The Laughter Clinic
The Laughter Clinic Podcast brings a refreshingly different approach to mental health education. Your host Mark McConville, is an Australian professional Comedian of 25+ years who also has a Masters Degree In Suicidology from Griffith University. Mark delivers you evidence-based self-care strategies, curated research insights, and meaningful conversations that inspire, educate and entertain.
The Laughter Clinic
Chatting with Stephen Woods. Beat Burnout at Work: Practical Stress Management Tools for Leaders & Employees
Kicking off 2026 with essential workplace wellness strategies!
Stephen Woods, founder of Employee Wellness Australia joins The Laughter Clinic Podcast to share practical, evidence-based tools for beating burnout and building trust at work.
Whether you're a team leader, manager, employee, or solo business owner, this episode delivers actionable strategies you can implement TODAY to reduce workplace stress and improve mental wellbeing.
WHAT YOU'LL LEARN:
For Leaders & Managers:
- How to recognize early warning signs of burnout in your team
- 3 practical strategies to reduce workplace stress this week
- Building trust points and psychological safety
- The difference between leading and managing
- Why EAPs have low utilization (and how to fix it)
For Employees:
- Warning signs you're heading towards burnout
- How to protect your mental health when leadership isn't supportive
- Understanding Employee Assistance Programs (EAPs)
- Practical stress management toolkit
For Solo Entrepreneurs & Sole Traders:
- 15-minute morning routine for success
- Avoiding isolation and building connections
- "Putting on your armour" daily practices
- Life by design principles
KEY TOPICS:
- Presenteeism vs. absenteeism
- Post-COVID workplace engagement challenges
- Cost of living impact on mental health
- ROI of employee wellness programs
- Gratitude journaling and stress management
- Sleep hygiene and energy management
Stephen has helped over 500 companies create happier, healthier, and more productive workplaces. His insights come from real-world experience working with major organizations including Netflix, Shine Lawyers, and Ray White.
1st ACTION: Find ONE strategy from this episode and implement it this week.
2nd ACTION: Hit the follow button to keep up top date and join The Laughter Clinic community.
3rd ACTION: Share this episode with your network or someone you know who could benefit from this information.
CONNECT WITH STEPHEN:
Employee Wellness Australia:
https://employeewellnessaustralia.com.au
Website: www.thelaughterclinic.com.au
Youtube: https://www.youtube.com/@thelaughterclinicAus
"If you or someone you know needs support, please contact one of these Australian mental health services. In an emergency, always call 000."
Lifeline Australia
Phone: 13 11 14 (24/7)
Web: lifeline.org.au
Suicide Call Back Service
Phone: 1300 659 467 (24/7)
Web: suicidecallbackservice.org.au
Beyond Blue
Phone: 1300 22 4636 (24/7)
Web: beyondblue.org.au
Kids Helpline (for people aged 5-25)
Phone: 1800 55 1800 (24/7)
Web: kidshelpline.com.au
MensLine Australia
Phone: 1300 78 99 78 (24/7)
Web: mensline.org.au
SANE Australia (complex mental health issues)
Phone: 1800 18 7263
Web: sane.org
QLife (LGBTIQ+ support)
Phone: 1800 184 527
Web: qlife.org.au
Open Arms (Veterans & Families Counselling)
Phone: 1800 011 046 (24/7)
Web: openarms.gov.au
1800RESPECT (sexual assault, domestic violence)
Phone: 1800 737 732 (24/7)
Web: 1800respect.org.au
Headspace (youth mental health, ages 12-25)
Phone: 1800 650 890
Web: headspace.org.au
13YARN (Aboriginal & Torres Strait Islander crisis support)
Phone: 13 92 76 (13YARN) (24/7)
Web: 13yarn.org.au
Music by Hayden Smith
https://www.haydensmith.com
Welcome to The Life to Clinic Podcast with comedians and sociologists at the cockpit. Bringing you practical, evidence-based healthcare strategies, the latest research in mental health, along with conversations that inspire, educate, and entertain. This is the Laughter Clinic Podcast with your host, Mark McCockville.
SPEAKER_01:Hi my friends, welcome to 2026, and welcome to the Laughter Clinic Podcast first episode for the year. And tell you what, it's nice to have a few weeks off and you know, recharge, recalibrate, and get ready for a big year ahead. So uh wherever you are listening, I really do sincerely hope that you had a wonderful festive season and uh and that you're ready to go for 2026. So my first guest for the year, we are talking about employee wellness in the first episode. And I thought, what a perfect, you know, when I was figuring out who am I going to have for my first guest for the year, the very first episode. I thought this guy is absolutely perfect. So Stephen Woods, the founder of Employee Wellness Australia. So, my friends, no matter if where you are in the workplace, if you're a a leader of teams, a supervisor, a manager, you're an employee, or maybe you even you work for yourself as a sole trader, you're a you know, solo business owner, entrepreneur, you're gonna get something out of this episode. We're gonna give you some tools and strategies to help business leaders uh lead their teams better and reduce workplace stress, recognize signs of burnout and and help you get into the working year in a positive, in a positive mindset. So uh Stephen is as said, the founder of Employee Wellness Australia. Now, he's got a varied background, Sky, and you know, he's gonna tell a story right at the start there how it is that he came into the Employee Wellness space. It's a fascinating story. And and since he started, he's he's helped over 500 companies, right, and you know, create happier, healthier, and more productive workplaces. And and throughout his journey, he's actually employed me to bring the Laughter Clinic into his clients as well. So it's been a fantastic working relationship that you know we've actually ended up you become pretty good mates, gone out onto the golf course and hung out, and uh so you know, a perfect episode to kick off the year. Two great mates chatting about you know the best way to help you thrive at work in as we get kick off the new year 2026. So without any further ado, my friends, once again, welcome to the Laughter Clinic Podcast 2026, episode one. And I'd like to introduce you to my mate Stephen Woods, founder of Employee Wellness Australia. Enjoy. Stephen Woods, welcome to the Laughter Clinic Podcast, my first guest for 2026. I'm so excited for our chat today, mate. How are you going? Mate, tremendous. How are you? Yeah, I'm good, man. I'm good. Have you had a good break over the over the Christmas New Year holiday?
SPEAKER_04:I had a great break. I had a few weeks off, just chilling out, just recharging the batteries.
SPEAKER_01:Nice, nice, gotta do it, man.
SPEAKER_04:Got to, mate. That's the the the business that we're in.
SPEAKER_01:Oh, yeah, that's right. So, uh mate, my friend, before we get into all things employee wellness Australia and and the stuff that you've got for our listeners today, all of our guests get asked the same question straight off the bat, and that centres around the saying laughter is the best medicine. So this is a saying that's been around for over 3,000 years, and and now we have modern day research supporting the physical benefits of laughter and the psychological benefits of your sense of humour as a coping mechanism to help build resilience. So, when you hear the term laughter is the best medicine, what does that conjure up for you?
SPEAKER_04:For me, what it says uh what it means is it kind of two parts, I suppose. One is surround yourself with good people, you know, because I think uh I think at my Christmas break there on New Year's Day, we had about eight of us went out to it was uh like a bulls club up in Rainbow Beach. So if you've been out there, you know there's absolutely nothing happening. There's a couple of hillbillies, and you know, and the only way that you're gonna laugh and have a good time is with good people around you. And mate, honestly, we were in stitches laughing, you know, just telling stories, banter, situations, just ripping into each other, and and mate, we're crying with laughter. Yeah, you you come back, you never leave a situation like that without feeling better.
SPEAKER_01:Oh, absolutely, absolutely, and and especially when it's with your tribe, you know, like your your crew that you you know each other inside out, you know that you share that sense of humor, and you can give each other, and it's just it it really fills your cup in in a in a really profound way, doesn't it?
SPEAKER_04:Yeah, 100%. So I think that's the first thing is like your surroundings of who you surround yourself with, um, and it's going to tie into what we we know, which is a a bit of a buzzword at the moment around psychological safety, but people that you feel genuinely comfortable around that you can just be yourself, there's no pressure to be anything other than yourself and just show up and have a laugh. Yeah, and and the second one is just around like try not to take yourself too seriously or try not to take situations or life too serious, you know. There's so much like you look around the world at the moment, there's so much that you can focus on that could be a situation, you know. We've got all this stuff happening overseas, we've got the whatever's happening in America, and you know, mate, we've got loads of global challenges. And if you sit down and get stuck up and stuck in the weeds of everything that's happening around you, then and take everything that's happening to you so personally, then it's really hard to just enjoy life. You know, we we're lucky, we live in, I would say, the best place in the world, which is the Gold Coast. But we're all really lucky. If we if you can sit in a laptop and sit in a podcast and and sit on your phone, you know, man, we we've got a lot to be grateful for. And I think if we can take ourselves a little bit less serious and take life a little bit less serious, and just realise that you know, having fresh fruit, having fresh water, clean water, having people around you who love you, man, that's always stuff to be grateful for. And no matter what's happening in work or life, and you know, there's always challenges with it, but yeah, we're all pretty lucky if we we have a look around.
SPEAKER_01:Yeah, absolutely. Yeah, it's hard to, you know, it comes back to that, you know, uh really moderating how much news and media that you're you're taking in and that sort of stuff, because you know, if you're already susceptible to stress, anxiety, or depression, you know, being bombarded with negative news from around the planet isn't gonna help.
SPEAKER_04:Mate, I would see I would even argue, even if you're not susceptible to anxiety, you know, it can but I think like it's good to be aware, but understanding and and talking about control the controllables. If you cannot control it, then yeah, be aware of it, but don't get yourself bogged down with it.
SPEAKER_01:Yeah, I I totally agree with all of that. I really do. So let's get into uh let's get into you and and share with us, you know, what is it that drew you into the employee wellness space, you know, like you know, the story behind you setting up employee wellness Australia.
SPEAKER_04:Mate, I wish I could say it was I found a gap in the market and you know, and I and I built out this business plan and I chased it down, and you know, but it definitely was not that, it was a series of events and and careers that almost shaped it. So back when I was younger, I I signed a professional contract with a Scottish football club called Wraith Rovers, and then a few years later got released, and and that was a kind of fork in the road moment. Where do you continue chasing this dream of becoming a professional footballer and and making your money that way? Or you know what are the percentages of you making it? And so I got an opportunity to become an apprentice electrician, did that and played part-time football, completed my apprenticeship, went into the office doing electrical estimating, and during my time in the office, one of my colleagues had a stroke, and that was the catalyst for me. And it wasn't immediately, it was probably a few weeks later to just book flights and just go and live a little. You know, I'd kept I'd always wanted to travel to Australia because my cousin was out here and he was telling me, and it's really bizarre, but he he was like, Man, we can sleep at the beach, and I was like, and I always and I was like, What you can sleep outside and not get cold.
SPEAKER_01:Did he tell you that our beaches have sand and not rocks? Is that exactly yeah?
SPEAKER_04:And I was like, Ah, this this place sounds unreal. And I watched Home and Away.
SPEAKER_01:So oh yeah, well, that's uh yeah, that gives you a good snapshot of Australia right there.
SPEAKER_04:Yeah, so so then um, so then I was like, and I kept putting off. So when I was playing football, I wanted to go, but you can only go during pre-season or the off-season, sorry. And then I I got the apprenticeship, so I couldn't leave until I got the apprenticeship because I wanted to get that. That was my family, uh, the background is all construction and trades, you know. Get a trade, you'll always be able to fall back on it. It's pretty much the the mentality of where where we are from, and then then it was oh, there's an opportunity in the office. And I remember chatting to a few people around that time, and they they were saying, Look, this doesn't happen often. Get off the tools as quick as you can, get in the office, you know, you save your back, save your knees, these injuries that trades trades people get. So then that was the next big opportunity, you know. Take that, try and learn it. And then when that guy had the stroke in the office, and we had an open plan office that was really the the opportunity for me to go, do you know what? Life really does just go on. With all due respect, you know, the company made it work, they found different people to do that role, people stepped up, people getting shuffled around. And so I just thought, like, this is it. I came to Australia, I kind of started that was I suppose my self-development phase, I would say, where I started reading more books, trying to learn more about myself and life, and I came across this icky guy, and I'm not sure if you've heard of it, but it's it's a kind of the Japanese, the the Japanese yeah, I think is that what you're referring to? Yeah, yeah. So it's all around your finding your purpose. That's right. And so finding your purpose is what are you good at, what can bring in money, what does the world need? Yeah, I think there might be something else, but essentially that's what I was trying to figure out. So I I've done loads of random jobs, getting this sales of trying to sell holidays to backpackers. I was doing recruitment, I was doing office works, I was I was doing like everything. And then again, it's the fitness industry. And so during the fitness and during my time there, I kind of fell in love with it, and I fell in love with exercise. And you know, I was working as a Sparky and I was giving people power to the houses, and it was never fast enough, quick, good enough, you know, it wasn't up to their standard, there was a mess, blah blah. And I taught someone how to squat, and they were the most grateful ever. Goodness, like, thank you so much. Like, no one's taught me how to squat, and I was like, What? I've been giving people power for the last four or five years, and I've never got so much as a thanks. And I've taught someone how to put their arse down below their hips and below their knees. Sorry.
SPEAKER_01:So, what you're saying is not all squats are created equal. Is that what you're saying?
SPEAKER_04:I deliver the best squats.
SPEAKER_01:Oh, that's good, right?
SPEAKER_04:And so, and so then I fell in love with this fitness industry and and just like I suppose selfishly, it was it was the the thanks that you were getting, you know. I thanks for teaching me that, thanks for educating me on it. Oh, I didn't know that. And so then that fed this fuel to to learn more, so that then educate more, and then from there it yeah, it kind of morphed into getting busy on the floor and the gym, and then we started the online portion. This was pre-COVID. And then during COVID, our online business started pumping, and so because we were set up for it and everyone had to shift online, and so it was just an easy transition for everyone uh and for us.
SPEAKER_01:And what were the what were the services you were selling online at that point?
SPEAKER_04:So, what we did was it was training nutrition and and we done mindset, and then what we did was we we had these education workshops on a Tuesday and a Thursday night. And so our clients would come on and we would teach them about stress and mindset and you know, burnout, and fatigue, and all of these kind of areas that we I we noticed that people struggled with because we could give them the perfect training or the perceived perfect training planning nutrition, but if they weren't managing their stress and they felt overworked and overwhelmed, they would always fall off the wagon. And so our goal was we need to educate them on a bigger platform and a bigger kind of a more global approach because what's happening outside or in work is affecting what they're doing outside of work and it's affecting how they feel, which then is affecting how they they turn up to work because they've got a lack of energy, you know, they're not performing well, they just they're moody, they're irritable, you know. And for a leader, that's not ideal, you know. If you're not feeling the best yourself mentally and physically, then that's going to project onto your teams. Then during COVID, a couple of clients worked with some pretty pretty reputable companies, you know, so like Shine Lawyers and Ray White and brands that people know. And they asked us if we could do these online workshops during COVID to enhance engagement and keep them engaged, I suppose, throughout that period. And so that was that was new to us taking it to these companies. But we started getting some good feedback from it, and so then there was a bit of a gap in the market where uh we kind of thought, and I kind of thought, I wonder if we can do something with this. You know, I wonder if this is uh an area that companies want. And at that point in time, it was uh it was during COVID, it was it was quite appealing for companies, and then maybe slip a few months after COVID, but then it really dropped off, you know, that it was like, right, we're done with this, we're getting on with work, you know, we've got other challenges. I mean trying to get people back into the office was one of them. Yeah, and so I would say from 2021 to 2023, it was a really tough sell. And then all of the psychosocial legislation came out, people started becoming more aware, people started understanding the negative side effects of burnout, fatigue, stress, and employees' well-being. And then that's when we really started getting some traction on this sort of thing. So, yeah, I suppose that's a a bit of a snapshot of the journey.
SPEAKER_01:You've worked with you know, because we work together, you're very grateful for the fact that you've included the Laughter Clinic in the suite of uh services that you offer you to your clients. So, and you know, some of the clients that you've, you know, we've or you've worked for, and and I've been a part of that work, you know, big organizations like Netflix and you know, councils and law firms, like you said, and real estate agents. Is there a is there a common mistake that people, you know, organizations make in relation to trying to look after their employees' mental health, do you reckon?
SPEAKER_04:Um, I think there's some challenges that people face. So we we work a lot with HR, people in culture, and those people are amazing. You know, they are people's people, and I think they always get mistaken for the people who are pulling the trigger on redundancies and you know pay cuts and whatever it is. I don't that's not the case from my experience. I think people in culture always want more for the teams, they're always trying to get more workshops, more training, more employee wellness out there. The challenge comes with the I suppose the engagement part, like what employees say they want and what they actually want are two different things, you know. So sometimes they say they want all these bells and whistles, and then the company puts it on and they don't utilize the services. You know, what do you think?
SPEAKER_01:Why why do you what do you think that is? Um I mean, if I can solve that that's the that's the magic bullet, isn't it? That's the magic bullet. And and it must be so frustrating for the HR people, you know, because they I'm assuming they've got to, you know, put their case forward to the bean counters to spend money on this.
SPEAKER_03:Yeah.
SPEAKER_01:And, you know, to go, yes, you know, this is important, we need to invest money into this programs and employee wellness and stuff, and then it must be very frustrating for them when, like you said, you know, they put on all these programs and stuff, and then they don't get the uh the buy-in from the actual employees.
SPEAKER_04:Yeah, I don't I don't know what it is. It's like let's take, for example, you know, you you you get a workshop, you've got a hundred staff, and and you say, Recky, we're gonna get the laughter clinic in. We've got Mark McConville, professional comedian, suicidologist. He's gonna chat about the importance of laughter for mental health. So you've got a hundred employees, and they're they're all saying we want to do more for employee wellness, and you get what I don't know, 20-30% of them turn up, and then they'll they they say, Oh, we we want this during work hours, we want to get paid for it. And so then that's where the challenge is. It's it's you know, it's and what where are the other 70 to 80 percent?
SPEAKER_01:Is that a sad indictment on my ability to sell the laughter clinic to you?
SPEAKER_04:I was gonna say this is the end of this.
SPEAKER_01:Yeah, well, you know, and but but the thing is that the people that show up actually love it, love it, and then they go to all the other staff, you should have come and done this, you know, because you know, they probably the people that didn't show up probably think I'm gonna get them all standing around, you know, doing all the things that we're gonna do.
SPEAKER_04:And that's part of the challenge as well, isn't it? Because we're in an industry where w we have unfortunately companies.
SPEAKER_01:engage with facilitators who do these kind of death by PowerPoint Well it's misconception, you know, to me I it's a big misconception that all employee wellness stuff is going to be, you know, boring or I I don't I don't I don't know. Do you do you think it's in a misconception?
SPEAKER_04:I think it's a big misconception because I think and and with all due respect I think previously HR people in culture maybe health and safety team they try and run it themselves.
SPEAKER_01:Right as opposed to bringing in outside resources.
SPEAKER_04:Yeah.
SPEAKER_01:Right.
SPEAKER_04:And so they say it just doesn't work for our company or our team don't enjoy that sort of thing and it's it's like yeah we you've not you're not getting the professionals in to do it.
SPEAKER_03:Right.
SPEAKER_04:We know how to read a room we know how to engage when when the energy's a bit low you know how to pick it up you know how to manipulate the situation you know you can it it's a it's a comp it's it's like it's like a non-comedian standing up and try to do stand up. You know it's just yeah it's painful to watch you know it's awkward.
SPEAKER_01:And the cra and the crazy thing is is that you know when you look at the numbers you know you and I have spoken about this at length over the last couple of years the research that's gone into you know big companies like you know Price Waterhouse Coopers and all and you know the Mental Health Commission talking about the return on investment for people for organizations to invest in the mental health of their workforce the return on investment is incredible.
SPEAKER_04:Yeah yeah it can be and and it's the like some of them are hidden numbers you know it's not going to in in hit enhance your your your profit uh your your you know your revenue for for so for talking sake so people always miss it so they say oh well it's not bringing me in money so I'm not going to utilize it but the the knock-on effects are like employee engagement retention you know less sick days absenteeism even you you know presenteism which is such a huge factor it's so many people aren't aware of present so presenteism for those that don't know is people showing up to work and being unproductive because they're struggling yeah and struggle like whatever happens outside of work it very much affects what happens inside of work and gone are the days where you say oh just suck it up and leave it at the door you know it's very hard like if you're having relationship issues and financial pressures and you know you you're struggling to pay your mortgage yeah leave that at the door good work you know it's it's challenging you it naturally stuff triggers responses and and you you think about it and then that causes you to to lose focus and work maybe for five minutes ten minutes what we know that is if someone loses focus of a task in work they might lose focus for that time but it also takes another 23 minutes on average to regain full focus into that set task and we talk about this where single single tasking versus multitasking yeah that's one of the stats that comes up with that but yeah people are genuinely struggling at the moment and I think and you'll know this in the mental health space but even those who haven't got like a mental illness as such you know it's there's just life pressures well a lot of cost of living you know cost of living is probably the main thing in Australia at the moment it's so challenging you know you go down and you buy a set of grapes from Woolworths and it's I don't know eighteen dollars a kilo you're buying a set of grapes a set of grapes yeah a set of at that price a set of poo sorry mate yeah it just got me but the and the other thing is not only are they struggling you know cost of living pressures but um you know there was a report released at the beginning of last year that said one in five Australians aren't seeking professional mental health support wholly and solely due to cost you know and this is another thing you know imagine so so when you think of your stress in in and having a breakdown you've got what you call your allostatic load so this is the accumulation of stressors that you can handle before you you you have that breakdown so imagine you've got your financial stressors you've got relationship stress you've got stress from work you know deadlines maybe you're not getting on with a colleague in work and then you're watching the news you know you've got all of this stuff happening in the news you're worrying about that you know I mean it's no wonder that that if you're not and then what you said there people are struggling because they they think the perception is that they can't afford it and so my argument would be and I go back to my colleague who had a stroke in the office whose responsibility is that is it his and solely his maybe does the organization have somewhat of a responsibility there you know if we're not educating our leaders and our managers on how to identify stress burnout fatigue within our team's presenteism and and having the conversation and saying hey Mark it looks like I've noticed that like you've not been yourself lately is everything okay you know yeah yeah everything's fine you know that's always going to happen but here's what we're noticing you know like are you really okay you know because what we're noticing is productivity's down your your numbers are dwindling etc etc I just want to check in usually if you ask that second time and you've said performance has dropped people are going to people are going to get a little bit defensive but also say uh no this is what's happening well let's talk about burnout specifically right so like uh because you know workplace burnout is a thing and so from everything that you you look at in the employee wellness space what what do you see as the early warning signs that someone is is heading towards burnout and you know w what should they look out for within not only themselves but you know in in the people around them in the workplace is there are there you know three or four key factors that people listening can can recogn you know look out for as a warning sign for burnout in the workplace well I think for for burnout specifically it's it's changes in behavior you know it's getting more irritable like your your fuse is shorter maybe you're maybe you're not sleeping properly maybe maybe you're you're you're starting to find that you're you're falling out with a lot of people around you or you're getting you know yeah and and you're just sluggish tired you're waking up tired that's like a lot of people listening to this would probably think that's the norm. You know I wake up tired because I'm just so busy it's not the norm to go to bed at night and and have a broken sleep you know waking up numerous times throughout the night for either like a pee you know or just waking up randomly because you're too hot. Those are those some those aren't normal.
SPEAKER_01:They're common they're not normal oh look I know there's been times you know in my previous life as a sales rep and sales manager and that sort of stuff you know like and I know there'll be people listening that can relate to this there's there's nothing worse than lying in bed at night thinking about work before you're trying to go to sleep.
SPEAKER_04:Yeah you know and and do you know what we all have it at points different points in time and and this isn't to say that you're always going to be perfect but it's recognizing some signs and some symptoms you know if you're finding that you're getting to work and you're really like the cynicism is high you know everything is a problem you know every project's the worst project every job's the worst job the team's the worst you know you're finding does this lead into to culture workplace culture yeah well I think it all ties into culture as well because it imagine I I tie back to to football like professional sports and yeah in sports naturally you've got a group of competitors or people who are highly competitive that's why you get to that point and and the culture is how do we win together and the and within that culture there's an area of performance and we say well I'm going to pull up your performance based on your personality I would say so you know if you're the type of person that you need an arm around the shoulder then that's what you get. You know if you need a kick up the arse then that's what you get. Everyone's a little bit different and I think everyone can conceptualize that in the sporting industry you know managers you know losing their temper at the team because they're not performing properly and the team accept that that's just the norm. But when it transitions into that corporate space it it it changes a little bit but I don't think it needs to change dramatically you know I think we should have a culture where we can pull up poor performance appropriately and and we can give put the arm around the shoulder for someone if and when they need it and we can congratulate people and you know like man of the match you know if you've performed well let's recognise that what is what is the cadence what is the routines and rituals that we're setting so that we can like reward people when they're performing and then also pull people up when they're not I think in the corporate space a lot in the in with the working environment all we want to do is pull up bad performance and poor behaviour and we never get round to recognizing good performance and and good behaviour which means these difficult conversations end up a little bit harder.
SPEAKER_01:Yeah yeah is there something that you think you know a silver bullet that that makes a positive workplace culture a good leader a good leader okay so well all right then so let's talk about leaders right anybody anybody that's listening that may be a leader right okay because you know leaders managers team leaders supervisors all that sort of stuff right so if we've got any leaders that are listening right now you know we're starting the work year we're we're just about to kick off 2026 some people would have already started back in the workplace and that sort of stuff what do you think are three you know for anyone listening what are three practical things strategies that leaders or supervisors can implement this week to help reduce the workplace stress on their teams well let's start off with you don't need to be a manager to be a leader right so there's a difference between managing and leading managing is the planning the organization controlling the resources all of that sort of thing leading is about inspiring people like thinking about a vision you know motivating people getting them on board on the journey with whatever you're trying to achieve that I've seen great leaders who are like even entry level staff you know they've just got this presence they're influential people want to follow them naturally and this is you know you see it in social media like influencers are leaders in that space you know they've got if you've ever met a a real big influencer in person they've just got this aura you know they've got this spark they've got the I don't know this magic pizzazz I call it you know they've just got something that people are naturally attracted to so that's a leader if you're someone on that journey who you know we've had a leader who you just you would do anything to say anything that they want you to do jump how high that type of person but you've got other people and that's what a great leader does you know they don't they're not standing over the top of you telling you what to do and you you're literally just guided by them you're following them you're inspired you you want to work for them and I think if if companies can invest in their leaders and and teach them it starts off with skills you know in a and a little bit of kind of natural aura and confidence and then and then shaping that into the type of leader that you want to be you know so managing like helping like lead people bring them on the journey I think yeah it's it's a it's a if you can get that the right person I mean it's it can be special for an organization. Yeah yeah so there's three three three practical strategies for our leaders that are listening that they can implement this week do you reckon? I mean chat to your people you know get get them on board with the the journey if you've not I mean I'm guessing if someone's a leader they've they've done all of this stuff you know leaders they're natural at this it's they would because we're talking about we're talking about how leaders can help reduce the workplace stress of their teams of their employees and that one thing like you were saying they're simply talking to them you know so let's re reframe the question because I think I think if you're a leader people are naturally following you you're you're doing this stuff already but I think if you want to be a great leader and and and you you need to get your team on board so you're all about and there's as I said there's a difference between leading and managing.
SPEAKER_04:If you I think some people would say they're a leader just because they're a manager and I don't think that's necessarily necessarily true.
SPEAKER_01:You know so what so the okay so the distinctions in workplaces we're probably going to have you know supervisors and managers you know that sort of stuff probably recognized more so than leaders you can still be a leader if you're a supervisor. So management is systems and processes leading is influence in people right so if you're getting people on your journey and people are doing what you want because you're inspiring to them and you can be inspiring them a variety of different ways you know you can inspire them because you're good at your job the way you talk your vision how you cast the future to people they're telling people this is where we're going I want you guys whoever's on board come for come along with me yeah yeah yeah you think of great companies as well you know like Apple Steve Jobs I don't know if you've heard the Nike story with uh Knight I can't remember his name you know you get Simon Sinek you know these guys who are yeah and that that's it they yeah Simon Cynic is great and they're all getting people you know people are naturally inspired by them and want to be part of that journey want to be part of that tribe exactly you know if they asked you do you want to come and work for me you'd be like yeah hell yeah man like I don't know what the I don't know what the job is but that guy's a great leader I'm inspired and I I know I'm going to learn something here and so that's a leader a lot of it to me also comes down to trust 100% you know yeah like if you if you're a leader a manager supervisor you know having a relationship that's built on trust with your people is so incredibly important and to me that trust is that they trust that you have uh aside from the work things that have got to be done to me it's all about the team trusts that their leader their manager their supervisor has their best interests at heart me a hundred percent I think um in and regardless of what you think of him Dana White do you know who Dana White is the UFC president no and he says that he's got a handful of people who would say he's the the most loyal guy ever and he's got he's got the other side of people who say he's a bully right and he says and he says that's probably true he's like because if you're on my team I've got your back you know there's nothing that I would not do to make sure you're okay like during COVID he made sure all his staff still get paid still had a job even though they weren't bringing in any money.
SPEAKER_04:Now and granted a multi million dollar company but yeah I mean that's safety that's trust that's he's got my back I know he's gonna do the best for me on the flip side he says if you if you do something wrong or you you you cross me over yeah like you're gonna know about it and so that's with the bully side of it. And so I think with with leaders yeah trust is a huge part of it that ties into that psychological safety of I know I can go and speak to Mark and he's not gonna judge me you know and there's not going to be any repercussions for me giving feedback on systems or processes or the the goals that we're trying to achieve and I can go and talk freely to them.
SPEAKER_01:I think that's well that's that's probably you know one of the things that I I think if we were to nail it down into the three, you know, obviously like you said the for the leaders and the managers the you know that ability to inspire and bring people along with you on the journey and see the bigger picture of what you're trying to create the trust that you've got their best interests at heart would be number two and to me number three is knowing that it's it's all about communication isn't it like like you just said you know you need to be able to have those open and honest conversations between leaders managers and teams and like you said fear of judgment you know no no no judgment judgment free and just have those lines of communication be open honest and and real judgment free no re no repercussions for anything that comes up you know you're not going to lose your job you're not gonna miss out on that promotion that that is the safety that you want you know I want you to come to me with feedback but what happens is trust isn't just there is it you know it's it's built up over time and as part of one of our programs we we talk about trust points and so with every interaction that you have with a a colleague or a teammate you're either building trust points or you're losing trust points right you know so if I and it starts off very minor you know it starts off with I'll meet you here at this time and if you're not there at that time you've lost a trust point it's not huge it's definitely not huge but you keep
SPEAKER_04:Keep losing these trust points, you then become unreliable. You don't and that's how trust is is formed, as opposed to you know you say to someone, We're gonna review you, we're gonna review your performance in six months and have a look at that pay rise. Five months comes, you've booked in that appointment with them, you're checking in with them, and you've you've gone through the review process. I would you you'd respect that, wouldn't you?
SPEAKER_01:Yeah, that's right. You're building the trust because they're doing what they said they were gonna do.
SPEAKER_04:Yeah, and that's simple, but how often does that happen in companies? Because six months go like that, you know, and then all of a sudden it's like nine months down the line. I guarantee that employee has six months put in their calendar.
SPEAKER_02:Whether they bring it up or not, yeah, yeah.
SPEAKER_04:You know, whether they bring it up or not is a different story. But nine months, twelve months, eighteen months, you're like, I should really book that in, but like they've not asked for it. On the other side, they're like, they've not spoken about it, they don't value me. I'm gonna look for somewhere else.
SPEAKER_01:Well, let's let's let's do a bit of a deep dive into the employee aspect of it, you know. Like we've spoken about the the leaders and the managers and the supervisors. So, you know, what about from an employee perspective where you've got someone that may be listening who is an employee for an organization, they're starting to feel a bit stressed, they're starting to feel you know, recognizing those signs of burnout, and they may be in a position where unfortunately they don't have a supportive leadership team or immediate supervisor or or team leader or something like that. What what can the everyday employee in these organizations do themselves to protect their own mental health at work? Do you reckon?
SPEAKER_04:When it comes to mental health, I think like I think the starting point is where I'd hope that you've got a social circle of people that you can potentially reach out to and chat to outside of work, yeah. Outside of work, and even just just chat to them, you know, like mates, friends, family, and it can just be casual, you know, even just get out and socializing. So you know, social connection is such a huge part of mental health. You know, someone can have a really terrible time in work, come home, go and hang around with their friends, and that can make it somewhat bearable. I think you've got to really like if you've not got a supportive leader, and are we talking that knowing the company's supportive, or have we got an HR team?
SPEAKER_01:Well, they're immediate immediate, you know, they're in an organization where they're part of a team and their immediate supervisor or their immediate leader. Doesn't seem to be, you know, all about the workplace wellness.
SPEAKER_04:Yep. So I would chat try chat to HR and and just maybe approach it from the point of, hey, I've got this situation, like I'm I'm I might be struggling with X, Y, and Z, ABC. I've spoken to my senior manager, Mark. He's not really that supportive at the moment. Is there anything else I can do? They they I would say from working with HR, and we've got a situation like this with one of our clients where they're now putting that manager on additional training on recognising signs of mental health and fatigue and burnout, and also communication because they don't want to lose good staff, you know, and so usually a lot of the companies nowadays will have some sort of EAP program, employee assistant employee assistance program, yeah, uh where you get a set number of uh sessions with a a qualified psychologist.
SPEAKER_01:And the the organizations that I've worked with that have EAPs in place, the ones that I've that I'm I don't know if this is across the board, but the ones that I've noticed, it's all anonymous.
SPEAKER_04:It's completely anonymous. So we've got one that we we partner with talked and we provide that for our clients. We do not get any names, emails, phone numbers. We we have no idea who's working with it, and we we are one of the providers. What we do provide the company with is the areas of concern, so you know, whether it's relationship issues, it's work stress, family stress, financial stress, whatever that is. The reason we take that information is so that we can then do some education on those topics for the company as a whole.
SPEAKER_01:Trying to be proactive as opposed to reactive.
SPEAKER_04:Exactly.
SPEAKER_01:Yeah.
SPEAKER_04:So if that one person, because EAPs have a low utilization rate for some reason, you know, companies will offer between three and six sessions usually for free. You know, so you're saving like I don't know, six hundred to a thousand, maybe fifteen hundred bucks.
SPEAKER_01:Well, oh, there's some organizations that I've worked with, Stephen, that actually extend that assistance to immediate family members.
SPEAKER_04:Yeah, yeah, and some some do because they know that these these these situations can affect that individual as well. And so they uh we we get no information, but what we try and do is be proactive with the what's happening outside. So EAPs, the utilization rate is between three and five percent. So you've got a hundred employees, so low, isn't it? So low, and we've tried numerous ways to get more people involved in it, you know, putting posters up, doing more workshops and training and education. We we've shown the employees the reports that we get, it shows uh almost nothing, it just shows like what the situation was and how many sessions that the the company have used. It does split it down into departments. Also, if there's less than 10 employees, we don't even get what the uh using it, 10 employees using it, we don't even take the the system the symptoms, like what it was, because uh someone might be able to figure out who it was.
SPEAKER_01:Right, right.
SPEAKER_04:So even at that scale, like if less than 10 people are using it, you get almost no information, which it's that's fine. It's the service is there to be completely anonymous. Yeah, but that's just so that the employees and anyone who's listening knows as a provider of it, we we don't take any information. The psychologist just has the notes in their system.
SPEAKER_01:Yeah, that's a good one. That's a good one, mate. You know, like if you're if you're working for an organization that has an employee assistance program, lean into it, you know, take advantage of it because they put that in place for a reason. It's anonymous, 100% anonymous, and yeah, it it can be so beneficial if you if you don't feel as though you're getting the immediate support from from the people.
SPEAKER_04:And I would and I would also say that with that, some some leaders aren't are not trained to deal with this type of thing, you know. So even if you have a supportive manager or a leader, sometimes, even with the best intentions, their advice might not be beneficial or the best thing for you. And you'll know this yourself, Mark. You you've been through a lot of mental health training. You know, if someone is struggling with mental health, you know, we don't tell them what we did. You know, that's not the that's not the answer, that's not the right response to that. And so working with someone who's somewhat of a professional and you know knows what they're talking about and can point in the right direction, then that's a psychologist, a counselor, you know, psychiatrist, whatever you need, a doctor, even pointing in the right direction.
SPEAKER_01:Yeah, yeah. And so what about, you know, like you and I both work for ourselves, you know, and um probably big people listening that, you know, uh aren't leaders of big organizations or supervisors of a team of 20 or 30 people, or they're they're not an employee of of an organization. So for those like us, you know, like the the sole traders, the entrepreneurs, the people that are just you know working for themselves, what's what what can we do? You know, like I know what you and I do, you know, we get out there and play golf and you know, enjoy our company outside of work and that sort of stuff. But if you had a message for solo entrepreneurs and sole traders, what would it be to look after themselves?
SPEAKER_04:Well, that would be it, look after yourself because I've I've never turned up to, you know, like as business people, sole traders, like as business people, we've got to sell to make money, you know, and to to bring an income. I have never sold a deal turning up stressed, tired, overworked, overwhelmed, you know. It shows in every interaction, you know. If you turn up and you're tired and you you've not got the energy, and you're competing in a very similar platform to someone who's got energy, they're uh they're upbeat, they're positive, you know. Who's gonna win that deal? And so look after yourself. And I call it putting on your armour in the morning. What do you need to do on a daily basis that's gonna set you up for success? So for me, it's I try and get a good sleep. You know, I'm not I'm not the type of person like people will say, you've got to come and train at 5 a.m. I would rather have an extra hour, two hours sleep, you know, and then go and train. You know, and again, it depends on your industry. You know, if you've got construction, you might be somewhat time-bound. But look after yourself. So get up, exercise, do you go for a shower to waking yourself up, you know, get music on in the morning instead of listening to the news? Like, what do you have a like I know in the Laughter Clinic, you know, you've got the Laughter Library. I've got I've got my playlist in the morning that is pumped me up. You know, I'm sing along songs, high energy, high beats. You know, from there it's it's you're grinding, you're having your coffee. Like, like what are your non-negotiables to go into work and go, it doesn't matter what happens to me today, as long as I've hit all of these things, it's a good day.
SPEAKER_01:Yeah, yeah. And connection, I reckon, as well, you know, for the solo entrepreneurs and sole traders, you know, because it can be a lonely existence when you work for yourself. And I think there's a lot to be said for leaning into joining, you know, like you know, your local chamber of commerce, business groups. I know you're you're a part of local B and I on the Gold Coast here. You know, surrounding yourself, you know, getting out and creating a social network of you know, not only your mates and your friends, but like-minded business owners who who you know are in the same position as you.
SPEAKER_04:And look, I would say, yes, that's I think that's valuable. I think just having a good social circle for yourself is good. Sometimes when business owners get together, it's uh it's a pissing contest. You know, how how's business going? Ah, perfect, pumping, best month ever, 3x revenue, four, you know, whatever it is. And we all know that in business there's challenges, and we've always got challenges. And I'm lucky because I get to see the inside and under the hood of a lot of different businesses. And even some of the big businesses that we get to work with have some of the biggest challenges, you know. Yeah, and they've got cash flow issues, you know, they're no different, even if they're bringing in 150, 200 million a year, they can still have cash flow issues, you know. It's just different. Yeah, and so I think what we've got to recognize is everyone we're we're in this industry because we probably wanted a bit more flexibility and time, and I don't know. I think you've got to get really clear on what you're getting into business for. Because you can chase the wrong things. You know, you can really chase you you think it's you think it's revenue and money that you want when really it's flexibility and lifestyle. I don't know how to say that, but I think people think money is what they want until they get money and they realise there's other things that they would rather do. You know, so if you let's take I don't know, let's take people in the mines, for example. So those guys aren't short of a coin, you know. They probably some I know some guys who probably bring in what I don't know, five, say I don't know, maybe ten grand a week. It's it's pretty good money.
SPEAKER_02:Yeah.
SPEAKER_04:And yet they're they're unhappy, you know, they're struggling mentally, they've got they've got other issues. And so money's not the that the that's not solving that problem. You know, they've got they've got a gap somewhere else.
SPEAKER_01:So um, all right, like kicking off 2026, people that are listening, right? What what do you know? Let's let's talk about giving them some stress management tools. You know, we've we've already mentioned a few. Let's give people a bit of a stress management toolkit, three or five things that you know, to try and help them get through the next year.
SPEAKER_04:You know, so I think like setting yourself up for success on a daily basis, you know, I think you've got to have some sort of exercise or movement, try and get some sunlight if you can, depending on where you are in the world, get some water, you know, journal, practice a bit of gratitude, you know, get stuff out of your head onto paper, yeah, reaffirm what you're trying to do, like have intentions, you know, then from there it's it's yeah, get yourself in the right frame of mind. Like for me, it's music. That's just what works with me. I like good tunes, I like having to sing along in the morning. I always like like as simple as it sounds, like going for a shower, you know, freshen yourself up, getting yourself ready, doing your hair, doing whatever you like. Make yourself sort of presentable so that you feel good, you know, and then from there it's it's make sure you've got some sort of structure to your day. You know, like have something or goals and and things that you want to achieve within that day. Make sure you block out time for important tasks, make sure you get through those important tasks because that's what's going to help you feel productive through-do lists, ticking boxes, ticking goals. Yeah, make sure you eat well, like you have breakfast, lunch, dinner, like schedule them into your calendar. Like your health and well-being is important. That that ties in nutrition. Try and have some sort of social connection at night, sit down with your partner, make time with them, you know, watch Netflix, get a good show, go for a walk. I don't know, like, and then make sure you get to bed at a reasonable time that works again for you. Like if you can do that, I mean, geez, I think you're gonna be well on your way. Yeah, you know, we're talking about that morning routine, that doesn't need to take long, does it? Because let's say you wake up, you know, go and get a drink of water, you know, practice do your journaling as you're you're eating your breakfast, or you know, it's what for minds it's three things you're grateful for. It's one person, one thing, and have a look around the room and pick something.
SPEAKER_01:Yeah, right.
SPEAKER_04:So, yeah, I'm grateful for my family, and then why, you know, why are you grateful for like Karen or your family or whoever it is, your partner? Yeah, and then one thing, you know. Jeez, I'm grateful for my laptop, or you know, have a look around and then go. Do you know what? I remember one time I really like sat and I was like, Do you know what? I'm really grateful for this vacuum. Like, I think I spilled something. I was like, you know, vacuums are such a luxury, and we just take them day to day, but yeah, man, brushing's a pain in the ass, isn't it?
SPEAKER_01:Yeah, well, see, you know, and you know what that is, you know what that is? It's because you've moved from Scotland to the Gold Coast and now you've got fucking sand everywhere.
SPEAKER_02:I know, I know.
SPEAKER_01:I know, because I know you're a fan of the beach, man, and you know you get sand in your truck and your car. Yeah, that's why you're bloody grateful for vacuums all of a sudden.
SPEAKER_04:You know what I mean? And so then I think when you look, when you actually look around, you know, like man, we've got so much, we've got an abundance of things to be great, like a washing machine, you know, like a dryer, like you've got a sofa that you can sit on, you get TVs that you can watch, you've got water bottles that hold your water instead of having to, you know, like yeah, yeah, absolutely, man. I don't think like that takes I think that morning routine takes 15 minutes. Then you go and exercise or go for a walk, maybe an hour. You know, and then then it's get get go in for your shower and have the music on at the same time, and then it's get ready for work, you know. But these things don't need to take it's not a five-hour or two hour, four, four-hour morning routine. 15 minutes for your gratitude, your journaling, your planning your day, you know, as you drink your water and maybe get a coffee, and then from there it's go for your exercise, go for your walk, come back, get ready. Having some sort of structure and trying to live by it is good, but also understanding that it doesn't need to be perfect, and there are some non-negotiables that are going to help set your day up for success. And if you feel like your day is getting out of control, you know, you'll you're getting overwatched, you're becoming anxious, you feel like you're a bit scattered, like that would be well worth taking 10 to 15 minutes, just even 45 minutes, just to sit back and go, Recky, what do I need to do? Get yourself recalibrated. Remember, we spoke maybe a few months ago, and and I and I was chanting, and you said I've fallen away from my exercise. And I said, Well, that's the one thing we need to get back you back into because that's the thing that helps. You know, and then you start you start getting back into it, and and that's what I always notice. If I'm like during that Christmas period there, you know, it's functions, it's events, it's the the ad hoc red wines, you know, at dinner. And yeah, and man, I came back and I felt horrendous lack of energy, or you know, and so then it's it's reset, you know. Let's start focusing on nutrition. Like, I know that helps me. You know, let's start training more intentionally, let's like get out from our walks and get more active, and yeah, all of a sudden it's like, well, I'm back, life's good. Um I'm ready.
SPEAKER_02:Yeah.
SPEAKER_04:So I think if if you are starting to feel a bit burned out and and and things, try and recognize where the gaps are. Like, is it social? You're not socializing as much, you're not exercising, how's your food? How's your sleep? Are you uh are you journaling or managing your stress in some way, shape, or form?
SPEAKER_01:Yeah, yeah. Yeah, there's a lot to be said for feeling good. There's a lot to be said for feeling good. Which which leads me into it's a horrible, it's an incredibly corny, ch cheesy segue. But we're gonna wind it up, my friend, with the feel good five, which is what we ask all of our guests. So uh all right, let's do it. So, my friend, first things first questions can be as long as short as you like. It's totally up to you. Number one is what makes you happy, Stephen Woods?
SPEAKER_04:Um what makes me happy when the sun is shining, when my when I'm with my partner and my family and friends, when I'm playing golf, when I'm doing stuff that is productive, when I when I'm trying to hit goals or I'm pursuing goals, you know, when I feel like I'm getting those I don't know, chasing things down or or or or hitting milestones with things and progressing. I think that stuff makes me feel happy.
SPEAKER_01:Yeah. And what are you grateful for today?
SPEAKER_04:Today, mate, I am grateful for like I suppose every op everyone probably says I'm grateful for this chat with you. So I'll try and avoid that.
SPEAKER_01:No, not a lot of people say actually say that, mate. So uh do not people say, Oh, you know, my husband, my kids.
SPEAKER_04:Oh do they? Well mate, I'm grateful for this chat today, it's been awesome.
SPEAKER_01:Uh I am grateful for our friendship, mate.
SPEAKER_04:It's it's good, yeah. And I'm grateful for that as well. You know, I think you you bring a lot of knowledge into my life and and a lot of kind of good resources as well, good tools with the the Laughter Clinic, and I and I I'm grateful for that as well. So, yeah, we are loads to be grateful for. You know, we've got good family, good life. Like at the moment, the businesses are going pretty well. Yeah, I've got a good supportive partner. My mum's here on holiday, she has been for the last five months.
SPEAKER_01:Has she loving Australia? Is this her first time out of here?
SPEAKER_04:Nah, she's been here for a while. This is the longest she's stayed, so she's seeing the lifestyle now.
SPEAKER_01:Okay.
SPEAKER_04:The beach lifestyle.
SPEAKER_01:Right, so she's moving out.
SPEAKER_04:Yeah, if she might get her own place, she probably would move. Nah, I don't know if she'll move here. Grateful for life by design. That's what what a what a phrase that I've said this year. Is uh is everything that we do this year is intentional and it's it's around the the life that we want.
SPEAKER_01:Well, that that leads me into the next question on the feel good five is what are you looking forward to?
SPEAKER_04:Well, we've we've booked a wedding, so that's in 2027. Hey, there we go. Whereabouts Tambourine Mountain.
SPEAKER_01:Nice, beautiful mate.
SPEAKER_04:Nice up there. So we've booked that. How exciting. We've got some staycations booked over the next year. We'll do some cat I'll do some camping trips with the lads. Yeah. Yeah, I've got a few things, like a few opportunities coming up, you know, with different companies and organizations. So yeah, a few retreats, and that's pretty exciting.
SPEAKER_01:And fourth question on the feel good five is what's your me time, Stephen? Like when you want to switch off from the world and just you know, zone out and recalibrate. What do you do?
SPEAKER_04:Well, a couple of things. Like I like playing golf. I mean you uh you and I obviously uh enjoy that. I like going to the beach, getting my feet in the sand, just lying in in the sun. Yeah, dragging that sand home, dragging that sand home and getting that beautiful vacuum out. Yeah, um, yeah. So that's that's what I like. If I'm I'm looking to switch off and just chill, it's if I can get out in the sun somehow, nice that's a good reset.
SPEAKER_01:Yeah, yeah, cool. And uh the last question on the feel good five is what's made you laugh recently, mate?
SPEAKER_04:Oh mate, that trip that we went just up to Rainbow Beach with uh Oh yeah, yeah, great. I mean, that was uh that was the new year, but that was that was the last time that we were hysterically laughing, you know, like tears rolling down your eyes and other yeah, brilliant.
SPEAKER_01:Yeah, house what a great memory to have over your holidays, man. Brilliant. The best cool. I love it. Okay, so as we pull the pin, I will put some things in the show notes, right? So if people want to get in touch with you, is it uh we'll just send them to Employee Wellness Australia?
SPEAKER_04:Yeah, the web Australia, the website, yeah. So that's employee wellness australia.com.eu. Yeah. It's rather long, I know.
SPEAKER_01:Yeah, well, I'll put I'll put the link in the web in the in the show notes there. Look, mate, thank you so much for for hanging out with me today. I really appreciate your wisdom and everything that you've given to our our listeners as you know we lean into 2026. And if you are listening, you know, hopefully hopefully we've got more than one, but you know, just find one thing that Stephen shared with us today and and something that you can implement this week or implement today, whether you're you're leading people or you're managing people, supervising people, or you're working for yourself, or you're finding yourself in an organization that you know you need to really lean into supporting your own mental health. I hope that there's you you found something in there that that Stephen, I I know there's been numerous bells of wisdom in there, but you know, just find something, one or two things in there that you can lean into, very important. And and if you know someone who could benefit from the information that Stephen's shared with us today, by all means, you know, share this podcast episode with with people in your network or someone in specific who you think might be able to benefit from it. And because you know that's how we get the word out there, and we and we that can be your one action today for someone else, you know, someone that you know that's struggling and and might benefit from this stuff. So and uh and as always, you know, if you love the content, like, subscribe, follow, and and leave a comment in the show notes uh on the podcast uh site there to um let it help other people find what we what it is we're doing. So uh that's that. Stephen Woods, you're a legend, man. I really appreciate all your work that you do and and everything that you bring to the world and and you know your friendship and and I appreciate the fact that you've you know got me involved with the Laughter Clinic and and being part of the Employee Wellness Australia journey. And you're a good man, mate. You're doing great things for people.
SPEAKER_04:Likeways. Thanks, mate. Appreciate you.
SPEAKER_01:All right, dude. Cheers, talk to you soon. Thanks for listening, folks. Talk to you later. Oh, and always, as always, be kind to yourself and be kind to those around you.
SPEAKER_00:Cheers. Thank you for listening. The information contained in this podcast is for educational and entertainment purposes. It is not intended, nor should it ever replace advice received from a physician or mental health professional. Want more info? Visit thelumterclinic.com.au. If you enjoyed the episode, please share and subscribe. Thanks again for listening to the Laughter Clinic Podcast with your host, Mark McConville.