Alison Xamon of Western Australian Association for Mental Health presented a session on workplace mental health at the May Go Green @ Work network meeting.
Solutions for Improving Mental Health in the WorkplaceCCOHS
Mental health is an organizational, social and personal concern for the workplace and workers. Psychosocial stress is an occupational hazard to which overexposure leads to strain, illness and disability, and can be prevented. This presentation outlines some ideas and solutions that have been researched and collated from a number of global and Canadian research, analysis and publications. Presented at the Alberta Health and Safety Conference on October 28, 2009.
Strategies to Improve Mental Health in the Workplace Optimity
This document summarizes a webinar about improving mental health in the workplace. The webinar covered top trends in mental health, the impact of mental health on businesses, and strategies for implementing mental health programs digitally. Speakers from TranQool and Optimity discussed using technology like Optimity's wellness platform to run customized, engaging programs and initiatives. They provided tips for high participation, like decentralizing efforts while centralizing coordination. Case studies showed programs achieving outcomes like reduced absenteeism and claims costs. The webinar emphasized applying best practices and holistic, scalable solutions to strategically improve mental health and generate an ROI.
Fseap - mental health in the workplace presentationGregg Taylor
Addressing and Managing Mental Health and Stress-Related Issues.
Topics:
Mental Health & Stress Defined
Why Invest in Health & Wellness?
Effects of Unhealthy Workplaces
Elements of a Psychologically Healthy Workplace
Promoting Positive Psychological Health in the Workplace
Identifying Key Factors for Psychological safety at work
Resources
Introduction to Mental Health: Wellbeing at Work 2020Diane Hanna
This document discusses mental health and wellbeing in the workplace. It defines wellbeing and mental health, noting the connection between work and wellbeing. It outlines signs of mental ill health one might notice in colleagues and reasonable steps a manager could take to support staff, including talking privately and making adjustments. The document also discusses discrimination, harassment, reasonable adjustments employers must make, and creating a positive workplace culture that promotes mental wellbeing.
The document discusses several topics related to mental health issues affecting teachers. It notes that 46% of teachers report high daily stress, making teaching one of the most stressful occupations. Sources of teacher stress include student behavior, testing, low pay, large responsibilities, and lack of support from school leaders. Early career teachers struggle more with classroom management while late career teachers have trouble with changing technology and curriculums. Urban teachers report more stress due to safety issues and lack of community support. Responses to stress include downshifting responsibilities, depression, and implementing wellness programs in schools. Causes of depression include loneliness, family history, trauma, health issues, and discrimination. Solutions proposed are implementing support programs, individual stress management techniques
Stress is a psychological and physical response to threats that cause feelings of worry, tension, tiredness and other negative emotions. There are two main types of stress: eustress which focuses energy and improves performance, and distress which causes anxiety and decreases performance. Stressors can be external such as the physical environment or social interactions, or internal such as lifestyle choices or negative self-talk. The body's stress response is known as fight or flight and prepares it for action. Managing stress is important for health as 80% of diseases are linked to stress. Key strategies include recognizing stressors, maintaining balance through limiting stress exposure, and making lifestyle changes like improving thinking patterns, behaviors, and relaxation techniques.
Mental, emotional, and behavioral symptoms of stress include decreased concentration and memory, indecisiveness, anxiety, depression, irritability, and changes in eating and sleeping. Common causes of stress include life events, daily hassles, unrealistic expectations, negative thinking, and conflicting beliefs with others. Beliefs can lead to stressful behaviors if they promote overwork, neglect of self-care, or inability to delegate responsibilities. Changing one's thinking, managing expectations, addressing situations causing stress, relaxation, social support, and professional help can all help reduce stress.
Solutions for Improving Mental Health in the WorkplaceCCOHS
Mental health is an organizational, social and personal concern for the workplace and workers. Psychosocial stress is an occupational hazard to which overexposure leads to strain, illness and disability, and can be prevented. This presentation outlines some ideas and solutions that have been researched and collated from a number of global and Canadian research, analysis and publications. Presented at the Alberta Health and Safety Conference on October 28, 2009.
Strategies to Improve Mental Health in the Workplace Optimity
This document summarizes a webinar about improving mental health in the workplace. The webinar covered top trends in mental health, the impact of mental health on businesses, and strategies for implementing mental health programs digitally. Speakers from TranQool and Optimity discussed using technology like Optimity's wellness platform to run customized, engaging programs and initiatives. They provided tips for high participation, like decentralizing efforts while centralizing coordination. Case studies showed programs achieving outcomes like reduced absenteeism and claims costs. The webinar emphasized applying best practices and holistic, scalable solutions to strategically improve mental health and generate an ROI.
Fseap - mental health in the workplace presentationGregg Taylor
Addressing and Managing Mental Health and Stress-Related Issues.
Topics:
Mental Health & Stress Defined
Why Invest in Health & Wellness?
Effects of Unhealthy Workplaces
Elements of a Psychologically Healthy Workplace
Promoting Positive Psychological Health in the Workplace
Identifying Key Factors for Psychological safety at work
Resources
Introduction to Mental Health: Wellbeing at Work 2020Diane Hanna
This document discusses mental health and wellbeing in the workplace. It defines wellbeing and mental health, noting the connection between work and wellbeing. It outlines signs of mental ill health one might notice in colleagues and reasonable steps a manager could take to support staff, including talking privately and making adjustments. The document also discusses discrimination, harassment, reasonable adjustments employers must make, and creating a positive workplace culture that promotes mental wellbeing.
The document discusses several topics related to mental health issues affecting teachers. It notes that 46% of teachers report high daily stress, making teaching one of the most stressful occupations. Sources of teacher stress include student behavior, testing, low pay, large responsibilities, and lack of support from school leaders. Early career teachers struggle more with classroom management while late career teachers have trouble with changing technology and curriculums. Urban teachers report more stress due to safety issues and lack of community support. Responses to stress include downshifting responsibilities, depression, and implementing wellness programs in schools. Causes of depression include loneliness, family history, trauma, health issues, and discrimination. Solutions proposed are implementing support programs, individual stress management techniques
Stress is a psychological and physical response to threats that cause feelings of worry, tension, tiredness and other negative emotions. There are two main types of stress: eustress which focuses energy and improves performance, and distress which causes anxiety and decreases performance. Stressors can be external such as the physical environment or social interactions, or internal such as lifestyle choices or negative self-talk. The body's stress response is known as fight or flight and prepares it for action. Managing stress is important for health as 80% of diseases are linked to stress. Key strategies include recognizing stressors, maintaining balance through limiting stress exposure, and making lifestyle changes like improving thinking patterns, behaviors, and relaxation techniques.
Mental, emotional, and behavioral symptoms of stress include decreased concentration and memory, indecisiveness, anxiety, depression, irritability, and changes in eating and sleeping. Common causes of stress include life events, daily hassles, unrealistic expectations, negative thinking, and conflicting beliefs with others. Beliefs can lead to stressful behaviors if they promote overwork, neglect of self-care, or inability to delegate responsibilities. Changing one's thinking, managing expectations, addressing situations causing stress, relaxation, social support, and professional help can all help reduce stress.
The document discusses stress, its causes, and management. It defines stress as the reaction people have to excessive pressures or demands. Stress arises when people worry they cannot cope. Job stress comes from demands not matching employee abilities. Common job stressors include conflicts, transfers, poor communication and lack of support. Stressed employees are less healthy, motivated, productive and safe. Stress management includes finding support, maintaining a positive attitude, time management, relaxation techniques, and workplace wellness programs which help employees handle pressure better and stay healthier. Stress management is important for health, happiness and productivity.
The document discusses various sources of workplace stress and provides 10 tips for managing stress. Some common sources of stress mentioned include unrealistic goals, job losses, relocations, losing coworkers, and bad bosses. The 10 tips provided to help reduce overall stress include maintaining a sense of personal power, practicing effective communication, developing good working relationships, choosing the right job, being flexible, managing anger, having realistic expectations, adjusting one's attitude, tying up loose ends, and taking time to revive.
managing mental health in the workplace - a leaders guideWBDC of Florida
This document provides a leader's guide for implementing an online training program called Managing Mental Health Matters (MMHM) in an organization. The guide summarizes the contents and objectives of the MMHM program, which contains 5 episodes that teach strategies for managing mental health issues in the workplace. It outlines how to use the pre-evaluation and post-evaluation forms to assess participant understanding, and includes templates for certificates of completion upon mastering the material in each episode. The overall goal is to increase knowledge and ability to recognize and manage workplace mental health issues through the online training and supplemental group discussions.
Mental health in the workplace
Implications of Mental Health
Factors that may result to poor Mental Health
Early signs of Negative Mental Health
Ways to maintain Positive Mental Health
Creating a MH Friendly workplace
What employees, co-workers, and employers can do.
This document discusses psychological problems in management, including stress, burnout, mobbing, and workaholism. It defines mental health and outlines factors that affect workplace health, including the individual employee, working environment, and organizational structure. Common causes of work-related stress are discussed, along with its physical and psychological symptoms. Mobbing and its negative impacts are described. The document provides advice for both employees and employers on addressing work-related stress, including promoting mental well-being, offering support, and complying with health and safety regulations.
New research from the Deloitte Centre for Health Solutions places workplace mental health and wellbeing at a tipping point, with employers increasingly reviewing their activities in supporting employee mental health and wellbeing.
This document discusses occupational stress, including its definition, sources, causes, effects, and ways to manage it. Occupational stress is the body's response to demands at work that do not match a person's abilities. It can be caused by factors intrinsic to a job like workload or time pressure, role issues, lack of career development, and poor relationships at work. If exposure to stressors continues, it can negatively impact physical and mental health as well as work performance. Both individual and corporate methods are suggested to combat occupational stress, such as maintaining a work-life balance, relaxation techniques, and improving work conditions.
Corporate wellness: Past, present and futureLimeade
Our webinar slides take you through the history and evolution of corporate wellness as well as two fundamental shifts changing the way we understand wellness. Watch the webinar on demand and check out our infographic on our blog: http://www.limeade.com/2016/03/watch-webinar-corporate-wellness. And if you want to get in touch, reach out to us at marketingteam@limeade.com.
The document discusses various sources and consequences of stress and provides techniques for managing stress. It discusses that stress is a normal part of life but can be overwhelming. It then discusses sources of stress such as the environment, social roles, physical health, and thoughts. Long-term stress can negatively impact health. The document then provides various stress management techniques including relaxation techniques like meditation, deep breathing, yoga and massage. It also discusses time management, cognitive techniques like thought stopping, social support, and ensuring a work-life balance.
Job stress arises when the demands of work exceed a person's abilities. This mismatch can cause stressors like conflicts, unwanted job changes, lack of resources, and poor communication. Stressed employees are shown to be less healthy, motivated, productive and safe. Their organizations also perform worse in competitive markets. The document recommends managing stress through finding support, maintaining a positive attitude, getting organized, prioritizing self-care activities, and relaxing. Practicing stress management can lead to physical, emotional and cognitive benefits like increased energy, stabilized mood, and improved focus.
Workplace burnout is a syndrome of emotional exhaustion, feelings of reduced personal accomplishment, and cynicism related to one's job. It can be caused by excessive job demands, role ambiguity or conflict, lack of resources or social support, and personality traits like perfectionism. Signs include physical exhaustion, frequent illness, detachment, loss of motivation, and negative outlook. Severe burnout is characterized by inability to get up in the morning due to exhaustion, excessive workload preventing recovery, cynicism where the job seems meaningless, and emotional drain from intense work without replacement of drained resources. Preventing burnout requires reducing stressors, increasing support, setting boundaries, and practicing self-care.
This document discusses stress at work. It defines stress as the body's response to any physical or emotional change, and notes that stress can be caused by both good and bad situations that require adjustment. It then lists and explains common symptoms of stress, different types of stress including positive and negative stress, stages of stress, tips for managing job stress, and strategies for reducing stress at work such as time management.
Stress can negatively impact college success if not effectively managed. Stress is the body's response to any internal or external stimulus that threatens well-being. Physical, psychological, and spiritual stressors can overload coping abilities and lead to distress. Effective stress management involves problem-focused and emotion-focused coping strategies like exercise, social support, and cognitive restructuring. Mind-body therapies such as meditation, yoga, and biofeedback can help reduce stress levels and its physiological effects on the body. Maintaining balance through preparing for challenges and using stress relief techniques is key to handling stressors.
Stress refers to an organism's failure to respond appropriately to threats, whether real or imagined. Workplace stress occurs when job demands do not match an employee's abilities. Common causes of job stress include pressure from investors, lack of unions, competition between companies, and swift layoffs. Both men and women can be affected equally by long hours, difficult coworkers, and lack of appreciation. Bullying and low decision-making ability can also contribute to stress. Chronic job stress can threaten physical and emotional health by causing impatience, lack of focus, worry, and imagined bad events. Preventing stress involves organizational changes like reasonable workloads, meaningful jobs, clear roles, participation in decisions, and social interaction opportunities. Healthy coping
This document discusses work-life balance and contains 19 slides about the topic. It defines work-life balance as properly prioritizing between career/work and lifestyle factors like health, leisure, family and spiritual development. The document explores myths and realities about work-life balance, reasons for imbalance, solutions, and benefits of achieving balance such as better health, productivity and relationships.
Basics of stress management and its implications in our life. possible remedial measures are listed out. A study on UG level students stress at The ICFAI University, Sikkim has been conducted and presented for reference.
The COVID-19 pandemic has negatively impacted mental health worldwide. Social isolation and stress about the virus, health, jobs and financial security have increased anxiety, depression, and exacerbated existing mental illness. Accessing mental health services has also become more difficult due to social distancing. Coping strategies include exercising, connecting with others virtually, getting enough sleep, and avoiding drugs/alcohol. However, the Philippines lacks sufficient mental healthcare resources as there is less than one provider per 100,000 people.
In the published Slideshare we talk about ways that could help in keeping the employees happy, which in turn would result in organizational growth.
Read more interesting content, at www.thecareermuse.co.in - We intend to inform and inspire recruiters, job seekers and anyone with an interest in the workplace and HR technology.
Hope you enjoyed reading the Infographic.
Feel free to share your feedback with us at @CareerBuilderIn
This document discusses promoting a positive health and safety culture within a fire department. It aims to make crews aware of the importance of a healthy and safe working environment. Key points covered include defining terms like duty of care, hazards, risks and risk assessments. The objectives are to understand what health and safety means, why it should be promoted, how it affects individuals and what it can achieve. Promoting these practices will help firefighters make better decisions, reduce accidents and ensure they can safely help others.
The document discusses stress, its causes, and management. It defines stress as the reaction people have to excessive pressures or demands. Stress arises when people worry they cannot cope. Job stress comes from demands not matching employee abilities. Common job stressors include conflicts, transfers, poor communication and lack of support. Stressed employees are less healthy, motivated, productive and safe. Stress management includes finding support, maintaining a positive attitude, time management, relaxation techniques, and workplace wellness programs which help employees handle pressure better and stay healthier. Stress management is important for health, happiness and productivity.
The document discusses various sources of workplace stress and provides 10 tips for managing stress. Some common sources of stress mentioned include unrealistic goals, job losses, relocations, losing coworkers, and bad bosses. The 10 tips provided to help reduce overall stress include maintaining a sense of personal power, practicing effective communication, developing good working relationships, choosing the right job, being flexible, managing anger, having realistic expectations, adjusting one's attitude, tying up loose ends, and taking time to revive.
managing mental health in the workplace - a leaders guideWBDC of Florida
This document provides a leader's guide for implementing an online training program called Managing Mental Health Matters (MMHM) in an organization. The guide summarizes the contents and objectives of the MMHM program, which contains 5 episodes that teach strategies for managing mental health issues in the workplace. It outlines how to use the pre-evaluation and post-evaluation forms to assess participant understanding, and includes templates for certificates of completion upon mastering the material in each episode. The overall goal is to increase knowledge and ability to recognize and manage workplace mental health issues through the online training and supplemental group discussions.
Mental health in the workplace
Implications of Mental Health
Factors that may result to poor Mental Health
Early signs of Negative Mental Health
Ways to maintain Positive Mental Health
Creating a MH Friendly workplace
What employees, co-workers, and employers can do.
This document discusses psychological problems in management, including stress, burnout, mobbing, and workaholism. It defines mental health and outlines factors that affect workplace health, including the individual employee, working environment, and organizational structure. Common causes of work-related stress are discussed, along with its physical and psychological symptoms. Mobbing and its negative impacts are described. The document provides advice for both employees and employers on addressing work-related stress, including promoting mental well-being, offering support, and complying with health and safety regulations.
New research from the Deloitte Centre for Health Solutions places workplace mental health and wellbeing at a tipping point, with employers increasingly reviewing their activities in supporting employee mental health and wellbeing.
This document discusses occupational stress, including its definition, sources, causes, effects, and ways to manage it. Occupational stress is the body's response to demands at work that do not match a person's abilities. It can be caused by factors intrinsic to a job like workload or time pressure, role issues, lack of career development, and poor relationships at work. If exposure to stressors continues, it can negatively impact physical and mental health as well as work performance. Both individual and corporate methods are suggested to combat occupational stress, such as maintaining a work-life balance, relaxation techniques, and improving work conditions.
Corporate wellness: Past, present and futureLimeade
Our webinar slides take you through the history and evolution of corporate wellness as well as two fundamental shifts changing the way we understand wellness. Watch the webinar on demand and check out our infographic on our blog: http://www.limeade.com/2016/03/watch-webinar-corporate-wellness. And if you want to get in touch, reach out to us at marketingteam@limeade.com.
The document discusses various sources and consequences of stress and provides techniques for managing stress. It discusses that stress is a normal part of life but can be overwhelming. It then discusses sources of stress such as the environment, social roles, physical health, and thoughts. Long-term stress can negatively impact health. The document then provides various stress management techniques including relaxation techniques like meditation, deep breathing, yoga and massage. It also discusses time management, cognitive techniques like thought stopping, social support, and ensuring a work-life balance.
Job stress arises when the demands of work exceed a person's abilities. This mismatch can cause stressors like conflicts, unwanted job changes, lack of resources, and poor communication. Stressed employees are shown to be less healthy, motivated, productive and safe. Their organizations also perform worse in competitive markets. The document recommends managing stress through finding support, maintaining a positive attitude, getting organized, prioritizing self-care activities, and relaxing. Practicing stress management can lead to physical, emotional and cognitive benefits like increased energy, stabilized mood, and improved focus.
Workplace burnout is a syndrome of emotional exhaustion, feelings of reduced personal accomplishment, and cynicism related to one's job. It can be caused by excessive job demands, role ambiguity or conflict, lack of resources or social support, and personality traits like perfectionism. Signs include physical exhaustion, frequent illness, detachment, loss of motivation, and negative outlook. Severe burnout is characterized by inability to get up in the morning due to exhaustion, excessive workload preventing recovery, cynicism where the job seems meaningless, and emotional drain from intense work without replacement of drained resources. Preventing burnout requires reducing stressors, increasing support, setting boundaries, and practicing self-care.
This document discusses stress at work. It defines stress as the body's response to any physical or emotional change, and notes that stress can be caused by both good and bad situations that require adjustment. It then lists and explains common symptoms of stress, different types of stress including positive and negative stress, stages of stress, tips for managing job stress, and strategies for reducing stress at work such as time management.
Stress can negatively impact college success if not effectively managed. Stress is the body's response to any internal or external stimulus that threatens well-being. Physical, psychological, and spiritual stressors can overload coping abilities and lead to distress. Effective stress management involves problem-focused and emotion-focused coping strategies like exercise, social support, and cognitive restructuring. Mind-body therapies such as meditation, yoga, and biofeedback can help reduce stress levels and its physiological effects on the body. Maintaining balance through preparing for challenges and using stress relief techniques is key to handling stressors.
Stress refers to an organism's failure to respond appropriately to threats, whether real or imagined. Workplace stress occurs when job demands do not match an employee's abilities. Common causes of job stress include pressure from investors, lack of unions, competition between companies, and swift layoffs. Both men and women can be affected equally by long hours, difficult coworkers, and lack of appreciation. Bullying and low decision-making ability can also contribute to stress. Chronic job stress can threaten physical and emotional health by causing impatience, lack of focus, worry, and imagined bad events. Preventing stress involves organizational changes like reasonable workloads, meaningful jobs, clear roles, participation in decisions, and social interaction opportunities. Healthy coping
This document discusses work-life balance and contains 19 slides about the topic. It defines work-life balance as properly prioritizing between career/work and lifestyle factors like health, leisure, family and spiritual development. The document explores myths and realities about work-life balance, reasons for imbalance, solutions, and benefits of achieving balance such as better health, productivity and relationships.
Basics of stress management and its implications in our life. possible remedial measures are listed out. A study on UG level students stress at The ICFAI University, Sikkim has been conducted and presented for reference.
The COVID-19 pandemic has negatively impacted mental health worldwide. Social isolation and stress about the virus, health, jobs and financial security have increased anxiety, depression, and exacerbated existing mental illness. Accessing mental health services has also become more difficult due to social distancing. Coping strategies include exercising, connecting with others virtually, getting enough sleep, and avoiding drugs/alcohol. However, the Philippines lacks sufficient mental healthcare resources as there is less than one provider per 100,000 people.
In the published Slideshare we talk about ways that could help in keeping the employees happy, which in turn would result in organizational growth.
Read more interesting content, at www.thecareermuse.co.in - We intend to inform and inspire recruiters, job seekers and anyone with an interest in the workplace and HR technology.
Hope you enjoyed reading the Infographic.
Feel free to share your feedback with us at @CareerBuilderIn
This document discusses promoting a positive health and safety culture within a fire department. It aims to make crews aware of the importance of a healthy and safe working environment. Key points covered include defining terms like duty of care, hazards, risks and risk assessments. The objectives are to understand what health and safety means, why it should be promoted, how it affects individuals and what it can achieve. Promoting these practices will help firefighters make better decisions, reduce accidents and ensure they can safely help others.
Factors that Affect Organizational CultureSlideShop.com
Culture is an important determinant of organizational success. In this presentation, we discussed what factors contribute to organizational culture. We also included practical examples to clearly illustrate our ideas.
More themed slides: https://slideshop.com/Themed-Slides
As a leader, you spend a lot of your time making sure that your team is working well together. Here are the secrets that every manager should know to make your team successful.
Subscribe to our free 11-day email course on HOW TO BE A BETTER LEADER:
http://officevi.be/29Sx4bK
Read more on employee engagement on Officevibe blog:
https://www.officevibe.com/blog
10 Ways Your Boss Kills Employee MotivationOfficevibe
This document outlines 10 ways that bosses can kill employee motivation, including micromanaging employees, focusing only on mistakes, dismissing new ideas, holding useless meetings, making empty promises, telling inappropriate jokes, not keeping their word, measuring employee success in the wrong way, setting unrealistic deadlines, and playing favorites. The document encourages bosses to listen to employee concerns to better motivate them.
Healthy people help to maintain a healthy business through their performance in the workplace. Supporting your people in mental and physical health beyond packaged healthcare benefits is becoming a business imperative. Diversity in the workplace needs greater consideration in the area of heath and wellbeing - one size does not fit all, not everyone likes to pound it out in the gym…Employees are looking for great empowerment, engagement and choices to take care of themselves and be supported to bring the best of ‘me’ to work.
The document discusses how employee health risks are directly related to company costs, and that healthy employees can contribute 12.5% more to a company. It then lists consulting services and training topics provided by Saxbee Consultants related to holistic health, stress management, healthy eating, fitness, and other personal and professional development areas. The trainer's background and qualifications are also outlined.
World Mental Health Day is observed annually on October 10th to raise awareness of mental health issues. This year's theme is mental health in the workplace. One in five employees experience a mental health condition, yet stigma persists as a barrier. Depression is the leading cause of disability worldwide and costs an estimated $2.5 trillion annually in lost productivity. Employers can support mental health by promoting wellness, understanding, and access to healthcare.
This document discusses mental health in the workplace. It covers definitions of well-being, mental health, and mental illness. It discusses signs employers should look for in employees and how to approach employees respectfully. The document outlines when employers can and cannot ask about mental health and gives examples of reasonable adjustments. It emphasizes creating a positive workplace culture that promotes well-being and managing mental health issues like physical health issues. The recovery model and Wellness Recovery Action Plan (WRAP) are presented as tools to support employees.
This document discusses workplace health and well-being. It covers topics like stress, burnout, and what individuals and organizations can do to promote well-being. Some of the key points include: defining burnout and its symptoms; research finding high levels of burnout among UK doctors; interventions for burnout like CBT and relaxation; and recommendations for individuals like connecting with others, learning new skills, and practicing mindfulness, as well as organizational changes. The document emphasizes the importance of addressing stress and burnout for the health of both individuals and the healthcare system.
HR Insights - Mental Health Awareness in the WorkplaceLaura Steggles
Muslimah Miah covered how to identify when staff may be struggling with their mental health, the consequences of ignoring mental health in the workplace and how companies can promote wellness amongst their staff.
This document discusses creating positive work environments for mental wellbeing. It begins with an introduction and karakia. It then covers understanding mental health and wellbeing, the importance of focusing on it at work, and statistics on issues like stress, anxiety and depression in the workplace. The business case for promoting mental wellbeing is made in terms of improved recruitment, retention, productivity and reputation. Key elements for creating positive environments are discussed, including leadership commitment, effective policies and communication, and evaluating progress. Specific strategies are provided like leadership modeling behaviors, policy reviews, team discussions, one-on-one check-ins, and addressing struggles. The document emphasizes starting initiatives and continually improving efforts to support workplace mental wellbeing.
The document discusses the role of HR in promoting employee wellness. It states that employee wellness initiatives that are implemented regularly can result in lower absenteeism and presenteeism, boosting workforce productivity. It then discusses the seven dimensions of wellness: emotional, environmental, intellectual, occupational, physical, spiritual, and social. For each dimension, it provides examples of how employees can improve that aspect of their wellness. The document emphasizes that promoting employee health and well-being through wellness programs can positively impact an organization's performance.
This document discusses considerations for assessment and risk management in providing ibogaine therapy. It emphasizes the importance of thorough client assessment, addressing physical, mental, spiritual and social well-being. A holistic assessment helps create an individualized treatment plan and builds therapeutic alliance. The provider's self-education and personal growth are also important to reduce risks. Developing trust with existing health services through consistency, transparency and best practices can help integrate ibogaine therapy.
This document discusses considerations for assessment and risk management in providing ibogaine therapy. It emphasizes the importance of thorough client assessment, addressing physical, mental, spiritual and social well-being. A minimum of 6 assessment sessions pre-ibogaine therapy is recommended to build trust and develop an individualized treatment plan. Integrating ibogaine therapy into existing healthcare services through consistency, transparency and professionalism is discussed. The document also highlights priorities for providers like self-education, cultural knowledge, and avoiding anti-establishment thinking.
Parallel Session 4.2 ‘It’s What Matters to me that Counts’ – Keeping the Pers...NHSScotlandEvent
This document summarizes Thistle Foundation's journey towards implementing a person-centered approach over the past 15 years. It discusses how Thistle redesigned services, invested in training staff in person-centered concepts, and now uses the Talking Points framework to focus on identifying and realizing personal outcomes for those supported. The framework emphasizes building strong relationships, focusing on strengths and what matters most to each person, and involving natural supports. While progress has been made, fully translating positive changes to quality of life remains a work in progress.
Jen Gash OT Show 2015 Learning to coach made me a better OTJen Gash
Coaching supports client-centered occupational therapy practice by helping therapists clarify client priorities and navigate complex expectations. It also helps clients understand their choices, navigate change, and take responsibility for their recovery or rehabilitation. While client-centered care is important, coaching acknowledges its potential shadow sides such as when individual needs may conflict with broader ethical concerns. The document argues that coaching skills will become increasingly essential for occupational therapists to adapt to a changing world and enable client resilience, hope, and ability to change.
The document discusses the expectations placed on youth and the importance of innovation from diverse backgrounds. It notes that youth today are expected to create opportunities and change. The document then lists the background and qualifications of a professional that the Saxbee Consultants company can provide for training and consulting services. This includes the professional's medical and teaching experience, corporate clients, media coverage, awards, and potential topics they could discuss.
The document outlines Jacobs' strategy to promote positive mental health in the workplace. The vision is to create an environment where employees can thrive and that promotes mental well-being. The strategies aim to raise awareness of mental health issues, support employees suffering from mental illness, and foster a supportive workplace. Positive Mental Health Champions and the Employee Assistance Program provide resources and referrals for employees. The importance of mental health for employees and businesses is highlighted, along with tips for maintaining well-being such as the "5 Ways to Wellbeing."
Saxbee Consultants provides training and consulting services on various topics related to health, wellness, and professional development. They have worked with over 250 corporations and 100 schools across India and abroad. Their trainer has extensive experience working with prestigious medical and educational institutions in India, the UK, and the US. Saxbee Consultants offers 30 topics for training sessions and the fee is Rs. 300,000 or $48,697.37 plus travel, boarding and lodging expenses. Clients can contact the founder and CEO, Parveen Kumar Chadha, for more details or to book a session.
The focus on productivity remains a key priority for government. In the session we looked at the impact of health and well being initiatives on increasing productivity.
Similar to Mental Health: Positive Work Culture is Vital (20)
Integrating Ayurveda into Parkinson’s Management: A Holistic ApproachAyurveda ForAll
Explore the benefits of combining Ayurveda with conventional Parkinson's treatments. Learn how a holistic approach can manage symptoms, enhance well-being, and balance body energies. Discover the steps to safely integrate Ayurvedic practices into your Parkinson’s care plan, including expert guidance on diet, herbal remedies, and lifestyle modifications.
Cell Therapy Expansion and Challenges in Autoimmune DiseaseHealth Advances
There is increasing confidence that cell therapies will soon play a role in the treatment of autoimmune disorders, but the extent of this impact remains to be seen. Early readouts on autologous CAR-Ts in lupus are encouraging, but manufacturing and cost limitations are likely to restrict access to highly refractory patients. Allogeneic CAR-Ts have the potential to broaden access to earlier lines of treatment due to their inherent cost benefits, however they will need to demonstrate comparable or improved efficacy to established modalities.
In addition to infrastructure and capacity constraints, CAR-Ts face a very different risk-benefit dynamic in autoimmune compared to oncology, highlighting the need for tolerable therapies with low adverse event risk. CAR-NK and Treg-based therapies are also being developed in certain autoimmune disorders and may demonstrate favorable safety profiles. Several novel non-cell therapies such as bispecific antibodies, nanobodies, and RNAi drugs, may also offer future alternative competitive solutions with variable value propositions.
Widespread adoption of cell therapies will not only require strong efficacy and safety data, but also adapted pricing and access strategies. At oncology-based price points, CAR-Ts are unlikely to achieve broad market access in autoimmune disorders, with eligible patient populations that are potentially orders of magnitude greater than the number of currently addressable cancer patients. Developers have made strides towards reducing cell therapy COGS while improving manufacturing efficiency, but payors will inevitably restrict access until more sustainable pricing is achieved.
Despite these headwinds, industry leaders and investors remain confident that cell therapies are poised to address significant unmet need in patients suffering from autoimmune disorders. However, the extent of this impact on the treatment landscape remains to be seen, as the industry rapidly approaches an inflection point.
Rasamanikya is a excellent preparation in the field of Rasashastra, it is used in various Kushtha Roga, Shwasa, Vicharchika, Bhagandara, Vatarakta, and Phiranga Roga. In this article Preparation& Comparative analytical profile for both Formulationon i.e Rasamanikya prepared by Kushmanda swarasa & Churnodhaka Shodita Haratala. The study aims to provide insights into the comparative efficacy and analytical aspects of these formulations for enhanced therapeutic outcomes.
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Kat...rightmanforbloodline
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Katzung, Verified Chapters 1 - 66, Complete Newest Version.
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Katzung, Verified Chapters 1 - 66, Complete Newest Version.
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Katzung, Verified Chapters 1 - 66, Complete Newest Version.
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1. Mental health:
Positive work culture is vital
Alison Xamon
President
WA Association for Mental Health
7th
May 2015
2. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
Waamh
• Western Australian Association for Mental Health
• Peak body for mental health sector in WA
• Incorporated in 1966
• Largely funded by, and works with WA’s Mental Health Commission
• Large membership base, predominantly community mental health
services, but also individuals and number of other organisations
3. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
• Our vision is to lead the way in supporting and promoting
the human rights of people with mental illness, their
families and carers, through the provision of inclusive,
well-governed community-based services, focused on
recovery.
Our Vision
4. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
Our three key areas of work:
5. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
Mental health is everybody’s business
• Mental health affects employers, employees, and families
• 1 in 2 people will experience a mental
health issue in their lifetime
• 1 in 5 affected any given year
• 5 in 5 people will know of someone
• Positive culture is vital for maintaining
a mentally healthy workplace
6. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
Today’s main topics
• What is mental health?
• Why mental health in the workplace is important
• Creating positive work culture
• Changing work environments
• How employment enhances mental health
• What can employers do?
• What should employees do?
• How can you help someone?
• Where to find professional services
and further resources
7. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
What is mental health?
• Mental health is having a sense of wellbeing, confidence
and self esteem
• Being mentally healthy enables us to fully appreciate and enjoy
other people, day-to-day life and our environment
• We can form positive relationships, use our abilities to reach our
full potential, and form resilience to deal with life’s challenges.
8. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
• Attract the best candidates
• Improve team morale
• Higher staff productivity
• Establish a strong public profile
• Positive reputation and brand
• Reduced Absenteeism
• Decreased staff turnover
• Higher staff and skills retention
• Lower overhead costs
• Save time recruiting, replacing and training staff
Mentally healthy workplaces
9. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
Unhealthy workplaces
• High levels of stress
• Sleep disturbance
• Impaired ability to make decisions
• Reduced output and performance
• Concentration problems
• Loss of self-confidence
• Depression
• Anxiety, hypersensitivity, panic attacks
• Post Traumatic Stress Disorder
• Incapacity to work
• Loss of energy, team morale and self-esteem
• In extreme cases, risk of suicide
10. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
• Pressure from competitive work environments
• Vulnerability to redundancy
• Job uncertainty
• Managing workload
• Job description or fit
• Lack of recognition or engagement
• Balance between work and family
• Demands of modern technology with people accessible 24/7
Changing work environments
11. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
• A workplace mental health and wellbeing program can eliminate
many of the costs associated with mental health issues
• Employers have obligations to provide a safe and healthy
environment, including psychologically.
• Employees have an obligation to protect their own mental
health and contribute positively to a workplace culture
• By having the right policies and procedures in place, and
maintaining a positive culture, workplaces are able to
successfully support people who may be vulnerable to
mental health issues
Creating positive work culture
12. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
• Right policies and procedures
• Access to referral services
• Approach issues sensitively
• Encourage team cohesiveness, with everyone one the
same side, working towards a common goal
• Promote people with the right leadership skills
• Hire the rights skills for the right role
• Train, grow, educate and mentor your staff
• Get involved with Mental Health Awareness Week
What can employers do?
13. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
• Include mental health in toolbox safety talks
• Grab a guest speaker to talk to your staff
• Up-skill managers with mental health training courses
• Endorse relaxation techniques
• Encourage healthy behaviour with nutrition and exercise
• Display posters / signage on mental health in common areas
• Review your OHS policy to ensure it addresses mental health
• Remind staff about their free access to EAPs
Some ideas
14. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
• Look after yourself
• Have interests outside of work
• Employ a positive attitude
• Employees need to take responsibility too!
• Find a job that gives you purpose and uses your strengths
• Take annual leave and your lunch break!
• Practice mindfulness or meditation
• Everyone has a role to play in creating a positive culture
• Find your passion – learn a new skill or volunteer
What can employees do?
15. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
• You may be concerned about someone
• Approach sensitively - think about time, place, tone
• Frame the conversation
• Let them know what behavioural change you’ve noticed
• Ask if they agree
• Listen!!
• Sometimes just talking will be enough
• Refer to professional advice if necessary
• Positive cultures allow people to feel safe speaking up
• Make it clear – it’s NOT an expectation to disclose a
mental illness if it is being managed properly and having
no effect on your performance at work.
How can you help someone?
16. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
• Where can you refer people?
• You may be a manager, friend or kind ear – but you are
not a psychologist or clinician!
• It’s important NOT to diagnose or label anyone
experiencing distress at work
• After you’ve followed the correct approach steps, further
advice or assistance may be required
• Employee Assistance Program (EAPs)
• Community Mental Health Services
• Talk to your GP
Professional services
17. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
• The importance of employment for positive mental health and
wellbeing should not be underestimated, providing:
• Sense of purpose
• Belonging to a team or company
• Improves self esteem and confidence
• Teaches new skills and knowledge
• Promotes social inclusion
• Creates routine
• Financial independence
• Improves social relationship building
Employment = good mental health
18. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
• WAAMH
• BeyondBlue
• Brain Ambulance
• Blooming Minds
• SANE Australia
• Black Dog Institute
• Diabetes WA
• This FIFO Life
• Mental Health Week
• The Mentally Healthy Workplace Alliance
• Return to Work
Further resources
19. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010
Contact
Alison Xamon
info@waamh.org.au
waamh.org.au
08 9420 7277
Follow us on Twitter @TheWAAMH
Find us on Facebook, LinkedIn, YouTube, and Flickr
Editor's Notes
Intro
It’s nice to have the opportunity to speak to you all and it’s great to see that you all want to learn more about mental health in the workplace and promoting a positive work culture.To start with, has anyone heard of WAAMH before?
Anyone want to hazard a guess at who we are or what we do?
For those who don’t know - we are the Western Australian Association for Mental Health or WAAMH for short.
We’ve been around for more than 50 years and are the official peak body for mental health in WA.
We represent a large membership base, largely made up of community mental health services in the State.These community groups are non government agencies and provide a critical network of non-clinical services that support people affected by mental illness and their families to live valued lives in the community.
But we also have corporate associate members and other community partnerships too.
To provide some background on what WAAMH does and hopes to achieve:Our vision is to lead the way in supporting and promoting the human rights of people with mental illness, their families and carers, through the provision of inclusive, well-governed community-based services, focused on recovery.
To fulfil this vision, we engage in three core areas of work:
1. We advocate for effective public policy on mental health issues
We deliver workforce training and develop the capacity of the community mental health sector.
We promote positive mental health, wellbeing and resilience to the general public through community education and awareness campaigns, such as Mental Health Week, and these types of seminars.
I’m here today to talk about mental health in the workplace.Mental health issues can affect anyone - employers, employees, families and colleagues.
It’s estimated 1 in 2 people will experience a mental health in their lifetime
1 in 5 people will experience a mental health issue in any given year
And, arguably, 5 in 5 people will know of someone affected a mental health issue
In this session, I’ll discuss some practical tips to ensure your workplace promotes good mental health, and in turn creates a healthy workplace culture. But it works both ways – a positive work culture also promotes good mental health.
Today, my talk will based largely on what I mentioned in my epilogue of the workplace mental health lift out, of which I have free copies of available for you today. There is also stack of other useful, timeless information, case studies, and tips in this magazine for maintaining a positive work place culture towards mental health.
My main topics I will cover today include:Why a mentally healthy workplace is so important
What is good mental health?
Why employment is good for mental health
How to achieve a positive work culture in our ever changing work environments
What can employers do?
What can employees do?
How can you help someone?
Where to find professional services
It’s important to define what mental health is and clarify its difference to the terms ‘mental illness’ or ‘mental disorder’. The World Health Organisation defines “mental health” as ‘A state of complete physical, mental and social well-being, and not merely the “absence of disease". It is related to the promotion of well-being, the prevention of mental disorders, and the treatment and rehabilitation of people affected by mental disorders.’
WHO defines mental disorders as comprising a broad range of problems, with different symptoms, generally characterised by some combination of abnormal thoughts, emotions, behaviour and relationships with others. Most disorders can be successfully treated.
Good mental health is having a sense of wellbeing, confidence and self esteem
It enables us to fully appreciate and enjoy other people, day-to-day life and our environment
When we are mentally healthy, we can form positive relationships, use our abilities to reach our full potential, and form resilience to deal with life’s challenges.
Creating a mentally healthy workplace is just as important as maintaining a physically safe one.
Mentally healthy workplaces: - Attract the best candidates Improved team morale
Strong corporate culture
Positive reputation and brand
Higher productivity
Reduced Absenteeism
Decreased staff turnover
Higher staff and skills retention
Lower overhead costs – For every $1 invested in good employee mental health, businesses will save $2.30.
Saving time from recruiting and training new staff
If mental health issues are not addressed in the workplace, the personal and financial costs are immense for everyone.
Mentally unhealthy workplaces have the potential to cause:
High levels of stress
Sleep disturbance
Anxiety
Panic attacks
Post Traumatic Stress Disorder
Depression or a sense of isolation
Impaired ability to make decisions
Reduced output and performance
Incapacity to work
Concentration problems
Loss of self-confidence
Loss of energy, low team morale
Lower self-esteem
Hypersensitivity
In extreme cases, risk of suicide
Mental health awareness in the community and at work has never been more important.
We are in an era of rapidly changing workplaces and employer obligations to provide a safe and healthy environment, including psychologically.
In the current climate, people may be facing:
Pressure from competitive work environments
Vulnerability to redundancy and job uncertainty
Employees may be struggling with:
managing their workload,
Job description or fit
Lack of recognition or engagement
Balance between work and family
Demands of modern technology making people accessible 24/7
Through a workplace metal health and wellbeing program, many of the costs associated with mental health issues can be eliminated.
It’s important to remember that establishing a good workplace culture is a dual responsibility, between both employers and employees.
Employers have obligations to provide a safe and healthy environment, including psychologically.
Employees have an obligation to protect their own mental health and also need to take responsibility for contributing to workplace culture
By having the right policies and procedures in place, and maintaining a positive culture, workplaces are able to successfully support people who may be vulnerable to mental health issues.
Positive cultures allow people to feel safe speaking up.
We encourage employers to take the necessary steps in identifying potential problems in the workplace, create positive work cultures and educate staff, in order to prevent mental health concerns developing into serious issues.
Informing staff where they can find help is a crucial step in early prevention and interventions.Promote people with the right leadership skills - good managerial and personable skills don’t always equate to how long people have been with the company or other technical capabilities they may have.
Find the right fit and appoint people to roles which use their strengths and skills set.Train , grow and mentor your staff.
You can also reduce stigma about seeking help, by encouraging mental health awareness.
Some ideas:
Include mental health in toolbox safety talks
Grab a guest speaker to talk to your staff
Up-skill managers with mental health training courses
Endorse relaxation techniques - mindfulness or meditation
Encourage healthy behaviour on nutrition and exercise
Visible posters / signage on mental health in common areas
Review your OHS policy to ensure it addresses mental health
Remind your staff about their free right to the Employee Assistance Program (EAP) and how to access it.
It’s not only employers and managers who need to take responsibility for workplace culture.
Employees need to take responsibility too!Once good policies and leadership are in place, there are steps employees can take towards protecting their own mental health and wellbeing.
Looking after your own emotional wellbeing means you proactively help contribute to a positive atmosphere and pleasant team environment. Here are some tips:
Eating nutritious food, staying hydrated, and doing regular exercise all helps us feel well and positiveGet a good nights sleep, so you are properly rested and recharged ready for the next day
Have interests, hobbies and recreational activities outside of work that have meaning for you
Lighten up and don’t take yourself too seriously – having a laugh can make a world of difference.
Job satisfaction is important – Find a job that provides you with meaning or for a good cause. Identify your skills and strengths and apply for roles accordingly.
Organise your day, your week, your schedule – This way you won’t feel overwhelmed or react negatively to unnecessary stress or varied tasks.
Take annual leave and your lunch break! – Get away from your workspace and take some time outdoors to pause and reflect
Practice mindfulness, mediation, yoga or other relaxation techniques before work
Limit alcohol and caffeine in take - believe it or not, there are other ways to feel energised! Walking for 30 minutes boosts your energy levels and make water your drink of choice.
In your workplace, you may be concerned about someone, or notice they are reacting intensely to constructive feedback or seem more sensitive than usual.Many people can easily identify that they have noticed changes in someone, but they often don’t know how to approach the person. They don’t want to intrude; yet they do want to offer support. They don’t want to say the wrong thing; but they don’t want to say nothing.
Try and aim to have open and respectful conversations with the people you’re concerned about. Here is a brief guide on how best to approach the mental health topic in the workplace.APPROACH THEM SENSITIVELY – TIME, PLACE, LANGUAGE - Choose a time when you can dedicate your full attention to the person. Neither of you should feel rushed, nor be likely to be interrupted.- The place should both feel safe and private.
- You have the best chance of engaging positively with the person if your language is respectful and non-judgemental. 4 STEPS TO HAVING THE CONVERSATIONSTEP 1. FRAME ITBefore you have the conversation with the person consider whether your observations and concerns are related to their work performance or to their personal wellbeing. Do you have a leadership role with the person, or not? This will determine the way you frame the conversation – it’s boundaries and likely outcomes. If your issue is of personal concern only, you can choose to raise your concerns with the person but be prepared not to go any further if the person does not want to discuss the issue with you.If your observations are indicating a work performance issue and you are in a position of responsibility for this person, you will need to frame the conversation as being related to professional concern. You are providing the person with the opportunity to raise any issues that may have affected their work performance, and if they do so then you will discuss possible adjustments with them. However if they choose not to discuss any contributing issues (such as personal or mental health problems) then you will still need to deal with the performance issues. STEP 2. “I’VE NOTICED ...” The next step is to describe what you have noticed that has led to your concerns. Keep your observations objective and measurable – you should not be attempting to give them a diagnosis or be stating your personal judgements and opinions. Outline the observed change in their behaviour or simply say: “I’ve noticed...”. Try to only focus on their behaviour, and not your interpretation of what this behaviour might mean. STEP 3. “HAVE YOU NOTICED ..?”Asking them “Have you noticed...?” or “Is that true for you?” or ‘Is there something going on with that?”, gives them an opportunity to connect with you if they choose to do so. It helps them to clarify if you are on the right track or if there is some other reason for their behavioural changes. STEP 4. “ZIP IT!” The final step in the process involves you not saying anything: ‘Zip It!’ Many people find this the most difficult stage, but it is vital that you let the person find, organise and relay their thoughts to you, if they choose to do so. You sometimes need to be silent for twice as long as you think is socially appropriate, to allow the person time to catch up with their thoughts, and to decide what they are willing and comfortable to disclose in this situation.
When listening to someone experiencing distress, it’s very important NOT to try diagnose, assess or label them with a type of disorder
You are a professional colleague or manager - but not a psychologist or clinician!You can recommend or refer them to find a professional services though.
Employee Assistant Programs provide a host of wonderful benefits for all employees and are both confidential and covered financially by your employer. However, there are a range of other services based in the community that can also help. People like choice. WAAMH has a service directory on its website featuring a list of all the community mental health services in WA - you can breakdown your search by location or service categories. If in doubt, advice people to schedule an appointment with their GP.
It’s important not to under estimate how important returning to work is for someone who experiences a serious mental health issue.It’s outdated thinking that people need to rest and do nothing as part of their recovery. Going back to work and having a sense for purpose is very important for people’s sense of identity and self esteem.A Contributing Life: the 2012 National Report Card on Mental Health and Suicide Prevention, published by the National Mental Health Commission, raised the importance of participation in work and employment for mental health and a meaningful life.Employment expands social relationships and skills, providing a better sense of self.
Involvement with others and financial independence are benefits people gain from having work.
People living with a mental health problem can and do want to make a significant contribution to their community and society by engaging in meaningful work.However the longer these people are unable to do so, Australia’s society, economy and the people themselves are being diminished and undermined.
Further resources on mental health in the workplace and positive work cultures are available online. Last year, in the lead up to our annual event, Mental Health Week in October, we saw a marked increase in employers and organisations requesting resources for their staff and to display in the workplace.We recognise the needs, pressures and demands of the modern workplace and have adapted our resources and training to meet these needs.
So please get in touch with us, if you need more information.