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How can you create a resilient and inclusive organizational culture that prioritizes mental health?

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Mental health is a crucial factor for the well-being and performance of your employees, especially in times of uncertainty and change. However, creating a resilient and inclusive organizational culture that prioritizes mental health is not a one-time initiative or a quick fix. It requires a strategic and holistic approach that involves leadership, communication, policies, practices, and resources. In this article, you will learn how to foster a culture of mental health in your organization by following these six steps:

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1 Assess the current situation

The first step is to understand the current state of mental health in your organization and identify the gaps and opportunities for improvement. You can use surveys, interviews, focus groups, or other methods to gather feedback from your employees and stakeholders. You should also review your existing policies, programs, and benefits related to mental health and see how they align with your organizational goals and values.

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Rahi Tajzadeh, CMC, MScM

Turnaround and Strategy Expert. Certified Management Consult. Entrepreneur and Mentor.
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The fish stinks from the head down. If inclusion and mental health prioritization isn't itself a priority at the executive level, and communicated and executed with clear, attainable, meaningful goals down to the rest of the firm, it will become a liability in the future. Assess your industry for best practices, consult with an expert (like a CMC!), build a more appropriate board of advisors, encourage transparency and accountability at all levels, and celebrate the small wins as much as the big ones.

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2 Define your vision and goals

The next step is to define your vision and goals for creating a resilient and inclusive organizational culture that prioritizes mental health. You should involve your leadership team and key stakeholders in this process and ensure that your vision and goals are clear, realistic, and measurable. You should also communicate your vision and goals to your employees and explain why they are important for your organization.

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Dianna Mullins

C-level Executive | Business Transformation | Product Management | Strategic Planning | Operational and Technical Excellence | COO | President | Serial Entrepreneur
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This step starts at a much higher level. Define your vision and goals for the company, then the department, and finally ensure they clearly are understood and map to each PERSONS role. A person needs to be seen, and feel valued before any of the other things mentioned in this article will be impactful. Once the person knows their role is seen and valued the rest of this makes sense.

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3 Develop and implement your action plan

The third step is to develop and implement your action plan for achieving your vision and goals. Leadership is key in your action plan; you should demonstrate commitment and role model the behaviors and attitudes that support mental health. Communication should also be effective and transparent with employees and stakeholders about mental health issues and initiatives. Additionally, policies should be reviewed and updated to ensure they are fair, consistent, and supportive of mental health. Practices should be embedded into daily activities, such as performance management, recognition, feedback, learning, and development. Finally, resources should be provided to help employees cope with stress, challenges, and mental health problems.

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4 Monitor and evaluate your progress

The fourth step is to monitor and evaluate your progress and impact on your vision and goals. You should use both quantitative and qualitative indicators, such as employee engagement, retention, productivity, satisfaction, well-being, or feedback, to measure your results. You should also collect and analyze data regularly and adjust your action plan accordingly.

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5 Celebrate your successes and learn from your failures

The fifth step is to celebrate your successes and learn from your failures. You should recognize and reward your employees and stakeholders for their contributions and achievements in creating a resilient and inclusive organizational culture that prioritizes mental health. You should also acknowledge and learn from your failures and challenges and use them as opportunities for improvement and innovation.

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6 Sustain and improve your culture

The sixth and final step is to sustain and improve your culture of mental health. You should not treat this as a one-off project or a compliance exercise, but as an ongoing commitment and a core value of your organization. You should continuously seek feedback, learn from best practices, and innovate your strategies and solutions to keep up with the changing needs and expectations of your employees and stakeholders.

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Emily Ball Cicchini, PhD

Executive Director at BookSpring
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Attention to mental wellness must be an honest and ongoing commitment. You have to be there for an employee when there are in crisis, but also when they are just showing up from day to day. Being a good leader means giving your team space and reasonable deadlines and not putting your own anxieties or negative habits back down on them. The more you can tend to and regulate your own emotions and behaviors, the better the entire working group will be.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you create a resilient and inclusive organizational culture that prioritizes mental health?

1

2

3

4

5

6

7

1 Assess the current situation

2 Define your vision and goals

3 Develop and implement your action plan

4 Monitor and evaluate your progress

5 Celebrate your successes and learn from your failures

6 Sustain and improve your culture

7 Here’s what else to consider

Executive Management

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How can you create a resilient and inclusive organizational culture that prioritizes mental health?

1

2

3

4

5

6

7

1 Assess the current situation

2 Define your vision and goals

3 Develop and implement your action plan

4 Monitor and evaluate your progress

5 Celebrate your successes and learn from your failures

6 Sustain and improve your culture

7 Here’s what else to consider

Executive Management

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