We can support peer self-care and wellness by expanding the understanding of how important self-care is, by encouraging peers to engage in it, and by demonstrating self-care ourselves.

When we talk about self care - It starts from our mind and restricting the negative and bad thoughts can help in creating the zone of wellness. Everything is controlled by our mind and heart. So, avoiding goosips, negative thoughts, providing negative critics, negative emotions can surely increase the scale of self care and mental wellness. This also creates a barrier which prevent the loss of positivity - as mentioned in scriptures as well - "Ahem Bhrama Asmi". 😇😇

I would offer: 1. The organization should be clear about what it means by peer support and self-care. 2. The organization should have a clearly defined and described peer self-care initiative. 3. Offer peer support self-care care training to peer self-care champions. 4. The organization should be clear about what the term wellness means in the organization. 5. Since wellness is multi-dimensional and consists of multiple domains, the organization needs to take a comprehensive approach to wellness. 6. I teach a five component implementation model to the employers I work with.

It can be helpful to build some time into the work day for quiet self-reflection. I suggest a few minutes at the end of the morning before lunch, and a few minutes at the end of the afternoon before finishing for the evening. This gives the individual the chance to reflect on their self-care practice at work and objectively decide where to make improvements.

Self-care is an intensely personal matter, and it's common for us to look to others for guidance rather than introspecting to understand our own unique needs. I firmly believe that self-care encompasses more than just the physical aspect; it includes mental, psychological, and emotional dimensions as well. As we navigate through life's challenges, recognising the importance of nurturing ourselves in every aspect of our lives is crucial. Wellness, in this context, is an approach to self-care that holistically embraces our overall well-being.

Assessment can be done by identifications of areas of improvement when it comes to work. We can learn and grow. That should only be the motto. Avoiding the conflicts can add positivity in our working cultures. Supporting team mates and doing what is ethically right improves self care.

Most of my clients need a structured exercise plan for the work week, to counteract the effects of being sedentary and screen-based. I help them devise this plan and motivate them towards meeting their goals. I also help them plan and prepare healthy meals, so they are less reliant on processed foods. Their sleep and stress management are two other areas we work on, overall improving their function and work-life balance.

Encourage open communication and destigmatise self-care by fostering a culture that values breaks and mental health. Implement wellness initiatives such as workshops, flexible schedules, and mindfulness programs, ensuring that employees feel both supported and empowered to prioritize their well-being.

To access self-care and wellness, consider incorporating activities that promote physical, mental, and emotional well-being into your routine. This may include regular exercise, adequate sleep, healthy eating, mindfulness practices, and activities that bring joy or relaxation. Seek balance in various aspects of your life, and don't hesitate to seek professional support when needed.

Have a conversation with the peer and determine what he or she needs to do to remain well on a daily , monthly basis and periodically. For example, does he need time off to keep his psychiatrist's appointment every 6 weeks? Also have a discussion on what we - ie the employer / manager or supervisor can do specifically to support the peer to remain well so that he or she can perform optimally. Document this.

consider reaching out to relevant resources in your community or workplace , or online platforms. Many organizations provide assistance for various aspects of well-being, including mental health services, counseling, and wellness programs althhough Feeling fearful about one could Start by researching your company's policies regarding employee assistance programs or mental health resources. If available, these services can provide confidential support. You may also consider talking to a trusted colleague or supervisor whom you feel comfortable confiding in. Remember, addressing your concerns is a sign of strength, and many workplaces are increasingly recognizing the importance of employee well-being.

I think it starts with behaviour, assessment should be done within the orgqnizations, that which group or department is lacking and needs training for the correct code of conduct. Secondly, confidentiality should be maintained while working in the groups. Each one of should know that we don't have to cross that thin line of privacy in any condition. A simple phenomenon of givinvg respect and taking respect can be worked upon. Choosing the right inclusive language and each one of us can be accountability buddy. Taking care of #everyone at the organization and not putting someone down is a supportive task at the ground level.

In my experience we need more peers in leadership roles. The voice of lived experience should be centered & woven throughout the entire process. Giving peers “a seat at the table” isn’t nearly enough. This implies tokenism without any power.

Those who supervise peer support professionals should maintain proper training and certification as such. This training should be professional in nature and separate from the concept of friend, buddy or sponsor. This is a professional role and those working in it deserve professional supervision.

We can only keep what we have by giving it away so making sure our peers are supported is basically a form of supporting ourselves.

Diversity is itself different experiences and talents. Learning and growing together should be the only rule. Avoiding sarcasm or "Critics" can improve the working environment.

The foundation of supporting our peers should be established from the beginning, much like any other relationship, to build a strong bond. It's beneficial if the company we work for already fosters a supportive and positive work environment. In life, as in work, there's a 'win-win' situation when we have each other's backs. Support can be as simple as greeting someone with a 'Hi' or checking in on a colleague who seems distant by asking if they're 'OK'. We often underestimate the impact we can have on someone else's life, so being kind and mindful of others can go a long way in supporting our colleagues. This is especially true in a challenging or toxic work environment, where small acts of kindness can make a significant difference.

Understand that support looks different for every peer support professional. Remember that you are supporting your fellow peer support professionals and support should be done in a professional manner, not specific or over biased to a specific recovery pathway, but person-centered, collaborative and only offered when requested, not given based off of option or bias.

Identify the tasks that have performed well by ourself. Trying and doing hard than the previous day. Acknowledging our thoughts and building insights can keep us joyful. Building rapport with the team mates and sharing thoughts will increase interpersonal skills. It will also help in building good healthy relations within the team which helps to be more productive.

To keep things simple: treat other people with dignity and respect. Not as commodities nor as collateral or bargaining chips. Like cattle to be moved around and shuffled at will. Treated like a consumer (transaction). Branded with some alphanumeric or numeric code. I came to learn that each and every one of us is an expert in SOMETHING and I strongly believe that that SOMETHING should be validated and heard...not at the bare-minimum. I mean as just as valuable as someone else's something. The truth of the matter is this: No one knows another one's story unless that another one is given the opportunity to share without fear or retaliation. Nothing has ever come from assuming, slander, libel, gossip, and utter cruelty in all its forms.