How to Foster a Supportive Work Culture for Mental Health

Let’s be honest, some workplaces feel more like pressure cookers than places of purpose. Deadlines. Back-to-back meetings. Constant alerts. And somewhere in all of it… you forget to breathe. But people aren’t productivity robots. We’re human. And our ability to perform is directly tied to how well we’re doing mentally and emotionally. Here’s the problem: Too many workplaces still run on outdated norms: “Just push through.” “Sleep when you’re dead.” “If you’re not stressed, you’re not working hard enough.” But burnout doesn’t happen because people are weak. It happens because we’ve been conditioned to ignore our own well-being. Imagine instead hearing:  🔹 “Take care of yourself, we need you well, not worn out.” 🔹 “Your presence matters more than your productivity today.” 🔹 “It’s okay to pause. Clarity comes when you slow down.” 🔹 “You don’t need to have all the answers right now.” 🔹 “Let’s take 5 minutes to reset, your mental health matters.” 🔹 “You’re not alone in this. How can I support you?” 🔹 “Progress is more important than perfection.” 🔹 “It’s okay to feel overwhelmed. Let’s work through it together.” These are the phrases that build resilient cultures. Not just “feel-good” statements but scientifically backed shifts that lower stress, increase clarity, and create trust. Here are a few small but powerful things you can do: 1. Take 60 seconds to do nothing between meetings. No scrolling. Just breathe. 2. Change one internal phrase from “I have to” → “I choose to.” See how that feels. 3. Replace “I’m fine” with a more honest version. Even with yourself. The truth is: Mental health is performance health. And resilience isn’t built by grinding harder, it’s built by recovering smarter. You don’t have to wait for someone else to say the phrase you need to hear. You can speak it first—to yourself, your team, or your peers. 👇 So what’s the phrase you wish you heard more often at work? Share it below. Let’s make work more human together. #Resilience #MentalHealthAtWork #WorkplaceWellbeing #EmotionalIntelligence #HighPerformanceCulture

You're Not Broken – It's the System That Needs Repair After returning from mental health leave, I faced a "needs improvement" rating. The advice was to "Don't take it personally." 🤔 But how can one not? Ratings impact everything: - Salary adjustments - Career trajectory - Self-esteem - Trust in leadership When used punitively, especially in cases of burnout and mental health struggles, they contribute to what's known as "Moral Injury." The Need for Change is Evident and Backed by Data: - Forbes highlights the challenges big corporations face in implementing fair performance assessments. - Harvard Business Review discusses the stigma around mental health in workplaces. - A 2021 Mental Health America report reveals an escalating mental health crisis. - Lyra Health's 2023 study points to a critical gap in employee support for mental health. - A Kornferry survey shows 35% of employee stress originates from managerial pressure, with 80% feeling increased stress due to changes in leadership. - As Paul Gionfriddo, CEO of Mental Health America, notes, "The American workplace was unprepared for the COVID-19 pandemic's impact on employees." The lack of preparation persists, breeding mistrust in Employee Assistance Programs (EAP) and Human Resources. Employees fear stigma and retaliation for voicing their struggles. So, What's the Way Forward? - Training leaders in mental health literacy. - Promoting open dialogue on this widespread yet often silent issue. - Cultivating an environment of acceptance and understanding. - Offering genuine support to employees in need. - Tying leadership promotions and compensation to team wellbeing. - Recognizing the signs of a toxic work culture. - Seeking help when required. Your Thoughts? What other strategies should we consider to foster a healthier workplace? Change won't happen overnight, but it's achievable with collective effort. If you're facing difficulties, remember, my DMs are open. You’re in good company – hundreds have reached out already. You are not alone. You are not flawed. Together, we can make a difference. Stay strong. I'm here for you. ❤️ #changingwork #mentalhealth #conciousleadership #workplacewellness

What did I learn from five years of planning global Mental Health Awareness Month (May) and World Mental Health Day (October) speaker events and programs?? Here are my top 4 tips: 1. Content that is inclusive of all people facing mental health challenges, and not just individuals with diagnosed mental health conditions helps reduce stigma and should be part of any emotional well-being curriculum. ▶ EVERYONE experiences both eustress and distress, and persistent distress causes chronic health conditions. Read that sentence again. 2. Mental Health programs in the workplace should include mental health challenges that happen due to work stressors. ▶ Psychosocial risk factors at work, like excessive workload, poor prioritization skills, lack of autonomy, inability to time manage, etc...are much more harmful than they seem to emotional well-being (see the infographic below). 3. Programs need to be dynamic (not didactic) and should offer resources tailored to the root problems. ▶ A few years back, I stopped bringing in speakers who did not offer practical tips that could be applied in the workplace. Meditation, walks, and journaling are incredible tools, but they aren't for everyone and don't fix everything. -Attendance skyrocketed when I held sessions on topics that targeted workplace stressors. 4. Programs and resources are table stakes, but they alone don't fix the problem! ▶ We honor these milestones, because stigma exists. At the same time, if we do not address challenges to workplace culture with long-term strategies, we are merely helping people get well and placing them back in to the same situations that made them unwell in the first place. Programs alone aren't the answer AND we need to start the conversation somewhere. If you are interested in having me speak, consult, or coach in your organization, please visit my website and book a free consultation: https://lnkd.in/ekC_fn8H #mentalhealthmatters #workplacewellbeing #stopthestigma

𝗜 𝘄𝗮𝗸𝗲 𝘂𝗽 𝗲𝘃𝗲𝗿𝘆 𝗺𝗼𝗿𝗻𝗶𝗻𝗴 𝗶𝗻 𝗮 𝘀𝘁𝗮𝘁𝗲 𝗼𝗳 𝗮𝗻𝘅𝗶𝗲𝘁𝘆. 𝗬𝗲𝗽, 𝗲𝘃𝗲𝗿𝘆 𝗺𝗼𝗿𝗻𝗶𝗻𝗴. I've been sitting on this post for a while, debating if I should share. But not doing so felt off, because I'm very committed to changing the course of mental health. Especially in the workplace. Therefore, it's time. I believe we all have a mental health story. Although, I used to think I didn't, that I was different. I used to think that because I studied and worked in health and well-being that I couldn't "struggle," let alone share it. That I should be able to handle it; to figure it out. I also used to revert back to what I learned as a child: 𝘀𝘁𝗮𝘆 𝘀𝗶𝗹𝗲𝗻𝘁 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝘀𝗵𝗮𝗿𝗶𝗻𝗴 𝗰𝗼𝘂𝗹𝗱 𝗿𝗲𝗮𝗹𝗹𝘆 𝗵𝘂𝗿𝘁 𝘆𝗼𝘂 𝗶𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹𝗹𝘆 𝗮𝗻𝗱 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝗹𝘆. But when I finally surrendered over 13 years ago, my life changed. There's more to share, and one day I will, but for now I want to honor my goal of 𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝘁𝗵𝗲 𝗰𝗼𝘂𝗿𝘀𝗲 𝗼𝗳 𝗺𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲. So here goes: The workplace is not responsible for "curing" my anxiety, 𝗯𝘂𝘁 𝗜 𝗱𝗼 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝗶𝘁 𝗵𝗮𝘀 𝗮 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 in not making it worse. How? Here are a handful of ways (there's plenty more): ✅ Create a culture and climate that are in alignment. This means policies and procedures, for all to follow, and adhere to, are needed. ✅ Truly focusing on inclusion in the workplace, because this my friends, is the golden ticket to mental health. ✅ Establish predictable work schedules for hourly workers. ✅ Put forth healthy policies that award the time, and hourly pay rates, for employees to get preventive care, go for a walk, grieve, etc. (honestly, it's an endless list which all get at health equity). ✅ Establish regular performance feedback loops. ✅ Regularly ask for employee feedback and act upon it. ✅ Verbally recognize employees for a job well done. ✅ Outline career paths so employees have visibility into growing their career (if desired) and salary. ✅ Encourage Leadership to do the hard, self-reflection work. ✅ Elevate employees to manager roles once they've been supported through trainings and self-reflection. ✅ Help employees understand mental health leave of absences. This mental health work? It's what a Well-being Officer/Leader does, and can do, as a #Fractional member of a team. DM me to connect. No company is too small. #mentalhealthatwork #leadershipinsights #workplacewellbeing #chiefwellbeing

Living with Generalized Anxiety Disorder, I know firsthand the realities of neurodiversity. And with a workforce that's predicted to be 30% to 50% neurodiverse in the next few decades, it's time we create environments that celebrate these differences. As leaders, the first step is openness about our own mental health struggles. This fosters a safe space where employees can address their mental health needs without fear. We can also enrich our workplaces by investing in resources like therapy and coaching programs. Why bother? The answer is simple: neurodiversity brings innovation and diverse perspectives. It helps us create products and services that resonate with a broader audience. Yes, catering to individual needs may initially slow things down. But, the long-term benefits of an inclusive, neurodiverse team outweigh this concern. It's not about rushing forward, but about moving forward with everyone's unique strengths. Neurodiversity is not an obstacle, but an opportunity. The future depends on it. Let's embrace it. #neurodiversityatwork #mentalhealthmatters #leadershipmindset

Think your company is great? Let me ask you a question: Is your company a "people over profits" or a "profits over everything" company? Given the overwhelming events of the past 5 years, it's evident that employee mental health is having a greater impact on businesses than ever before. Many leaders might hesitate at the thought of focusing on employee mental health, investing more in company culture, or evolving into a "business centered on happy and healthy employees." But if they want their company to survive and thrive in the coming years, it’s an idea they should get behind. I get that this may be a huge pill to swallow for executives who traditionally center their attention on the bottom line, so let me break it down for you. Here are 3 things you can change right now, free of charge: 1. Embrace employee emotions at work and validate them Insisting that emotions be left outside the workplace in order to "complete tasks" is a surefire way to cultivate a culture of emotional restraint rather than one of collaboration, compassion, or empathy. 2. Make it a safe space for employees to talk about their mental health Creating an environment within an organization where everyone feels safe to talk about sensitive and personal details can be a significant challenge, especially for leadership. I learned the hard way how to dodge, duck, dip, dive, dodge leadership in many of my previous jobs in order to hide "how I was feeling." If I would have been able to talk about it and feel heard, I would have saved the company a bunch of sick days (absenteeism), been more productive and present at work (presenteeism), and even been a better (and happier) employee. 2.5. Model behaviors as a leader Can we finally put the stigma to rest and admit that mental health challenges affect us all? Including, but not limited to: C-Levels, Executives, anyone with a pulse can or will experience stress, anxiety, burnout, depression... the list goes on. Creating a positive mental health culture starts with you facing your own mental health challenges and then modeling the behaviors you want to see from your employees. 3. Always ask for help You may need to hire a better mental health provider or find a company culture specialist to come in and revamp some things, but that's a bigger bill that needs serious consideration. What you can do is grant time-off to an employee who is seeking therapy or let them go on company time, helping them find or pay for it, giving mental health days, these are huge ways to help that are a short-term financial investment. We all have business goals to meet, but we can’t meet them if our employees are unhappy, unhealthy, on their way out. #taylorthoughts

It’s no secret that today is World Mental Health Day…and honestly, I’m really glad it’s being broadcasted everywhere. This stigma that we, as a society, have placed on ourselves, has finally begun to break down barriers and walls to mental health. And it’s so important to prioritize and talk about mental health—most especially in the workplace. A few tips for my business owners + leaders that you can continue/take with you after today: 🌱It is NEVER, EVER, EVER appropriate (nor legal) to ask/probe/demand/bully your employees into disclosing information about their mental health. 🌱Should your employees choose to share with you about their personal mental health—remember that it’s PERSONAL. It is no one else’s business to know that information unless that employee chooses to share with them. Don’t break their trust. 🌱If you’re privy of someone’s mental health, DO NOT make decisions or accommodations for them on their behalf. While having good intentions, you cannot possibly understand what they are going through. Everyone’s journey is different and you cannot make assumptions. 🌱Communicate! This is the safest + best way to understand your employee and their needs. If they are not in a place to want to open up just yet, have an open door policy—no pressure. They will let you know what they can and cannot do. 🌱Lead with EMPATHY. Empathy doesn’t always provide solutions or has the fix for a problem. Sometimes, it’s just being there. Active listening. Being able to relate. Showing care + concern. 🌱 Be the example. While I know it can sometimes be uncomfortable to be vulnerable as a leader, you don’t know how much that resonates with your employees. Seeing you share or participate gives them the strength and confidence to do the same. Share your story (as much or as little as you’d like). Invite others into your experience. There’s so much more but I don’t want to bombard or overwhelm you—at least not today😌 Continue (or begin) to be an advocate for mental health—just as much as we are for our physical health. May today be the start of a new mindset shift. Be a a barrier-breaker🧱 #WorldMentalHealthDay #MentalHealth #PrioritizeMentalHealth #Leadership #BusinessOwners #HRConsulting

Over the last 3 years, the pandemic has highlighted the impact #mentalwellbeing has in the #workplace. Some employers have developed initiatives to address the issues, some have just had one-off trainings to check a box, and still some have done nothing. What research continues to show us is that #leadership plays an important role in addressing the core impact of #mentalhealthintheworkplace. As I've talked with my clients over the past year, I have shared 4 things that I feel are important in leading mental health at work. 1. Gain clarity on what mental health is and what it is not. We all have mental health, like we all have physical health. But, some of us (myself included) have mental health challenges such as #anxiety, #depression or #substanceusedisorders. 2. Evaluate your organization's #culture and determine what you need to change. This can be hard because you have to look "under the rug" and talk about the things many organizations want to avoid. 3. Develop a strategy! One off trainings are not going to change culture. You must create a plan based on your organization's needs and one that supports your existing priorities. 4. Lead by modeling! It is critical that #leaders lead by example by prioritizing their own mental well-being. If you're telling your staff not to respond to emails on weekends, but you're sending them emails yourself, you're contradicting yourself. As workplaces continue to evolve, any efforts to prioritize mental health is worthwhile. If your organization is looking for additional support in taking the next steps, please comment below. #mentalwellness #workplacementalhealth #workplacestress #mentalhealthawareness #wellbeingatwork #workplacewellness #employeementalhealth #employeewellness #employeeretention #selfcare #DEI

As a leader, make it a priority to ask more than "How are you?" Try adding, "How can I help you?" It’s time to move from seeing mental health as an individual challenge to a collective priority. A culture that supports mental health benefits not only the individual employees but also the organization as a whole. I'm inspired to see more leaders and managers leaning into vulnerability by sharing their own stories of struggle too. I've seen more of that in the last two years, and the connection it creates with others is powerful. We're not alone in our struggles. As buttoned-up as we seem on the outside, as big as the titles get, we all struggle, and we all need help. It's not a sign of weakness to share this, but a sign of strength to ask for help or to bear witness to another's pain. What changes would you like to see in your workplace to better support mental health? #WorkplaceWellness #MentalHealthMatters