Recognizing The Role Of Leadership In Mental Health Culture

A Manager Told Me ‘I Don’t Care About Your Personal Problems’—Here’s How I Changed the Culture Years ago, a manager told me something I’ll never forget: “I don’t care about your personal problems; they’re not my concern as long as you get the work done.” Those words hit me hard. As a Marine, I learned that leadership isn’t just about getting the job done—it’s about leading the whole person. 💥Did you know 57% of employees say they’d be more productive if their leaders genuinely cared about their well-being? The workplace isn’t just about tasks; it’s about people. Here’s how I’m changing the mentality: 👉 Empathy Over Efficiency: I prioritize understanding my team’s struggles, knowing that a supportive environment leads to higher performance and loyalty. Productivity comes naturally when people feel valued. 👉 Flexible Work Solutions: Life happens, and rigid policies only add stress. By offering flexible work arrangements, I give my team the space to balance their personal lives with their professional responsibilities. 👉 Mental Health Support: We provide mental health resources and promote open dialogue about challenges, reducing the stigma and creating a culture where it’s okay to not be okay. 👉 Celebrating Small Wins: Recognizing achievements, no matter how small, boosts morale. It’s a reminder that their efforts are appreciated beyond just hitting targets. 👉 Lead by Example: I share my own experiences, showing that even leaders have personal challenges. Authenticity builds trust and sets the tone for a transparent work culture. Being a leader means more than managing tasks; it means managing hearts and minds. Let’s build environments where humans aren’t treated like robots but as the valuable, whole individuals they are. #Leadership #EmpathyInAction #WorkCulture #EmployeeWellbeing #MarineLeadership #AIandAutomation

Most leaders recognize that mental health matters at work, but few connect the dots to something deeper: nearly 67% of adults carry unresolved childhood adversity that quietly shapes how they lead, collaborate, and perform. My colleague Susan J. Schmitt Winchester and I have discovered that what looks like performance problems often stems from unconscious patterns rooted in the past. The breakthrough insight? When leaders step onto what Susan calls the "Conscious Healing Career Path®," they don't just improve their own mental health—they transform entire workplace cultures. We've identified six practical actions that help leaders recognize trauma-driven behaviors (like overreacting to feedback or chronic people-pleasing) and create healing-centered conditions that boost employee experience and deliver real stakeholder value. This isn't about turning the workplace into therapy. It's about strategic human development that helps leaders see patterns instead of just problems, coach behavior without unpacking biographies, and use difficult moments as growth opportunities for themselves and their teams. The question isn't whether childhood experiences affect workplace performance—research confirms they do. The question is: what will you do with this knowledge to create workplaces where people can heal and thrive? What patterns have you noticed in your workplace that might benefit from this conscious healing approach? How are you currently supporting mental health beyond traditional wellness programs?

Your mental health shows up in your team's performance. They’re not separate. After decades of coaching leaders, I’ve learned this: your team is a mirror. If you feel the need to control everything in life, you’ll micromanage at work. If you're anxious, it leaks into your team’s culture. If you carry unhealed trauma, you may unknowingly recreate that pattern in others. But here's the hopeful part: when you grow, your team grows too. When you overcome past abuse, you stop perpetuating it. When you learn to set boundaries, your team respects theirs. When you build self-confidence in therapy, you model what secure leadership looks like. Leadership isn’t just a job—it’s a ripple effect. So if you want to help your team thrive, take care of your own mind and heart first. You go first. They’ll follow. #leadership #mentalhealth #productivity #teamdevelopment #coaching

According to the Gallup data, we're still grappling with the emotional fallout of the #pandemic, and it's showing up in our #workplaces. It's not just about the numbers themselves, but - rather - the "why" behind them. We can't ignore the link between #employeeengagement and #wellbeing. It's a two-way street. When people are stressed, worried, or angry, it's harder for them to be engaged in their work. But, and this is crucial, the workplace itself can significantly contribute to these negative emotions. If employees feel unsupported, undervalued, or like they lack purpose, it fuels that negativity. The good news is that we know where to focus our efforts. #Gallup's emphasis on the manager's role in #teamengagement is spot on. #Managers are the linchpins. They need the training and resources to foster #psychologicalsafety, have meaningful conversations about well-being, and create a supportive #workenvironment. This isn't just about ticking boxes with #mentalhealthinitiatives; instead, it's about weaving well-being into the fabric of how teams function. It's also no surprise that #burnout is rampant and people are looking for greener pastures. Organizations need to go beyond just offering new #benefits. While things like #mentalhealthprograms and #flexibleworkarrangements are important, they're just a starting point. We need to address the root causes of burnout – things like #excessiveworkloads, #lackofautonomy, and #unfairtreatment. Organizations need a holistic approach that combines top-down and bottom-up strategies. #Leadership needs to set the tone, invest in their managers, and create a culture that prioritizes #employeewellbeing. At the same time, we need to empower employees to take ownership of their well-being, provide them with the tools and resources they need, and encourage open communication. SHRM Jacksonville HR Florida State Council, Inc. SHRM

Some leaders think they’re doing everything right by just focusing on targets and performance metrics. But they might be missing out on something crucial: protecting their teams from the everyday stresses that can derail productivity and morale. And it’s not always obvious. True leaders know the value of creating a sustainable, healthy work environment. Here's how: ↳ False Urgencies: - Prioritize effectively to avoid unnecessary stress from perceived emergencies. Clear communication on real priorities helps maintain focus and productivity. ↳ Overwork: - Promote a balanced workload by recognizing and addressing signs of overwork. Encourage regular breaks and respect personal time to ensure long-term efficiency and well-being. ↳ Unfair Policies: - Implement fair and transparent policies that treat all team members equally. Address biases and ensure everyone has equal opportunities to foster trust and loyalty. ↳ Constant Changes in Priority: - Maintain consistency in goals and objectives. When changes are necessary, communicate the reasons clearly and provide support to manage the transition smoothly. ↳ Office Politics: - Cultivate an inclusive and supportive culture that discourages divisive behavior. Encourage collaboration and transparency to reduce conflicts and enhance teamwork. ↳ Unrealistic Deadlines: - Set achievable goals and realistic deadlines. Understanding the team’s capacity and aligning expectations accordingly leads to higher quality work and satisfaction. ↳ Burnouts: - Be vigilant for signs of burnout and take proactive measures to prevent it. Foster a culture where mental health is prioritized and resources are available for those in need. ↳ Micromanagement: - Trust your team and empower them to make decisions. Providing autonomy boosts confidence, creativity, and job satisfaction, leading to better overall performance. Effective leaders proactively address these common workplace challenges to create an environment where their teams can thrive. How do you create a healthy work environment? Share your tips in the comments below! ⬇️ #Leadership #TeamManagement #HealthyWorkEnvironment #EmployeeWellbeing #WorkplaceCulture #EffectiveLeadership #SustainableSuccess #TeamSupport

As a leader, do you truly care about the personal well being of the people on your team? By well being, I'm not talking about excessive hand-holding or doing any part of their job for them. I'm talking about helping to make them successful. While under your watch do you do these things? * Understand their skills, leveraging their strengths and augmenting weaknesses * Training and developing them in their role * Keeping them inspired and knowledgeable about the business * Teaching them how to develop well being in others * Coaching, guiding, and leading versus dictating orders One of the most critical responsibilities a leader holds is to care for the well-being of their team members. While achieving organizational goals and driving performance are important and essential, your people won't become accomplished without prioritizing their needs and providing them with what they need to succeed. Caring for your team's well-being creates a more positive and supportive work environment. Which builds higher levels of engagement, inspires the right behaviors and commits people to their work. This positive atmosphere cultivates trust and respect and develops a camaraderie among team members. Prioritizing well-being contributes to the overall morale and happiness of the team. Team members who feel their physical, emotional, and mental well-being are valued are more loyal to the organization and you as a leader. Beyond cost savings in turnover and absenteeism, they will "run through walls for you." Promoting team member well-being has a direct impact on performance and productivity. Studies consistently show that employees who are physically and mentally healthy are more focused, creative, and resilient in the face of challenges. By providing resources and support for well-being initiatives, leaders help their team members manage stress effectively, positively deal with work-life integration, and lead their best. Prioritizing well-being is not just the right thing to do ethically; it makes good business sense. Research has demonstrated a clear link between employee well-being and organizational performance. Organizations and leaders specifically, that invest in their people's wellness typically experience lower healthcare costs. When we proactively address the well-being of our team members it creates and keeps a competitive advantage over time, for any organization. Demonstrating a commitment to your team sets a positive example for others to follow. Leaders who prioritize their own well-being and actively support that of their team inspire trust and admiration from their colleagues and find new ways of being successful. Looking after team member success and well-being is a strategic investment in organizational success. Have I convinced you? Are you ready to accept the responsibility of caring for your people? #ceos #leadership #wellbeing #execution For more leadership wisdom check out https://lnkd.in/gXpc_pyu

TITLE: Workplace Bullying and Post-Traumatic Stress Disorder Symptomology: The Influence of Role Conflict and the Moderating Effects of Neuroticism and Managerial Competencies We often discuss workplace bullying in terms of morale and turnover. But new research reveals a much more severe impact: it can be a direct cause of Post-Traumatic Stress Disorder (PTSD). This study found that employees who experience workplace bullying show significantly higher levels of PTSD symptoms. It also identified key factors that make the situation better or worse: · The Catalyst: Role conflict (unclear, contradictory job demands) often creates the stressful environment where bullying thrives and directly contributes to trauma. · The Risk Factor: Employees higher in neuroticism (a tendency toward anxiety and negative emotions) are more vulnerable to developing severe PTSD symptoms after bullying. · The Solution Factor: Strong managerial competencies in leaders act as a powerful buffer. Competent managers can mitigate the toxic effects, even for those who are more vulnerable. Why This Matters for Leaders and Organizations: This isn't just about "stress." This is about preventing serious psychological harm. The implications are profound: 1. Leadership is a Protective Shield: Investing in training managers to resolve conflict, clarify roles, and handle interpersonal issues isn't a "soft skill"—it's a critical function of risk management and employee welfare. 2. Clarity Prevents Harm: Ambiguity kills. Clearly defining roles and responsibilities isn't just about efficiency; it's a primary prevention tactic against the conflict that can lead to bullying. 3. A Call for a Trauma-Informed Workplace: Companies need to recognize that bullying is not a simple disagreement. It is a serious incident that requires a supportive, structured response to prevent long-term psychological injury. This research moves the conversation beyond "zero-tolerance policies" and into the realm of building resilient, well-led teams that can prevent harm before it starts. #WorkplaceCulture #Leadership #HR #MentalHealth #PsychologicalSafety #EmployeeWellbeing #Management #PTSD #WorkplaceBullying LINK: https://lnkd.in/g_n6Y8yv