Psychological Safety & Mental Health

Did you know that 1 in 4 people globally suffer from a mental health issue currently, according to the World Health Organization? And 1 in 2 people will at some point in their lives, face a mental health issue? With these statistics in mind, especially if you are a leader, how informed, open and empowered are you to face mental health challenges in your team or yourself?

In the last 2 years I've been delivering our intensive psychological safety program to clients around the world, emphasising the destigmatisation of mental health and empowering participants with essential skills like effective communication and empathy to create safe environments in their teams in order to thrive. Here are some tips to create psychological safety and mental health awareness at work:

Educate yourself
Learn about the most important mental health conditions (such as anxiety disorder, depression, panic attacks, burnout). Be clear about the signs and the various life/work events that might act as triggers. The more informed you are, the easier it will be for you to spot any issues – for your team and yourself.

Observe
It's part of your job as a people manager to know your people. It is actually what the role entails! Invest time in getting to know them more intimately, on a human level. Ask yourself how often you schedule 1-on-1 meetings and what these meetings are like.

Listen more
Notice what percent of your time do you talk vs listen with your direct reports. If you tend to do all the talking, take a step back. Do you create opportunities for your team members to open up to you? How often do you provide the space to listen without judging or making assumptions?

Build trust
Don’t wait until a problem hits to care for your people. Good leaders lean on their team in times of "war", but great leaders invest in building trust with their teams in times of "peace".

Embrace vulnerability
If it feels authentic, share your own struggles. Vulnerability creates bridges of trust and and nurtures a culture of honesty and openness. Sometimes it’s OK not to be OK and to talk about it.

Intervene early
If you sense that one of your team members is facing a mental health challenge, don't sit on it. Have that conversation, get to understand what they are facing as early as possible to support them - and the rest of your team - more effectively.