Mental Health Awareness Month: How Everyone Wins with Respectful Communication Using Proven Science.

Mental illness has our focus this month, however in the bigger picture it has massive impact all year long on so many of us individually and on organizational health. Mental health impact, including addictions, has become more top of mind for the media and Canadians in general over the past few years, during and post-COVID.

Savvy leaders are taking action and putting their attention towards creative engagement and retention approaches while reducing stress in the workplace and reducing business costs. While the impact of missing team members and mental health is immense, the specific costs of poor well-being identified in a Gallup report included $322 Billion as the cost of turnover and lost productivity globally,

The annual economic cost of mental illness in Canada is estimated at over $50 billion per year. This includes health care costs, lost productivity, and reductions in health-related quality of life. (1)

According to the World Health Organization, around 450 million people currently struggle with mental illness, making it the leading cause of disability worldwide. Here at home where I live, the CAHM (Canadian Association for Mental Health) states that mental illness affects more than 6.7 million (or one in two Canadians) who have—or have had—a mental illness by the time they reach 40 years of age. These alarming statistics underscore the need for all of us to?explore the many causes and put processes and practices in place to reduce the impact.

In Canada approximately 4,000 Canadians per year die by suicide – an average of almost 11 suicides a day.(1)?It affects people of all ages, intelligence levels, titles and backgrounds.

1. More than 75% of suicides involve men, but women attempt suicide 3 to 4 times more often. (2)
2. People with a mental illness are twice as likely to have a substance use disorder compared to the general population. At least 20% of people with a mental illness have a co-occurring substance use disorder. (3)

Furthermore, a 2019 Ipsos survey of working Canadians (3) showed that:

·????????75% of respondents said they would be reluctant – or would refuse – to disclose a mental illness to an employer or co-worker.

·????????Respondents were nearly 3 times less likely to want to disclose a mental illness like depression than a physical one like cancer.

Top reasons for this reluctance were:

·????????the belief that there is stigma around mental illness

·????????not wanting to be treated differently or judged, and

·????????being afraid of negative consequences, such as losing one’s job.

The American Psychological Association (apa.org ) APA’s 2022 Work and Well-being Survey (4)?reports that 81% of workers said they will be looking for workplaces that support mental health when they seek future job opportunities.

What can we do that will reduce these statistics?

While workers value supports for mental health, including flexible work hours, the ability to work remotely or a workplace culture that respects time off – nothing replaces having an exceptional leader who has a plan and communicates clearly and regularly on performance expectations.

Post-COVID, with most organizations putting both profitability and mental health fitness under the corporate microscope, yet basic cultural elements are still evolving. The concept that “people leave Leaders - not organizations” is still present. Clear communications, regular feedback and timely updates all matter to your staff. Leadership communications, in a style that resonates with the multiple personality types within your team, does matter to create predictable outcomes. Working from home may be a nice perk and yet this benefit does not replace regular feedback and clear, respectful communications with your Leader, so that staff keep current on the team goals, progress made and connect their individual work to the impact on the customer.

With multiple generations in the workplace and diversity appreciation on the rise, a leader who respects the work that is done, provides meaningful feedback, uses a “coach approach” and communicates regularly with a personalized approach - will have higher engagement and better results. When staff receive constructive comments (sometimes masking criticism) yet don’t receive supportive insights on how to improve productivity, or how to elevate either quality or quantity on the job - stress is often created. (6)

As an Executive Coach, I frequently hear that Leaders are putting off hosting Performance Appraisals, or they develop stress regarding an upcoming and meaningful (yet difficult) conversation with a staff member who is underperforming. I also hear often from staff who do not have clear performance metrics, or unclear role expectations and have no idea if they are doing an excellent job, due to a lack of clear communications or expectations. A lack of clarity causes confusion and often expands stress for both parties. The mental health and wellbeing of staff strongly aligns with receiving respectful communications, having clear and measurable outcomes and receiving meaningful feedback, delivered in a way that aligns with their values of what is important.

The specific costs of poor wellbeing identified in a Gallup report included $322 Billion as the cost of turnover and lost productivity globally, as well as 15-20% of total payroll involuntary turnover costs (due to burnout). (7)

The Gallup Report “What Leaders Should Focus on in 2022” by Jennifer Robison , included 3 points:

• Communicate often and clearly
• Develop managers to lead and retain their teams
• Workplace wellbeing is a differentiator; make it a priority.

I agree. As a 20-year HR veteran (before moving into Executive Coaching) I have conducted many Exit Interviews as well as Employee Satisfaction and Employee Engagement Surveys. “Leadership Communications” was almost always identified in the survey data in the top 3 areas for Focus Group discussion. People want their leaders to communicate with them, not in the form of a monthly newsletter, but in-person, to truly connect. In an age of workers seeking more transparency, demanding that “higher levels of integrity be shown and promises fulfilled”, it’s time for a new way of leading. Leading with a focus on Customized Communications – using language that resonates personally with each of your team members, based on what they value the most.

I believe it's time to #MAKE PEOPLE MATTER

With an unemployment rate now rising (in Canada now at 6.1% in April 2024) - according to?Statistics Canada (5), there is more evidence that employers trying to retain top talent must be extremely innovative – and take action fast!?Supporting mental health programs and giving raises is not going to retain people solid and respectful communication updates from leadership is missing (or the culture is not aligned with the organizational values).

HOW TO SHIFT THIS IN 90-SECONDS? One highly valuable, customized communications tool I began using over 2 years ago creates RESPECT, fosters stronger RELATIONSHIPS, and gives Leaders a distinct communications advantage. Imagine that you have a team of 20 people, all diverse from different backgrounds, some highly technical and some who love to step into action quickly – how do you respectfully communicate to the team, in a way that EVERYONE hears and engages with your message?

The Codebreaker Technologies B.A.N.K. Personality Science tool is a 90-second online assessment that can quickly and simply determine the preferred communication style of each one of those team members (then sends each person a detailed personality style report). When we know the preferred language to connect with each person, our message becomes personalized and respectful. Your team becomes more engaged because they know you care. They can feel a connection, they understand your goals and directives based on HOW you communicated with each one of them.?

It is no wonder this methodology was showcased at the United Nations AI Conference for Good as has been taught at Harvard. While most older tools are based on psychology, this modern day tool (incorporating AI now) was developed specifically on the concept of BUYOLOGY - what makes people buy-into an idea. While originally designed (and proven) to increase sales by up to 300%, it builds on relationships first tied to personal values.

Curious? As one tool to address this burning Leadership issue of mental health and the link to respectful communications, I invite you to up-level your communications skills. Crack your own Personality Style and understand how you show up as a Leader. Crack your own Personality Style and see how this impacts your relationships at home, at work, in your community. After you receive your customized 20-page report, let’s connect and explore how this could save your team from additional turnover, reduce mental health stress and build respectful communications for all.

Click here to receive your own $97 value Personality Report, as a first step into a new era of communications - communications that matter - that engage and retain staff, then let’s explore what new ideas your culture needs to #MAKE PEOPLE MATTER in your organization. A thriving business depends on clear communications and leaders who show how they care on a daily basis.

Greek physician Hippocrates discovered the Theory of the Four Temperaments (400 BC) as he treated his patients and found four varied approaches worked very differently.?Over the past 15+ years, Codebreaker Technologies has evolved their B.A.N.K. Personality Science tool, validated it with San Francisco University, and taught this concept of understanding what makes people “buy” or “buy-into” an idea.?Rewards, impact, logic or systems – each personality type hears a message differently. Sometimes we have to look back at history, to learn how innovation made a massive difference.

Are you ready to step up to being a more respectful Leader and explore a new way of connecting deeply to engage your staff, to foster respect and build a culture that engages and retains people supporting mental health?

#MAKE PEOPLE MATTER

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Questions about this article, speaking or workshop inquiries can be directed to the author – Yvonne E.L. Silver – Certified Executive Coach, Chartered HR Professional, Speaker, is a bestselling author and Certified EQ-i Consultant and Woman of Inspiration Award Recipient. As a Certified B.A.N.K. IOS (6-Intelligences) Coach, she consults to entrepreneurs, CEOs and innovative organizations, helping leaders elevate their communications skills and flourish in business.

https://YvonneSilver.com https://www.dhirubhai.net/in/yvonnesilver/

Published by:

Yvonne E.L. Silver is the CEO, Women & Wisdom Media - for Women Entrepreneurs Seeking To Flourish and author of the bestselling book:

“Words, Women & Wisdom: The Modern Art of Confident Conversations”. https://admin-a05a7.gr8.com/

References:

1 Rush et al. (2008). Prevalence of co-occurring substance use and other mental disorders in the Canadian population. Canadian Journal of Psychiatry, 53: 800-809.

2 Statistics Canada (2020). Deaths and age-specific mortality rates, by selected grouped causes. Table 13-10-0392-01.

3?Ipsos (2019). Mental illnesses increasingly recognized as disability, but stigma persists. Retrieved from https://www.ipsos.com/en-ca/news-polls/mental-illness-increasingly-

4 Workers appreciate and seek mental health support in the workplace ( apa.org )

5 Statistics Canada Labour Force Survey April 2024

6 Lack of Communication: How It Affects Us and Ways to Improve It ( psychcentral.com )

7 The Gallup Report “What Leaders Should Focus on in 2022” by Jennifer Robison

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