Presenter David Clarke Durham Mental Health Services Agenda Mental Illness impact stigma signs Promoting mental wellbeing in the workplace Defusing strong emotion crisis response active listening validation ID: 622202
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Slide1
Mental Health in the Workplace
Presenter: David ClarkeDurham Mental Health ServicesSlide2
Agenda
Mental Illness – impact, stigma, signsPromoting mental wellbeing in the workplace
Defusing strong emotion – crisis response (active listening, validation)
DMHS Crisis Services – a doorway to the wider service sectorSlide3
Mental illness: Impact, stigma, signsSlide4
Ingredients for Good Mental Health
The basics: food, shelter, money, security, healthy routines
Positive view of selfConnection to others
Hope for future
Sense of purpose, direction, control, accomplishmentSlide5
Two quotes on good mental health
What people need is “a job, a home, and a friend”
Pat Capponi
“The key to happiness is someone to love, something to do, and something to look forward to.”
The King!Slide6
What do you feel when you hear the words “mental illness” or “mental health problems”?
Fearful
Uncertain
On guard or hostile
UncomfortableSlide7
The Mental Health-Mental Illness Continuum
Health
Illness
Well-being
Occasional stress to mild distress
No impairment
Emotional problems or concerns
Mental health problems
Adapted from “Understanding U: What is Mental Health?” (
http://www.hr.umich.edu/mhealthy/programs/mental_emotional/understandingu/learn/mental_health.html
)
Mild to moderate distress
Mild or temporary impairment
Mental illness
Marked distress
Moderate to disabling or chronic impairmentSlide8
OHRC Definition of Mental Illness
… [clinically significant] patterns of
behaviour or emotions associated with
some level of distress, suffering (i.e., pain, death), or impairment
in one or more areas of functioning (school, work, social and family interactions). At the root of this impairment are
symptoms of biological, psychological or behavioural dysfunction
, or a combination of these.Slide9
Focusing on tasks/paying attention
Responding emotionally to situations in helpful ways
Giving us a tolerably accurate picture of ourselves
Attention-Deficit Disorder
Depression/Anxiety
Eating DisorderSlide10
Mental Illness in Canada – CMHA
20% of Canadians will personally experience a mental illness in their lifetimeAlmost one half (49%) of those who feel they have suffered from depression or anxiety have never gone to see a doctor about this problem.Healthcare costs in 1998 were estimated to be at least $7.9
billion (care, disability, early death)
http://www.cmha.ca/media/fast-facts-about-mental-illness/Slide11
Canadian Attitudes towards Mental Illness
Almost half of Canadians (46%) think people use the term mental illness as an excuse for bad behaviour.One in four Canadians are fearful of being around those who suffer from serious mental illness.Slide12
Physical health issues
Mental health issuesSlide13
The Business Case for Prevention and Intervention
Disability costs
Time off due to illness
Worker loyalty
Job satisfaction
Productivity and cohesionSlide14
Mental Health Benefits of Working
The basics: food, shelter, money, security, healthy routines
Positive view of selfConnection to others
Hope for future
Sense of purpose, direction, control, accomplishmentSlide15
Possible Signs of a Mental Health Concern 1
Uncharacteristic behavior (a catch-all)Consistent late arrivals/early departures or frequent absencesLack of cooperation, inability to work with colleaguesDecreased productivity
Increased accidents or safety problemsDisplays of anger or blaming others
How to tell if an employee has a mental illness, in J. B. Payne & N.
Werhun
,
Accommodating Mental Illness in the Workplace: A Practical Guide
(
Nelligan
/O’Brien/Payne, 2012), p. 3 (item 2.2.1)Slide16
Possible Signs of a Mental Health Concern 2
Difficulty concentrating, making decisions or remembering thingsMaking excuses for missed deadlines or poor workDecreased interest or involvement in one’s workWorking excessive overtime over a prolonged period of time
Expressions of strange or grandiose ideas
How to tell if an employee has a mental illness, in J. B. Payne & N.
Werhun
,
Accommodating Mental Illness in the Workplace: A Practical Guide
(
Nelligan
/O’Brien/Payne, 2012), p. 3 (item 2.2.1)Slide17
PROMOTING HEALTH, preventing illnessSlide18
Resilience Defined
“the capacity to bounce back, to withstand hardship, and to repair yourself”Slide19
The Resiliency Attitude
“What is right with us is more powerful than
anything
that is wrong with us.”Slide20
Individual Protective Factors
Relationships
Humour
Inner Direction
Perceptiveness
Positive View of Personal Future
Flexibility
Independence
Love of Learning
Self-Motivation
Competence
Self-Worth
Spirituality
Perseverance
CreativitySlide21
Values and Encourages Education
High Warmth, Low Criticism Style of Interaction
Clear Boundaries
Supportive Relationships with Caring Others
Appreciates Unique Talents of Each Individual
Access to Resources
Shared Responsibilities
Service to Others
Opportunities for Meaningful Participation
Prosocial Values
High and Realistic Expectations
Environmental
Protective FactorsSlide22
Nan Henderson’s Resiliency Wheel
Increase Prosocial Bonding
Set Clear, Consistent Boundaries
Teach “Life Skills”
Provide Caring & Support
Set and Communicate High Expectations
Provide Opportunities for Meaningful Participation
Mitigating Risk
Building Resilience
Henderson,
Resiliency in Schools
, p. 12Slide23
Other Factors
Good job design:Skill varietyTask significanceAutonomyFeedbackAvailability of professional, confidential support (EAP, HR support)Slide24
DEFUSING STRONG EMOTION – CRISIS RESPONSESlide25
PRESS
PUSH
(to act)
PERTUR-BATION
PAIN
Anatomy of a Crisis – The Four P’sSlide26
Amygdala (lizard brain)
Pre-frontal cortex (wise mind)Slide27
We are part of the person’s environmentSlide28
Increase Prosocial Bonding
Set Clear, Consistent Boundaries
Teach “Life Skills”
Provide Caring & Support
Set and Communicate High Expectations
Provide Opportunities for Meaningful Participation
Mitigating Risk
Building Resilience
Nan Henderson’s Resiliency Wheel
Henderson,
Resiliency in Schools
, p. 12Slide29
VALIDATION is the key to healthy connections and safe outcomes. Slide30Slide31
Practicing Validation
(Communicating that You Understand and Value the Wisdom in the Other Person’s Point-of-View)Daughter (crying): “You just don’t get it! Lizzie is my best friend, and she understands me better than anybody else.”
Father (raised voice): “She’s no best friend as far as I’m concerned. I don’t think she’s a friend at all! What kind of friend supports you cutting yourself?”
Daughter:
“She doesn’t support my cutting. She just talks with me about my problems.”Slide32
Empathy
vs.
Detachment
(Coaching Mentality)Slide33
S-E-T: A Communication Strategy Specifically for BPD
S
upport (“I” statement)
E
mpathy
(“You” statement)
T
ruth
(calm
,
assuming competence)
“I want to try to help.”
“I am very concerned about how you are feeling.”
“This must be very painful for you.”
“You’re in a tough situation.”
“This is the situation ... These are the consequences ... This is what I can and can’t do ... What
can you do
to resolve it?
Keep all 3 elements in balance
Jerold Kreisman, Sometimes I Act CrazySlide34
Five Steps to Better Outcomes
Regulate your own emotionValidate (do this at every step)Ask/assess (don’t jump in the problem pool)
Brainstorm/troubleshoot
Get information on your role (if any) and plan follow-upSlide35
DMHS CRISIS SERVICES – A DOORWAY TO THE WIDER SERVICE SYSTEMSlide36
DMHS C.A.L.L. Centre – Crisis Access Linkage Line
905-666-0483
Acute crisis support
Multidisciplinary team approach
System information, navigation and linkage
Mobile support and crisis bed services, in addition to telephone supportSlide37
Encouraging the Person to Seek HelpSlide38
Avoid communication pitfalls such as labelling – your message needs to be that you see her as a responsible, capable person – someone who, when she sees a problem, wants to fix
itFrame support as a way of learning new responses to old problems, of skill building – it’s not a judgment on her character or a punishment for some misdeed.Avoid the topic when either of you are stressed.Provide educational materials and contact information for available help.Slide39
Appeal to his values
. Explore the activities and qualities that matter to him. Then ask how any current struggles might be interfering with his ability to pursue any of those activities or to live up to standards he values. Focus on specific problem areas, such as communication skills, memory lapses, parenting, or anger or stress management – try to find common ground in identifying these as “problems” that extra support could helpfully address.
Frame “mental health” as being about living the life you want to live – about feeling your best, physically, mentally and emotionally. It doesn’t mean you’re “crazy” or damaged in some way. If
he
values independence and being in control, explain that extra support can help
him
become even more self-reliant and have more control over
his
reactions. Slide40
Thank you for listening!
Always remember ...
What is right about you and your workplace is more powerful than
anything
that is wrong.
Don’t hesitate to contact David Clarke at dclarke@dmhs.ca