I am thinking about stopping smoking. You have decided to stop smoking in the next 30 days. It is final. I'm quitting smoking! You have stopped smoking for fewer than 6 months. You have stopped smoking for more than 6 months. You have started to smoke again after stopping for a short time. We thank the Swiss Association for Smoking Prevention at for it help and support. All rights reserved. Excellent Very good Good Average Poor. CH Geneva 4. Last modified Aug. Etter etter cmu. Home About us Addresses Welcome Start Documents Tests Consultations Medicine Stories Forums Help Survey for users of nicotine gums Test your level of dependence Questionnaire for smokers and ex-smokers I started smoking again This brochure is designed for people who have starting smoking again after trying to quit Print this brochure, rather than read it on the screen Don't give up!
Be easy on yourself After restarting smoking, you may sense feelings of regret, guilt, failure or depression. You can do it! What it takes to quit smoking is a learned thing Above all, avoid thinking that your relapse is due to a lack of willpower on your part or an inability to stop smoking. Think about your relapse Start by thinking about your relapse.
For this, fill out the questionnaire below: 1- During the time when you did not smoke, how did you resist the temptation to smoke? High-risk situations: What is your strategy to resist the urge to smoke in this situation? Prepare yourself Before you go to a place where you think you will be with smokers parties, dinner at a restaurant, business meetings, etc. Rehearse the scene Rehearse the scene where you refuse a cigarette you are offered.
Assert yourself When you have stopped smoking, it is likely that some smokers will be jealous of your success and might encourage you to take a cigarette. You can also use diverting activities, such as: Drink something. Eat some sugarless candy or chew gum. Brush your teeth. Leave the room where you are and do something else. Think of the disadvantages of cigarettes bad smell, bad breath, "smoker's hack," etc.
Tell yourself it would be a shame to ruin all of your efforts. Try to find a distracting activity e. If coffee gives you the urge to smoke, replace it with another drink e. Remind yourself that the cigarettes do not make the meal better. Instead, by changing your sense of taste and smell, they interfere with your full enjoyment. To prepare yourself to resist cigarettes after a meal, you could rehearse the following exercise for a couple of days: just stay at the table after the meal for 15 minutes without smoking. Rehearsing this scene several times will help you disrupt the association between the end of the meal and the cigarette.
Attack at the root of the stress Try to understand what causes the stress, then attack at the root of the problem. Relax as you change activity Ease into starting an activity you particularly like. Use a relaxation technique This can help to manage your stress a little. Do more exercise Exercise and sports are a very good way to release tension.
Express your feelings It is much easier to cope if you talk about your emotions. However, this weight gain is generally moderate 6 to 10 pounds on average 3 to 4 kilos. If this happens to you, solve one problem at a time. Concentrate first on quitting smoking first. Later focus on losing weight. Keep in mind that if you succeed at stopping smoking, you can just as easily lose the weight. There are many techniques to lose weight. Consult your doctor, a dietician or a good bookstore.
Start by eating less fatty foods and by doing exercise or sports. The use of nicotine-containing products patch, gum, inhaler, spray or of the drug bupropion by ex-smokers can limit weight gains, or at least postpone them. Other techniques to resist cigarettes Here are more techniques and strategies that can help you to stop smoking and later avoid a relapse.
By using several of these strategies at once, you increase your chances of success: Distract yourself A good way to resist the urge to smoke consists of immediately using distracting thoughts or activities. For example: Focus your attention on something else than the cigarette. Think about your work. Breathe deeply and slowly many times. Drink a glass of water or eat some fruit. Change places or activities; leave where you are.
Make lists For a few days, try the following exercise: keep 3 lists on you and re-read them every time you feel the urge to smoke: the list of reasons why you want to stop smoking, the list of your personal strategies to resist the urge to smoke in "high risk situations", the list of responses you will give to those who doubt your ability to stop smoking. Get help from your those around you You increase your chances of success if your friends and family help you.
Abstain absolutely from picking up a cigarette Very often, the act of taking one cigarette leads to a relapse. Reward yourself Buy yourself presents with the money you saved on cigarettes: you deserve it! Again, take action Now that you have thought carefully about the circumstances of your relapse and about the strategies that allow resisting the urge to smoke, why not think about your next attempt to quit smoking? Be realistic You should know that about eighty percent of people who quit smoking today start smoking again within a year.
Count the advantages of quitting smoking and the drawbacks of cigarettes People who successfully stopped smoking had previously profoundly modified their ideas about life without cigarettes and the drawbacks of smoking. Some possibilities are: Asking your doctor. He or she can help you or show you where to go. Asking a specialist in smoking cessation. Participating in a group-quitting program e. Make a contract with yourself It is important to firmly take the engagement to stop smoking.
Cig no. Survey for users of nicotine gums Test your level of dependence Questionnaire for smokers and ex-smokers. I started smoking again This brochure is designed for people who have starting smoking again after trying to quit Print this brochure, rather than read it on the screen Don't give up! I just quit smoking.
Bethesda, MD: U. Smoking cessation among self-quitters. Health Psychol. Four beliefs that may impede progress in the treatment of smoking. Tob Control. Population Based Smoking Cessation. Impact of medications on smoking cessation; pp. Silagy C, Ketteridge S. Physician Advice for Smoking Cessation. Distributions of smokers by stage: international comparison and association with smoking prevalence.
Prev Med. Emmons KM, Rollnick S. Motivational interviewing in health care settings. Opportunities and limitations. Am J Prev Med. Process of smoking cessation: implications for clinicians. Clin Chest Med. Population Impact of Smoking Cessation. Cessation and cessation measures among adult daily smokers: national and state-specific data; pp. Harm reduction approaches to smoking: the need for data. Recent advances in the pharmacotherapy of smoking. Benowitz NL. Nicotine Safety and Toxicity. New York: Oxford University Press; Efficacy of a nicotine lozenge for smoking cessation.
Arch Intern Med. A controlled trial of sustained-release bupropion, a nicotine patch, or both for smoking cessation. N Engl J Med.
Cardiovascular toxicity of nicotine: implications for nicotine replacement therapy. J Am Coll Cardiol. Behavioral support programs for smoking cessation. Mod Med. Lancaster T, Stead LF. Individual Behavioural Counselling for Smoking Cessation. Stead LF, Lancaster T. Self-help Interventions for Smoking Cessation. Telephone counseling for smoking cessation: rationales and review of evidence.
Hlth Educ Res. Perkins KA. Weight gain following smoking cessation. J Consult Clin Psychol. Treating nicotine dependence in mental health settings. J Prac Psych Behav Hlth. Sussman S. Effects of sixty six adolescent tobacco use cessation trials and seventeen prospective studies of self-initiated quitting.
When it implemented a smoking ban across its worksites, it also offered comprehensive cessation support to its employees through Addiction Prevention and Treatment Services. Introductory one-hour sessions were held in all 14 sites at various times of the day to accommodate different shifts. To encourage participation, staff were given time off to attend and family members were also invited to participate. Group cessation programs are run once a week for four weeks, and again these continue to take place at different times and in different locations to allow as many staff members as possible to attend.
Quit medications are supplied free of charge, but to ensure participation in the program, they are given out at each weekly session. Once they complete a program, participants receive ongoing support through follow-up letters, posters, newsletters, and e-mail messages, and they are always welcome to rejoin a group session. Evaluations revealed that the programs were well received and have made a difference. After six months, 31 percent of the approximately employees who participated were not using any tobacco, and 42 percent had cut down.
The health authority has expanded its programs and now offers them to the public, including workplaces. The programs are advertised in the community and between three and seven are run every month in different locations, depending on demand. Initial success has been attributed to the fact that there is one central contact point for the public, a menu of programs are offered, and tobacco use is viewed as a health issue, not a moral issue.
Another important component that creates the supportive environment needed for employees who want to quit smoking is that only workplaces that are percent smoke-free, or are working towards this ideal, are eligible to participate. In Calgary, the health region was busy trying to convince the city to think about implementing a smoke-free bylaw. But at the same time, they were receiving complaints from the public who had to walk through clouds of smoke to enter health facilities.
Wanting to be a leader and role model to other health regions, Calgary Health Region decided to implement a smoke-free property policy that applied to all staff, patients and visitors, and was extended to home visit situations. The policy was phased in over two years, and as it became stronger the cessation supports offered to employees were expanded. Calgary Health Region put in place several measures to help its employees quit smoking. Employees are allowed to participate in programs as often as they need.
Cessation resources have been communicated through newsletters, pay stub attachments, cafeteria tent cards and staff recruitment packages. Selfhelp information, a smoker's help line, community resources and counselling program contacts are also available for employees. A baseline staff survey showed that the smoking rates before the policy and increased cessation supports were put in place were already low at 8 percent.
A follow-up survey two years later revealed a slight decrease in smoking rates, but it also showed that employees that still smoked were smoking much less on work days than on their days off. The reduction in tobacco use at Calgary Health Region can be attributed to the comprehensive programming and smoke-free property policy, cessation supports that allow multiple quit attempts, and how the issue was framed to employees. Those who smoked were not told to stop smoking, but instead were asked not to smoke on health region property, and it was communicated that resources and support were available for those who wanted to quit.
Understand the Process of Quitting Smoking. Cessation activities that are built on the following values can be more effective and more attractive to all employees: Open communications. Keep employees informed at all times. Let them know in advance if any policies or activities are being introduced or changed. Also, explain why and how policies are changing.
Be respectful of employees' concerns and ideas. Include employees in the decisions and the discussions. Keep them informed and encourage them to participate. Encourage both smokers and non-smokers to voice their opinions. Use an approach that does not label or stigmatize smokers, and does not make non-smokers feel left out. Privacy and confidentiality. Respect the privacy and confidentiality of smokers who want to take advantage of any cessation supports offered in the workplace. Most people go through five stages in the quitting process:.
This is the stage where a slip is most likely to occur. During this final stage people are better able to avoid returning to smoking and they also know that a slip at this point is not a failure, but a mistake they will learn from and get past. Refer to Section VI: Handouts for Employees for a handout that helps people identify which stage of the quitting process they are at. Draft Goals and Objectives.
Make an Inventory of Available Resources. Conduct a Needs Assessment. Decide Who Should be Involved. Choosing your activities will depend on a variety of factors, including: How motivated employees are to quit smoking. If many employees are not that interested in quitting smoking, more work may need to be done around information and education before group programs and quit medications are introduced. The information gathered at the needs assessment stage, including the support employees have identified. Available resources. Make sure you have the people, time and budget to do what you want to do.
Remember that many activities can be done for little cost. Refer to Section IV: Resources for agencies and organizations that may be able to help. Large workplaces will have more options, but even small workplaces can take advantage of different means of communication, including: word-of-mouth; managers; staff meetings; posters; written materials in staff and lunch rooms; e-mail; employee newsletters; workplace intranets. There are a number of good reasons to evaluate cessation activities: to assess the effectiveness of the activities; to identify ways to improve the activities; to justify future activities.
When the non-smoking bylaw went into effect in Ottawa in , it was met with mixed reviews from the hospitality industry. Eugene Haslam, owner of Zaphod Beeblebrox, a popular live music venue and dance club in downtown Ottawa, came out publicly in favour of the bylaw. He discussed the issue first with his staff members. Then the message communicated from him and his staff to their customers was that the club was going to comply with the bylaw percent because it was the right thing to do. The acceptance projected by Eugene and his workers set the tone and now not smoking is the new norm at the club.
The policy also gave several staff members the final nudge they needed to quit smoking. And although this means they may not take advantage of the cessation activities and benefits that are offered in the workplace, they can still be supported to start thinking about making changes in their smoking habits.
Non-smoking policies in the workplace help people cut down by providing fewer opportunities to smoke. Having information readily available can also help get people thinking about quitting. Cessation information, including contests and self-help material that is readily available can encourage people to start thinking about quitting smoking. Refer to Section IV: Resources for organizations that distribute self-help and other materials. Peer support.
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- Stop-tabac: Booklets for people who recently relapsed to smoking?
Watching other employees as they quit smoking with the help of peer support can be encouraging to smokers. The Dofasco slogan is catchy and clever: "Our product is steel. Our strength is people. Dofasco, located in Hamilton, Ontario, is a very successful company. In terms of financial success, it is one the most profitable steel producers in North America.
Named one of the world's most sustainable companies by the Dow Jones Sustainability World Index for five consecutive years, it continues to win industry awards year after year. This partly sums up the "product" part of the slogan. On the people side, things are looking good as well. Dofasco has been named one of the 50 best employers in Canada three years running by Report on Business magazine, as well as one of Canada's top employers by Maclean's magazine, and it received a Healthy Workplace Award from the National Quality Institute.
The company was not always so healthy. In the late s the steel market began to change and by the early s the company was losing money and was in debt. Dofasco put a new emphasis on employee engagement and developed a core set of values that included health and safety and stressed that "nothing is more important than the health and safety of our people.
With an end goal in mind of setting up a lifestyle program, the company decided to first undertake a health audit. The results of the audit revealed a number of health issues, and showed that employees who were smokers and were overweight missed more work days than those who were not. When examined later, it was also found that there was a relationship between these and other factors and safety.
Today, Dofasco has a comprehensive lifestyle program and a lifestyle resource group. Smoking cessation has been front and centre on the agenda and the decreased smoking rates bear out this commitment. In , 35 percent of the workforce smoked, in the rate was 30 percent, and as of the number of smoking employees had dropped to 27 percent.
A smoke-free policy that extends to enclosed buildings and company vehicles was implemented a full year before the City of Hamilton smoke-free bylaw came into effect, and it provided many employees with the opportunity they needed to quit smoking. Voluntary health screening, including carbon monoxide testing, has also given a positive push to many smokers thinking about quitting. Group cessation programs are offered on-site, and those who are on regular day shifts can attend during work time. The group program includes six classes over three weeks, and is delivered by in-house trainers.
As soon as there are enough participants a new session is started, and employees are welcome to participate as often as they wish. Spouses are invited to participate with employees, but not on their own. One-on-one counselling and support from employee volunteers with the lifestyle resource committee is also available for those who want to quit smoking. Cessation information is always available from the lifestyle program and is included at health and safety training days throughout the year, and at the annual health and safety fair by both the company and through community agencies such as the Canadian Cancer Society.
Every January, tobacco is the health theme and cessation resources and supports are highlighted around the Dofasco complex, as well as on bulletin boards and the company Web site. The lifestyle programs at Dofasco have been very successful in general, including the smoking cessation initiatives in particular, as witnessed by the decrease in smoking rates over 11 years.
Many factors have contributed to this success, starting with the fact that health and safety are recognized as core values within the company, and they have become part of its everyday culture. The cessation programs are sustainable, they run often, and employees can participate as often as needed to accommodate the various quit attempts they may make on their smoke-free journeys. The tobacco control policy that does not allow smoking in company buildings and vehicles further strengthens employees' motivation to quit and to remain smokefree. While watching production and profits increase over a five year span, Irving Paper has also seen smoking, short-term disability and absenteeism rates among its employees decrease dramatically.
Irving Paper is a private, family-owned company, and is part of J. Irving Limited. A mill site producing newsprint and specialty papers 24 hours a day, seven days a week, Irving Paper is located in Saint John, New Brunswick. The mill employs about , including union and non-union employees, and both salaried and hourly employees.
Co-op students are employed year-round, and each summer, about 30 students are hired on. Since it bought the mill in , Irving Paper has been investing in its machinery, technology, and workforce.
Smoking Cessation in the Workplace: A Guide to Helping Your Employees Quit Smoking
It has not only spent time and money training employees in workrelated areas including literacy , but it has made a strong organizational commitment to employee safety, health and wellness by incorporating them into its core principles. This investment has paid off as the company has seen marked improvement in production and continues to be a leader in the industry. This new approach to health and wellness in the workplace has resulted in the formation of a wellness committee that includes union and non-union workers and the on-site occupational health nurse.
The committee plans its activities a year in advance and each month focuses on a different theme, alternating between health and safety issues. The wellness program includes activities that support healthy lifestyle behaviours such as nutrition, physical activity and smoking cessation. Although the mill follows the general corporate guidelines set out for the larger company, it is one of the more advanced sites in terms of the wellness initiatives it offers.
Smoking is allowed in designated areas only, and these are located both inside and outside. The indoor areas are well marked but they are not enclosed or separately ventilated, and the outside areas are also well identified. Cessation information and supports are offered in various forms and to all employees, including co-op and summer students, and employees' household family members. One-on-one tobacco counselling is available through medical services, and is offered during individual employee health assessments. The company subsidizes percent of the cost of whatever cessation supports employees choose, and there is no limit to the number of quit attempts or restrictions on the combination of supports chosen.
Information is available regarding the different resources and options available in the community including group programs, self-help materials, counselling and quit medications such as nicotine gum or the patch. To communicate any wellness information, Irving Paper employs a variety of channels and vehicles. Information around the effects of tobacco and the benefits of quitting is communicated through newsletters, posters, bulletin boards, wellness fairs, and quarterly crew meetings that include health and safety education sessions. The crew meetings happen during company time and each one is run 12 times to ensure all workers from all shifts can attend.
Health data is tracked throughout the year cessation data is gathered monthly and an employee needs assessment is performed every few years. Smoking rates at the mill have decreased to well below the provincial average from 26 percent in , to 13 percent in Other measurable improvements since the commitment to employee wellness at Irving Paper include a decrease in absentee rates over five years and an almost 50 percent decrease in the short-term disability claims over the same period.
This is the kind of concrete information the occupational health nurse uses to justify the lifestyle activities to management year after year. A variety of factors have influenced the achievements in the area of employee health and wellness, including cessation. Hardsell tactics are not used. Instead, employees are offered the facts around health issues and are told that support and information is available to them. Fun is an important element in some of the activities, for example, friendly team competitions are used to get people involved and challenged. Incentives such as prizes, certificates and posting the names of participants if they wish also promote a sense of fun and encourage participation.
All employees are offered the same unrestricted level of supports that accommodate any number of quit attempts. Household family members are also included as the health of the individual members influences the overall health of the family. Management and staff at this privately owned offshore support and subsea cablelaying business are taking steps to make a positive change in the health of all employees, including by reducing tobacco use. There are a variety of diverse sites within the company including a corporate office and a warehouse within a gated compound in Dartmouth, and 16 sea-faring vessels.
At peak business, with all ships working, the company employs about non-union employees. The smoking policies in the company vary between the three different types of sites, and the intention is to work towards a smoke-free workplace. Currently, smoking is allowed in the corporate office building in an enclosed, separately ventilated room. There are two company trucks, one of which is smoke-free. In the warehouse, there is a designated smoking area, but it is not enclosed.
Smoking is not allowed outside within the gated compound because of the types of materials stored on the property. On the ships, designating smoking areas is left to the individual captains, but in most cases, there is one indoor and one outdoor area. When setting policies, Secunda faces the unique situation of having to consider that its ships' crews are on duty 24 hours a day for 30 days at a time.
Many of the decisions made on board, from smoking policies to menu choices have a much greater impact on crew members than they would for regular landlubber employees who can leave work at the end of the day. Employee wellness has jumped to the top of the priority list at Secunda Marine due to the results of a pilot project it participated in with the Heart and Stroke Foundation of Nova Scotia.
Along with two other firms, some of Secunda's employees took part in physical health testing that looked at areas such as weight, cholesterol levels, and smoking. Employees were given a health score and areas of concern, such as risk factors for heart disease and cancer, were noted. The resulting snapshot of the Secunda workforce was a bit shocking, showing smoking rates well above the provincial average. The company then decided to carry out health testing for all its employees to get a full health assessment.
Tobacco cessation was chosen as the priority issue that could have the greatest positive impact on employee health. Other areas highlighted included nutrition especially in terms of the meals served on the ships and physical activity. A workplace health and wellness company has been hired to help Secunda carry out a wellness program. A wellness committee has been set up with a membership that reflects the make-up of the company and while there is senior management representation, it is not management driven.
Improving employee health has become so fundamentally important to the company that wellness indicators have been written into the yearly goals and objectives it is required to draft for its ISO certification. Among the 10 objectives that typically include aims such as avoiding environmental spills and lost-time accidents, one directly relates to a decrease in employee tobacco use. The company fully acknowledges that smoking is a difficult addiction to break, and some of the employees have been with Secunda since it was established in the s, thus making change seem all the more daunting.
The marine environment also poses the additional challenge of being more accepting of smoking than the general public. However, the company is percent firm in its commitment to helping its employees quit smoking. To do this, Secunda, through its wellness committee, is going to work hard with the workplace health consultants it hired to ensure the necessary supports are in place.
The company is also going to take advantage of the change of attitude taking place within the marine environment towards tobacco use, and the change in workforce as younger employees come on board. Section IV: Resources. Health Canada Smoking Cessation Resources. Other Health Canada Resources. Resources for Youth. Provincial Quitlines.
Newfoundland and Labrador residents New Brunswick and Nova Scotia residents Prince Edward Island residents Quebec residents Ontario residents Manitoba and Saskatchewan residents Alberta residents British Columbia residents Yukon residents Nunavut residents Northwest Territories residents National and Other Organizations. For further information and resources on smoking cessation, please contact any of the following: Canadian Cancer Society Tel. Estimating the Cost of Smoking in Your Workplace. Checklist for Assessing Smoking Cessation Programs. Evaluation Tool.
My age is 3. Which of the following describes you best? I am an ex-smoker. I am a smoker who would like to quit. I am a smoker who does not want to quit. Are you aware of the smoking policy in our workplace? Do you know where smoking is permitted in our workplace? Do you know what cessation supports are available to employees? For smokers: Would you like to quit smoking? For ex-smokers: How long ago did you quit? How many times in the past year have you quit smoking for at least 24 hours? Have you used any cessation supports in your previous attempts to quit smoking?
Would you participate in smoking cessation assistance that was offered through our workplace? What types of support and activities would you use to help you stop smoking or to help you stay smoke-free? Self-help information brochures, Web sites, etc. Telephone quit-line Contests and challenges Health fairs Lunch and learn sessions Peer support percent smoke-free policy in the workplace Other please explain What would stop you from participating in smoking cessation activities offered through our workplace?
For example, cost, time, family members or spouses not being able to participate, etc. Please explain. Formula 2 Cleaning time. Below is a chart comparing the various approaches by detailing the pros and cons associated with each. The gold standard for supporting smoking cessation in the workplace is to offer all three approaches and incorporate activities into a broader wellness initiative. More flexible e. Sends a strong message of commitment and support from employer.
Demonstrates employer's leadership. May provide additional motivation. Can be offered to spouses and family members.
Why You Shouldn’t Quit Smoking
Easy to target hard-to-reach groups. Supports ex-smokers. Can provide follow-up and support. Can integrate cessation supports into existing workplace wellness initiatives. Can build on existing tobacco control policies. High costs, in terms of financial and human resources. Group programs may not suit all employees. Extensive training may be required. Does not allow for anonymity. May not accommodate different levels of addiction and readiness to quit. There may be more and broader expertise and resources in the community.
Focussing on smokers in the workplace may stigmatize them and decrease success rates. Facilitated Working with outside agencies to deliver programs and activities off-site, and providing self-help materials Offers anonymity. Makes use of external expertise, which means not "re-inventing the wheel" and ensures a level of expertise that may not exist within a workplace. Employees can select the options that work best for them. Some communities have a variety of options to choose from and many resources especially larger centres.
Sends a message of commitment and support from employer. Less accessible. May be high cost in terms of human resources at the outset. Less flexible. Less easy to tailor to specific workplaces. There may be fees. Finding acceptable options may be difficult.
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Education and Information Providing employees with information including self-help materials Low cost. Better than no support at all if this is all that can be done. All workplaces can take this approach. Offers anonymity. Good option for highly motivated smokers. The quit rates are lower for self-help. Education and information is not enough to change behaviour. Lacks ongoing support. Shows a lower level of support from employer. Employees may not feel they are able to quit successfully on their own and this can be a barrier to action.
Follow-up is not possible. If you are going to establish an in-house program or partner with an outside agency, there are some factors you may want to consider: Can the program be offered at times and in locations that are convenient for your employees? Will the program suit your employees' personalities and styles of learning? Do the program leaders recognize that not all smokers are at the same stage in the quitting process? Can they modify their approach accordingly?
Has the program been evaluated and does it have a proven but not exaggerated success rate based on a thorough three-and six-month follow-up? Is the program offered by or associated with a credible organization? Is there sufficient follow-up and support? Does the program: Help the smoker deal with the physical addiction of smoking? Incorporate the use of quit medications? Help the smoker deal with the psychological addiction of smoking? Help the smoker deal with the social nature of smoking?
Prepare the smoker for a future without cigarettes? Reinforce the smoker's motivation to quit? Provide tips to control urges to smoke? Make use of the special support systems and other wellness activities in the workplace? Provide information about stress management, physical activity and nutrition?
Are the program leaders: Knowledgeable about behaviour change in general and smoking cessation in particular? Supportive and genuinely interested in helping people quit smoking? Call other health organizations to ask about the program and speak with people who have participated in the program. How did you hear about the program? Please check all that apply newsletter manager staff meeting e-mail message bulletin boards word-of-mouth ccupational health and safety nurse or other health promoter in the workplace other please explain What was your goal when you joined the group?
Are you smoke-free today?
Devise A Viable Strategy
Why do you think you started smoking again or did not quit? Are you thinking about quitting smoking again? Which tools, techniques or resources did you find useful? Was there anything else that you found helpful that was not part of the program? How many sessions did you attend? Would you recommend the program to other people? If yes, on a separate piece of paper please write your name and phone number and give it to your group leader.
Section VI: Handouts for Employees. Health Benefits of Quitting Smoking. Dealing with Withdrawal. This handout outlines the most common withdrawal symptoms and suggests ways of coping with them. Dealing with Cravings. Tips for Cutting Down or Quitting Smoking. The Five Stages of Quitting. What Would You Buy? Top 10 Reasons to Stop Smoking. A top 10 list of reasons to stop smoking, with space for people to add their own reasons.
Your body will start to heal within 24 hours of quitting In the months and years to come, your body continues to recover Try taking the stairs now! Within 5 to 15 years after quitting, it becomes about the same as a non-smoker's risk. Your risk of cancer of the mouth, throat, esophagus, bladder, kidney and pancreas also decreases.
Over half the people who have ever smoked in Canada have quit. You can too! Ask how you can help. Make yourself available as much as possible, especially during the first few days. Be patient. Most people who quit smoking experience physical and psychological withdrawal symptoms. These symptoms usually peak within 48 hours, but might last as long as four weeks.
Be especially understanding during this time. Don't preach or counsel; Just listen. Encourage him to talk about his feelings. Encourage her to seek help. Suggest she participate in smoking cessation activities at work or in the community and that she ask her doctor or the workplace nurse for help. Encourage her to use self-help materials available at work or from community agencies such as the Lung Association or the Cancer Society.
Help him avoid smoke and others who smoke as much as possible. Invite him to join you in activities that are not associated with smoking, such as walking, swimming, or going to theatres, libraries and department stores. Offer practical support. Quitting can be very stressful. Offer to help minimize other pressures by taking her kids for a few hours or helping with difficult work situations. Keep a supply of smoking substitutes on hand.
People who quit smoking miss the satisfaction of handling and inhaling a cigarette. Keep a supply of gum, mints, toothpicks and straws on hand. Be supportive if your friend has a relapse. Sometimes it takes five or more attempts before a smoker quits for good. Encourage your friend to build on what he has learned and to try again. Celebrate success. Help mark significant milestones such as three days, one week, or one month of being smoke-free.
Send her a note of congratulations, take her out to lunch, send flowers. Reinforce the benefits of staying smoke-free. Encourage your friend to use the money he has saved to purchase something special. Celebrate the health benefits by participating in a charity walk or run. Here are some of the most common withdrawal symptoms and some ideas for coping with them: Withdrawal symptoms Suggestions for coping Tension, irritability Go for a walk, take deep breaths.
Depression Use positive self-talk. Speak to a friend or family member. Speak with your doctor if your depression is intense or does not go away. Headaches Take a mild pain reliever. Dizziness Sit or lie down until it passes. Trouble sleeping Take a hot bath or do relaxation exercises before bed. Avoid caffeine. Do not nap during the day. Difficulty concentrating Avoid additional stress. Take a brisk walk. Break bigger projects into smaller tasks and take regular breaks. Coughing Drink plenty of water. Use soothing lozenges.
Hunger Eat balanced meals. Eat healthy, low-fat snacks such as fresh fruit and vegetables. Drink plenty of water. Constipation Drink plenty of water. Eat high-fibre foods such as fruits, vegetables, and whole grain cereals. Some common triggers include: coffee or alcohol; other people smoking; first thing in the morning; after school or work; talking on the phone; driving in the car; after eating; at parties; stress; anger; feeling lonely or sad; feeling bored. Delay for 5 to 7 minutes. The urge should pass. Do something else. Deep breathing. Keep a daily record form, using it to keep track of: what happens to you around cigarettes; what makes you crave a cigarette; what you do to follow your quitting plan.
Tips for Keeping Track Write things down when they happen, not later. Be accurate.