ring? That was you being mindful and present in your moment - with purpose and without judgment.

3. Choose to start your day purposefully rather than letting the day start you. Once you have sat down at your desk, spend a few minutes noticing your breath and concentrating on its flow - with your eyes closed.

4. Be present when interacting with a colleague in a meeting. This may mean allowing yourself to focus fully on the message of your colleague and not getting distracted by other sounds in the room or at home.

5. Walk between meetings /clients. Don't do emails or texts. Whether you're at home or your workplace, feel your feet on the floor and the air on your skin. Try to get outside if possible.

6. Start and end the workday by "returning to the breath". Spend 10 minutes focusing on breathing is a great way to centre yourself for the day ahead or to draw the day to a close.

7. Place a few small sticky notes on your computer, phone, or desk. Every time you see the notes, use them as a reminder to pause and bring your awareness back into the present moment.

While many lives have been put on hold due to COVID-19 social distancing restrictions, some argue that certain groups have been affected by the loss of physical contact more than others. Teenage years are characterised by rapid learning, risk-taking, building relationships and establishing a sense of self. Having to spend more time than usual in the family home can cause added tension with fewer outlets for release. With many high schools around the country returning to the classroom, there is some sense of normality being restored; however, for tertiary education students, the path back to campus is still unclear. 

As parents, it is important than ever to keep the lines of communication open; We are witnessing an exponential increase in mental health issues among teens. So how can we support teens to proactively manage stress through these tumultuous times?

Good sleep

Poor sleep often accompanies stressful times. Teenagers experiencing stress might lie awake worrying at night and be too tired to function well the next day. This can set up a poor sleep pattern. The Sleep Health Foundation recommends these tips to help your child establish healthy sleeping patterns: avoid screen time an hour before bed and encourage reading or listening to relaxing music instead to help wind down; support your teen to establish and stick to a routine around bed and wake-up times; encourage them to get around 7.5 hours of sleep per night, which is the optimum amount of time for teenagers. Read more here.

Keep active

There is plenty of evidence on the benefits of exercise in reducing stress. Exercise stimulates the release of dopamine, a feel-good hormone that helps to alleviate feelings of stress. Other benefits of exercise include improved concentration and opportunities for social interaction. Be ready to try something new to you both – perhaps paddle boarding or roller-skating – you could have a good laugh! There are also apps that provide exercise stats and can be linked in with friends to help motivate each other.

Food and mood

It is now very well established that food impacts mood - what your teen eats plays a role in their ability to cope with stress. Eating well will help ensure your teen stays healthy and has the resilience and energy they need to deal with stressful situations. Highly processed foods contribute little nutrition to the diet and deplete the body of vitamins and minerals during digestion. Encouraging your child to eat whole foods can give them the energy required for the developmental years of adolescence, boost their nutrient stores for times of stress and keep them well generally. Planning the weekly menu and cooking together can be fun and encourages them to take responsibility for their health with your guidance. Read more detail here.

Social connection

This is one of the most important protective factors through adolescence. This period of development is hallmarked by the quest to find a tribe, and in today’s technology age, this invariably includes online as well as face-to-face friends. Friendships can be fraught with struggles, and a non-judgemental listening ear can help a teen to navigate these issues successfully, learning some skills for life. Without social distancing, teenagers can feel lonely and isolated for a range of reasons, and being able to connect anonymously with people online can be a great source of comfort and support. This raises a lot of fear and trepidation for parents. Still, if carefully monitored with safety at the heart of your conversations with your teen, online friendship can help to mitigate anxiety and loneliness. If you require support with this issue, Newport & Wildman is here to support you and/or your teen to manage relationships well.

Managing social media consumption

A lot of parents feel that technology, particularly social media is a modern-day scourge; however, the evidence is showing that as with food consumption, in moderation and with exposure to helpful sites - technology can be a positive influence in the lives of our teens. A recent study found that, with the exception of cyberbullying, sleep and exercise have been found to be more critical markers, than social media exposure, for adolescent wellbeing. Modelling healthy digital attitudes and behaviours as parents is very important, and it helps if rules in the family apply to everyone – not just the teens. A family “digital detox for a day” goes a long way!

Resources and support for you and your teen going back to school

Reach out, don’t bail out is a catchphrase used by Reachout.com – an excellent online resource for young people and parents. Evidence tells us that our teens generally feel more comfortable accessing support online rather than face-to-face; hence, the establishment of websites such as Reachout.com and online counselling with, for example, eHeadspace and Newport & Wildman.

Your EAP generally provides support for family members, which includes counselling for teenagers, nutrition consultation, financial and career counselling. Read more on the Newport & Wildman website here.

It's Men's Health Week from the 15th-21st of June. The focus is on Men and Families - Working Together for Men's Health, find out more on the official website.

At Newport & Wildman, we often hear from men that they feel pressure to be seen as invulnerable, stoic, and fearless. This can lead to unrealistic expectations that as a man you should be able to cope no matter what, and "get on with it". Emotions become synonymous with weakness and powerlessness. Men may also dismiss their feelings as unimportant and worry about burdening other people with their concerns.

Men experience emotions just as much as women do, however, the pressure not to show emotion or vulnerability means that emotions will build-up and result in what appear to be random and unexpected behaviour. Reluctance to talk about or acknowledge emotion can manifest in all sorts of unhelpful ways including:

• Excessive alcohol use
• Addiction to gambling or betting
• Ending relationships prematurely
• Resigning suddenly from their job
• Stopping activities of interest e.g. sports
• Neglecting friends and family
• Working longer hours
• Communication only via emails or text messages
• Aggression or violence
• Excessive time watching fantasy films, or gaming

What can Newport & Wildman do to help?

We can provide a comfortable and private space to talk where there isn’t pressure to bottle things up. A person who is experienced in understanding human emotion and behaviour can listen without judgment and without consequence. We can even offer tips or strategies if that’s what is wanted or needed.

EAP sessions are free and confidential. You choose how much you want to say and what you want to focus on in the sessions.

How to arrange an EAP session

All that you need to do is contact us on 1800 650 204 and our Client Services Team will book you in for an appointment with one of our clinicians.

During this unprecedented time, it is important to check-in on those around you. But what does that actually mean and what does it look like when we do “check-in?” Here are some strategies to help you to have these all-important conversations:

A quick message - A simple approach to this is if someone has crossed your mind and there has not been any interaction in some way recently, send them a text (or ring) and say I am thinking about you and I hope you are going well. Also, take an hour out of your week (on a designated evening every week) and check that you have contacted friends and go through all personal communication platforms ensure that you haven’t forgotten to get back to people who have taken the time to reach out to you. Phone calls tend to take more time but some people who dislike texts are better on the phone.

Listening - when ringing someone or meeting for coffee, sometimes they need to vent or just talk through what is going on. Sometimes we really just need to name and verbalize how we are feeling or what we are experiencing. They might not be asking for anything but for you to listen. They may not want advice. If you feel time-pressured, just be honest that you have a little time and you can listen if that is helpful. It’s also ok to say upfront “I have to get back to work soon/pick up the kids/errands to do but I have ten minutes free if you just need me to listen and want to get it off your chest.” Sometimes acknowledging something positive or saying thank you for something they have done, can have an impact on their wellbeing. 

Giving advice - it’s best to ask directly them if they want advice, and then to be clear about why you feel qualified or not qualified to give it and what your limits are. Almost no one wants unsolicited advice, and almost no one wants someone else to act like they can “fix” or “solve” us easily. Don’t give advice without ) knowing if they want it, ii) knowing the limits of your ability to advise, and iii) being prepared and accepting for them to say they’ve already tried that, it isn’t appropriate/relevant to their need, or there are reasons they just aren’t going to do what you are suggesting. Don’t argue. Trust them that they know what is useful for them.

Practical support - if you know they have limited access to things they need or they are unable to do tasks (and you are both willing and able to do those things) offer it. Something like “Hey, I’m going to go and walk/ride/run and just sit by the lake later and wondered if you’d like to come? It’s ok if you do or don’t want to talk, bring a book if you prefer” might take more effort, so only offer them anything that you reasonably can.

Suggesting support -

as you can see, the theme here is that we are trying to illustrate that support is simple; and a check-in can be small. However, we need to acknowledge that there will be times when you check-in and the other person is at the point where they do need more intense, professional support. These are ways of reminding them of very real resources (such as an EAP) that they already have access to and can make use of, but in the moment of spiralling mental illness or crisis, they may not be able to think of those things. It may mean saying “It sounds like you should be seen in person about that, do you know the number of our EAP?” Sometimes we are self-conscious and talk ourselves out assisting the other person for fear of “making a big deal” or worrying someone unnecessarily” or “not being qualified”. You are qualified because you care. But it is ok to say that you are uncomfortable, afraid for them, concerned, etc. and that you feel in over your head but want to help them connect with a professional who really can help. Notice that all of this is still about giving them the right to accept or reject the offered help.

Finally, for yourself find new and interesting ways to find connection in your life and activities that bring you joy. This statement is much harder than it sounds. This could mean that you need to find the time to go for a run/cook a full meal/tune into an online course or show up for your friends organised trivia night (via Zoom). This requires planning, effort, time management and focus. However, we do know that connection is key.

For more information or to arrange an appointment to speak with someone who is trained to help, please call us on 1800 650 204. 

Newport & Wildman is proudly part of AccessEAP. This month we have a message from Sally Kirkright, CEO, AccessEAP.

Checking in and having important conversations with those around you.

Check-in and stay connected. We hear this so often in social media posts, news reports and written articles around keeping up our connections. But what does that actually mean and what does it look like when we do “check-in?”

This is incredibly personal and in fact, reflecting on what you have done in the past will be useful in building your approach to this. This doesn’t mean that you run down your entire contact list weekly and check-in with everyone with a stock standard message. It also doesn’t mean you are without boundaries around how much you can give and what you are able to offer.

My own approach to this is if someone crosses my mind and we haven’t interacted recently, I contact them and enquire about their wellbeing. I also take an hour out of my week and check that I go through my personal emails/messenger and texts to ensure that I haven’t forgotten to get back to people who have taken the time to reach out to me.

For most of us (if we are very lucky) we have a small group of people whom we trust and know we can contact. Being able to ask for help is probably the most vulnerable thing that we can do and although it feels counterintuitive – it helps to build our connections.

At AccessEAP and Newport & Wildman, we hear that people feel disconnected and would like to have more human interactions, especially during this time of working remotely where there are fewer incidental interactions. There are those of us who feel that we give all of our energy away and there is not a lot given back. Perhaps we don’t give because we fear rejection or that we may be judged or we don’t think it’s worth reaching out to the people we work with, live with and love. Our challenge to you is to show up for these people – because in a pandemic we need you (and everyone else) more than ever.

So, I can hear you asking how do you do this? The short answer is to contact someone that you care about. You could start with someone who will boost your confidence and success rate and ask “how are you?”, then wait for the answer. If they respond with “fine” or “I’m ok”, ask some more questions. People respond if they hear a genuine interest. The act of giving someone a few minutes in your day to ask how they are can strengthen connection. The backlash here is that we sometimes feel that we have to be their counsellor and this is untrue. We encourage you to listen and suggest that they use our services (if needed) because we have professional staff that can assist and support them. Reach out to someone you work with, someone you haven't spoken to, and say hello today. The number is not important. If no one comes to mind, stop by your neighbour’s door and enquire about how they are going with pandemic measures. Click here for some more suggested strategies.

Finally, do focus on you and look to find ways to connect with others and complete thriving activities. This statement is much harder to complete. But looking back on this pandemic we can say to ourselves that we made the effort to reach out to those around us.

For more information and tips on checking in on those around you, see our article here.

Sally Kirkright, AccessEAP CEO

Our National Clinical and Organisational Development teams are creating a growing resource bank of tools for you and your people, including COVID-19 webinars.

We have released a new webinar for you on Coping with COVID-19. This webinar has been uploaded and is available for you to view right now. Click the below link and register your name and work email address to view the webinar. 

Please note that this webinar has been provided to Newport & Wildman on behalf of our parent company AccessEAP. The Coping with COVID-19 webinar does display AccessEAP contact details, so please use the Newport & Wildman phone number if you would like to contact us- 1800 650 204.

For more COVID-19 support resources, visit the Employer and Employee Login areas of our website.

One of the most challenging parts of this pandemic for us at Newport & Wildman and AccessEAP has been creating a sense of connection through technology. Whether it is connecting with our customers, clients or each other, each relationship and interaction is significant to us. For more information on connection through COVID-19 see AccessEAP CEO, Sally Kirkright's Feature Article on Connection.  

One connection aspect that has changed for a lot of people is their work environments. For many, that means working from home and having to navigate team dynamics from a distance. Whether your team dynamics have changed or not, see our tips below to help you re-establish your team's goals and objectives and to help you come together with a shared purpose to get through this pandemic. 

1. Review Objectives and Goals

Successful teams have clear objectives that all team members are aware of and working toward. There is a clear vision and shared values. Team members are committed to the goal and live the values.

2. Participation

Active participation is evident and encouraged by all team members. Team members focus on their areas of strength for the greater good of achieving the team outcomes. Effective teams want the team to succeed and place team success above individual recognition and reward. Everyone carries their weight.

3. Trust

Fundamental to effective team functioning is trust. This allows for an environment where people are willing to risk, and to make mistakes, thus pushing the team out of their comfort zone. Trust also enhances team co-operation as team members are not competing; they co-operate to achieve team goals.

4. Continuous improvement/learning

Team members in successful teams are open to learning new things and adapting old ways of doing things if a better way is highlighted.

5. Feedback

Linked to point 4., in order for continuous improvement, individuals are open to providing and receiving feedback about the work and the way the work is done. This feedback is never personal; it is always focused on work and improvement.

6. Interaction

Team members have some fun together and celebrate success. They build healthy work relationships with one another, which lends to contribution and freely sharing ideas.

7. Effectiveness review

Work and processes are constantly reviewed for what worked well and what could have been done more effectively and efficiently. These learnings are then applied in the future, thus review is for a purpose and makes a difference.

8. Clear expectations

Expectations around standards, time frames and behaviour, is explicit, not assumed.

9. Honest communication

Team members are willing to communicate in an honest way with one another about ideas, through feedback and review, sharing both the positive and negative. Successful teams usually house individuals who do have their team member's best interests at heart and genuinely share information and ideas and challenge when appropriate.

10. Transparency

Successful teams explain and understand WHY things are occurring. If for some reason they cannot share information they explain it to colleagues. There are no hidden agendas.

Alison Keleher, Director, Newport & Wildman

Newport & Wildman is proudly part of AccessEAP. This month we have a message from Sally Kirkright, CEO, AccessEAP.

Make sure connection is more than a COVID-19 buzz word

Change is inevitable. Expected changes are situations we adjust to, but it becomes harder when it is unexpected. During the pandemic, we have seen the impact across all aspects of our lives. One of the hardest challenges for myself personally, and for everyone at AccessEAP, has been creating a sense of connection through technology.

In the face of COVID-19, we are already seeing how we rapidly adapt to change when required. At AccessEAP, we strengthened our connection to our customers and their people, by transitioning to a new remote telephone system. In two weeks, I witnessed how people embraced the new system and worked to meet this changeover. For many of us, there was an adjustment, learning the skills of working from home, the usual technology challenges as well as missing that in-person support from colleagues and teammates. Having the shared purpose of supporting our customers helped us to achieve an amazing feat in a short amount of time.

Internally, the importance of ensuring that teams are connecting so they can continue to work well and productively is the current focus.  At AccessEAP, many of our teams have scheduled online video team meetings to start the day, which includes planning the day but also the important opportunity to interact with colleagues. Professor Martin Seligman, one of the founders of the positive psychology movement, notes that happy people have high levels of social connection. We are social beings, and if our work is shaped around the ways we interact with each other in our organisations, then maintaining peer connections electronically becomes a vital form of stability and motivation.

Given this, a high-performing team working virtually is more important than ever for productivity, for job satisfaction and a sense of balance outside of the workplace. How does one achieve that? The factors that hold high-performing teams together, particularly as they negotiate crises, include communication, working with a common purpose and shared goals through effective teamwork and creativity.  Team-members who bond share similar personality characteristics, including hope, curiosity, perseverance and gratitude.[1] [2]

This is not to say that group-thinking and high optimism make for great teams. Some conflict and manageable pressure can be creative and energising. Good leaders in a virtual world ensure that staff feel psychologically safe to share, to challenge and to work through issues. By inspiring their teams with their own sense of hope, energy and clear communication, and by pulling colleagues into their shared vision of purpose, it helps to work towards a stable and productive future [3]. Trusted leaders encourage a sense of control and of achievement and value. Leaders need to notice if people are not sharing or are lacking in energy and try to understand what is happening. Asking questions is a great place to start. 

As we adapt to rapid change; connection, stability and a common sense of purpose become the techniques to build resilience and help us to be supportive of each other. These can be protective factors in regards to mental health. 

Sally Kirkright, CEO AccessEAP

[1] Harzer C., Mubashar T., & Dubreuil P. (2017). Character strengths and strength-related person-job fit as predictors of work-related wellbeing, job performance, and workplace deviance. Wirtschaftspsychologie, 19(3), 23-38.  

[2] Heintz, S., & Ruch, W. (2019). Character strengths and job satisfaction: Differential relationships across occupational groups and adulthood. Applied Research in Quality of Life. http://doi.org/10.1007/s11482-018-9691-3

[3] https://www.forbes.com/sites/joefolkman/2016/04/13/are-you-on-the-team-from-hell-5-ways-to-create-a-high-performance-team/#1bff398e7ee2

Workplace stress can present in physical symptoms and manifest as fatigue, headaches, indigestion, insomnia and anxiety. Managing stress can be a key factor in feeling more productive and enjoying your work. 

Remember that feeling anxious, fearful, stressed, angry and irritable are common and normal feelings during uncertain times. Identify your responses and feelings and ensure that you look after yourself and get support if needed. It is difficult to support others when we are experiencing heightened stress.

Here are some tips to help you manage your stress levels:

• Work out your priorities

Write them down each morning, rank them and take one thing at a time. Include the important people in your life as priorities and attend to these relationships. Make tasks achievable.

• Prioritise relaxation and exercise

Set aside time each day for recreation and exercise. These are not optional extras for handling stress, they are essential. Gentle exercises such as walking, swimming, cycling, meditation, yoga, dance and even hobbies are all excellent. Find what suits you best.

• Practice saying ‘no’

If you feel overloaded, think hard before committing to other people’s expectations. Talk this over with someone you trust. Practice saying “Not immediately, but next hour/day/week/month” to buy yourself time.

• Accept that change is a part of life

Make allowances for the fact that stress can make you more sensitive in reacting to others. Discuss your feelings with the person responsible for your agitation. If it’s impossible to talk it out, do some physical activity at the end of the working day to relieve tensions.

•  Don’t dwell on the past

Feelings of guilt, remorse and regret cannot change the past, they sap your energy and make the present difficult. Make an effort to do something to change your mood when you feel yourself drifting into regrets about past actions (e.g activity you enjoy). Learn from it and have strategies in place for next time. Learn to forgive yourself.

• Don’t let people rush you

Allow extra time for the unexpected, slow down your pace, slow down your breathing. If you are frantic, you actually reduce your efficiency at work.

• Identify your stress situations

Make a list of events that leave you emotionally drained, with ways to reduce the stress for each. When they occur, use them as an opportunity to practise stress relief. Keep notes on what works.

• Learn to “reframe” statements

It is a waste of time and energy to be oversensitive to imagined insults, innuendo or sarcasm. Give people the benefit of the doubt. Talk over the situation with someone. They may have another spin on what was said.

•  Practice Mindfulness

This is where you let your frantic thinking be put aside and notice the present moment, without making any judgments, good or bad. Try this; pause for a moment, look around and notice five things you can see. Name them. Notice five things you can hear. Name them. Notice five things you can feel in contact with your body. Name them.

• Enjoy Circuit Breakers

Reduce stress by taking breaks, talk to someone, have a bath, laugh regularly, read for pleasure or even learn something new (language/musical instrument etc).

COVID-19 Resources

Resilience through COVID-19 - a message from Sally Kirkright, CEO, AccessEAP

Alison Keleher, Director, Newport & Wildman

Newport & Wildman is proudly part of AccessEAP. This month we have a message from Sally Kirkright, CEO, AccessEAP.

This month I’m writing about managing stress and building resilience. It’s been a stressful summer across Australia as the drought led to the worst bushfire season in memory. Then the rains that should have been so soothing caused floods in many areas. And no sooner did we accommodate that development, COVID-19 appeared.

Being resilient is the ability to bounce back after challenges. If you fail your driving test, you can lick your wounds and never get your license – or do more practise and try the test again. However, when one challenge after another appears, it’s harder to catch your breath and keep bouncing back. During this unprecedented time, we all find ourselves in, building resilience and trying to manage our stress levels can seem even more difficult than usual. As a manager or leader, you will be experiencing your own emotions as well as feeling responsible for your people or teams. As leaders, we are used to being in control and providing guidance and support to others, but we are also human. Remember that feeling anxious, fearful, stressed, angry and irritable are common and normal feelings during uncertain times.

Managing stress goes alongside resilience, and this is certainly a stressful time for many people. Stress can emerge in small, sneaky increments. When a challenge arises, you feel a rush as adrenalin hits your system: It increases blood pressure and heart rate as part of our fight-or-flight mechanism. Sometimes our day has so many challenges that we load up on adrenalin before we have the time to work the last dose from our body. When we stay at that elevated level, our body is working above capacity. Short term, that’s OK. If it goes on without reprieve, we get worn out, making it harder for that resilience ‘bounce back’ to arrive.

We feel stress, physically and emotionally. Knowing where your body holds it – tight neck, sinking feeling in your gut, heartburn, a sensation of pounding blood in your hear or chest – allows you to stop and see what’s happening. You or those around you might notice behavioural changes, like being snappy in a conversation that you would not normally worry about, or being abrupt towards someone you care for. Sleep disturbances, needing a drink after work, difficulty concentrating (or obsessing on bushfires, floods or viruses!) all indicate that we are stressed.

Use a STOP technique at a moment like that:

• STOP whatever you are doing
• TAKE a few slow breaths
• OBSERVE what you are thinking and feeling –remembering that thoughts and worries are not facts
• PROCEED. Feeling calmer? Go on with the task. Still tense? Get up and move, make a cup of tea, walk the dog, do the dishes. A five-minute break is really restorative!

Building resilience includes examining previous events or times where you faced something daunting at the time, but you got through it. Remind yourself that you can and will get through this. Building resilience also includes taking care of your mind and body, so exercise and mindfulness are important. Walking, running, yoga or gardening move your body, boosting natural endorphins. And setting time aside with a mindful activity can calm your mind. Being mindful means setting worries aside and enjoying one task in the moment, be it a long hot shower, watching comedy or your morning walk. These boost your serotonin, a mood-lifting brain chemical whose presence can carry you through later stresses. At AccessEAP & Newport & Wildman, we are engaging our minds and bodies through weekly Zoom Yoga sessions throughout our Active April Wellbeing Initiative.

Focus on the people around you, such as family, children, friends and colleagues. Keep in contact and stay connected through technology. The benefit of experiencing positive emotions is that we restore physically and emotionally from stressful events, including a quicker ‘cardiovascular recovery’. Doing a little of each of these each day builds your resilience reservoir!

It feels hard to justify taking a break when the pressure is on – but in reality, a stress short-circuit works in terms of productivity and is crucial for physical health, and our emotional stability, enabling us to lead our people.

Sally Kirkright, CEO AccessEAP

COVID-19 Resources

Our National Clinical and Organisational Development teams are creating a growing resource bank of tools for you and your people. This includes tools on how to support your people who may find themselves now working remotely due to social distancing requirements. It also includes tools to share with your people on how they can manage their own anxiety, support for parents and support for managing relationships. These resources can be accessed through the Employer and Employee Login Areas of our website.

See our 10 Tips for Building Resilience below.

For assistance or more information on our Stress Awareness and Building Resilience Webinars & Training, speak with Newport & Wildman today.

During this unprecedented and rapidly changing set of circumstances, we all find ourselves in, our National Clinical and Organisational Development teams are creating a growing resource bank of tools for you and your people. This includes tools on how to support your people who may find themselves now working remotely due to social distancing requirements. It also includes tools to share with your people on how they can manage their own anxiety, support for parents and support for managing relationships. These resources can be accessed through the Employer and Employee Login Areas of our website.

Access the Employer Login Area here

Access the Employee Login Area here

 For more information and updates, see our previous blog posts on this topic:

• Covid-19 Update - Support for your people 
• Covid-19 response and being prepared
• Coronavirus

If you have any further questions or would like to discuss specific requirements on how Newport & Wildman can assist your organisation and your people please contact your dedicated Relationship Director or the Manager Support Hotline. As always, as your EAP we are here to support your people whatever the nature of their concerns, please contact Newport & Wildman on 1800 650 204.

The Australian government has moved ahead of the World Health Organisation to introduce the first phase of the country’s emergency response plan preempting the elevation of coronavirus to pandemic status. Prime Minister, Mr Morrison referred to the decision as “being taken in an abundance of caution”.

At Newport & Wildman, we continue to monitor government sources for updates and reinforce the measures we can all take to look after our people. What we are doing in response is to keep our people informed and clearly communicate that while the current risk is low for Australia, being prepared for a change in circumstances helps to maintain a sense of calm. These websites provide up to date and easy to follow information:

https://www.who.int/emergencies/diseases/novel-coronavirus-2019 

https://www.health.nsw.gov.au/Infectious/diseases/Pages/coronavirus-resources.aspx

Many of our organisations have already experienced having their people in a self-imposed work from home situation. It may be that your organisation will utilise work from home options further if required. If this is the case here are some factors to consider; feelings of connection may be strained and fear of illness and general anxiety may be increased as a result of COVID-19. Roles where travel and close contact with others is required may feel particularly impacted. There may be a greater reluctance to participate in face to face interactions, even with a counsellor. Phone, video chat and email counselling options are available and appointments can be made in exactly the same way as face to face sessions making support easy to access no matter the location.

If you have any further questions relating to how Newport & Wildman can assist your organisation please contact the Relationship Director or the Manager Support Hotline. As always, your EAP is here to support your people whatever the nature of their concerns, please contact Newport & Wildman on 1800 650 204.

Previous blog posts on this topic: https://newportwildman.com.au/resources/eap-blog/coronavirus

Harmony Week on the 15th-21st of March, celebrates Australia’s cultural diversity. It’s about inclusiveness, respect and a sense of belonging for everyone. Harmony Day which falls on the 21st of March coincides with the United Nations International Day for the Elimination of Racial Discrimination.

With around 45 per cent of Australians born overseas or with at least one parent who was, Harmony Week has always been a popular way for workplaces to showcase and acknowledge their cultural diversity. Celebrating Harmony Week can take any form you wish – big or small, simple or challenging. Events can be a simple multicultural morning tea or a guest speaker at an all staff meeting. It creates an opportunity to think, talk about and recognise how our differences and our similarities make our workplace stronger.

For more information see the Harmony Week Website.

At Newport & Wildman, we will be celebrating with Harmony Day lunches across all of our offices where everyone brings a dish on their designated day and shares the background behind it. It is such a wonderful opportunity to learn something new about your colleagues and of course try some amazing food!

Newport & Wildman is proudly part of AccessEAP. This month we have a message from Sally Kirkright, CEO, AccessEAP.

Imagine that your number one priority is to hire a new recruit at your organisation. 100s of applications land of your desk. You immediately throw away every second CV without looking at it. Why would you disregard half of your potential recruits without even assessing their skills?

If this was 1920, not 2020, you would have been seen as a manager with the right mindset. It would have been common to omit applications based on gender. Only men have the right abilities for the world of business – according to early 20^th century management training. So you ignore half of the potential workforce!

From the 21^st century, this thinking looks archaic. So strange it would almost be funny. So we are better than that now, we want to believe. And yet not always. Women hold 14.1% of chair positions and 26.8% of directorships, and represent 17.1% of CEOs and 31.5% of key management personnel¹. 34.0% of boards and governing bodies have no female directors. By contrast, only 0.9% had no male directors².

With International Women’s Day on the 8^th of March and Each for Equal as the theme. “An equal world is an enabled world. How will you help forge a gender equal world? Celebrate women's achievement. Raise awareness against bias. Take action for equality.” I ask myself “how am I doing as a business leader?”.

Research shows that companies continue to exhibit bias by hiring based on privilege, school, skin colour, postcode, ethnicity and religion. While there is anti-discrimination legislation in place, it is almost impossible to prove that particular candidates were hired over others based on ethnicity, religion or gender. Some female dominated industries are hard for men to break in to, so gender bias runs both ways.

For every person we ignore based on these reductive categories, we miss employing, working with, or becoming friends with a broader pool of Australian society.

The benefits of working with a broad range of people mean organisations avoid groupthink - the tendency of groups to make decisions based on the shared worldview of the participants. US automakers experienced groupthink which kept them focused on large vehicles which historically sold well. But they were blindsided as other countries designed fuel efficient cars when oil prices rose in the 1970s. Working with diverse teams shows that there are other means of getting to unexpected results. When we realise that our way is not the only way, this encourages us to challenge our thinking and find better ways.

AccessEAP sees the importance of hiring from diverse groups. Our staff room is an amazing mix of backgrounds, beliefs and experiences. When interviewing, I want to know what our candidates think and how that can bring more to our clients and customers. Having such a diverse team has been a conscious decision so that our clients get the best possible range of professionals with the broadest world view to work with.

With diversity also come challenges, the different ways of seeing, thinking and responding can lead to issues with communication and culture. We recognise the need to prepare, upskill and support our managers and leaders to work on engagement with their teams and set us up for success. Across the business, our teams meet regularly to discuss how our workplace is changing. Our staff undergoes annual professional development within their own disciplines, sharing the new knowledge and insights gained with their peers. We are focused on expanding our horizons to create a rich and exciting workplace reflecting the diversity of the Australian workforce.

Sally Kirkright, CEO AccessEAP

[1] WGEA 2020, Data Explorer https://www.wgea.gov.au/data/fact-sheets/gender-workplace-statistics-at-a-glance

[2] WGEA 2019, Australia's Gender Equality Scorecard https://www.wgea.gov.au/data/fact-sheets/gender-workplace-statistics-at-a-glance