COACHING AND ISSUES
OF MENTAL HEALTH
MENTAL HEALTH ISSUES
Emotional :
Psychological
Cognitive
Interpersonal
Spiritual aspects of person’s life
A state of balance between the individual and the surrounding world, a state of harmony between oneself and others, a coexistence between the realities of the self and that of other people and that of environment.
Attributes of mental health
Thinking
Behavior
Interpersonal
Relationships
Self-esteem
Emotion
Factors Influencing Mental
Health
Biological Factors
Psychological Factors
Social Factors
genetic
Hormones and neurochemicals
Changes in brain structure
Early development
Personality traits
Poor parenting
Childhood traumas
Cultural beliefs and health practices
Religious influences
Poverty
Inadequate parenting
Unemployment
Support system (family and friends)
Characteristics of Mentally
Healthy People
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Happiness
Control over
behavior
Appraisal of reality
Effectiveness in
work
A healthy selfconcepts
Satisfying
relationships
Effective coping
strategies
WORKPLACE ISSUES
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Discrimination
• Low motivation and job
satisfaction
• Performance issues
• Poor job fit
Effects of Discrimination
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• Feeling judged negatively
• Shame
• Anger and
• Sadness
• Physical and mental health
problems
How to avoid stress at work?
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• Do physical activity.
• Eat balance diet.
• Do not use tobacco, alcohol and other
drugs.
• Explore the use of meditation and other
relaxation techniques.
• Plan a realistic schedule for personal
activities and pleasures.
• If necessary, seek help.
Sexual Harassment
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• At work
• At work-related events
• Between people sharing the same
workplace
• Between colleagues outside of work.
Workplace issues can lead to decreased
performance/productivity, loss of
job/termination, decreased
satisfaction/happiness, stress, and a wide variety
of mental health issues.
COACHING FOR PERFORMANCE
Coaching
Helps
Solve problems
Commit to action
Identify and clarify issues
Develop skills, motivation, confidence and self-esteem
Important beliefs
Everyone has an untapped potential to learn and hone on what they do
Solutions to each person's professional challenges are found within the organization
People who share skills as their coaches will inevitably improve on what they do
Limit to achieving one's potential is largely self-imposed
Principles
Confidentiality
Trust
Non-judgemental
Believe in coachee's capacity to learn, develop and change
Recognizing strengths
Challenging the coachee to move beyond the comfort zone
A belief that there are always solutions to problems
Breaking down big challenges into manageable steps
Counselling
is a method of
A helping skill
Non-directive and non-judgemental
Focuses on solutions
Advice is not given
Belief that the coachee has the answers
Focuses on the coachee’s strengths
Commits the coachee to specific action
Enables the coachee to evaluate her/his progress
Promotes a high degree of independence
Uses the skills of questioning, clarifying, reflecting, observing and giving feedback
is a method of
Looks backwards and at the present
Non-directive
Advice is not given
Not usually solutions focused
Tends to enable the client to understand emotions and their
source
Belief that the client has the answers
May promote a degree of dependence
May use the skills of questioning, clarifying, reflecting and observing
skills
Listening
Questioning
Clarifying
Reflecting
Mentoring
Mentor has ‘expert’ knowledge or experience
Specific advice (and direction) given
Focuses on solutions
Mentor has the ‘real answers’
Belief that the teacher can learn
Commits the teacher to specific action
Mentor’s evaluation of progress is shared with the teacher
May lead to a degree of dependence
Uses the skills of questioning, clarifying, reflecting, observing and giving
feedback