Wellbeing | Workplace Mental Health Institute

Simple Ways to Recharge at Work Without Losing Momentum

22/10/2025

Some mornings, it feels like the day starts before I’ve even opened my eyes. I’m half-awake, checking emails, already thinking about what’s waiting for me. By the time I sit down at my desk, I’ve been switched on for hours. Then somewhere in the middle of it all, the focus fades. My neck’s tight, my head feels foggy, and even simple tasks start to drag.

That’s the sign it’s time to pause. Not stop completely—just pause long enough to get my balance back. Most people think rest happens after work, but the truth is, it needs to happen during it too. Small breaks through the day don’t waste time; they help you stay sharp and steady. Managing stress at work isn’t about slowing down. It’s about knowing when to take a breath so you can keep going without running dry.

Take a Minute to Notice

Mindfulness sounds complicated, but it’s really just paying attention to what’s happening now. Between tasks, sit still for a few moments. Breathe in deeply. Notice your feet on the floor and the way your shoulders sit.

You don’t need silence or soft music. Just a few seconds that belong to you. Next time you walk to a meeting, leave your phone where it is. Notice the sounds around you, the light in the hallway, maybe even a smell from someone’s lunch. Those tiny moments of awareness pull you back into the present, and that’s where real focus starts.

Move a Little

When your mind starts to wander, move your body. Stand, stretch, roll your neck, walk to refill your water. You don’t have to call it exercise—just movement.

If you’ve got a colleague nearby, take the chat outside or down the corridor. Some of the best ideas show up when you’re walking, not staring at a screen. Even a two-minute stroll can reset your breathing and clear the fog. It’s small, but it helps.

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Let Yourself Create

Doing something simple and creative gives your mind a bit of space. Doodle on a scrap of paper, build a playlist, or jot down a few loose thoughts you’ve been carrying around.

You’re not trying to make anything special. You’re just giving your brain a different view. Funny how the answers often show up once you stop forcing them.

Talk to Someone

A quick chat can lift your energy more than another coffee ever will. Step away from your desk. Ask someone how their day’s going. Listen properly. Share a laugh if you can.

It doesn’t have to be a deep conversation. Just connection. It breaks the tension and reminds you that you’re part of a team, not doing it all alone.

Step Outside

If there’s sunshine, take it. Eat lunch near a window or head outdoors for a few minutes. A bit of natural light or fresh air can do wonders.

You’re not escaping work; you’re giving your body a reset. Even a short moment with trees or open air helps you breathe easier. Nature doesn’t fix everything, but it makes the day feel a bit softer.

Put Boundaries Around the Noise

Constant notifications make it feel like work never ends. Try checking messages at set times instead of reacting to every ping.

When it’s lunchtime, flip your phone face down. Let your brain have a real break. And when the workday’s done, let it end. That quiet space before the next day starts matters more than most people realise.

It’s not laziness. It’s looking after your energy.

Are you a psychologically safe manager? Take the self assessment to find out.

Build What Works for You

There’s no one right way to unwind. What works for one person might not work for another. The trick is to find what gives you energy back—and keep doing it.

Maybe it’s a short walk, a few deep breaths before meetings, or eating somewhere other than your desk. Keep it simple, easy, and real.

The best workplaces aren’t the ones that never stop. They’re the ones that make space for people to recover. When teams know how to pause, they stay focused longer, care more, and burn out less.

If your team wants to learn how to do that, consider workplace mental health training. It teaches practical ways to handle stress, communicate better, and recover before burnout takes hold.

Because rest isn’t wasted time. It’s what keeps everything else working.

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 Quiet Burden That’s Not in Your Job Description

22/09/2025

Ever knocked off work, sat in traffic, and thought, Why am I this wrecked? You didn’t stay late. You didn’t even have a major deadline. Yet you feel like you’ve run a marathon.

Chances are, you’ve been carrying invisible work.

Not the big-ticket projects that everyone expects to be tiring. It’s the smaller stuff. The side jobs. The emotional glue. The endless “little things” that keep teams afloat but rarely get a mention.

Like being the one who always writes up the meeting notes. Or the go-to person when someone needs a debrief after a tough call. Or the safe pair of hands people rope in to tidy up the client pitch before it goes out. None of it’s on your job description. But if you stopped? You’d hear about it quick smart.

The Weight That Creeps Up on You

Picture this. It’s 9:30am, and before you’ve even touched your own list, a few “quick ones” come flying your way:

“Can you fix the PowerPoint slides?”

“Mind walking me through the meeting notes?”

“Could you give this draft a polish before the client sees it?”

On their own, no big deal. So you say yes. But by lunchtime, you’ve chipped away half your focus. By mid-arvo, your real work is still waiting — and your energy’s gone.

That’s the trap. Invisible work doesn’t come crashing down in one go. It trickles in. It lingers. And because it never makes it into a report or KPI, no one’s keeping score.

Meanwhile, the “big wins” get celebrated with cake, speeches, or a pat on the back. But those small favours that kept the wheels turning? They disappear into thin air. Except for the person doing them.

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Why Leaders Often Miss It

It’s not that managers don’t care. Most just don’t see it. Work usually gets measured in deadlines, deliverables, numbers. Invisible work doesn’t leave a tidy paper trail. Unless someone names it, it flies under the radar.

And here’s the awkward bit: it feels trivial to call it out. Saying “I’m over being the one fixing the formatting” doesn’t sound nearly as serious as “I’m buried in projects.” So people bite their tongue — until it builds up into burnout, resentment, or someone quietly checking out.

Where Mental Health Fits In

This is why workplace wellbeing has to dig deeper than fruit bowls and lunchtime yoga. It’s about recognising those unseen drains — the constant interruptions, the emotional labour, the glue work that keeps things ticking.

Good mental health training gives staff a way to talk about it: “This matters too.” And it gives leaders sharper questions to ask: “What’s weighing on you that doesn’t show up in the reports?”

These small conversations can be the difference between someone thriving, or burning out in silence.

Sharing the Load

Invisible work won’t vanish. Every team needs people willing to chip in and pull their weight beyond the basics. But it doesn’t need to land on the same shoulders every time. And it certainly doesn’t need to go unnoticed.

Some practical shifts:

Rotate the small jobs so they’re shared around.
Call out unseen effort when you spot it.
Adjust expectations if someone’s clearly carrying more than their share.

Recognition doesn’t need bells and whistles. Even a quick, “Thanks for picking that up” makes the load lighter.

Why It’s Worth Seeing

On paper, invisible work looks minor. But in reality, it shapes whether people feel valued or invisible themselves. Ignore it long enough and good people switch off — mentally or literally.

But when workplaces make the effort to see it, share it, and respect it, that invisible work transforms from a hidden burden into a shared strength. And that’s when people stick around, chip in, and feel proud of what they bring to the table.

Author: Peter Diaz

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The Pressure at the Top: Why Australian Leaders Need Support Too

17/09/2025

A manager once said something to me that I haven’t been able to shake:

“Most days, I’m so focused on keeping my team together that I don’t notice when I’m coming apart myself.”

He wasn’t trying to be dramatic. It came out like a passing comment. But it hit me hard, maybe because I’d already heard the same thing in different ways from other leaders here in Australia. People whose job it is to hold everything steady often feel like they’re falling apart quietly in the background.

The Part We Keep Missing

We talk a lot about employee wellbeing now, and that’s progress worth recognising. But there’s a blind spot: managers.

They’re stuck in the middle. Senior leaders send down goals, reports and “urgent” requests. Teams push back with questions, needs, frustrations. And the manager is left as the bridge, holding up both ends while trying to look calm and capable.

It works on a spreadsheet. In day-to-day life? It chips away. You end up with diaries so full you forget to breathe. You repeat the same answers even when you’re exhausted. The calm exterior starts to crack.

That’s why building resilience in the workplace can’t stop at frontline staff. Managers need it too—arguably more than anyone else, because they’re carrying pressure from both sides.

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Stress Doesn’t Announce Itself

Stress rarely shows up with a neon sign. It sneaks in.

The manager who always cracks a joke at the start of a meeting suddenly sits in silence. The one who’s usually patient snaps over something trivial, like a missed deadline. Or decisions stall, not because they don’t care, but because their brain is juggling too many things at once.

Teams pick up on it straight away. Atmospheres shift. Meetings grow heavier. People stop contributing freely and start playing it safe. That kind of change spreads fast, and once it does, culture starts to erode.

When the Cracks Widen

A struggling manager doesn’t just impact themselves. It ripples outward.

Ideas shrink. Collaboration thins out. Trust fades. And after a while, good people begin scanning job ads—not because they dislike the role, but because the energy at work feels unstable.

It often starts so small you’d barely notice, like a drip under the sink. But over time the damage adds up. And sometimes the simplest interruption can shift the pattern: one honest check-in, a real conversation that goes beyond “How’s it going?”

Are you a psychologically safe manager? Take the self assessment to find out.

The Loop Leaders Know Too Well

Here’s the cycle. A manager feels stretched thin but pushes through anyway, because that’s what they think leadership demands. The pressure leaks out—shorter patience, withdrawal, less energy. Teams sense it, pull back, and results dip. Pressure circles back onto the manager.

And around it goes. Some leaders live in that loop silently for years.

But breaking it doesn’t always require a glossy wellbeing program or a big budget. Sometimes it’s much smaller, more human:

Training that’s practical—how to set limits, manage conflict, or bounce back after a rough stretch.
Workloads that line up with reality, not just best-case scenarios.
Check-ins that actually feel genuine, not box-ticking.
Senior leaders modelling balance—showing that setting boundaries is smart, not weak.

Rethinking Leadership in Australia

Good leadership has never been about being bulletproof. It’s about presence. About creating steadiness even when things around you aren’t steady.

More Australian organisations are starting to treat manager wellbeing as a priority. And not just because of psychosocial safety laws (though those matter). It’s because healthier leaders make clearer decisions, have stronger conversations, and create safer, more productive workplaces.

Because resilience isn’t about asking managers to carry more weight. It’s about making sure they don’t have to carry it all alone.

Author: Peter Diaz

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Why Forced Positivity Could Be Breaking Your Team

21/08/2025

I was in a meeting once when someone mentioned burnout. You could feel the air change like everyone held their breath for a moment. Nobody spoke. Then someone chirped up with, “Let’s just focus on the positives!”

It was meant to lighten the mood. But the way people shifted in their seats, you could tell it didn’t really land. The silence that followed wasn’t relief. It was the kind of quiet that says, “We don’t talk about this here.”

I’ve seen it happen in plenty of workplaces. A team member admits they’re swamped, maybe even at breaking point, and instead of space to share, they get lines like:

“Just stay positive.”

“Count your blessings.”

“Others have it worse.”

They sound harmless, even kind. But sometimes they shut the door on real conversation. That’s when toxic positivity sneaks in.

What Is Toxic Positivity?

It’s that unspoken expectation to be upbeat, all the time, no matter what’s going on. In a workplace, it can look like:

“We don’t do negativity here.”

“Good vibes only.”

“Let’s not dwell on problems.”

A bit of positivity is healthy. But when it replaces empathy, it sends a message that some feelings don’t belong. People keep things to themselves. Stress builds up. Burnout follows.

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Why It’s a Mental Health Awareness Issue

A healthy workplace isn’t one where everyone says they’re “fine.” It’s one where you can be honest and know you won’t be judged or punished for it.

When staff feel like they can’t speak openly, trust takes a hit. Morale slips. Productivity goes with it. And eventually, good people leave not because they can’t do the job, but because the culture doesn’t feel safe.

That’s why smart organisations put time into mental health awareness programs, strong leadership training, and anti bullying training in the workplace. Toxic positivity might seem softer than workplace bullying, but both can leave people feeling silenced.

What Actually Helps

Positivity doesn’t need to disappear. It just needs to leave room for honesty too.

A few ways to start:

Listen first — sometimes that’s all they need.

Acknowledge feelings — a simple “That sounds tough” can help.

Make openness normal — it’s not weakness to admit you’re struggling.

Train managers — so they spot the signs early and respond with care.

Create safe channels — regular check-ins, policies, and training that show it’s okay to speak up.

It’s Not About Being Negative

At the Workplace Mental Health Institute, we’ve seen the change that happens when teams move away from forced cheerfulness and towards genuine care.

It’s not about inviting negativity. It’s about making room for the truth. That’s how trust grows. That’s how teams stay engaged.

Our programs — from Mental Health Essentials to anti bullying training in the workplace — are built to help leaders and teams create respectful, supportive environments where people can bring their real selves to work.

Because if your team can talk about the hard stuff? They can handle just about anything together.

Author: Peter Diaz

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Why Good People Leave Without Making a Fuss

04/08/2025

Sometimes, your best worker just calls you in for a quick chat.

No problems raised. No obvious tension. Just a quiet “Thanks for everything—I’ve decided to move on.”

And you sit there wondering,

“Since when?”

Truth is, top performers rarely kick up a stink. They put their head down, get things done, and help others stay on track. They don’t shout when something’s off—they just slowly stop showing up in the same way. Not physically, but emotionally.

And by the time you notice, they’re already halfway out the door.

It Doesn’t Come Out of Nowhere

It’s rarely about one big thing. Usually, it builds up over time.

One day, they’re not as chatty. They say less in meetings. They start declining invites. No one thinks much of it—they’re just “busy” or “a bit quiet lately.”

But in their mind, they’re already weighing up their next move.

And if no one checks in, they’ll take it.

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Money Isn’t Always the Dealbreaker

A pay rise might tempt someone to leave. But it’s often not the root cause.

More often, it’s that feeling of being overlooked. Of doing the hard yards and wondering if anyone even notices. Or being stuck doing the same thing, with no chance to stretch or grow.

Sometimes, it’s because they’re tired of cleaning up other people’s messes. Other times, it’s deeper—they just don’t feel like they fit anymore.

That’s where mental health awareness training can make a difference. Not as a box to tick, but as a tool to actually understand what your team needs—before you lose them.

The Real Loss Isn’t in the Job Title

You don’t just lose a role when someone leaves. You lose their insight. Their history with the company. The way they hold the team together behind the scenes.

You lose a sounding board. A calming presence. Someone who genuinely gave a damn.

And when they walk, others start thinking…

“If they’re going, should I be looking too?”

This is why culture matters more than ever. Having an anti-bullying course is great, but it’s not enough. What matters is whether people feel safe, supported, and respected—every day, not just during induction.

If You Want to Keep Them, Start Here

Forget gimmicks. Here’s what works:

Ask real questions.

Not the fluffy ones. Ask, “Is there something we’re not doing well?” or “What would make work better for you?”

Give them room.

If someone’s ready to take on more, let them. Let them mess it up a bit. That’s how people grow—and growth keeps people engaged.

Say thanks, and mean it.

Not just for smashing goals. For showing up with a good attitude. For staying late when no one asked. For keeping the mood up during tough weeks.

Address the hard stuff.

If someone isn’t pulling their weight, speak up. Staying silent sends the wrong message to the people who are showing up every day.

Look after their mental space.

Check in. Make time. Join in on the little things, like workplace chats or activities for mental health month. It shows you care, even when things are busy.

Make Work Somewhere They Want to Be

People don’t just leave for better jobs. They leave when they feel like no one’s paying attention.

But they stay when they’re challenged. When they’re trusted. When they feel like their work means something.

You don’t have to be perfect. Just real.

Maybe now’s the time to ask,

“How’s work feeling lately?”

And really listen.

Because once someone’s made their mind up, your chance to keep them has already passed.

Author: Peter Diaz

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The Quiet Shift Happening in Our Workplaces

23/07/2025

A while ago, I read a piece about this so-called “loneliness epidemic.” I didn’t think much of it at first. Just another buzzword, right?

But then I remembered someone I used to work with.

She showed up. Got her work done. Seemed fine. But over time, her energy started to dip. Her camera was off more often than not. She didn’t speak much in meetings. And then one afternoon, out of nowhere, she said, “I don’t think I’ve talked to anyone all week.”

It hit me. We were working in the same team — daily. And still, she felt that alone.

It made me wonder how many others are feeling that way too — and just aren’t saying it.

Loneliness Doesn’t Shout. It Slips In.

The thing about loneliness at work is that it doesn’t come with a big warning sign.

No one really says, “Hey, I’m feeling disconnected.” They just start to withdraw. Quietly.

They still show up. Still meet deadlines. But something’s missing — the spark, the motivation, the sense of belonging. And over time, it affects more than just morale. It shows up in productivity, engagement, even absenteeism.

In fact, we’re seeing more workplaces turn to burnout prevention strategies without realising that, sometimes, burnout starts with disconnection.

Some Workplaces Are Getting It Right

We’ve seen a shift lately. Employers are investing more in mental health training for managers. These aren’t just compliance sessions — they’re about helping leaders pick up on the quiet stuff. The changes in tone. The subtle signs someone’s struggling.

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It’s also become common to run corporate mental health training workshops, especially around Mental Health Month. These programs don’t just talk about anxiety or stress — they also encourage activities for mental health month that get people talking, connecting, sharing something beyond to-do lists.

More teams are also using employee wellbeing programs that go beyond fruit bowls and yoga apps. They’re creating space — even just a few minutes — for check-ins that feel real.

It Doesn’t Have To Be Big

If there’s one thing I’ve learned, it’s that you don’t need to be a psychologist to support your team’s mental health.

You just have to be willing to notice.

It’s saying, “How are you going, really?” and being okay with the answer taking longer than 10 seconds. It’s recognising that some people don’t need solutions — just someone who listens.

And if you’re a leader? Having access to a mental health awareness course or anxiety management course might not just help your team — it might help you, too.

Because loneliness might be quiet. But connection? That’s powerful.

Author: Peter Diaz

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Is Social Media Fuelling a Youth Mental Health Crisis?

19/03/2024

Digital interactions have become central to our daily lives, especially for the younger generations. The pervasive use of social media among teenagers has led to growing concern about its impact on their mental health. Now, school boards, municipalities and parents across the country are taking social media companies to court in an effort to curb their influence on young minds. New York City is the latest to mount an offensive against social media, prompting many to question how these platforms affect our well-being.

Taking Social Media to Court

New York City announced a major move against social media companies in February, filing a lawsuit against TikTok, Instagram, Facebook, Snapchat, and YouTube.

The lawsuit claims these platforms harm the mental health of young people, costing the city $100 million yearly for related health services. It has accused the companies of knowingly creating addictive platforms that cause serious damage to users.

This lawsuit coincides with heightened attention from media and lawmakers regarding the platforms’ impact on teenagers’ mental health and self-image. The city’s legal step is part of a broader push to make these companies responsible, calling to mind previous campaigns against other public health challenges with tobacco and guns.

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New York City is not the only entity taking social media to court. Dozens of states and hundreds of school boards across the country have filed cases, starting with Seattle over a year ago. They affirm that social media companies are knowingly fuelling a mental health crisis among youth with their intentionally addictive platform designs. Hundreds of parents are joining them in filing lawsuits for harm caused to their children.

The U.S. Surgeon General published guidance last year warning of the serious risks social media poses to kids and teens, calling for more research and action from both lawmakers and tech firms. The message is clear: we must make the digital world safer for our young people. But it’s also important to equip our children with the mental resilience needed to navigate the digital world safely.

Looking at the Bigger Picture

It is obviously time for us as a society to take a deeper look at how social media impacts our mental health. Given how much time the average teen spends using these platforms (4.8 hours a day) — not to mention the average adult (2.5 hours a day) — it is important to understand the effects they can have on our well-being.

Social media giant Meta has been accused of using algorithms intentionally crafted to tap into the dopamine-driven reward systems of young users, based on documents leaked by a whistleblower in 2021. Dopamine is a neurotransmitter linked to pleasure and reward, which plays a crucial role in addiction. The design of these platforms allegedly exploits this biological mechanism, encouraging continual engagement by triggering these pleasure signals.

The dangers of such addictive designs have been linked to tragic consequences for teens, including a higher incidence of negative body image, low self-esteem, eating disorders, and suicide. Investigations into the suicide of a 14-year-old in the UK indicated that overexposure to social media content likely worsened her pre-existing depression. However, social media companies have denied responsibility, insisting that their products follow rigorous safety protocols.

Scientific research into social media’s influence has found both positive and negative effects on those who use the platforms regularly. Some highlight the beneficial aspects, such as social connections, peer support, and open discussion which can enhance mental well-being and foster a sense of belonging. However, other studies have found a correlation between heavy social media use and increased feelings of loneliness, decreased life satisfaction, and heightened anxiety.

The bigger picture indicates that while social media can be a positive source of social support, it’s important to be aware of its downsides, especially with overuse. Teaching young people about these risks and about how to use social media wisely is crucial to building a healthier, more positive online life.

Empowering Our Youth

What can we do to start empowering young people to take control of their mental health today? We don’t need to wait for new laws to be passed to begin improving our social media habits. Educating ourselves about safe online practices, discussing our online experiences, and encouraging open conversations about social media’s impact can empower users to navigate these platforms more wisely.

By creating an environment where mental health topics are openly discussed, we can destigmatize mental health issues and encourage young people to seek help when needed. These discussions can take place in various settings, from schools and homes to online communities, making it clear that it’s okay to talk about mental health struggles and seek support. Open dialogue can lead to greater empathy and community support, which are vital in building a supportive network for anyone facing mental health challenges.

In addition to promoting open conversations, building mental resilience is key to empowering young people to overcome difficult experiences. This involves teaching coping skills, such as stress management techniques, problem-solving, and emotional regulation, which can help them adapt to adversity and bounce back from difficult situations.

Encouraging healthy habits like regular physical activity, healthy eating, adequate sleep, and mindfulness practices can also strengthen mental resilience. If young people are equipped with the right tools and support, they can build their ability to navigate through tough times with strength and confidence. These are skills that will serve them throughout the rest of their lives.

Strategies for Parents: Building Mental Resilience and Healthy Online Habits

Limit time on social media to avoid overexposure and addictive behavior
Educate kids about the risks of social media and how the platforms are designed to keep them coming back for more
Start a conversation with your teenager about what kind of interactions they have on social media and how these make them feel
Discuss the lawsuits against social media with your teen and encourage them to think about different points of view on the issue
Promote a positive mindset in the face of negative experiences: “It’s ok, I don’t need that person in my life!” or “This hurts now, but I’ll get over it!”
Encourage teens to question what they’re seeing on social media
Take an active role in teaching your kids about mental health and healthy routines like sleep, exercise and diet
Find positive uses for social media — encourage teens to give supportive comments and share inspiring stories

In Conclusion

The recent lawsuits against social media platforms are groundbreaking, urging us to seriously consider the influence these platforms have on young people’s mental health. They challenge us to rethink our engagement with social media and demand meaningful changes from those who manage these platforms.

At the same time, these events underscore the need to actively build mental resilience and healthy habits that can counteract negative influences in our lives. Everyone has a role in shaping a future where social media supports rather than harms our mental health. Let’s seize this chance to advocate for a digital world that fosters positive connections and promotes mental well-being.

Gwyneth Chew

WMHI Wellbeing Correspondent

SOURCES

https://edition.cnn.com/2024/02/14/tech/new-york-city-sues-social-media-platforms-youth-mental-health/index.html

https://www.reuters.com/legal/judge-says-social-media-companies-must-face-lawsuits-over-harm-children-2023-11-14/

https://www.reuters.com/legal/dozens-us-states-sue-meta-platforms-harming-mental-health-young-people-2023-10-24/

https://www.edweek.org/policy-politics/school-district-lawsuits-against-social-media-companies-are-piling-up/2024/01

https://edition.cnn.com/2023/05/23/health/social-media-kids-surgeon-general-advisory-wellness/index.html

https://news.gallup.com/poll/512576/teens-spend-average-hours-social-media-per-day.aspx

https://datareportal.com/reports/digital-2024-deep-dive-the-time-we-spend-on-social-media

https://bmcpsychology.biomedcentral.com/articles/10.1186/s40359-023-01243-x

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9915628/

What Is Behavioural Health and How Does It Differ From Mental Health?

25/05/2022

Behavioural health and mental health are often used interchangeably. But they do not mean the same thing. While they both revolve around the mind and its ability to function normally, they are different in definition and types.

Mental health deals with an individual’s ability to handle significant life stressors, work productively, and function in society. On the other hand, behavioural health revolves around the impact one’s habits have on physical and mental health.

This article delves into the significant differences between the two. By knowing what sets them apart, you will better understand your psychology and its role in your life.

Understanding Behavioural Health

Most people are familiar with mental health issues, as it is a common social topic backed by several campaigns to raise awareness. However, very few people know and understand behavioural health. Interestingly, the behavioural health concept has been around for over 40 decades.

Over time, the term’s meaning has changed, making more people mistake it for mental health. So, what does behavioural health mean?

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Behavioural health deals with how your daily mental habits affect your overall well-being, biological emotions, and behavior. Everything from what you eat to how you stay fit impacts your mental and physical health.

This is why behavioural health manifests in several ways. Also, several factors affect this condition, namely:

Trauma
Medication
Chronic health issues
Relationships
Diet
Alcohol and drug use
Exercise habits

Behavioural patterns are crucial in assessments conducted by healthcare professionals. For instance, a behavioural health therapist treating an anorexic person will first look at the behaviors that triggered their weight loss. The identification helps in developing treatment methods that address the core issues.

Examples of Behavioural Health Disorders

The following are examples of behavioural health issues:

Substance Abuse/Addiction

Data shows that about 21 million Americans have at least one addiction, but only 10% get treatment. Addiction is a severe disease that sometimes has fatal consequences. Unfortunately, people addicted to drugs or alcohol often fail to acknowledge their addiction even when it affects their relationships and causes health problems.

Common symptoms of this behavioural health disorder include:

Using the additive substance more than once daily
Spending money on the addictive substance even when unable to afford it
Driving under the influence
Experiencing withdrawal symptoms if you fail to consume the substance or after quitting

Addiction also affects one’s physical health and cognitive ability. If you are struggling with substance abuse/addiction, you will experience a lack of energy or a weight change.

Gambling

Gambling in moderation is socially acceptable behavior, as evidenced by the casinos in Las Vegas. However, the story is different when dealing with gambling addiction. Approximately 1% of the adult population in the U.S. has a gambling problem.

People with a gambling addiction feel an uncontrollable urge to buy lottery tickets, play slot machines at casinos, bet on sports, etc. The severity of the behavior varies, but if you have this condition, you will keep gambling despite financial, social, and legal consequences.

If you have a gambling problem, you will exhibit one or more of the following behaviors:

Obsession with any gambling type
Taking large and insensible risks when gambling
Skipping work or other commitments to gamble
Stealing money and selling possessions
Gambling to feel better about life

Sex Addiction

Sex addiction was excluded in the fifth edition of the Diagnostic and Statistical Manual of Mental Disorders (DSM-5). This is because there remains controversy on the diagnosis of sex addiction as a mental health problem. But it qualifies as a behavioural health condition.

Sex addiction is a compulsive need to perform sexual acts to achieve the type of feeling or emotion a person with a substance addiction gets from drugs or alcohol. It negatively impacts a person’s mental and physical health, including relationships, life quality, and safety.

Common symptoms include:

Chronic, obsessive sexual thoughts and fantasies
Feelings of remorse or guilt after sex
Lying to cover sexual behaviors
Compulsive intercourse with multiple partners
Inability to control or stop sexual behaviors

Eating Disorder

Eating disorders qualify as behavioural and mental health conditions. Statistics show that it affects at least 9% of the population worldwide. Also, 9% of the U.S. population, or 28.8 million Americans, will have an eating disorder in their lifetime.

This condition causes severe health problems and, in extreme cases, death. Common eating disorders are Anorexia Nervosa, Bulimia Nervosa, binge eating, and avoidant and restrictive intake disorders. Others are night-eating syndrome and purging disorder.

Understanding Mental Health

Mental health deals with one’s ability to relate with others, their environment, and develop skills in managing stressful behaviors. It revolves around social, psychological, and emotional health. As a result, it plays a crucial role in your overall well-being.

This is why there are several conversations on ways to manage one’s mental health effectively. Usually, this involves knowing how to manage personal relationships, deal with stressors, and embrace positivity.

So, no matter your age or stage in life, ensure you take active steps to protect your mental health. Failure to do this has long-lasting consequences that affect different areas of your life. You can, do the following to maintain your mental health:

Getting therapy and counseling
Following a healthy fitness routine
Staying in contact with friends and loved ones
Eating gut healthy meals
Dealing with relationship problems in a healthy and productive way

Some mental health disorders are moderately linked to behaviors like:

Bipolar disorder
Schizophrenia
Depression
Anxiety disorder

However, there are mental health problems that are strongly connected with behavior. These include:

Personality Disorders

A person with this ailment deals with thinking patterns and behaviors that stray from the norm and cause problems with their day-to-day functioning. Some of the common personality disorders are:

Borderline personality disorder
Obsessive-compulsive disorder
Histrionic personality disorder
Narcissistic personality disorder

Symptoms vary from one to the next, and medical professionals classify them in different clusters.

Psychotic Disorders

People with this disease deal with abnormal thoughts and perceptions about other people. One common psychotic ailment is delusional disorder. These often result in delusions and hallucinations, and the person affected loses touch with reality.

This explains why people dealing with psychotic disorders see and hear unreal things. Early warning signs of these disorders include:

Feeling suspicious when with other people
Trouble differentiating between fantasy and reality
Withdrawing from family and friends

The Link Between Behavioural Health and Mental Health

Unhealthy habits tend to characterize most behavioural health disorders. But, since behavioural health problems usually co-occur with mental illness, it makes it hard to draw a line between the two.

For instance, anxiety disorder and borderline personality disorder are two conditions commonly diagnosed as a behavioural health disorder and a mental health illness. This is because the two share a common cause: trauma.

Also, constantly engaging in harmful behaviors like using drugs and alcohol might result in behavioural disorders and mental health conditions. These similar triggers make it harder to diagnose the two accurately. As a result, diagnosis is primarily subjective and conducted on a person-to-person basis.

Therefore, to effectively develop a treatment plan for behavioural health and mental health disorders, the medical practitioner must be able to draw a line between the two. Usually, they do this by asking specific questions related to your symptoms.

The Importance of Getting Treatment

At present, the gold standard for treatment plans for behavioural health and mental health problems is the collaborative approach.

Collaborative care focuses on improving the overall quality of care patients receive by ensuring that healthcare professionals work together to meet their physical and mental health needs. This treatment approach involves employing a team of experts to consider all the aspects of a patient’s wellbeing.

The treatment is multi-faceted and includes medical interventions, cognitive behavioural therapy, group counseling, etc. Collaborative care is particularly important when dealing with dual diagnoses. For example, where a person is experiencing mental health problems and has a substance use addiction.

So, if you are dealing with both disorders, yourself, together with a team of doctors and therapists using collaborative approach will endeavor to find the best possible treatment for you. This way, you get the help you need to live your best life. Ensure the healthcare provider you choose is compassionate with a stable and supportive environment.

Conclusion

Remember, regardless of how unwell you may feel now, recovery is probable and there are treatments that help you get better. But you are not alone. You can choose to surround yourself with a positive support system and engage in collaborative care. With commitment, discipline, and dedication you will succeed.

Want to know more about mental health, wellbeing, and resilience? Visit our extensive resource page to learn more.

Creativity Fostering Transformation

08/02/2022

That erroneous quote, “Houston, we have a problem,” sums up 2021. Between a rampant global virus, climate change, economic distress, racial inequity, and social isolation, we have pressing problems to solve. Given this, we would do well to turn to our innate super power— creativity, as a mean for addressing our most salient concerns of the day.

Creativity can be defined as the ability to transcend traditional ideas, rules, patterns, and relationships. It entails the emergence of meaningful new methods and interpretations and uses imagination and originality as tools for transformation. By tapping into these to forge new paths, we improve mental health and the well-being of our society. As Einstein said, “Logic will take you from A to B, imagination will take you anywhere.”

Creativity is not the Frosting; it’s the Cake

Creativity is often viewed as the icing on the cake—meaning creativity isn’t essential or the highest priority in our personal or work lives. In fact, some people view it as a luxury or leisure activity reserved for the elite. Yet creativity isn’t something doled out to the chosen few. It’s a trait we all have and is a primary agent of growth and change. It allows us to:

Renew ourselves
Recharge our minds
Reclaim hope
Restore connections
Resolve problems

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Given this, it’s unfortunate that creativity isn’t always valued as a high priority. In fact, most of us are familiar with Maslow’s Hierarchy of Needs. It’s a theory in psychology that states humans have basic needs that are ranked in order of importance and priority. Our need for food, clothing, shelter, and safety is paramount, followed by the need for love and belonging. Creativity is ranked last. Obviously, if we’re starving and don’t have shelter, we might not be thinking about painting the Sistine Chapel or self-actualization. However, what if creativity, which is at the top of Maslow’s pyramid was viewed as the primary vehicle for meeting all of our needs?If this was the case and we tapped into this approach, we might:

Prioritize creativity within schools and organizations
Address economic problems and inequity to create a more just world
Foster empathy through arts programs in communities and businesses
Think outside the box and envision change and possibilities

With creativity, we see possibilities even when our current reality indicates otherwise. We need this vision or we will remain stuck in our circumstances. And while it can be hard to dream, if life hasn’t given us much reason to, creativity helps build the imagination muscle. It revises our viewpoints allowing us to “see again”. When this occurs, we have increased personal agency and these areas of our lives become enhanced: our vision and goals, systems, jobs, relationships, stories, issues and problems.

Misconceptions about Creativity

It’s interesting how we categorize creativity and tend to think only certain people or industries are creative. “I’m not creative,” someone might say, or “I’m not an artist.” In fact, we often deify people in the entertainment industry for their talents yet neglect to recognize creativity in the people around us.

Here are just some groups that also tend to be highly creative:

Children
Artists (painters, writers, dancers, actors & musicians)
Scientists
Leaders
Entrepreneurs

Parents
Teachers
Builders
Cooks
Gardeners

Another misconception is that there is a causal link between creativity and mental illness. While many individuals living with mental illness might be highly creative, there are equally as many who would not be described that way at all – by themselves or others.Instead, I would argue that creativity is healing and restorative whether we have a diagnosis or not. Creativity helps us transform our challenges into works of beauty and endows life with purpose. Not to mention the enormous contribution it makes to society and humanity.

Creativity in the Workplace and Education

Without a doubt, work and school environments have changed radically in the last year. We’ve all had to “pivot” and adapt to a new normal. Creativity increases flexibility and spontaneity as we learn new ways of doing things. In the work place it can help us navigate interpersonal conflict, balance budgets, innovate, market, produce, and make a profit.

That said, work and school environments often operate counter-intuitively. Instead of embracing approaches that enhance learning and productivity, sometimes these methods are stifled. We look to companies like Apple or Tesla and praise them for their innovation, yet creative strategies are often not supported in the work environment. And students at school who color outside the lines are sometimes frowned upon. Instead of being viewed as mavericks who can reach new heights, companies and schools often prefer folks keep to the status quo.

If creativity is to flourish in our communities, work and school environments must allow a degree of play, risk, connection, exploration, trial and error, and rest and reflection. These are the ingredients that foster new configurations and possibilities.

Jumping into the Void

Creating takes courage. It’s often a leap of faith and into the unknown. It can make us feel vulnerable as we wonder if we will succeed or fail. Do we dare dream? And can we step into something new and unfamiliar?

To begin revitalizing your creativity, why not take an on-line class, work with a mentor, or sit down with few distractions and focus on a task you’d like to work on. Feel free to take a little time out to explore and play. You will most likely begin to feel renewed.

Not only that, when we look at our lives from a creative vantage point, we start to see ourselves as characters within our own narrative. We can shape the story, honoring core scenes and events that have occurred while creating new ones too. This is really key because during the pandemic, most of us have been stuck in an unhappy narrative and we might feel a little short changed on hope. Yet creativity allows us to foster optimism and to rebuild. We can turn to the poetry of Emily Dickinson who wrote, “I dwell in possibility, a fairer house than prose…” And from this sense of possibility, we can soar to new heights and see things from a radically different view.

Lise Porter is a licensed marriage and family therapist, consultant, and trainer for the Workplace Mental Health Institute. She is based in Los Angeles and is also a working actor. Her book, Own Your Life: How Our Wounds Become Our Gifts is available on Amazon or through her website, liseporter.com.

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Category Archives: Wellbeing

Take a Minute to Notice

Move a Little

Let Yourself Create

Talk to Someone

Step Outside

Put Boundaries Around the Noise

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Build What Works for You

The Weight That Creeps Up on You

Why Leaders Often Miss It

Where Mental Health Fits In

Sharing the Load

Why It’s Worth Seeing

The Part We Keep Missing

Stress Doesn’t Announce Itself

When the Cracks Widen

Are you a psychologically safe manager? Take the self assessment to find out.

The Loop Leaders Know Too Well

Rethinking Leadership in Australia

What Is Toxic Positivity?

Why It’s a Mental Health Awareness Issue

What Actually Helps

It’s Not About Being Negative

It Doesn’t Come Out of Nowhere

Money Isn’t Always the Dealbreaker

The Real Loss Isn’t in the Job Title

If You Want to Keep Them, Start Here

Make Work Somewhere They Want to Be

Loneliness Doesn’t Shout. It Slips In.

Some Workplaces Are Getting It Right

It Doesn’t Have To Be Big

Taking Social Media to Court

Looking at the Bigger Picture

Empowering Our Youth

Strategies for Parents: Building Mental Resilience and Healthy Online Habits

Understanding Behavioural Health

Examples of Behavioural Health Disorders

Substance Abuse/Addiction

Gambling

Sex Addiction

Eating Disorder

Understanding Mental Health

Personality Disorders

Psychotic Disorders

The Link Between Behavioural Health and Mental Health

The Importance of Getting Treatment

Conclusion

Creativity is not the Frosting; it’s the Cake

Misconceptions about Creativity

Creativity in the Workplace and Education

Jumping into the Void