The 30-second article
• The nature of much Group Fitness
Instructor work means that there is
little opportunity to bond as a team,
and this can result in a sense of
isolation
• Group Fitness Managers may be
sympathetic to concerns of loneliness,
but it should be the GFI’s prerogative
to put strategies in place to manage
their own risk
• Strategies include spending time in
facilities you teach at during times
when you aren’t instructing;
face-to-face professional
development; getting involved in all
workplace meetings and social
activities; and choosing to work at
clubs that not only claim, but actively
practice, a culture of inclusivity.
participants, it is important to be mindful of
these parameters.
Hazard identification
Unlike physical OH&S, where we can be
objective toward hazard identification and
risk management, often due to legislation,
mental health OH&S can be a lot more
subjective. As I mention in this article on
GFI mental health, with the exception of
discrimination, bullying and not aggravating
an existing condition, there is no further
legislation on mental OH&S. This is because
no two people are the same from a mental
and emotional point of view. We have
all been through different experiences,
and even two people who have been
through the same experience may
perceive it differently; these experiences
and perceptions will be what inform our
perception of our present reality.
Managing the hazard
When I realised that I was at risk of ‘going
nuts’ (my exact thoughts) from the isolation
of being a GFI, I knew I would have to find
Why would we feel isolated when we
are surrounded by people – our class
participants – all of the time?
ways to manage it. I knew that it would take initiative on my part.
While I supposed my Group Fitness Managers (GFMs) may have been
concerned about mental health OH&S beyond what was legislated,
I also knew that expecting those GFMs to provide solutions was
unrealistic. Let’s face it, most GFMs are employed for a limited
amount of time each week and have very large teams to facilitate. So
I decided to be proactive in managing the risk.
These are the strategies I put into place:
1
Get out more
This was the advice I was given in my early 20’s when I wanted to
‘meet someone’. The same is true when it comes to developing
friendships with our industry colleagues. Despite the prevalence of
social media and its role in connecting people, there is nothing quite
the same as face-to-face human interaction. So, I resolved to make
an effort to spend some time in the facilities I teach in when I’m not
actually instructing classes. This is usually under the guise of doing
something else such as a weight training session or getting to the club
early (where practical) to have a coffee or bite to eat between classes
and maybe prep sessions (or draft articles like this). Of course, I have
to respect the fact that the staff on duty have work to do, so I ensure
I don’t hinder them. However, this strategy has enabled me to get to
know the staff, initially as faces and gradually by name as well, which
allows for moments of banter when they aren’t busy.
2
‘The staff that learn together...’
As fitness professionals we need to undertake continuing education
in order to remain registered. Face-to-face professional development
(PD) also provides an opportunity to spend time with fellow industry
professionals, but these networks may be short-lived depending on
whether we swap contact details and make an effort to keep in touch
afterwards – particularly so if we have travelled for the workshop.
Compare that to a PD being hosted by a club that you teach in. Over
the years I have found this type of PD to be the most beneficial from
a staff camaraderie point of view. In one instance, a club at which I
had taught for two years but barely knew the staff, hosted such an
opportunity. That afternoon workshop resulted in friendships being
initiated that have continued long afterwards.
3
Meetings are parties in work clothes
Meetings and parties put us in contact with our colleagues, enabling
NETWORK SPRING 2017 | 13