November is the month of the moustache! Movember is about supporting and encouraging positive mental health behaviours for men. It is an opportunity for us to help men destigmatise accessing mental health support (read more in our attached tools, Reducing Stigma in the Workplace and Men, it's time to start talking). Our own experience demonstrates that men are traditionally less likely to seek help and less likely to engage in wellbeing initiatives. Men can be reluctant to ask for help – we sometimes think we should have all the answers – but it’s OK to say you need help with your wellbeing. Get started supporting Men’s Wellbeing this November with the launch of our new learning module.

New Men’s Wellbeing module

This module can be run for your people face to face, virtually, or as a pre-recorded webinar. The topic is aimed at a male audience or anyone who wants to understand how to positively support men’s wellbeing. Attendees will learn:

• what men’s wellbeing is about,
• how to help men seek support,
• a framework to impact on wellbeing,
• how to access services.

If you have any questions or require support, please reach out to the Newport & Wildman Team or call 1800 650 204.

As you are probably aware, Southern Tasmania is going into lockdown from 6pm Friday 15 October. The lockdown will last for 3 days. As a result of this notice, we have already implemented our business continuity plan to ensure we continue to provide support for our customers and their people.

Face to face appointments in the region will be rescheduled and alternative arrangements will be provided. Telephone or Video Chat Counselling options are still available. Critical incidents and onsite support will be assessed based on an individual basis to determine the best mode of support. 

We would like to take a moment to acknowledge the impact that organisations and people may be experiencing after today’s announcement. We appreciate that for many people this may be a time of heightened emotions and that plans will need to change. We, as always, are here to support you through this. Tools and resources can be accessed via our website to support your mental health and wellbeing through the Employee and Employer login areas. Additional resources, including our Wellbeing Check, are also available on our app, AccessMyEAP.

Reach out to us here at Newport & Wildman on 1800 650 204. As always, our people are here to help support you and your people be their best in life and work.

1 in 5 of us experience a mental health issue every year. Mental Health Awareness across October is an opportunity for us to advocate for and raise awareness of mental health. With the COVID-19 pandemic still impacting the lives of our communities, we need to continue to give mental health the focus and attention it deserves.

Organisations that create and harbour a culture of understanding, empathy and trust allow people to be open about the issues impacting their lives. And it is especially important for people with mental health conditions to feel safe and comfortable in discussing their experience and obtaining appropriate support. Please contact the Newport & Wildman Team to discuss what Mental Health Awareness options we have to support you and your people.

Tasmania's Mental Health Week is 9-16th October Awareness, Belonging, Connection, check out their website for some great resources that will help open up the conversation so it continues beyond Mental Health Week.

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

Mental Health Week is October 9th-16th, and the 2021 theme is ‘Awareness, Belonging, Connection’.

This year, of course, we have had the stress of COVID and the uncertainty created by lockdowns as a background to all the usual ups and downs of living, along with reading and seeing the regular reports of world events. I certainly need time out for me in the midst of all of this so I can recharge my mental and physical batteries to remain an effective, empathetic leader and a support to my friends and family.

But how do we take time out when we feel so many demands on our time? There are little things we can do every day – and those little things can add up to feeling and being healthier and more resilient in mind and body.

Keeping a routine comes top of my list. Things like going to bed and getting up at around the same time every day helps establish good sleep. Making time for exercise, catching up with friends - FaceTime, Skype, Zoom, calls, texts (or face-to-face if possible) - and doing things that are just plain fun are important for all of us so we can move away from constantly doing and thinking about work or worrying about things we can’t change.

On the topic of having fun, putting together a feel-good toolkit is a great investment in feeding your wellbeing. When you’re in need, you can go to your feel-good toolkit for an emotional lift. It might contain a list of your favourite comforting music, a soft cushion to lie on, a chocolate treat, essential oils, an inspirational book, or a list of quotes. We can be creative about how we can help ourselves feel good. Along the same lines, we can look for the good. It’s important to counterbalance the heavy information with the hopeful. There’s still so much good and beauty in the world if we choose to pay attention to it. And try forgiving others and accepting yourself. I know it’s easier said than done. But acknowledging many people are on edge at the moment, for similar reasons that you may also be feeling on edge, can help us find the ability to move on when in the past we might have reacted. Similarly, acknowledging the stresses we are living with can help us find self-acceptance and self-forgiveness when we act in ways we later regret.

When checking in on those around us, there are certain signs to watch out for and things you can do if you notice a change, see our Mental Health Awareness Wellbeing Tool which explains this further. It's important that we look after and be kind to ourselves and others after such a long year.

Sally Kirkright, CEO AccessEAP

Please be advised that the Newport & Wildman 24-hour line is fully operational. The issue has been resolved. 

Newport & Wildman 24-hour line: 1800 650 204.
 
Again we apologise for any inconvenience caused. We thank you for your patience. 

Please be advised that the Newport & Wildman 24-hour line is currently experiencing difficulties. Calls to this number are receiving a disconnected tone.

Until further notice please call the AccessEAP 24-hour line: 1800 818 728.

Requests can also be made via email at:

We apologise for the inconvenience and assure you we are working with our supplier to return the phone line to operation as soon as possible and will post updates on our website.

#WomensHealthWeek 6-10 September 2021

With the stress COVID has placed on everyone's lives, it’s now more important than ever to look after your overall health and wellbeing. This September, Women’s Health Week will be a great reminder to take time out to check in on your health and to keep making positive changes that can last a lifetime.

For more information and free resources visit the Jean Hailes' Women's Health Week Website. It's time to put your health first.

With so many competing demands and expectations, the struggle to keep up with both work and home commitments can be extremely stressful. When stress persists to a point that a person feels they aren’t coping, it can affect the functioning of their day-to-day life as well as their overall wellbeing. The stressors of too much ‘juggling’ together with trying to do things well and be ‘good’ at everything is impacting on women and their ability to sleep, think clearly and make decisions.

For more information about Women's Health and Wellbeing contact the Newport & Wildman Team who can go through our Women's Wellbeing Training and Webinar options.

If you would like to arrange an appointment for yourself call us on 1800 650 204. Find out more about our counselling service here.

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

At the heart of what we do at Newport & Wildman is caring for others’ wellbeing – particularly their emotional health. For all of us affected by the lockdowns around Australia, our emotional wellbeing is probably being tested. I miss the regular face-to-face catch-ups with friends and family that, up until COVID, was a very regular part of my life. And most of us are now regularly seeing our work colleagues on a computer screen, rather than in person.

R U OK? Day on Thursday 9^th September is a very timely reminder of the vital importance of checking in with each other – especially in these times of separation. R U OK? Day was founded by Gavin Larkin as a response to the suicide of his father. Gavin was determined to try to help others. He championed the fact that a conversation, starting with “are you OK?” can change a life – perhaps save a life. Out of that was born an extraordinary Australian organisation whose mission is to inspire and empower people to meaningfully connect with those in their world and lend support when they are struggling.

R U OK? Day creates an opportunity for us all to start a dialogue about mental health, to create an environment of acceptance, and to normalise asking for help. At work, Managers play a vital role in the culture of their workplaces. The most direct way to encourage discussion is through talking and encouraging others to talk, especially about what might be uncomfortable topics for some – such as their mental health. This is particularly relevant during these times of lockdown when it is hard for everyone and where we may feel fatigued and unsure of how we can help others.  Leaders can empower their employees and facilitate a culture where it is normal to talk about how you feel and for others to actively listen without trying to ‘fix’ anyone. R U OK? Day is an opportunity to discuss the importance of learning the steps and skills on how to have the conversation.  Lots of great guidance can be found on their website.

Our emotions are our friends. They tell us how our inner world is going. Learning to listen patiently to our emotions, to hear what they are telling us, and then acting in a way that adds to our wellbeing, is a skill learnt over the course of a lifetime. Talking with others about how we feel can help clarify what we need to do to take good care of ourselves. Having someone ask you, genuinely, “are you OK?” and then them waiting quietly for what you have to say, might be the difference between you feeling confused and lonely or feeling there is hope and a way forward. When we as leaders are experiencing similar challenges as our employees and also feel responsible for our employees’ wellbeing, it is important to remind yourself that checking in and connecting with others is just as valuable and powerful for yourself. It’s okay to not have all the answers and to reach out for support when you need it.

Sally Kirkright, AccessEAP CEO

At Newport & Wildman we're here to make it easier for you and your people to access support. Utilise our Login Areas, the AccessMyEAP App and our LinkedIn for wellbeing tools and mental health support.

LinkedIn

Follow the Newport & Wildman LinkedIn Page here. Follow us for tips on keeping mentally healthy, supporting your people, self-care and more. 

Login Areas

Access Wellbeing Calendar Tools, COVID-19 Support, promotional materials and more in the Employee and Employer Login Areas.

AccessMyEAP App

Track your wellbeing and arrange appointments via the AccessMyEAP App, find out more information here.

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

I want to start by acknowledging the effect of the lockdowns and increased restrictions on us all. Newport & Wildman are here to support you and help you face each challenge. This month we are focusing on Constructive Conversations because we know that communication and connection are so very important for our overall wellbeing.   

Conflict happens in the most harmonious of working environments. I think we have a great culture at AccessEAP & Newport & Wildman, but conflict still occurs. So it’s not about avoiding conflict, which can create an ‘elephant in the room’ situation - it’s about enabling it to happen in a constructive way. One of my favourite authors, Patrick Lencioni, talks about fear of conflict in The Five Dysfunctions of a Team. Great relationships require “productive conflict in order to grow”¹. By engaging in productive conflict, it helps the Executive Leadership Team discuss and resolve issues more competently without any resentful feelings.

Psychological Safety is something we aim for at Newport & Wildman. The Center for Creative Leadership defines it as “the belief that you won’t be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.” As a leader, I aim to nurture an understanding we are here not just to be responsible for our roles but to contribute without fear in a way that gives voice to our care about the organisation, the work we do, and our own and others’ wellbeing. It’s about speaking up. I think of teachers who say when inviting questions, “there’s no such thing as a silly question.” That’s creating psychological safety.

When I am in a conversation where conflict might occur or is occurring, I remember the importance of creating safety. I listen carefully to what undercurrents are happening – I try to hear who is feeling hurt, or unheard, angry or scared. Is there someone who hasn’t voiced their opinion yet and they need some encouragement? As a Leader, I encourage those I work with to respectfully and truthfully say what is going on for them to help avoid misunderstandings.

If something that happened in the past needs addressing, the Center for Creative Leadership has a model for structuring a constructive conversation.

• First, you outline the situation. For example, “During this morning’s meeting…”,
• Then you describe the behaviour, “…you interrupted me and others…”,
• Then the Impact, “…and as a result, some people felt shut down and didn’t get a chance to express their ideas.”
• Then you invite them to reflect – “I’m curious what you saw happening at this morning’s meeting?” You actively listen to what they say and explore solutions. As a leader, you can make clear what the behaviours are that reflect the organisation’s values.
• Finally, you conclude the conversation and clarify any follow-ups, “Can we agree that….”

This way of talking about a problem creates a safe container to explore what happened and then shapes the way forward.

A constructive conversation is non-judgemental and empathetic. It builds relationships, understanding and leads towards beneficial outcomes. The great early 20^th-century psychologist and philosopher William James said: “Whenever you’re in conflict with someone, there is one factor that can make the difference between damaging your relationship and deepening it. That factor is your attitude.”  When we have a mindset of creating Psychological Safety, of aiming towards understanding, conflict can become an opportunity for growth, learning, and the deepening of trust.

Sally Kirkright, CEO AccessEAP

¹ Lencioni, P. M. (2002). The Five Dysfunctions of a Team. Jossey-Bass.

Thursday, 9^th September is R U OK? Day and Newport & Wildman would like to support you and your people to feel confident asking “R U OK?”. 2021 has had its challenges, and this year we are focused on helping people have these conversations and feel confident to respond if someone says they are not OK.

A common theme for many people this year has been isolation. It’s unfortunate that one of our best weapons against COVID-19 is something that can negatively impact on mental health and wellbeing. This year we would encourage you to consider the benefits of bringing people together for R U OK? Day. Examples could include our virtual group training session, a virtual morning tea or a lunch and learn session using our Webinar.

R U OK? Day is often the busiest day of the year for us here at Newport & Wildman! Given the challenges we are facing, we expect this year to be the same. Reach out to discuss how we can support you and your people.

You can also download our Wellbeing Tool - Asking R U OK? through the Wellbeing Calendar on the Employee and Employer Login Areas.

R U OK? inspire and empower everyone to meaningfully connect with the people around them and start a conversation with anyone who may be struggling with life.
For more information about R U OK? visit their website ruok.org.au.

• Help make a difference every day
• Flexible working arrangements 
• Strong team environment

Newport & Wildman (N&W) partner with organisations to promote positive organisational behaviour, enhance employee well-being and improve workplace productivity. As an Australian owned, Profit for Purpose  Employee Assistance Program (EAP) provider our success is based on understanding the unique needs of clients and tailoring services to support and prevent mental health issues in the workplace. Due to continued growth, we need a passionate professional to engage with our customers and help ensure they gain optimal value from our initiatives in developing their workplace culture and employee wellbeing. 

Your role will be to provide consultative advice to customers across the full spectrum of N&W mental health and wellbeing initiatives. Managing a portfolio of accounts you will develop and implement growth and retention strategies, evaluating the success of programs and initiatives and translating this evaluation into meaningful improvement/expansion of initiatives.

Your track record of success will reflect your impartial and insightful thinking capabilities and ability to engage with a broad range of people. Your key strengths will include your planning and organising, analysis, judgement and outstanding interpersonal skills. Most importantly you will enjoy working in a team environment that is driven by respect, collaboration and accomplishment.

Newport and Wildman take the health of employees seriously and you will be working in an environment that genuinely cares about the wellbeing of all employees.

For more information call David Williams on 0414551795 or to apply send your resume to 

A conversation could change a life

Thursday, 9^th September is R U OK? Day and Newport & Wildman would like to support you and your people to feel confident asking “R U OK?”. The last year has been a challenging year for everyone, and this September we are focused on helping people have these conversations and feel confident to respond if someone says they are not OK.

A common theme for many people this year has been isolation. It’s unfortunate that one of our best weapons against COVID-19 is something that can negatively impact on mental health and wellbeing. This year we would encourage you to consider the benefits of bringing people together for R U OK? Day. Examples could include our virtual group training session, a morning tea or a lunch and learn session using our Webinar.

R U OK? Day is often the busiest day of the year for us here at Newport & Wildman! Given the challenges we are facing, we expect this year to be the same. Training sessions sell out quickly. 

 To book in any of these options or if you have any questions contact the Newport & Wildman Team today.

Arrange a Live R U OK? Zoom Training Session

Newport & Wildman invites you to develop a daily habit of asking the people around you, R U OK? through our 1-hour Live Training Session. We invite you to partner with us for interactive and engaging live and online training for your people via Zoom. Alternatively, we would be pleased to deliver training face-to-face. There is no better time for us to reach out to those around us, to keep connected, strengthen community and show that we care. Our learning content has been refreshed and updated over the last 12 months, so people who attended a session last year will learn something new.

Details:

• Ask the Newport & Wildman Team for a quote.
• Due to high demand, make sure you book in to secure your spot.
• Signed quotes must be received by the 26th of August, so we can coordinate resources, and allow you time to communicate and promote the training.

DOWNLOAD TRAINING OUTLINE HERE

Why Wait? Our R U OK? Day Recorded Webinar is Available September 1st!

Asking R U OK? is important every day. With this recorded Webinar, you can share this important message throughout September and beyond. This Webinar focusing on the important steps in having the R U OK? conversation and how to approach someone if they say they are not OK. This Webinar is aimed at both employees and leaders. Our learning content has been refreshed and updated over the last 12 months, so people who attended a session last year will learn something new.

Details:

• 45 Minutes. Available from the 1st of September. Unlimited views.
• This can be purchased for only $500 + GST or 3 hours from your pre-purchased allotment.

DOWNLOAD WEBINAR OUTLINE HERE

Wellbeing in Focus Tool: Asking R U OK?

Download our complimentary Wellbeing in Focus Tool and share it with your employees to start building awareness.

To book in any of these options contact the Newport & Wildman Team today. 

For more information on R U OK? Day, see the R U OK? Day Website.

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

The everchanging COVID situation unfolding around the nation continues to fuel a media frenzy and the constant communication can be overwhelming. As leaders it’s important our communication, both spoken and written, doesn’t add to people’s anxiety or uncertainty. It’s about striking the right tone, being honest and clear, and being a stabilizing, reassuring influence on the organisation.

When I plan what I’m going to say, I start by listening. Take the time to ask questions, be curious and approach the conversation with an open mind. It can also help to practise standing in the other person’s shoes to see an issue from their perspective.

Misunderstandings can create a lot of extra work and frustration. I learnt from our wonderful clinical team the importance of regularly checking my understanding. “Just checking, you’re saying that…” not only helps us get on the same page, it tells the other person you're engaged and interested in exploring the topic with them. Another tool helpful in exploring a topic, and something we practice in our own meetings, is “Yes and…”. “Yes, that’s a really interesting point, and what about we build on that and also consider…” creates a positive cycle of ideas. “Yes, but…” pushes another’s idea away in favour of your own.

Being vulnerable and being ok with silence are both really important to me. We live in a very noisy world, where there’s an expectation we should have all the answers. Admitting to mistakes, seeking support, asking for help, apologizing, and acknowledging we don’t have all the answers are often seen as weaknesses. Not so. They are signs a leader is aware they are part of a team effort, where others’ contributions are valued – a leader can’t do it by themselves. As Brené Brown says “Vulnerability is not weakness; it's our greatest measure of courage.” Being ok with silence also takes courage. To leave space, rather than jumping in to fill it, allows room for reflection, which can lead to new, creative ideas, rather than simply recycling the old. Silence can feel uncomfortable, but respecting those natural pauses allows time to think and feel, and in groups can give opportunity for the quieter, more thoughtful introverted members to have their say. 

Communicating with each other is the most natural thing in the world. We are born wanting to do it. And we can keep learning to do it more effectively. They are skills we can all constantly improve, and they are skills that underpin the work we do at Newport & Wildman.

Sally Kirkright, CEO AccessEAP

It's Men's Health Week from the 14-20 June. The focus is on Connecting for Men's Health, find out more on the official website.

Misunderstandings about mental health can lead to prejudice, discrimination and stigma. While there have been changes recently in the media reporting on mental health concerns, stereotypes are often perpetuated in sport, films, media and social networking especially by images portraying unrealistic images of men as strong, self-sufficient and “practical providers”. In reality these are unhelpful and often untrue and, there is even more scope for the role of media and social media in debunking myths and raising awareness about mental health and suicide prevention. The most effective way to break down prejudice and stereotyping of mental health issues is through; education, awareness and listening to people’s personal stories.

Men who suffer with Mental Health issues feel societal stigma is often more disabling than the illness itself. Coping with a mental health issue often includes increased use of drugs and alcohol, risk taking behaviour and social isolation. Over time these activities negatively influence self-esteem and confidence and in extreme circumstances can lead to suicide. Men are afraid of the impact on their relationships and career if they open up and talk about or show their feelings. Often feelings like anger or aggression can mask underlying depression.

Research by the Mental Health Council of Australia (2013) found that discussing a mental health issue is still taboo in the workplace. Research conducted states that 69% of people are uncomfortable to disclose a mental illness to their employer, while 35% would never disclose. The study reported that 48% of respondents had taken time off work for a mental health issue and not disclosed the reason to their employer. These are alarming statistics and reflect the need for action to eliminate the stigma and fear of disclosing a mental health issue in the workplace.

1 in 8 men will suffer from some form of mental health issue over a lifetime. Life’s issues such as the death of a loved one, illness, injuries, genetics, interpersonal conflict as well as drug and alcohol abuse can all contribute to levels of anxiety and depression. Seeing a person ‘with’ a mental health issue rather than labelling them is a helpful shift. Acceptance by peers and family, knowing that there is help available and being supported to access help are critical in helping individuals seek the appropriate assistance.

Organisations need to have procedures in place to manage mental health in the workplace and work towards eliminating the fear of disclosure. They should provide training to leaders and supervisors to help them have sometimes difficult conversations with the team members around their personal wellbeing and potential mental health concerns. We often are reluctant to offer support because we are afraid of saying the wrong thing.

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.

Friday, June 25th is this year's Take Your Dog to Work Day. If you are lucky enough to have a well-behaved pup that can come in, make sure you get approval from your employer before you bring your pet in. With many people still working from home, we also encourage you to bring your dog and any other pets to your online meetings! 

What should I consider before taking my dog to the office?

It’s important to ensure this does not adversely impact on the health, welfare or working environment of employees, volunteers or visitors to office, or on the health and welfare of the animal or other animals in the office. For tips to make the experience run smoothly check out the RSPCA's Website.

Newport & Wildman and AccessEAP Pets

Here are just some of the pets that have come into the office. Many more join us on Zoom calls!

Cover Photo by Samson Katt from Pexels

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

We’ve all been going through so much change over the past 18 months – border closures, social distancing, businesses rapidly adapting to their employees working from home, and now trying to find a balance between work from home and office. It’s hard to find stability in the midst of so much uncertainty.

This is where it can be useful to remember that we all have what’s called a “negativity bias”. This is the way we often pay more attention to information we feel is negative. If we do this a lot, it can become harder and harder to solve complex problems as we get stuck in the fight-flight-freeze response. To rebalance the scales, it can pay to consciously give our attention to things that we feel are good and useful. This is where Positive Psychology comes in. Positive Psychology focuses on our strengths, building on what works. When applied to working with change and uncertainty, it gives us an approach and a set of questions that help us to flourish.

Finding the most useful question is half the battle when trying to solve a problem. “How do we avoid difficulties when introducing a particular change in the business” leads to a very different answer when compared with “How can we draw on our strengths when introducing a particular change.” In my experience, the first question leads us towards negativity, the second towards positivity.

I use a journal to regularly reflect on how I can bring greater positivity to the way I am a CEO, the way I am in my life, and how I initiate change. Taking time at the end of each day for conscious reflection helps me to refine my leadership style, to think through how I want to approach change from a more positive mindset. It also helps to get my thoughts down on the page rather than them circling around in my head just before I go to sleep!

At Newport & Wildman, we approach change through the lens of Positive Psychology.

• We frame our process of change positively, so we’re aiming towards something we want rather than away from something we don’t want. We underpin this by first reflecting on what our strengths are and checking we are making use of them.
• We are curious about what the future could look like, and then we aim to be clear what success looks like – it helps create a clear path, and we’ll know when we get there!
• We design a way forward and then draw on our strengths to tackle challenges – it helps us feel more confident and engaged.
• Finally, we deliver the change by taking one small step after another - our confidence grows with the success of each small step.

I believe the principles of Positive Psychology have made me a more effective leader. I invite you to try them out or do some deeper investigation if you’re already familiar with them.

Sally Kirkright, CEO AccessEAP

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

Emotions, especially positive ones, can motivate us to create opportunities and find ways through difficulties. And emotions can be messy. They can get in the way of thinking clearly and they can pull us in opposing directions. Whether we are feeling on top of the world or quite down, it’s very helpful if we can bring awareness to what is happening for us emotionally so we can make wise choices on how to act.

This is where Emotional Intelligence comes in. Often abbreviated to EQ, it’s the ability to identify, understand, and handle emotions in positive ways to relieve stress, build wellbeing, communicate effectively, overcome challenges, and build healthy relationships. The term Emotional Intelligence first appeared way back in 1964 when it hit popularity with the writings of Daniel Goleman in 1995, and it has been in popular use ever since.

Emotions underlie everything we do, and they change the way we think. The ‘broaden-and-build’ theory of emotions, developed by Barbara Frederickson, says that positive emotions, such as happiness and joy, broaden our awareness, encourage curiosity, and build more creative and varied ways of thinking and acting.

As a leader, I am very aware of how important it is for me to be aware of my emotional state, especially when I am making important decisions or responding to situations. I want to approach decision making and situations with a healthy sense of self-confidence and optimism. I know I make better decisions when I feel like this. Responding form feelings of fear or anger are much more likely to lead to unforeseen and unwanted outcomes.

There are 5 main characteristics of EQ: self-awareness, self-regulation, empathy, motivation and social skills. It’s not just about our own emotions. EQ is also about getting better at noticing and identifying others’ emotions so we can relate more easily with other people, and build relationships based on trust and care.

How can we all get better at EQ? Here are some things I try to remember to do myself and I see others at Newport & Wildman doing too. It helps me to incorporate my emotions skilfully into my work and into the relationships I build with my colleagues:

• Practice being present when you are with others and create opportunities for connection.
• When discussing something, take time to invite others to share their perspectives and listen to how they feel, not only to what they are saying.
• Tune into your own emotions: A helpful way to do this is at the end of each day, write in a journal what emotions and moods you experienced. If you have trouble identifying them, you can use this list as a starting point: joy, fear, sadness, disgust, anger. How did your emotions feel in your body? How did they influence your decision making and behaviour? How did they impact those around you?
• When you notice you are highly emotional, take some time to calm down by using breathing or exercise before engaging with others or making decisions.
• Take a risk, and be vulnerable with someone you trust.

 We are all emotional beings. Bringing awareness and intelligence to our emotions makes us more effective managers, leaders, family members, and members of society.

Sally Kirkright, CEO AccessEAP

The pandemic has forced us to look more closely at the way we work particularly in terms of team and people interactions and dynamics. The way that our teams function is crucial to our workplace culture and productivity. Whether your team dynamics have changed drastically or not so much, see our tips for an effective teamwork refresher below: 

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 and Feedback

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

5. 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.

6. 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.

7. Clear expectations, Honest Communication and Transparency

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