Issuu

Acacia

CONNECT EVERY CONNECTION MATTERS

ISSUE NO.1

UBT

TAKING A DATA DRIVEN APPROACH An interview with Simon Watts

Understanding Compassion Fatigue Compassion fatigue is an emotional and physical burden that stems from the act of caring

FEB 22

CONTENTS DOWNLOAD MAGAZINE AS PDF

02 FROM THE CEO Welcome to the New Year! Acacia's CEO, Rebecca Weiss, provides an overview of what we can expect in 2022.

03 WELLBEING LANGUAGE AND DEFINITIONS GUIDE An in-depth look at the NSW Mental Health Commission's publication on the use of acceptable and appropriate language relating to wellbeing.

05 IN CONVERSATION WITH UBT An interview with Simon Watts from UBT on the implementation and delivery of an effective Wellbeing Strategy.

THE WORKSHOP LAB

"THE GREATEST WEALTH IS HEALTH" - VIRGIL

09 UNDERSTANDING COMPASSION FATIGUE You don’t need to be a helping professional to experience compassion fatigue. Simply, you need to be a caring individual.

COVID: LOOKING AFTER YOURSELF

MANAGER SUPPORT HOTLINE

The impacts of COVID on the mental health of Australians continues to raise significant concern.

Solution-focused telephone advisory service supporting managers facing complex staff and workplace issues: 1300 364 273.

How to maintain New Year's resolutions to improve eating habits in 2022, in a sustainable way.

17 MANAGING REMOTE TEAMS Advice for leaders on how to effectively manage teams when working in a remote or digital environment.

FEBRUARY 2022 | ISSUE 01

15 SUSTAINING HEALTHY EATING IN THE NEW YEAR

FROM THE CEO REBECCA WEISS CHIEF EXECUTIVE OFFICER

Welcome to the first edition of our wellbeing magazine, Acacia Connect, which includes articles and resources that are relevant to all readers – employees, employers, and communities. Even though we are now nearly two months into a new year, we are still navigating the ongoing challenges of 2021. The way we work has changed dramatically over the past twenty years, with the COVID pandemic accelerating further changes that will likely stay forever. Protecting and supporting the mental health and wellbeing of staff is a number one priority for many HR and People leaders for 2022. Work-related mental health conditions are on the rise, with an elevation of stress, compassion fatigue, and burnout being reported in many industries. So now is the time for action. It is clear organisations are learning and adapting to a new normal and taking steps to achieve their aim of creating mentally healthy workplaces. At Acacia, our focus for 2022 is to support this aim through our partnership, by providing high-quality mental health and wellbeing services, with a focus on promotion, prevention, and early intervention.

HOT TOPIC

"Wellbeing language needs to facilitate the richness of personal experience, the different ways of knowing, and a dynamic context." Developed after stakeholder consultations with diverse representation from government and non-government sectors. NSW Mental Health Commission | Wellbeing Language and Definition Guide

Everyone has a different understanding and relationship to the concept of “wellbeing”. While some may consider wellbeing in reference to themselves, others may consider the wellbeing of their family, colleagues, or even their community. Often used interchangeably with “quality of life” or simply “being happy”, the definition of wellbeing and its concept is complex, diverse, and subjective to an individual's background, personal experience, and literacy. The Mental Health Commission of NSW's Wellbeing Language and Definitions Guide (2017) supports Australian organisations, communities, and individuals as they collaborate on wellbeing projects. Developed in consultation with numerous government and non-government organisations, the guide uses accessible language and everyday descriptions to describe the vast concept of wellbeing. The Guide does not focus on providing a single, conclusive definition of wellbeing or any associated domains. Instead, it reminds us to be considerate and inclusive when referencing the topic of wellbeing and to be mindful of personal backgrounds and perspectives. In addition, it discusses the importance of clarifying with others to ensure a consistent and well-rounded understanding.

Consistent and inclusive wellbeing language is essential when working with others, and is a key part of an effective Wellbeing Strategy. It allows us to easily communicate and understand individual aims and objectives, which is vital in achieving successful outcomes. A focus on diversity is integral to all workplaces, particularly in reference to wellbeing. Successfully diverse and inclusive workplaces leverage a wide variety of perspectives, experiences, and concepts that drive business initiatives. It is often essential in supporting organisational growth, culture, and the mental health and wellbeing of employees. The Wellbeing Language and Definitions Guide explores a great example of this: how the Aboriginal concept of health is holistic and the fundamental nature of "connection to country". To ensure that your organisation's Wellbeing Strategy supports employees from all backgrounds, as well as their needs, we recommend engaging in consultation. Explore the different definitions of wellbeing and encourage employees to share their perspectives. Consider some of the language and phrases highlighted in the Guide and redefine to align with the collective view, ensuring a richness of diversity and inclusion.

IN CONVERSATION

"Our employees are encouraged to provide feedback because they know that they will be heard. They speak. We listen." A data-led approach is vital in the successful implementation and delivery of an effective Wellbeing Strategy. Simon Watts | UBT

“Working in Human Resources is just a wonderful place to work. It provides that personal satisfaction that you have made someone’s workplace a more engaging place, a safer place, a more joyful place than before. If you can do that, why would you want to work on anything else?” Simon Watts is the HR General Manager of UBT, a global consulting firm located predominately in Australia, New Zealand, the UK, and the USA. With almost 20 years of HR experience, Simon is leading UBT’s new proactive, data-driven Wellbeing Strategy. Acacia sat down with Simon to talk in-depth about their new strategy. “Consultation is essential at UBT. Understanding what our employees want, understanding what they need in the workplace – this is ingrained in what we do. We ask our employees what is important to them and what we can do to best meet their needs. Only then do we decide what initiatives to implement.“ In the past, there has been a trend of annual, whole-company workplace engagement surveys. For many organisations, these are fruitless; it takes at least six months to analyse the data and another six months to implement a program – and by then, the data is irrelevant, and the strategy is ineffective. A new trend of real-time feedback, through online applications, allows organisations like UBT to implement timely, targeted responses and strategies when they are needed.

For the past five years, UBT has utilised Office Vibe, an online workplace engagement survey platform that provides real-time feedback from their employees. Recently, they have introduced regular pulse surveys to their engagement strategy. Although they only take a minute to complete, these short surveys provide UBT with invaluable data on their employees, including data concerning their wellbeing. This constant, real-time consultation provides UBT with high-level horizontal tracking. “We can look at where we are heading, but also what is current. The data can be split into teams, into geographies, into staff demographics. I can see right now if a particular office has higher levels of stress. I can reach out to business leaders and ask if they’re aware, what they’re doing to support their employees, and we can talk through the situation immediately.” Simon says this data-rich wellbeing approach ensures initiatives will always be impactful, wellreceived, and timely. “At the end of the day, you’ve only got so many resources you can commit to initiatives. You want to make sure that you’re getting as much value out of the resources you have as possible. If an initiative isn’t having the desired effect, it’s hard to stop and move on to another one. You’ve already used your budget, your time and effort, and haven’t made the impact.” Their strategies have been nothing but effective. Simon has seen a direct correlation between the activities UBT has run and outcomes in terms of their staff wellbeing.

IN CONVERSATION A great example was their recent global step challenge. Using data from the pulse surveys, UBT noticed their employee's physical health was beginning to slip, which was affecting the overall wellbeing of staff. They decided to implement a step challenge with their employees across the globe, utilising an application called Walker Tracker. They saw direct changes to personal health metrics once it was implemented. “When we were setting up with Walker Tracker, they said, from their experience, they rarely got more than 50% of employees participating. 550 out of our 700 employees ended up joining. I think that demonstrates the level of engagement we have with our initiatives.” Not only have their initiatives been successful, but the feedback from their employees has been highly positive. “Our staff are encouraged to provide feedback because they know that they will be heard. They speak, we listen, and we respond, and our employees show their appreciation by participating in our initiatives.” He mentions the importance of open communication and a two-way street. “It’s not about sucking out information, but rather acknowledging and responding to what the workforce is saying.” At UBT, they understand that wellbeing is multifaceted. “We see wellbeing as a part of the employee value proposition. It’s the wider group of actions and strategies that engages staff and ensures they are healthy and productive in their lives and at work.” UBT considers five components when measuring their employees’ wellbeing: stress, personal health, work/life balance, work happiness, and work environment. Their pulse surveys include questions that directly relate to these five components.

As the definition of wellbeing continues to change and organisations like UBT move away from a reactionary, piecemeal wellbeing strategy, so too does EAP. Acacia has begun transitioning many of our services to follow a proactive and preventative model to meet the needs of our customers. “The fact that EAP is available to our employees – and especially to their families – sends a great message that we care. We want our people to be healthy. We want their families to be healthy. That action of caring and investing in that ‘safety net’ of our people and their loved ones is, in itself, proactive and integral to our Wellbeing Strategy.” Part of UBT’s EAP program includes bi-monthly wellness workshops run by The Workshop Lab. The topics are selected by the staff themselves. “We run a poll of available subjects, and whichever one is most voted is the one that’s run. These sessions have always received fantastic turnouts and engagement.” Like many things in the past two years, COVID has played a major role in UBT’s Wellbeing Strategy. Due to COVID, organisations across the world have seen increased stress numbers, dramatic workplace changes, and a lack of face-to-face interaction. “We expected to see a sharp dip in wellbeing, particularly in locations such as the UK. But we saw sustained positive engagement metrics, which was a real victory.”

Simon cites COVID as the catalyst for the development of the strategy – it has bought wellbeing to the forefront. “As an HR professional, my priorities are normally labour budgets or talent acquisition. But because of COVID, we have seen not just threats to people’s physical health, but how vital mental health and wellbeing awareness is for a workforce.” Organisations across the world are beginning to understand the importance of a Wellbeing Strategy, especially regarding employee turnover. “We need to be at the forefront of what we can do for our employees’ workplace wellbeing. If not, we will potentially fall to mass resignation.”

“Our management has great awareness of why wellbeing is important, and they acknowledge that HR has the expertise to support them through their journey. This is all through trust and consultation. Once you develop trust, people will follow you. Once you develop trust, implementing powerful initiatives becomes much easier." “While wellbeing is a nice thing, at the end of the day, the end goal for any organisation is business performance. Luckily, wellbeing and business performance are linked.”

As a primary stakeholder leading the initiatives, Simon believes the starting point of any Wellbeing Strategy begins with trust. “Executive and management support are essential for implementing large initiatives, but it’s not something you can develop overnight. The starting point is establishing the creditability of HR. At UBT, our HR department is well-respected. But this has been a lot of work."

COMPASSION FATIGUE

Understanding Compassion Fatigue What occurs when you give and give parts of yourself until your cup is no longer full and you’re left feeling dull?

TAKING ACTION Download this article as a tip sheet to share with colleagues, friends, and family.

Compassion fatigue is the emotional and physical burden that stems from the act of caring. It is what occurs when you give and give parts of yourself until your cup is no longer full and you’re left numb. Compassion fatigue is more common than we think. This is especially true if you think of compassion fatigue as a spectrum, where individuals can experience a degree of symptomology at any point along the spectrum.

Previously, compassion fatigue was thought to be experienced by those in the helping profession. As a part of their role, they were exposed to the distress of others and the responsibility and concern for holding another person’s wellbeing in their hands – all within a high-stress and high-demand environment. However, you don’t need to be a helping professional to experience compassion fatigue. Simply, you need to be a caring individual.

How you recover from and prevent compassion fatigue are entwined. The focus is on you – investing in yourself and raising your quality of life. Think of the connections you have in your life. Do you place the needs of others before your own? Do you believe that another’s needs, life, and survival hinges on you? Do you find yourself overwhelmed and questioning your capacity to support another person? Many people are in the position these days of looking after another – it may be an elderly parent, a close family member, a friend, or your own children. If any of these situations ring true for you, then chances are you know a thing or two about caring for another. You may have experienced a degree of compassion fatigue without even realising.

Compassion fatigue is as unique as the individual experiencing it. While there are an array of signs and symptoms, most people report an undeniable sense of not feeling like themselves. They get caught up in being the person they need to be for another and they end up losing themselves. People experiencing compassion fatigue may find themselves unable to express and feel empathy for another, or notice they are unable to find pleasure, joy, or hope. They may retreat and isolate themselves from experiences and other people, even when around close family and friends.

COMPASSION FATIGUE They may refrain from expressing their thoughts and feelings or blame others for what is happening. They may also feel excessively tired and experience physical symptoms, such as gastrointestinal concerns or constantly feeling sick. These behaviours and actions serve as warnings that let us know we aren’t okay, and that things need to stop or at least slow down. To feel capable of continuing, you must actively replenish your "cup" as frequently as required to sustain yourself and your wellbeing. Education and self-awareness are key to recognising signs of compassion fatigue. Education surrounding compassion fatigue and how it may present can help us regularly check-in with ourselves and review where we are at. This can be as simple as rating the degree to which you are consciously experiencing symptoms on a scale of one to ten, where one is very much like yourself and ten is untrue to you. Regularly measuring where you sit allows you to monitor change and engage in appropriate support as required. How you recover from and prevent compassion fatigue are entwined. The focus is on you – investing in yourself and improving your quality of life.

Develop a Self-Care Plan Self-care may be better understood as selfnourishment or investment in yourself that supports your capacity to function and show up for yourself and others. When we are at our best physically, mentally, and emotionally, we are more capable of going about our day with confidence and determination. Take the time – however small – and place energy into activities and actions that you enjoy or that bring you a sense of rest, relaxation, or revitalisation. It can have significant positive impacts on your wellbeing and resilience. Practice Gratitude and Mindfulness At any given moment in time, we have the capacity to exercise control and influence how we engage with our thoughts, feelings, and behaviours – in essence, how we choose to show up in our world. Take time to focus on yourself, your experiences, the things you have, and the people in your life. Consider what within those you are grateful for. This process can positively influence your headspace and help you move towards living a more meaningful life. Mindfulness can offer relief from problemsaturated, “what if” thinking, which can get you stuck travelling along an unhelpful trajectory.

Practicing Mindfulness isn’t about pushing aside and avoiding difficult thoughts, feelings, and experiences. Rather, it provides you with a space to reflect and consider the choices and actions you take that might be unhelpful and problematic. Engage in Self-Reflection Self-reflection is an analysis of self – it is a way of gaining a deeper understanding of who we are, our thoughts and actions, and our values. This deeper self-awareness provides an opportunity to bring your life and your world into alignment. Self-reflection can improve your relationships with yourself and others, support your capacity to make clear and informed decisions, and reduce your stress and worries. In addition, it allows you to review your experiences with distance from the emotion. In turn, this allows you to consider your role and contribution to your experience, how you would like to be, where you would like to be, and what choices and actions you can take to put you on this pathway. Set Boundaries Setting emotional boundaries allows you to maintain your compassion and empathy for others while preserving emotional safety. An emotional boundary is a consciousness of being a separate entity from the person you are caring for – in other words, that their world, life experiences, and state of being are not your own. Seek Help Remember you are not alone, and assistance is always available. If you find yourself stuck, please reach out to Acacia EAP for support and guidance. To make an appointment, contact Acacia on 1300 364 273.

COVID

Looking After Your Mental Health The impacts of COVID on the mental health of Australians continue to raise significant concerns.

TAKING ACTION Download this article as a tip sheet to share with colleagues, friends, and family.

Try to Maintain Perspective While it is reasonable to be concerned, try to remember medical, scientific, and public health experts around the world are working hard to contain COVID, treat those affected, and distribute the available vaccines as quickly as possible. Find a Healthy Balance of Media Coverage Being exposed to large volumes of negative information can heighten feelings of anxiety. While it’s important to stay informed on new government mandates, you may find it useful to limit your media intake if it is upsetting you or your family. Access Good Quality Information It’s important to get accurate information from credible sources. This will also help you maintain perspective and feel more in control. Some credible sources include the World Health Organisation (WHO), the Australian Department of Health, and the Australian Government. Maintain a Practical and Calm Approach Widespread panic can complicate efforts to manage the outbreak effectively. Do your best to stay calm and follow official advice, particularly around observing good hygiene habits, wearing masks, and using check-in applications. The Australian Psychological Society has some advice about maintaining positive mental health during the outbreak. Avoid Making Assumptions To contribute to a sense of community wellbeing, try to remember COVID can affect anyone, regardless of nationality or ethnicity. Symptoms of Stress Look out for symptoms of stress, such as: Changes in sleeping and eating patterns Obsessive thinking about COVID or vaccinations Fear and worry about contracting COVID or receiving the vaccine Concern for the health of loved ones Concentration difficulties Increased use of alcohol or other drugs Taking Care of Yourself Look after yourself physically by exercising regularly and eating a well-balanced diet. Ensure you are practicing good sleep hygiene to receive the sleep your body needs. Unwind by doing an activity that you enjoy. It's important to remain socially connected to those close to you, especially during self-isolation. Maintain regular routines, where possible.

HOLISTIC HEALTH

SUSTAINING HEALTHY EATING IN THE NEW YEAR Author: Annabel Johnston Dietitian at Acacia Well-Being New Year’s Resolutions have been around since the dawn of time. Generally, the resolutions focus on losing weight, eating healthier, and moving more. But, how often do they work? And why is it so difficult to stick to them? Today we discuss tips and tricks to support long-term behaviour change regarding sustainable eating habits. People generally understand the importance of eating healthy. The reasons are to prevent chronic disease, to enhance energy levels, and to improve mental health. But, what does healthy eating actually look like? To be quite honest, healthy eating depends on your life stage, gender, level of physicality, level of stress, and individual factors. However, the tips below will provide you with evidencebased advice regarding healthy eating habits to shape long-term resolutions for a sustainable lifestyle change.

Ditch the Trends First things first, we need to ditch the trendy diets. Many of these diets operate on the basis of creating an energy deficit through the elimination of whole food groups or time restrictions. This can lead to unsustainable weight loss, as well as increase the risk of developing a poor relationship with food. When we start demonising food groups, we devalue the importance of quality nutrients. A good example of this is the elimination of carbohydrates. Carbohydrates are the brain’s favourite and primary fuel source, can be an excellent source of fibre, and play a role in supporting optimal bowel health. I recommend working towards a sustainable eating pattern that aligns with your lifestyle and long-term health goals. This approach is much more likely to be maintained.

Mealtime Regularity Every day you want to have three main meals and two to three snacks. Main meals are important, as they provide your body with a burst of energy designed to fuel your brain, improve concentration levels, and maintain your muscle development. The number of snacks required depends on your level of hunger and energy requirements.For instance, an athlete is going to need more snacks than somebody who lives a more sedentary lifestyle. The number of snacks can also differ depending on the day. One day, you may be super hungry and have three snacks. That’s okay. On another day, you might not be so hungry and only eat one snack — that is also okay. The point is that one size does not fit all when thinking about a daily eating regime. Intention Okay, so we understand the importance of mealtime regularity. But what are our intentions when it comes to healthy eating? Do we want to: Improve gut health Strengthen muscles and optimise performance Promote brain development Manage a condition effectively, like Diabetes, Crohn’s Disease, or Osteoporosis Develop a healthy relationship with food All of the above

Whatever the goal is, we need to focus on effective execution. Examine what motivates us to change, what the benefits are to our lifestyle, what are the current barriers in our way, what barriers are we likely to run into, what support is available, and who can hold us accountable. When it comes to nutrition, I would always recommend touching base with a dietitian. A dietitian is best equipped to conduct a comprehensive nutrition assessment on your current lifestyle and provide personalised recommendations to meet your goals of care. They are also impartial to your immediate circumstances, so they are more likely to provide effective advice. Putting Advice into Action Once we understand our intention, our motivation to make sustainable changes is likely to improve. From here, we need to sit down and develop a plan of attack. We always need to be realistic when it comes to developing a plan to strengthen the likelihood of success. For one person, this may look like making one change at a time. For instance, aiming to eat two pieces of fruit per day. For another person, this may involve a complete nutrition change, such as transitioning over to a Mediterranean style of eating. Either method is fine – it just needs to work for you.

LEADERSHIP

Managing Remote Teams How do leaders maintain effective people management when working within a remote environment?

TAKING ACTION Download this article as a tip sheet to share with colleagues and other leaders within your professional network.

As a manager or leader, our team looks to us for guidance, support, and reassurance, particularly during times of heightened stress or change. For the past two years, many workplaces have needed to adapt to working from home in one way or another. Many of us have been forced to change the way we lead our teams, but still require some assistance in how to do so. To help you support your remote team, here are some quick tips. Use Video Calls Video call applications, such as Microsoft Teams, Zoom, and Google Meet, are a great tool to maintain engagement with your staff remotely. Video calls reduce the likelihood of your staff multitasking, which minimises distractions and improves meeting productivity.

Commence Daily Huddles One of the major challenges with remote teams is the visibility of projects. Being outside of the structure of a natural office rhythm can lead to people jumping around from one task to another. Without being in-person, we can struggle to keep track of what others are working on. Short morning meetings keep us connected to each other and ensure we have a shared understanding of what everyone is working on. It is also the perfect time to create action items, ask for support, and create deadlines for projects. Encourage New Routines Working from home has disrupted many of our daily routines, and some of your employees may not have put thought into the changes that it has caused.

While many of us can attest to the positives of working from home, there are also challenges, especially for managers & leaders. Managing Remote Teams

LEADERSHIP

For example, employees with long commutes now have extra time on their hands, and may not know what to do. Encourage employees to set healthy routines around their new work schedule. In addition, encourage them to go outside, walk around, and stretch. When we work at the office, we have incidental breaks, such as collecting printing. Without these breaks, working from home has the potential to see us sitting down for long periods of time. Create Flexible Boundaries It can be difficult for employees to maintain a healthy work/life balance, especially when their home is now their office. Where possible, provide your employees with flexible work options. Encourage your employees to implement regular break times and regular working hours. If possible, allow them to start earlier or finish a bit later. Providing your employees some control over their work schedule can be invaluable in supporting their personal needs. At the end of the day, let them pack away their workspace. Not only does this let them wind down after their workday, but it also reduces any temptations to work outside of their scheduled work hours, and ensures they can maintain a healthy work balance. It's also important for managers and leaders to create boundaries for themselves. Let your team members know your working hours or when you are taking a break and stepping away from the computer.

Allow Do Not Disturb Modes Allow your employees to book "do not disturb" times throughout the day. This can help them maintain focus and get work done without being distracted by other employees. Think of it as an employee working in a quiet space in the office or forwarding their calls to voicemail for an hour. Stay Connected Working remotely means that your employees miss out on many of the connections that occur in a workplace, especially the incidental ones. Consider implementing virtual activities so staff can connect with their colleagues, such as a weekly virtual morning tea. Maintain Expectations Setting up remote working policies and reminding your employees of what is expected of them can support their work/life balance. This might mean discussing expectations around answering emails and messages outside of work hours or policies around dressing for work at home. Continue Individual Check-Ins Remember to regularly check-in with each employee. This can help you monitor their progress towards deadlines, and provides them a space to ask questions. These also allow you to privately discuss any mental health matters and ensures they understand the support that is available to them, such as their EAP. If you are struggling to support an employee, Acacia can provide you with guidance through the Manager Support Hotline at 1300 364 273.

SERVICE

Manager Support The Manager Support Hotline is a confidential telephone service designed to support leaders in the planning and response process, when managing challenging and complex people management situations. The service is delivered by experienced EAP Professionals and is available 24/7. The program guides managers and leaders, and helps them understand mental health concerns, identify psychosocial risk factors, and build a mentally healthy workplace for their staff that ensures optimal performance and productivity. Managers are provided with a range of valuable tools, strategies, and resources to assist with managing these circumstances now and into the future. The Manager Support Hotline can assist with a range of challenging situations, from effective performance management to mental health presentation in staff, team conflict, problematic behaviour in staff, or for preventative strategies when risk factors may be affecting staff’s psychological response to their work. To make an appointment, contact Acacia on 1300 364 273.

WORKSHOPS

"Today’s leaders play a critical role in helping create the supportive team culture necessary to protect the mental health and wellbeing of employees." The Workshop Lab specialises in delivering research-based mental health training to support your organisation. 1300 390 366 | theworkshoplab.com

Mental Health for Leaders It’s estimated that 45% of Australians between the ages of 16 and 85 will experience a mental health condition in their lifetime. Untreated mental health conditions cost Australian workplaces approximately $10.9 billion per year. These insights indicate creating a mentally healthy workplace is as critical to the success of an organisation as creating a physically safe workplace. Without a mentally healthy working environment, both employee health and wellbeing and organisational performance become compromised. In contrast, a mentally healthy and supportive work environment provides an optimal space for human performance to flourish. Today’s leaders play a critical role in helping to create the supportive team culture necessary to protect the mental health and wellbeing of employees.

The Workshop Lab is a part of the Acacia Group and specialises in delivering research-based mental health training to support your organisation. Training is delivered by experienced experts in their field, either in-person or via live webinars. Workshops can be delivered in different durations and are tailored to meet the specific needs of your organisation. The Workshop Lab's Mental Health for Leaders Workshop equips leaders with the awareness, insights, and skills they need to confidently manage mental health concerns within the workplace. Participants will learn a suite of practical frameworks, situational strategies, and conversation techniques to help them manage challenging situations with confidence.

WORKSHOPS

Session One: Understanding Mental Health in the Workplace Recognise the impact of unmanaged mental health concerns on the workplace and why it’s important to address concerns early Develop an understanding of stress, anxiety, and depression Learn how to spot the common signs and symptoms of mental health issues in the workplace Understand the workplace legal requirements in relation to mental health at work Gain insight into the prevalence of common mental health conditions in Australia

Session Two: Having a Conversation With Someone About Mental Health Understand the 4R’s techniques and guidelines on how to have a conversation with someone about mental health concerns Gain practical strategies for managing an employee who is experiencing mental health issues and may be underperforming in their role Apply new learnings to case studies and scenarios Understand what support services are available via your Employee Assistance Program for both employees and leaders Learn tips on building a supportive work environment and inclusive culture

Session Three: Suicide Awareness and Prevention Gain insight into the prevalence of suicide in Australia Recognise the importance of knowing how to respond to someone at risk of suicide or self-harm Explore why people become suicidal or at risk of self-harm Understand what support and resources are available Uncover some common myths/facts about suicide and self-harm Learn a framework for responding to suicidal or self-harm direct threats or vague statements Learn about safety planning in a workplace context Gain insight into how to spot common signs and symptoms of those at risk

Session Four: Promoting Positive Mental Health & Wellbeing at Work Identify the risk vs protective factors for your team and industry Develop an understanding of wellbeing and the cornerstones of positive mental health Learn the six domains behind flourishing within the workplace Develop an understanding of the positive psychology-based PERMAH model and how it applies to the workplace Gain strategies, tools, and techniques for creating a more positively focused work environment: promoting positive emotions, enhancing work engagement, leveraging strengths, building positive relationships, connecting to more meaning and purpose at work, and amplifying accomplishment

Acacia

CONNECT CALL 1300 364 273 SMS 0401 33 77 11 WEB acaciaconnection.com

CONTRIBUTORS Tyson Breslin-Field

Lee-Anne Nichols

Strategic Business Analyst Acacia EAP

Managing Director The Workshop Lab

Gabrielle Cramond

Annabel Johnston

Tender and Content Writer Acacia EAP

Accredited Practising Dietitian Acacia Well-Being

Rebecca Weiss

Simon Watts

Chief Executive Officer Acacia EAP

Suzanne Osbourne Senior Psychologist Acacia EAP

General Manager HR UBT

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