There are proven things that leaders can do to create and enhance robust work cultures in challenging times. It is also very easy to be distracted and have practices that destroy organisational energy.

Many people confuse busyness with effectiveness, and hours worked, as a measure of productivity. Multi-tasking is standard practice. Research by David Meyer shows that switching tasks increases the amount of time it takes to finish the primary task you were working on by an average of 25 percent.

In short, juggling activities is incredibly inefficient and ultimately weakens a culture.  This juggling contributes to extraordinary levels of unhealthy stress. The recent RUOK?atWork survey showed that 40% of Australian workers” typically feel stressed out every day with 12% experiencing extreme stress.

Extreme stress leads to suboptimal performance and for some, depression and/or an anxiety disorder. A recent Medibank report reveals that 34% of all lost productivity can be attributed to the absenteeism and presenteeism (people at work but not fully productive) related to depression and anxiety disorders.

Having carefully weighed up the evidence, I believe that these 5 things are critical to having a robust and resilient work culture that thrives.

1. We trumps me

Ideas workers are motivated by purpose. Knowing how their work contributes to the greater good is essential for an energised work force. Leaders who can communicate their mission in a compelling way will increase their employee’s energy levels. No I’m not talking about “Our mission is to maximize shareholder value” but something that let’s everyone know your raison d’être. For example Ramsay Healthcare’s (RHC) “People caring for people”.  Most organisations have these statements framed on the on the wall, it quite another for leaders to consistently “walk the talk”. If it is done well it will pay dividends. In the last 10 years RHC have returned 2500% to shareholders versus 147% for the ASX.

Only 27% of highly stressed employees in the RUOK?atWork Survey agreed with “my organisational purpose energises me” compared to 66% of employees with low levels of stress.

2. Acknowledge Progress and Setbacks

In a surprising study summarized in Harvard Business Review (May 2011), researchers Teresa M. Amabile and Steven J. Kramer interviewed over 12,000 employees – particularly knowledge workers and members of project teams - to discover what motivates them. Respondents said employee recognition is the least effective way to motivate them. Yet, 95% of managers surveyed said they believed employee recognition was the most important way to motivate employees.

In their research, the authors conducted an analysis of daily diaries kept by teammates on a variety of projects. Their conclusion is clear: what motivates people on a day-to-day basis is the belief they are making progress – successful steps forward to achieve a goal.

So, as a leader, what specifically can you do to motivate your team members by supporting their progress?  It is not hard to see where coaching fits in here. However the authors go on to highlight a couple of interesting areas on which to focus introducing the concepts of Catalysts and Nourishers, Inhibitors and Toxins.

It is also essential that supervisors learn to identify and develop employee’s strengths and utilized these to coach and mentor.

Mastering the art of asking “Are you OK?” is essential to stop little problems turning into big ones.

3. Encourage physical wellbeing

In the recent RUOK?atWork Survey only 42% of highly stressed employees said their employer encouraged physical wellbeing compared to 73% of low stress employees. Physical wellbeing can be encouraged by having walking or standing meetings, enrolling employees in the Global Corporate Challenge, having flexible work arrangements that allow time for exercise, gym subsidies.

Interestingly, when we asked employees what were the most effective strategies for reducing harmful stress “doing more exercise” rated second after “speaking to someone at work”. All other strategies nominated were very expensive for a business, such as “take days off” and “look for a new job”. Other elements of wellbeing include knowing and practicing how to relax.

4. Focus on outputs not inputs

Despite extensive research in Daniel Pink’s book “DRIVE: the surprising truth about what motivates us” showing that autonomy and mastery motivate employees, many employers still operate with Industrial Age thinking. For example, most legal firms operate on the billable hour method where employees are asked to account for every 6 minute interval. They are evaluated by how many hours they bill. Lawyers also have the highest levels of depression, substance abuse, and anxiety levels of any profession. This obviously has massive implications for the systems and processes that are utilized by organisations. Do they encourage or inhibit flexibility and mastery?

5. Invest your time wisely

Jennifer Aaker and Melanie Rudd from Stanford University published “If Money Doesn’t Make You Happy, Consider Time,” in the Journal of Consumer Psychology, 2011. They discuss how happiness is indeed a consequence of the choices people make. So what can people do to increase their happiness? Their answer is surprisingly simple: invest your time wisely.

Although happiness is clearly relevant for individuals, businesses should also pay attention. Building a workforce of highly qualified, hard-working, and loyal employees is an essential aspect of staying competitive in today’s global markets. Therefore, being concerned about employee happiness is not just a moral thing to do, but it makes smart business sense as well.

They conclude that the activities that generate the greatest wellbeing are spending time with people you like, work on projects that energize you (these usually allow you to use your strengths), enjoy experiences without actually doing them, focus on the here and now.

What has been your experience? I would welcome your comments/suggestions/questions.

Kind Regards

Graeme

Tags: anxiety at work, depression at work, graeme cowan, mental health at work, resilience, robust cultures, thriving cultures, work stress, workplace mental health

In an alarming indictment of Australian risk management procedures, over 50% of employees don’t believe that there are systems and management practices in place to stop little problems turning into big ones, or in providing clear guidance for handling a crisis, an RU OK? at Work survey revealed.

It also showed that 13% of Australians feel that nobody at their workplace cares about them as a person.  Graeme Cowan, Director of R U OK? at Work says these figures have huge implications for morale and organisational productivity.

 Not happy Jan….

 

The survey, conducted in July by AMR Interactive, was designed to drill down to root causes of workplace stress. “The R U OK? at Work survey shows how these issues are manifesting,” says Cowan with 40% of people saying they typically feel tense or stressed out at work; with 10% highly stressed.

Cowan believes management need to do more to monitor staff and be proactive when noticing problems. “We’re seeing a real gap here, where people need to be checked in on. The survey shows the most vulnerable do not seek help. Managers are letting them fall through the gaps.”

This stress has substantial implications for productivity, with 75% of stressed workers reporting that they are not achieving all they are capable of. Only 30% of these stressed workers are satisfied with the work/life practices of their organisation compared to 80% satisfaction for non stressed employees.

 In a stark comparison, 77% of non stressed workers said their organisation encouraged physical wellbeing, whilst only 39% of stressed employees felt the same.

What can employees  do  to help colleagues?

 

1.       Learn how to ask “Are you OK?” to someone you think may be struggling and encourage them to seek expert help – to access free guides register your business at www.ruokday.com.au

2.       Encourage your team to participate in RUOK?atWork on Thursday September 15.

3.       Consider walking meetings. A Harvard study shows they produce high quality outcomes in 20% less time.

Implications for leadership

1.       Examine why most employees don’t believe there are systems in place to stop little problems turning into big ones.

2.       Consider how you can better encourage physical and mental wellbeing in the workplace

3.       How can you better communicate to employees the community benefits of your organisation’s mission and build in better recognition practices?

What is the RUOK? at Work Program?

On Thursday September 15 participating organisations will invite their employees to reach out to someone they are concerned about – either a loved one or a work colleague - and ask “Are you OK?”

In the time it takes to have a coffee, you can start a conversation that could change a life. Join 2000 organisations and register for free at www.ruokday.com.au to access full resources and merchandising material.

About the RUOK? at Work Survey

AMR interviewed 764 employed Australian residents living across all states and territory, to understand Australians’ experience of stress in the workplace from July 11-29, 2011. The data has been weighted to be representative of the employed Australian population. The questions were based on the findings of a global literature search that identifies root causes of harmful stress.

The full survey results and commentary can be down loaded.

For further information please contact Graeme Cowan on graeme@graemecowan.com.au or 0414 487 072.

 

 

Tags: anxiety at work, bounce back and thrive, depression at work, graeme cowan, lost productivity, ruok?atwork, ruok?day, stopping little problems becoming big ones, workplace mental health, workplace stress

In 2000 I was the Joint Managing Director of a Management Consulting Firm. It was also the year I crashed and burned and descended into unimaginable 5 years of hell which my psychiatrist described as the worst depressive episode he had ever treated. It’s hard to imagine that over that period I tried 23 types of medication, had 20 treatments for ECT (or shock therapy), was hospitalized 3 times and made a number of suicide attempts.

I was fortunate that my organisation was quite supportive, but I was on my own to navigate EAP services, Income Protection Insurance, Rehabilitation consultants, GP’s, psychologists, psychiatrists, “independent” psychologists and psychiatrists, Superannuation Trustees, Advisors to the Trustees, 3  Trustee Adviser Administrators, private detectives, forensic accountants, and Group Insurers. When you are in the black hole of depression clarity is impossible. I’ll let you in on a secret; I was the only one who had the vaguest idea what was going on. If I showed you the goat track of a process map that outlines how all these parties work together you would just shake your head in disbelief.

But enough about me…….

The World Health Organisation says that depression is the most disabling illness in the western world today. A recent study by Medibank Private shows that depression, bipolar, and anxiety disorders account for around 35% of all workplace productivity loss. In research I did in 2007, only 9% of people with depression were comfortable discussing it with work colleagues. We have the biggest cause of lost productivity in the Australian workforce, and only 9% of those affected feel comfortable talking about it. The ultimate pink elephant in the room. What is even more astonishing is that a study done by the University of Queensland, found that for every $1 spent on a program focussing on early intervention and treatment, over $5 in incremental productivity gains were realized versus a control group. Proposals that offer a 500% ROI never come across board tables for consideration, so why is reform “in the too hard basket”?

Industry superannuation funds representing over 6 million employees have banded together to form SuperFriend, so that a cohesive plan can be established to address this madness. It’s time for HR Managers to also show some chutzpah and in the spirit of Peter Finch from the movie Network start shouting from the windows “I’m as mad as hell and I’m not going to take it any more”.

EAP is a dinosaur

EAP can be a valuable service to those that are struggling but at best they only address the tip of the iceberg. Conducting “Resilience” and “Worklife Balance” courses can also be helpful, but as the seminal global study conducted by VicHealth called “Workplace Stress in Victoria” revealed, only a systems approach which incorporates prevention and early intervention strategies yields the best results for both the employee and employer.

To understand what is meant by a systems approach it is worth looking briefly at the legal industry.

A study completed by the Brain and Mind Research Institute in 2008 showed that 31% of lawyers have a high to very high emotional distress level compared to the general population of 16%.  To their credit, Australia’s 5 largest law firms have jointly established a group called “Resilience in Law” to start to address these disturbing figures. They have prepared an excellent video where a brave group of employees (including a couple of partners) have discussed living with a mood disorder. They are also endeavouring to train their employees to be more resilient. Admirable initiatives, but the systems approach requires a much deeper understanding of the root causes of depression. In my view, it’s hard to envisage any significant progress in the legal profession, when the insidious “billable hour” dominates. It is a system that rewards long hours and ineffective work, dominates Performance Management and Remuneration, and creates a culture of “fudging” to meet revenue targets. It’s  not congruent with good personal wellbeing. The system is contrary to all evidence, on the requirements to engender an engaged and motivated workforce in the knowledge economy.

What we can learn from Chairman Mao?

Addressing systemic problems requires a long term perspective, and considerable will. What can we do right now? In 1965, Chairman Mao, became frustrated by the inertia from the Chinese Health Ministry in addressing rural health problems. He sent many of the Western trained doctors to work in the rice paddies and replaced them with carefully selected villagers, who were trained in the basics of epidemic prevention, hygiene, sanitation, wound care and good nutrition. At first glance, this would seem to be another of the disastrous strategies of the Cultural Revolution, but a strange thing happened. These “barefoot doctors” came from the local villages and were chosen because of their credibility and influence in the community.  The simple preventative health changes they recommended were much more readily adopted than if they had been mandated from Peking. The World Health Organization regarded the barefoot doctor program as a “successful example of solving shortages or medical services in rural areas”.

I strongly believe if a similar strategy (in the context of a systemic approach) was followed by organisations it would also yield substantial benefits. In any organisation there are people that have tremendous influence which often has no correlation to where they sit on an organisational chart.

Imagine if these barefoot doctors were trained to help identify someone who may be experiencing extreme stress, and encourage them to visit a local GP or Psychologist with rigorous mental health diagnostic skills. Imagine if they knew that recovery from depression and anxiety wasn’t just dependent on taking a pill and seeing a psychologist but also depended on getting regular exercise, the emotional support of family, friends, and work colleagues, and learning how to relax. Imagine if they knew the importance of following up to see if the person had taken action and was following the proposed treatment plan.

Register for RUOK?atWork – Thursday Sept 15, 2011

RUOK?atWork is a not for profit initiative created to build a nation of barefoot doctors in the workplace to stop little problems turning into big ones. Last year almost 700 organisations including the CBA, Rio Tinto, Optus, NSW Fire Brigade, and Queensland Police participated. They invited their employees to reach out to someone they were concerned about – whether a loved one or work colleague – and ask “Are you OK?”. User friendly materials encouraged a 3 step process, Breaking the Ice, Asking Non Judgemental Questions, and Encouraging Action. Even more importantly, the resources provided simple guidance on how to find expert help. Ninety five percent of those that participated last year said they planned to do so this year (with 5% undecided).

Register for Free at www.RUOKday.com.au to access “How to ask RUOK?”

 

Tags: depression at work, mental health at work, mental illness at work, wellbeing at work

In the lead up to ANZAC  Day this year I had the opportunity to speak with a couple of veterans – one from WWII and one from the conflict in Afghanistan. Both confirmed that they had experienced a lot of stress when returning to Australia yet both said they found it very hard to talk with their colleagues about their anxiety.  Although I have never been into battle, I could closely relate to their apprehension of admitting a “weakness”.

While my wife slept beside me, and my young daughter was in the next room, I made the incredible decision to choose death. I didn’t even know what clinical depression was the first time I tried to take my own life. I was 31 years old and by all appearances had a successful life. I was married and had a one year old child and had recently moved into a new home. I had a successful career in sales and marketing but had just taken a career fork, moving into recruitment. Whilst I was enjoying my new role, I really hadn’t had enough time to excel at it, and I was accustomed to doing well at that to which I applied myself.

The uncertainty I was feeling about my career filled me with anxiety. I had continuous tension in my back that wouldn’t go away. Worse than the physical symptoms were the dark thoughts that wouldn’t go away. I saw myself as a failure and my self esteem plummeted. I would be wide awake at 3.30am, staring at the ceiling. I don’t know why I couldn’t reach out and tell someone how bad I was feeling – but I couldn’t. I felt that a man should be on top of life and vainly tried to think positive thoughts – but nothing changed. The early morning waking would leave me drained and hardly capable of working a full day, but I forced myself to keep going and the cycle of decline continued.

Since that momentous night 21 years ago, I have often reflected on why men find it so difficult to ask for help when they are experiencing tough times.

A lot has happened since then  – I’ve had other severe depressive episodes, been divorced, lost my job, written a book - BACK FROM THE BRINK, and now speak regularly on how people can bounce back and thrive from challenging times.  I’m now very grateful to lead a fulfilling and very happy life.

One of the most common questions that is asked at my seminars is “How do I get my husband/boyfriend/male to seek help when he so obviously needs it?”

The numbers don’t lie

Australian men have a life expectancy of 79 years versus 84 years for women.  They account for 78% of suicides, 77% of accidental drowning, 75% of motor vehicle accident deaths, and 67% of melanoma deaths, 67% of lung related deaths, 62% deaths due to cancerous tumours, and 61% of deaths due to heart disease. In the last year 25% of men haven’t seen a doctor compared with 10% of women.

Why is this so?

 It is clear that women are healthier than men, but why this is so is not clear. One of the most credited theories is that men have been socialized to self sufficient and encouraged by our culture to be tough. Many men believe that complaining of feeling ill or visiting the doctor is a threat to their masculinity or a waste of time, unless they are sick or injured.

In a recent survey conducted by Harris Interactive of 1,100 men for the American Academy of Family Physicians, 58% of men said they were reluctant to see a doctor. When asked why the two main reasons were:

·         I only go to the doctor if I am extremely sick: 36%

·         I am healthy, I have no reason to go to a doctor: 23%

The problem with this philosophy is that little problems have the habit of turning into big problems if they are ignored.

Of the men, nearly 80% said their spouse/significant other influences their decision to go to the doctor.

How do we start to influence males to visit their doctors more frequently?

Guiding Principles

Be sensitive to the male ego. I remember my wife being totally perplexed and wondering why I had not discussed my absolute despair with her prior to making an attempt on my life. Accept that for many men it is very hard to talk about emotions and feelings of doubt and inadequacy. It is best to talk about behaviour rather than threaten his self-esteem.

Try multiple choice. If a man has difficulty discussing feelings, he may respond better to multiple choice. For example, ‘Are you feeling worried, sad or angry right now?’

Affirm his competence. Again, remember the male ego. You could say, ‘I have always been impressed with how well you have managed so many things’.

Structuring the conversation

Break the ice

Discuss the weather, friends, family etc in a private place – walking outside is ideal.

Non Judgemental Questions

For example, you could say, ‘I’m concerned about you waking up at 4 am and not being able to get back to sleep. What are the things that are causing you to lose sleep? Why does that worry you so much? What do you think can be done about it? Have you considered asking someone else for help/advice?’ If they are struggling to come up with answers, then this might be the time to suggest strategies or someone they could talk to.

Encourage Action

Remember that nothing happens until someone moves. If you have a regular GP you should offer to make an appointment for them (and accompany them if they are willing).If they strongly resist going to the GP you could suggest they do an anonymous online depression test at www.blackdoginstitute.org.au

 

Subscribe to the Strive2ThriveTV YouTube Channel

I have established a YouTube Channel that provides some further background to my research.

Some of the videos include:

1.       Resilience Guiding Principle One – The Moodometer

2.       Resilience Guiding Principle Two – Strive2Thrive Roadmap

3.       Resilience Guiding Principle Three – Taking Action

4.       Resilience Guiding Principle Four – Problem Solving

5.       What depression treatments really REALLY work

View Strive2ThriveTV

Join the BACK FROM THE BRINK FACEBOOK FAN PAGE

At this page you will find free downloadable pdf resources (over 40 available), videos and a community that is happy to share ideas and resources to bounce back and thrive from adversity and depression. Ask me any questions.

Join the Facebook Page

 

When Adversity Strikes, What Do You Do?

This Harvard Business Review article by Paul Soltz, tells how our core stories are about what happens when human beings and adversity collide. From those moments tragedies unravel and greatness is spawned. Adversity both destroys and elevates. It both strangles and sparks life.

What is your relationship with adversity? What role has it played in becoming who you are, in forging your essential character and mindset? How has it influenced your optimism, energy, opportunities, relationships, health, performance, capacity, and leaps of faith? Can you think of any force that has been more profoundly formative? Read More

 As always, if you have a comment about any of these topics please respond to the blog.

Kind Regards

Graeme

 

 

 

Graeme Cowan is an International Speaker and award winning Author of the BACK FROM THE BRINK book series who educates people on how to bounce back from challenging times.  www.GraemeCowan.com.au

 

 

Tags: anxiety, depression at work, depression treatments, mental health speaker, overcoming depression, resilience speaker, work stress

For it’s first year, 2009’s RUOK? Day had many highlights including 650,000 Australian’s reaching out to someone they were concerned about and asking “RUOK?” - but we want your help to make it better.

Just prior to a recent presentation I did regarding mental health in the workplace, I surveyed the HR Managers and CEO’s who attended and asked them, what were the biggest concerns they had about asking someone who appeared to be struggling “Are you OK?”.

These were there top 3 concerns:

·         How do you broach the subject with them?

·         How do you best support people managers who are trying to help them?

·         What do you tell other team members?

If you have at one time struggled in the workplace with depression, stress, or anxiety, I’d like to ask your help in recommending an approach which is good for the employee, the team, and the organisation.

Last year for RUOK? Day we produced a form to help individuals feel  more comfortable approaching  the person they were concerned about.

This is the approach we recommended:

Put yourself in their shoes

The reason most people don’t ask RUOK? to someone they care about, is that they don’t know what to say, or are afraid of “opening a can of worms”.

If you were the one struggling and had lost hope, would you want someone you cared about to ask RUOK? What would you like them to say?

The “Golden Rule” is an ethical code that is shared across most major religions and cultures that states “do unto others as you would have others do unto you.” Many Australians have embraced this idea during tough times; think of the Victorian bushfires, when millions of Australians reached out to help each other. RUOK? is another day where we challenge Australians to treat one another as you’d like to be treated. 

BREAK THE ICE	Start a general conversation somewhere private	“What’s been happening?…. “I’ve been concerned recently that….(e.g.  you are becoming isolated from work mates…seem to be quite stressed and behind in your work…. “It is so unlike you and I’ve wondering are you ok? Is there anything that is contributing?”
	Build trust through good eye contact, open body language and relaxed disposition
	Ask open ended questions to raise concerns based on their behaviour
LISTEN WITHOUT JUDGEMENT	Guide the conversation with caring questions	Listen to the person without judging them as lazy or weak, they are trying to cope as best they can. Don’t give advice like “cheer up” or “pull yourself together”  or “you’ll be right mate”
	The more they talk the better – a problem shared is a problem halved
	Don’t rush to solve problems for them - it is better to have a full understanding of the issues
ENCOURAGE ACTION	Summarise the issues and ask them if they have thought about what to do next	“So it sounds like you’re having a really tough time…..” - encourage the person to get professional help  “Have you thought about talking to your GP or EAP?” - make a time to chat about it again over coffee in a few days to follow up on their action plan
	Encourage them to take one step to address the issues (see p3)
	It is essential to follow up – nothing changes until someone acts
DENIAL?	If they deny the problem, do not criticise them. Acknowledge they are not ready to talk	Avoid a confrontation with the person unless it is necessary to prevent them hurting themselves or others It’s ok to ask them if they are thinking about suicide.
	Say you are still concerned about changes in their behaviour
	Ask if you can enquire again next week if no improvement

 

After the event last year we surveyed a sample of employers to ask them how they found effective  they found this resource - 73% rated it effective or very effective, and 27% somewhat effective.

 I would like to ask the experts, the ones who have struggled with a mood disorder in the workplace, is there anything you would suggest to improve this approach – given that it has to be no more that a page long.

Please respond to this blog and answer these 3 questions:

1.       Can you suggest any improvements to this approach?

2.       If you had the opportunity to give your boss advice on how best to handle the situation, what would you suggest?

3.       What are your thoughts about informing other team members that you are working with a mood disorder?

Many thanks for helping us continue to improve our approach.

Regards

Graeme

If you think your organisation (or another) may be interested in having me as a speaker, please refer them to: www.GraemeCowan.com.au or call my office on +61 2 8014 8867.

 

“Graeme delivered an exceptional presentation to our client group consisting of CEOs and Human Resources Managers on the topic of “Best Practice in managing mental health in the workplace”. Everyone was riveted to Graeme’s personal experience as well as the incredibly powerful suggestions for handling employees (and personal contacts) suffering from stress and depression. The suggestions were practical and simple and relevant to workplace situations. His style is so genuine and open that the majority of client feedback said it is one of the most compelling presentations they had seen in many years. Graeme has done some amazing research, both locally and internationally, on various aspects of mental health. He was also able to effectively demonstrate the corporate savings and the business case for addressing employee mental health and productivity. Given Graeme’s corporate background and his personal experiences I couldn’t recommend him more highly in either a consulting or speaking capacity. He is an inspirational speaker.” June 9, 2010 Diane Humphries, Managing Director Cameron Recruitment

 

 

Tags: anxiety, depression at work, depression treatments, mental health speaker, resilience speaker, work stress

The single largest pool of untapped resource in this world is human good intentions that never translate into action. –Cindy Gallop

For some time now, I have been helping to organise RUOK?Day and RUOK?Arvo. I believe these two events could make a big difference in how people who are struggling with adversity are treated in the workplace and the community. Below is an outline of RUOK?Day and RUOK?Arvo and at the bottom is brief 100 word summary that could be used to describe RUOK?Arvo in a newsletter. If you have any suggestions about helping us to be successful in our quest please respond to the blog below.

RUOK?Day and RUOK?Arvo

Chances are that you know someone who is going through divorce, has lost a loved one, has a serious illness, is facing financial hardship, been retrenched, or having trouble with their children. For some people these crises can cause anxiety and a flat mood. For some it can progress into full blown clinical depression or an anxiety disorder.

Most of us would like to help, but we often opt out because we don’t know how to start the discussion, or are a little fearful that we could open a “can of worms”. The government recently announced that Medicare rebates for psychological counselling have increased 54% for 2009 over 2008. This is a problem that won’t go away unless we all take action.

This was the reason that RUOK?Day was created. We believe that a conversation can change a life and invite you to participate on Sunday Nov 29^th, 2009. Expert advice and videos can be found at www.RUOKDay.com.au

Action you could take

1.       Visit www.RUOKDay.com.au and review resources.

2.       Put Sunday Nov 29 in your diary and promise to make contact with one person you think could be struggling.

IF YOU WORK CONSIDER THIS

A 2007 Medicare Private study showed that by far the largest contributor to lost productivity in the Australian economy was caused by depression and anxiety.  Since 2007, Davidson Trahaire, by far Australia’s largest workplace counselling group, has seen client sessions for stress and anxiety increase 76% and 68% respectively.

This is why www.RUOKArvo.com.au has been created on Friday November 27 – the Friday afternoon before RUOK?Day. On this afternoon participating companies will invite all employees to reach out to one person – either a loved one or a work colleague – and ask RUOK?

At www.RUOKArvo.com.au you will find:

1.       Simple instructions on how your team or company can register and participate in RUOK?Arvo

2.       A downloadable  “How to ask RUOK? and support guide” and related video – for those concerned – see http://www.youtube.com/watch?v=koEjNP6H-sg

3.       A downloadable “I’m not OK and support guide” and related video – for those struggling

4.       A downloadable “Team Leaders Meeting Guide” and related video plus RUOK?Arvo Poster – on how to present RUOK?Arvo and engage the team

The organisations below have between 30 and 25,000 employees and have decided that these issues are so universal, that they will invite all their employees to ask RUOK? on Friday November 27.

FOUNDING SUPPORTERS OF RUOK?ARVO

Alexion, APN  Media, AT Kearney, Australian Human Resources Institute, Black Dog Institute, CareerOne, Cbus Super, Cochlear, Davidson Trahaire Corpsych, DLA Phillips Fox, Freehills, Inspire Foundation, Investment and Financial Services Association, Lifeline, Lundbeck, Mental Health Association of NSW, News Limited, Ramsay Healthcare, Reach Out, SANE Australia, Sex Discrimination Commission, Simon & Schuster, STW Group, Talent2,  The Next Step, Toll Holdings, University of Western Sydney, Zurich Financial Services

Action you could take:

1.       Discuss RUOK?Arvo with 2 work colleagues and your team leader. If you decide you would like to participate as a team why not register at:  www.ruokarvo.com.au

 

Turn your good intentions into action by asking RUOK? - nothing changes until someone acts.

 

100 word summary

Do you know someone who is struggling?

RUOK?Arvo  - a conversation could change a life

November 27, 2009

Do you know someone who is struggling with depression or anxiety but don’t know how to open a conversation with them.  Organisations with between 20 and 25000 employees have already agreed to invite everyone to ask RUOK?  to a loved one or work colleague on November 27. For a 3 minute video on how to ask RUOK? see:

http://www.youtube.com/watch?v=koEjNP6H-sg

 To register and find full resources and support to help you start a conversation that could change a life, please go to www.ruokarvo.com.au 

 As I mentioned before, please let me know if you have any feedback or suggestions by responding to the blog below.

Kind Regards

Graeme

Tags: anxiety, depression at work, depression treatments, work stress

Continue Reading »

Tags: depression anxiety, depression at work, depression cure, depression help, depression treatments