How does your organization demonstrate a commitment to developing its mental wealth?A clear tell tale sign is a preference for considered mental health initiatives over band aid solutions. That demonstrates an organization’s commitment to developing its mental wealth. And these carefully considered and designed mental health initiatives must be ‘wrap around strategies’. That means that your mental health initiatives are, at its basic core, complex and have to take a holistic view of a person’s journey through a mental health problem. As I mentioned in the previous Pillar, awareness programs are useful, but they can’t be the only strategy. Likewise with Employee Assistance Programs. And with anti-bullying and harassment training. And with wellness programs. And so on. Each of these initiatives by themselves is useful, but when used in isolation, they have little sustainable impact.
- We need to think more broadly than the bookend strategies of making people aware of the potential for trouble and mopping up after it happens.
- You need to look at your prevention strategies. What are those? Are they a part of a complete strategy or an add on?
- You need to look at your early intervention strategies. Do they move beyond the basis of EAP referral and leave?
- You need to look at your wellness programs. Are they eclectic and are they giving you the results you are after?
- You need to look at your leadership development programs. Are they complete?
- Do these programs exist? Are they being used?
Building a mentally wealthy culture doesn’t require a massive bolt on program, but it does require you to ensure the psychological needs of a diverse workforce are catered for. Diverse not just in age, gender or ethnicity, but diversity in work style, talent and life outlook.
Recognition of mental wealth is a paradigm shift. I realize that. So kudos for you still being here, not throwing the book down and running away. What you have been told about leading successfully: the macho, tough leadership style (even when dressed up with some sophistication and political correctness) creates less valuable companies in the long run than displaying genuine compassion and a willingness to work with people to achieve a common goal. This is not a ‘soft’ approach, it’s a proven approach. One that gets results.
And that’s such a game changer. Highly worth it, don’t you think?
Read about all the 7 Pillars of Mentally Healthy Workplace…
- Pillar 1: Us Not You
- Pillar 2: Organizational Plasticity
- Pillar 3: Nothing About Me Without Me
- Pillar 4: Total Integration
- Pillar 5: Mutual Responsibility
- Pillar 6: Understanding Complexity
- Pillar 7: Wrap Around Strategies
Peter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organizations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.
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