Psychology Month ~ February 2012

Psychology Month Chronicle Herald spread, Treatment Across the Lifespan, published Sunday Feb. 26th.

Download the pdf here

Psychology is for Everyone!

For a number of years, psychologists advocated for a month devoted to the promotion of psychology in their communities. That dream became a reality with the launch in February 2005 of the first annual Psychology Month in Canada.

The goal of Psychology Month is to generate grassroots activities that will raise Canadians’ awareness of the role psychology plays in their lives and in their communities. Psychology Month encourages all members of the psychology profession to connect with their communities and show them the value and benefits of their work. Ultimately, we hope to increase support for research, education and training, and access to psychological services of all types.

During Psychology Month, all national and provincial psychological associations, private practitioners, academics, scientists, and psychologists who work in health, criminal justice, schools, business, etc. are encouraged to organize local public education and outreach activities.

APNS encourages everyone who has questions about psychology to participate in Psychology Month by learning more about psychology and what it offers. For more information contact the APNS Office at 902-422-9183 or browse our website.

This year we focus on the workpalce. see two articles below on mental health in the work setting and dealing with stress in the workplace.

Mental Health at Work

David Mensink, PhD, R.Psych, Student Counselling Centre

Dalhousie University

We usually think of our workplaces as just that; places where we work. We typically go to work, put in our shift, and then go home after we have completed our work responsibilities. However, work can be and is much more than that! The workplace can be an excellent resource for improving our health; not only physical health but also mental health.

Of course, engaging in meaningful and productive activity is good for our mental health. In addition, challenging ourselves, advancing our skills, and being recognized, rewarded, and reinforced for our positive contributions to the workplace are psychologically gratifying. It is particularly important that we see ourselves as participating in decisions associated with our workplace and that we experience our work as meaningful.

It's important to point out that these observations are all true of a psychologically healthy workplace. I want to focus on another more subtle aspect of a psychologically healthy workplace for the rest of this article. That is, how can a healthy workplace become even more healthy? Specifically, I want to address how to improve the situation for those employees who might experience mental or emotional health challenges. Three major functions that both managers and co-workers can fulfill which would improve the work setting for those vulnerable to mental health are: 1. Identify those at risk or who might possibly become at risk; 2. Respond in a caring and helpful manner; and 3. Refer, if needed, for future or more extensive treatment.

The first major activity that could help is for managers and co-workers to identify those either at risk or already experiencing mental health issues. What signs or symptoms at the workplace would indicate that an employee might be at risk or is experiencing psychological and emotional difficulties? I want to focus on three key signs or symptoms: 1. Changes in functioning; 2. Lack of energy or lethargy; and 3. Social withdrawal. These three signs are perhaps easier to identify in a work setting. Work performance is clearly affected by emotional factors. In fact, our work performance depends on our emotional health. Depression and anxiety can have a direct impact on how well we do our work and our satisfaction from doing work well. Second, regardless of the work, lethargy or tiredness can be observed at the workplace. That is, our work might require mental or physical demands and dullness or lethargy can be observed by others in the work setting. Finally, social withdrawal, especially if it changes over time, can be a clear indicator that something is wrong. Comments like, she or he is not herself or himself” often show that something is amiss. I encourage managers and co-workers to be fully aware of these signs and symptoms so that something can be done to help the employee.

The second activity that is helpful for employees experiencing mental health difficulties is to respond in some way to those in need. This is a very tricky area. Many managers and co-workers alike have wondered if it is “their place” to say something to the person in need or even to make it known that they might be picking up on the signs and symptoms of psychological difficulty. I strongly suggest that we view our work setting as an appropriate opportunity to intervene with others in a caring manner. I think there are major positive outcomes from showing and expressing care for our co-workers; there is help in the healing and there is healing in the helping. Not only does the person in need know and realize there are others who really care for him or her but the care giver receives the satisfaction and meaning that comes with helping another person in need. These benefits are, indeed, priceless!

How do we then respond to our employees or co-workers in need? It is difficult to write down a recipe for caring but I think there are a few guideposts. First, dignity and respect are extremely important. Second, effective speaking and listening skills are very helpful. Third, practical information on what can be done is essential.

Therefore, the third and final major activity that could help employees experiencing psychological and emotional challenges is for managers and co-workers to refer employees to professionals who can provide treatment. Examples of professionals would be physicians, counselors, psychologists, employee and family assistance agencies, family service associations, community agencies, and so on. It is extremely important that the manager or co-worker familiarize herself or himself with such services and options prior to talking with the person in need.

Our workplaces can, in fact, provide an important resource for those in psychological need. Caring employees can identify , respond , and refer others in need and in doing so enhance the psychological health of the workplace. In fact, there is a great deal of evidence that facilitating earlier identification and referral of employees who are experiencing mental health challenges can not only improve the psychological health of the individual employee, but also improve the overall health of the workplace. This, in turn, increases the satisfaction and productivity of employees. In sum, our workplaces function as a mental health resource, which is, I believe, a hallmark of a healthy society.

Coping with Work Stress

Kevin Rice, R.Psych. Marsh-Knickle & Associates

Given the current uncertainties in our economy, and the daily challenge of managing our work / life responsibilities in this ever-more-connected digital world, the average Canadian's smartphone may have more charge in its batteries than its owner! Although the last decade has brought us many nifty gadgets and multi-tasking devices to improve our efficiency and productivity, many of us are, paradoxically, carrying bigger stress loads and feeling more overwhelmed by our work demands.

While some stress is a normal and healthy part of life, excessive stress interferes with our productivity and poses challenges to our physical and emotional health, so it's important to find ways to keep it in check. Fortunately, there's a lot that you can do to manage and reduce stress at work. Please read on for a list of suggestions, put together by a local Psychologist ( with acknowledgement to the work of Psychologist, Dr. Jeanne Segal) who's talked with many of you out there and learned from your real-life successes in dialing-down stress… I should add that these tips are equally applicable whether you're dealing with water-cooler politics in a cubicle culture or hauling a full load pin-to-pin along the open road (or Blackberry-to-Blackberry on the Information Superhighway).

Time Management

•  Create a balanced schedule: Analyze your schedule, responsibilities, and daily tasks. Try to create a balance between work and family life; social activities and solitary pursuits; daily responsibilities and downtime. All-work-and-no-play is a sure recipe for burnout.

•  Don't over-commit yourself: Avoid scheduling things back-to-back or trying to fit too much into one day. All too often, we underestimate how long things will take. If you've got too much on your plate, distinguish between the " shoulds " and the " musts ." Drop tasks that aren't truly necessary to the bottom of the list or eliminate them entirely. Make To Do lists and cross off items as you accomplish them. Plan your day and stick to the schedule — you'll feel less overwhelmed.

•  Try to leave earlier in the morning: Even 10-15 minutes can make the difference between frantically rushing to work and having time to ease into your day. Don't add to your stress levels by running late. If being tardy is a chronic problem, set your clocks and watches fast and give yourself extra time.

•  Plan regular breaks : Make sure to take short breaks throughout the day to sit back and clear your mind. Also try to get away for lunch and breaks, perhaps walking around the block, sitting on a park bench, or carving out a little meditative time (even if it's with your iPod). Stepping away from work to briefly relax and recharge will actually help you be more, not less, productive. 

•  Fight through the clutter: Taking the time to organize your workspace can help ease the sense of losing control that comes from too much clutter. Just knowing where everything is saves time and cuts stress.

Task Management

•  Have realistic expectations: While Canadians are working longer hours, we can still only fit so much work into one day. Having unrealistic expectations for what you can accomplish sets you up for a sense of failure – and increased stress.

•  Resist perfectionism: If you are one of those folks who obsess over every detail and micromanage to make sure "everything's perfect," STOP . No project, situation, or decision is ever, or will ever, be perfect; and you put undue stress on yourself by trying to reach this unachievable state. When you set unrealistic goals for yourself or try to do too much, you're setting yourself up to fall short. Do your best, and you'll do fine.

•  Prioritize tasks: Make a list of tasks you have to do, and tackle them in order of importance. Do the high-priority items first. If you have something particularly unpleasant to do, get it over with early. The rest of your day will be more pleasant as a result. Scheduling “the pain before the pleasure” is also a good approach to living in general.

•  Break projects into small steps: If a large project seems overwhelming, make a step-by-step plan. Focus on one manageable step at a time, rather than taking on everything at once. As Lao-tzu wisely remarked 2500 years ago, “The journey of a thousand miles begins with a single step”. I might add the idiom, “prime the pump”, which speaks to the self-perpetuating nature of this approach.

•  Delegate responsibility: You don't have to do it all yourself. If other people can take care of the task, why not let them? Let go of the desire to control or oversee every little step. You'll be letting go of unnecessary stress in the process.

General Work Stress Management

•  Cultivate allies at work: Just knowing you have one or more co-workers who are willing to assist you in times of stress will reduce your stress level. Just remember to reciprocate and help them when they're in need.

•  Talk it out: Sometimes the best stress-reducer is simply sharing your stress with someone close to you. The act of talking it out – and getting support and empathy from someone else – is often an excellent way of blowing of steam and reducing stress. Develop a support system of trusted people.

•  Flip your negative thinking : If you see the downside of every situation and interaction, you'll soon find yourself drained of energy and motivation. Try to think positively about your work (e.g., how others are helped by your efforts), avoid negative-thinking co-workers, and pat yourself on the back about small accomplishments, even if no one else does.

•  Find humor in the situation: When you – or the people around you – start taking things too seriously, find a way to break through with laughter. Share a joke or funny story J

•  Get enough sleep: Stress and worry can cause insomnia. But lack of sleep also leaves you vulnerable to stress. When you're sleep deprived, your ability to handle stress is compromised. When you're well rested, it's much easier to keep your emotional balance, a key factor in coping with workplace stress.

•  Get moving: Aerobic exercise is an effective stress antidote that lifts mood, increases energy, sharpens focus and relaxes both body and mind. Every little bit counts. Don't forget to be mindful of your diet and eating patterns as you exercise, and watch out for the draw of alcohol, nicotine, and other substances that give the impression of calming work stress in the short-run

•  Don't just do something, sit there: In addition to a healthy physical routine (which could include a flexibility program or some yoga/pilates), many stress-hardy folks reserve some time each day for a "centering" or reflective practice. Whether the goal is to access our body's natural "relaxation response" or spend a few goal-less minutes simply "being with our breath", we all possess the innate (though frequently turned off) ability to pause and turn on some powerful internal resources... The challenge is remembering to do it!

•  Put it in perspective: Jobs are disposable. Your friends, families, and health are not. If your employer expects too much of you, and it's starting to take its toll on your health, it may be time to start looking for a new job/new employer.

Psychology Month

The Association of Psychologists of Nova Scotia (APNS) is pleased to announce that February 2009 is Psychology Month across Canada.

Psychology Month is presented to raise awareness of the role psychology plays in our lives and in our communities. We hope the increase in awareness about the services that psychologists provide will, in turn help to increase support for research, education and training, and improve access to psychological services for all.

As part of our annual activities marking Psychology Month, APNS holds a number of events for psychologists but also provides information for the public as well.

• APNS provides Fact Sheets on various psychological issues and disorders such as : Gambling, Parenting, Couple Distress, Autism, ADHD

• APNS provides a Private Practice Directory listing psychologists who are available for referrals through APNS.

• APNS maintains a Website that provides a searchable database if you are looking for a psychologist, in addition to information about the association and the profession of psychology.

• APNS provides a Speakers List of psychologists who are available to speak to community groups and the media about psychology and what it means to the average Nova Scotian.

• On February 22nd watch for APNS' Psychology Month advertising spread in the Sunday provincial Herald . The information content will focus on dealing with anxiety, depression and stress in these stressful times. See text of articles below.

• On February 5th APNS and The CN Centre for Occupational Health will be presenting its Psychologically Healthy Workplace Awards. These Awards are presented to organizations that have shown a commitment to the psychological health and well-being of their employees.

• Also during Psychology Month, APNS kicked off its Advocate for Psychology initiative. Psychologists from across Nova Scotia were provided with advocacy packages created for their local Member of the Legislative Assembly (MLA). Each MLA received a package and psychologists will be following up with their MLA offering to be their expert contact for Psychology.

APNS encourages everyone to participate in Psychology Month by learning more about psychology and what it offers. For more information contact the APNS Office at 902-422-9183 or visit our website www.apns.ca