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

In recent newsletters, I’ve highlighted a consistent theme – clear and kind communication. In 2020, being clear about what we require from those around us is what moved us forward in this year of uncertainty.

As 2020 gets ready to shuffle off into history, it’s time to cast a glance around at what has been important this year. Putting people first in terms of protecting their health, safety and ability to keep working has been front and centre for most organisations. Organisations who have staff working away from their offices tell us about prioritising team connections while being separated. Not just employee briefings but also birthday celebrations and family moments, and re-creating informal time where smaller groups log in with a cuppa and just talk. Like people used to do informally in the lunchroom.

Thank goodness Australia’s response – and particularly the bravery of Melbourne – has led to some sort of normality returning. Most of our offices have been welcoming staff back in – in staggered at-work and work-from-home rosters. It’s such a relief to hear laughter in the lunchroom again.

This feels like a time to reflect on how important kind, as well as clear communication, is. How you talk and write is as important as what you say or write. Emotion is transmitted as we communicate. Think how heated conversations about masks, protests, and overseas elections can become. So taking the time to pause and consider the emotional understory of our communications is paramount.

Caring communication is not just about what you say. It benefits people when you just listen. If someone is struggling, ask how they are, and just listen. A lot of us want to fix things – give people a solution to a problem that they still might not fully understand. Rather than give advice, just let them tell their story. Our clinical staff often say that their best work happens in the sessions where they talk the least. Letting someone talk though issues allows them to understand their situation. Understanding and relief follow.

If Christmas and the festive season is about giving and being together, then the best gift we can give is true kindness. Connect with those who are isolated, family members who have drifted away, old friends and find out how they got through this year because we did get through. And now is a time to pause and consider how all of those around us are more precious than any physical gift we could find under the tree.

Happy Holidays. Best wishes for a safe and restful festive and holiday season.

Sally Kirkright, CEO AccessEAP

As we continue through December and prepare for the festivities, it’s easy to become distracted with long ‘to-do’ lists; calendars booked up with extra social events whether that be socially distanced or virtually; and perhaps finalising work in preparation for a well-earned break. These distractions can impact on our relationships with the people we care about most, so here are some tips for maintaining positive relationships during the festive season.

1. Take Time to be Present: During busy periods, it’s so easy to be on auto-pilot and not notice the passage of time. Stop yourself from just going through the motions by paying attention to the moment. Observe without judgement the sounds, smells, sights, and people around you.

2. Acknowledge Feelings First: When someone you care about is upset, you may find yourself offering them solutions only to have them become more upset. Consider whether, in trying to fix the problem, you’ve forgotten to first show you understand why it’s upsetting for them. Studies show that understanding another person’s emotions is key to maintaining effective relationships.

3. Give Compliments: You may be confident that the people you care about are fully aware of your positive feelings about them and there is no need to tell them. Don’t leave them guessing. Tell the important people in your life the things that you like or love about them, often.

4. Re-connect: Consider when was the last time you connected with someone important in your life that you don’t see often. Do you know what they did yesterday or what their plans are today? Take the time to call, send a message, or visit if you can, someone you have lost touch with.

5. Find Common Ground: Sometimes it’s the differences between us that can cause a sense of disconnect. Identify and talk about the things you have in common, whether it be hobbies, goals, opinions, or values.

6. Be Inclusive: A sense of belonging is critical to our wellbeing and overall happiness. You are in an ideal position to create an atmosphere of inclusiveness and belonging by ensuring that everyone is on your invitation list, and has a valued place in your family, social group, or workplace.

7. Connect to Values: Be clear about your own values, that is, the things which are important to you, and which guide your life decisions. Behave consistently with your values and ensure that these are the things that guide and motivate the choices you make within your relationships.

8. Add Humour: Make sure that there is plenty of room for fun, humour, and silliness in your relationships. Humour and jokes about shared experiences and those things which are out of your control, can help relieve stress or frustration.

As we head into the festive season it is easy to get caught up in the festivities. There is pressure to have fun, spend time with family and loved ones but for some people, the festive season can be a time of sadness and loneliness. See here for more information and tips for managing loneliness. 

Photo by Marcus Aurelius from Pexels

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

As we come to the close of a year none of us could have imagined possible in our lifetime, I don’t know about you, but I need a serious recharge. It has been a tough year, and it’s not over yet. Before you and your people take a well-earned break, I wanted to start a conversation in terms of what we’ve learned. This year has been unrelenting, with bushfires, floods, hailstorms and the pandemic. The pandemic is front and centre of our thinking, particularly how the post-pandemic workplace is evolving. It is important for you and your teams to take the time to reflect as this year will shape next year and beyond. This reflection will help each of us to process and understand the personal impact and then the essential next steps you need to take for your people and organisation.

Although the catch cry for this year has been “unprecedented” in reality, businesses regularly face events which completely change the landscape in which they operate. They have to adapt quickly or become irrelevant. The internet has changed businesses in every industry, and we’ve seen the emergence of and potential impacts of a cashless economy. Digital transformation will continue to change the way we do business, technology is continually evolving, and we need to regularly question why we do what we do and how we do it.

This pandemic certainly got us thinking and questioning at lightning speed. Has our decision making abilities as leaders improved in response to navigating through rapid change and upheaval?

What has been interesting for us has been the speed businesses have adapted when faced with the need to protect their people and keep their livelihoods as well. The pandemic crystalised the why for many businesses. The primary focus was on people and their safety. For us we have surprised ourselves how agile we can be and more confident of what we can achieve. The top lessons for us and when working with your people can be put down to: Putting your people first, Purpose to guide decision making, Agility, Communication; Done. Not Perfect and finally Be Courageous!

In a microcosm of digital transformation, our team implemented a new VOIP telephony system within ten days, to speed up our transition to securing our people’s safety by working from home. I am not going to pretend my team weren’t stretched by the end of the ten days and needed time to regroup. We have been acutely aware of promoting self-care and good physical and mental hygiene to avoid burnout. 

I encourage you to focus on self-care, particularly in the lead up to Christmas. Due to Covid restrictions, we haven’t done a lot to give us a real break this year, e.g. dinner with friends, weddings, celebrating significant events/birthdays, travel etc.  Events such as these usually give us a break from BAU, and we haven’t had these things in our life to take away some of the cognitive load of the year.

Try to carve out time for activities that allow you to unwind and have fun; it could be a picnic, or travel to regional Australia spending some money where it can help local communities. What is in your toolkit to avoid overloading? I have started swimming – I have to be mindful and focus on my breathing so I don’t drown! Put moments of “fun” in your calendar, seek out fun and time out, don’t talk COVID, fires, trauma and the year we have had – it’s not about avoidance it’s about having a break and committed to your self-care.

As we settle into new ways of working and the immediate threats have become manageable when can we shift a greater focus to recouping losses and being more overt about being profitable? How can we harness the ways of working, behaviours and skills our people have learned throughout the past year, to forge deeper corporate cultures and create stronger Employee Value Propositions/engagement? If you have been able to lead your people through this time building trust, improving culture and productivity, you may be hesitant to risk losing this impetus if the communication comes across as harsh and unfeeling.

We are asking these questions and will be developing resources to start the conversation around the Future of Our Workplaces. As always, I welcome your insights as we work together to explore a new possibility. What have been the important shifts you have seen in the way you work? What will you keep post-pandemic?

Big questions to ask and begin to answer. For now, best wishes for a safe and restful festive and holiday season. Please be assured our counselling and onsite services are available 24/7, 365 days a year however our other business functions observe the Australian public holidays and a short break from 25th December to 8th January 2020.

Sally Kirkright, AccessEAP CEO

Newsletter image- Photo by CoWomen from Pexels

Newport & Wildman wishes you all the best for the Festive Season. We appreciate the opportunity to work with you and look forward to a brighter 2021. We would like to thank you for continuing your partnership with us.

Please be assured our counselling and onsite services are available 24/7, 365 days a year however our other business functions observe the Australian public holidays and a short break from 25th December to 8th January 2021.

Newport & Wildman is proudly part of AccessEAP which is why we are proud to announce that AccessEAP has successfully completed the White Ribbon Australia Workplace Accreditation Program.

The program, facilitated by community service organisation Communicare, involves a whole of organisation commitment to address issues of gendered violence and sexual harassment against women.

It’s a great honour to be a White Ribbon Australia Workplace and to play our part in responding to and ending violence against women. We took part in the accreditation process because we wanted to equip our staff with the knowledge and resources to better understand what gendered violence is, how to identify it and what they can do to prevent it. Whether in the workplace, or broader community, we all have a responsibility to stand up and speak out against behaviours that contribute to gendered violence, support women affected by it, and hold perpetrators accountable.

At AccessEAP and Newport & Wildman, we strive for an inclusive and safe working environment for staff at all levels of our organisation. The White Ribbon Australia accreditation process has strengthened that internal culture.

To achieve accreditation, we had to meet 15 criteria under three standards to create a safer and more respectful workplace which is taking active steps to stop violence against women. The program is internationally recognised and to date has reached more than 600,000 employees nationally. As explained by White Ribbon Australia Executive Director Brad Chilcott, “Violence against women impacts on the health and safety of employees, their wellbeing and their productivity. It also has a negative impact on workplace culture, organisational reputation and bottom-line profit and loss."

At AccessEAP and Newport & Wildman, we are proud to join more than 240 Australian workplaces who have achieved accreditation. We stand by White Ribbon Australia who urges all Australian workplaces to undertake the accreditation process and demonstrate a culture of zero tolerance of violence against women. White Ribbon Australia is a part of a global social movement working to eliminate gendered violence, striving for an Australian society where all women and children are safe, including in our workplaces.

To find out more information, contact us on 1800 650 204.

This November it's time to talk about Men's Health. The Movember Foundation is taking a stand to Tackle Prostate Cancer, Testicular Cancer, Mental Health And Suicide Prevention. To challenge the stigma of Mental Health they encourage everyone to have a conversation, just remember to use ALEC.

• ASK
• LISTEN
• ENCOURAGE ACTION
• CHECK-IN 

Click here for more information about Movember and how to get involved.

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

For more information or to book an appointment, call us on 1800 650 204. To arrange training, please speak to Newport & Wildman.

 Cover photo in newsletter- Nonresident Unsplash

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

The amount and pace of change in the world is accelerating. Every leadership book talks about how the pace of change will continue to increase, and organisations who do not embrace change will be left behind. This is also true for those of us who have transitioned to working from home at a rapid rate. Now almost all people that we talk to can log onto a Zoom session and speak to their doctor via the phone.

As leaders, we need to think about our own responses to change and our employee's responses, and plan for both. There are change management courses and consultants for a reason, and that is because change is hard. We are told communicate your vision, communicate the changes and to take employees on a journey – all great advice – but most people think "what does the change mean for me?" and that will dictate their response. How we as leaders respond to their response will impact on how successfully the change is negotiated.

In organisations, the landscape is constantly evolving so we use change management models to create, plan out and communicate our vision to adapt to developing markets or new regulations. Steven Covey, of Seven Habits of Highly Effective People, wrote that we need to "Begin with the end in mind" but I would add that we need to be ready to pivot in the face of developments and redesign the plan, reconsider what that 'end' goal looks like. Being fast and flexible is more than ever, a key component of change as organisations and employees are being asked to reconsider what normality is on a daily basis. At Newport & Wildman, we increased our Executive Leadership Huddles to daily briefs at the height of the pandemic to allow for this fast and flexible approach.

While we know that communication is always key to effective management, we have heard the stories where organisations faced restructures or changing markets but didn't see the staff as the first port of call. Effective change management requires you to be the information conduit, understand the vision and why it is required, and ensuring that everyone involved has a comprehensive picture of where you are all heading.

As leaders, we have responsibilities to our own managers, boards and shareholders, so they need to know where we are moving our organisation. They pay the piper, and so of course we need to show them how their investment is moving to the most secure and profitable future. But our biggest investment is the people on who we rely on to be on this journey with us.

Without ensuring that our staff are central in change management, we risk alienating them.  I recall the feeling of shock by many when we first heard Richard Branson's comment that clients don't come first. Employees come first – and when you treat employees well, care for the clients all flows from that. I love this kind of philosophy, and I would add a coda to it: fully communicate your vision to them – that way they know where you are all heading. Be kind and honest about the challenges you are all facing and how your personal management focusses on their wellbeing and security.

By communicating the hows and whys of any change to staff, you minimise fears, resentment and gossip. Acknowledge the challenges, display your care for people and treat them like equals who are fully capable of carving a new future. We have a number of channels for communication at Newport & Wildman including a weekly Team Update from myself and a Monthly Q&A to ensure we are keeping staff informed and engaged.

We offer a range of services here at Newport & Wildman to support you and your people. Speak to your Relationship Director to get an idea of what particular change strategy suits your organisation best.

Every sector of the country is moving through this changing landscape this year. While some change can be seen coming, sometimes it's a sudden blow across the bow. Responding with clarity and compassion keeps people calm, hopeful – and along with you for the journey.

Sally Kirkright, CEO AccessEAP

Newsletter Cover Photo by Chris Lawton on Unsplash

Positive psychology is a scientific approach to studying human thoughts, feelings and behaviour with a focus on strengths, rather than weaknesses. Positive psychology aims to help people build on the good in their lives rather than repair the bad, and to help people thrive and flourish.

Professor Martin Seligman, one of the founders of positive psychology, developed a model of psychological well-being and happiness covering 5 core dimensions. The evidenced based model he developed is known as PERMA (Positive Emotions, Engagement, Relationships, Meaning & Achievement), and can be applied to the workplace. Recent research by Australian-based Michelle McQuaid has added a new dimension H for Health to make the PERMAH model.

Positive emotions – Positive emotions boost our job performance. Positive emotions in the workplace are also contagious. People thrive when they are happier and experience less stress and fatigue. They are better able to remain optimistic, problem solve and work together in teams. 

Engagement – Look for opportunities to utilise your strengths. Be proactive. Have a conversation to discuss how you can apply your strengths. Managers should look at creating opportunities for team members to draw on their strengths and interests.

Relationships – Fostering positive relationships in the workplace has a number of benefits. It makes people feel connected and supported. Promote opportunities that allow collaboration and interaction.

Meaning – In the work environment, when there is a shared sense of purpose, people are more likely to feel satisfied with their job. Understanding how your role contributes to the vision and mission of the organisation you work for and the impact it has on helping others, provides a sense of meaning to the work you do.

Achievement – People thrive when they feel that they are succeeding, achieving goals, and bettering themselves. Set goals to work towards and when they achieve their goals, their success should be celebrated and acknowledged. 

Health – Are you building your foundation for your mental wellbeing? People thrive when they are eating well, moving regularly and sleeping deeply. Physical health can have a huge impact of mental wellbeing – and vice-versa.

Alison Keleher, Director, Newport & Wildman

References:

• Positive Psychology
• Michelle McQuaid
• PERMAH

• Sunset Photo by Ferdinand Stöhr on Unsplash

1 in 5 of us experience a mental health issue every year. Mental Health Awareness Month in 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, it’s time 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 Newport & Wildman to discuss what Mental Health Awareness options we have to support you and your people.

For more information and tips on How to Improve Mental Health in the Workplace, click here.

Even though World Mental Health Day has passed it doesn't mean you can't make a promise for your own Mental Health, check out their website for some great resources.

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

Throughout this year, we have been bombarded with messages from the media and on social media relating to the pandemic. One common message that stood out was to "be grateful for what you have during these times". It can be incredibly difficult to do this when COVID-19 has taken so much in terms of removing us from a physical workplace, travel and family dinners. To explore this perspective, our clinicians here at Newport & Wildman have turned to the research of Positive Psychology. This has assisted us to discuss situations from a strengths-based lens. The approach, which has been around for decades but is starting to gain momentum, doesn't focus on the sickness or ill health of the individual but rather on their wellbeing. This allows for a shift in perspective.

Positive psychology shifts the focus from anger, depression, fear and jealousy to look at what makes us well: motivation, forgiveness, resilience and compassion. Here is a telling quote from George Valliant, one of the founders of the positive psychology movement, where he describes The Comprehensive Textbook of Psychiatry.¹ It has '500,000 lines of text [with] thousands of lines on anxiety and depression, and hundreds of lines on terror, shame, guilt, anger, and fear. But there are only five lines on hope, one line on joy, and not a single line on compassion, forgiveness, or love." In a pandemic where humanity is still prevailing, despite the whole world being encouraged to stay indoors, looking for and finding hope is even more important.

October is Mental Health Awareness Month. This means that for one month mental health is in focus in the media and the recent budget increase in Medicare support for additional sessions and resources into community mental health, highlights the increase in demand for support which has increased due to the pandemic. Over the last ten years of leading the AccessEAP team, I can see a positive change in many community leaders, customer organisations and most recently the federal budget, recognising that mental health is important to the future of our country. It is, according to the World Health Organisation "a state of complete physical, mental and social wellbeing and not merely the absence of disease or infirmity."² An important implication of this definition is that mental health is more than just the absence of mental disorders or disabilities.

The question for many individuals, organisations and the general community is how is mental health maintained? One of the most concise models of positive psychology was developed by Martin Seligman called PERMA³. The backbone of this theory is that individuals (and organisations, groups and even families) understand, develop and work/live within their signature strengths. PERMA stands for Positive emotions, Engagement, Relationships, Meaning and Accomplishments. PERMA allows for the individual to take their own steps and manage their own wellbeing and can be measured to show growth and success.

Feedback from managers, leaders and even friends and family have asked what role can I play in supporting people around me? On the back of R U OK? Day and now in Mental Health Awareness Month, the answer is about knowledge and empowering oneself to have conversations which are caring and supportive.

We can all play a role in reaching out and having meaningful conversations. We can through talking break down stigma and encouraging people to get help. We know community mental health services are under pressure due to increased demand. This highlights the importance of an EAP within organisations, to provide support to employees and their families. Managers who are in the "frontline" for their people are often ignoring their own mental health. It is timely for themselves and to talk and remind others about mental wellbeing, strengths, stigma and getting support.

Overall, focusing on what we can control, what we can do well, we can see the practical and emotional benefits of building what is strong in our communities and personal lives, rather than only looking at what is wrong. On a national level, this is an example of the tenets of positive psychology – the nation looking at what we are doing well together and building on our strengths. After doing all of the hard work that 2020 has created, 2021 may mean a more aware and mentally healthy world.  I can't wait.

Sally Kirkright, CEO AccessEAP

References

• [1] https://harvardmagazine.org/2007/01/the-science-of-happiness.html
• [2] https://www.who.int/about/who-we-are/constitution
• [3] https://ppc.sas.upenn.edu/learn-more/perma-theory-well-being-and-perma-workshops

It’s tough to always be your best. Now more than ever the challenge to constantly be our best as leaders, lead with kindness, empathy and respect and respond in ways that support others can tax even the most resilient of us. It’s easy when emotions are heightened to react in ways we usually wouldn’t, as we have a million different things running around our heads. It’s easy to say something that might be misinterpreted or rub someone up the wrong way. It’s equally as easy to interpret something in a way that wasn’t intended. Conflict is a normal part of life, and very often a catalyst for positive change. It is also part of being human.

This week we’re turning our spotlight onto conflict.

How can we harness conflict and foster positive outcomes? Our clinical data shows an increase in conflict – at home, at work and in the community. It’s completely understandable as many people across Australia and New Zealand have had their lives and workspaces closed, changed completely or even remain open serving the public throughout the pandemic. Some people report feeling burnt out or struggling to keep their emotional balance. Some of us desperately want our lives or daily routine back to return to normal. Conflict can often be found during times of change.

How can you harness conflict in positive ways? How we, as leaders, respond to conflict is critical to supporting your people and their responses to conflict. We've created new Tips and Tools on Navigating Conflict. Find our wide range of Leader Tools and Personal Tools, in the Employer and Employee Login Areas of our website.

Navigating conflict can be challenging. We are here to support you through this. Reach out to here at Newport & Wildman. As always, our people are here to help support you and your people be their best in life and work.

Explore & learn about Mental Health

1 in 5 of us experience a mental health issue every year. Mental Health Awareness Day & Week is coming up in October and is an opportunity for us to advocate for and raise awareness of mental health. With the COVID pandemic still impacting the lives of our communities, it’s time 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.

As part of Mental Health Month in October, we have a range of support options available to you and your employees on Mental Health in the Workplace and supporting employees to maintain meaningful connections at work. 

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

1. Online Zoom Training

Our Mental Health Awareness Training is best in class learning designed to guide your people through the materials that we know make the biggest difference to mental health in the workplace. Please note that we have recently redesigned our module and so if you have completed this training before, this will be an opportunity to learn something new.

• 1 hr training for Employees - Download Training Outline
• 1.5 hr training for Leaders and Managers - Download Training Outline
• Ask us for a quote.

2. Q&A Session

Our Mental Health Awareness Q&A is an opportunity for your people to have a highly interactive session with an expert facilitator. Q&As are specifically designed to be less focused on presentation of slides, and for people with questions to talk to an expert and get advice and support on their learning needs.

• 1 hr Q&A Session - Download Q&A Outline
• Ask us for a quote.

3. Recorded Webinar

Our Mental Health Awareness Recorded Webinar is designed as a taster and introduction to the topic of mental health.

• 30 Minute Recorded Webinar - Download Webinar Outline
• Available from the 1st of October. Unlimited views.
• This can be purchased for only $300 + GST or 2 hours from your pre-purchased allotment.

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

World Mental Health Day is on the 10th of October, check out their website for some great resources. For more information about Tasmania's Mental Health Week click here.

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

I am starting to hear the words “exhaustion” and “burn out” frequently and earlier than usual this year. Indeed, fatigue is building as we try to find the best path through the current crisis, having navigated through the bushfires and floods from earlier in the year. The cumulative impact of the crises of 2020, taking a toll on us all. At Newport & Wildman our weekly communication channel distributes resources to make navigating this year and the current crisis a bit easier; however, you could be forgiven for thinking “how can I keep this up?”. 

There is something continually buzzing in the background zapping my energy. I am exhausted.  Yes, that’s right it’s a global pandemic – relentless. The situation changes daily and with it my routine, how I can go about my life depends on the latest hotspot. There are so many reasons that our worry and anxiety radars are constantly bleeping. It could be managing childcare or home schooling, having your partner out of work, concern for elderly or at risk family and friends, concern for young at risk family and friends as the economic and social impacts become evident, concern for employees and colleagues as we try to do the right thing when faced with the next new obstacle. Keeping up exercise, health and social (but distanced) connection. Worrying are we taking it too far when I see how much my Mum needs a hug, fearing we are not careful enough when we invite a few friends over for dinner.

Baking and online workouts, Zoom “drinks” or Houseparty apps, scrapbooking, jigsaws, cleaning out cupboards and home maintenance – the things that kept us going through the first lockdowns just don’t cut it anymore – who has the energy? Does it feel like you are in your very own bubble? It becomes all about you not others. Why aren’t people calling me? Well, they are probably exhausted too! It’s not what we want to hear but after months of restrictions we need to dig deeper and work harder at staying connected.

It’s time for some new ideas to breathe life into our tired minds and bodies. Here are some things that are helping me:

Create some space for thinking. At home or in the workplace the same approach can apply. Take time to jot down ideas, sit in the sun with your journal (pad of paper!) or hold virtual afternoon teas and lunches to brainstorm coping ideas and strategies. After building strong connections in the first lockdown, we may have lost some of the impetus, but we all need each other at least as much as ever. We must keep mixing it up and yes, that takes energy.

Speaking of energy, we need to leave something in the emotional fuel tank. In my earlier years I was a car rally navigator and great rally drivers know that going full throttle leaves you vulnerable. You always drive at less than 100% to leave something in the tank for the unexpected. This gives you the reserves that may be needed to cope with obstacles and finish the race. Likewise, we need to keep some emotional capacity in reserve to deal with and cope with the unexpected emotional support we may need to provide to a family member or friend; or even for ourselves when we are feeling overwhelmed and exhausted.

Nurture your “Circle of Support” (if you don’t have one – get one). These are the people both personal and professional who you can check in with and rely upon to reach out to you. Remember to share the load and this is where a professional counsellor or coach can help too. It is okay to say your not okay. By showing your authentic self you will develop deeper and rewarding relationships.

I can’t take credit for this tip, but nature can have a way of helping out and as we have passed the Winter Solstice, the amount of daylight is increasing each day. The impact of Seasonal Affective Disorder (SAD) is well-documented in terms of affecting mood. More light for the early morning or evening walk?

Finally, to revisit something I talked about a few months back “Pause, Listen, Anticipate and Act”. When you take the time to think and listen to yourself as well as those around you the benefit of perspective comes into play. In many situations, you have more time than you think and using that time may mean your actions ultimately will be more effective.

I appreciate and value your feedback and shared experiences. If the Newport & Wildman team or myself can assist you and your team, please contact us at any time on 1800 650 204. We are here for you and your people.

Sally Kirkright, AccessEAP CEO

#WomensHealthWeek 7-11 September 2020

With the stress COVID-19 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 Newport & Wildman.

A common theme for many people this year has been isolation. It's unfortunate that one of our best defences against COVID-19 is something that can negatively impact on our mental health and wellbeing.

Part of the solution to this is to remain connected any way we can. Even when we are not seeing each other face to face as much, we can take active steps towards contacting friends, family and colleagues.

10 Tips on How to Have a Conversation on R U OK? Day

You don’t have to be an expert to support someone going through a tough time. You just need to be able to listen to their concerns without judgment and take the time to follow up with them.

1. Know your colleagues

Relationship building is very important when it comes to mental health in the workplace. You will need to feel comfortable to approach a colleague that you may be concerned about. Also in order to pick up that someone is behaving out of character you will need to know how they usually behave.

2. Approach the person

It may be difficult to do, feeling a little anxious about approaching a colleague to ask them if they are OK is normal, it is necessary that we do it none the less. Think about whether you are the right person to approach your colleague, and if for any reason you think you may not be the best person, employ the appropriate person to approach your colleague you are concerned about. Make sure this is done with discretion and confidentially.

3. Explain why you are having this discussion with them

Be clear that you are concerned about the person and give specific examples of the observed behaviour change that sparked your concern. For example: "you are usually the first one at work and never take a sick day, however, I have noticed that over the past few weeks you have been arriving at work late and have had a few sick days."

4. R U OK?

Ask the question clearly and directly.

5. Listen

Listen to what the person is saying and also listen for how they are feeling. Do not interrupt, just listen and at the end summarise what you have heard to check that your understanding is correct.

6. Do not go into solution mode

It is not your responsibility to "fix" the problem or "save" your colleague – giving solutions can make the situation much worse.

7. Do not counsel the person

You are not a counsellor or psychologist and should not try to be that for the person.

8. Encourage the person to take action

Point the person in the right direction i.e. HR, EAP and/or their GP. You may have to support the person to seek help by going with them to HR, or making an appointment for them with the EAP or their GP and possibly accompanying them to the appointment if possible.

9. Ask what way you can assist

Allow the person the opportunity to explain what would be helpful for them.

10. Follow up

Don’t just leave it there, it is very important to check in with the person regularly to see if they are OK.

For further information about R U OK? visit www.ruokday.com

Newport & Wildman provides confidential counselling services and psychological related training for employees, managers, family and friends. For more information, please contact us on 1800 650 204.

Alison Keleher, Director, Newport & Wildman

Learn how a conversation can change a life

Thursday, 10^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?”. 2020 has been a challenging year for everyone, 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 today to discuss how we can support you and your people.

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.

Due to continued growth, we are expanding the clinical services team and need a passionate and committed professional to help ensure the provision of best practice counselling and ancillary services that meet or exceed customer and client expectations.

Your role will be to develop strong relationships with key customers to understand their needs and work on tailored solutions to solve specific or complex people issues.  You will provide a range of clinical services including Face to Face, telephone and emergency counselling, mediation, manager support, critical incident response, EAP briefings and webinars. Additionally, you will provide key operational management support to the Director of Newport and Wildman and work with the broader team to build relationships and provide quality services such as consulting, coaching, reflective supervision and leadership training.

With a degree in Psychology or Social Work and professionally registered your track record of success will reflect your impartial and insightful thinking capabilities.  You will be adept at engaging with a broad range of people, comfortable working autonomously, and respond well under pressure to balance multiple priorities.

Your key skills will include your rapport building, analysis, judgment 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 takes 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 0414 551 795 or to apply send your resume to .

Due to increased demand, we are looking to expand our network of counsellors. We are looking for people willing and able to work on a combination of Employee Assistance Program face to face sessions, online, critical incidents and onsite debriefings.

Initially focused on counselling support, you will enjoy delivering a broad range of employee well-being services and opportunities to:

• Engage with clients who come from a range of employment sectors, developmental lifespans and social demographics.
• Be involved in a range of other services; managing critical incidents, onsite counselling services as well as face to face and online sessions.
• Experience rewarding clinical work where no two days are the same;

Your Skills and experience

• A registered Psychologist, or Social Worker or Counsellor
• Skilled in solution focussed counselling and psychological first aid;
• Knowledgeable and experienced in managing depression, anxiety and anger issues;
• Experienced in face to face, online and telephone counselling;
• You will need to possess an Australian Company Number (A.C.N) business registration and professional indemnity insurance.

For more information or to apply please contact Davis Williams at

Learn how a conversation can change a life

Thursday, 10^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?”. 2020 has been a challenging year for everyone, and this year we are focusing on helping people have conversations and then knowing what to say 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. Training sessions sell out quickly. 

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

Arrange a Live R U OK? Zoom Training Session

We are excited to offer a 1 hour training session that brings together the 4 steps of an R U OK? conversation, how to approach someone if they say they are not OK, with the unique challenges of the last few months. There is no better time for us to reach out to those around us, to keep connected, strengthen community and show that we care.

Details:

• Ask for a quote.
• Due to high demand, make sure you book in to secure your spot.
• Signed quotes must be received by the 24th 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.

Details:

• 30 Minutes. Available from the 1st of September. Unlimited views.
• This can be purchased for only $300 + GST or 2 hours from your pre-purchased allotment.

DOWNLOAD WEBINAR OUTLINE HERE

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

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

We all know it's essential to prioritise eating well, exercise and relaxation in this incredibly stressful year but it can be a little easier said than done. Looking after yourself requires a multi-layered approach so below are some tips to help get you back on track.

Exercise 

• Exercise provides a mood boost and a more energised outlook on life thanks to the release of endorphins. Exercise can help to lift low mood.
• Exercising with a buddy, or as part of a team, provides a sense of belonging through the sharing of common interest. It also helps motivate and keep you on track toward your health goal.
• Participating in a sport or reaching a personal physical goal promotes a sense of mastery, accomplishment and increases self–esteem. Set yourself a physical goal no matter what your current fitness level is. Remember tackling small ‘chunks’ of a larger goal will see you mastering your chosen activity in no time! For example, commit to a 20-minute power walk each morning and increase this by 10 min increments each week until you are walking an hour a day.
• Exercise improves cognitive function. It has been proven decision-making and problem-solving ability improves after exercise. We all know the feeling of going out for a walk and coming back with a ‘clear’ mind. Some may even choose to use their lunch break as an hour to hit the gym, go for a jog, walk or train in a group.

Sleep

• A good night's sleep helps foster both mental and emotional resilience. Chronic sleep disruptions set the stage for negative thinking, depression, anxiety and emotional vulnerability. Being physically active throughout the day can help you get a restful sleep. See here for more tips to sleep well. 

Nutrition 

• Every meal should include protein to ensure a continuous supply of the amino acid tryptophan to the brain Tryptophan is proven to boost mood. Add some fish, turkey, chicken, meat, eggs, legumes, milk, cheese, yoghurt, nuts or seeds to your meal.
• Studies suggest omega-3 oil can reduce symptoms of depression. You can include oily fish such as salmon in your diet or even take a daily supplement. Vegetarians get similar benefits from flaxseed oil, walnuts and chia seeds.
• Excessive weight loss through extreme dieting can make your mood worse and should be avoided. Rapid weight loss and lack of good nutrition will deprive the brain of glucose and other nutrients that control mood. If you are planning to lose a few kilos do it sensibly with a healthy balanced diet and regular exercise.

Water

• An adult can lose up to 2.5 litres of water daily through the lungs as water vapour, through the skin as perspiration, and through the kidneys as urine. If you do not drink enough fluids to replace this loss you will get the symptoms of dehydration, including irritability, loss of concentration and reduced mental functioning. Replace fluid with drinks such as water and non-caffeinated herbal teas. Aim for about 2.0 litres each day, and increase water consumption on very hot days or when you have been exercising.

Alcohol

• Alcohol has a depressant effect on the brain and can result in rapid worsening of your mood. Also, the body uses important nutrients to process alcohol; those who consume alcohol excessively may suffer from vitamin deficiencies, which can in turn impact mood and overall health. Limit your alcohol to special occasions and drink moderately, avoid binge drinking altogether.

Alison Keleher, Director, Newport & Wildman

Photo by Ella Olsson from Pexels