To all IT leaders and managers, please raise your hand if you’ve ever believed the following as an ultimate truth: “When faced with crisis and challenge, I must put on a brave face, tough it out, and pretend to everyone that I am fine”. You’re in a leadership position. You manage a team. You’re responsible for everything running smoothly. People depend on you. You have to put on a brave face, tough it out. You can’t let them down. You can’t show you’re struggling. You joke about your stress with your colleagues. But you’re fine, honestly, you are! You recommend to your team that they should join the activities coming up for Mental Health Awareness Week. You won’t take part yourself, of course. You don’t have time for that stuff. You’re different. You’re a leader. Your mental health isn’t the priority here. Making sure you hit those targets, oversee that project, achieve that goal – that’s your priority.
We all have mental health
A month on from Mental Health Awareness Week, the human resources (HR) department informs you that someone in your team has been signed off work with depression. As their manager, you wonder why they didn’t come to you to ask for support. You’re unsure what to do next, what the boundaries are, what to tell the rest of your team. The organization just delivered a session last month on mental health: didn’t that make a difference?Here’s the truth of the matter: the one-off, reactive pieces of support for mental health are band-aids, not cures – @EmmaVallely_ #mentalhealth #leadership Click To Tweet
Here’s the truth of the matter: the one-off, reactive pieces of support for mental health are band-aids, not cures. Awareness days are important, but what we need is consistency. Mental health is something we all have. It’s on a spectrum, constantly changing and evolving in the same way that our physical health fluctuates over time. In the middle of a global pandemic, we saw the rate of poor mental health of employees skyrocket.
You may believe that being at work requires a different persona, a poker-faced version of yourself that you switch on at 9am and off again at 6pm. A supportive, mentally healthy culture challenges this belief: it encourages bringing your whole self to work. A truly mentally healthy culture is knowing that you don’t have to pretend to be fine all the time, that talking about your mental health is encouraged, and that this applies to everyone, not only those who are at crisis point.As a leader, expecting your team to be open about their mental health at work without leading by example yourself is entirely unrealistic – @EmmaVallely_ #mentalhealth #leadership Click To Tweet
As a leader, expecting your team to be open about their mental health at work without leading by example yourself is entirely unrealistic. Your team looks up to you and relies on your example to understand what it takes to be a leader. If you believe that toughing it out with a brave face is what leadership requires all the time, your team will follow suit. If leadership won’t talk about mental health, this approach ripples out to the rest of the organization and tells every employee that it’s unsafe to open up.
What makes a mentally healthy culture?
As leaders of an organization, you need to invest in a mentally healthy culture 365 days a year to see positive results. As a leader, you may wonder where to begin. Leading by example is one of the most powerful ways to create positive change. Talk about your own mental health. Share your challenges, your failures, your learnings. Make the conversation accessible for everyone in the organization. The start is hard, and it’s messy. It takes vulnerability. Willingness to be a vulnerable leader, a vulnerable team member, to embrace vulnerability as an integral part of your culture. It also takes patience, hard work, emotional intelligence, self-awareness, and getting pretty uncomfortable in the process.You need to invest in a mentally healthy culture 365 days a year to see positive results. Here @EmmaVallely_ explains why #mentalhealth #leadership Click To Tweet
But if you choose to invest in that proactive approach now, here’s the exciting part: the results one year from now will far exceed the work you put in at the start. Not only does consistency compound, but it also gets easier over time. Vulnerability brings exponential growth, positivity, and creativity to a team. Trust me, I see the results of this investment every day.
Why invest in a mentally healthy culture
Potential future employees are examining your culture before they apply. Current employees are providing reviews of your organization’s support offerings on comparison sites. Some of your employees will be struggling with poor mental health at this very moment, unsure where to turn to for support within the organization, and scared that their team may judge them if they ask for help.
Businesses and leaders should not be afraid of this. You have an incredible opportunity to dig into your culture, understand what it really stands for in practice, and make positive changes to support your people.
Every organization can be the rising tide that lifts and sustains mental health for every employee, their families, and their communities. How? Check out this post by @EmmaVallely_ #mentalhealth #leadership Click To Tweet
The idea of mental health applying only to those who are struggling has been perpetuated by years of stigmatizing language, by the images of a person, head in hands, in an off-putting shade of blue or grey, in offices, on public transport, or online. You can challenge this. Create uplifting branding around mental health. Create opportunities in meetings to discuss mental health free from stigma or judgment. Every organization can be the rising tide that lifts and sustains mental health for every employee, their families, and their communities. That’s the world I see.
Mental health is here for the long run
The mental health conversation has significantly progressed and opened up during the pandemic. The conversation will continue long after COVID-19 and lockdowns are a distant memory. As organizations, as leaders, looking after your people means investing in a mental health strategy and focusing on long-term solutions. We have to lead by example in building a culture that addresses mental health proactively, ensuring more employees move toward the thriving end of the mental health spectrum and away from the struggling end. That Mental Health Awareness Day is over, but your responsibility to keep the conversation going isn’t.
Don’t force-feed your people the idea that you have a supportive culture during those awareness days. Spend that energy on creating and sustaining a mentally healthy culture.
Here’s a challenge for you: take your personal “mask” off today. Choose to show vulnerability, even if it feels messy and uncomfortable. Especially then.