Be informed about mental health challenges
Seek to actively listen
Seek to use supportive language
Notice I didn’t list understanding, because it is unrealistic for us to understand every situation. Plus, understanding shouldn’t be a prerequisite to be empathetic. Nevertheless, we should never seize being curious and aware to the fact that we all go through different experiences in life and we are here to empower people to be the best they can be.
Here are common detrimental mistakes leaders do at workplaces that can easily be prevented:
𝐀𝐦𝐛𝐢𝐠𝐮𝐢𝐭𝐲 — ambiguity is a ticking bomb for people with #anxiety. Let people be prepared and stop catching people off guard or putting them on the spot. 𝐃𝐨𝐧’𝐭 𝐬𝐚𝐲: “We need to talk”. 𝐢𝐧𝐬𝐭𝐞𝐚𝐝 , always give a subject, context, agenda and agree on a mutual timing that fits you both.
𝐌𝐢𝐜𝐫𝐨-𝐚𝐠𝐠𝐫𝐞𝐬𝐬𝐢𝐨𝐧 — is when you are always critical without offering any help, or solutions. Ok! I’ll say it, it is when you are being obnoxious and you’re using the power dynamic as a way to dismantle someone knowing that they can’t fight back because of work hierarchy. 𝐃𝐨𝐧’𝐭 𝐬𝐚𝐲: “We have to talk about your attitude” — 𝐬𝐚𝐲: “You don’t seem like yourself lately. Would you like to talk about it? Let me understand, how we can support you.”𝐃𝐨𝐧’𝐭 𝐬𝐚𝐲: “You seem to be always falling behind on your work. Why can’t you keep up?” — 𝐬𝐚𝐲: “I know that work can sometimes be challenging. Is there anything I can do to help?”
Leaders Have Greater Impact On Employees’ Mental Health. 70% of employees reported that their managers have the greatest impact on them (51% more than their therapist) and 69% more than their spouse. — According to study by Workforce Institute at UKG -done across 10 countries and 3,400 employees.
𝐋𝐞𝐚𝐝𝐞𝐫𝐬, 𝐈𝐟 𝐘𝐨𝐮𝐫 𝐓𝐞𝐚𝐦 𝐂𝐚𝐧’𝐭 𝐖𝐨𝐫𝐤 𝐖𝐢𝐭𝐡𝐨𝐮𝐭 𝐘𝐨𝐮, 𝐘𝐨𝐮’𝐫𝐞 𝐍𝐨𝐭 𝐀 𝐋𝐞𝐚𝐝𝐞𝐫. 𝐘𝐨𝐮’𝐫𝐞 𝐀 𝐌𝐢𝐜𝐫𝐨𝐦𝐚𝐧𝐚𝐠𝐞𝐫.
𝐌𝐢𝐜𝐫𝐨𝐦𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 — ‘Whys’ in general can be critical, disempowering and micromanaging. Substitute the ‘Why’s’ with ‘What’s’ and empower your team to be able to lead on their own and express their opinions.
Why do you do that? to 👉 What's the rationale for doing that?
Why can't we do this? to 👉 What are the challenges?
Why did it fail? to 👉 What can we learn from this?
𝐔𝐬𝐢𝐧𝐠 𝐒𝐮𝐩𝐩𝐨𝐫𝐭𝐢𝐯𝐞 𝐋𝐚𝐧𝐠𝐮𝐚𝐠𝐞 𝐚𝐧𝐝 𝐌𝐢𝐧𝐝𝐟𝐮𝐥 𝐒𝐞𝐦𝐚𝐧𝐭𝐢𝐜𝐬
When talking to members of your team who is or might be having a mental challenge always be mindful of what you’re saying and how it may be precieved. Because once words are uttered it would be very difficult to retrieve. Remember every person has their own vulnerabilities, so stay thoughtful and considerate.
Avoid stigma. 𝐃𝐨𝐧’𝐭 𝐬𝐚𝐲: “Are are depressed.” 𝐬𝐚𝐲: “Do you depprisve disorder.” Always use person-first language — you would never say “You are cancer.” The same goes here. Be mindful that people don’t have to disclose anything unless they come forward to you with something they are struggling with.
When they do, avoid unsolicited advice as it is usually not welcomed. 𝐃𝐨𝐧’𝐭 𝐬𝐚𝐲: “Maybe you should try this or maybe you should take time off”. It can come off as very intrusive. Instead 𝐬𝐚𝐲: “I think you’re very brave, we are here to support you (mention any mental health resources you have at work) I heard ____ can be helpful or has helped me in the past. Would you like to look into it together?”
Also, do offer work adjustments in terms of flexes or hybrid work and working from home, in case that person struggles with noises or social situations at work. Offer them flexible adjustments until they recover.
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