Importance of Non-Clinical Leadership in Mental Health

"What are you struggling with right now?" Last week, I recorded a video at Google in advance of #maymentalhealthmonth. I offered no tips, tricks or theory. Just real talk on my struggles. Why? I've openly shared about my struggles with mental health, and spoken more generally about mental health in the workplace for almost two years now. Regarding "mental health", what I've seen firsthand by talking to hundreds of people is that: - we are not lacking tips and tricks - we still have an awareness gap around mental health, but it's shrinking - we have plenty of theory to learn, but the bigger issue is bridging theory and practice But the biggest issue by far IMO? Stigma. Why? Because you can't get help with struggles you can't talk about. Because you can't solve a problem that you can't talk about. Because you can't be seen if everyone seems to be hiding. So in the video, I talked almost exclusively about what's going on with me: that I struggled with depression (again) for the last few weeks that I told my team about it and gave them guidance on how to best work with me while I'm struggling, and how we mitigate impact on the work that I was taking steps to get to a better place for now If you're a leader in the workplace, especially if you're in a position of authority, this is what people are asking you to do: - Stop talking about OTHER peoples' struggles. - Stop talking ABOUT mental health like it's separate from us. - Start talking about YOUR struggles and/or mental health, so that your people feel safe to do so as well. #mentalhealth #depression #anxiety #loneliness #belonging #workplacementalhealth #workplacewellbeing #leadership #endthestigma

Can Great Management Improve Mental Health? Recent findings from Gallup's "State of the Global Workplace: 2024 Report" shed light on a troubling trend: people's mental well-being has worsened. In the past decade, stress, sadness, anxiety, anger, and worry have reached their highest levels since the surveys began. The U.N.'s 2023/2024 Human Development Report echoes this concern. Key Insights: - 41% of employees report experiencing "a lot of stress." - Bad management practices increase stress by 60% among actively disengaged employees compared to those in well-managed environments. Ineffective solutions: Well-being apps and stress management training often fail, especially in workplaces with poor management or negative cultures. What Works? The Oxford study highlights that organization-level initiatives, like improving scheduling, management practices, staff resources, or tailored job design, are far more effective. The Role of Leadership: As this article highlights, leaders play a pivotal role in their employees' well-being, engagement, and performance. Those developing leaders need to frame the competencies and characteristics shown to improve well-being, performance, innovation, inclusion, and engagement. H.R. partners need to use these competencies and characteristics when hiring leaders. - Leaders with high emotional intelligence can better understand and manage their teams' emotions, fostering a supportive environment. - Servant leadership emphasizes the well-being and growth of employees, creating a positive workplace culture that reduces stress and boosts engagement. - Transformational leaders inspire and motivate their team to exceed their own self-interests for the organization's good and reach their fullest potential. This approach brings profound benefits to both employees and organizations. Transforming our management approaches is essential to alleviate unnecessary stress and enhance overall well-being in the workplace. Join the conversation on fostering better management practices and promoting mental health in the workplace. Let's make a difference together! #MentalHealth #WorkplaceWellbeing #Leadership #EmotionalIntelligence #ServantLeadership #Gallup #EmployeeEngagement #ManagementMatters #StateoftheGlobalWorkplace #HR Richard Baron Michelle Taylor Josh Chapman Jay Pulawski Anita Okonak Greg Perkins MHA Sharon Hanscom Steve Richardson

The Best Way to Boost Workers’ Mental Health Is to Give Them Good Managers "Helping managers identify specific actions and attitudes they should either adopt or avoid will improve the mental health of employees. Better management will lead to a healthier organizational culture overall, one that reinforces what excellent leadership looks like and what types of behaviors are not tolerated. "Managers who adopted a transformational leadership style had the biggest positive impact on their employees’ mental health. Transformational leaders inspire others by painting a vision, encouraging team members to engage in creative thinking, and tailoring their approach to the individual needs of each employee. This style had far and away the most positive results, as measured by employee reports of their own well-being. "On the flip side, the researchers also found that destructive leadership styles, where bosses engage in aggressive and hostile behavior, have the largest negative impact on employee mental health. "Companies should work to eliminate toxic behaviors in their managers. But the findings suggest that increasing the number of transformational leaders should also be a high priority for companies." https://bit.ly/3FeHhee

We need to talk about the mental health of leaders. Leadership is a weird trade. If done well, it requires an unrelenting commitment to selfless acts to help the team or organization succeed. Often, it hurts. You might need to do or say something that is challenging, but right. You might need to help others navigate a big problem while you yourself are scared too. Being a leader requires a LOT of emotional and mental bandwidth. And, to boot, you might only get noticed when things go poorly, because good leaders own the blame and share the praise. While this is is how it should be, it doesn't address the human being being the leader. Think about what happened during COVID: while everyone was anxious and uncertain about what this meant for them, managers and leaders took on all of it from everyone on their team all at once. They were asked to absorb all of this at the same time they, too, were scrambling. The needs of the leader are no different than anyone else. Leaders also need psychological safety, to feel appreciated, and to get some help when they are struggling. Burnout is at an all time high for managers. If unaddressed, we might be looking at a massive mental health challenge in businesses across America. I am finding that few companies are creating targeted programs for their managers that get to this problem. While wellness programs are great for everyone, leaders require an additional layer of support because of how much they are juggling. When's the last time you checked in on your leaders? When's the last time you created a program to support your manager's mental health? Take the time to step in now. Leaders need help, too. #mentalhealth #leadership

This morning, I was interviewed about how the role of leaders and managers impacts the mental health of first responders and professional helpers. The primary distinction between a leader and a manager lies in their positioning within an organization and their respective scopes of responsibility. Managers typically oversee teams directly, ensuring tasks are executed proficiently and goals are met. On the other hand, leaders operate at a higher level, focusing on crafting strategic visions, inspiring innovation, and guiding those who manage teams. While leaders shape the overarching direction, managers play a crucial role in implementing plans and driving day-to-day operations forward. Together, they form a dynamic partnership essential for organizational success. Although this is the case, as a keynote speaker, I am not aware whether a leader, manager, or aspiring leader is in attendance during my program. So, I focus on a vicarious-trauma-informed approach, no matter their role. Here's the bottom line: create a flexible workplace, maintain a positive attitude, look for moments of awe, focus on boundary development, and have peer-to-peer support. Also, learn how to listen well and how to be self-compassionate when morally injured. In this morning's interview, I left them with this: delve into the critical roles of leaders and managers in shaping the mental health of first responders and professional helpers. Leaders, through their strategic vision and support, can establish a culture of well-being and resilience. By fostering open communication, providing resources for self-care, and prioritizing mental health initiatives, leaders can empower their teams to navigate the challenges they face with greater resilience. Meanwhile, managers or supervisors play a role in implementing these strategies on a day-to-day basis, ensuring that support systems are integrated into the fabric of the organization. Together, their efforts make a profound difference in promoting the mental health and overall well-being of those on the front lines of emergency response and caregiving. In Gallup's Clifton Strengths April Newsletter, they included a diagram on "What Followers Need From Leaders." This is a valuable resource that highlights key attributes and behaviors that followers seek from their leaders to feel motivated, engaged, and supported. These qualities include trustworthiness, compassion, hope, and stability. The diagram emphasizes the importance of leaders leveraging their strengths to inspire and empower their teams, ultimately fostering a culture of collaboration and growth. This visual aid provides valuable insights for both leaders and aspiring leaders looking to enhance their leadership effectiveness and build stronger relationships with their teams. #suicide #compassionfatigue #vicarioustrauma #lawenforcement #leadership