Tag: mental health

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E#201 Alcohol and Mental Health

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Alcohol and Mental Health

Let’s face it – Australia has a drinking culture, which started in colonial times when convicts were partially paid with rum. (1, 2) 

Most of us associate drinking alcohol with relaxing, celebrating, sports and ‘fitting in’ with social norms. We might feel that alcohol helps us cope better with stress and anxiety, but is alcohol good for mental health? 

In this episode, I’ll talk about 
* How We Think Alcohol Helps
* The Physical and Mental Effects of Alcohol
* Longer-Term Impacts of Alcohol Use and Misuse
* Who is Most at Risk of Alcohol-Related Health Issues?
* What We Can Do

How We Think Alcohol Helps 

Alcohol is a depressant, which means that drinking alcohol can make you feel calmer and more relaxed. Some people say it helps them manage anxiety in social situations. Others use alcohol to ‘blunt’ their heightened emotions at the end of a stressful day, or to fall asleep easier. 

It’s tempting to think that alcohol is helpful, but is it really? 

The Physical and Mental Effects of Alcohol 

While you might feel that alcohol is relaxing you, it’s doing the opposite. There is overwhelming research on the effects of alcohol on mental health and physical health – and the news isn’t good.  

A 2021 study shows that binge drinking increases muscle sympathetic nerve activity (fight or flight response), reduces rapid eye movement (REM) sleep, reduces sleep quality overall and increases morning-after blood pressure and heart rate. (3)  

In other words, alcohol intake in the evening causes ‘stress’ while you’re sleeping. For example, you might think you fall asleep easily after a few drinks, but then you wake up between 1am and 3am and can’t get back to sleep, or you have ‘night sweats.’ 

As Head of Growth at Philia Labs,’ I’ve certainly seen these sorts of results in our 2022 data collection studies, in participants who consumed alcohol. Even though they felt more relaxed after drinking, their heart rates were higher and they had a lower amount of deep sleep on the nights they consumed alcohol. 

Adding insult to injury, this overnight stress disrupts your body’s natural rest and recovery process that occurs during sleep. These processes include physical recovery, blood sugar regulation, brain detoxification, immune system regulation, learning and emotional processing, and memory consolidation. 

And depending on your intake, you might wake up to the symptoms of drinking too much alcohol. 

These include elevated heart rate and blood pressure, sweating, irritability, mood swings, lower energy levels, reduced memory, poor focus and impaired work performance.  

In other words, you’re starting the next day ‘behind the 8-ball’ in a ‘fight or flight’ state.  

Longer-Term Impacts of Alcohol Use and Misuse 

Research shows that alcohol use and misuse accounts for 3.3 million deaths each year (6% of deaths worldwide) related to accidents, violence, cardiovascular disease, cancer and other diseases. (4, 5) 

We also know that mental health tends to have a reciprocal relationship with alcohol. That is, people who are dependent on alcohol are more likely to have mental health issues, and people with mental health issues may drink to self-medicate. (4)  

This was reinforced in a cross-sectional study of alcohol intake and mental health during COVID-19 lockdowns. The study found significant links between increased alcohol consumption and poor overall mental health, depressive symptoms and lower mental well-being. (6)  

The long-term mental health impacts can include increases in aggressive and/or risky behaviours, self-harm, anxiety and depression. (6, 7)  

Other risks of alcohol use include the increased chance of having an accident or injuring yourself or others, poorer job performance and negative effects on relationships. 

Who is Most at Risk of Alcohol-Related Health Issues? 

Certain groups of people may be more likely to drink, or drink more, and therefore be at greater risk of (physical and) mental health problems. Research on US populations (4) shows that:  

  • men are more likely to drink heavily or binge drink than women,  
  • Caucasians tend to drink more overall,  
  • people of higher socioeconomic status tend to drink more frequently, and  
  • lower socioeconomic groups tend to drink larger quantities of alcohol.  

Isolation is another risk factor for increased alcohol consumption and related mental health issues, particularly for some age groups.  

In 2021, a study of alcohol consumption during COVID-19 lockdown (self-isolation) in the UK showed that increased alcohol consumption was most prevalent in 18–34-year-old people compared with older age groups, and that poorer mental health was significantly related to increased alcohol intake (versus no increase during the study). (6) 

Certain work sectors are also in the higher risk category, such as remote mine sites. The fly-in, fly-out (FIFO) workforce experiences stressors including isolation, extreme environments and shift work disorder. Levels of psychological distress are significantly higher compared to the general population (8). Drinking is also part of the mining culture. Recent studies in the FIFO workforce in Australia indicate that the odds of risky and harmful alcohol use are much higher in certain groups (8, 9, 10): 

  • males,  
  • younger workers,  
  • smokers,  
  • people working primarily for higher income, 
  • working in underground mining (vs open cut) 
  • those with previous alcohol and other drug problems  
  • those who report psychological distress, and  
  • those with a history of anxiety and/or depression. 

Advertising, marketing and cultural norms (including in the workplace) all play a role in drinking habits, as do lack of support and exposure to stressors. 

What Can We Do? 

Alcohol intake is a cultural norm in many countries, and it is linked with a complex array of individual and societal factors. There are several ways we can reduce the impacts of alcohol on health and mental health.  

Firstly, education on the risks of drinking and binge drinking is important. Knowing the recommended drinking guidelines is a good starting point to work out whether you have risky drinking behaviour. You can use these yourself or share them with others. 

Secondly, being self-aware of your drinking habits and after-effects is important for identifying your own risky behaviours and it might help you feel motivated to change your habits or get some support to do so. 

There are various levels of support available. Alcoholics Anonymous is one association, but also, several health and wellness coaches offer support and behaviour change for grey-area drinkers – those people who aren’t alcoholics but are concerned about their drinking habits. Sarah Rusbatch in WA is a leader in this area and has a free community. You can also ask a trusted friend, family, mentor or colleague for support.  

Workplace culture is another place that can support positive change. A lot of workplaces support, condone or endorse a drinking culture that can be uncomfortable and create pressure on people who don’t want to drink.  

As an individual, you can approach your HR department to discuss initiatives, find ambassadors and request support to change the workplace culture. As a business owner, you can review employee behaviour and social drinking norms to look for opportunities to better support your organisation. 

Whatever you do, by drinking less, you will feel better for it, you will look better, and you will reduce your risks of chronic and acute disease. 

Summary 

The message is clear – drinking alcohol can seem to have benefits in certain situations, but the reality is, it’s putting stress on your body that can impact your physical and mental health.  

There can be flow-on effects to your work performance, career opportunities, relationships, and life satisfaction. 

Self-awareness is always the starting point for change, so by understanding the guidelines and reflecting honestly on your own drinking habits, you are better equipped to know whether you need help, and what sort of help you might need to make some positive and more healthful changes. 

 

  1. VicHealth. Exploring the Role of Alcohol in Victorians’ Lives. Website accessed 16.6.22 
  2. Moodie, Prof. R. 2013. A Brief History of Alcohol Consumption in Australia. The Conversation Website, accessed 16.6.22. 
  3. Greenlund, I.M. et al. 2021. Morning sympathetic activity after evening binge alcohol consumption. Am. J. Phys Heart Circ Phys 310(1), H305-H315. 
  4. Sunhinaraset, M. 2016. Social and Cultural Contexts of Alcohol Use. Alcohol Res 2016; 38(1); 35-40. 
  5. Alcohol and Drug Foundation, 2021. Every alcoholic drink increases your risk of cancer. Website accessed 16.6.22. 
  6. Jacob, Louis, et al. Alcohol Use and Mental Health during Covid-19 Lockdown: A Cross-Sectional Study in a Sample of UK Adults. Drug and Alcohol Dependence, vol. 219, 2021, pp. 108488–108488., doi:10.1016/j.drugalcdep.2020.108488. 
  7. Headspace. How does alcohol affect mental health? Headspace website accessed 16.6.22. 
  8. James, Carole et al. Correlates of psychological distress among workers in the mining industry in remote Australia: Evidence from a multi-site cross-sectional survey. PloS one vol. 13,12 e0209377. 20 Dec. 2018, doi:10.1371/journal.pone.0209377 
  9. James, Carole L., et al. Alcohol Consumption in the Australian Mining Industry: The Role of Workplace, Social, and Individual Factors.  Workplace Health & Safety, vol. 69, no. 9, Sept. 2021, pp. 423–434, doi:10.1177/21650799211005768. 
  10. James, Carole et al. Factors associated with patterns of psychological distress, alcohol use and social network among Australian mineworkers. Australian and New Zealand journal of public health vol. 44,5 (2020): 390-396. doi:10.1111/1753-6405.13037 
  11. Alcohol and Drug Foundation Australia. Australian Alcohol Guidelines. Website accessed 5.7.22. 
  12. Alcoholics Anonymous. Zoom Meeting attendance information. Website accessed 5.7.22. 
  13. Sarah Rusbatch – Grey Area Drinking Coach. Website accessed 5.7.22. 

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E#199 How Does Diet Impact Mental Health

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How Does Diet Impact Mental Health

In the 20th Century, we have seen global shifts in dietary intakes, with people eating more sugary, fatty, high-energy food and snack foods, and a decrease in fibre-rich and nutrient-dense foods, especially in younger generations and those who are ‘busy’ and looking for convenience. 

But what impact does diet have on mental health? 

Today I want to explore the latest research that links diet and mental health and discuss some opportunities for health coaching in this space. 

In this episode, I’ll talk about 
* Global Research from Nutritional Psychiatry
* What the Research Means for Mental Health
* How Employers Can Support Better Nutritional Health

Nutrition and Mental Health – Global Research from Nutritional Psychiatry 

We know that many ‘common’ mental health disorders are associated with chronic health conditions. We also know that lifestyle behaviours including eating habits are intrinsically linked to physical health. Recent research is defining these relationships and revealing opportunities to improve mental health through diet. 

Nutritional psychiatry is an emerging field that recognises the consistent link between better-quality diets and a reduced risk of depression, anxiety and other mental health disorders.  

Most of us are familiar with the longevity and good mental health associations with Blue Zone diets – think the centenarians from Ikaria and Okinawa – and this association is supported by research. Here are some examples. 

A study of Norwegian men and women who followed a traditional Norwegian diet reported more favourable mental health compared to those on a typical Western diet, even after adjustment for variables including age, education, physical activity, smoking and alcohol consumption (1). 

An Australian study of 8,660 healthy men and women showed that a Mediterranean-style diet was associated with lower psychological distress as measured by a K10 score (2). 

A systematic review of both observational and interventional studies of nutrition and bipolar disorder found that the intake of certain nutrients is associated with a reduction of bipolar disorder symptoms. Those nutrients include omega-3 fatty acids, folic acid and zinc. Promising results were also indicated for coenzyme Q10 and probiotics (3). 

Many studies show that lower socioeconomic circumstances partly explain poor eating habits and depressive symptoms, but there is also evidence that depression is directly associated with long-term exposure to an unhealthy diet, independent of socioeconomic status (4).  

What Does This Mean for Mental Health? 

Medication, exercise and psychological intervention are well-known approaches that play an important role in treating and managing mental health disorders. 

The research findings from nutritional psychiatry show that healthy eating is another impactful ingredient in maintaining brain health and mental health. It is important that we recognise these links with the rise in mental health disorders and body weight during the Covid 19 pandemic, and, that we apply these learnings in practice. 

To that end, it is promising to see that the Royal Australian and New Zealand College of Psychiatry guidelines (2020) and the National Institute of Health and Care Excellence (UK) guidelines (2022) now recommend dietary improvement and other lifestyle modifications as a foundational treatment for mood disorders. 

This is a positive starting point to augment the existing approaches to mental health. Yet there is still more that can be done on a day-to-day basis to improve eating habits and food choices toward better health, lifestyle and productivity. 

Can Employers Play a Role in Better Eating Habits? 

Dietary changes typically happen in our own households or via a medical setting, but there are also opportunities for workplaces to be involved in improving the eating habits of the workforce for better mental well-being, productivity, focus, concentration and general health. 

These days, it is an employee market with thousands of job vacancies on the market. This means that employees are looking for workplace benefits to entice them into a workplace, or to make it worth their while staying in an existing workplace. 

Any opportunity to improve health could be seen as a value add and a sign that the employer cares about their workforce. 

What might this look like in a workplace? 

Well, assuming you would do a needs assessment first and find out what sort of service is desired, there are a few ways you can package up your services for a corporate market. In other words, there are a variety of ways you can add value to workplaces in terms of employee nutrition. 

Firstly, educational and coaching programs can be offered to any employees to help them understand the benefits of healthy eating and to empower employees to develop healthier eating habits. If you don’t have a dietetics or nutrition qualification, education can be based on published government guidelines in an interactive, workshop-style arrangement. 

If you’re working with rural or remote workplaces where the workplace provides meals, one offering you could make is to help them develop a strategy to improve the nutritional quality of foods on offer at the workplace and reduce the availability of unhealthy options. This is an important consideration when employees don’t have access to healthy food other than at the workplace. 

Routine medical clearance and fitness for work checks can monitor body weight and waist-to-hip ratio as one indicator of nutritional health and can facilitate referral to a dietician or health coach to support behaviour change. Partnering with the EAP or medical service that the employer uses is another way to add value to the company. 

In some cases, running workplace challenges can also offer individuals the chance to improve their nutrition in a supportive team environment.  

Of course, individual coaching is also appropriate as an on-sell from or adjunct to any of these types of initiatives. 

The evidence is clear – eating habits play a significant role in brain health and mental health.  

And aside from medical and psychological support programs, there are many other opportunities for coaches to help organisation to improve the eating habits of their workforce, and consequently, improve their quality of life, health and work performance. 

The Opportunity for Coaches 

If you are a coach running a business that focuses on either nutrition, mental health or both, there are opportunities for you to approach workplaces to implement education and coaching strategies that will boost employee health, well-being, focus, productivity and performance. 

Citing the statistics and research is a great way to position your services to employers and gain their buy-in. It answers the ‘what’s in it for me’ question – why should I invest in your services? 

Summary 

Today we covered some of the groundbreaking research in nutritional psychiatry that demonstrates the links between nutrition and mental health. 

I also talked about some opportunities for employers to have an impact on employee well-being – especially important in times when employers are trying desperately to retain their talent. 

By presenting the facts and figures on the impact of nutrition on mental health and performance, and by outlining affordable opportunities for employers to offer a value add, you can position your coaching business to enter the corporate space more easily. 

If you have questions on this episode, hit me up on my contact page. 

  1. Jacka, F.N et. al (2011). The association between habitual diet quality and the common mental disorders in community-dwelling adults: the Hordaland Health study. https://pubmed.ncbi.nlm.nih.gov/21715296/ 
  2.  Hodge, A. et al (2013) Patterns of dietary intake and psychological distress in older Australians: benefits not just from a Mediterranean diet. https://pubmed.ncbi.nlm.nih.gov/23199436/  
  3. Fernanda, C Gabriel et al. (2022). Nutrition and bipolar disorder: a systematic review. https://www.tandfonline.com/doi/abs/10.1080/1028415X.2022.2077031  
  4. Jacka, F.N et al. (2014) Dietary patterns and depressive symptoms over time: examining the relationships with socioeconomic position, health behaviours and cardiovascular risk. https://pubmed.ncbi.nlm.nih.gov/24489946/  

Ready to get clarity on your pathway to success?

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E#187 How Exercise Improves Mental Health with Zac Jefcoate

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How Exercise Improves Mental Health with Zac Jefcoate

Today, I interview exercise physiologist and health and wellness coach, Zac Jeffcoate to discuss the links between exercise and mental health, the cost of prevention versus injury management, and how the powerful combination of individualised exercise and coaching can empower improvements, save money and improve quality of life at the individual and workforce level. 

MW: I’m pretty interested to start by hearing a bit about what you’re really passionate about.

In this episode, we’ll cover: 
* The links between exercise and mental health
* Why changes is difficult, and how to overcome resistance
* The importance of simple steps 
* How individualised coaching and exercise programs can improve health and save money

ZJ: Well, firstly, that question gets asked a lot, and the way I answer that is, the passion for me is providing exercise and movement. Initially in my career as an exercise physiologist, we can impact people’s lives really positively. And as I progressed in my career, I found that it’s not so much what exercise does, but it’s more the fact of what exercise, obviously, how it improves the quality of life, and how people actually fit that into their day-to-essentially get to an outcome.  

So my passion is actually educating people on the benefits of exercise as my solution and I kind of not sell them what the solution is that exercise is a modality that fits into their lifestyle.  

 And it’s really important that we look at how diet, sleep, exercise, relaxation, and meditation fit into a physical-mental model. My passion is really the profession, I’ll be honest with you. It is exercise physiology. And beyond that, it’s obviously providing education to anyone who wants to hear. 

MW: Wow. And it sounds like you have quite a broad experience. We were talking just before we started this conversation about all of the things that you’ve done. Can you give us a quick recap of your world tour of Australia? 

 ZJ: Yeah, well, just I mean, I’ve, I’ve got a bit of ADHD probably. So I do a lot of different things.  

 Initially, when I graduated in 2008, I was offered a job in mining. Unfortunately, I turned up and I tried a uniform on and the guy said, Sorry, Zac, there’s no work here. We’ve lost the contract that’s mining.  

It was a humbling experience. My rejection was the redirection to go on a journey, and I set up two AP clinics in medical centres. They’re a great company so did that for about five years. At that time, I was an ABC radio host, and had a skit on ABC.  

I then worked in Surf Lifesaving as a performance coach and as a Cert IV lecturer in fitness. Then, after five years, I went into the Northern Territory in Tennant Creek, and I worked over there for about three months with a company called Body Fit. We provided access to exercise physiology in remote and rural indigenous communities. That was a great eye-opener.  

And then after that, I went to Melbourne for a number of years and work down with Angelo and the team in Melbourne, in rehab, and then I had come back to Perth, to take on the role in rehab services. 

MW: Wow, you’ve seen a lot of the country and by the sound of things, a lot of different sorts of people in different contexts regarding exercise. 

 ZJ: Yeah. And it’s the same message. And I guess the challenge is what you know, the message that you’re trying to portray, it’s about linking that to your target audience or linking that in terms of value. So how does someone who’s recovering from kidney disease take your message, as opposed to someone who’s just been guys diagnosed with anxiety and depression?  

So how do you as an AP, or as a health professional, essentially get buy-in or trust from the client? And that’s a hard skill, to be honest with you. 

MW: I guess that’s where the coaching approach comes in for you. 

ZJ: Definitely. Yeah. And the coaching principles. More importantly, that the client-centred approach you really have to understand that putting yourself in the other person’s shoes, is essentially, the empathetic approach. Second to that, what is it about what you’re offering do they think they need? 

I mean, I’ll be honest with you, a lifestyle change is hard. And this is why it’s about the clients we have they range on the spectrum in terms of their levels of health. And it’s really important that when you coach them through each week or each session, they understand that your guiding principle of coaching is really important because of how you do your initial assessment, how you do your follow-ups, and then essentially how you educate them all comes down to that kind of format and modality that needs to really be targeted to them. 

MW: I can hear that it’s very personalized, even down to the level of each individual client. That’s what you’re saying? 

ZJ: Yeah, a tailored approach. So we don’t do cookie-cutter assessments. You can have two of the same people come in with the exact same diagnosis or a similar history and you need to treat them differently. The, approach of, well, for example, the One Stop approach doesn’t work, especially in coaching and health and wellness, the individuality.  

So it’s really important that you understand, this is essentially going through the need to understand the biomedical markers of the person, you could ask them the physiology, and you have to understand the drive and direction in their psychology behind their motivation and their habits. You have to break this down, because what your intervention and what you’re trying to provide a solution won’t necessarily hit the mark, if you can address those factors. 

MW: It sounds like you have to be across a lot of stuff, generally. And then as well, on top of that the individual needs of the person or being able to identify those and be client centred at the same time. 

ZJ: Yeah, it’s difficult. And I’ve been doing it for 14 years, and I probably am still learning a lot, it probably took me at least a number of years to actually understand how to relate, also understand how to say what, when, and also how to formulate a plan to best suit my client. And this is life experience, number one. Number two, it’s understanding your trade, knowing what you can offer and also really having a thirst or a passion to continue to keep learning. 

MW: It’s so important. Absolutely. I wonder if we could talk a bit about mental health because really, in this spotlight at the moment, there’s obviously a link between exercise and mental health. But I’m not sure that a lot of people really understand that link very well. So could you talk to us a little bit about that? 

ZJ: Well, I mean, the link, over let’s put it this way, it’s definitely gotten a lot better in terms of the awareness, I think we have to be mindful with exercise and mental health, that there’s a component that they actually go hand in hand. But remember physical health, and mental health, are what come first.  

I think the main thing is understanding that from a, I guess from a medical model, so for example, in the GP, it’s about providing the lifestyle change. And then from a health coaching, and from a wellness perspective, you’re not just focusing on one part.  

So the link between exercise and mental health is actually quite been studied a lot in the last probably three to four years, the rates of depression, anxiety, in particular, schizophrenia, and bipolar.  

Also, there’s a lot of evidence in relation to exercise and how it modulates brain improvement, obviously, the feel-good hormone reduces cortisol, essentially over time, what it does, it gives it a more locus of control, or competence to the client, about what they can and can’t do.  

I’ll talk to you from a purely physiological point of view from the way the body responds. It improves oxygen. That’s the first point of Go.  

So as we improve oxygen, when hemoglobin, obviously, blood flows for the body, that increases natural feel-good hormones, you need to do that in a certain way over time to get a benefit. And the first thing I look at with mental health is called dose response.  

For example, you go walking for 10 minutes, getting enough response for your body and change. It’s no different than medication now, where you’ve been diagnosed with depression, and you have 25 milligrams of sertraline or Zoloft. Does that do anything for the body? So it’s this it’s no different.  

The second thing is looking at what is it about physical health that when you’re faced with a mental health condition or concern, why does that always go on the back burner? What is it about exercise and movement and eating? Well, and so why does that always go to the bottom? And this is the crux of understanding that we need to break the relationship down so people can see the value. 

Liking what you read so far? Listen to the whole interview by clicking the links above.

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E#163 Early Warning Signs of Mental Health Decline

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Early Warning Signs of Mental Health Decline

October is mental health month, and I am in the thick of Mental Health First Aid training. If you haven’t heard of this, it’s a fabulous course that equips you with some basic skills to more easily identify and directly help people who are struggling with mental health.

In celebration of this important month, I decided to share some of the common early warning signs of mental health decline.

In this episode, I’ll talk about 
* Physical and Physiological Signs of Stress and Mental Health Decline
* Behavioural Signs
* Filling the Gaps

A Few Facts

Let’s start with a few basic facts.

Mental health challenges affect your brain, your body and your behaviour. 

Chronic stress is a precursor to mental health conditions. It can affect your brain, shrinking the hippocampus, and subsequently decreasing your memory, mood and learning ability.

The early warning signs and symptoms of chronic stress and subsequent mental health decline may be subtle and highly individualised. 

They may not be detected or reported until a crisis state is reached, and in that sense, it can be difficult to identify people who are at risk (1) .

Physical and Physiological Signs of Stress and Mental Health Decline

  • Tiring more easily 
  • Being tired all the time
  • Feeling sick and run down
  • Headaches
  • Persistent/resistant muscle aches and pains
  • Increased or decreased reaction times
  • Changes to sleeping patterns
  • Weight loss or gain
  • Dishevelled appearance
  • Gastro-intestinal issues.

Behavioural Signs

Behaviours associated with mental health concerns include:

  • Not getting things done
  • Unusual emotional responses
  • Inappropriate complaints about lack of management support
  • Inappropriate focus on fair treatment issues
  • Inappropriate complaints about not coping with workload
  • Withdrawing from colleagues
  • Reduced participation in work activities
  • Increased consumption of caffeine, alcohol, cigarettes and/or sedatives
  • Inability to concentrate
  • Indecisiveness
  • Difficulty with memory
  • Loss of confidence
  • Unplanned absences
  • Conflict with others
  • Inappropriate use of grievance procedures
  • Increased errors and/or accidents.

Many of these are ‘invisible’, may be easily mistaken for other conditions, or could be interpreted as non-significant, single events. It is only in a face-to-face (or virtual) interview with a mental health professional, who looks at a cluster of symptoms, that mental health concerns may be assessed and properly diagnosed.

Outside of a clinical setting, or when workers are remote, it is difficult for peers, managers, clients (or for the individual themselves) to identify mental health risks.

The stigma around reporting mental health issues is part of the issue, and this is indicated by the underuse of employee assistance programs (EAPs). 

We know that 20% of people of working age will experience a mental health concern in any given year, yet typically only 5% of employees (across all sectors) access EAPs for mental health concerns[4],[5].

For these reasons, mental health diagnosis is often reactive and comes too late, when things are at a crisis point.

Filling the Gaps

It can be tricky to know what to do when someone you know or love has these sorts of signs or symptoms.

The best thing you can do is let them know tactfully, and directly, that you have noticed a change in their behaviour, and to ask how they are feeling.

Better still, enrol for the Mental Health First Aid course. It’ll equip you with skills to better deal with your clients, your friends, family or coworkers.

Summary

Mental health can decline secretly and silently, affecting your brain, your body and your behaviour. Chronic stress is a precursor to mental health conditions. 

The journey from not coping with stress to mental health decline can be subtle and highly individualised, and hard to see until it’s too late. 

Today, I  described some of those signs and symptoms, and talked about mental health first aid, a course that can equip you with the skills to identify mental health concerns early on and help people in need to take charge and get back on track more easily.

[1] https://returntowork.workplace-mentalhealth.net.au/

[2] https://mhfa.com.au/

[3] Robert M. Sapolsky. Why Zebras Don’t Get Ulcers: An Updated Guide To Stress, Stress Related Diseases, and Coping. 3nd Rev Kindle, 2004. W. H. Freeman ASIN B0037NX018

[4] https://www.pwc.com.au/about-us/insights/non-executive-directors/mental-health.html

[5] https://www.businessfirstmagazine.com.au/finding-health-and-wellbeing-in-the-workplace/16285/

[6] https://www.ihealthcareanalyst.com/government-initiatives-public-awareness-propel-preventive-health-care-technologies-services-market/

Ready to get clarity on your pathway to success?

Understanding who you are and what you need will allow your business to thrive! If you’re truly ready to break old habits and get out of the rut I encourage you to check out the Habitology membership.

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E#162 The Link Between Stress and Mental Health Issues

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The Link Between Stress and Mental Health Issues

Mental illness is a significant global issue. If we want to take a preventative approach, we need to understand the factors that lead to mental health issues. 

In any one year, 1 in 5 Australians is affected by diagnosed and undiagnosed mental health issues.

Mental health is a global issue, having the third highest disease burden of all diseases in Australia and globally. The World Health Organisation (WHO) predicts that depression (in particular) will be the leading health concern in both developed and developing nations by 2030[1].

In this episode, I’ll talk about 
* What Causes Mental Health Issues?
* How Does Stress Affect Mental Health?
* Workplace Impacts
* What We Can Do

We know that mental health issues affect a person’s thinking, emotional state and behaviour and disrupts their ability to work, carry out daily living activities and engage in healthy relationships. We also know that early, effective prevention or intervention programs maintain good mental health[2].

In that sense, if we can understand the causes and etiology of mental health issues, we are better placed to reduce and manage them better.

What Causes Mental Health Issues?

If we are to intervene early and effectively to prevent mental health issues, where do we start?

A logical place is the link between stress and mental health. There is overwhelming evidence that stress is a precursor to mental health issues and is tightly linked to mental health decline. Stress is also strongly related to depression[3].

Since 15 – 45% of mental health issues are attributable to workplace conditions, understanding the workplace risk factors seems to be a logical next step[4].

How Does Stress Affect Mental Health?

One model of stress and ageing/disease suggests that an individual’s perception of stress and prolonged exposure to stress can change the brain, body and behaviour, all of which perpetuate a vicious cycle of excessive response, damage and poor recovery3.

In the brain, an enlarged amygdala and diminished hippocampus are related to memory loss, reduced learning ability, and depression. The longer a person is highly or chronically stressed or depressed, the smaller their hippocampus gets.[5]

In the body, elevated cortisol levels and a chronically active fight or flight response can cause symptoms such as elevated resting heart rate or blood pressure.

A chronically stressed person may change their behaviour to help them cope or adapt[6]. Behaviour changes may include decreased exercise and sleep, increased smoking, changes to diet and reduced adherence to medication, all of which contribute to mental and physical health decline.

In other words, an employee who faces stressors such as constant overwork, prolonged screen time, sedentary work behaviours, feeling pressure to work or respond to emails outside working hours, discrimination, bullying or harassment, constantly facing disgruntled customers or workers, or long/irregular working hours, is at risk of chronic stress, and both physical and mental health issues[7].

The initial signs of mental health decline in the workforce may be subtle and therefore hard to detect at first, but over time will become more obvious in terms of health metrics and behaviour change.

Workplace Impacts

Chronic stress and mental health concerns in the workplace result in increased absenteeism, reduced contribution and participation, reduced productivity, reduced cohesiveness and cooperation and high staff turnover.

There are concomitant increases in the cost of health services, insurance and supplementary employment benefits to the tune of $17.4bn per annum in Australia4.

What We Can Do

As a starting point, the hierarchy of control is a useful framework to identify and reduce stressors in the workplace, to reduce the risk and development of mental health issues.

If workplaces can eliminate, substitute, or reduce exposure to stress and mental health hazards, provide protection and treat the negative impacts, then we may start to see mentally healthier, happier workplaces.

But let’s go one step further.

We all know that prevention is better than cure. From a preventive standpoint, workplace programs and initiatives that are proven to build employee resilience and improve individual stress responses will create a workforce where employees cope well, bounce back better, are happier and more productive in their roles.

Summary

Mental health issues are a global concern, and they have a significant impact on both quality of life and workplace productivity.

An individual’s perception of stress and prolonged exposure to stress are key factors in the development of mental health issues, via changes in the brain, body and behaviour.

We know that workplace conditions strongly linked to both chronic stress and the development of mental health issues. This provides us with a golden opportunity to get on the front foot by better-managing existing risks and by taking preventive action to improve resilience and create healthier, happier workplaces.

[1] https://www.who.int/healthinfo/global_burden_disease/GBD_report_2004update_full.pdf?ua

[2] https://mhfa.com.au/

[3] Epel, S. et al., (2018). “More than a feeling: A unified view of stress measurement for population science,” Front Neuroendocrinol, vol. 49,   pp. 146-169, Apr 2018, doi: 10.1016/j.yfrne.2018.03.001.

[4] Carter, L and Dr Stanford, J (2021). Investing in Better Mental Health in Australian Workplaces. The Australia Institute, Canberra, ACT.

[5] Doidge, N. (2007). The Brain that Changes Itself. Scribe Publications, Melbourne, Australia.

[6] Cohen S, Janicki-Deverts D, Miller GE (2007). Psychological Stress and Disease. JAMA. 2007;298(14):1685–1687. doi:10.1001/jama.298.14.1685

[7] Johnson, a. et. al (2020) A review and agenda for examining how technology-driven changes at work will impact workplace mental health and employee wellbeing. Australian Journal of Management

2020, Vol. 45(3) 402–424

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Episode 108: AmIOK?

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This episode is about taking care of your own mental well-being. 

 I want to start by talking about the RU OK campaign in Australia and then to talk about the need to manage our own mental well-being as well.

RUOK?

R U OK? is an organisation whose vision is a world where we’re all connected and are protected from suicide.

Their mission is to inspire and empower everyone to meaningfully connect with people around them and support anyone struggling with life.

Their goals are to: 

  1. Boost our confidence to meaningfully connect and ask about life’s ups and downs
  2. Nurture our sense of responsibility to regularly connect and support others
  3. Strengthen our sense of belonging because we know people are there for us
  4. Be relevant, strong and dynamic

I love that the RU okay campaign exists. It gives us all an opportunity to think about the people around us and consider how we can offer support. 

It means that we are proactively reaching out to check in with people and to help them to speak up about what’s going on for them so they can get help.

I had a conversation with somebody one-day who I knew was severely depressed and going through a major incident and I had reached out to say are you okay. 

It was a difficult conversation because I hadn’t yet trained as a coach and this person was very upset but I was concerned about their mental well-being so I did the best that I could with the skills that I had at the time. 

Months later that person phoned me and said they were considering suicide the day I had called – they were getting ready to do it – and the conversation we had stopped them from taking action and caused them to reach out for help. 

Truly, I was taken aback that the conversation had had such a powerful impact on that person and it made me thankful that I’ve been able to help but also concerned about my skills and education and knowledge in this area.

So where and how do you start getting these skills?

What if you’re not a coach or working in a support capacity but want some basic understanding and skills?

Mental Health First Aid

It’s worth mentioning the mental first aid course.

Several organisations deliver this course: Mental Health First Aid Australia says that: 

Each year 1 in 5 Australians will experience a mental illness. Many people are not knowledgeable or confident to offer assistance. Physical first aid is accepted and widespread in our community, however most do not cover mental health problems. Mental Health First Aid (MHFA) teaches people the skills to help someone who they’re concerned about.

What About Me?

All of this got me thinking recently about the fact that there are many campaigns that are outward directed – helping us to check in with the other people about their own mental health and well-being.

But just as important is the ability to be self-aware and identify our own mental health challenges.

As a coach, I know that one of the main reasons people hire coaches is simply that they lack self-awareness of how they are thinking and operating in the world, and what their habits are.

People are either too busy to notice themselves and reflect on their behaviour, needs and wants, OR, they notice an issue coming up for themselves but say ‘she’ll be right, I’ll just push through.’

The old ‘she’ll be right attitude’ is a mask that many Australians have been wearing for a long time.

In either case, most people simply don’t know HOW to check in with themselves or to ask for help.

They say, I’m okay, don’t worry about me, everything is fine. I don’t need any help, I’ll put on my big girl pants or I’ll pull up my boots and I’ll just get on with it. 

I can totally see how we came to be that way. That attitude comes from the hands-on, roll-up-your-sleeves, hard-working people who founded modern society in our nation.

Think about it – once upon a time, not that long ago, we were a nation of pioneers in a new country who travelled long distances, lived off the land and managed many hardships to establish towns and cities. We were the kind of people that pitched in and did things and got on with things and to build a great nation.

But these days, there is a changing of the guard.

We have the rise of Gen Y (with more of a values focus, in my opinion) as dominant players in the workforce and leadership positions. 

We have an increase in multiculturalism in our society, and a need to consider people with different cultures, ethics and values.

And we are giving more attention to well-being, health and mindfulness. 

With all of this going on, we are starting to realise that the old ‘she’ll be right attitude’ is a mask that many Australians have been wearing for a long time.

The old stigma around mental health issues, not wanting to show any weakness or to be judged, has to come off.

We have to learn how to ask for help.

But first of all, we must be self-aware enough, to know when we need to get that help.

AmIok – a new paradigm 

I propose a concept that sits alongside RUOK, to acknowledge that it’s just as important to check in with yourself rather than to ignore the warning signs and push through. 

I want to ask you to think about a new paradigm. 

The AmIOK paradigm. 

Certainly check in with the others and ask are you okay, but at the same time give yourself the attention to – how am I travelling? 

Am I ok? 

And if not, what do I need, how am I feeling, what’s my capacity, and what do I need to do differently? 

I had this experience myself recently. 

I noticed a few things were becoming difficult for me. 

I was starting to avoid certain situations and certain tasks that I didn’t like. 

Normally I can do tasks that I don’t like or don’t enjoy, but when I’m stressed, under a lot of pressure then I go into avoidance of those basic tasks. And to me that is a sign that I need to step back and check in with myself. 

Other signs that I need a break or to get help are that my cooking is boring, I’m not sleeping well, and I feel frustrated, and starting to look for more coffee.

Basically, I lose my enthusiasm and creativity. 

When those things start to ebb, I know it’s time to take a break or to get help.

Summary

RUOK is a wonderful initiative that helps us to lower the risk and rate of suicide, by reaching out to others.

It’s important to check in with yourself rather than to ignore the warning signs and push through. 

Mental Health First Aid is a great training course to gain basic skills.

I propose a new paradigm – AmIOK? – as a means of learning to give our own needs more attention and to get help sooner rather than later.

Ready to pay more attention to your own needs?

It’s OK to be not OK, but it doesn’t always have to be like that. If you need help to feel more in charge of your life, I encourage you to check out the Habitology membership.

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