How can you create a safe space for your team to discuss mental health?

There is no shame in asking for help. It is not a weakness. I think if we can move past the fear of judgment and give ourselves the grace to to human, we serve as a role model for others. Your share Nneka gave others hope and a willingness to reach out and ask for what they needed without shame.

Being a leader it is always important to look after your team and what are they dealing with. People should feel safe and happy to be working at your company. It's important to make sure if an employee is sick or feeling low and wants to log off early you grant him a leave, try and understand what are they dealing with, or if they are depressed. It is very important to check on our colleagues and co-workers because you never know your one little effort can make someone’s day. I always make sure that I take a minute and ask them about their work, if there are any challenges, and how is the work-life balance. I know you cannot do it every day but at least you can interact once or twice a week. A little talk can make a huge difference!

There are a few things I found helpful in my experience when creating a safe space: 1. Provide mental health resources: Share books, videos, and podcasts with your staff on the topic of mental health. When the team realizes the leader cares about their mental well-being, they will be more likely to express their thoughts, feelings, and concerns. 2. Share your own experiences or challenges with mental health: Vulnerability can help normalize these conversations in a professional setting. 3. Have regular check-ins: Schedule one-on-one time to talk about their overall well-being, not just focused on business matters.

Creating a workplace environment that prioritises mental health isn’t just a compassionate gesture; it’s a strategic advantage! Schedule dedicated times to check-in which shouldn’t be just about work updates but should include open-ended questions that encourage team members to share how they’re feeling. This practice not only signals that mental health matters but also allows leaders to identify early signs of stress or burnout.

Mental health is a big deal for any organization that chooses to thrive. No one wants to work in a toxic environment. No one can deliver excellence in a toxic environment. No one wants to work with a boss that doesn't prioritize his/her mental health. I resigned from an organization because my mental health was tampered with. I became fearful and I couldn't deliver like I use to. Why? My boss is always yelling! I had to prioritize my mental health and leave the job. I hope organizations will help us look more into this topic. Thank you.

I know that cultural and social norms can make it difficult for some to acknowledge mental health challenges, even in work environments that are more aware. So, when I talk about Employee Assistance Programs available, I share my own journey using them. I talk about accessing help and my personal journey, including having regular appointments with a mental health specialist. It breaks down the prejudices.

We can set the tone with proper pay and benefits. If everyone is falling apart the only tone there will be is deaf. We can't pretend the systems are not exploiting people if they don't pay a livable wage and provide decent benefits. This is no different than parents who leave their children in poverty while they splurge on themselves. Are those good parents? No! Likewise any employer who does this, is not a good employer. Half of the population is making less that 50k a year. That seems to indicate we have many bad employers out there. That is foolish on their part. This is how we set a tone well. Don't settle for bad paying employers. You are worth more than that.

As leader, you set the tone. By being vulnerable and allowing yourself to be “seen”, your team will feel it’s safe to share. They will appreciate the fact that you opened up to them.

Setting the tone for a safe mental health discussion begins with establishing a foundation of trust. I've found that personal relationships are key; by taking a genuine interest, asking thoughtful questions, and deep listening, a trustful environment emerges. Transparency, respect, and support are crucial. Sharing my own struggles fosters authenticity and encourages the team to open up. It's through this mutual vulnerability that we create a safe space, allowing meaningful conversations and understanding to flourish.

A mentor once told me, "We have two ears and one mouth for a reason." and to listen more than you speak. Coming from a Psychology background, active listening means showing the other person you are engaged and interested in what they are talking about. Asking thoughtful follow-up questions, I love asking how the experience made them feel or what they enjoyed or would change about the experience.

Working in a remote environment can rob us of the body language and facial expressions that come with important conversation. When you sense a problem, set up at minimum a virtual meeting. I usually have a weekly or monthly call scheduled with my team where it is about them - their goals, dreams, and challenges. Most often, this brings mental health to the forefront. Rephrasing what I hear is critical. So, is ending the discussion with the big questions..."How can I support you? What steps can we take together?"

By actively listening, you not only gain a deeper understanding of the challenges employees may be facing but also demonstrate genuine care and empathy. This, in turn, helps build trust, strengthen interpersonal connections, and contributes to a workplace culture where mental health discussions are met with understanding and support.

I foster a safe and non-judgmental space by embracing 'what is'. Active and empathetic listening is fundamental, involving a keen awareness of verbal and non-verbal cues. Open-ended questions invite genuine expression. I prioritize understanding, validating emotions with reflections. Creating pauses allows reflection, fostering a calm atmosphere. Encouragement and praise uplift strengths, achievements, and efforts, reinforcing the positive dynamics of our conversations.

One thing I have found is useful is truly being present in the moment. If you are going to make any notes, tell your colleague you are going to do before the meeting starts. I have well meaning meetings fall down on a small detail such as this. A colleague opening up suddenly shutting down as they feel like they are being judged or wanting to know what is being written. It can also affect the persons flow in feeling safe to open up.

Responding appropriately involves recognizing that the individual in the center holds the narrative. I prioritize their feelings, thoughts, and experiences, leaving aside my own judgments and expectations. Steering clear of judgment, criticism, or blame, I create an atmosphere where respect for their boundaries and preferences is paramount. In this sacred space, two simple words carry immense weight: 'I understand.' This acknowledgment communicates empathy, validating their unique journey and contributing to the sense of safety and trust within the conversation.

Responding the right way is imperative for setting the tone. You may only get one shot at it. You must show concern and think long and hard before responding. Leave your feelings and judgments out of it.

Oftentimes we just want to be heard. That is imperative to remember when having a conversation about mental health. I wouldn't ask my colleagues for medical health advice, most likely they are not seeking my advice in return. When responding, its a great idea to lead with empathy and show compassion. Ask how you can be of service. If your organization has resources available, take a moment to check if your team is aware. Something that can make a world of difference is just checking in. Whether it is a day or a week later - sometimes just asking how are you can make the world of difference.

Understanding empathy versus sympathy allows for an appropriate and supportive response. Make sure to follow up with your colleague or team the next week or so. Those follow ups show your compassion. If unsure how to handle a situation you are presented with, offer support in looking for a mental health professional. This may include looking up therapists in the area or making that initial call together.

It’s important when responding sensitively to something someone has just shared that you don’t over-personalize their experience and assume that you have felt a similar way in proportionate circumstances. To do so is to negate the other person’s truth and to make the response about you; you are assuming that you “know” and have had similar reactions. It’s important to approach the conversation with a “beginner’s stance” and a curious perspective, assuming that in fact you do not know what your colleague is feeling and thus, asking him or her to elaborate most fully. Empathy is the willingness to be present while someone shares an emotional experience. You won’t have encountered the exact experience with its plethora of feelings yourself.

This isn't a one-conversation-fix-all type of situation. We have mental health the same way we have physical health. Every day, all the time. It's important to check in with people. This varies on the person, find what works well for them. Some prefer a scheduled check in, others a more relaxed (and subtle) approach, e.g ask how they are doing over coffee.

Following our safe space conversation, I take a thoughtful approach to follow-up. I respect the individual's pace, ensuring they feel supported and not pressured. This may involve checking in periodically, offering additional resources, or tailoring future conversations based on their evolving needs. I maintain confidentiality (very important!) and uphold the established boundaries, reinforcing the trust built during our initial dialogue. By demonstrating ongoing commitment, I aim to foster a lasting connection and contribute to their journey of well-being, trust and professional growth.

Explore the benefits of integrating technology, such as mental health applications or online resources, to provide consistent support. These digital tools can supply self-help materials, send reminders for self-care practices, and even create spaces for anonymous peer-to-peer support. Check-ins and NOT check-ups... Underline the importance of maintaining regular, planned interactions beyond the first discussion. These check-ins can be casual and don't always need to center on mental health, but they should genuinely express concern for the overall wellbeing of team members.

One tip for sustaining this culture is to have regular mental health checks - start a team meeting with the rubber duck test. Show your learners an image with a rubber duck in various forms of inflation. Then, ask each team member to identify how they are feeling. You can be as open as you like. For example - On the scale I feel like a 7 today. My partner is sick, the kids are jumping off the walls and I haven't slept well. This is a great way to build a safe space for those who wish to share. Plus, it is easy to create a supportive atmosphere where there team can help each other out in times of need.

A healthy and safe culture takes time, effort, and continuous work. You have to really care and be passionate about each other for it to work. You cannot rely on one or two dedicated ambassadors. EVERYONE must be behind the cause. One bad apple can spoil the barrel...

Once you've initiated the conversation, it's vital to sustain this culture to ensure the well-being of your team. Here are four key pointers to help you maintain and strengthen the practice of open and supportive communication: -Promote Peer Support and Mentorship: Strength in Unity -Empower Your Team: Involve Them in Shaping Policies -Lead by Example: Role Model Healthy Behaviours -Consistency is Key: Regularize the Conversation

Promoting mental health champions within the team: Recommend establishing specific roles or selecting volunteers in the team who have a keen interest in mental health matters. These members can serve as approachable contacts for colleagues who may prefer discussing their concerns with a peer instead of a supervisor.

Sustaining a culture of open dialogue on employee mental health involves ongoing commitment and proactive measures. Regularly reinforce the importance of mental well-being through consistent communication from leadership, integrating mental health discussions into broader conversations about workplace culture and values. Foster a sense of psychological safety by consistently showcasing empathy and understanding, encouraging managers and colleagues to be approachable and supportive. Maintain and update resources related to mental health, ensuring that employees are aware of available support systems and programs. Continuously educate the workforce on the significance of mental health, promoting a shared responsibility for well-being.

There are mental health experts like myself that partner with ERGs, BRGs, and corporate America to ensure these tough conversations are being had and navigated appropriately. When in doubt, refer out!

If people are safe, paid enough and respected you really don't have to much more to do. Everyone simply wants to go to a place where they are seen and valued. The way an employer does this is by compensating fairly, promoting the natural leaders and hiring the best people. The rest is organic.

You can create safe mental health conversations by being honest yourself with your feelings. Sometimes, as leaders, we’re put up on a pedestal as if we don’t have the same worries, fears, or anxieties that our team has. I like to say things like “I know how you feel, I’ve felt this way before”. If I truly cannot relate (almost never) I say things like “that sounds really scary for you, how can I help?”.

Consider bringing in mental health professionals for workshops or talks to further destigmatize mental health discussions. As a part of the workshop, a professional addresses common misconceptions about mental health, debunking myths and emphasizing that seeking support is a sign of strength. Throughout the session, team members are encouraged to share their thoughts, ask questions, and participate in discussions. The professional creates a non-judgmental atmosphere, fostering a sense of openness and understanding. As a result of the workshop, team members feel more comfortable talking about mental health-related issues.

Creating a safe space for your team to openly discuss mental health requires a delicate blend of empathy, active listening, and effective communication.. Encourage open dialogue during team meetings, making space for individuals to share their experiences without fear of judgment. Display empathy by acknowledging the diverse challenges team members may face and actively validating their feelings. By consistently demonstrating compassion, understanding, and a commitment to mental well-being, you can contribute to the creation of a safe and supportive atmosphere where team members feel comfortable discussing their mental health concerns.