How to Normalize Conversations About Mental Health

"What's wrong?" 🤔 For years, I thought I was a supportive leader when I'd ask, "What's wrong?" during a 1:1 with someone who seemed off. I strive to foster team environments where people feel psychologically safe to share their ideas, opinions, and disagreements with each other (and me). I wanted to create a space where my teammates could be honest about their challenges. But here's what I learned after too many years of asking, "What's wrong?" That question can backfire. ⚠️ When you ask 'What's wrong?' you're implying there's a problem that needs to be fixed. This can make the person feel like they are the problem. What starts as an attempt to show support can turn into an unwanted examination of their behavior or mood. Plus, you might be picking up on something that isn't actually negative at all. I've found that this question often makes people defensive or uncomfortable, even when that wasn't my intention. So, instead, I've learned a subtle but important shift in my communication with people. 👉 Instead of asking: "What's wrong?" I ask, "What's on your mind?" 🤔 That tiny reframe does two things: 1️⃣ It opens the door to whatever they want to share—without making it about me diagnosing the issue or applying negativity to something that might not be there. 2️⃣ It normalizes the idea that it's okay to have a lot going on and that you don't need everything "fixed." Sometimes people just need someone to listen. I've found that this approach consistently helps people feel more seen, more comfortable sharing challenges, and more empowered to solve them collaboratively. This mindset shift has helped me not only in the workplace but also as a parent and partner. I realized I really didn't like it when my husband assumed my energy meant something was "wrong." When we started asking, "What's up?" instead, it made a world of difference. 💡 So try it. Start a conversation with "What's on your mind?" and see where it takes you. You might be surprised by how much you can learn—and how much trust you can build—with just a few words. What communication tricks have you learned over the years to create a more supportive culture and psychologically safe spaces for your teams?

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

May is a big month for me — Mother’s Day, my birthday, and this May, my twins are graduating from college (I’m still in denial about that)! It’s also Mental Health Awareness Month, which couldn’t come soon enough! Everyone I talk to is stressed out about the steady news of layoffs, the uncertainty around AI, the divided nature of the country, and so on. Here’s the thing: people want to work in organizations that prioritize their mental health. A 2025 study from Oxford Longevity Project and Roundglass found that half of American Gen Z and Millennials say they would take a pay cut if their employer prioritized their well-being (of course the best companies don’t make their employees choose!). Here are a few things that you can think about doing this month (but really every month) to support your employees’ mental health: ▶️ Check in – a lot Research shows that when employees feel checked in on, they feel more supported and report fewer mental health challenges. According to Mind Share Partners’ 2025 Mental Health at Work report, “Employees who work at a company that supports their mental health are twice as likely to report no burnout or depression. They’re also three times more likely to trust their company and intend to stay there for two years or longer.” ▶️ Talk the Talk – literally It might sound simple, but leaders who talk openly about their own mental health struggles can make a profound difference. But in a 2024 Calm Voice of the market report, only 32% of employees say their manager “openly discusses and shares their own mental health experiences” while 26% wish they did. A little vulnerability goes a long way toward building trust—and creating a culture where people know it’s okay to be human. ▶️ Remember – one size does not fit all Building a culture of well-being isn’t about offering a one-size-fits-all solution. It’s about meeting people where they are. Whether it’s flexible work policies, therapy support, coaching, expanded PTO, or regular mental health days, the most important thing is that companies address mental health at work, employees know what’s available, and leaders take it seriously. Because when we create environments that truly prioritize mental health, it's good for people and good for business. I would love to hear what your organizations are doing to support employee mental health. We can all learn from each other.