In Part III of this compelling conversation, Melissa Doman, M.A. takes the time to examine the hidden roadblocks between individuals and the mental health resources that people often require to function at their best each day. Deconstructing the stigma that can surround mental health initiatives in the workplace is central to ensuring these programs are properly implemented, and more importantly, appeal to those who can most benefit from them. [0:34] The Mind as a Machine The ongoing crisis has highlighted the fact that personal fulfillment and professional success are intertwined at a more fundamental level than commonly understood in the corporate world. While it is possible to work around, for example, depression or ADHD in much the same way one would compensate for a chronic disease, the undeniable fact is that people function best under ideal conditions, and this requires taking the whole person into account. [3:05] Modeling the Process Naturally, the wellness of an organization and the people that push it forward starts at the top, with leadership and management. An environment of openness can make your team members feel more secure in addressing their own issues, and so it is important to approach any mental health initiatives undertaken by your organization with a sense of engagement and authenticity. In many cases, team leaders speaking candidly about their own struggles with everyday challenges can humanize them, deepening the connection with the team. [4:35] The Stakes of Mental Health Fostering an environment that champions the wellness of the whole person is not just a profitable initiative, but one that could seal your competitive edge by guaranteeing the investment of key players on your team. There’s the business case, and the human-to-human case. When individuals in your organization feel free to address issues that limit their ability to function at the highest level, they make more enduring commitments both to the process and themselves. For these reasons, any successful group dynamic must account for the mental health of those involved. [7:41] Opportunity vs. Obligation No matter how well considered an initiative may be, its chances of success are minimal to nonexistent if the people it is intended to serve do not immediately perceive the benefit. Cornering your team members and demanding they share personal information is not only an unsustainable approach, but will likely drive your most vulnerable team members further into isolation. In order to create the best possible outcomes for your organization, your mental health program should be designed as a resource, never a requirement. [10:33] Mental Health as the Foundation During the day to day grind at a thriving company, it can sometimes be easy to forget that the capable and tireless people powering your organization are not at their best every day, and that’s ok. We all have days where the demands of being human overwhelm our professional drive, and accounting for the fact that your people are people is indispensable to any wellness-focused strategy. Options such as built-in mental health days and a culture centered on feeling your best to perform your best will usually create teams that are happier at work. [14:00] A Common Concern The most important thing for individuals that may be struggling with mental health concerns is to remember that they are far from alone. Mental illness is nothing to feel guilty or ashamed about...just as the body can be injured through no fault of one's own, billions among our current population will experience some form of mental health concern at some point during their lives. This means that individuals must be just as proactive about seeking out resources and care for these afflictions as organizations must be about providing them...
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