And just like that we are halfway through the year!
It’s been a busy one for Wendy at Garrett Learning. Firstly, Garrett Learning has turned 3!
What a learning journey that has been in itself.
You may not know the story of how Garrett Learning was born, wonder no more….!
Rewind to May 2020 and I was made redundant. I brought a bicycle and planned to enjoy the summer exploring the Wyre Forest. Well, until I fell off it and caused myself an injury. I was bed/sofa bound and couldn’t drive. I was bored at home with nothing to occupy my time, when an email from MHFA England popped up saying we can now deliver the courses online. A company approached Jessica Shields Coaching and I to jointly deliver a Mental Health Programme. It has been three years since we both said yes!
Today we celebrated! I owe so much to Jess.
The last three years have been full of growth and development – Trying to wear all sorts of hats – doing my job as a course facilitator, along with being a marketing guru, IT wiz (I’ve lost too many hours trying to get my printer to print in colour!), been a website developer, found an awesome accountability buddy and I’ve finally found a group of like-minded people so I no longer feel lonely.
I can now say I’m happy! It’s taken some time and I’ve learned lessons along the way.
First lesson: If you can, pay people to do the stuff you can’t do. By the time you have figured it out, you could have paid someone and used your own time more efficiently.
Second: Remember to reflect on the things you HAVE completed and not the things you haven’t done.
Third: Find your trusted sounding board of people. You’ll need them, for so many different reasons!
Forth: You no longer need to work ‘9-5’… don’t feel guilty about taking a longer lunch break or starting work a little later or finishing early. Take the reward. We work hard & you make the rules!
Fifth: You might find yourself in situations and might not know the answer. You’ll figure it out! (*insert trusted sounding board here!)
I’ve loved my journey and everyone I have met along the way. Thank you!
What else is new?
I needed to ‘stretch’ so I started a Podcast! Welcome to ‘Pause for Positivity’.
The idea is that in just five short minutes you’ll hear some inspirational and positive messaging that may just influence you in some way.
And if you’d like to be a guest, Book a call as Wendy loves to chat to anyone who has a positive learning experience to share.
Get yourself to a TEDx Talk!
To continue the theme of positivity, try surrounding yourself with inspirational speakers for the day. The talks are thought-provoking. Natalie Welch spoke about the ‘labels’ that are given to us, perhaps from our family members, school report or the workplace.
Labels may include: strong, hardworking, chatterbox, doesn’t pay attention, smart, fat, lazy, weak, positive, stupid, dumb, selfish, and childish.
What do these labels mean? We may allow the labels to serve us. For example, growing up, I’ve always been told I have my ‘head screwed on’ and I’m a ‘hard worker’. Upon reflection, I find it hard to switch off, I’m always on the go and never ask for help. I’ve had to unravel these beliefs, they no longer serve me in a positive manner, I’ve let them go.
2023 is shaping up to be an incredible year. Business number two is currently in the planning stages, we look forward to sharing this with you. Watch this space!
Want to find out more about how Garrett Learning can help you?
Garrett Learning creates welcoming, memorable, and learner-focused learning experiences to reach individual and business goals.
Book a discovery call with us to see how Garrett Learning can offer:
We (Wendy and her growing team!) are here for you when you need us. We are here to hear you! We are kind in nature and open to hearing everyone’s point of view. Our training and overall learning experiences are built to ensure you feel comfortable and can be yourself.
I will be honest, this wasn’t the topic I initially planned to write about for the May edition, however following on from an informative webinar earlier in the week with Hayley Brackley founder of Great Minds Don’t, it has made me think about how training can be delivered in a more inclusive way for those who are neurodiverse.
According to Bupa, one in ten people is thought to be dyslexic and three in 100 adults have ADHD, therefore I feel it’s important to raise awareness and reduce stigma and discrimination as well as equipping our people managers/leaders with tips to support their diversity within the team.
Here are the five takeaways on how to improve the inclusivity of neurodivergent people in a learning environment:
Tip one: Presentations. Consider the colour of your text and background. Black text on a light grey background for PowerPoint will reduce the colour contrast to help them focus on the slide. If delivering virtually, use black text on a white background as the user can adjust their own settings on the device to suit individual learning preferences, for example; changing the colour of their screen display.
Tip two: Fonts. Consider the font used, swirly (swirly) fonts look nice but can be difficult to read. Feel free to use those if it’s important to you and your brand messaging, however it’s suggested to keep swirly fonts for titles, headers or single words and not for sentences.
Tip three: Ice-breaker activities. Think about the ice-breakers you use. For example, asking someone to state ‘two truths and one lie’ can be difficult for those who are neurodiverse. A suggested ice-breaker would include sharing factual information – describing something that brings them happiness, makes them smile or sharing something about their background or a defining moment.
Tip four: Eye contact. People who are neurodivergent can find eye contact awkward and overwhelming. Neurodivergent people may not engage in eye contact, this should not be forced. Typically, educators are taught that eye contact demonstrates a person’s understanding and engagement with the content being delivered, however this is not always the case. The learner may be able to listen or watch, but not both together.
Tip Five: Time. Many neurodiverse people struggle with time management as time can be perceived to have sped up or slowed down. When setting times for the session, breaks or activities, be mindful that neurodiverse people may be early or late depending on their perspective of time.
Want to find out more?
Understand neurodiverse conditions via the NHS website
A manager’s guide to supporting neurodiversity in the workplace: BUPA
We hope this summary was useful.
Can Garrett Learning help you?
Garrett Learning creates welcoming, memorable, and learner-focused learning experiences to reach individual and business goals.
Book a discovery call with us to see what Garrett Learning can offer:
We (Wendy and her growing team!) are here for you when you need us. We are here to hear you! We are kind in nature and open to hearing everyone’s point of view. Our training and overall learning experiences are built to ensure you feel comfortable and can be yourself.
If you want to discuss your future plans, I’d love to hear them! Get in touch!
Poor mental health is the main cause of long-term absence The Times Health Commission conducted a survey with the consultancy firm PwC and they discovered that mental illness is the main cause of long-term absence.
CIPD states ‘Long-term absence is usually defined as lasting at least four weeks and can be challenging to manage; the longer someone is off sick, the harder it can be for them to return’.
We’ve seen a shift in employees taking time off for physical illnesses to poor mental health, anxiety and depression are the two main causes of poor mental health absence.
More than half of the employees surveyed said their mental health had worsened since the pandemic and employees are asking for work-related benefits. There was an increase of 64% in requests for counseling compared to a 19% rise in requests for gym memberships. The shift in well-being and what is needed to support the mental health of our employees is changing.
Impact of doing nothing:
People won’t feel supported.
High-stress levels.
Absenteeism and presenteeism have a detrimental impact on productivity, efficiency, accidents, and errors, therefore affecting your bottom line.
Work out the financial cost of poor employee health within your organisation with this tool that has been created by the UK Government Workplace Wellbeing Tool.
The Health and Safety at Work Act 1974 states we have a duty of care for the health and well-being of our employees and under the Equality Act 2010, employers are required to support employees with disabilities and health conditions. The leaders of our organisation can manage this by:
Implement/update your well-being strategy and well-being policy.
Assisting the employee’s mental well-being and financial security – providing job security and autonomy in their role.
Training and guidance for leaders – how to spot early warning signs, learn how to approach the conversation and know how and when to signpost for support.
Prevent isolation by keeping in touch when team members are off work. Establish who you should contact and how often.
If applicable, involve HR, Occupational Health, and line managers.
Confirm what the employee will be paid, for example, if they will receive sick pay.
Create absence policies that will cover:
Holiday
Maternity, paternity, adoption, and parental health.
Time off for medical or hospital appointments.
Sickness.
Time off for the needs of their dependents.
Time off for bereavement.
Clarity on extreme weather or travel disruption is included as an authorised absence.
Find out more here: ACAS. The absence policy should also include the ‘Return to work’ process.
Return to work:
A supportive return-to-work informal chat should establish if the employee is ready to return to work and what support is required. This is sometimes seen as a ‘tick box’ exercise. If this is the case, a great opportunity to connect with the employee is being missed. During this chat, you can update the employee on what has been going on in the organisation whilst they have been away, understand the employee’s needs further, and agree on a plan going forward.
People managers may have a tendency to try and ‘fix the problem’, however, a persons poor mental health it is not for us to solutionise. We can ask the employee what would be helpful for them to return to work, some considerations may include:
Enabling flexible or hybrid working or phased return to work.
Establish what ongoing support the employee requires.
Confidentiality is important, establish what the employee would like to keep confidential about their absence and what they would like the other employees to know about their absence.
Agree on reasonable adjustments- consider any recommendations that have been provided by the employee’s doctor.
Garrett Learning creates welcoming, memorable, and learner-focused learning experiences to reach individual and business goals. Book a discovery call with us to see how Garrett Learning ( www.garrettlearning.co.uk ) can help:
We (Wendy and her growing team!) are here for you when you need us. We are here to hear you! We are kind in nature and open to hearing everyone’s point of view. Our training and overall learning experiences are built to ensure you feel comfortable
If you want to discuss your future plans, I’d love to hear them! Get in touch!
This ‘How to’ blog will help you understand how you can support your team with their mental health and well-being in the workplace. According to Mind:
56% of employers said they would like to do more to improve staff wellbeing but don’t feel they have the right training or guidance’
Let’s begin.
What is mental health?
We all have mental health; we have good mental health and can experience poor mental health. It’s changeable, it’s on a continuum. According to the Health and Safety Executive:
‘one in four people in the UK will have a mental health problem at some point. Anxiety and depression are the most common mental health problems’
Mental health problems are common. An individual’s mental health could be triggered by life events such as:
Workplace-related stress such as workload, shift patterns, working from home, burnout, change of job, new manager, deadlines, job security/redundancy, and being short staffed.
Misusing alcohol and drugs.
Positive life events can be stressful: getting married, moving house, going on holiday or the birth of a child.
We may experience good days and bad days for various reasons. Our mental health can be affected by day-to-day events too, such as the car that cuts us up, poor internet connection or perhaps our manager has given us another piece of work to add to our every growing to do list. Everyone is different and we all deal with things in our individual way. It’s important to recognise that what causes distress to one person may not affect another person in the same way.
Mental health is how we think, feel and behave. It’s closely linked to our physical health too. There is no health without mental health. As leaders in our organisations, there are some steps we can take to support our team members.
In 2019, Business in the Community (BITC) researched the reasons to why 4000 people experienced work-related mental health problems. Over 50% of people surveyed said it was due to the pressure and targets set upon them.
Source: Mental Health at Work 2019: Time to Take Ownership report (3)
‘more than one in five staff members have called in sick to avoid work when asked how workplace stress has affected them’
The common mental health conditions in the workplace are anxiety and depression. Stress is not a mental health condition however stress can affect our mental health.
What is depression?
It’s a feeling of low mood that affects everyday life and can lasts for a long time. It can make individuals feel unmotivated, worthless, guilty, hopeless exhausted and stop partaking in activities that were once enjoyed. Depression will not stop individuals living their life, however it will make everything harder to do. At its worst, depression can make people feel suicidal.
What is anxiety?
Anxiety is a normal feeling – it’s the feeling we get when we ride a rollercoaster, when we attend a job interview, take an exam or how we feel when we are worried, afraid or scared.
Feelings of anxiety are overwhelming when they last for a long time, it can change our thoughts, attitude and behaviour.
Common causes of anxiety:
Overthinking
Over-achieving
Low self-esteem
Pessimistic thinking
Traumatic events
New experiences
What causes one person to be anxious, will be completely different for another person.
Signs in people experiencing poor mental health at work. Some might be subtler than others:
A change in mood, behaviour, concentration levels, sleeping/eating habits and neglecting themselves.
Socially withdrawing/ not wanting to do things they usually like, e.g. not attending work social events/eating lunch together.
Not answering emails, missing deadlines, having difficulty making decisions, and not contributing to meetings.
Absenteeism/presenteeism.
Feeling guilty for taking a break/annual leave.
Overwhelming fear for no reason, heart racing or difficulty breathing.
Severe, out of control risk-taking behaviour (including self-harm).
Intense worries or fears get in the way of everyday activities.
Significant weight loss/gain.
Noticing these changes in our team members should prompt us that it’s time to talk.
How to: Approach the conversation about mental health.
A common misconception is that ‘it’s strange and unhelpful to talk about your mental health’ (5). The opposite is true. We all have mental health and talking about it can help ourselves and others. However, we shouldn’t force people to talk if they don’t want to, wtw-healthbenifits.co.uk, state:
‘30% of staff disagreed with the statement ‘I would feel able to talk openly with my line manager if I was feeling stressed’
There are many concerns or barriers to why someone might not want to talk to their line manager:
Worried about losing their job / securing a promotion
It might not feel like a safe space to talk
Confidentiality/trust
Discrimination
Feeling judged
It’s difficult for them to talk right now
Once a quiet and private place is found, the conversation starter questions could be asked:
How are you feeling today?
Is there anything you want to share with me that is on your mind or worrying you?
How long have you felt unwell?
I’ve noticed recently that you’ve ***taken a few days off/missed a few deadlines/not been your usual self recently***, is there anything you’d like to talk about?
Ask them how you can help them.
We shouldn’t force people to talk if they don’t want to. We also need to remember we’re not the professionals to deal with or cope with what someone shares with us. If they do open up, listening is one of the most important skills.
You’d think we’d be good at listening! However, how many times do we share a concern and someone can relate to it so they start talking about their experience? It happens all the time!
For example: Kiara asks: ‘What’s up with you today Gary?’
Gary: ‘I’ve got toothache’
Kiara: ‘Of yes, I remember when my wisdom teeth were coming through, absolute agony! Get yourself to the dentist and all will be ok’.
What happened there? Kiara actually doesn’t know how Gary is feeling, Kiara has assumed Gary is feeling the same as her when she had a toothache and silver lined the response. We like to make people feel better.
If we re-run that conversation it could have a different outcome:
Kiara asks: ‘What’s up with you today Gary?’
Gary: ‘I’ve got a bad toothache’
Kiara: ‘Sorry to hear this. How long has it been affecting you?
Gary: ‘The past couple of weeks’
Kiara: ‘Have you been to the dentist?’
Gary: ‘No’
Kiara: ’Oh okay, a couple of weeks is a long time with toothache, have you got an appointment?’
Gary: ‘No, I’ve not had the chance to book one’
Kiara: ‘Oh why not?’
Gary: ‘Because my mum has been ill and I’ve been looking after her’
In this situation, Kiara, discovers that Gary has got a lot more going on than toothache. She’s asked further questions and got to the root of the problem (excuse the pun)!
Kiara, can then continue the discussion to chat to Gary and provide appropriate support. This is a much more supportive approach as it enables Gary to continue the conversation and share his situation, thoughts and feelings, and he will feel listened to.
We only remember between 25-50% of what we hear. We can improve our active listening skills by:
Keep the conversation focused on them
Being present and not becoming distracted.
Not allowing ourselves to get bored or lose focus.
Use body language to acknowledge you’re listening: Nod, eye contact, smile, occasional questions or comments.
Defer our own judgement.
Be patient.
How to: Offer support and guidance.
We may not understand or know what causes someone to experience poor mental health, however talking about it and signposting people to professional help and support is vital for recovery. We also have a legal obligation to our staff as well. Under the Health and Safety at Work Act 1974:
Employers have a ‘duty of care’. This means they must do all they reasonably can to support their employees’ health, safety and well-being.
Mental health conditions can lead to a disability, and a disability is a protected, characteristic. Our legal obligation to our staff who have a disability, under the Equality Act 2010:
‘”must not be discriminated against because of their disability and must make reasonable adjustments”
We need to equip our leaders, manager and team with the skills to help support themselves and others. MHFA (Mental Health First Aid) England mission is to train one in ten people in mental health awareness and skills.
The training programmes enable individuals to support themselves and others, to empower people to notice the signs of poor mental health, encourage conversations to take place and break down the barriers and stigma that surround mental health.
MHFA Aware – A half-day mental health awareness programme that provides a helpful, practical approach to developing understanding.
MHFA One Day Champion – This programme provides awareness of common mental health conditions and understand what support is available to build a mentally healthy workplace.
Mental Health First Aid (MHFAider®) – The two-day programme enables people to develop practical skills to spot the signs of mental health issues and support the person in distress.
Mental Health Guidance for Leaders – A three-hour session to improve understanding of mental health and enables a creative space for the leaders to discover practical approaches in managing mental health at work.
We can support our team members in the workplace by:
Promote well-being, inclusion, equality and fairness
Promote employee wellbeing
Create a culture of respect and dignity
Update policies with challenging issues such as bereavement, suicide and domestic abuse.
Ensure your team have a manageable workload /ability to say no
Complete a stress risk assessment.
Utilise workplace supports
Meaningful back-to-work interviews
Make reasonable adjustments
Monitor mental health
Implement the Wellness Action Plan (WAP)
How to: Understand boundaries.
As leaders of our organisation, we need to understand our personal and professional boundaries. Boundaries exist to protect people. As a leader, people may come to us with problems and we try and fix them. However, we’re not the professionals.
If a team member has poor mental health, we can offer support and information, however the individual needs to follow up with a professional service. We are not qualified to offer specific advice to solve their problems for them.
For example, if a team member breaks their arm, the manager will allow time off for recovery, however the manager will not apply the plaster cast.
As leaders we need to know our own limits, on what we can do to support others. Healthy workplace relationships need to be managed. We need to signpost our team members to the professionals so they can get the help and support they require.
Where can we signpost people to:
HR & follow your internal policies and procedures
Mental Health First Aider or Champion
GP/ professional supports
Improving Access to Psychological Therapy(IAPT)
Self-referral at NHS Talking Therapies
Hub of Hope app to search for local professional services
Papyrus – prevention of suicide in young people – Hopeline 0800 068 4141
How to: Encourage well-being approaches at work.
We can promote and encourage individuals to focus on their well-being at work. There are so many services, products, and techniques to assist ourselves and others at work.
Employee assistance program (EPA)
Utilizing private medical insurance
NHS 5 steps to mental well-being (Connect, Active, Learn, Give, be present)
Cycle to work scheme
Practice mindfulness (apps, Meditate, creating something, breathing, yoga)
Practice gratitude
Goal setting – the power of three. Identify three goals to achieve for the day
Create a self-management plan – Identity what keeps you well (daily, weekly, occasionally). Identify how you manage life’s ups and downs (what helps, what is unhelpful). Plan how you’d best handle new situations. Identify what helps you get your life back in balance after a situation.
Improve exercise/sleep.
Meet with family/friends.
Online group chats/video calling/ games/Podcasts.
Do more things that you enjoy – make a list of these!
Learn something new.
Schedule in time for you.
Supporting people with poor mental health can at times be shocking and stressful. We need to look after ourselves too. It’s ok to say no if you’re struggling and ask someone else to help support the individual. We need to take time for ourselves. You can’t pour from an empty cup.
Give yourself permission to take some time away from work.
Growing up, I always thought that the best way to maximise your career would be to work long hours and put all your energy into your career. As my tenth year in Learning & Development approached, I’d been thinking about taking a break for some time. I made a promise to myself to take a sabbatical. It also coincided with my 40th birthday too which strengthened my cause for the break!
I was concerned that I’m self-employed and wondered if I’d have a job to come back to. I did all I could to limit the impact on the business. I contacted clients to let them know I would be away from the business, and asked a trusted associate to be listed on my out of office.
I packed my rucksack and my husband and I headed across the world for an eight week adventure travelling Australia in campervans, hostels, and the occasional hotel to enjoy a hot bath! It was an incredible trip.
I’ve been back home for three weeks and I feel AMAZING! My batteries are fully recharged. I’m feeling refreshed, have a fresh mindset and have returned to work with renewed enthusiasm, creativity and passion.
You don’t have to take a long break from your career to refresh yourself though. Allow yourself a few days off to recharge or a change of scenery for a week or two?
Perhaps you could:
Explore a new place
Spend time with family and friends
Try something new
Get involved with a hobby or sport
Visit a new restaurant or cafe
Go on a road trip (highly recommended!)
Find a way to relax, unwind and recharge
If you want to take a sabbatical to clear your head and freshen up, here are some tips for making it work:
1. Plan ahead – Make sure you’re ready for a long break from work by planning ahead. Consider how much leave you’ll need and how much work needs to get done before you go on sabbatical. This will help you figure out what arrangements need to be made for when your leave begins and ends.
2. Check your contract – If you have an employment contract with an employer, it may stipulate that employees must give notice before taking extended time off work (such as six months). If this is the case, speak with your manager and HR department about whether they will accept shorter notice periods or not so that you can plan accordingly and avoid any conflict while away.
Upon your return from leave you will be refreshed, creative and enthusiastic! You will return with a new perspective. You will be more productive. You will be more focused and driven. You will have a better work/life balance.
Book a discovery call with us to see how Garrett Learning can partner with you and your organisation to enable the team to reach their full potential.
Here’s my story as to why I become an accredited Mental Health First Aid England (MHFA) Instructor.
As a physical first aider, I was comfortable with applying a plaster or washing out an eye. In 2006 I was in a newly appointed position of managing a team. Within my first week, an employee mentioned that she has a diagnosis of bipolar. I replied by saying “thanks for letting me know”. Yes, that was my response. That was it! Upon reflection, that response makes me feel sad. If she’d mentioned a hip problem I would have asked her what her limitations were and how to assist her in her role. Mental Health shouldn’t be viewed any differently from our physical health. Many signs and symptoms of mental ill-health affect the body, such as increased heart rate, sweating, trembling and changes to our breathing. I wish I had the option in 2006 to become a Mental Health First Aider as I could have supported and cared for my team members better. Fast forward some years and I find myself in a fortunate position to train as a Mental Health First Aid Instructor. I was working on our internal Mental Health and Wellbeing strategy, I wanted to introduce Mental Health First Aiders to the workplace to empower others, increase confidence, and improve knowledge to offer support and guidance to others. There are so many benefits of becoming a Mental Health First Aider; being equipped with tools and skills to recognise signs and symptoms of mental health issues, effectively supporting anyone experiencing mental distress, improving listening skills, learning how to defer own judgement, provide information and help guide people towards seeking professional as well as understanding own boundaries and look after our own wellbeing. Being a Mental Health First Aider isn’t for everyone, however, there are a few other programmes that can be considered to increase mental health awareness and help break down the stigma and discrimination that surrounds mental ill health:
Mental Health Awareness training will help others to understand what mental health is, the common signs and symptoms, how to challenge stigma and look after their own wellbeing.
I am so grateful for so much in life. As a true believer in ‘things happen for a reason’, (even the bad stuff), I learn from each experience. Each situation shapes the next chapter in the book of Wendy.
Here are my three reasons why I am grateful.
Dial-up internet!
When studying at college/university I didn’t have social media as a distraction!
In our shared house, only one person could access the internet via a lead trailing into our bedrooms! We had dial-up, AOL and MSN Messenger. There was no endless searching and scrolling or getting lost in a rabbit hole.
I had that internet lead for approx sixty minutes before needing to pass it on to my next housemate.
I’m grateful as this taught me to be extremely organised, logical, manage my time well and take a break from the internet!
Influential people.
I am eternally grateful for those people who have influenced my life by:
Not stopping me in my tracks
Inspiring & sharing their encouraging nature
Opening my eyes to a bigger world
Have opposite qualities, values and opinions to mine
Being honest and providing truthful feedback
Throughout life, some people have been and gone. Others will continue to inspire me throughout my life.
Where possible I have learned to shake off those with negative energy and surround myself with positive people; it makes me feel great.
I’m grateful for being ME!
I am responsible for how my book ends! No-one else.
I am accountable for all my decisions. If things need to change I need to take control to make it happen. I have the final say. Yes, I can consult those influential people, however the buck stops with me.
I am ultimately responsible for my own happiness, success and what I achieve in life. If the journey in life takes a different direction, I’m the one in the driving seat. Me and only me.
I set myself a goal to post a blog once a month. It didn’t take long for that to slip! I am only on blog number three. I understand why I’ve been a bit slack!
I received some feedback saying I’m extremely positive, almost too positive sometimes. It started to feel wrong that I was bright and cheery whilst in a pandemic. I toned my approach down and tried to find a balance. I respect and appreciate that everyone’s journey through life is different.
During my training sessions, I encourage people to ‘bring their whole selves’ to work. Whoever we are, whatever we’re experiencing, share it, talk about it, everyone has a unique background and experience. There were many social media posts saying ‘It is ok to not be ok’. Here I am, hiding myself away because of my happier outlook on life. Then a friend shared a post ‘It is ok to be ok’. I needed to read that.
It took a few months to really figure out why my glass is pretty much full. It is simply because I’m alive.
In 2007 I received some news that my cousin had been involved in a terrible accident and died. I was devastated. Aged 32, he was too young to die. Since that day I live my life the way I do because he is not able to.
Whatever our journey/purpose is in life, we only get one chance to live it. I’m going to make sure I enjoy it as much as possible and bring my whole positive self into work.
As we find ourselves in the third national lockdown, I have used the time to learn new recipes (there is only so much banana bread you can make!) and binge watching TV (thank you for the escape to Bridgerton & immersing myself with Married at First Sight Australia!). Most importantly I have discovered myself. The real version of Wendy.
The life I lived pre-March 2020 didn’t feel like it was mine. It was a work schedule with 4:30 am alarms and eating dinner on the train. Paired with a ‘leisurely weekend’ that was always full on. Rarely did I prioritise the necessary rest. I felt I couldn’t pause or stop life and I was often too tired to enjoy being in the present moment. It’s sad really. I clock watched thinking ‘what is next?’. If my life was a fairground ride, it was definitely the waltzers!
Now I’ve stepped away from the fairground, I’m in a better place, perhaps I’m now riding more comfortably on the carousel. The choice may have been forced upon us under the extremely devastating circumstance, however I’m truly thankful to have this opportunity to slow down.
I use my commute time to have a longer morning walk rather than rushing the dog to do his business! I have a manageable diary that allows my mind to wonder to seek new and exciting opportunities. My leisure time is just that. I look after myself, enjoy having the time to be extra kind to others and let my creativity streak run wild (if knitting is wild?!). I’m enjoying being a Wendy in an uncertain world, there are parts of my life I can control and I am learning to let go of those areas that I can not control or influence.
I will embrace a future where I feel more in control of what I want to do, learning to say no and not feeling selfish for doing so.
Lockdown will not last forever. I am looking forward to the day when I choose to buy some tokens to ride the bumper cars and see what happens!
I attended the two-day MHFAider course this week. I can highly recommend this course for anyone looking to widen their knowledge of mental health. The course content was thorough and comprehensive, tackling sensitive subject matter well. Wendy is an excellent tutor, extremely knowledgeable, friendly, and engaging. Thank you.
Mark Taylor
During the lockdown, we recognised the need for Mental Health First Aiders within our Firm all across the UK. Wendy was flexible, accommodating, and knowledgeable, and when I had to organise 22 members of staff with all different diaries and commitments - she made it feel easy. The course was exactly what we needed and gave great insight and take-home messages for the team that we have continued to embed into our business strategy for employee wellbeing. It offered additional resources and support for the first aiders as and when they feel they need them in the future. Thank you to Wendy for your time and support
Hollie Edmonds
MHA Macintyre Hudson
“This course has definitely improved my confidence and knowledge on responding to
people experiencing mental health issues. I cannot praise Wendy highly enough, she is a fantastic trainer with a very positive and supportive approach that is always relevant to your experience. It was great to do the training with other people from different work environments and to share common challenges and experiences.
Anonymous
Taken from MHFAider Adult programme. 18th to 19th April 2023
Wendy was a fantastic tutor. Extremely personable and easy to talk to. This course did not feel like a pass/fail type situation. Everyones's opinions and experiences were valued. I would highly recommend doing this course, both on a personal and professional level. Thank you!
Anonymous
Taken from MHFAider Adult programme. 18th to 19th April 2023
Thank you Wendy for a really great afternoon exploring MHFA. I loved the ease of facilitation style and the way I felt confident to say as much or as little as needed. I didn’t feel put upon or any high level of expectation to get involved if I wasn't comfortable. I look forward to using my skills when I can, and telling people about the course!
Anonymous
Taken from MHFAider half-day Aware programme. 6th April 2023
I attended a Mental Health First Aider refresher course and found Wendy did an excellent job of highlighting and reinforcing
new and existing skills. It also gave me more confidence to approach and support people who might need help
Charles Smalley
Having completed the full course and the refresher I feel the skills I learned will give me the confidence I need to assist someone if needed. Wendy is an exceptional trainer with vast knowledge and delivers the course with understanding and empathy
Kirsty Culloty
Wendy is a wonderful teacher. She is kind, respectful of everyone, well-informed, and so much fun! We studied a serious and emotive subject and were riveted and engaged throughout. Highly recommended!
Vivienne Ronan
Wendy is a thoughtful, compassionate, and inspiring trainer! I've worked with her as a student and colleague over the past few years. She is a fabulous mental health trainer and I feel lucky to know her.
Michelle Boardman
I attended the two-day MHFAider course this week. I can highly recommend this course for anyone looking to widen their knowledge of mental health. The course content was thorough and comprehensive, tackling sensitive subject matter well. Wendy is an excellent tutor, extremely knowledgeable, friendly, and engaging. Thank you.
Mark Taylor
During the lockdown, we recognised the need for Mental Health First Aiders within our Firm all across the UK. Wendy was flexible, accommodating, and knowledgeable, and when I had to organise 22 members of staff with all different diaries and commitments - she made it feel easy. The course was exactly what we needed and gave great insight and take-home messages for the team that we have continued to embed into our business strategy for employee wellbeing. It offered additional resources and support for the first aiders as and when they feel they need them in the future. Thank you to Wendy for your time and support
Hollie Edmonds
MHA Macintyre Hudson
“This course has definitely improved my confidence and knowledge on responding to
people experiencing mental health issues. I cannot praise Wendy highly enough, she is a fantastic trainer with a very positive and supportive approach that is always relevant to your experience. It was great to do the training with other people from different work environments and to share common challenges and experiences.
Anonymous
Taken from MHFAider Adult programme. 18th to 19th April 2023
Wendy was a fantastic tutor. Extremely personable and easy to talk to. This course did not feel like a pass/fail type situation. Everyones's opinions and experiences were valued. I would highly recommend doing this course, both on a personal and professional level. Thank you!
Anonymous
Taken from MHFAider Adult programme. 18th to 19th April 2023
Thank you Wendy for a really great afternoon exploring MHFA. I loved the ease of facilitation style and the way I felt confident to say as much or as little as needed. I didn’t feel put upon or any high level of expectation to get involved if I wasn't comfortable. I look forward to using my skills when I can, and telling people about the course!
Anonymous
Taken from MHFAider half-day Aware programme. 6th April 2023
I attended a Mental Health First Aider refresher course and found Wendy did an excellent job of highlighting and reinforcing
new and existing skills. It also gave me more confidence to approach and support people who might need help
Charles Smalley
Having completed the full course and the refresher I feel the skills I learned will give me the confidence I need to assist someone if needed. Wendy is an exceptional trainer with vast knowledge and delivers the course with understanding and empathy
Kirsty Culloty
Wendy is a wonderful teacher. She is kind, respectful of everyone, well-informed, and so much fun! We studied a serious and emotive subject and were riveted and engaged throughout. Highly recommended!
Vivienne Ronan
Wendy is a thoughtful, compassionate, and inspiring trainer! I've worked with her as a student and colleague over the past few years. She is a fabulous mental health trainer and I feel lucky to know her.
Michelle Boardman
I attended the two-day MHFAider course this week. I can highly recommend this course for anyone looking to widen their knowledge of mental health. The course content was thorough and comprehensive, tackling sensitive subject matter well. Wendy is an excellent tutor, extremely knowledgeable, friendly, and engaging. Thank you.
