Reaching Forward Counselling Services

16/10/2025

Courtesy of EAP:
Few workplace challenges are as quietly draining as dealing with a passive-aggressive colleague. Unlike direct conflict, this style of communication hides tension beneath a surface of politeness: through sarcasm, procrastination, silent treatment or subtle digs. Understanding what drives passive-aggressive behaviour is the first step in handling it effectively.

From a psychological perspective, passive-aggression often stems from an avoidance of direct conflict. A person may fear negative consequences if they express anger openly, so frustration leaks out indirectly. This pattern can be shaped by early experiences (e.g., conflict wasn’t safe at home), low psychological safety in the workplace, or difficulty with assertive communication skills.

How to respond without escalating the cycle
Stay calm and curious. Reacting with irritation often fuels more resistance. Instead, notice the behaviour and consider the underlying need—perhaps autonomy, recognition, or respect.
Communicate clearly. Passive-aggression thrives in ambiguity. Use “I” statements: “When deadlines shift without notice, I feel pressured. Can we agree on a clear timeline?” This approach promotes assertiveness without blame.
Don’t mirror the behaviour. Meeting sarcasm with sarcasm creates a spiral. Modelling the direct, respectful communication you’d like in return helps break the cycle.
Addressing the issue directly
If the behaviour persists, you can gently name it without accusation. For example: “I noticed you seemed frustrated in that meeting. I’d value hearing your perspective more openly.” This signals both recognition and an invitation to engage directly. Such interventions build trust and psychological safety, which research shows are essential for effective teams.

When to involve leadership
If passive-aggressive behaviours consistently disrupt teamwork or productivity, it may be time to escalate. Frame the issue in terms of impact, for example, missed deadlines, low morale, strained collaboration, rather than personality flaws. Leaders can then set clearer expectations, support communication training or mediate if needed. Ultimately, the antidote to passive-aggression is a culture that rewards openness, not avoidance. By staying steady, setting boundaries and encouraging direct dialogue, you help shift the workplace climate from covert tension toward constructive collaboration.

28/07/2025

Reaching Forward Counselling Services has been in operation since 2013, providing affordable counselling services to children, teenagers, adults, couples, and families, as well as concession card holders. Our counselling services encompass various areas, including Mental Health Care Plans, NDIS funding managed by clients, couples therapy, working with children and teenagers, and EAP approval at the discretion of employers. For further information, please message or follow our page.

28/06/2025

Never lose hope

15/06/2025

10/06/2025

For your info if interested.

For Parents and Carers

25/05/2025

Courtesy of EAP #

Five strategies to enhance Resilience
We all face challenges that stretch us, wear us down, or make us question our ability to cope. In those moments, what makes one person bounce back while another struggles to recover? A growing body of research suggests the answer often lies in mindset—specifically, a growth mindset. A growth suggests that talents, abilities and intelligence can be developed through effort, learning and persistence—rather than being fixed traits. Research has shown that individuals with a growth mindset embrace challenges, persist through obstacles, see effort as the path to mastery, learn from criticism and find inspiration in the success of others. This contrasts with a "fixed mindset," the belief that qualities are static and unchangeable. This flexible way of thinking fosters both resilience and a stronger sense of personal agency in the face of adversity. Cultivating a growth mindset isn't just about positive thinking; it's a fundamental shift in how we perceive ourselves and our potential.

Five key strategies to help cultivate a growth mindset

1. Embrace the Power of “Yet”
When you catch yourself thinking, “I can’t do this,” try reframing it to, “I can’t do this—yet.” This subtle shift in language acknowledges your current limitations without making them permanent.

Try this: The next time you or your team fall short, add “yet” and ask, “What’s one thing we can try differently next time?”

2. Reframe Failure as Feedback
Resilient individuals don’t see failure as a dead end. Instead, they treat it as a teacher. Studies in educational and organizational psychology show that when people view mistakes as opportunities to learn—rather than proof of inadequacy—they recover more quickly and are more motivated to try again.

Try this: After a setback, lead a “failure debrief.” Ask what worked, what didn’t, and what you’d do differently next time.

3. Celebrate Effort, Not Just Outcomes
Praising effort reinforces the belief that growth is possible. When we focus on how hard someone worked, rather than how smart or talented they are, we nurture persistence and grit—two essential traits of resilience. Focus on the process of learning and improvement, recognizing that consistent effort, even in the face of setbacks, is what leads to meaningful growth.

Try this: When giving feedback, focus on the process: “You really stuck with that problem, and your strategy paid off."

4. Seek Out Challenges
Shying away from difficult tasks might feel safe, but it doesn’t lead to growth. Choosing to tackle challenges—even at the risk of failure— builds cognitive flexibility and problem-solving skills, which are crucial components of resilience. Instead of feeling threatened by a tough situation, try reframing it as an exciting opportunity to develop new skills and knowledge.

Try this: Set personal or team “stretch goals” that push you outside your comfort zone, then reflect on what you learned through the process.

5. Build a Resilient Self-Narrative
Your inner dialogue shapes how you respond to adversity. Growth-minded individuals tend to narrate their experiences through a lens of learning, not defeat. Research in narrative psychology suggests that framing your story with themes of growth and agency increases psychological resilience.

Try this: Journal about a recent struggle. Instead of focusing on the loss or failure, write about what you learned, how you changed and what strengths you uncov

16/05/2025

Love ❤️

15/05/2025

***** Appointments available

Bulk billing is no longer available at my practice. I am charging the rebate fee, which other professionals charge in addition to their bulk billing fee.

Concession card holders will also get a reduced fee.

Please contact for further details on fees.

A little about my practice:

I'm passionate about helping people in need and finding them opportunities to excel.

Helping others may be the secret to living a life that is not only happier but also healthier, wealthier, more productive, and meaningful.

Reaching Forward Counselling Services

08/05/2025

Courtney of EAP:

Workplace Bullying:

Bullying thrives in silence and confusion. With clear strategies, support and boundaries, you can reclaim your voice and create healthier working environments.

· Know the Signs:

o Repeated exclusion, criticism, sabotage or gaslighting.

o Subtle forms like eye-rolling, public correction or withholding information.

o Psychological effects can include anxiety, low self-worth and burnout.

· Document Everything:

o Keep a dated log of incidents with specific details.

o Save emails, messages, or screenshots as evidence.

o Track the impact on your work and wellbeing.

· Set Boundaries:

o Use clear, calm language to assert limits.

o Repeat your stance if necessary without explaining excessively.

o Don’t engage in emotional back-and-forth.

· Activate Ally Support:

o Confide in a trusted colleague or supervisor.

o Encourage bystander intervention when safe.

o Consider HR or union reps as formal allies.

· Use Workplace Policies:

o Familiarize yourself with anti-bullying and grievance procedures.

o Submit formal reports with documented evidence.

o Request a written response or timeline for follow-up.

· Emotional Self-Protection:

o Practice self-soothing techniques (deep breathing, grounding).

o Set work/life boundaries to decompress after work.

o Validate your feelings and seek trauma-informed support.

· Seek External Help:

o Talk to your GP or EAP Assist.

o Join support groups or professional networks for advice.

· Build Psychological Safety:

o Encourage open feedback and inclusivity in your team.

o Model respectful communication and conflict resolution.

o Speak up when you see bullying behaviour.

· Protect Your Self-Concept:

o Remind yourself the bullying reflects on them, not you.

o Use affirmations and strengths-based reflection.

o Focus on your contributions and values.

· Know When to Exit:

o If nothing changes and it's harming your wellbeing, consider moving teams or roles.

o Your safety and dignity are worth prioritizing.

24/04/2025

💜

24/04/2025

Medically Reviewed by Poonam Sachdev on August 28, 2023Written by John Donovan

1/14
You're Exhausted
Are you so tired that you can't move a muscle? Do you drag yourself out of bed to get to work in the morning? Does your 8-hour shift feel like 80? Burnout is a kind of work-related stresscharacterized by three specific things. The first is a feeling that you're exhausted -- both emotionally and physically.

2/14
You're Turning Cynical
The second thing that characterizes burnout is cynicism -- a lack of interest in work that can be negative or even callous. Exhaustion often leads to it.

3/14
You're Feeling Useless
The third burnout pillar is a sense of incompetence, a feeling that you just can't be effective. It leads to a lack of accomplishment and productivity. Sometimes, that feeling seems to be a result of the other two tent poles of burnout -- exhaustion and cynicism. Other times, all three come down on you at once.

4/14
You're Depressed
If you're exhausted, cynical, and feeling useless, it's no wonder that depression can set in.��Research shows burnout is mainly a job thing, while depression is a whole-life thing that can include your job. But they're connected. Studies show that if you're prone to depression, you're more vulnerable to burnout.

5/14
You Hate Your Job
Studies show that job dissatisfaction is one of several side effects (along with things like absenteeism and many physical ailments) of burnout.
6/14
Everything Gets Under Your Skin
If the stresses of your job get to be too much or if you turn irritable with your co-workers (or, worse, customers or clients), burnout might be the culprit. It can get worse, too: Outright anger is another sign your job might be burning you out.

7/14
Your Mind Wanders
Trouble concentrating is one of the mental signs (along with things like forgetfulness) that could tell you burnout is approaching. Some studies suggest more than 100 symptoms for it. They include motivational symptoms like disillusionment and a loss of idealism.

8/14
Sleep Is Tough to Get
Some studies link trouble getting to sleep and staying asleep to burnout (though other studies don't find a clear connection). Don’t fool around with sleep problems. If you don’t get enough sleep, it can bring higher chances of heart disease, high blood pressure, stroke, diabetes, and kidney disease.

9/14
Another Headache?
Herbert Freudenberger, the psychologist who coined the concept of burnout in 1974, cited frequent headaches as a physical characteristic of the disorder. Like sleep problems, this isn't scientifically settled.

10/14
That Pain in Your Gut
That stomach and bowel pain you have might have to do with burnout, too. It and the stress that can come with it can weaken your immune system. That might explain the problems with your gut

11/14
Drinks, Drugs, and Other Comforts
Using food, alcohol, or drugs to feel better may be a symptom of job burnout. This can be serious. Obesity, or alcohol and drug misuse, can lead to all sorts of health problems.

12/14
Burnout and Blood Pressure
If your blood pressure is up, your job might have something to do with it. Along with that, you might get a quicker heartbeat, too. Neither is good for you. They could damage not only your heart but your brain and your kidneys, too.

13/14
Thirsty? Vision Blurred?
Being overly thirsty and having blurred vision are two signs of diabetes. Burnout may raise your chances of type 2 diabetes. If you're showing these or other symptoms of diabetes -- and you're having problems at work that might be related to burnout -- the two might be tied. Let you doctor know if you are having any increased thirst and get medical help right away for any vision changes.

14/14
The Sick Days Are Piling Up
Research has found that burnout can trigger both absenteeism and presenteeism (which means coming to work even when you're sick). And it works the other way. All those sick days and feeling crummy while you're at work can lead to more burnout.