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 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

I think most of us who have struggled with depression or anxiety have experienced the dilemma of whether to disclose our illness to our work colleagues or not. Whilst it makes sense to discuss what we are living with, many of us are fearful that if we are honest, it could jeopardise our career prospects.

I believe that most of this fear stems from the people not be able to have sensible conversations about depression and anxiety in the workplace. This is ironical as it is the biggest contributor of lost productivity.

Whether you work for small company or a large employer, I would like to propose something that we all can do to make a difference. Ask your boss if your work team can start conversations that could change lives on October 7^th by participating in RU OK? At Work. Whilst we all recognize that things won’t change over night – we have to start somewhere. If you don’t feel like pushing it – suggest it to someone else in your team.

RU OK? at Work is the workplace component of RU OK? Day. All workplace posters and guides can be found by going to RU OK? at Work and registering.

R U OK? Day, now in its second year, is the first national initiative of its kind. On R U OK? Day on October 7, all Australians will be encouraged to use the time they take to have their coffee to connect with their friends, loved ones and colleagues by reaching out to anyone doing it tough and having a conversation that could change a life.

Simply ask: “Are you okay?” and help stop little problems from turning into big problems.

Why start a conversation? Because a lack of connection can have a critical impact on someone’s social and emotional well-bring and, at times, this feeling of disconnection can place people at risk of taking their own lives.

That’s why R U OK? Day on October 7^th will bring Australians together in a bid to help prevent risk factors contributing to suicide. It will also promote awareness of help and support services available by raising the profile of existing organisations that provide such services to those who need support.

More information on RUOK? Day  and resources for how to have an effective conversation and where to get help can be found at www.ruokday.com.au.

What are your suggestions, questions, comments about RU OK? at Work? Please reply to this post.

Kind Regards

Graeme

Tags: adversity, anxiety, depression treatments, ruok, work stress, workplace 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. 

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

This is the first of a 2 part article for Lawyers Weekly magazine. Although there are some aspects relating to the legal area, the message is applicable to all workplaces

Feeling like you are treading water in a whirlpool? Are you struggling with continued interruptions that leave your mind always cloudy? Finding it difficult to switch off from work and sleep properly? Wound up like a spring?

Rest assured, you are not alone.

In 2007 Medibank Private commissioned a study by Econtech which found the cost to the Australian economy of absenteeism was $ 7 billion and presenteeism amounted to a staggering $26 billion. The report concluded that by far the biggest contributor to this productivity loss was depression and anxiety disorders.

Stress has ballooned in the last year

Since the GFC, the strain has been building rapidly with the number of people seeking Medicare rebates for psychological services growing by a staggering 54% from March 2008 to March 2009. Australia’s largest workplace counselling provider, Davidson Trahaire Corpsych reported that sessions related to stress, anxiety and depression were up 62% from last year.

What makes this even more concerning is that in research undertaken for my book BACK FROM THE BRINK only 9% of people living with depression and anxiety disorders in Australia felt comfortable discussing it with their work colleagues.

Anecdotal evidence suggests that managers are very reluctant to initiate a discussion with someone who is struggling with depression and anxiety as they fear they “may open a can of worms”. This avoidance strategy couldn’t be more wrong with clinicians unanimously agreeing that the earlier an episode is addressed the better the outcome for the employee and the organisation.

The high rate of depression and substance abuse by lawyers is well documented. In the recent survey conducted for the Tristan Jepson Memorial Foundation, 35% of law students recorded High to Very High Kessler-10 Distress, solicitors scored 31%, barristers 17%, versus a general population of 13%.

It is beyond the scope of this article to propose long term solutions to this complex problem, but I would like to contribute some short and medium term strategies that can significantly improve people’s mood and performance in the workplace. Before discussing these recommendations however, I need to discuss levels of distress.

The moodometer

I find people can relate to the concept of a moodometer. A moodometer is marked from 0 - 10 where 10= when you are physically, mentally, socially, and spiritually thriving, 5= is when you are stressed. You probably aren’t sleeping well, are having headaches or digestive problems but are still hopeful of getting better, 0 = suicidal - you are relying on drugs to get through the day and have lost hope of improving. For the purpose of qualifying advice, 0-4 is red zone, 4-6 amber zone, and 6-10 green zone.

What happens when faced with adversity

Most people’s response to adversity is to slide down the moodometer. This is understandable, but our fulfilment and success in life is ultimately determined by how quickly we can bounce back from these challenges. The focus of my recommendations is for individuals in the red and amber zones (63% of solicitors versus 37% for general population).

I have been at the lowest levels of the red zone and it is a place of great despair. What makes it particularly dangerous is that when I was there, I had given up hope of getting better, and couldn’t remember being mentally healthy. My mind was cloudy and I had difficulty in making decisions as quickly as I once did. I mention this for those that may be feeling this way, because after some changes in my lifestyle, I now live my life almost entirely in the green zone. I firmly believe that you can not only bounce back to where you were before, but if you are open to the lessons presented in these challenges, you may come out the other side thriving. You have no choice but to act now – no one deserves to dread each day.

Rarely do things improve by themselves

For those in the amber zone, you may be tempted to keep hanging in there hoping that things will turn around by themselves – they probably won’t. You can’t keep doing the same thing and be hopeful of getting a different result. You are in survival mode and probably can’t see options available that may help improve your life.

No matter what you know intellectually, when you are going through hard times there is a strong tendency to believe that you are the only one going through it. I know I felt this way. Since I have told my story of battling depression in the work place so publicly, I have found that every person I meet has someone close to them with a similar experience. Believe me – you are not alone.

Short term action

If you have been feeling in the red or amber zone every day for two weeks, the first thing you should do is to see your GP, a psychologist, or counsellor from your EAP provider (if you have one). If you are reluctant to do that you should at least consider an anonymous self test for depression at www.BlackDogInstitue.org.au  If the test suggests you need to speak to a mental health professional then organise an appointment immediately.

Exercise is essential

The second thing you should commit to doing is at least 30 minutes exercise each day. This doesn’t have to be a marathon – a 30 minute brisk walk in a park amongst nature at lunch time is enough. When you walk try to be in the moment and observe the plants, birds, animals and insects along the way. If you prefer swimming, cycling, aerobics, or dancing, do that. Research by the Black Dog Institute has shown exercise to be the most effective strategy (with no negative side effects) for improving depressive symptoms.

Emotional support 

Your third strategy should be to share you situation with someone you trust. This could be your spouse or partner, family member, or a friend. If your low mood is impacting your productivity at work, I would also strongly recommend talking to your manager. They have mostly likely already noticed the changes and it is better that they are aware of the real issue and don’t dismiss it as just a performance problem. Besides, you will need their support and approval if you are required to take time off to see doctors and to exercise.

Follow guidance

It is important in the next 4 weeks that you follow your doctors advice, exercise 30 minutes per day 6 days per week, and plan to meet with loved ones at least 2-3 times per week. I found it helpful to sit down on a Sunday and plan when I was going to schedule these activities in my diary for the week ahead. If you don’t plan for it in advance – it won’t happen. You need to do these things even if you don’t FEEL like it. The opposite of resilience is rigidity.

Next week

In the next issue I will be covering the remaining 4 essential strategies for bouncing back from adversity and specifically focusing on medium term action plans. I will also be outlining what managers, team mates and organisations can do to assist someone who is struggling.

WHAT IS YOUR EXPERIENCE

If you have any comments or questions about what has been outlined above please reply to the blog below. You only need to put your first name and email address (which isn’t made public) to register.

I look forward to your input.

Kind Regards

Graeme

Tags: adversity, anxiety, depression treatments, work stress, workplace stress

I was recently asked to be one of the judges for the Black Dog Institutes writing competetion entitled “Tackling Mood Disorders in the Workplace”. The winners were announced yesterday by the Minister for Mental Health The Hon Barbara Perry.

PRIZES

1. Maree Matic - Sydney
2. Daniel Taylor - Adelaide
3. Rowena Harris - Tasmania

In addition to these 3 there were 10 “Highly Commended”

JUDGES SUMMARY

The judges were very impressed with the standard of the 200+ submissions to this years contest. Entries came from those living with mood disorders, their work colleagues, and managers. When assessing each contribution we decided to place equal weight on relevant ideas raised, writing style, and practical suggestions to improve the current situation.

The vast majority of entrants still feel very reluctant to disclose their illness for fear that it will have an adverse effect on their career prospects. It seems that a “work mask” is still very much the norm. Comments such as “the act is taking its toll” and “hiding in the toilet is not a long term solution” reflected the quiet despair.

The occupations most frequently represented in the submissions were teachers, lawyers, and recruitment consultants.

It was very difficult to narrow the final field down to the 3 winners and 10 “Highly Commended”, but they provided some clear messages.

Organisations need to be much more proactive in educating employees and managers, in how to recognise and support those with a mood disorder. Whilst the importance of appropriate policies was highlighted, contributors stressed that the most crucial element was a compassionate manager who reached out to address the issue quickly. Many lamented that “values on the wall were not lived on the floor”.

Whilst diversity in gender, ethnicity, and physical disability, is actively encouraged in many organisations, it is sadly lacking for those with mood disorders. In addition to supportive work colleagues, the other critical organisational requirement is flexible hours to allow for doctors/therapist visits, and low mood in the morning, when required.

Those working with mood disorders stressed that they also have an obligation to balance their lifestyle and manage their mental health – “Ironically it was only when I started working on my wellness that my work performance improved.” Many also explained that their mental health was made worse by pursuing the wrong career. Despite the challenges of work, the vast majority stressed how important it was to their self esteem.

It was extremely difficult to pick a final winner, but we felt that the contribution chosen, could well act as a summary for all 200+ entries.

Graeme Cowan, Judges Chairperson May 28, 2009

I couldn’t help but think that this competition was so important as it raised so many ideas regarding how things could be improved in the this area of where we all spend so much time, yet as I have highlighted previously, only 9% of those with depression feel comfortable discussing their condition with work colleagues - how absurd is that.

IF YOU COULD CHANGE ONE THING

If a genie suddenly granted you one wish about how you would change the workplace to be a better place for those who live with depression and anxiety, what would it be. I would love you to respond to reply to this blog with your thoughts.

Kind Regards

Graeme

Tags: anxiety, burnt out, depression, depression cure, depression help, depression treatments, work stress

I recently read last Saurday’s Los Angeles times

To read the full article go to the news section of www.IamBackFromTheBrink.com

It provides some pretty startling results from a recent survey:

• 70% of US residents are experiencing significant stress due to the current state of the economy
• 49% say they have regular anxiety
• 48% are sad or depressed
• 33% are experiencing insomnia

A 2007 Medicare Private funded research study showed:

Absenteeism costs the Australian economy $7 billion whilst presenteeism (where workers are not fully engaged due to distress or illness) accounts for $25billion. They found that the greatest contributor to this lost productivity was depression.

An estimate of the cost of depression in Australia is $6.3billion.

A 2007 report ”How to improve the behavoural health of an organisation” by the global consulting firm Sibson showed:

• Mental health issues (of which depression and anxiety contribute the vast majority) account for 47% of all lost productivity compared to 26% for physical illnesses.

So how comfortable are people with depression talking with work colleagues about it?

With the level of stress faced by the workforce highlighted above, you would hope that employees would feel comfortable dsicussing their depression with work colleagues. In research I did for my first book I found the disturbing result that only 9% could discuss this situation with confidence it would not adversely affect how their peers viewed them.

I have recently been asked to be a judge for a writing competition by the Black Dog Institute called “Tackling mood disorders in the workplace”. The 100+ essays I read revealed the sad situation where people with mood disorders are on the whole, terrified of revealing their conditon to fellow employees for fear it will jeopardise their career prospects.

This situation is untenable, and on April 1st I will be speaking at a forum for 100 HR professional hosted by the outplacement, and career planning organisation www.Directioneering.com  to highlight the absurdity of this.

I will also be outlining what I believe is an achieveable path forward to make the workplace as friendly to those with mental illness as it is to people with cancer, a broken leg, blindness or any other physical disability.

In my next blog entry I will address this way forward. If you have any comments regarding what has been outlined, please respond to this blog.

Kind Regards

Graeme

Tags: anxiety, burnt out, depression, work stress