The document provides an overview of the October 2019 issue of WorkLife magazine. It includes an introduction from the CEO Peter Diaz about the magazine's focus on mental wealth and promoting their new book on the topic. It summarizes several articles in the issue, including one on effectively addressing mental health issues in the workplace by taking proactive steps; the launch of a new initiative called "Climb for Mental Health" to raise awareness of mental health; and tips for having more open and meaningful conversations by focusing on listening without distraction. The document provides high-level summaries of the key topics and events covered in the October 2019 issue of the magazine.

1. October 2019
Asking For Help
We show you how to
become 30 times more
influential
A Little More
Conversation
How to talk so your
people open up to you
Become Invincible
There’s a way to deal with
rejection that can yield
great dividends
Setting Goals Sucks
How committing to
processes works best
Peter
Diaz
Emi
Golding
The Power of Mental Wealth

2. FROM THE CEOFROM THE CEO
Peter DiazCEO -WorkplaceMental HealthInstitute
Y
You’ll immediately notice this month’s eMag cover has Emi Golding
and myself on the cover. If you are tempted to cry out ‘narcissist!’ then
we’ve beaten you to it. Often. So why did we go with it anyway, when
the risk was that our being on the cover might upset some people? Put
simply, because the message we must convey is so important, that we
are willing to do whatever it takes – even if means being vulnerable,
or feeling uncomfortable. After all, we must put our actions where our
mouth is. And this month we are tackling Mental Wealth
We are talking about Mental Wealth through our just released book,
Mental Wealth: An Essential Guide to Workplace Mental Health and
Wellbeing. As our publisher says:
“NEW YORK—October 21, 2019—Morgan James’s new release, Mental
Wealth: An Essential Guide to Workplace Mental Health and Wellbeing,
by Emi Golding and Peter Diaz, is the ultimate guide for leaders and
managers wanting to effectively tackle mental health in their teams.
Emi Golding and Peter Diaz understand how essential it is to cultivate a
safe and supportive work environment, and they have devoted years to
researching and training managers to better handle these issues. Mental
Wealth reveals an approach to workplace mental health and wellbeing
that is proven to get results.”
So, in short, get the book, read it, share it, get copies for your
colleagues. But more importantly, apply it!
What else is in WorkLife this month?
• How to talk so your people open up to you
• A way to ask for help that is 30 times more effective
• Become Invincible, deal with rejection and yield great rewards
• Setting Goals Sucks – Let us show you a better way
And there you have it, a brilliant issue of WorkLife that is full of relevant
content for workplaces and leaders. Enjoy!
Have a mentally healthy day.
2 WORKLIFE|OCTOBER 2019
Peter Diaz

4. W
Workplace mental health
issues have been swept
under the proverbial rug for
too long.
As a business owner or
manager, one of your
responsibilities is to take
care of your employees
so they can take care of
your customers. There is
a lot of talk today about
employee engagement and
finding and retaining good
TAKING THE
RISK OUT OF
MENTAL HEALTH
employees in a challenging
hiring environment. How
your organization responds
to mental health issues in
your workplace affects your
employees more than you
know.
I have spent 40 years
in the risk management
and insurance business.
I have seen firsthand the
consequences of employee
mental health problems:
higher worker injury rates,
decreased productivity, an
increase in employment-
related lawsuits, and in
extreme cases, employee
violence. Organizations of
all types and sizes face real
financial costs when they
ignore this issue.
Of course, there are risks
when you take action.
When you do anything,
there’s a certain amount of
By Steve Anderson
4 WORKLIFE|OCTOBER 2019

5. risk involved. But I’ve also
learned that if you don’t act
(hoping if you ignore the
problem it will eventually
go away), the risks that
supervisors, managers, and
the organization face could
be even higher.
As a business or
organization, are you at
risk for a harassment
or bullying claim
being brought by the
employee?
Mental Wealth will help you
understand how to manage
that risk effectively.
Are you afraid of saying
or doing the wrong thing?
Mental Wealth: An
Essential Guide to
Workplace Mental Health
and Wellbeing book will
help you understand how
to take the best approach
for both your employee and
your business.
Are you accountable
for what you do (or
don’t do) regarding the
mental health of your
organization?
Mental Wealth will help
you look at both the
physical as well as the
fiscal responsibilities
of creating a healthy
organization and healthy,
productive workers.
It seems obvious, but
prevention is more cost-
effective than managing
a crisis because when
unaddressed, reaction to a
problem after it’s happened
is the most expensive way
for businesses to manage
mental health.
Not taking proactive steps
to address mental health
issues that are in your
workplace right now (and
we all have them) could
actually be the riskiest
decision you make.
Too often, mental health
issues are avoided because
they are “messy” and best
left to the professionals
in Human Resources, Risk
Management or the Health
and Safety Department.
But in today’s environment,
everybody has to be on
board.
That’s why I was
encouraged when I met
Peter Diaz and Emi Golding
some years ago when we
were both part of a small
intensive training group
here in the US.
Over the days we were
together, I listened to
Peter and Emi describe the
challenging issues of mental
5WORKLIFE|OCTOBER 2019

6. Steve Anderson
Authority on Risk,
The Bezos Letters
From the Foreword to
Mental Wealth: An Essential
Guide to Worplace Mental
Health and Wellbeing by
Emi Golding and
Peter Diaz, 2019
health in the workplace in
Australia and the world, and
their concern that mental
health issues were not being
proactively managed by
many organizations.
Their passion for helping
organizations address
this issue head-on is
impressive. They founded
the Workplace Mental
Health Institute to lead the
fight to help individuals
and organizations tackle
this complex problem with
proven, effective plans and
strategies.
I have watched as both
Peter, Emi and their
team have traveled the
world the last few years
providing workshops and
seminars for Fortune 500
companies, large and
medium organizations, and
government departments.
They have trained
thousands of managers
and supervisors on the
importance of taking care of
employees’ well-being and
how to tackle the mental
health epidemic in the most
effective way.
I don’t know of a better
team than Peter and Emi.
Their energy, education,
and passion for helping
businesses of all sizes
improve the workplace and
well-being environment are
exceptional. Their new book
Mental Wealth provides you
with access to their vast
knowledge and experience
in a practical and useful
format.
Peter and Emi have
identified Seven Pillars
you can use to build
a mentally wealthy
workplace. You will find
this section to be your
“plan of action” for what
to do next. For each of
the pillars, they provide
a section on “How do you
apply this pillar?”
As well as specific initiatives
you can take within your
organization immediately to
implement a safer and more
responsive workplace.
Both Peter and Emi have
the knowledge, skills,
credentials, and experience
to guide you through
this process. Peter is
also upfront about his
personal encounters with
mental health issues,
providing sage insight
and perspective. Their
credentials are extensive,
but more importantly, they
have real-life experience
working with organizations
worldwide. They don’t
just bring an academic
view; their decades of
experience have helped
them to address practical
problems, (expected)
resistance, and the unique
challenges organizations
face.
This new book “Mental Wealth”
provides you with access to their
vast knowledge and experience in
a practical and useful format.
Remember what I said
about higher worker
injury rates, decreased
productivity, an increase
in employment-related
lawsuits, and in extreme
cases, employee
violence?
Again, organizations of all
types and sizes face real
financial costs when they
ignore this issue.
That’s why this book is
so important. It helps you
understand the issues and
provides you with practical
language, steps, and
processes you can take to
effectively create a Mentally
Wealthy workplace.
Your organization will
address mental health issues
in the workplace at some
point in the future. Creating
Mental Wealth is an
excellent first step to begin
the process of enhancing
your workplace culture to
better care for employees so
they can better care for your
customers.
6 WORKLIFE|OCTOBER 2019

7. S
Sydney, Australia – On
the 8th of October, 2019,
Workplace Mental Health
Institute in partnership
with BridgeClimb Sydney,
launched ‘Climb For Mental
Health,’ an initiative to put
the spotlight on the existing
mental health issues in our
communities and the mental
health tsunami that’s coming
worldwide to workplaces
everywhere.
The Climb for Mental
Health is the initiative of
the Workplace Mental
Health Institute, Australia’s
premium private body
for the advancement and
delivery of mental health
services and training in the
workplace. Recognized as
world leaders in the field of
NEWS UPDATE:
Launch of Climb
ForMentalHealth
workplace mental health,
they believe the concept will
bolster Australia’s reputation
as a nation committed to
action on mental health in
the workplace. The event
showcases the importance
of moving onwards and
upwards to raise awareness
of mental health
The official launch and
inaugural Climb for Mental
Health bridge climb took
place this Tuesday, the 8th
of October, from 10.15
am. Prominent Australians,
business leaders, and
sporting personalities
took part in the launch
and the climb to showcase
the importance of moving
onwards and upwards to
raise awareness of mental
health. The celebrities that
took part included: Dr.
Kerryn Phelps, Councillor,
City of Sydney, Glenn
Lazarus, rugby league
legend, Ed Phillips, media
personality, and Cameron
Daddo, actor and producer.
They all spoke brilliantly on
the importance of mental
health.
It was a fabulous day, full
of reflection of what is
essential, and lots of fun. We
are pleased to bring you a
video we’ve put together of
the day. Please watch.
If you want more information
on this epic event and would
like to participate next year,
2020, then check
www.climbformentalhealth.com
7WORKLIFE|OCTOBER 2019

8. T
The manager was deeply troubled, she’d just
heard me say that over fifty percent of staff
never tell their boss that they have a mental
health issue. She was a caring person and
wanted her team to be able to come to her if
they had a problem. So, she asked me, ‘But,
how do I get them to talk to me? How do I
get them to feel good about letting me know
if they have a mental health problem?’ ‘Well’,
I said, ‘the trick is to make sure that you
regularly and often have conversations with
your team that build work relationships’. She
looked at me and said, ‘But, how?’
But ‘how’, indeed. That communication
happens at all these days is a miracle.
We spend roughly 60 percent of our
communication time listening, but we retain
just 25 percent of what we hear. We’re
becoming impatient; we want sound bites.
The art of conversation is being replaced
by personal broadcasting. Media have to
scream at us with headlines in order to get
our attention. That means it’s harder for us
to pay attention to the quiet, the subtle,
the understated.
Many of you have already heard a lot of
advice on this; like look the person in the
eye, think of interesting topics to discuss
in advance, nod and smile to show that
you’re paying attention, repeat back what
you just heard or summarize it. This is
pointless. There is no reason to learn how
to show you’re paying attention if you are
authentically paying attention.
Don’t multitask. Be present. Be in
that moment. Don’t think about your
A little more
conversation,
and less
distraction.
8 WORKLIFE|OCTOBER 2019

9. argument you had with your
boss. Don’t think about what
you’re going to have for dinner.
If you want to get out of the
conversation, get out of the
conversation, but don’t be half
in it and half out of it.
Don’t pontificate. If you want
to state your opinion without
any opportunity for response
or argument or pushback or
growth, write a blog. The famed
therapist M. Scott Peck said that
true listening requires a setting
aside of oneself. And sometimes
that means setting aside your
personal opinion. He said that sensing this
acceptance, the speaker will become less and
less vulnerable and more and more likely to
open up the inner recesses of his or her mind to
the listener.
Use open-ended questions. In this case, take a
cue from journalists. Start your questions with
who, what, when, where, why or how. If you
put in a complicated question, you›re going to
get a simple answer out. If I ask you, «Were
you terrified?» you›re going to respond to the
most powerful word in that sentence, which
is «terrified,» and the answer is «Yes, I was» or
«No, I wasn›t.» Ask instead, “What was that
like?” “How did that feel?” Because then they
might have to stop for a moment and think
about it, and you’re going to get a more useful
and interesting response.
Go with the flow. That means thoughts will
come into your mind and you need to let them
go out of your mind. We’re sitting there having
a conversation with someone, and then we
remember that time that we met Hugh Jackman
in a coffee shop. And we stop listening. Stories
and ideas are going to come to you. You need
to let them come and let them go.
If you don’t know, say that you don’t know.
Now, people on the radio, especially on NPR,
are much more aware that they›re going on the
record, and so they›re more careful about what
they claim to be an expert in and what they
claim to know for sure. Do that. Err on the side
of caution. Talk should not be cheap.
Don’t equate your experience
with theirs. If they’re talking
about having lost a family
member, don’t start talking
about the time you lost a family
member. All experiences are
individual, and it’s not about
you. You don’t need to take that
moment to prove how amazing
you are or how much you’ve
suffered.
Try not to repeat yourself.
It’s condescending, and it’s
really boring, and we tend
to do it a lot. Especially in
work conversations or in
conversations with our kids, we have a point
to make, so we just keep rephrasing it over
and over.
Stay out of the weeds. Frankly, people don’t
care about the years, the names, the dates, all
those details that you’re struggling to come up
with in your mind. They don’t care. What they
care about is you. They care about what you’re
like, what you have in common. So forget the
details. Leave them out.
Listen. The average person talks at about 225
word per minute, but we can listen at up to
500 words per minute. So our minds are filling
in those other 275 words. It takes effort and
energy to actually pay attention to someone,
but if you can’t do that, you’re not in a
conversation. You’re just two people shouting
out barely related sentences in the same place.
You have to listen to one another. Stephen
Covey said it very beautifully. He said,
“Most of us don’t listen with the intent to
understand. We listen with the intent to reply.”
Be brief. There is power in brevity.
All of this boils down to the same basic
concept: Be interested in other people.
Assume everyone has some hidden, amazing
thing about them.
Go out, talk to people, listen to people,
and, most importantly, be prepared to be
amazed.
There is no
reason to
learn how to
show you’re
paying
attention
if you are
authentically
paying
attention.
9WORKLIFE|OCTOBER 2019

10. NOGO
M
My adult daughter is leaving home. She is making
plans with friends, attending open homes for
rentals, and gathering furniture and kitchenware
from helpful friends and relatives.
Oh, did you think I was going to tell you that I
feel rejected? No, I’m excited, for both her and
me! Let me explain the relevance.
After looking at an apartment at the top of her
budget, which ticked all of the boxes in terms
of the number of car parks and bedrooms, air
conditioning and of course a dishwasher, she
and her soon-to-be flatmate submitted a rental
application.
But someone else got the apartment. And now
she is one hundred percent convinced that
no one is approving applications for first-time
renters, and that she will not find an apartment
unless she rents through a specific agency where
she has insider-connections, and above her
original budget.
By Alison Skate
One rejection has led to a catastrophic
interpretation, which in turn has led to
unvalidated beliefs and changes in behaviour.
And all because the risk of hearing another ‘No’
feels too uncomfortable.
Jia Jiang, author of Rejection Proof: How I Beat
Fear and Became Invincible Through 100 Days
of Rejection, says that rejection is an opportunity
for greater understanding, as long as we use the
magic word, “Why?”
By holding our ground and making ourselves
visible with this question, our humiliation and
fear turns to curiosity and understanding that
could help with our next endeavor.
In order to overcome the legacy of a painful
rejection at the age of six, Jiang embarked upon a
challenge to seek out rejection every day for 100
days. After a somewhat shaky start, he began to
notice that exploring the rejection could lead to
opportunities to address an obstacle, to obtain a
DEALINGWITH
REJECTION
10 WORKLIFE|OCTOBER 2019

11. referral, or directions for successful outcomes.
Another strategy for dealing with the potential for rejection
that Jiang discovered was to disarm the cautiousness and
confusion of the other person by naming the discomfort
upfront.
“Is that weird?” he would ask, without waiting for the
response to his absurd requests. Jiang explains that
acknowledging the unfamiliar nature of his requests
resulted in a shift from him being perceived as weird, to the
request itself being considered unusual.
Sometimes, people even said “Yes” to his rejection-worthy
requests, and this led Jiang to realise that he may be able
to achieve outrageous results, simply through the act
of asking, where once the fear of rejection would have
eliminated all possibility.
Through this same willingness to experience rejection
we recognise people who changed world paradigms and
cultures. These people, like Martin Luther King, Jr, Nelson
Mandela or Mahatma Gandhi, were often met with strong
and violent rejections, but they did not let rejection decide
their results, only their efforts.
So the next time I have a few minutes with my daughter,
I will suggest she watches this amusing and entertaining
video. And I recommend it to you, too.
In the world of sales, Richard
Fenton and Andrea Waltz, use
an entertaining but enlightening
parable in their book Go for No!
Yes is the destination, No is how
you get there. Described within the
first pages of the book is a not-
too-fictional account of a junior
sales person at a men’s clothing
store, who was bursting with pride
whilst ringing up a large sale in the
presence of the visiting regional
manager. According to the story,
the manager asked the young
salesperson about the sale. In reply,
the salesperson declared that the
customer had purchased every suit,
shirt and tie he had recommended,
with a sale price in the thousands
of dollars.
“And what was the thing he refused
to buy? What did he say ‘no’ to?”
The salesperson replied that
the customer hadn’t said no to
anything.
“Then how did you know that you
had attained the highest sale, and
met each of his needs without
omission?”
In this example, a ‘no’ simply
exhausted and concluded the
transaction. Not hearing ‘no’ came
with greater risk.
“Because rejection is painful,
we often succumb to our
psychological tendency to fight
or flight, just like our ancestors
when they were fighting beasts
in the wild. However, in modern
day business negotiation and
communication when intricate
emotions and interests are
involved, relying on our primary
instinct is very unproductive. Use
the magic word instead. Ask why.”
Jia Jiang
RejectionTherapy.com
11WORKLIFE|OCTOBER 2019

12. G
Goals are overrated. There, it’s been said.
Probably not for the first time, either.
What is the problem with a goal?
It is the notion that there is an end-date
by which to achieve a specific outcome,
and therefore that there is only one date
or experience that represents success. And
then what?
The idea of having achieved a goal implies
the conclusion of efforts in relation to that
outcome.
Have a goal to see a specific set of
numbers on a scale? Success or failure is
then determined only by the numbers on
the scale, on or prior to a set date, but
fails to acknowledge the process that one
engages in daily to see those numbers.
We have all heard the SMART goal
formula – Specific outcomes, Measurable,
Achievable, Realistic and linked to a
particular Time. And whilst it is a useful
tool by which you can visualize an
outcome and set our behavioral compass,
you really have to reconsider whether the
goal is actually the same as your intention.
Let’s go back to the easily relatable weight
specific goal (whether that is to drop or
increase weight to a certain number on
the scales). For simplicity, let’s say you
wanted to lose 5kg and see 65kg on the
scale.
Commit to Processes Instead
STOP SETTING GOALS:
12 WORKLIFE|OCTOBER 2019

13. Instead of considering what specific
number you would like to see on the
scales by a particular date, ask yourself
these five questions instead.
What is my intention? If I lost that weight,
what would that mean for me? Really try
to experience the feeling of becoming
the person who is meeting this intention.
This is a much more powerful driver
than the number itself. Can the intention
be achieved now? If the intention is an
emotional state – happy, self-loving,
excited, etc – these are all reliant upon a
decision, rather than an outcome.
What would I see, hear, feel or be
doing that would help me recognise
this benefit? Recognise that there may
be more than one outcome that would
achieve the benefit. Want to see well-
fitted clothing? Want to feel energetic and
confident? Want to complete a park-run
without walking any of the route? Want
to hear compliments? It could be these or
any number of alternatives. Does 65kg on
the scales guarantee the intention is met?
Are there other ways to experience these
benefits?
What do I need to sacrifice for this
intention? Here’s the nitty-gritty! What
are you prepared to sacrifice for that
new benefit? What time-wasters are you
prepared to release? What consumables
will you be willing to forgo? What self-talk
or self-sabotage will you need to switch
off?
What am I prepared to commit to for
this intention? Identifying the general
vision that you are setting your compass
for is one thing – understanding the
vehicle that you need to get you to
those benefits is another! There will be
processes to be observed on a regular
basis that will form the habits of success.
What are those actions or behaviours?
What conversations need to be spoken?
What tools need to be gathered? What
daily/weekly behaviours require your
commitment?
Would I be willing to commit to
continuing these processes even if I
achieved my intention? Whether it is
optimal nutrition, exercise, sleep routine,
hydration or elimination processes that
you are committing to, if you are not able
to become the person who engages in
these behaviours, the results will not be
lasting. Any achievement celebrations will
be short-lived. Don’t do whatever it takes
unless you can keep doing it for as long as
you want to enjoy the benefit.
Bonus question – this is probably one of
the most empowering or disempowering
processes you can observe when you
commit to your intention.
Am I? These two words are very powerful
– but in the opposite order. I am signifies
our identity. When you say words that
don’t align with your intention, you may
find it harder to engage in the process to
becoming your intention. “I am never going
to lose those 5kg” is disempowering to the
process, whilst “I am improving my health
every day” is a motivation maintenance
statement that you can relate to and make
a renewed commitment to each day.
Think of your own intentions.
• What are the benefits of
that intention and can you
experience those benefits now?
• Are there other ways to
experience those benefits?
• How would you recognise those
benefits?
• What sacrifices are you willing
to make, and what processes
will you commit to in order to
experience the benefits?
• Are you able to continue these
sacrifices and commitments
after you have recognised the
benefits?
• Who do you have to be, or what
do you have to believe about
yourself, in order to experience
your intention?
13WORKLIFE|OCTOBER 2019

14. HAPPY
HELPERSasking for help in a way that
makes others more willing
to contribute at work.
14 WORKLIFE|OCTOBER 2019

15. I
I’ve actually never seen asking for help on one of those top ten lists of
things people fear, like public speaking and death, but I’m pretty sure it
belongs there. So, if we’re going to ask for help - and we have to - the
only way we›re going to even begin to get comfortable with it is to get
good at it. Which means asking in a way that the helper is going to find
it actually satisfying and rewarding to help you.
If you need help, ask for it out loud. We all, to some extent, suffer
from referred to as «the illusion of transparency» -- basically, the
mistaken belief that our feelings and needs are obvious to other
people. Approximately 90 percent of the help that co-workers give
one another in the workplace is in response to explicit requests for
help. Use the words “I need your help.”
When you ask for help, be very specific about the help you want and
why. Just as important as knowing you want help is knowing whether
or not we can be successful in giving you the help. So be clear, “I’m
hoping to discuss opportunities to work in your company,” or, “I’d like
to propose a joint research project on a subject you’re interested in.”
Avoid disclaimers, apologies and bribes. ‘I’m so, so sorry that I have
to ask you, I really hate bothering you with this.” “Can I ask a favour?
I’m happy to pay you for your time.” When you have a relationship with
someone, helping one another is a natural part of that relationship. It’s
how we show one another that we care. If you introduce incentives
or payments into that it starts to feel like it isn’t a relationship, it’s a
transaction. This is experienced as distancing, which makes people less
likely to help you.
Do not ask for help over email or text. We ask for help over email and
text because it feels less awkward for us to do so. Telling you no is also
less awkward in a text. In-person requests for help are 30 times more
likely to get a yes than a request made by email.
When you ask someone for their help and they say yes, follow up with
them afterward. What is rewarding about helping is knowing that your
help had impact. Take time to tell your colleague that the help that they
gave you helped to land that big sale, or helped you get that interview.
It is not easy to ask for help. Most of us are a little bit afraid to do
it. It makes us feel vulnerable. But the reality of modern work and
modern life is that nobody succeeds in a vacuum. We have to rely
on other people, on their support and collaboration, in order to be
successful. So, when you need help, ask for it out loud, in a way that
increases your chances that you’ll get a yes, and makes the other
person feel fulfilled for having helped you.
15WORKLIFE|OCTOBER 2019

16. S
So, there you are wide awake! You know you
should be asleep, you MUST be asleep! You do
have that presentation in the morning, and you
need to be fresh for it…but you can’t. You’ve
been tossing and turning and, nothing! Sleep is
not coming. Don’t fret, there’s something you
can do, but you may not want to hear it.
Sleeplessness is a fairly common complaint,
especially at times when people need their sleep
most – when they’re feeling overwhelmed,
anxious or stressed. The quality of sleep is
often unrelated to the amount of time spent
in bed, with many insomniacs feeling wakeful
throughout the night, only to feel most ready for
sleep two minutes before the alarm sounds.
There are some simple strategies that will
quickly improve the quality of an individual’s
sleep, but they tend to be the opposite of what
many people do when they’re struggling to get a
good night of rest. Knowing what improves sleep
isn’t going to be effective unless the strategies
are practiced daily. As a result, the very first
thing that needs to happen is for a commitment
to be made to improving the quality of sleep.
No Alcohol, sorry!
Alcohol depresses the central nervous system
and has the effect of increasing drowsiness and
relaxation. This may be why some people who
feel stressed opt for one or more glasses of
alcohol between working hours and when they
go to bed.
In response to the suppressant effects of
alcohol (and the release of insulin to manage
excess glucose from many beverages) the
body releases a surge of cortisol to return the
body to its state of equilibrium. This cortisol
release occurs two to four hours after alcohol
is consumed, resulting in a stress response at
the time when an individual is typically trying
to sleep.
Get Your House in Order
The idea of putting things in order could be
interpreted figuratively or literally. Complete
tasks that weigh on your mind. Assignments
or reports that remain unwritten diminish the
quality of relaxation, so set a goal to achieve
a percentage of completion before bed. Open
bills, pay them or set up a payment plan, then
file them. Address issues as they arise quickly
and as completely as possible at the time.
Equally, maintaining an orderly and tidy living
and sleeping space can promote a sense of
restfulness.
Switch Off
Television and games are frequently used
to distract attention from racing thoughts,
however, once they are turned off the internal
chatter returns loud and clear, added to the
stimulation of commercials during programs
and competitive gaming. Remove consoles and
televisions from the bedroom, and set a no
TV/games buffer of a couple of hours before
bed. Instead, try writing in a gratitude journal,
reading a self-development book, and engaging
in light exercise during the day.
Try these tips and see how you go. Over time,
you will notice an improvement. Nighty night!
THAT YOU DON’T
WANT TO HEAR
3 WAYS TO
ACHIEVE
BETTER SLEEP,
16 WORKLIFE|OCTOBER 2019