Tips for Promoting Mental Well-Being in Business

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

As we move from awareness to action on World Mental Health day, Ludmila Praslova, Ph.D., SHRM-SCP, Âû,'s work on the importance of emotional inclusion to mental health and well-being at work is a powerful tool. As she explains, toxic positivity- demands to be cheerful 24/7 regardless of the situation or circumstances we and others are facing- makes us sick. Emotional inclusion- creating space for our and others' authentic emotions- on the other hand, supports belonging, authenticity, and well-being. If we want to truly support mental health, holding space for people to be not okay and not requiring people to fake happiness in our workplaces is critical. Actionable strategies for cultivating emotional inclusion at work: ✅ Normalize emotional truthfulness and honest answers to questions like "How are you?" ✅ Check the knee-jerk reaction to say the same old "You will be OK" and instead asking how the other person would like to be supported. ✅ Avoid judging emotions and check our cultural and personal biases.   ✅ Ensure that cultural and power-based preferences for emotional expression are not embedded in systems for high-stakes decisions, especially in talent and performance management processes. ✅ Create physical spaces to process emotion. Flexibility in when and where we work can make a difference. ✅ Prevent emotional distress caused by work, be it from overwork or from ignoring concerns about bullying. How do you champion emotional inclusion and push back against toxic positivity at work? #WorldMentalHealthDay #WellBeingMatters #WellBeingAtWork #MentalHealth #MentalHealthMatters -- As always, thoughts and views are my own and do not represent those of my current employer.

Mental health is an increasingly pressing priority for new workers—and as an employer, you need to be prepared to offer support. Here’s how to show new hires you value mental health: * Integrate mental health into recruiting, hiring, and onboarding. When recruiting, create an employee well-being statement that clearly defines what mental health means to your organization. In job postings, be transparent about the mental health resources you offer, and include in-depth guides for navigating mental health benefits in onboarding materials (especially for incoming people managers). * Create a sustainable, mentally healthy work culture. This entails being upfront about workplace norms—both “hard norms” like roles, timelines, and deadlines and “soft norms” around urgency, responsiveness, and how people communicate. It also means establishing collaborative, flexible expectations around when, where, and how people work. * Make mental health support accessible and intuitive. During employees’ onboarding, hold learning sessions and Q&As with your benefits team and publish simple how-to guides on your intranet detailing how to navigate and weigh different benefit options. Train managers on mental health first aid and consider subsidizing tools for developing healthy behaviors, such as meditation apps, coaching solutions, sleep tools, and gym memberships. This tip is adapted from “How to Support New Workers’ Mental Health,” by Bernie Wong et al.

May is Mental Health Awareness Month. Here are four things every leader can do to support the mental wellbeing of their employees: ✔ Support their use of PTO by providing coverage for critical responsibilities. If they feel obligated to check email every day on vacation, they won't come back feeling as recuperated. Think of this as a long-term investment in each team member. ✔ Role model the above by disconnecting from work during your own PTO. You're not abandoning your team; you're setting a positive example that time off = not working. It gives them permission to do the same. ✔ Avoid emails/IMs outside of work hours. They set the expectation for an "always on" culture. Can you save your evening email in drafts until the following morning? ✔ Check in with your team members, especially during times of change, higher workloads, etc. You don't have to pretend to be a therapist, but you can hear them out, empathize, and offer practical support and resources. #MentalHealthAwarenessMonth #MentalHealthMatters

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

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

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

❓ Why Must Leaders Prioritize Mental Well-being? Why it matters, signals to be aware of, and what leaders can do. The Workforce Institute at UKG studied 3,400 people across 10 countries. Here’s what they found: ▶ 69% cited their managers to have the greatest impact on their mental health. ▶ This was on par with the impact of their partner on their mental health. ▶ And more than the impact of their doctor (51%) or therapist (41%). But when positive mental health is experienced, 63% say they are committed to their work and 80% say they’re energized. Many leaders overlook mental health awareness. But it’s actually a vital leadership skill for others and themselves. Why does it matter so much for leaders? 🔹 Leaders hold great power over pay, work conditions, and promotions. 🔹 Leaders are modeled by employees, influencing their own behavior on them. 🔹 Leaders who respect their employees cause them to respect others as well. 🔹 Leaders are responsible in creating a positive work experience. Here are a few signals to be aware of in others and in yourself: ❌ Losing interest in activities that previously seemed to be enjoyable ❌ Difficulties in making decisions or finding solutions to problems ❌ Deterioration in work output, motivation level, and focus ❌ Significant changes in mood, energy, or eating habits ❌ Withdrawing from other people ❌ Substance abuse Here’s what you can do as a leader: ✅ Create and foster a psychologically safe workplace. ✅ Embrace mental health initiatives and participate in them. ✅ Leave no one behind and help those who need it most, even yourself. Comment below to add more on what leaders can do for mental health 👇 #al4ep #leadership #executives All sources are linked in the comments.

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