Category Archives: Psychology

Psychological-Self-Defence

Advanced Psychological Self-Defence

Protecting Yourself from the Expert Manipulation of Psychopaths, Sociopaths and Other Difficult People

Have you ever been in a relationship where, for some reason, you couldn’t quite figure out, you felt as if you were being controlled or restricted in some way? A relationship where you started to doubt yourself, your actions, and your emotions, or felt as if something just wasn’t right? If you have, there’s an excellent chance that you were being manipulated.

What, Exactly, is Manipulation?

While it does have a negative connotation, manipulation is a natural, effective and useful tool that helps us survive and thrive in society. We start using unconscious manipulation as infants and small children. For example, when they get hungry, babies cry. This manipulates their parents into doing what they need, giving them food. Children will often do the same thing once they realize how powerful their cries are, for example, using them to manipulate their parents into purchasing them a toy.

Psychological-Self-Defence

This type of manipulation is, truth be told, relatively normal behavior. All children do it, so the last thing you want to do is judge them or deride them too harshly. At some point, with discipline, most children grow out of self-obsessed manipulation and mature into adults who are considerate of others, kind and don’t need to use manipulation to get what they want or need; they ask. But it doesn’t always work out that way and, for some, immature manipulation traits can continue into adulthood.

When adults use wanton manipulation, however, it often is emotionally and psychologically dangerous and damaging. That’s because, at its core, manipulation is a subtle (and sometimes not so subtle) form of control. Control of an individual, a group, team, or organization, or even an entire nation. When a car salesperson pushes you to make a purchase, they’re trying to control both you and the situation to create an outcome that favors them (i.e., more sales). The problem is when their wanting to sell the car is more important to them, than your need to buy one.

You can walk away from that type of situation, of course, but it’s not as easy if, say, the person manipulating you is your partner, a colleague, or someone in power, and they’re doing it to ‘keep you in line’ or otherwise derive some other benefit from your abject obedience. In short, manipulation is a typical human trait that, when selfishly abused, can be quite damaging.

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The Different Types of Manipulators (And Why They Do It)

Manipulation covers a whole range of different scenarios and situations, from more ´mild´ forms, to those that are much more damaging and dangerous. To help us clarify, we´ve identified at least 3 types of manipulators:

  1. Immature – like a child, they don’t intend harm, but are merely self centred
  2. Entitled – they believe they deserve things to be their way, and don’t want to cause harm, but will justify hurting others, to get what they want.
  3. Pathological – they don´t care who gets hurt, or even enjoy causing harm to others. This includes sociopaths, who may act impulsively without thinking how others may be affected, and psychopaths who are cold and calculating and may even play along within societal rules to achieve their own objectives, but with zero regard for human life or emotions.

Identifying the Obvious (and Not So Obvious) Signs Of Manipulation

Some of us are very trusting people, and when we meet someone new, it may not even cross our minds that they could have ulterior motives, or not be completely trustworthy. You might dive into a new romance, friendship, or business partnership assuming that the person has none other than the best intentions, only to find a little while down the track that things start to go pear shaped.

If you´re nodding your head here, it´s likely that you may have been burnt before in this respect. You´ve probably had friends and family tell you that you´re too trusting or naïve. And they could be right.

On the other hand, some people (usually those who have been burnt too many times before!) err in the other direction, and could be very critical and closed off, even suspicious towards someone new.

As with all things, a bit of balance is called for. It is worthwhile as you are getting to know someone that you remain aware, but not hypervigilant, to the way they behave and communicate.

To know if you’re being manipulated, you need to know the signs and, if you will, symptoms of unhealthy manipulation. Like the early days of the flu, things won’t ‘feel right’ when you’re being manipulated. That’s the best time to nip it in the bud, frankly, so knowing what to look for (and all the many signs of manipulation) is vital.

Things Don’t ‘Add Up.’

One of the most common signs you’re being manipulated is when situations and circumstances don’t add up or make sense. If your new partner is trying to convince you, for example, to sign away your home to them so that you can save money on a new mortgage. That doesn’t make any sense and would be a big red flag that they may be manipulating you.

You Start To Question or Doubt Yourself

Some manipulators are very good at what they do. So good, in fact, that they can start to make you doubt yourself and start seeing things their way. Their manipulations can make you feel as if you’re going a little crazy as your brain tries to figure out what’s going on.

Something Feels Off (Your ‘Gut’ Is Telling You To Be Careful)

Knowing how to feel and trust your ‘gut feeling’ is essential to sniffing out a manipulator. It’s a little feeling that says ‘hey,’ this doesn’t seem right’ or ‘get the heck out of here, this is a bad situation´. If something feels ‘off’ to you, there’s a good chance it is and that you need to extricate yourself from the situation.

Understand the Common Manipulation Strategies

People who use manipulation for evil or immoral intent have specific tried-and-true strategies they use and use often. Knowing these strategies will make it easier for you to spot if you’re in danger of becoming the victim of a predator, sociopath or psychopath.

Initial Grooming and Creating Trust

This strategy involves being nice to you and creating a feeling of trust and security. It can happen quickly (within a few hours) or over a longer period of time (weeks or months).

Playing Your Emotions With a Sad Story

Human empathy is an excellent thing, no doubt. Manipulators know this and use sad stories to hit your empathy button. Portraying themselves as weak or a victim, ironically, is how they manipulate their victims.

Foot in the Door

A classic strategy of persuasion: I ask you to make a small concession, to which you reluctantly agree. Like the unwelcome houseguest who asks to stay for ´just a couple of weeks, til I get on my feet´ and is still living with you (rent free) a year later.

Separating You From Those Who Love and Care About You

This is one of the most wicked forms of manipulation, putting a wedge between their victim and those who care about them (and who may alert you to their ways). They create drama where there is none, making their victim believe that their family or friends have shunned them (or worse).

Praise or Putting You Up On a Pedestal

This is a prevalent strategy used by sociopaths. By showering compliments, they overwhelm their victim’s gut feelings, leaving them highly vulnerable. Manipulators have used this technique to steal from people for eons, preying on their victim’s vanity or lack of self-confidence. Praising you for following their orders or giving them what they want

Ridicule and Sarcasm

Praise can often be alternated with ridicule and sarcasm, designed to avoid addressing your concerns (no matter how legitimate), create shame and self doubt, and deter onlookers from even considering your perspective or supporting you.

Twisting the Facts

This can be the most frustrating, but sometimes you won´t even know it is happening. This can include exaggerating or understating the facts, bias, outright lying, feigning ignorance, making excuses, leaving out important details, using language to mislead, and so on.

Reciprocity & Guilt

They may go out of their way to do something for you. It could be just that they are nice, but beware, if they try to convince you that you ‘owe’ them, they’re using reciprocity as a manipulative tool. Or they may flat out blame you when something they have done doesn´t turn out well. This is where it starts to take a horrible turn and can often lead to…

Fear, Threats and Intimidation

Creating fear, threatening violence or to reveal intimate knowledge is a potent strategy and used by sociopaths and psychopaths frequently. Some will veil their threats (however thinly) with storytelling. For example, by telling their victim a story about “a lady who went to the cops but later disappeared and was never heard from again” or “imagine what would happen if your family found out about what you did¨.

Wearing you Down

All of these strategies can play with your mind and emotions to such an extent that after some time, you simply get worn down and end up giving in to the bully.

How to Protect Yourself

The very best way to prevent yourself from becoming a victim of a sociopath or psychopath’s manipulation is to nip the problem in the bud as soon as it starts.

While most people are good, well meaning people just trying to do their best in this world, there will always be a small percentage,who are willing to trample on other people´s rights to achieve their own outcomes and agendas. Some of these are even wily or charismatic enough to make it into positions of power.

When it comes to protecting yourself, you really only have two options:

  1. Walk Away– If someone is trying to manipulate you, your best bet is to disengage completely and walk away. It might not always be possible, of course, but if it is, that’s your best course of action.
  2. Learn how psychological manipulation operates so you can spot it coming, and avoid you or your loved ones falling victim to it.

Either way, don´t allow yourself to be manipulated. The costs are simply too high. And when you see signs of psychological manipulation at play, whenever possible, speak out about it. If you don´t, you may find yourself or someone else in a world of trouble not too far down the road.

In our online learning course ´Psychological Self Defence´ we show you 18 different strategies you can use to handle a master manipulator, sociopath or psychopath, and how to protect yourself both in physically, mentally and emotionally.

Author: Peter Diaz

Peter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organisations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.

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The-Psychology-of-Fear

The Psychology of Fear: How Fear Harms Workplaces and People’s Lives

‘El miedo es gratis’ (Fear is free) – Old Spanish proverb.

Most people in Spain have grown up hearing that. Fear is free. What that means is that fear is free, as in, it doesn’t cost any money. But it turns out, they weren’t 100% right, were they? No, you don’t need to pay money to be afraid, but Fear,it turns out, is very costly. It has a high psychological cost, physical cost, and a financial cost, since, at the very least, it stops you from doing things and taking chances.

Today we see the whole world gripped by fear. A fear with a name but without a face. A fear that has been going on since the beginning of the year. A fear that has become imperative we get rid of immediately. Why? Because prolonged fear causes a type of stress that can become really hard to ditch.

THE ROLE OF FEAR

In psychology we see fear as a basic and ever-present emotion. A certain amount of fear is normal, even good for us. It helps us to survive, by having an inbuilt, rapid mechanism to detect danger, and therefore allow us to take action to prevent harm. It is the foundation of our fight or flight response.

The-Psychology-of-Fear

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THE PROBLEM WITH FEAR

The problem is that if our fear response goes into hyper drive, it can cause harm itself. It can paralyze us and stop us from taking actions that would be beneficial to our wellbeing. It begins to control us rather than serve us. And when fear is prolonged, the potential for serious mental distress in the form of mental disorder is greatly increased.

In mental health, we know that all mental illnesses are founded in, or at the very least, accompanied by, a large amount of fear. This means that when someone you love experiences mental health distress, of any kind and severity, you can be fairly certain that at some level, fear is involved. Fear may be lurking just under the surface, or it may permeate every aspect of their life and their decision making.But, how specifically?

HOW FEAR IMPACTS US

Decision Making – A fearful person cannot make good decisions, the decisions that they normally would make, because fear impairs and interrupts good cognitive function. For example, the research shows that when we are stressed, we are less likely to choose good healthy foods. So much for dieting when you’re afraid of being disliked! Another common response to fear is to delay making any decision, because we are too worried about what the consequences might be if we make the wrong one!

Fear

“We have nothing to fear but fear itself” – Franklin D Roosevelt

Risk Averse Bias – Importantly, fear also creates a bias in the way we interpret information. It leads us to focus too heavily on the risks, rather than making an objective analysis of all the facts of a situation. We can easily appreciate this in sufferers of Obsessive Compulsive Disorder (OCD). OCD is a disorder where the person becomes fearful of dying, either of unseen microorganisms like bacteria, viruses or germs, or from physical accident, injury or misadventure. People with OCD are not able to make objective analyses of situations and have to be helped, through therapy, to change their association with fear of pathogens. In a work context, in organizations where there is fear, you see groups become risk averse, which is not helpful for growth and development, and sometimes causes the exact result that the executives were afraid of, and trying to avoid.

Problem Solving –It’s also well known that fear disrupts our capacity for problem solving. We become tunnel visioned on our main concern, rather than expanding our thinking to discover and consider a wide range of solutions. In fact, often people tend to oversimplify the problem and the solution to the problem. The solution is often emotional, rather than logical, and does not stand up to scrutiny.

Undermining success – Fear not only impairs our capacity to solve problems and to make good, effective decisions, it also boycotts our chances for success in life. For example, ever heard of the term ‘fear of failure’? Well, we now understand this differently.We now know that often, people that say that they are afraid of failure, when they dig in deeper and explore it, they are also fearful of succeeding. How is that possible? How can anyone be afraid of succeeding? Simple, think of your life right now, as it is. If you were 100% successful and achieved amazing dreams and goals, how many of the people that are around you now, would still like you then? Or would they be envious? For most people, if they were to significantly improve their life, fear would need to take a back seat.

Can you see why fear would not always be useful in a work context?

HINDSIGHT 2020

Today, as a collective, we are experiencing a new kind of fear, which is unique in a sense. This is a fear that is being drummed up, encouraged by governments, some scientists, and the media. Though it may not be the intention, we are reminded to be fearful of others, and fearful for our safety. These reminders to be afraid are conveyed in somewhat subtle ways by the masks we must wear in many places, the visual signs we see alerting us to social distance, the announcements and conversations we hear, and in many other indirect ways. There doesn’t seem to be a reprieve from these (sometimes) subtle, yet constant reminders.

Whether it is warranted or not, is not the question here. The fact remains that we know that fear causes stress, and that long term stress causes an untold number of physical and psychological illnesses.

According to the American Institute of Stress, 120000 people die every year as a direct result of workplace stress. Chronic stress is also linked to the 6 leading causes of death: heart disease, cancer, respiratory deaths, accidents, cirrhosis of the liver and suicide.

The idea that fear causes physical damage is not new knowledge. In fact, there’s a lovely Sufi story that illustrates the harm fear brings:

“A caravan leader in the middle of the desert crossed the plague cloud on his way. – Where are you going like that, asked the chief? – To Baghdad! I have a thousand lives to take, the plague replied without stopping! A few weeks later, the leader of the caravan again crossed the cloud of plague. – ‘Hey!’, said the head of the caravan, ‘I’m back from Baghdad! It was not a thousand but ten thousand people that you took away!’ – ‘I only killed a thousand people as I was ordered’, retorted the plague! ‘The others were scared to death!’”

Being literally scared to death may sound a bit extreme, but it brings us to an interesting phenomenon that was discovered in the 1800’s, called ‘Voodoo Death’.

“VOODOO” DEATH

Voodoo death is a sudden, unexplained death resulting from spells, sorcery, or curse. From a psychological perspective we may explain it as resulting from belief in the power of those spells, sorcery or curses.

In his article ´Voodoo Death´, Walter Bradford Cannon shares numerous examples from traditional cultures, where there have been instances of death observed in these conditions:

  • In the Tupinambas Indians of South America, there have been cases observed of fright induced death, following the prediction or condemnation by a chief or medicine man with the reputation of having supernatural power.
voodoo-death-doll
  • In Brown´s New Zealand and its Aborigines, there is an account of a Maori woman. who, having eaten some fruit, was told that it had been taken from a tabooed place. She exclaimed that the sanctity of the chief had been profaned, and that his spirit would kill her. This incident occurred in the afternoon; the next day about 12 o’clock she was dead.
  • Australian University Professors have observed that from time to time the natives of the Australian bush do die as a result of a bone being pointed at them, and that such death may not be associated with any of the ordinary lethal injuries.

In today’s terms we may not call it ‘Voodoo Death’ anymore, but we have studied the science, and we now have good evidence for what we now call Somatoform Disorders, and the Nocebo Effect. We can categorically say that fear can, and does injure, harm and, in the most extreme cases, kill.It can be directly, as in the case of the examples above, or indirectly, as in the case of people believing themselves sick and dying of iatrogenesis or side effects of treatment.

THE NOCEBO EFFECT

Almost everyone has heard of the placebo effect. We see the placebo effect when people have a positive improvement in response to a substance, idea, thought or situation, simply because they believe it to be ‘true’ but without it actually having any active ingredient or proof. Their mind, the unconscious part, has taken control of the body and made it respond ‘as if’ the substance or idea is a matter of fact.

The placebo effect is the most studied effect in the history of science since it’s used as the standard to produce relatively safe medicines. What most people don’t know so well is its close cousin – the nocebo effect. That’s where a person believes something benign is actually malignant to them. In this case, the person starts feeling all the symptoms and often displaying the signs of the particular ailment they believe they have, although they don’t have it. For example, ever googled some kind of strange illness and then you start feeling some of the symptoms explained? How did that happen? Well, you tapped into your nocebo. Of course, most people stop just in time of making themselves actually sick, or do they?

Building-Resilience-at-Workplace

HEADING INTO 2021

Think of this interesting and dangerous situation during the Coronavirus situation: the media actively selling fear, the government promoting fear to get people to follow their directions, the doctors panicking trying to understand a new threat and an increased influx of new patients, and the patients themselves in a state of panic. This is a situation of compounded fear. Fear at every level. What do you think will be the results of this heightened level of fear? From purely a psychological perspective, that’s a PERFECT STORM for ill health in the form of somatoform disorders, mental disorders,iatrogenic deaths and suicide.

So, it is vital we learn to identify when fear is building in us and learn how to handle it as quickly as possible. It can save our lives and that of our loved ones.

6 Things You Can Do That Will Immediately Neutralize The Fear In You

  1. STOP, or severely limit, watching the news. It’s a horror movie!
  2. STOP believing unreliable sources that have a vested interest in selling you fear AND have lied to you in the past (politicians, media, etc) when in doubt, ‘follow the money’.
  3. STOP ruminating – it means stop entertaining negative, fear inducing, thoughts. Get busy with another, better thought or activity. Ie watch a comedy, go and play, etc
  4. START exercising – it releases yummy endorphins and makes you happy. Start with some kind of easy exercise
  5. START spending time every day to notice all the things you do have that we usually take for granted (ie clean water out of a tap, hot showers, some of your loved ones ;), the warm and comfy bed you get into at night, etc)
  6. START eating healthy. What we eat does make a difference. The wrong kind of food, or the wrong amounts, can tax our system and produce chemical anxiety. Ie coffee, capsicums, iceberg lettuce, oranges, etc. Every body is different so it is a matter of paying attention to what your body says and experimenting.
Advanced-Resilience-Skills

This article was first published here

Worklife - the Fear Factor
Pivotal-Generation

The Pivotal Generation: How Today’s Teens Will Change the World

Peter recently was asked for his thoughts on ‘the pivotal generation’ and given perhaps their most defining trait of always being ‘plugged in’ to the internet and social media, what mental health challenges they may face, if any, in the workplace. Following is an excerpt from that interview.

Centennials / Gen Z have been dubbed the “pivotal generation.” Do you agree with that title? What does it mean with regards to teens’ roles in society today?

It’s definitely an interesting title.

Pivotal-Generation

There’s no fixed age range, but generally speaking the term ‘Pivotal Generation’ refers to people currently under the age of 18. Why pivotal? Because the research shows they are displaying different patterns of thinking and behaviour to the Gen Y / Millennials before them. And some have suggested that those differences put them in a position to change the world.

In that sense, the Centennials have the opportunity to be pivotal but it’s yet to be seen whether they’ll take on that challenge. As a challenge it’s a big one, and it comes with a lot of responsibility.

What concerns me is whether a whole generation, whose obsession is with branding and personal (not collective) success, is ready to change the world.

That’s an interesting point – do you think today’s teens will in fact change the world?

Yes of course, every generation changes the world, in a sense. They cannot help it. The question is whether it will be an accidental change or an intentional change. The Centennials are in a world full of resources. Will they be able to get together collectively and decide how they want to shape it? There is no evidence to show they are any more willing to do that than previous generations. They are highly motivated for sure, but their focus appears to be on personal success over the collective.

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We are at a pivotal moment technologically speaking. How will the human engage and interact with the technological and what impact will it make around the world? We have the option of self annihilation or evolution of the species.

I’d like to think we’ll go for evolution, but there are some indicators we are headed for self annihilation – just look at the increasing suicide rate for example. And that has been linked to an existential crisis magnified through technology like social media. For a species to evolve we need to be more ‘other people’ focussed, not just about ‘me’.

Have we taught the values of compassion and interest in others needed to drive meaningful change to Centennials or are they caught up in their own egocentric search for meaning through material things? And are these drives enough to change society? That remains to be seen.

In the workplace, definitely the pace of change has the potential to be more significant than with any previous generations. There’s a need for innovation. We’re already seeing challenges between Millennials and the older generations with older generations losing out – being slower to learn new technology (generally speaking), less able or willing to show initiative, or to think on their feet and adapt rapidly. They are more wired to an old-school academic mentality of first learning the theory, and following instructions. But that mentality is not able to rewire itself as needed. One exciting thing about Centennials is they live in a world where they do not need established institutions to learn what they need to learn at an expert level. Almost all skills are at their fingertips and they know where and how to get the knowledge.

What would you say are some of the defining characteristics of Gen Z / Centennials?

Certainly we’re generalising here, but I would say they are:

  1. Tech savvy, knowing how to use technology and where to go to find information;
  2. Defining their own way to live, their own kinds of relationships and sexuality;
  3. Focused on ‘success’ and they want it big – and they also have the platforms where that’s possible;
  4. Social media savvy and have their own rules and etiquette for it

How would you say Centennials compare to Millennials, for example mentally, emotionally or socially?

Centennials share the same affinity with technology as Millenials, but this is taken a step further when it comes to the ability to adopt new technologies even faster, and to engage with social media in a more complex way.

In comparison to the Millennials, Centennials in some ways demonstrate a return to the values of the Gen X or Baby Boomers with an emphasis on personal success, ambition, and seemingly materialistic values. Yet they are not restricted in how they go about accomplishing this.

For example, while they are very driven for personal success, Centennials really don’t follow the old patterns of work – Monday to Friday 9-5, or even old styles of entrepreneurship. They can now make a living off of “nothing”. Very intangible stuff, like blogging about a company’s product, for example. This is perfect for the current environment, or perhaps it’s what’s shaping the current environment. Whereas Millennials still have a foot in each door of the old and the new way of working.

The problem I see is that with so much dependence on social media and personal branding, life can become superficial. There can be existential crises when your success is defined by your social media status. But is that really any different from the status of the old days – which was all about climbing the hierarchy in an organisation? At the core, I see the same issues, on a different playing field.

Author: Peter Diaz

Peter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organisations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.

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generation-x

Are Gen Xers the key to staying sane while managing a multi-generational workforce?

‘The problem with Millennials is that…’ is an expression often heard. Let’s face it, it’s not easy to manage a generation that is more in contact with technology than with people. At least that’s a common opinion. There is often talk about the contribution of Millennials to the workplace and the frustrations many members of other generations experience when working with them.

At the same time, many managers are puzzled by how Generation Xers have merged seamlessly into a workforce dominated by Baby Boomers.

How did they do that?

The answer may well prove to be the key to keeping you and your team sane as more generations join the workforce.

generation-x

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On Millennials

In 2016, the Pew Research Center found that Millennials surpassed Baby Boomers as the largest living generation (in the US). While there is some controversy surrounding the definition of Millennials by the year they were born, one factor in what defines a Millennial remains constant. These are the children who were raised in the current technological age. They do not remember a time without Google, mobile phones, or YouTube. They do not recall a time when they had to rely on books, card catalogs, or encyclopedias for information, but instead feel as though their ability to leverage technology for information gives them a competitive advantage over their older peers.

Baby Boomers, who are more likely to be employed by a company long-term often bemoan the Millennial’s lack of employer loyalty, feeling as though their perpetual need for mobility and purpose work to the disadvantage of an employer who invests training time and capital into their experience.

Meet Generation X

Generation X, on the other hand is much more defined by the years in which this population was born. Often considered the generation born from the 1960’s through the late 1970’s, Generation X currently comprises 32 percent of the workforce, only recently surpassed by Millennials, according to Pew Research Center. Generation X came of age along with the advent of the internet, making them old enough to remember life before we carried minicomputers in our pockets. This singular characteristic makes them more relatable to Boomers while being able to speak the language of technology with Millennials.

As the “sandwich generation”, Gen Xers often find themselves as the go-between for their Millennial and Boomer coworkers.

Baby Boomers

Making up just under 30 percent of the workforce, Baby Boomers are defined as those born after World War II up until 1960. While this sector of the working population are beginning to retire, and are expected to continue to decline in their employment participation, they are working far past traditional retirement years, often in conflict with their Millennial subordinates.

Boomers tend to prefer in person contact and telephone calls rather than electronic means of communication. These are the employees who value loyalty, honesty and work ethic above all else yet they are the group that most often struggles with work/life balance, sometimes neglecting their personal life out of duty to the organisation.

Cross-Generational Friction

If Millennials are defined by their use and reliance on technology and their perceived lack of loyalty, and Boomers are defined by their reliance on tradition and loyalty, it is easy to see why these two groups often find themselves in conflict with each other.

The key to building a cross-generational team that honors the experience of the Boomer while capitalising on the innovation of the Millennial may well lie in the intentional inclusion of the Generation Xer.

Experienced enough to appreciate tradition while young enough to value the usefulness of technology, the Generation X employee is able to bridge the seemingly cavernous gap between the other two generations.

Regardless of the makeup of the cross-generational team, leaders need to invest time in communicating the company’s vision, purpose and strategies to their employees. Understanding how their work contributes to the “big picture” appeals to the typical Millennial’s need to find meaning and value in their work. Understanding the strategic plan allows the Boomer and Generation Xer to capitalise on their experience to put these strategies into effect. And having a common vision helps all members of the cross-generational team to work together for a shared goal.

But bear in mind that this type of communication is not something that can be done once during an annual performance review. It must be infused into all of the leader’s communications, from informal performance reviews to regular staff meetings to corporate electronic communications.

Constant reinforcement of the shared vision allows the team to reconvene under a common purpose should it be derailed by generational misunderstandings. It also makes room for sanity and growth.

Author: Peter Diaz
Peter-Diaz-AuthorPeter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organisations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.

Connect with Peter Diaz on:
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Police-line

The Rise Of The Senseless Crime – What ’s Mental Health Got To Do With It?

Police-line-do-not-crossJust a couple of days ago, in Brisbane out of all places, a man approached another man, and set him on fire. When the attacker appeared in court, he’s described as ‘numb’. Then we are informed that this man has a history of mental disorders. Is there a connection? I guess we’ll never know for sure what on earth possesses a man to do something as horrible to another human being but I can tell you one thing: a mental disorder rarely does. But, drugs, any kind of drugs, do.

A number of eminent psychiatrists and scientists have been warning us for some time now about the power of drugs, medication in a medical setting, to turn us into ‘unfeeling’, ‘numb’, ‘zombies’. Or as I like to call it, ‘chemically induced psychopathy’.


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Drugs can, and often do, impact on our ability to make decisions. Just ask anyone that has ever had a few too many drinks. So do medicines. Am I saying no one should take medicines? Absolutely not. That would make no sense. What I’m saying is that we need to be more aware of their impact on people so we can monitor the effect of medication more closely.

There’s a reason why so many voices are saying that we, as a society, as people, are over medicated. There’s also a reason, and a valid one, why so many voices, educated, experienced voices, are saying that, on the whole, psychiatric drugs, do more harm than good.

Let’s not rush and stop all medication. But let’s take some responsibility and start having an honest conversation.

Author: Peter Diaz
Peter-Diaz-AuthorPeter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organisations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.

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Why 65% of people won’t get help if they have a mental problem

women with mental health problemThe reasons as to why people do anything, are many and complex. The research shows that around 65% of people won’t even seek treatment if they experience mental distress. The World Health Organization (WHO) says that stigma, discrimination and neglect prevent care and treatment from reaching people with mental disorders. What about the many people in workplaces that don’t have a full blown mental disorder but are at risk? Here we look at three major reasons people have identified as to why they won’t ask for help.

It’s just stress. The most common mental disorders (anxiety and depression) tend to be insidious, in that they gradually worsen over time. Many sufferers don’t even realise they have a mental health issue, until it’s been months or even years since they’ve felt happy. It’s convenient for a sufferer to dismiss their situation as temporary or ‘just stress’. But there is a difference between ‘stress’ and something more serious.

Just suck it up. People tend to compare themselves with others, and if everyone else seems fine, then they don’t want to be the exception, or the ‘weak one’. People will compare themselves to their parents who ‘did it tough and never complained’. (The truth is that it’s likely they faced the same issues and felt the same way, it’s just that the conditions were less understood and there weren’t the resources widely available to assist.) It’s also very easy to feel inadequate when you’re seeing all your friends on social media, having a great time and appearing successful, when the reality is, that while few people share their fears and failures for all to see, they most certainly have them. When everyone around you seems to be coping and thriving, the act of admitting you need help and seeking it out can feel like you’ve failed somehow. And a lot of people would rather endure the symptoms than admit they need help.


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Career suicide. Numerous surveys from Australia, the UK, US and Canada have shown that people with a mental health problems are unlikely to disclose it to their employer for fear of being treated less favourably. Even employment lawyers have been quoted advising employees to think twice before disclosing. Many employees believe that, if they disclose, they’ll be passed over for project and promotion opportunities, or that their ‘internal brand’ will be tarnished, or that the organisation will take steps to exit them.

As you can see, these are real concerns people have. There’s a need for management to take the lead and address these concerns lest them become part of the culture.

If you’d like Workplace Mental Health Institute to run the Suicide Prevention Skills course in your workplace, please Call us on (02) 8935 3885 or take the comprehensive self paced online course.

Author: Peter Diaz
Peter-Diaz-AuthorPeter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organisations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.

Connect with Peter Diaz on:
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Addressing-Stigma

How can I address stigma in the workplace about mental health?

Addressing StigmaAccording to the studies, 9 out of 10 people experience some kind of discrimination in relation to mental health, and one in 10 employees have resigned as a result of feeling unsupported with a mental health condition.

Many people think that the key to addressing stigma about mental health is to run some awareness campaigns – put on a morning tea, maybe put some posters up, get people talking about mental health. And to a degree, that’s right. It is a good idea to raise awareness about mental health, start to make it OK to have a conversation about it.

BUT, in our experience training hundreds of organisations around Australia, those workplaces where stigma exists need a lot more than just some ‘awareness’ activities.


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In these environments, if awareness activities are run without a proper educational program to support it, or a longer term action plan in place, they can often be ridiculed, resulting in the completely opposite effect than what was intended in the first place! The well meaning HR Manager has put a lot of effort into this activity, but it doesn’t have the desired effect long term.

And then there’s the education itself. Training needs to be more than just providing information about mental health, it needs to be designed and delivered in such a way that it actually shifts attitudes. It must touch the individual people in the room, as human beings not just as their job title. It has to move them to build empathy for their colleagues, and help them to face their fears in talking about mental health.

After all, the majority of people who are stigmatising or making jokes about people with mental health issues, do so because they are uncomfortable with the topic themselves. Maybe they have had their own experiences themselves, or been through something with a friend or family member. Whatever the case is, the person stigmatizing is usually not a bad person, they wouldn’t mean to hurt someone else, they’re just struggling with how to respond emotionally. And when you have someone who is socially influential who is in that space, its not long before other colleagues follow suit and before you know it the workplace environment is one where people do not feel safe to reach out for help. And when that happens, people bottle it up, don’t get help, and often there can be very dire, sometimes fatal consequences.

We’ve been to workplaces like this where it is only after someone has taken their life that colleagues respond with ‘I never saw it coming’.

And this is just one of the reasons why we strongly encourage workplaces who have this problem to make sure they couple their ‘awareness campaign’ with some solid, transformational education, over a period of time. You are looking to change culture after all, and that takes a series of consistent actions over time.

Author: Peter Diaz
Peter-Diaz-AuthorPeter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organisations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.

Connect with Peter Diaz on:
Peter Diaz on Google Plus Peter Diaz on Face Book Peter Diaz on LinkedIn Twitter-logo

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7 Ways To Enhance Hope

One of the common themes that emerges from stories of people who have recovered from mental illness, is that of Hope. In studies of consumer recovery stories, it has been found that having Hope for a better future is a major, if not essential element of recovery.

So, how do we help engender hope for someone living with mental illness? Here are 7 ways you can help a person find hope for their recovery.

1. Have Hope Yourself

We must first hold the hope that a person can recovery, even if they themselves do not. Even beyond ‘hope’, have a certainty that Recovery is possible. While we can never know for sure what the future will hold for a person, it definitely won’t happen if they don’t believe it is possible.

2. Say it

It sounds so simple, but many people have been told that they will always have a mental illness, that their condition is ‘chronic’ and that they cannot expect any better, essentially ‘this is as good as it gets’. Simply saying ‘recovery is possible’, can have a huge impact.

3. Look at the Statistics

There are plenty of longitudinal studies that show that over time, up to 68% of people will experience either total (clinical) recovery or significant improvements which are considered ‘psychological’, or ‘personal’ recovery. Those studies also show that we cannot predict which people will experience this recovery based on the severity of their symptoms at any one time. It doesn’t matter how bad it seems, Recovery can happen for anyone.


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4. Look at Others who have Recovered

For some people, the statistics may not be enough, but actually seeing, reading about, or meeting people who have recovered from mental illness can be a very powerful experience, and help them to have hope for their own future.

5. Help Create a Vision

Snyder and colleagues have studied Hope and found that there are 3 components of hope. The first is that people must have something to be hopeful for. As practitioners, we can help people to consider some of the things they would like to have for their life. Exploring personal values, what is important to the person can help them to identify a picture of how they would like their life to be (see next month’s newsletter for ways to explore values).

6. Set some Goals

It has been said ‘the tragedy in life does not lie in not achieving goals, but in having no goal to reach’. Sometimes we worry about setting people up for failure. While it is important to consider the timeframes we place on our goals, we do need to have something to strive towards. Research has shown that simply having a goal improves wellbeing, whether or not the person achieves it.

7. Build Self Confidence

The third of Snyder’s components of Hope is ‘agency’. This is the person’s own belief that they can achieve their goal. You can build agency by helping the person to identify all the things they have accomplished in the past. Help the person make a list, a song, or a drawing about those achievements. Ask them what their strengths are, or use strength cards, to help them identify their own internal and external resources.

Hopefully, we have given you some new ideas on how to help a person find Hope for recovery from mental illness. Do send us an email at admin@thewmhi.com to let us know how you go with these ideas, or if you have any others to suggest.

Smiles,

Author: Peter Diaz
Peter-Diaz-AuthorPeter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organisations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.

Connect with Peter Diaz on:
Peter Diaz on Google Plus Peter Diaz on Face Book Peter Diaz on LinkedIn