1. leadersmasterclass.info
    mhri.com.au/events

    Do you always know why an employee is underperforming?

    It could be a lack of skills, effort or care -- but it could be the sign of an underlying mental health issue.

    Learning to identify these issues and understanding the most appropriate course of action is exactly what we'll teach you at The Leaders Masterclass -- and it's an essential part of running a busy, thriving organisation.

    The Leaders Masterclass has been designed to both bring you up-to-date with the current mental health landscape -- particularly with regard to mental wellbeing in the workplace -- and to give you the practical skills necessary to deal with issues.

    The Leaders Masterclass will immerse you in "real-life" practical situations designed to develop the skills and knowledge required for not only managing specific mental health crises when they occur, but also putting in place a strategic plan focused on identifying and resolving issues before they arise.

    You'll learn and take on practical assignments in the following areas:

    • Workplace mental health -- what is it, and why it's important
    • Distinguishing fact from fiction
    • Exploring the three leading mental health disorders in the workplace
    • Identifying mental health issues early on
    • Understanding life with a mental health illness
    • Learning the leader's role in mental health issues
    • Responding to mental health emergencies
    • Conducting difficult conversations with employees
    • Achieving positive outcomes
    • Developing preventative and recovery strategies

    If you have any further questions, you can email us at admin@mhri.com.au or give us a call (61 2 8003 3600).

    # vimeo.com/136676631 Uploaded 21 Plays 0 Comments
  2. Website: mhri.com.au
    MHFA Website: thebestfirstaidformentalhealthproblems.com.au

    If you are a manager, you probably don’t need much convincing that working in a mentally healthy place is imperative. And you would also agree that managing mental health issues at work can be tricky.

    That’s why I want to share with you one of The 7 Pillars for a Mentally Healthy Workplace. The 7 Pillars model is a simple but powerful guide to show you what to change and how in order to create a mentally healthy workplace

    The 7 Pillars are core principles that need to underpin everything you do as a leader. If you really take this on board and really follow it, this will improve your practice as a manager, and it will save you time and energy managing mental health issues at work. These principles have been distilled from the extensive and rich qualitative and quantitative research conducted since the 1970’s that highlights what really works for people recovering from mental health problems.

    I’ll start with pillar number 1 - “Us, not you.”

    This principle helps you take your organization or your team from stigma to unconditional positive regard for the person. What does it mean? In today’s workplaces, research shows that people are afraid to come out and tell their managers they are experiencing mental distress. Why? Because they feel it will hurt their careers. That’s what stigma is – discrimination because of a mental health problem. These beliefs run deep and create a lack of trust between management and staff. We need a paradigm shift. A shift of perspective that helps turn the problem into a competitive advantage. But how do we do that? We create and promote Unconditional Positive Regard.

    But what does an organisation with Unconditional Positive Regard look like? It’s one where people are convinced that you value and appreciate them as a contributing member despite of mental health challenges and, at times, because of having experienced mental health problems. Now, that sounds counterintuitive doesn’t it? How does that even work?

    Let me illustrate - In days gone by, miners used to take a little canary into the mine. You know why they used to do that?

    Because in the mines there are dangerous gases that can come up, toxic gases. So miners used to take a canary because the canary, being a more sensitive animal, would start feeling sick, unwell before anyone else would…so they would watch the canary and if the canary started feeling unwell, what do you think they did? Well, I can tell you what they didn’t do. They didn’t say: “Don’t worry about it. He’s faking it! I’m sure he’s faking it.” “He’s not pulling his weight, is he?” No, they didn’t, did they? They got out of that mine immediately! They took care of the canary. They understood that the canary had a more sensitive nature. But they knew that that sensitivity itself IS the strength of the canary! That’s what made the canary such a good and valuable member of the team, didn’t it? You get it? So then going, “He’s faking it. Don’t worry about it. Let’s keep him out of the group.” “I am so busy, I don’t have time for this! This is most inconvenient, we’re producing so well, and now he goes crazy, this canary...” it’s not going to work!

    So maybe there’s room for us to change, to revolutionize how we look at mental health and start thinking, “Is there something that we can learn together from this member of our team that seems to be in a more sensitive space at the moment?” Almost like a canary’s space. What are the toxic fumes that can possibly be in this team that no one else seems to have picked up yet, but that everyone is breathing? … It’s a more useful approach, isn’t it? So that’s what this first principle is about - “Us, not You”, acknowledging that we are in this together. To really start thinking and breathing as a team, “Hang on. One of our members is not well. That member is actually expressing what quite a few members in the team are not expressing.” And this is what the first Pillar is about: it’s not Your problem, but OUR problem, OUR opportunity.

    So how do we put this into action at work? Well, ask yourself: do people feel safe to disclose to their manager when they are experiencing a mental health problem? Do your leaders know how to address stigma and discrimination when it arises at work? Do you have initiatives to support mental health for ALL employees, not just those who are having a mental health problem. Are reasonable adjustments (or flexible arrangements) accessible to ALL employees? These are some starting points to ensure Pillar 1 ‘Us not Them’ is upheld.

    I hope you have enjoyed this video and gotten some value out of it. If you have, please share it with others so that they benefit also.

    Till next time, take care of each other.

    Pedro Diaz - CEO of The Mental Health Recovery Institute

    # vimeo.com/136884965 Uploaded 113 Plays 0 Comments
  3. Visit us at mhri.com.au & leadersmasterclass.com.au

    Workplace mental health is a growing concern for many managers. Many of the traditional approaches to addressing mental health at work, are simply not working, and in some cases, are even making things worse!

    In this video series, the 7 Pillars of a Mentally Healthy Workplace, we take an honest look at 7 principles, or 7 areas, that if addressed can minimise the impact of mental ill-health at work, and create a healthy and safe workplace culture that performs really well, even under high pressure situations.

    Pillar, or principle, number 2 – Organisational Plasticity helps managers like you address a Toxic Fume that often creeps into teams inadvertently, the toxic fume of the ‘Fear of Making a Mistake’.

    You see, managers are expected to avoid risk at all costs these days. And that means they are looking for a definite process, that will deliver a definite result.

    But when it comes to Mental Health, there is no definite solution for all employees. There is no one size fits all process to be followed.

    Unfortunately, when someone becomes mentally unwell at work, most workplaces tend to apply just 2 default options – either send the person to an EAP service (that’s an employee assistance program), or send them away on leave. While these two options are a good start, they are just not enough. And the underlying message that staff can hear is go take your problem somewhere else. Now I know that’s not what is meant, but that is what some people will hear.

    In our mental health workshops for managers, we educate participants about the concept of frames in mental health. A frame, is a specific way that a person makes sense of their world – their life view.

    Our workplaces, and indeed our society right now favours the Medical and Psychological frames. That is why, when someone is unwell, most workplaces encourage the person to seek medical help, or counseling. But not everyone views mental health through these lenses.

    And this is important because your colleague is going to access the help they need through their preferred frame, not yours. And, if they are to recover, they will do so by taking steps through their preferred frame.

    If we, push our own frame onto the person, the likely result will be one of conflict, resistance and, in some cases, complaints of harassment and/or bullying.

    So what can we do? Firstly, we need to find out the persons Frame - their preferred explanation of what is happening. Once you know their frame, you know what motivates them, now you are ready to elicit solutions from them and get better outcomes.

    We need to be willing to be very flexible in our approach, and provide a range of possible solutions & supports for people to access.

    This can be difficult for managers, and when faced with a complicated mental health situation, many feel out of their depth.

    But because of that unknown, more often than you think, managers hope that the problem will go away and, when it doesn’t, they do what we all do in difficult situations: overreact and become rigid, even controlling. Why? Because we fear making a mistake that will hurt our reputation and we become defensive.

    Instead of becoming very rigid in our approach, we need to do just the opposite, open up to alternative solutions, that are chosen by the individual. These are the ones that are most likely to work - getting the best outcomes for the person involved, the whole team, and the business.

    Make sure that you engage your team in coming up with a variety of honest and truly flexible arrangements that encourage wellbeing in your teams. Of course, this doesn’t mean that anything goes. We understand that these Authentically Flexible arrangements will, out of necessity, vary from one organisation to another. But these are a great start.

    Make sure you get to be known as someone able and willing to adjust and adapt as necessary. Someone able to let go of old ways and embrace new ways. This will build the trust you need to build a great team that has fun and enjoys good mental health – while also performing at high levels!

    I hope you enjoyed this video. I wonder if it would be ok with you that I ask that you share this video with other managers or HR and WHS professionals that you think might benefit. Thank you. Bye for now ☺

    # vimeo.com/136886370 Uploaded 11 Plays 0 Comments
  4. Visit us at mhri.com.au
    and unbouncepages.com/advanced-leaders-masterclass/

    Let’s face it, many workplaces are toxic. And often, they don’t even know it. And it’s not good for business.

    Hi, I’m Pedro Diaz, CEO of The Mental Health Recovery Institute and I want to give you an insight, a taste, into our Advanced Leaders Masterclass.

    One of the questions I get asked all the time is ‘Pedro, what does a mentally healthy workplace look like?’ In short, a mentally healthy workplace is the type of workplace that people can’t wait to go to every day! Because they feel good, they feel valued and productive.

    But, how does a manager create a mentally healthy workplace?

    We’ve worked with hundreds of organisations around Australia, and what we have found is that even managers with the best intentions, often get it wrong when it comes to implementing mental health strategies that really work. Why?

    Because they don’t have the knowledge and understanding of mental health needed, to really make it work. And why should they – they are managers, not mental health experts!

    Mental health is an incredibly complex area. Many of the traditional, and simplistic approaches to mental health that have been provided up to now, are failing our workplaces. A new approach is needed!

    In our Advanced Leaders Masterclass, we provide managers with the knowledge and tools they need to create a Mental Health Plan for their team or organization, that actually works!

    During the Masterclass you will be guided by expert workplace mental health specialists to:

    – Run a diagnostic assessment of the mental health of your team
    – Apply the 7 Pillars of a Mentally Healthy Workplace to your situation
    – Get to be coached by our workplace mental health specialists in the room
    – Use the 7 Pillars to set the basis for the work change with your team
    – Use our advanced Audit tool to determine the mental health and wellbeing areas that you want to improve on
    – develop a master plan to move things forward in a massive way

    The Advanced Leaders MasterClass guides participants through a comprehensive diagnostic assessment of mental health and wellbeing in your organisation; provides an understanding of the range of resilience building strategies available; and enables you to walk away with a blueprint for action, tailored specifically to your organisation or team.

    Very exciting and effective stuff.

    I hope you’ve enjoyed this video and I hope this has been informative.

    If you want to know more, please join us at the next Advanced Leaders Masterclass. See you soon! ☺

    # vimeo.com/136888895 Uploaded 2 Plays 0 Comments

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