How Leaders Can Normalize Mental Health Topics at Work
Let me tell you a true story. 👇
Many years ago, I was speaking to a lawyer advising my firm on a transaction we were underwriting when, in a moment of candor, she mentioned that her spouse was an alcoholic and had spent some very productive time in rehab to combat their disease. I have no recollection of why this topic came up – it certainly had nothing to do with the business at hand – but I do recall thinking “that’s a bit of oversharing, isn’t it?” Part of me felt uncomfortable with this information and defensively rejected this topic as “inappropriate” in the workplace. As I got to know this lawyer better, I understood that her friendly, open nature about herself and her life is part of her charm. I didn’t think much about her rehab comment again.
That is, until five years or so later, when a family member was experiencing a mental health crisis, and I felt lost as how to help. That conversation came back in an instant, and within a couple of hours the lawyer’s spouse and my family member were on the phone, discussing the rehab experience, and we both felt much less alone and helpless. It was the first step on the path to recovery.
I remain forever grateful for her willingness to share such a personal, sensitive topic.
That stray comment that seemed like oversharing ended up being a lifeline when I needed it most. The factual knowledge (“so and so’s spouse went to rehab) is only the tip of it. More valuable was the normalization of mental health awareness (these challenges can happen to anyone, there’s no shame in seeking help) and the ability to connect person-to-person when these challenges flared into a personal crisis.
We all know that caring for our mental health and the mental health of our teammates is increasingly important at work. The statistics show the toll that poor mental health – anxiety, burnout, depression, addictions – can have on team performance and business outcomes. That’s why there are employee help lines, mental health insurance coverage and support groups at most larger companies. Given those resources what else can leaders do?
Leaders can contribute by normalizing the discussion of mental health topics.
✅ Being open and authentic about your own experiences if you are comfortable
✅ Engaging with mental health topics rather than avoiding them because they can be “awkward” or “uncomfortable”
✅ Highlighting mental health resources provided by your company in team meetings and townhalls
✅ Being on the lookout for signs of mental health struggles for those on the team (and expecting your managers to do the same), and
✅ Setting the example of how to be successful at work while caring for your own mental well-being.
You never know how these small actions might make all the difference when it matters most.