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.
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.
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:
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
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:
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.
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
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
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.
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
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
Sleep
Nutrition
Water
Alcohol
Alison Keleher, Director, Newport & Wildman
Photo by Ella Olsson from Pexels
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 24th 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
If you are experiencing any of these symptoms, focus on looking after yourself with these self-care strategies:
For more information or to arrange an appointment, please contact us on 1800 650 204.
Alison Keleher, Director, Newport & Wildman
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.
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:
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.
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
In 2020 Reconciliation Australia marks twenty years of shaping Australia’s journey towards a more just, equitable and reconciled nation. 2020 also marks the twentieth anniversary of the reconciliation walks of 2000, when people came together to walk on bridges and roads across the nation and show their support for a more reconciled Australia.
Find out how you can get involved from the National Reconciliation Week Website.
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 acknowledge Aboriginal and Torres Strait Islander Peoples as the First Peoples of the lands we live and work on throughout Australia. We recognise their continuing connection to land, waters, culture and community as we pay our respects to the Elders past, present and future. We extend that respect to all Aboriginal and Torres Strait Islander Peoples who connect with this website.
Aboriginal and Torres Strait Islander Peoples are advised that this website may contain images, voices and names of people who have since passed away.
Newport & Wildman acknowledges the traditional custodians of the land we work on and their continuing connection to land, culture and community. We pay our respects to Elders past, present and future.
Aboriginal and Torres Strait Islander Peoples using this content are advised that it may contain images, names or voices of people who have passed away.
