Topic for a Brown Bag:
Personal resilience means the
ability to bounce back from adversity
—tough times and tough events. We know this means for individuals, but the concept also applies to families. Families
can be resilient too, and they can become more resilient to weather stressful events.
Seek to build resilience within your family and you can
weather tough times and improve your chances of thriving despite it all. If you
answer no to the following questions, consider how you can build these traits,
each one of which reinforces the other. (1) Do individual family members feel
confident in their abilities to cope with change? (2) Do family members not shy
away from hard work? (3) Do family members demonstrate the ability to cooperate
with one another, despite the minor squabbles most families experience? (4)
When wronged, do family members forgive each other? (5) When stressful events
happen, does your family adapt? (6) Do family members nurture one another? (7)
Do family members stick up for one another other? (8) Are family members open
and honest with one another other? (9) Does the family interact and build
relationships within its community?
We often address topics similar to this one in Frontline Employee..Get
a subscription for your EAP and increase your utilization, value of
your program, and offer your organizations reduced risk, and better
integration....all of which can keep your program thriving instead
surviving.
Family resilience has earned its own place in the
Wikipedia. I bet you did not know that. So important is this topic that
it is examined in many respects. See it here: https://en.wikipedia.org/wiki/Family_resilience
Dan Feerst published America's first EAP blog* in 2008.* This blog offer EAP training program and resources to boost EAP utilization, reduce behavioral risk, and improve the effectiveness of employee assistance programs (EAPs) America's oldest and #1 EAP Blog by world's most widely read published EAP content author, Daniel A. Feerst, MSW, LISW-CP. (*EAPA, Journal of Employee Assistance)
Monday, March 19, 2018
Tuesday, February 13, 2018
[Valentines Day News] Helping Employees and Their Relationships
suppose this research below on predicting fidelity (or infidelity) in
relationships is appropriate for Valentine's Day. I saw it in my news
feed this morning. But does have some workplace implications for
education and wellness.
Essentially, the research shows that a spouse or
partner's natural inclination to glance away faster and to subjectively
"devalue" an attractive potential sexual partner predicts higher degrees
of fidelity. The longer the look, the more likely the individual was to
participate infidelity. The shorter the look the less likely fidelity
will be a couple's issue.
Here is the research summary.
See the program: "Giving Couples Counseling a Try"
Thursday, February 8, 2018
Revisiting Depression in the Workplace and Helping Employees
All mental health professionals conduct assessments and/or treat people for depression from time to time.
Some who suffer with this illness may experience such chronic long-term sadness that they barely understand any more what it is like to feel normal.
When depressed employees find relief, it is not unlike those who are able by a medical procedure to hear or see for the first time.
You probably have employees on payroll right now who suffer with chronic depression. They function with depression, but they are not firing on all cylinders. Productivity losses for this group of employees is enormous.
Employees with depression may not look "depressed", sulk at their desk, or behave sluggishly. Still, depression is one of the most costly illnesses to employers at a whopping $75 billion in lost productivity and absenteeism alone.
Consider educating employees about depression periodically so those who suffer from it have the chance to self-diagnose, rally with motivation, seek help. This is easy to do, and the payoffs can be great.
Here's a tip: Educate employees about depression in an article, and refer to a term called "bottomless sadness" associated with depression, and normal sadness. Google this term, and wrap a 150 word article around it. Put it in your health and wellness newsletter (or wait until March when I will do it in Frontline Employee.) You will be surprised at the impact this article has employees. Some who need help right now may reach out.
Don’t do a one-shot educational presentation or brown bag on depression. Instead trickle the information out in chapters with your newsletter, fliers, or another wellness tips program. You will see people move toward getting help after awareness builds after about six messages.
Consider this reproducible and editable tip sheet called “Understanding Depression.” Or Google for one like it somewhere on the Web. There are many. But, begin educating employees about this brain disease if you have not done so in a while.
Note, the tip sheet above also is available as a Video, Web Course, DVD, and PowerPoint. All have professional narration.
Some who suffer with this illness may experience such chronic long-term sadness that they barely understand any more what it is like to feel normal.
When depressed employees find relief, it is not unlike those who are able by a medical procedure to hear or see for the first time.
You probably have employees on payroll right now who suffer with chronic depression. They function with depression, but they are not firing on all cylinders. Productivity losses for this group of employees is enormous.
Employees with depression may not look "depressed", sulk at their desk, or behave sluggishly. Still, depression is one of the most costly illnesses to employers at a whopping $75 billion in lost productivity and absenteeism alone.
Consider educating employees about depression periodically so those who suffer from it have the chance to self-diagnose, rally with motivation, seek help. This is easy to do, and the payoffs can be great.
Here's a tip: Educate employees about depression in an article, and refer to a term called "bottomless sadness" associated with depression, and normal sadness. Google this term, and wrap a 150 word article around it. Put it in your health and wellness newsletter (or wait until March when I will do it in Frontline Employee.) You will be surprised at the impact this article has employees. Some who need help right now may reach out.
Don’t do a one-shot educational presentation or brown bag on depression. Instead trickle the information out in chapters with your newsletter, fliers, or another wellness tips program. You will see people move toward getting help after awareness builds after about six messages.
Consider this reproducible and editable tip sheet called “Understanding Depression.” Or Google for one like it somewhere on the Web. There are many. But, begin educating employees about this brain disease if you have not done so in a while.
Note, the tip sheet above also is available as a Video, Web Course, DVD, and PowerPoint. All have professional narration.
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