Mental health is the bi product not the root cause

With the rise in awareness of the term ‘mental health’, are employers any closer to really understanding what this means?

We hear the term anxiety, stress, bi polar and depression being frequently used, however these only describe describe the bi product of weeks, months and even years of inner turmoil.

The labels of anxiety or depression, as two of the most common mental health disorders, are an umbrella reference for the mental and physical breakdown of the mind and body.  These conditions will always have root causes.

People don’t wake up one day anxious or depressed.  These states of mind and body are a slow burn.

How depression can be developed 

Let’s take the example of Mary.

Mary works in Publishing, and over the last 6 months her workload has slowly been increasing as a result of cuts being made to the companies headcount.  Mary has been feeling the pressure of her increased workload along with an underlying fear of loosing her job.  Mary is single and lives alone and doesn’t have anyone to support her financially.

Worries about loosing her job have started to compromise Marys sleep, and she is finding it increasingly difficult to switch off when she gets home.  To help her relax, Mary has started to turn more frequently to red wine because she feels it takes the edge off.  Marys energy levels have now started to dip considerably due to her broken sleep and her body processing the additional toxins as a result of her increased drinking.

She wakes feeling more tired and is now drinking more coffee to keep her going.  Her dip in energy levels also means she has started to become less disciplined with her food choices and has been picking up convenience food for dinner on her way home from work and snacking on less healthy foods during the day.

At work she finds her ability to focus becoming a struggle and her motivation and productivity levels taking a significant drop.

As the weeks slip past Mary notices her stomach developing cramps and feeling bloated.  Mary goes to her G.P. who tells her she has IBS and gives her medication.  Mary tries to change her diet, but as she is feeling so fatigued, she finds herself going for what is quick and easy and hopes the medication will help her IBS.  A combination of the IBS and her energy levels have also meant she is finding more and more reasons to stop exercising.

After a period of time, Mary is also feeling more emotional and overwhelmed and finding herself becoming tearful over small things.  Normally a chirpy and confident person, Mary feels disconnected and is becoming more insular.

Mary goes back to her G.P. and is now told she has depression.  She leaves with a prescription for anti depressants.

Had Mary had the insight of how to take care of herself mentally, emotionally and physically, could this have been a different story? Yes.

As the saying goes, knowledge is power.

The more employees are given the knowledge of the mind and body and how to build resilience and wellbeing, mental health conditions can be prevented.  We can still teach employees about mental health, but if we are to prevent mental health in the long term, the training people receive need to show how these conditions are reached, and how to prevent them.

 

Why January is a great time to kick off your wellbeing programme

When Christmas and New Year are over it can be a challenge for employees to find the energy and motivation to bounce back into work.

Dark mornings, miserable weather, all the extra calories consumed over the festive period, and the psychological ‘start of a new year’ can all influence engagement levels in the workplace.

Combined with this, the New Year is a time where people reflect and consider what it is that they would like to change within their lives or within themselves.

Yet even the thought of creating change can be difficult for some employees.  Lack of motivation and the New Year blues can have them reaching for the left over wine from Christmas.

This is why kicking off a wellbeing programme in January can be a great idea to energise your workforce and inspire them to discover new ways to feel good about themselves.

A lot of the focus in January tends to be on physical health with people looking to shed extra pounds, get fitter and eat more healthily.

Wellbeing programmes that educate people on how to get the best from their bodies by understanding more about the physiology of their body, how food influences mood and how to create all day long energy can be a great way to put health and vitality into the heart of your workforce.

The New Year can also prove difficult for many emotionally and mentally.  Emotions may be running high due to family arguments over Christmas.  There may be some people who have been alone over the festive period and are struggling with feelings of isolation and depression.  Some people may be feeling emotionally overwhelmed because a member of the family has cancer and it could have been their last Christmas together.

Mental and emotional health are just as important as physical health.  With 1 in 4 people experiencing  a mental health problem each year, the New Year can prove to be a positive time to launch a wellbeing programme to help your employees get the New Year off on the right track.

A wellbeing programme that delivers the knowledge, tools and resources needed to create a healthy mind set, new habits and emotional balance can be incredibly liberating and empowering for your employees.

All of which enhance focus, productivity and engagement.

If you would like help with ensuring your employees start 2016 feeling great, then contact us today for your complimentary wellbeing analysis.

 

 

What’s the value of having a wellbeing strategy?

There is greater commercial evidence to suggest that having a wellbeing strategy not only helps to create a happy and healthy workforce but also makes a significant difference to the bottom line.

So much so that on a recent webinar hosted by HR Zone, a Wellbeing representative from Oracle advised that the company had so far saved over £1 million in sickness absence by introducing resilience training in 2014.

There are naturally more tangible benefits to having a proactive wellbeing strategy including;

  • Reduced attrition rates
  • Reduced cost of absence
  • Lower number of days absence across the business
  • Lesser number of employees on long term sick leave
  • Reduction in the number of employee relations cases
  • Greater net profit

Yet what about the less tangible (and we would suggest more valuable) benefits of having a wellbeing strategy. From our experience of working with organisations to support their wellbeing strategy, we see these as;

  • Increased engagement levels across the workplace
  • Greater flexibility in the workplace through the use of flexible working practices and family friendly policies
  • Improved customer and client feedback and scores
  • Reduced presenteeism
  • High performing people and teams
  • Greater harmony and cohesive working amongst people
  • Winning awards such as Britain’s Healthy Company and the Times Top 100 companies to work for

We would even go one step further to say the value of having a wellbeing strategy ensures that;

  • More employee’s go home and say ‘today was a great day!’ to their partners
  • Smile at each other
  • Tell their friends “I love my job!’
  • People are capable of going the extra mile without damaging their health

With a guaranteed return on investment, creating and implementing a wellbeing strategy could be the most commercial move yet for your business.

Employee wellbeing

and find out how we can support you with your wellbeing strategy.

 

 

 

 

 

Why management development training fails

Great managers have courage, a clear sense of who they are, clarity of mind and an ability to communicate and act from a place of true authentic power.

In turn they possess a natural gravitas, presence and energy.  In a world where people buy people, brilliant managers operate from a natural space winning the hearts and minds of those around them.

In order to achieve that requires a change of mindset.

For management development programmes to be really effective they need to show managers the door way to their own mind. To take managers on a journey which shows them….

  • How to identify who they are at their most authentic and how to step in and operate from that authentic power
  • An insight into who they are – mind, body and energy – and how to use this knowledge to develop presence, gravitas and confidence
  • An understanding of the unconscious mind and how it influences thoughts, emotions and behaviours, learning how to manage these more effectively from within
  • How to become a more intuitive leader
  • Ways to connect with their team subconsciously to build deep rapport
  • How to connect and communicate with their at a deeper level by understanding VAK (Visual, Auditory and Kinaesthetic communication)
  • All about to overcome their inner personal performance blocks

Management development training courses that don’t give managers the insight of how to manage their mind set, and how to change it at a subconscious level are missing the key ingredients.

Every action, decision made, thought, emotional response, behaviour….it all starts in the mind.

To achieve real return on investment from your management development courses, managers need to be given keys to their own mind. To know how to create new ways of doing things at a neurological level.

Want to find out how to really transform your managers in a team of high authentic achievers? Then contact us today and discover how we can transform your team from the inside out.

 

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