Beyond the Blue Light Podcast

To find out everything you need about Talk Club, visit www.talkclub.org

Show Notes: Ep 7 Coping MechanismsCoping Mechanisms - When dealing with chronic stress it's not uncommon to use improvised help tactics such as self-medication, food binging, social self isolation, or gallows humour etc. This may assist in the short term, but can likely cause other issues such as addiction, or can damage our career. If you are feeling stressed the best thing you can do is attempt to identify the cause/s. This will then allow you to address them.Whether we realise it or not, it is likely that we will all employ some form of coping mechanism to help us beat stress. However, these can range from helpful to harmful.https://www.nhs.uk/mental-health/self-help/guides-tools-and-activities/tips-to-reduce-stress/https://www.nhs.uk/every-mind-matters/mental-health-issues/stress/#top-tipsGallows Humour - This can help to relieve tension connected with traumatic incidents, lower blood pressure and anxiety, and increase the immune system.However, humour is subjective and so what is funny to one person may be upsetting or offensive to someone else. Also inappropriate humour is an increasing reason for disciplinary action. Really important that the public are not exposed to such humour.https://www.psychologytoday.com/gb/blog/crisis-control/202006/in-praise-gallows-humorEscapism - This is good in moderation, but may become an issue if it becomes a person’s primary coping mechanism as it may exacerbate self neglect, obsession, addiction, or even depression.https://www.mentalhealth.com/library/forms-of-escapismSubstance Useage / Self medication - May include smoking / vaping; alcohol; use of illegal / prescription / over the counter drugs; inappropriate food consumption (stress eating). Repeated use will only temporaily mask stress, not reduce it. You will never know that you are addicted until you are. Activity - Aerobic exercise is generally considered the most effective for stress reduction. For adults of working age, the NHS and the UK Chief Medical Officer recommend at least 150 mins of moderate intensity exercise, or 75 mins of high intensity exercise per week.https://www.nhs.uk/live-well/exercise/exercise-health-benefits/https://www.nhs.uk/live-well/exercise/physical-activity-guidelines-for-adults-aged-19-to-64/https://www.mayoclinic.org/healthy-lifestyle/stress-management/in-depth/exercise-and-stress/art-20044469Take Control - A feeling of being out of control of your circumstances can be a primary cause of stress and more serious mental health issues. Identifiying where you feel out of control, and taking action to regain that control. There is nothing wrong with getting help to do this.Connect with People - Talking to colleagues (who get what you’re going through), or if appropriate, friends and relatives can be a great stress reliever. However, if things get really bad, there’s no substitute for a professional counsellor (whose registered with a professional body), or psychiatric professional.“Me” Time - As much as it’s about the activity you choose, It’s also about giving yourself permission to enjoy yourself. You’re not being selfish, you’re prioritising yourself so that you can give your best to others.Self care has been identified as important to health by the World Health Organisation.Tactics like a ‘no meetings hour’ can help you implement self care during the work day if you are non-frontline.https://defradigital.blog.gov.uk/2023/07/24/why-its-important-for-me-to-make-time-for-self-care/Challenge Yourself - Setting goals or starting projects (either in or out of work) can be a great way to deal with stress. This may include sports, learning a new skill such as a language, or taking up a hobby.Mental Gymnastics - Puzzles; Word games; Soduku; even the newspaper crossword can be good for your mental health and stress reduction. Puzzles act as a form of mindfulness by setting the mind in the present.https://wavespuzzle.com/blogs/news/yoga-for-the-mind-7-self-care-benefits-of-puzzling?srsltid=AfmBOoqVJPtsmebucZWKZfNQ9YV1znfIg3bM3EmMeUdbvUoMeiNcCgPthttps://pmc.ncbi.nlm.nih.gov/articles/PMC9985795/Help other People - We help others as our jobs, but volunteering provides the opportunity to do so in a new setting and develop new skills. You can be in the driving seat by choosing a role with low pressure, and if you want employing a new or different skill set.Medication - The benefits of appropriately prescribed psychoactive medication are well documented. Sadly, some still view psychiatric medicine with suspicion.Work Smarter, not Harder - By taking a bit of time to plan what work you prioritise, you can save time and effort. However, it can be dofficult for those in front line roles or if you have an overly domineering supervisor.Dear Me: Daily Routine Tracker - https://play.google.com/store/apps/details?id=com.kompanion.habit.android&hl=en&pli=1TODOS - https://play.google.com/store/apps/details?id=com.ajinkyacodes.todos&hl=en_INTry to be positive - Focussing on the positives can be diff

Show notes Ep 6 - BereavementScarlett’s StoryNever had a hitch in work until March 2023 when my step-dad (who I call my dad) passed away suddenly. This came as a massive shock to the whole family. And I had seen him just the day before as he was putting shelves up in my flat. This came as a massive blow to me as he came into our lives at a time when we really needed him and he stepped him and became the greatest father I could ever ask for. Immediately the day after I was due to be in work and begin a set of 6. The day he died police attended along with ambulance and my mum naturally panicked not knowing weather I was on shift and was going to find out the news via someone other than family- the officers there reassured here that wouldn’t happened and said they’d inform my Sargeant. However this did not happen, but I completely understand that with a million things on their plate - things slip and unfortunately my Sargeant was not informed and I had to text and explain why I wasn’t in the next day. However she was fantastic along with my supervisor. I took the set off. And I felt really in two minds about what to do next. This was a massive loss for me and I really felt the grief weigh heavy and I knew I needed time to sit with it and be with my mum who needed family more than ever. However I also felt a huge amount of guilt when thinking about being off work - and I feel now that’s because of the nature of the job. Yes, my role is replaceable and the work can be disturbed among others but I felt like I had to be at work otherwise people would have thought I was taking the mick - which I know wouldn’t have been the case at all. I almost felt an obligation to be at work. And for that reason I returned the set after. I remember going in plain clothes and sitting at the desk just staring and trying not to cry when people spoke to me. In no way was my mental health in any place to return to work. I just felt like I had to. Even though there was no pressure from anyone for me to do so. My Sargeant and my supervisor asked me if I was sure I wanted to return and provided me with lots of support. Other colleagues asked me what I was even doing back, and I remember a close colleague of mine saying “it’s just a job”. Which yes it is - I just didn’t feel that way at the time. I felt intense guilt about not showing up. So I prioritised that over my mental health. I ended up having days off sporadically but I just felt destroyed underneath but managed to brave face it into work. I ended up being in a lot of denial because I didn’t have time to grieve and got prescribed anti-depressants which made me feel like a robot. It was only months and months after his death that I came off anti-depressants that I realised how much I should have taken the break and not returned to work so early. My biggest lesson was to take the time off work! I regret not taking that time off to go away and grieve and my advice to anyone else in that position would be for god sake take the time off that’s offered to you. Don’t try and force your way through. My team and supervisors were so supportive so I take my hats off to them - there were days when I was told to go home - with much resistance on my part but did me the world of good. Three aspects of bereavement - Emotional (will affect everyone); Some may also have to deal with the Organisational (funeral / celebration of life); and Administrative (informing companies and dealing with estate).EmotionalIn 1969, Dr. Elisabeth Kübler-Ross introduced the “5 Stages of Death,” also known as the “5 Stages of Grief®,” the “5 Stages of Loss®,” or simply “The 5 Stages.” These stages—Denial, Anger, Bargaining, Depression, and Acceptance—reflect common emotional responses to change, loss, or shock. While they are often depicted in a linear sequence for clarity, Kübler-Ross emphasized in her 1974 book, “Questions and Answers on Death & Dying,” that these stages are not necessarily experienced in a fixed order. She also noted that these stages are applicable to various forms of grief, change, and loss. Additionally, her work explored other emotional responses, including partial denial, anticipatory grief, shock, hope, guilt, and anxiety. Since the publication of “On Death & Dying,” these stages have been further developed into the “Kübler-Ross Change Curve®,” with several illustrations available on our web page. Since the 1980s, the Kübler-Ross Change Curve has become a cornerstone of change management.The stages of the Kübler-Ross Change Curve are not experienced in a strict sequence, nor do they always progress in a linear fashion. The emotional journey can be cyclical, with stages overlapping or repeating in response to evolving aspects of the change. This non-linear progression reflects the complexity of emotional responses, highlighting that the path to acceptance and adaptation is often a dynamic and iterative process.Individuals may find themselves revisiting stages multiple times as they nav

Pre-Show Notes ep. 5 Maintaining a healthy work / life balance - It’s tempting to stay on at work to please your supervisor, and the extra pay from overtime is always welcome, but how does the extra time at work affect our home life, and overall well being?The Work Life Balance Report 2024 ranked the UK 34 out of 40 countries for best work life balance with the highest rated being Spain.https://www.theaccessgroup.com/en-gb/blog/hcm-work-life-balance-report-2024/The European Working Time Directive (EWTD) controls the amount of time people spend at work (48 hours per week), and the amount of time spent between work (11 hours minimum). Anyone can opt out of the EWTD and this is often considered necessary for those in blue light and clinical NHS.

Show notes Ep 4Managing chronic illness at work - You want to contribute to your organisation, but you develop a chronic health condition that negatively affects your attendance. We discuss HR, problems with the Bradford Score, and other issues connected with working when ill. Bradford Score -* Originally designed for use as part of the overall investigation and management of absenteeism. In contrast, if used as part of a very limited approach to address absence or by setting unrealistically low trigger scores it was considered short-sighted, unlikely to be successful and could lead to staff disaffection and grievances.* The formula does not consider certain disabilities which may result in short term absences, such as epilepsy and asthma, or serious but recoverable illnesses such as cancer.[6] * Does not account for autoimmune diseases in which the occurrence of bouts of illness can be unpredictable.[2] The use of the Bradford Factor often provokes heated debate.[7] * Unison argues that the Bradford Factor tends to encourage presenteeism, with workers fearing disciplinary action coming to work with transmissible illnesses and risking spreading disease to others.[8]https://www.unison.org.uk/content/uploads/2014/09/TowebFact-Sheet-on-the-Bradford-Factor2.pdf* There are alternative employee absence measurements such as the ‘Lost Time Rate’ and the ‘Frequency Rate’, or a consolidated approach that combines all three measurements.* All methods can be applied with the assumption that employees are deliberately trying to take sickees or duvet days, or they can be used as a useful tool to indicate when certain employees need extra support. Ultimately, it’s all about context of application.Managing chronic illness1. Understand Your ConditionTo manage a chronic mental illness, you need to know as much as possible about it. Research the symptoms, causes, risk factors, and treatments so you can communicate clearly with your healthcare team and make informed decisions. Knowledge is power. Understanding your illness is the first step to getting it under your control.2. Create a Strong Support NetworkIt’s easy to feel all alone when living with a chronic mental illness, so building a strong support system is essential. A support system can be comprised of family, friends, and support groups, either in person or online. Having people you trust in your corner allows you to do things that might be hard to accomplish on your own. A support network can also provide accountability and encouragement when times get tough.3. Reduce StressBecause stress can worsen the symptoms of any chronic disease, it’s necessary to lower your stress levels. Spending time in nature, deep breathing, mindfulness meditation, yoga, or other forms of physical exercise are healthy ways to cope with stress.4. Do TherapyTalk therapy and somatic therapy (body-based approaches such as yoga therapy or EMDR) can help you understand your thought patterns and behaviors. Therapy can also help you develop healthy ways of managing your symptoms. Ongoing treatment from a trained mental health provider assists individuals with chronic mental illnesses to feel a greater sense of self-efficacy. It also enhances their overall quality of life.5. Explore MedicationMedication such as antidepressants or mood stabilizers can play a useful role in managing chronic illnesses. Medication is often used in combination with talk therapy or brain stimulation therapies. Because medication affects people in different ways, it’s important to work with a mental health provider to create a treatment plan that supports your overall health. Additional support in the form of support groups, cognitive behavioral therapy, or social skills training may be necessary.6. Limit Alcohol and CaffeinePeople sometimes use alcohol to cope with anxiety and depression, but excessive drinking typically makes symptoms worse. Drinking caffeine close to bedtime can disturb the sleep/wake cycle, which is also detrimental to well-being. For people with depression or bipolar disorder, a consistent sleep schedule is important to prevent depressive or manic episodes. And limiting alcohol and caffeine intake helps keep mood and energy stable.7. Focus on the Good ThingsThe challenges of living with a chronic mental illness can be draining. However, it’s still important to find ways to focus on what’s working in your life. Even shifting your language from the negative (what you “can’t” do) to the affirmative (what you “can” do) can help reframe your perspective on living with a chronic condition. Expressing gratitude, celebrating your accomplishments, and surrounding yourself with optimistic people are other ways to stay positive.8. Practice Self-CompassionIt’s easy to fall into self-blame when you’re living with a chronic mental illness. Instead of comparing yourself to others and feeling inadequate, try treating yourself with acceptance. You might say, “I’m feeling lethargic today. It’s not reasonable to expec

Show Notes Ep. 3Spotting the signs... - How do you know if a colleague is struggling, and what do you do if they are? How best to support your colleagues.Managers who know their staff and regularly hold one-to-ones to discuss work and wellbeing are placed to spot any signs of stress or poor mental health at an early stage. Often the key is a change in typical behaviour. Symptoms will vary, as each person’s experience of poor mental health is different, but there are some potential indicators to look out for.Table 1 is not exhaustive, but it offers some useful pointers. However, if one or more of these signs is observed, this does not automatically mean the employee has a mental health problem – it could be a sign of another health issue or something else entirely. It’s important not to make assumptions or judgements, and to be led by the employee. Always take care to talk to the person directly.Table 1: Indicators of poor mental health Physical Psychological Behavioural Fatigue Anxiety or distress Increased smoking and drinking Indigestion or upset stomach Tearfulness Using recreational drugs Headaches Feeling low Withdrawal Appetite and weight changes Mood changes Resigned attitude Joint and back pain Indecision Irritability, anger or aggression Changes in sleep patterns Loss of motivation Over-excitement or euphoria Visible tension or trembling Loss of humour Restlessness Nervous, trembling speech Increased sensitivity Lateness, leaving early or extended lunches Chest or throat pain Distraction or confusion Working for longer hours Sweating Difficulty relaxing Intense or obsessive activity Constantly feeling cold Lapses in memory Repetitive speech or activity Illogical or irrational thought processes Impaired or inconsistent performance Difficulty taking information in Uncharacteristic errors Responding to experiences, sensations or people not observable by others Increased sickness absence Increased suicidal thoughts Uncharacteristic problems with colleagues Apparent over-reaction to problems Risk-taking Disruptive or anti-social behaviour Samaritans - 116 123 FREEMind - 0300 102 1234NHS - 111 or 999The 8 Minute Catch-upAn idea popularised by Simon Simek based on work by psychologist Dr Robert Waldinger.Agree an 8 minute time limit at the beginning of the phonecall, or text beforehand (“Have you got 8 minutes?”). The time limit forces both parties to get down to business and be striaght with each other.https://simonsinek.com/stories/the-incredible-power-of-an-eight-minute-catch-up-with-a-friend/Kahlon, M.K; Aksan, N; Aubrey, R; et al (2021) - Effect of Layperson-Delivered, Empathy-Focused Program of Telephone Calls on Loneliness, Depression, and Anxiety Among Adults During the COVID-19 Pandemic (A Randomized Clinical Trial). https://jamanetwork.com/journals/jamapsychiatry/fullarticle/2776786?guestAccessKey=3855e7d5-6f21-4d60-bd6f-d8c524d7ad5e&utm_source=For_The_Media&utm_medium=referral&utm_campaign=ftm_links&utm_content=tfl&utm_term=022321Empathy focussed calls aid Diabetes managementhttps://www.emjreviews.com/diabetes/news/empathy-focused-phone-calls-found-to-aid-diabetes-management/Using empathy in Communicationhttps://www.physio-pedia.com/Using_Empathy_in_CommunicationMental health conditions don’t necessarily stay the same. They can fluctuate over time. If you experience changes in mood, physical health, or behavior, you may need additional support.Examples of these types of changes are:Suicidal thoughts or behavioursSudden sweating, increased heart rate, trouble breathing, or nauseaNoticeable changes in appetite and eatingHallucinationsWithdrawal from family, friends, or activities you enjoyLarge gaps in memoryDisturbed sleep patterns; feeling fatigued no matter how much you sleepOutbursts of anger, hostility, or violenceThese symptoms may indicate the need for a higher level of care, such as residential or outpatient treatment.https://www.cipd.org/en/knowledge/guides/mental-health-support-guide/#early-intervention-spotting-the-signs-of-stress-and-poor-mental-healthA key part of spotting the signs is managers being alert to the potential workplace triggers, such as:people working long hours and not taking breaks unrealistic expectations or deadlines high-pressure environments unmanageable workloads or lack of control over work negative relationships or poor communication an unsupportive workplace culture or lack of management support job insecurity or poor change management high-risk roles lone working.External triggers may also affect an employee’s mental health and wellbeing, such as: childhood abuse, trauma or neglect social isolation or loneliness experiencing discrimination and/or stigma social disadvantage, poverty or debt bereavement severe or long-term stress having a long-term physical health condition unemployment or losing your job homelessness or poor housing being a long-term carer for someone drug and alcohol misuse domestic violence, bullying or other abuse as an

Show Notes Episode 2 - Smells Like Team Spirit Morale is not just an issue for the military, it can affect any group of employees. How can morale be raised within a team, and examples of when employers get it right, and wrong. ‘Gareth’s’ story (ITV - Sep 2024)https://www.itv.com/news/wales/2024-09-05/south-wales-fire-nothing-has-changed-since-daming-review-says-firefighterA serving firefighter has described how he believes South Wales Fire and Rescue Service has not acted on the findings of a damning review into its culture. 'Gareth', which is not his real name, told ITV Cymru Wales that "things that haven’t been dealt with and the same old things on station are still being said".He said if issues continue at the scandal-hit service, it could pose a risk to the public's safety. 'Gareth' said when issues first came to light about bad behaviour at South Wales Fire, he was relieved that he wasn't alone in thinking there were problems.He told us he had witnessed people making "racist jokes, racist comments about people’s skin, people’s religion, people fleeing horrendous situations.""There was a story about someone in charge of a watch who had taken the brave step to come out as part of the LGBTQ+ community", he said."Then a picture of their face was put on top of a Christmas tree fairy and that was put on top of the Christmas tree. I can just imagine if you were part of that community how that made you feel and how you didn’t think you were accepted as part of South Wales Fire and Rescue Service."'Gareth' said, "it’s not something that I thought I would have to contend with joining a public service". When a review was announced into the culture at the service, 'Gareth' says he was hopeful that it would lead to meaningful change.He said he was "really excited for this prospect of change. I knew a lot of people really didn’t think that anything would come of the report but I was one of those minority that thought: ‘Yes, this is going to lead to something productive and useful and help us’."However, more than eight months later, frontline staff told us a very different story. 'Gareth' says "everything seems to have just not moved along at all." He told us he is looking for ways to leave the fire service. "Morale is really low, I don’t want to work there anymore"."Nothing is happening, nothing is changing. The same old things on station are still being said, people are still gaining advantages because of people they know and I’m back to the point where we were a year ago, where I’m just not proud anymore."'Gareth' wants to see change soon, but he says without accountability, things cannot improve. “There needs to be a wider conversation about how we have let things get to this stage”, he said, “and how do we go about learning from the mistakes of the past and making sure they are never repeated and no one ever has to suffer unnecessarily again”.COVID a significant factor especially for ambulance and NHS staff.Improving MoraleWhen increasing morale, small things can make a big difference. - Important to take breaks (especially meal breaks).- Take time to decompress after shift (ideally as a team).- Team social activities. If you're interested in having a team day at a Go Ape Adventure Centre, there are 37 across England, Scotland, and Wales (and no, we're not being sponsored by them, we just think they're brill)!They also offer a 10% discount for Blue Light and NHS workers.Have a look at their website here: https://goape.co.uk/

Show Notes - Episode 1: Mental Health vs CareerDon't forget that there is an extended discussion in relation to issues raised in the episode at the Betond the Blue Light Community Facebook Group - https://www.facebook.com/groups/618892260536745Mental Health vs. Career - When our mental health takes a dip and we need help, is it wise to tell our employer? Are we required to do so? What are the consequences if we don’t?Tell or not?https://www.mind.org.uk/information-support/legal-rights/discrimination-at-work/telling-my-employer/#ShouldITellMyEmployerAboutMyMentalHealthProblemFire - Grey Book; Part B; General Priniciple 2 - “Where the fire and rescue authority believes that an employee’s medical condition could prevent him or her from carrying out his or her duties, the employee may be required to undergo a medical examination.”Grey Book; Part B; General Principle 21 - Entitlement to sick pay shall be conditional on the employee fulfilling the following obligations:(1) That notification is made immediately to the person identified for thispurpose by the fire and rescue authority.Your employer’s responsibility to you when you develop mental ill health is primarily covered by the Equality Act 2010, unless you are a police officer when police regulations and the Equality Act apply.Pol Fed Quick Guide to regs: https://www.polfed.org/media/19098/qrg-2023-06-12-23-v1.pdfFire & Rescue Services ‘Grey Book’ (6th Ed): https://www.fbu.org.uk/sites/default/files/publications/Grey%20Book%20LO-RES.updated%202009.pdfRedmans Solicitors: Sickness at Work - A Guide for Employees:- https://redmans.co.uk/guide/sickness-at-work/Able Futures (assistance (including grants) for reasonable adjustments if you suffer from MIH): https://able-futures.co.uk/individualsMaximus (DWP assistance in making RA at work for those with MIH): https://atw.maximusuk.co.uk/

You can join our facebook page at: https://www.facebook.com/profile.php?id=61568198166659After every episode, there is an extended conversation on our facebook group 'Beyond the Blue Light Podcast Community': https://www.facebook.com/groups/618892260536745To contribute to the show, email us at: [email protected] look forward to hearing your story.