Supporting employees with more complex mental health conditions Richard Frost Employment Specialist...
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Transcript of Supporting employees with more complex mental health conditions Richard Frost Employment Specialist...
Supporting employees with more complex mental health conditions
Richard FrostEmployment Specialist Team Lead
The Mental Health Continuum
Minimal mental wellbeing
Maximum mental wellbeing
Minimal mental illness/
disorder
Severemental illness/
disorder
A person with a high level of mental wellbeing despite
being diagnosed as mentally ill
A person with no diagnosable illness
but who has a low level of mental wellbeing
A person with a high level of mental wellbeing and no
mental illness
A person with a mental illness and a low level of
mental wellbeing
• No absolutes
(Adapted from “Mental Health Promotion: Paradigms and Practice” K Tudor 1996)
Complex Conditions
• Bi-polar Disorder
• Psychosis & Schizophrenia
Possible Causes
Biological
Genetic factors
Drugs/alcohol
Bio-chemical imbalance
Brain injury
Medical problems
Psychological
Childhood experiences – e.g. abuse/parenting style
Self esteem levels
Locus of control
Use of coping mechanisms/learned behaviour
Stress
Social
Poverty
Unemployment
Isolation
Poor housing
Crime
Source: Adapted from NHS Southwark
Influencing FactorsWhat damages our mental health?
Overuse of alcohol Exclusion
Misuse of drugs Racism and discrimination
Other extreme behaviours Prolonged uncertainty or anxiety
Avoidance Lack of a valued role or job
Isolation Abuse
Lack of activity or over-activity Poverty and social deprivation
Self harm Bullying & harassment
Repeated dismissive or
disrespectful treatment
Trauma
Source: Adapted from NHS Southwark
Signs of Mental Distress
Erratic or unpredictable behaviour Agitation or overt anxietyUninhibited behaviourSocial withdrawal / avoidance of social interaction or contactUnexplained or prolonged crying Change or disturbance in eating / sleeping patternsIncoherent speech Paranoia Physical ill-healthHearing voices / hallucinationsBehaviour inappropriate to the social context Any verbalised thoughts of suicide / harm
Source: University of Liverpool
Recovery
specialist services
through good help and support at work
psychological therapies
medication
Source: ACAS 2012
Influencing FactorsPositive coping mechanisms
Sharing the problem, expressing feelings
Good relationships
Seeking professional help Meaningful activity
Problem solving skills Leisure
Exercise and activity Coping skills
Rest Relaxation
Time management Good physical health and self-care
Healthy eating Feeling included and respected
Medication Talking therapies
Treating oneself Pets
Building self esteem 5 ways to wellbeing: connect, give, be active, take notice, keep learning
Source: Adapted from NHS Southwark
5 Ways to Wellbeing
The concept of ‘wellbeing’ is more complex than being ‘well off’ or ‘happy’ and is generally understood to include two main elements:
feeling good and functioning well.
Devon Partnership NHS Trust 2011
5 Ways to Wellbeing
• Connect – with the people around you
• Be Active – exercising makes you feel good
• Take Notice – be aware of the world around you
• Keep Learning – try something new
• Give to others - do something for someone else
www.fivewaystowellbeing.org
New Economics Foundation 2008
WRAP
• Daily Maintenance Plan - ‘What I’m like when I’m well’ and ‘Things to do daily to stay as well a possible’,
• Wellness Tools• Identifying Triggers and an Action Plan• Identifying early warning signs • Go back to things to do daily and Action Plan
Main features of WRAP
• Based on common sense and experience
• Easy to use
• Stresses how we all go through similar processes - but in very individual ways
• May be solely for our own use or can be shared with others
WRAP
Wellness Recovery Action Plan
www.mentalhealthrecovery.com
Feeling Stressed, Keeping Well
www.mindfulemployer.net/support/publications
Supporting Presence, Managing Absence
What happens in organisation to support staff who may have a mental health condition?
Application stage, Interview, Post-Interview checksSupporting presenceManaging Absence
What works?
What could be improved?
Mentally healthy, supportive work environment – informal and formal
Regular supervision, appraisal & feedback
Reasonable adjustments
Keeping in touch & phased returns
Mental health awareness training for line managers
Liaison with GPs and health professionals
Supporting Presence, Managing Absence
Signposts to further support – advice & information
ACAS – www.acas.org.uk Helpline Tel: 08457 474747
MIND – www.mind.org.uk
Rethink – www.rethink.org
MINDFUL EMPLOYER – www.mindfulemployer.net
MINDFUL EMPLOYER Line Managers’ Resource
Being Mindful – half-day workshop for managers
Being Aware – half-day workshop for staff
Keeping Well at Work – workshop & booklet
www.mindfulemployer.net
Thank You
Richard Frost01392 677050
www.workways.org.ukwww.mindfulemployer.net