Proactive Mental Health Approaches for Leaders

➡️ The Unseen Cost of Constant Connectivity: Why Leaders Must Champion Real Breaks. Recently, a friend shared their struggle with the ‘always-on’ culture that’s been mounting at their work. The expectation to be constantly available, even at odd hours, was not just overwhelming but also unsustainable. ☑️The Pressure Cooker Environment: Continuous work without rest leads to a pressure cooker situation. It’s not just about the hours clocked in but the mental load that comes with it. ☑️Whole Self = Whole Success: Prioritizing your whole self isn’t a luxury; it’s a necessity. Our mental and physical well-being directly impacts our productivity and creativity. ☑️Corporate Values vs. Reality: As corporations tout values like work-life balance and well-being, it’s crucial for us, especially leaders, to ensure these are not just words but actions lived daily. 📌 Steps Leaders Should Put Into Action: 1️⃣Encourage Real Breaks: Advocate for true downtime, where employees can disconnect without guilt or fear. 2️⃣Set Healthy Boundaries: Establish clear work-life boundaries. Being on-call 24/7 shouldn’t be the norm. 3️⃣Lead by Example: Demonstrate the importance of breaks through your actions. When leaders take breaks, it sends a powerful message. 4️⃣Open Dialogue: Fosters open conversations about work pressure and mental health. It’s okay to admit when things are getting too much. 5️⃣Align Actions with Values: Ensure that the company’s stated values are reflected in its daily operations and policies. This conversation was a reminder for me. It reinforced the importance of not just taking breaks, but also creating an environment where taking care of oneself is encouraged and valued. We must live our values and encourage our teams to prioritize their well-being. Remember, a well-rested, mentally healthy team is more productive, creative, and ultimately more successful. To put this into practice, I left work early last Friday at 3 PM and went kayaking. As I glided over the water, each stroke initially brought thoughts of unresolved work issues. But gradually, my focus shifted. The rhythm of the water, the gentle sounds of nature, it all cleansed my soul. This moment of peace highlighted the stark contrast between the frantic pace of work and the calming embrace of nature. It’s in these moments of tranquility that we find true renewal. Remember, our work is important, but it’s not everything. Let’s not forget to take the time to truly live before it’s too late. PS - use all of your PTO. #KayakingForTheSoul #WorkLifeHarmony #NatureHeals #LeadershipLessons #WorkLifeBalance #MentalHealth #CorporateCulture #Leadership #SelfCare

Trigger Warning: Mental health and suicide. “All of us have been at this point in our lives, where we did not care if we died or would have actually been OK to not live anymore” These words from my coach, as she recounted a conversation she once had, should have surprised me. They didn’t. At all. Based on my own experience and on conversations I have had myself. I know it’s a lot less uncommon than we think it is. Even though I am not surprised, it’s a tough pill to swallow and as a caring leader one that worries me. The mental health of my colleagues is important and it’s difficult to think they might feel this way. Especially since I have experienced the suicide of a colleague in the past. While we weren’t close, I was and am close to a very good friend of theirs and had to be the one giving them those bad news. An experience that forever changed me as a leader. It changed me because I will never know how seriously someone is considering acting on them. I will never know if I will be able to prevent that from happening. I will never be able to fully avoid having an impact on that decision – no matter how much I care. As a leader that is a huge burden to carry and I am at least having access to tools provided to us by my employer to support me. Many don’t have this and are navigating this all by themselves. I am no psychologist or therapist. Knowing my limitations and not crossing these lines is very important. Here’s what I can do: 🤝 Care, listen and offer my support as a leader. 🤝 Avoiding adding pressure but also not discount the colleague and their ability to work entirely (a tricky one!) 🤝 Be observant, stay close and keep an eye on the colleague. 🤝 If work is a contributor, help identify the next step that’s best for them and then help them take it. 🤝 Share my own struggles and story to show there is a way out - as appropriate and without making it about me! Here’s how companies can support their leaders: 🤗 Provide training for mental health awareness and the role leaders can and cannot play. 🤗 Provide free mental health resources the leader can encourage the colleague to use. (thanks #teamamex for offering this - it helped me help others!) 🤗 Make taking PTO, sick leave and mental health day a normal thing that leaders at the top publicly role model. That last one is SO important! It helps others understand they won’t ruin their careers by taking care of themselves. A difficult topic where avoidance is usually the approach. But avoiding doesn’t make it go away and we might make things worse. As a leader I do have an active role in my colleagues’ mental health. Whether I want to or not. I can be intentional about it and care or let it play out. It’s a choice! If you are struggling, please consider to get help! The Suicide and Crisis lifeline can be reached at #988. #BeACaringLeader

Fast Company isn’t wrong in this piece. Over half of U.S. businesses now offer workplace wellness programs. A lot more seem to be popping up lately, which for obvious reasons I don’t necessarily take issue with. But, yes, Pat Brothwell has a point here. A lot of wellness offerings have good intentions, but miss the mark not only in terms of execution, but also right out of the gate in how they structure their approach. I talk to people leaders everyday. Judging from those chats, we seem to be in the middle of a massive shift from the COVID days of “what wellness resources can I bring in” to a more direct question… “How can I get the most out of my people professionally?” But that’s only half of what we talk about in those conversations. Many of today’s top HR leaders have woken up to the link between personal and professional growth. They’re not only asking about ROI. They’re asking about ROI with an understanding that a workforce that feels better often performs better. But they also aren’t often getting results from their wellness programs. Which is why I’m not mad about this article. Another topic during my conversations with people leaders? Exorbitant fixed-cost PEPM fees against low utilization. Or maybe their people downloaded an app one time and then never used the benefit again. Honestly, most wellness offerings may fit into this category. Generic offerings like mindfulness apps don’t address the root causes of employee stress and disengagement. Still, I think it’s a mistake to dismiss personalized support en mass. At Boon, we’ve shifted focus away from superficial “wellness” to personalized support that helps employees thrive in both their personal and professional lives. 1:1 coaching provides employees with a tailored approach, helping them work on their most pressing needs. On average, we see more than 40% of the employees at our customers take advantage of Boon. Clients have seen significant improvements in: 💡 Retention: 50% relative reduction in turnover 💡 Productivity: 85% of employees who meet with a Boon coach report higher productivity 💡 Resilience: 82% of employees who meet with a Boon coach report higher resilience Beyond the stats, we are seeing a massive impact on employee engagement and overall culture. IMO, this highlights the value of meeting people’s individual needs, rather than offering a one-size-fits-all “perk.” As leaders, it’s time for us to honestly examine our well-being initiatives. Are they truly serving our people? Or are we ticking boxes? By investing in employees as whole humans, and empowering their personal growth, we can create workplaces where everyone has the opportunity to do their best work and live their best life. That’s the real path to a thriving organization. Let’s move beyond lip service wellness, and commit to the transformative power of personalized employee development and support.

Before modern technologies existed, Canaries in a coal mine were used to signal danger to miners of a toxic environment. If the canary showed signs of distress, the miners would evacuate immediately and take the precious canary with them grateful for the life saving early warning signs. Today, when employees in your organization are showing signs of distress, how are you responding as leaders? Are you paying attention closely enough to notice? Are you grateful for the early warning signs or are you annoyed by the employee who is stressed? I believe mental wellness signals are a gift to us as leaders. I want to be alert, be listening, and ready to make even small improvements to the system. The benefits from addressing mental health needs are there for all sides: enhanced engagement, more fun, stronger growth, and higher profitability are just a few. When we support mental well being, we strengthen the entire organization. Try the following with 2-3 people today: Ask How are things for you at home? How are things for you here at work? Are there any changes you’d like for me to consider that could help you thrive either at home or at work? Then listen….really listen. Thank them for sharing and let them know you’ll consider any recommendations they have. Go back and consider their input Process with a trusted coach if you feel stuck Change what you can and let the employees know what you changed and what you weren't able to change. What method do you use to stay on top of the mental well being of your team?

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

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

According to a study by Mental Health America, 83% of employees feel emotionally drained from their work, and another 90% say workplace stress affects their mental health. As a leader, where should we focus our time and energy to make an impact for our team members? ⭐️ EAP’s are severely underutilized, with less than 13% of workers utilizing them. We have to do a better job or communicating the resources available and then make it easy to access them. ⭐️ Leadership training to include mental health first aid is necessary. 44% of employers provide general mental health awareness training, such as identifying depression or signs of suicide and knowing how to intervene in behavioral issues. ⭐️ Provide a safe space to speak about mental health and well-being. This is important for your culture and must be more than just lip service. Start with asking “how are you” and then actually listen to your team members. #MentalHealthMatters #WorldMentalHealthDay #October10 #Leadership #People #Culture

Mental health matters. So many of us see and feel the need to better address mental health in the workplace. We experience the relationship between mental wellness and safety. We understand how distraction can cause injuries. We know mental states impact incidents and near misses. If we really want to make a difference in this space, I'm curious if many organizations are doing these five things: 1) Bring your EAP provider in front of your executive team on a regular basis to provide an overview of how they are supporting your organization. Including metrics on EAP utilization and continuous improvement. 2) Dedicate executive leadership team time to discuss how they 'show up' as leaders for mental wellness. 3) Provided front line leaders with the skills to build trust to make it safe for employees to talk with them about mental wellness issues. 4) Verify the ease of access, speed of service and the quality of mental health services from an employee perspective. 5) Clear and frequent communication that mental wellness resources are 24/7/365 for your team members and their families. Please share your experiences and any additional thoughts! SafetyAnd Consulting Associates, Inc. SafeStart, A division of Electrolab National Safety Council #safety #mentalwellness #psychologicalsafety

When we consider how to eliminate toxic workplaces, it starts with changing toxic behavior from leaders. Communication is one of the key areas to address in creating healthy workplaces and more emotionally intelligent leaders. Words matter, and rather than utilizing unconstructive responses to the mistakes by employees, you can think about more constructive responses such as:⁠ ⁠ ✅ "This was stupid, what were you thinking?", should be replaced by "Ok, let's start from the beginning. Can you walk me through your thought process?"- rather than insulting the employee, who already feels bad, it is more important to provide a supportive and helpful directive to ensure that the employee understands the mistake and how not to make it again.⁠ ⁠ ✅ Instead of "What's wrong with you?" you might consider "Many people struggle with this task. Let's figure out a way to have this work out better next time."- normalizing mistake making, while also attempt to problem solve is much better than damaging the confidence of the employee.⁠ ⁠ ✅ "I can't believe you could make such a silly mistake, I need you to be perfect." should be substituted with "Mistakes happen, it is part of the work. Let's better understand what went wrong, so we can learn from it." - taking a growth mindset approach and not demonstrating insecure or perfectionistic leadership will enable you to engage your employees in a psychologically safe way, where they will not be afraid to tell you about their mistakes.⁠ ⁠ The goal of ending toxic workplaces cannot be achieved unless we change unhealthy behavior of leaders. By responding more constructively to the mistakes of employees, you can serve as a role model and make the workplace the healthiest & most psychologically safe space for all employees to thrive⁠. What are your recommendations on how leaders can create healthier workplaces? ⁠ ⁠ #workplace #leadership #leader #worklife #workplacewellness #equity #growth #toxicleadership #healthyleadership #linkedinnews

As a DEI Leader, I believe that our work is intrinsically tied to mental health. When we foster diversity, promote equity, and cultivate inclusion, we are creating environments where individuals can thrive, no matter who they are, and feel safe to express themselves authentically. This acceptance reduces the emotional burden of covering parts of ourselves at work or even hiding our true identity. In my keynotes, I often talk about the concept of the iceberg - each of us is made of a collection of diversity dimensions, both seen and unseen, that shape our unique understanding of the world. Every time I poll an audience about the diversity dimensions that they keep below their “waterline”, or hidden at work, mental health is one of the top answers, without exception. Things like: “I have terrible depression and I spend a lot of time masking that and pretending that I’m happy go lucky at work.” “Having had a recent bereavement I feel that I should be “over it” so I am often telling my colleagues that I am, even though I am not.” “I don’t want people to downplay my abilities and strengths because of my mental health struggles. I might seem unreliable.” “Mental health: my diagnosis is considered scary to other people. I think it would change the way others view me.” Many managers are afraid to talk about this topic at work, but saying and doing nothing is not an option if we want to empower our people to be the best versions of themselves. As inclusive leaders, in order to create cultures of true belonging where everyone can thrive, we need to prioritize the mental health of our people and set clear policies, practices, and procedures that proactively support the mental wellbeing of our workforce. We need to not only create environments where it’s safe to be vulnerable and share when we’re struggling (if we so choose), but also, provide tools and resources to ensure everyone has the support they need. If we are leaders, we need to speak more openly about our struggles or of those we love (with permission of course), which is a powerful de-stigmatization tool. This World Mental Health Day, let us recommit to making mental health a focus of our organizational strategy, not an afterthought. How is your organization honoring World Mental Health Day? What’s one action you’re taking to improve the mental health of those around you today? #WorldMentalHealthDay #DEIforMentalHealth #InclusionMatters