The Long Term Effects of Heroin Addiction

It is increasingly common for people of all walks of life to use heroin. It is no longer just a teenage fad, but a drug which enters workplaces, damages relationships and can do long term harm to a person’s health. You may be able to identify when a person is using heroin, but do you know the long term effects of the drug use?

This infographic by Addiction Blog shows us the science and the consequences of heroin use. Far from being a substance you can just ‘shake off,’ heroin enters your blood and affects many areas of the brain, including the cerebral cortex (your vision), brain stem and your spinal cord. Often people who continually consume drugs find themselves upping their dosage to receive the same high they did when they started. Their tolerance of heroin increases, and this is due to the opiates enacted when the heroin reaches our brain.

So how does the science of heroin use impact our body?

The amount of side effects that come with heroin use is staggering, and among them are nausea, pain modulation, sedation, delusions and hallucinations. While heroin use may initially feel good, the high covers a variety of dangerous symptoms that can severely change our lives.

Permanent side effects include kidney failure, a damaged brain stem and infection of the heart lining and valves, and we see that any use of heroin will dramatically alter your body. Reversible side effects include a running nose, watery eyes and blood poisoning. Not very glamorous, is it?

And if you think this a drug you can take once and stop, think again. Heroin is one of the most addictive drugs available, and each time you take it, it is increasingly more difficult to stop. We find heroin use continually takes over every aspect of a person’s life. Not just their health, but their mental and emotional state, their capacity to work and their relationships.

Do you know anyone who takes heroin? Are you concerned for their health and wellbeing? Check out the infographic here and educate yourself so you can help them.


Do you struggle with heroin use? Do you need support with a loved one who has a heroin addiction? Then here’s what you need to do: contact Colleen on 0434 337 245  for a FREE 10-minute phone consultation on how she can best help you, or press book now to book on the online diary.

Dealing with Anger at Work


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Anger displayed in the work place can come in many forms. Whether you are a boss who is angry at a worker, a colleague who is annoyed at your boss, or a worker who is furious at a peer, there is an appropriate method of dealing with anger in each situation. Having personally been in each of these circumstances, I have realised that it is essential that we acknowledge and respond to conflict in the workplace; however the method of doing so will depend on the professional relationships unique to each work place.

When your boss is angry at you

Your response to an angry colleague will alter depending on their role in the workplace. If your boss becomes angry at you, it needs to be determined whether his/her anger is abusive or is a result of inappropriate behaviour from yourself. Bullying in the workplace is never okay, however if your boss often displays anger there may be little that you can do in an attempt to improve the situation at your place of employment.

The first action in any disintegrating relationship should be to address the issue with the other person; in this case your boss. There is a strong chance that you are not in a position to address this matter with your boss, and they may not care for your opinion. If this is the case, you need to ensure your own personal safety and wellbeing as a number one priority. This may mean that you need to look for other employment.

Depending on the size of the company you work for, there will be grievance procedures which help to solve these conflicts. However, if the company is small and the boss is the owner/director, you are unlikely to have an avenue to follow. You always have the choice and right to notify work safe, but even when you choose to go down this path, you need to ensure your wellbeing and safety.

When you have conflict with a colleague who is of an equal or lower position than you

In trying to understand why anger is being displayed, it needs to be determined whether the person is angry as a result of a specific incident with you, or if they are simply an angry person for what appears to be no apparent reason. If a colleague is angry at you about a specific incident, it is likely a one on one conversation in a calm, professional manner will resolve the situation. This will provide both people with the understanding and opportunity to apologise for a one off incident.

If a colleague is often angry, it is likely the anger is an unhealthy tool they use to get their point across, to make their presence felt, and to feel powerful. As stated previously, the ideal strategy is to discuss the behaviour with the colleague. There is a slight chance that the angry colleague is unaware of their behaviour and following a discussion with them, they will change. The other alternative is that the person won’t be prepared to listen to you. At this point grievance procedures for your company should be implemented.

In your work place, grievance procedures will be similar to the following:

  1. Speak with colleague
  2. If no resolution, speak to your manager
  3. The manager is likely to involve HR If they want too. A number of possible scenarios may follow:
  • The Manager or HR will provide a form of mediation with you and your colleague.
  • The situation is managed through performance in which case it is unlikely you will know the outcome; however you can certainly hope to see a change in behaviour.
  • If you do not agree with the outcome, you can either speak to your manager’s manager or report the incident to work safe.

In all situations with people, it is best to understand that we cannot change them, we can only change the way we respond to them. For example, if person A is angry at Person B, B is unable to change A. B can only change the way they respond to A.

If you feel you are on the receiving end of anger from people, seeking professional support can provide you with strategies so you can respond in a healthier and safer way.

When you are the angry person

The previous situations have dealt with being the recipient of anger. This section will look at the responsibility of the angry person.

Whether you are in leadership/management or a peer to the people you get angry with, you need to take responsibility for your actions. It is highly likely that you feel justified in your actions and comments; however displaying anger at others shows a lack of respect, professionalism, and undermines the value of other people

If you are in leadership or management and you regularly display anger, it is highly likely that your team are under performing and you have a high staff turnover rate; this will be costing you money. By being prepared to review your behaviour and implement different strategies for dealing with stress and pressure, you will not only save yourself work and money, is is quite possible you will have a much happier and productive team.

If you display anger at your colleagues, it is likely you will be limiting your career options. People who regularly display anger at work are identified as bullies and this label can have a detrimental effect not only on their career, but on their sense of self-worth.

As an individual you may enjoy getting angry, however I expect that deep down you are quite embarrassed about this behaviour; you my even feel powerless to control your angry outbursts. Whatever the reason you use anger at work; it can have a detrimental impact on yourself and the people you work with.

Anger is something that can be managed. By seeking professional support, your triggers for anger can be identified and strategies implemented so that you control your anger rather than it controlling you.

If you are experiencing anger at work or are feeling the effects of a colleagues anger and need support then here’s what you need to do: contact Duncan on 0434 331 243 for a FREE 10-minute phone consultation on how Watersedgecounselling can best help you or press book now to book on our online diary.

Managing The Transition Between Work And Home

The transition from couple with no children  to couple with children is an exciting and yet bewildering experience.A couple's relationship can be brought to near breaking point by the struggle to make the necessary adjustments that the addition of children inevitably thrusts upon you.

This is particularly apparent at the end of the working day when the key family provider comes home from a hard day's work. If you fulfill this role, you will be familiar with the demands that your partner  places upon you when you came home from work and the growing conflict between you as you struggle with feelings of resentment and abandonment. You come home feeling tired , stressed and possibly overwhelmed by your workload, preoccupied with the work day and the many demands it has made upon you. You walk in the front door tired, self-absorbed, and looking for some time to yourself.

Meanwhile, your partner has been with the children all day, attending to their needs, on the go throughout the day. Your arrival home is eagerly anticipated as your partner looks forward to some adult company and a hand with the children.

You walk in the door, looking forward to some space and possibly a nap before the evening meal but before you know it you are accosted by a harassed partner and a couple of children who clamour for your attention. Immediately your irritation goes up a few knots and before you know it, you are in the middle of another argument. How do you change this recurring drama that you go through on a daily basis?

I recently came across an article by Dr Alan Fraser, who has proposed a specific strategy for managing the transition between the workplace and home. Dr Fraser describes 3 ‘spaces' – the first space is your workplace, the second space is your home and the third space is the transition between the first and second space. It is in this third space that you want to prepare yourself for the domestic space you are anticipating as you leave the workplace.

So how do you use this third space effectively, as you travel home?
Dr Fraser ‘s strategy is simple: reflect, rest and reset.
This exercise can be done in just a few minutes or over a lengthier period .

1. Reflect:

You need to intentionally reflect on your day, looking for the things that you did well and the positive outcomes you achieved. When you notice your mind pursuing negative  thoughts, simply acknowledge the thought and then turn your mind to your reflection of what was positive in your day. By noticing the things you did well, your own sense of competence and well being will grow and you will feel more positive and relaxed.

2. Rest:

As your mind dwells on the positive aspects of your day, you will notice yourself feeling calmer and your body more relaxed.  The stress of the day is able to dissipate because in the act of reflection you have effectively calmed and grounded yourself.

3. Reset:

Now you are ready to anticipate how you want to behave as you walk in the front door of your home space. Don't underestimate the positive  impact you can have on  your interaction with your partner, simply  by making up your mind that you will walk in happy, calm and relaxed.

You will have more empathy for your partner, and be able to respond from a place of grounded-ness instead of being angry and preoccupied. In turn, your partner is more likely to feel compassion for your needs and together you will be better able to negotiate the evenings tasks before sitting down.

Why not make it your intention to  practice  this for a two week period. I would be very interested to hear your feedback.

 If you want to grow, experience wellness and reach toward your full potential then here’s what you need to do contact me on 0434 337 245 for a FREE 10-minute phone consultation on how I can best help you.

(Dr Adam Fraser is a leading researcher and behaviour expert. His latest book “The Third Space” came out in July 2012. For further information visit