Mental Health and the Workplace

This is an extremely important topic for discussion Terrence H. Seamon. For those quietly suffering in silence, it might make them take action to get help, so they know they are not alone. It's OK not to be OK. It's not OK to not do something about it and reach out for help. Take action.

People thrive when they are listened to, appreciated and have their contribution used. We can do all these for other people now. You don't need anyone's permission. Do them, and they will spread. Travel! We spent three weeks in Nepal in 1989. Nepal is one of the poorest (materially) countries in the world. We had never come across such happy, friendly people. Travelling off the beaten track makes you appreciate what is important and helps you see your culture. Talk to your partner and family about what sort of life you want together, and draw pictures, as this often helps. This may help you decide to work to live rather than live to work. Find a thinking partner and take turns talking and listening to each other. When you speak to someone who is present and listens well, your thoughts get clearer. It builds your confidence. Little problems get solved before they become big ones. An open-minded employer could enable this. It's much more cost-effective than external coaches and builds listening skills in the organisation that help with all working relationships. Here is one way to organise this. https://www.nickheap.co.uk/coconsulting/ What do you think? Any comments are welcome.

Get your mind right is a vitally important objective for taking action to accomplish any goal. Providing referral resources is a good option for all who may need them.

Terrence H. Seamon, I'm a coach but also a clinical social worker. As part of my consulting work, I teach EAP (Employee Assistance Program) Health & Wellness webinars/seminars. There is a constant demand for topics concerning managing workplace stress, work-life balance, & emotional well-being. While these sessions provide helpful baseline knowledge for staff & management, the bigger challenge is integrating psychological wellness into workplace culture. Having experienced at few toxic workplaces along the way, it really takes top-level managment embracing a supportive culture by introducing intiatives such as those described in the article. One of the more emergent challenges is supporting workplace mental health in the remote & hybrid structure. It's easier for employees to set boundaries around work, when work is in the office, 9-5. It's more difficult to draw that line between work & personal life when you're at home & the laptop & cell are at your fingertips.

Mental illness is easier to handle than neurotic competition, criticism, aversion to criticism, withdrawal, and inappropriate displays of anger. Addressing mental health in all its forms in the workplace (if not everywhere) enables the highest levels of performance. Too many organizations ignore the issue and others pay lip-service or offer off-the-shelf solutions. Tip, have regular dialogue about the symptoms of psychological issues like stress and anxiety. Stop labeling behavioral issues like depression and anxiety and instead focus on the symptoms and their impact on performance. The realization that an individual is acting in a way that downgrades performance, for example withholding information, yelling, etc., motivates action.