Mental Health Strategies | Workplace Mental Health Institute

Why Forced Positivity Could Be Breaking Your Team

21/08/2025

I was in a meeting once when someone mentioned burnout. You could feel the air change like everyone held their breath for a moment. Nobody spoke. Then someone chirped up with, “Let’s just focus on the positives!”

It was meant to lighten the mood. But the way people shifted in their seats, you could tell it didn’t really land. The silence that followed wasn’t relief. It was the kind of quiet that says, “We don’t talk about this here.”

I’ve seen it happen in plenty of workplaces. A team member admits they’re swamped, maybe even at breaking point, and instead of space to share, they get lines like:

“Just stay positive.”

“Count your blessings.”

“Others have it worse.”

They sound harmless, even kind. But sometimes they shut the door on real conversation. That’s when toxic positivity sneaks in.

What Is Toxic Positivity?

It’s that unspoken expectation to be upbeat, all the time, no matter what’s going on. In a workplace, it can look like:

“We don’t do negativity here.”

“Good vibes only.”

“Let’s not dwell on problems.”

A bit of positivity is healthy. But when it replaces empathy, it sends a message that some feelings don’t belong. People keep things to themselves. Stress builds up. Burnout follows.

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Why It’s a Mental Health Awareness Issue

A healthy workplace isn’t one where everyone says they’re “fine.” It’s one where you can be honest and know you won’t be judged or punished for it.

When staff feel like they can’t speak openly, trust takes a hit. Morale slips. Productivity goes with it. And eventually, good people leave not because they can’t do the job, but because the culture doesn’t feel safe.

That’s why smart organisations put time into mental health awareness programs, strong leadership training, and anti bullying training in the workplace. Toxic positivity might seem softer than workplace bullying, but both can leave people feeling silenced.

What Actually Helps

Positivity doesn’t need to disappear. It just needs to leave room for honesty too.

A few ways to start:

Listen first — sometimes that’s all they need.

Acknowledge feelings — a simple “That sounds tough” can help.

Make openness normal — it’s not weakness to admit you’re struggling.

Train managers — so they spot the signs early and respond with care.

Create safe channels — regular check-ins, policies, and training that show it’s okay to speak up.

It’s Not About Being Negative

At the Workplace Mental Health Institute, we’ve seen the change that happens when teams move away from forced cheerfulness and towards genuine care.

It’s not about inviting negativity. It’s about making room for the truth. That’s how trust grows. That’s how teams stay engaged.

Our programs — from Mental Health Essentials to anti bullying training in the workplace — are built to help leaders and teams create respectful, supportive environments where people can bring their real selves to work.

Because if your team can talk about the hard stuff? They can handle just about anything together.

Author: Peter Diaz

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 organisations 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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What is Trust-Based Relational Intervention?

27/06/2025

A practical approach to trauma and behavior

Sometimes we meet people—children or adults—whose behavior seems difficult, unpredictable or just hard to understand. We might see defiance, withdrawal or emotional outbursts and think, What’s going on with them?

TBRI asks us to ask a different question:

What happened to them?

Developed by Dr. Karyn Purvis and Dr. David Cross, Trust-Based Relational Intervention (TBRI) is a trauma-informed model that helps us support people who’ve experienced adversity—particularly early relational trauma, neglect or chronic stress.

Why does trauma affect behavior?

Trauma—especially when experienced early in life—can shape the way a person sees the world. It can make ordinary situations feel unsafe. It can make connection feel risky. And it can teach someone to protect themselves in ways that, on the outside, look like “bad behavior.”

But what if that behavior is actually a survival response?

TBRI helps us recognise that many challenging behaviors come from a nervous system stuck in protection mode. Before learning can happen, before cooperation is possible, people need to feel safe.

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The Three Pillars of TBRI

Trauma-Based Relational Intervention or TBRI is built around three core principles:

Connection

Before anything else, we build trust. That might mean listening without interrupting, staying calm in conflict or offering simple, consistent routines. Relationships are where healing begins.

Empowerment

We support physical and emotional needs—things like proper hydration, movement, sensory support or even predictable transitions. When someone’s body feels calm and supported their mind can start to open up.

Correction

Only after connection and regulation are in place do we guide behavior. But instead of punishing we teach. We model, we practice together and we correct gently—with respect and consistency.

Who is TBRI for?

Originally designed for children from hard places, TBRI is now being used in:

Classrooms
Foster and adoptive care
Mental health settings
Juvenile justice
Community support work
Workplaces and leadership programs

Because trauma doesn’t stop at childhood. Many adults carry stress responses into their careers and relationships. TBRI gives us a framework to respond with curiosity and compassion, not just control.

Are you looking for a Trauma Informed Practice online course?

What’s different?

Unlike behavior management approaches that focus on consequences or rewards, TBRI looks deeper. It’s grounded in attachment theory, neuroscience and real-life experience. It values structure but always in the context of relationship.

People don’t change because they’re told to.

They change when they feel seen.

When they feel safe.

When they trust the person guiding them.

Conclusion

TBRI isn’t a quick fix. It takes patience, presence and sometimes a shift in mindset. But it works—because it meets people where they are, not where we wish they were.

References:

Purvis, K. B., Cross, D. R., Dansereau, D. F., & Parris, S. R. (2013). Trust-Based Relational Intervention (TBRI): A Systemic Approach to Complex Developmental Trauma. Child & Youth Services, 34(4), 360–386.

Author: Peter Diaz

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10 Strategies to Boost Your Team’s Mental Health in 2025

28/05/2025

A friend of mine recently shared a story about their workplace transformation. He worked in a demanding industry, where stress was part of the daily routine. However, after their company introduced a series of mental health initiatives, including comprehensive mental health training, the atmosphere shifted.

Employees felt heard and supported, leading to increased productivity and overall happiness. This experience underscores the critical role of mental health in fostering a thriving workplace.

“Our workplace transformed after attending the WMHI’s training. Employees felt heard and supported, leading to improved morale and productivity. Prioritising mental health made a lasting positive impact on our culture—these training sessions are essential for any organisation.”

As we move through 2025, mental health should be a top priority for organisations. Here are ten ways to improve mental health in your workplace:

Implement Mental Health Training

Mental health training is the cornerstone of building an informed and supportive workplace. At the Workplace Mental Health Institute, our programs empower managers and employees to recognise the signs of mental health challenges and respond with confidence and care. By taking a proactive approach, we enable early intervention and cultivate a workplace culture that truly prioritises the well-being of its people.

How To:

Training should offer practical advice on creating a positive workplace.
Encourage an open and stigma-free culture where getting help is the norm.

Promote Open Conversations

A workplace culture that encourages open dialogue about mental health can break down stigma. This openness can lead to a more connected and understanding workforce. BUT, there is such a thing as talking too much about it and making it worse! So beware.

How To:

Establish a work culture in which mental health discussions are encouraged but not required.
Train managers to handle such discussions with tact and empathy.
Strike a balance—talking about mental health should be helpful and not taxing.

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Flexible Working Arrangements

The traditional 9-to-5 work model is evolving. Flexibility acknowledges the diverse needs of employees and supports their mental health.

How To:

Offer flexible work arrangements such as teleworking, variable schedules, or compressed workweeks.
Focus on outcomes rather than strict schedules.
Trust the staff to manage their time in a way that will be productive and well-balanced.

Create a Wellness Program

A comprehensive wellness program goes beyond physical health. A robust wellness program equips employees with tools to manage their mental health proactively and include mindfulness sessions, resilience workshops, and stress management training.

How To:

Incorporate activities like mindfulness exercises, guided meditation, or well-being challenges.
Encourage participation through engaging and inclusive programs.
Gather input from employees to keep initiatives relevant and effective.

Provide Access to Resources

Ensure employees have access to mental health resources such as Employee Assistance Programs (EAPs), counseling services, or mental health apps.

How To:

Work with mental health professionals to offer confidential counseling services.
Share information about available resources regularly, so employees know where to turn when they need help.
Normalise using these resources from the top down—if leadership participates, others will follow.

Encourage Breaks

Encouraging regular breaks is crucial for maintaining mental health. Short, frequent breaks can help employees recharge and refocus, preventing burnout.

How To:

Integrate breaks into the work culture in the form of a walk, stretching exercises, or simply taking a break from the screens.
Establish areas where employees can take breaks and relax.
Set the example—when managers take breaks, employees will be comfortable doing the same.

Are you a psychologically safe manager? Take the self assessment to find out.

Recognise and Reward Efforts

Recognition goes a long way in boosting morale and reducing stress. Feeling valued can significantly impact an employee’s mental well-being.

How To:

Express thanks through verbal compliments, handwritten thank-you notes, or team recognition.
Celebrate wins—small or significant—so employees understand that what they do counts.
Customise the recognition to personal preferences; maybe they would love public recognition or just a personal thank you.

Foster a Supportive Environment

Creating a supportive environment involves establishing policies and practices that prioritise mental health.

How To:

Develop clear expectations that support work-life balance.
Empower managers with the tools to facilitate effective support to teams.
Address workplace challenges with an emphasis on well-being instead of just productivity.

Offer Professional Development

Professional growth opportunities contribute to employee satisfaction and mental well-being. Offer training, workshops, and courses that not only advance careers but also include components on managing stress and building resilience.

How To:

Invest in employee learning opportunities to allow employees to grow professionally and personally.
Encourage peer learning and mentoring to promote a sense of belonging.
Keep development accessible—learning shouldn’t add stress, it should inspire growth.

Regularly Assess Workplace Wellbeing

Continual assessment of workplace well-being ensures that mental health strategies remain effective and relevant.

How To:

Communicate with staff through surveys or one-on-one conversations.
Pay attention to workplace trends—burnout, absenteeism, or disengagement may be a sign that change is in order.
Adjust approaches according to actual feedback, not on the assumption of what works.

Applying the above ten tips will go a long way into turning your workplace into a place where people and productivity thrive.

PS. At WMHI, we specialise in creating customised mental health training programs that address the unique needs of each workplace. Our expert team is dedicated to helping your organisation build a thriving, supportive environment. Contact us today to learn more about how we can partner with you to prioritise mental health and achieve lasting positive change.

Read the latest issue of the WorkLife magazine – Building Safe Workplaces

Unveiling Narcissism: Understanding the Personality Disorder that can Destroy Your Relationships

05/04/2023

Narcissism is a personality disorder characterized by an inflated opinion of one’s importance, a lack of empathy for others, and a constant need for admiration and attention.

People with narcissistic personality disorder often have trouble forming strong connections with others and might engage in harmful behaviors to keep their sense of superiority over others. We’ll talk about what narcissism is, how it affects relationships, and how to spot narcissistic traits in people.

What is Narcissism?

Narcissism is classified as personality disorder and characterized by a pervasive pattern of grandiosity, a need for admiration, and a lack of empathy for other people. People with narcissistic personality disorder frequently exaggerate their sense of importance and may think they deserve special attention because they are special or unique. They may constantly crave praise and attention and use coercive or exploitative tactics to get what they want from others.

Narcissistic traits can be acquired, especially if a person is raised in a setting where they are regularly complimented and celebrated for their accomplishments and where their needs and wants are constantly put before those of others. However, it’s crucial to keep in mind that not everyone who grows up in such environments will exhibit narcissistic traits. A number of other variables, such as genetics, brain chemistry, and early experiences, can contribute to the development of narcissism.

Is Narcissism Real Or Just People Being Spoilt, Entitled Or Just Plain Evil?

Narcissism is not only real but it is also a diagnosable personality disorder that is recognized by mental health professionals. While it is true that some individuals who exhibit narcissistic behaviors may be spoiled or entitled, it is crucial to recognize that narcissism is a complex and multifaceted condition that extends beyond simply being self-centered or entitled.

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People with narcissistic personality disorder often have an excessive sense of self-importance, a lack of empathy for how others feel, and an insatiable need for admiration and attention. They may be manipulative or use others for their own gain, and usually have difficulty forming and maintaining healthy relationships. These habits can cause significant damage to both the narcissist and the people around them.

While it can be tempting to label the narcissist as “evil” or morally corrupt, it’s important to remember that these are also people deserving our compassion and that these narcissistic behaviors are often indicative of deep-seated psychological and emotional issues. With the appropriate treatment and support, people with narcissistic personality disorder can change their behaviors and form stronger relationships.

How Narcissism Impacts Relationships

Narcissism has a significant negative impact on relationships. Individuals with narcissistic disorder may find it difficulty to form healthy, long lasting, relationships because they are obsessed with themselves and their own needs. They may not be able to show empathize or understand how others are feeling, which can lead to conflict and problems with others. They may also tend to manipulate or take advantage of others for their own gain, which can be very damaging to relationships.

Check our online course Psychological Self Defense and learn how to stop psychopaths, narcissists and expert manipulators from hurting you.

In romantic relationships, narcissists may be excessively critical of their partner, dismissive of his or her needs, and unwilling to accept responsibility for their actions. When their partner does not meet their expectations or requirements, they may also be quick to anger or display aggression.

People with narcissistic tendencies may be extremely competitive in friendships, always attempting to be the center of attention and coming out on top. They may also be extremely critical of their friends and averse to offer assistance or compassion when their friends are in need.They may be highly ambitious and motivated in the workplace, but they may also be highly critical of their coworkers and averse to collaborate with others. In order to advance their own careers at the expense of others, they may also engage in manipulative or exploitative behavior.

Identifying Narcissistic Tendencies

If you think you or someone you know may have narcissistic tendencies, there are several signs to look out for. These include:

An exaggerated sense of self-importance
A lack of empathy for others
A need for constant admiration and attention
A tendency to manipulate or exploit others

But let us delve into these traits in a little more detail.

Exaggerated sense of self-importance: Narcissistic individuals frequently have an exaggerated sense of their own significance and competence. They might consider themselves special, singular, or deserving of special care, and they might anticipate approval from others. This may result in a lack of humility and a refusal to take into account the opinions or requirements of others.

Lack of empathy for others: The capacity for empathy is the capacity to make sense of and experience other people’s emotions. Narcissistic individuals may find it difficult to empathize with others, concentrating only on their own needs and wants. They might be indifferent to other people’s feelings, intolerant of their concerns, and unable to understand their motivations.

Need for constant admiration and attention: Narcissistic people yearn for praise and adoration from others. In social settings, they might go to great lengths to be the center of attention and actively seek compliments and praise from others to boost their self-esteem. They may become irate or upset when they do not receive the amount of admiration or attention they believe they deserve.

Tendency to manipulate or exploit others: Individuals with narcissistic tendencies may employ tactics of manipulation and exploitation in order to achieve their desired outcomes from others. They may exploit others for personal benefit, without considering their emotional or physical welfare. Individuals may exhibit a willingness to engage in deceptive or dishonest behavior as a means of attaining their objectives.

Both the person with narcissistic tendencies and those around them may be significantly harmed by these traits. While it’s essential to keep in mind that not everyone who exhibits some of these traits is a narcissist, you should be wary if you see a pattern of these behaviors repeated in someone’s behavior. It’s crucial to get support and professional help if you believe that you or someone you know is dealing with narcissistic traits.

What if the narcissist is you?

So how do you know if you have narcissistic tendencies? It can be difficult to recognize these traits in ourselves, but the common signs would be the same. They would include an exaggerated sense of self-importance, a lack of empathy for others, a need for constant admiration and attention, and a tendency to manipulate or exploit others. But if you’re having trouble with your relationships, that could be a sign that you’re the narcissist. Do you tend to fight with others and have difficulty keeping friends or lovers? Do you tend to be rude or inconsiderate of others? Especially if you feel you are better than them? Or are you consistently kind and considerate with people, regardless of how important they seem?

If you suspect that you may have narcissistic tendencies, seeking professional help and support can be a very beneficial step for several reasons:

Understanding and managing your behaviors: You can better understand your narcissistic tendencies and how they affect your relationships and general well-being with the help of a mental health professional. They can also help you to develop a plan for controlling your actions and creating better relationships and routines.

Developing empathy: Lack of concern for others is one of the main traits of narcissism. Working with a mental health professional can help in your development of empathy and help you understand other people’s thoughts and emotions better.

Building healthier relationships: Relationships can be severely compromised by narcissistic behaviors. You can learn how to form and maintain healthier relationships with others, based on mutual respect, empathy, and trust, by working with a mental health professional.

Addressing underlying issues: Narcissistic tendencies may stem from underlying psychological or emotional problems, such as low self-esteem, anxiety, or melancholy. You can address these underlying issues and work towards a more positive and fulfilling life by seeking help from a professional.

In short, seeking professional help for narcissistic tendencies can help you better understand and manage your behaviors, develop empathy and healthier relationships, and address underlying issues that may be contributing to your behaviors. It can be a very positive step towards a more fulfilling and satisfying life.

Conclusion

Narcissism is a complex and multifaceted personality disorder that significantly affects interpersonal relationships. Whether you suspect you have narcissistic tendencies or are concerned about someone else’s behavior, seeking professional help and guidance is wise.

Individuals can work toward a more positive and fulfilling life by understanding and managing narcissistic behaviors, developing empathy and healthier relationships, and addressing underlying issues.

It is never too late to get support and make positive changes for you and those around you. Everyone deserves the opportunity to experience healthy relationships based on mutual respect, empathy, and trust.

Are you a psychologically safe manager? Take the self assessment to find out.

There are several authoritative studies and journals that provide support for the discussion on narcissism above. Here are a few examples:

“Narcissistic Personality Disorder” by Elsa Ronningstam, published in Current Psychiatry Reports in 2016. This article provides an overview of the current research on narcissistic personality disorder, including its prevalence, symptoms, and treatment options.

“The Dark Triad of Personality: Narcissism, Machiavellianism, and Psychopathy” by Delroy L. Paulhus and Kevin M. Williams, published in the Journal of Research in Personality in 2002. This article explores the relationship between narcissism and two other personality traits, Machiavellianism and psychopathy, and their impact on social relationships.

“Narcissistic Personality Disorder and Relational Aggression in a College Population” by Julie A. Martin and Jennifer K. Cukrowicz, published in the Journal of College Counseling in 2009. This study examines the relationship between narcissistic personality disorder and relational aggression in a college population, and provides insights into how narcissism impacts interpersonal relationships.

“The Vulnerable Narcissist: Grandiosity, Shame, and Maladaptive Interpersonal Behavior” by Aaron L. Pincus and Aidan G.C. Wright, published in the Journal of Personality in 2011. This article explores the concept of “vulnerable narcissism,” a subtype of narcissism characterized by a fragile self-esteem and a tendency to experience shame and humiliation.m and a tendency to experience shame

These are just a few examples of the many studies and journals that provide support for the discussion on narcissism.

Author: Peter Diaz

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7 Easy Mental Health Tips Anyone Can Apply

10/02/2023

There is a connection between physical and mental health. Physical health conditions can have a negative impact on mental health, and mental health disorders can increase the risk of developing physical health issues.

Unfortunately, a lot of people often neglect their mental health and wellbeing and develop mental health conditions like anxiety, stress, and depression as a result. You can maintain and enhance your mental health by following these 7 easy tips anyone can apply:

Regular Exercise: Exercise is a proven method for enhancing mental health. In fact, research shows that exercise is as effective or more effective than medication for treating anxiety and mild depression.Regular exercise improves mood, reduces anxiety and depression, and increases self-worth and self-esteem. from the door, placing the printer away from your desk, taking the stairs instead of the lift.

Include physical activity in your daily routine, such as walking, yoga, or running. If you find that too difficult to start with, try tricking your brain into exercising with simple things like parking the car as far away as possible from the door, placing the printer away from your desk, taking the stairs instead of the lift.

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Reduce cortisol levels: Cortisol levels are damaging to your mental and physical health. When cortisol levels are high, we suffer. The main driver of cortisol levels is stress. Make sure you nip stress in the bud. Exercise and coaching are very effective against stress.

Getting Enough Sleep: Sleep is essential for both physical and mental health. The immune system is weakened by insufficient sleep, which tends to also worsen anxiety and depression. That’s why it’s important to get enough good quality sleep. To ensure you get enough rest, set up a sleep schedule, avoid using screens at least two hours before bed, and make a calm sleeping environment. Start by thinking about what you can do to improve your sleep that you are not doing right now, and then apply what you can.

Balanced Diet: You’ve probably heard the saying, ‘you are what you eat’. To a degree, that’s correct in mental health also. Your mental health is impacted by what you eat. Low energy and unstable moods are consequences of a diet heavy in processed foods, bad fats, and sugar. A diet high in fermented food, rich in probiotics, fruits, vegetables, healthy fats, and whole grains, on the other hand, offers crucial nutrients and enhances mental health.

Social Connections: Because people are social creatures, it is essential for mental health to have fulfilling relationships. Feelings of loneliness and isolation can be lessened and general well-being can be increased by spending time with loved ones, giving back to the community, and engaging in social activities.

Limit alcohol and drug consumption: Drugs, including medication, or alcohol can worsen mental health conditions already present. Even medications designed to ameliorate mental health conditions can have the opposite effect in some individuals. Listen to your body and reduce or eliminate the use of any substances that make you feel anxious or unwell.

Practice of mindfulness (or mindful like practices): Mindfulness is a mental state in which one focuses on the right now. Using mindfulness techniques helps people feel calmer, less stressed, and healthier overall. Include mindfulness exercises in your daily routine, such as meditation, deep breathing, or focusing on your surroundings. If mindfulness is not quite your cup of tea, try prayer, or relaxation techniques. What are some relaxation techniques you know and like? You could try things as having a cup of tea, a relaxing bath or shower, walking your dog or even writing a gratitude list.

Download Simple Mental Health Tips infographic.

Keep in mind that a variety of mental health disorders, including stress, depression, and anxiety, can have a negative impact on a person’s quality of life. These mental health conditions may lead to emotional distress, interfere with relationships and employment, and raise the possibility of physical health issues.

You should seek professional help if you’re having ongoing and severe problems with depression or anxiety. A mental health professional can offer assistance, care, and direction to help manage symptoms and enhance general mental health.

The significance of mental health cannot be overstated. For the sake of your physical and mental wellbeing as well as for leading thriving, happy lives, it is vital you maintain good mental health. Now you too can enhance your quality of life and lower your risk of developing mental health disorders by placing a higher priority on your daily practice of these 7 tips.

Are you a psychologically safe manager? Take the self assessment to find out.

Author: Peter Diaz

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This article was first published on The WMHI Global

Find & Unleash Your Voice

22/02/2022

The Never-Ending Search for Health and Agency at Work

When it comes to health in the workplace, most people immediately think of physical health, including preventing accidents, slips, falls, etc. However, research shows that worker´s mental health is just as important, if not more so, than their physical health.

For example, take an office worker who is supremely unhappy with their job. They’re so sad, in fact, that they become clinically depressed and have severe bouts of anxiety. They start showing up late, are disengaged on the job, and call in sick frequently. Some may even consider self-harm or harming their co-workers.

Most would agree this is an unhealthy situation. While physical health may be more readily observed, the fact is that employee´s mental health is just as vital to an organization as their physical health. The question then becomes; what can be done to improve the overall mental health of all employees?

There are of course, a number of different avenues to improving mental health, resilience and wellbeing. But one that is so often overlooked, but which is becoming ever so critical in the modern workplace, is the importance of Freedom of Expression.

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Freedom of Expression and the Mental Health Connection

In The Universal Declaration of Human Rights, Article 10 declares that the right to freedom of opinion and expression is one of the fundamental human rights. Indeed, it may be the most essential human right, as freedom of expression ties deeply into the human psyche.

But what, exactly, is freedom of expression, and why is it so crucial to a person’s mental health? The answer lies in the fact that, while an employee is under the organization’s auspices for whom they work, they are expected to do their work and be productive. However, they are still an autonomous individual with their own opinions, beliefs, and values.

Freedom of expression is the right to express those opinions, beliefs, and values without fear of reprisal, oppression, and censorship. However, the challenge for an employer is to balance an employee’s individual right to expression with the organization’s values, rules, and expectations.

Employees Do Not Have a Constitutional Right to Free Speech

One of the most surprising facts for many people is that, while on the job, freedom of speech laws of the outside world don’t always apply. Even though some may disagree, as an employee, the right to freedom of speech is relatively limited. For example, an employee who publicly says or writes something inflammatory about the company can face legal charges.

Of course, the average employee is never going to do anything of the sort. Many enjoy their job,but, without the freedom to express themselves, languish at their jobs while anxiety and depression take their toll. That’s a problem that has with nothing to do with free speech but rather an employee feeling that their voice, opinions, and ideas have no value.

Methods to Empower Freedom of Expression

Giving employees the ability to fully express their ideas and opinions on the job isn’t something that happens naturally for most organizations. Frankly, it’s ingrained into most workers that “rocking the boat” isn’t a good plan (especially if they want to remain employed).

In the industrial age, we had a very different approach to work. People who got hired to work on a factory line, exchanged their time and physical labor for money. There was no need nor expectation that they would have an input into the systems or procedures. But now, we are no longer in the industrial age. Times are very different.

In the current pandemic/post pandemic workplace, more and more employees are re-evaluating their work and lives, with many opting out of the workforce entirely (heard of the Great resignation?). Those who remain are demanding greater flexibility, greater collaboration, and greater opportunity to contribute their perspectives and ideas in the workplace. At the very least, to be our selves at work. Many workplaces too, are providing support for the ´whole person´, recognizing that as human beings, the personal does impact the professional and vice versa.

For that reason, an organization must make a point of allowing their employees to express their ideas, needs, wants, and any problems they’re having on the job. This is a key element of a psychologically safe workplace. More importantly, action has to be taken that proves their opinions and ideas are being taken seriously. Below are a few excellent methods to do that, including:

Show That Speaking Up is a Positive, Not a Negative

Allowing employees the regular opportunity to give feedback without fear of reprisal is one of the best methods of allowing them to express themselves. The truth is, speaking up takes courage. Getting valuable feedback when that happens can be an incredible ego booster that keeps an employee engaged, happy and productive.

Create a Culture of Feedback in the Workplace

A quick online search for the term “feedback” will reveal millions and millions of results. Why? Because humans love giving their feedback about anything and everything, especially when they feel that they have something to add to the conversation.

This holds true in the workplace as well, where it’s guaranteed that many employees would love to give their feedback about a wide variety of work-related topics. The key as an employer is to provide them with an open forum to do just that.

This requires much more than a simple “Suggestion Box” on the wall, it is about communicating that the feedback is heard, genuinely considered, and acted upon in one form or another.

When your organization has a culture of seeking feedback and taking action on it, the response from employees is highly positive. One reason may be that, by allowing unfettered feedback, an employer (or manager) showcases their humility. This, in turn, elevates the status of the team member who was seeking feedback. The result is a standard of psychological safety that doesn’t just allow for freedom of expression; it actively encourages that expression on behalf of all employees.

Look at Complaints and Grievances as Important Data

It’s easy to see complaints and grievances as nuisances, especially if they aren’t particularly true or correct. On the other hand, if you look at the information provided as data, you can often learn valuable information that, in the end, helps the organization.

Indeed, many a positive change has come from an employee expressing themself about a negative situation. Without freedom of expression in the workplace, these positive (and frequently profitable) changes would never occur.

Employee Agency and Mental Health Are Closely Tied Together

By ´agency´ we mean personal agency – the sense of confidence that staff member has that they can influence, and make an impact on their world – in this case, the workplace.

At the end of the day, an employee’s agency and mental health while on the job are closely related. One compliments the other, with more fulfilled, engaged, and productive employees as a result.

For these reasons, giving all employees a voice is vitally important to an organization’s success. Yes, limits and structure need to be put in place, but the resulting changes will contribute to a workplace where mental health issues are low, and satisfaction levels are high. That’s a win-win situation for all involved.

In short, when an organization allows its employees to unleash their voice, the entire organization benefits. In the never-ending search for health and agency, freedom of expression in the workplace is a proven, profitable solution.

Read the WorkLife Magazine – The Freedom to Express

Looking after your Social Connection

17/02/2021

Moving from Conflict and Separation to Love and Belonging

As we counted down to the New Year, around the world millions of people were pleased to see the end of what for many has been the most challenging year in recent history, if not in their lifetime, and to welcome in a new year, with hope for something at least a bit more positive.

Observing the mixed emotions and reactions across different platforms including both mainstream and social media, one word seemed to keep coming up as important for people everywhere: Connection.

It shouldn’t be surprising really, that after a year of social distancing, quarantining, isolation and disconnection, that people are yearning to reconnect.

We are social beings after all. If you think back to our caveman times (well, you can imagine at least), we went from being lone homo sapiens wandering the lands, to forming tribes, who had a better chance of survival by coming together to fight the sabre tooth tiger and raise offspring together as a community.

But besides survival, was there another benefit? Perhaps psychological in nature?

Maslow’s hierarchy of needs suggests that once our basic physiological and safety needs are met, we then seek to fulfil our need for love and belonging. And there it is, we need connection not just for physical survival but for our psychological survival and wellbeing.

Social distancing has meant not just a physical distancing between people, it has also meant an emotional distancing.

Perhaps one of the most distressing phenomena we have observed in the last 12 months has been the increased amount of conflict brought about by world events and the stresses that it creates. I´m sure you can think of examples of the following:

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Conflict between family members with different perspectives or different levels of risk tolerance–with some questioning whether we should we have that get together or not, others feeling hurt or rejected when family members are too afraid to see them – sometimes even their own parents or children. Or perhaps they do get together and then argue about the politics of it all.
Friends fighting on social media about the definition of pandemic, about how many masks to wear, about the pros and cons of lockdown, quarantines, presidents and prime ministers. We’ve even seen close friends of decades end relationships on the basis of philosophical differences. Of course, the trolls jump in to stir up the drama and discontent.
Partners who have become ‘COVID casualties’, no longer able to sustain a romantic relationship, either due to distance or domestic distress.
News articles about brawls in the street, fights in the supermarket, not to mention protests, riots and the like.

Indeed, it seems stress levels are at an all-time high, and conflict is at every turn.

Considering Moving to a Deserted Island?

Most people have at some point entertained the idea of escaping to a deserted island (if you could find a plane to get there!). When we keep coming into contact with people in a conflictual space (whether overt or covert) it can make us want to stop contacting and connecting with people at all. When every interaction raises our emotional temperature or requires a greater amount of emotional regulation on our part, no wonder we are feeling burned out by people. When the world and everyone in it is crazy, it is easy to want to withdraw from it all, in a self-imposed quarantine.

The problem is that while getting away from everyone may sound lovely, peaceful and refreshing, and indeed there can be many benefits from periods of self-reflection, it´s not a long term solution. The flip side is loneliness.

Loneliness has been recognized amongst psychologists as a huge concern for mental health, long before we ever knew what social distancing was:

A 2018 survey from The Economist and the Kaiser Family Foundation (KFF), found that more than two in ten adults in the United States (22%) and the United Kingdom (23%) say they always or often feel lonely, lack companionship, or feel left out or isolated.
A Cigna survey revealed that nearly half of Americans always or sometimes feel alone (46%) or left out (47%). 54% said they always or sometimes feel that no one knows them well.
And in a nationwide survey from the BBC, a third of Brits said they often or very often feel lonely.

And loneliness is not so much about being physically separate from people, as it is about feeling emotionally separate. That’s why you can be physically in contact with people, yet still feel lonely, or vice versa, oceans apart yet still feel loved and connected.

What are the benefits of Social Connection?

It is well evidenced that we DO benefit from positive social connections, mentally, emotionally, and physically:

Quality relationships help maintain brain health, slowing down cognitive decline and reducing risk of dementia.
Helps you live longer: a review of 148 studies shows that people with stronger social relationships improve their likelihood of survival by 50%.
Reduces susceptibility to inflammation and viral infection, something we should all be interested in right now, and helps us to recover from disease faster.
Lowers rates of anxiety and depression.
Better emotion regulation skills.

And conversely, lack of social relationships has been found to have a detrimental effect that is just as bad as smoking, high blood pressure or obesity, in terms of their association with illness and death.

What Do We Do About It?

So, if getting away from them all isn’t the answer, what can we do to reduce the conflict, and the so often subsequent distress and create more positive social connections with people?

1. Turn off the News / Social Media?

News and social media are part of the problem. In a previous article of WorkLife we talked about how the media feeds on fear and negativity to capture our attention and sell. Hence, it is clear that it is good to unplug from time to time. The problem is not with the mediums themselves, they are just a tool after all, the problem is that it is practically impossible to control the type of input you are getting. So even the most self-aware person with great mental habits cannot fight against our natural emotional responses to emotional content, nor can we beat the bots who program us for heightened emotional arousal (and therefore sales in advertising).

Is it realistic to stop using these tools altogether in this day and age? Well, those who do, report being happy with the decision, but for many of us this may be quite drastic. And it can have the unwanted side effect of further disconnection from others. So, if you do decide to unplug for a while, make sure you are filling that gap with other, more healthy types of connection.

2. Manage Your Own Responses to People

Yes, people can be jerks. But part of our development as adult human beings is to learn to navigate that. In fact, that is something we strive to teach our children from the first moment they begin to interact with other children.

Emotional intelligence is about being able to empathize, understand others, manage our own emotions, and relationships with people, not to run away and withdraw from others.

It’s good to be humble and remember that we have also been jerks to others at some point in our lives. Wasn’t it nice when others made room for our shortcomings? It can be helpful to step into a place of compassion, remembering that most people are doing the best they can with the resources (emotional or otherwise) they have available. Instead of allowing yourself to get frustrated or angry with others, recognize that they may actually be struggling themselves. This will allow you to approach them with greater kindness, or at the very least, help you to cool down a little while you consider your response.

3. Respect Diversity

Respect for diversity is crucial if you are going to have other people in your life. Not just diversity of gender, race or culture, but diversity of perspectives, beliefs and opinions. Because as soon as you have more than one person in a room,sooner or later differences of opinion, great or small, are unavoidable.

While it can feel great to surround ourselves with like minded people, there are benefits to having people from all walks of life, perspectives and ideologies in your social circle. It makes you a more well-rounded person.

In fact, many people love the sport of engaging in a debate over the merits and pitfalls of different ideas, but this only works if both people enjoy the debate, and it is done with a great deal of respect for the other person as a person, and therefore entitled to their beliefs.

At the end of the day, the world is full of different people. It would be pretty boring if we all thought and behaved the same. So, if you are going to nurture your relationships and social connections, “to each to their own” is a pretty wise philosophy to adopt. Stop trying to change or control everyone else (an impossible task), and immediately a weight will be lifted off your shoulders.

4. Listen to Understand

“But I can’t actually respect their opinion because it is not just different, it’s immoral, evil or downright dangerous!”, you may say. Unfortunately, adding a moral judgement doesn’t help matters. But consider for a moment – is it REALLY likely that your partner/family member / friend / colleague who previously was a regular ‘good’ person with positive intentions, overnight turned into a horrible, reckless person with no care nor concern for others? Or is it more likely that perhaps you´re not really hearing what they are trying to communicate. Nor them, you.

Genuinely try to step into their shoes, and understand what they are saying, even if you already have a counter argument for it in your own head. Where are they coming from? What is leading them to come to a conclusion so different from yours? Get curious. There might even be something to learn here.

Consciously remind yourself that ultimately, they have a good intention. You may disagree on the details but it’s likely that you both want to see the same outcome, you just have different ideas on how to get there.

5. Agree to Disagree

With so many polarizing topics being discussed right now, sometimes it is simply best to agree to disagree. As mentioned, diversity is good, but we don´t want to be so divided we can´t function. With some people it might be best to agree not to discuss certain topics. That is fine too. You can still love each other and bring a lot of positive to each other’s lives. Know which conversations to have with whom, and when.

6. Don’t Make Decisions in a Crisis

Sure, take some time out from people if you need to, but keep it in balance. Don’t write off entire relationships on the basis of one disagreement, or a relatively short period of discontent or distress.

In psychology we have a saying “Don’t make decisions in a crisis” which is pretty good advice in a whole range of scenarios. If you cut off people too easily, or if you only ever have relationships with people who never hurt you, offend you, anger you, disappoint you, or let you down, you will end up a pretty lonely, and bitter, person.

Accept that part of having relationships with other humans means experiencing the lows as well as the highs, accepting people for who they are, even if they are imperfect in your view.

Come Together

Human relationships are complex, messy, and often frustrating, yet they are also necessary, beautiful and meaningful. Make 2021 a year of reconnecting with the people in your life from a place of compassion, love and kindness. There is already enough fear, anger and stress in the world. As has become so abundantly clear – life is short, and we never quite know what is round the corner, so connect in ways that you can be proud of within yourself, so you can live with no regrets.

Author: Peter Diaz

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Read the WorkLife eMag February 2021 Edition – Social Connection

10 Essential Elements of a Workplace Wellness Strategy – Get People Moving

03/12/2020

As Steve Wozniak, the cofounder of Apple, said to me“Take care of your employee’s mental health. It’s a high priority. You’re going to get better performance. Everybody knows that”. And it’s true, when you take care of your employees mental health, businesses perform better. In short, a happy employee is a productive employee.

The good news is that, while happiness is mostly up to the individual, individuals are socially driven. Good environments with good habits set up the stage for individual and collective happiness. Which brings me to element number two – Get People Moving.

Essential Element #2: GET PEOPLE MOVING

What is Get People Moving about? Well, it is about improving the general fitness of individuals. And the number one thing we can do to improve that, is to help people get off their behinds, stand up, and get moving.

Read the first part of this series – 10 Essential Elements of a Workplace Wellness Strategy – EDUCATION

Here are some other good reads on Mental Health and Wellbeing;

Let’s face it, sitting is the new smoking. It’s REALLY bad for you. And, on top of that, it wrecks the look of the bottom half of your body through muscle and organ atrophy (due to lack of exercise and compression) – Oh! You knew that? I figured you did but often we need a reminder. Other times we just need a kick up the butt, but we avoid getting one because we are sitting down (joke lol).

Joking aside, the question to ask is – How can we get more movement into what we do every day? A company I heard of moved the photocopiers back into a room so people would have to get up and walk to get their printing from time to time. I’ve heard that at Zappos, every 20 minutes or so loud music goes off, people get up and start dancing. What are you willing to do?

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I’ve also heard that many of the world’s most successful leaders and business owners have standing desks with a slow moving treadmill under them. Not only does this help their physical and mental health but it also helps ideas to flow.

Look, I get it, you know this stuff. Heck, you might even be the one telling others all about it! But, does that mean you are doing it? Knowing is one thing, doing is another. But it doesn’t have to be a huge effort. Sometimes the biggest difference is made by smallest and simplest change.

What small change can you make today that will bring the most results to your wellbeing?

By the way, we interviewed Jenny and Craig recently on the topic of physical and mental wellness. They are a brilliant couple that have a great approach to this. You can watch the video of the interview here – https://youtu.be/z0WXG-MQZyE

Our next essential element of a workplace wellness strategy will be the Smiling Policy.

Talk soon!

Author: Peter Diaz

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Mental Health Expert Warns: 8 types of manager you could avoid for a mentally healthy workplace

08/11/2019

Bad bosses are to blame for rise in workplace mental health issues

A recent study commissioned by global staffing business, Robert Half, showed that half of workers surveyed quit due to a bad boss. The survey results seem to support the theory that people leave managers, not companies.

Mental Health Expert and the CEO of the Workplace Mental Health Institute, Peter Diaz has warned that bad bosses are contributing to a rise in mental health issues in the workplace. We already know that workplaces are increasingly under more pressure due to the state of the global economy and the level of digital disruption happening across all industries. These pressures are being felt by many people as employees are being asked to do more with less time. At a time when employees need to be further supported given the challenging economic environment, it seems many businesses and managers haven’t got the memo.

Peter Diaz says there are eight types of bad managers you could avoid for a mentally healthy workplace.

1. Rude and Insulting Managers
This type of manager seems to find joy in making others feel less powerful or special. They openly criticise you in front of others and even raise their voice from time to time. Whether they do it on purpose or do it without even realising, this type of behaviour is incredibly destructive. You can let them know how their actions affect you however often this behaviour is attached to narcissistic personalities and those who feel threatened by others. Giving them feedback is unlikely to change their behaviour.

Learn more about Workplace Mental Health Strategies…

3. Disorganised and Last Minute Managers
This type of manager typically makes their inaction your emergency. I think we have all worked with someone like this and can vouch from personal experience that this type of manager is dangerous and soul destroying. Helping them to better manage themselves and their responsibilities is not your job.

4. Unapproachable and Arrogant Managers
This type of manager is difficult to work with. Often staff will avoid dealing directly with this type of manager because they find them so intimidating. Often when these managers do engage, they are always right and tend to gloat about it. This is a personality and style issue. You can can do your research and work out how to crack their ‘self-loved’ veneer – but it can be a challenging task.

5. Managers Pick and Play with Favourites
Unfortunately, these types of managers are everywhere. They overtly pick favourites and these people seem to get away with blue murder including not doing their job. They also tend to be the ones put up for promotion and other opportunities. Other staff often end up carrying the load which burns people out and leaves them feeling undervalued, underpaid and exploited. You can try to pamper the boss with praise and sell your soul to get into their good books – but if you are a person with a moral compass this usually isn’t the best option.

6. Micromanager
This type of manager will give you things to do and then tell you how to do it and check every aspect of your progress. Most capable staff will only put up with this behaviour for a short period of time before leaving or exploding. The key is to build confidence and trust fast while establishing mechanisms to keep your manager constantly updated. This tends to add so much work to an already busy load that most people move on to other roles to get away from the micromanagement.

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7. Too Busy and Unavailable Managers
We are all busy in the year 2019 – but the people we should be most available for, are our staff. If it means that managers have to get to work earlier, or lock in staff time that can not be double booked, then this is what must happen. Managers who find themselves too busy for their staff are not managers, they are simply absent colleagues. Staff need engagement with their manager, they need to be able to access their manager to discuss and resolve issues and seek guidance on work related matters.

8. Distressed and Overwhelmed Managers
Bosses are human too. When they are distressed and overwhelmed, they can become a risk to the mental health of their team. Self care is very important for bosses too. Here you can encourage your boss to care for themselves. Do things they enjoy and have regular small breaks throughout the day to improve productivity.

Bad managers can cause mental health issues in their workplace, and through bad management they can also worsen issues staff may be experiencing. If we can better equip businesses and managers to understand and deal with mental health issues in the workplace, we can save lives – many lives. Importantly we can also help managers to be better managers.

Peter Diaz and Emi Golding have written and released a book to provide organisations and managers with practical assistance on dealing with mental health in the workplace. Their much anticipated book is called: Mental Wealth: An Essential Guide to Workplace Mental Health and Wellbeing. This latest workplace mental health book provides important guidance for all organisations, leaders and managers on mental health in the workplace and how to build resilient and meaningful cultures and processes that enable organisations to support and appropriately manage those with mental health issues.

It is more important than ever that every business, organisation and manager across the country is positioned to deal with mental health issues and understand the warning signs. We all need to step up and ensure we are taking care of people. The only thing that gets us through hard times is people. We need to help people and support them to cope and to be resilient.

The Workplace Mental Health Institute is the leading peak body for research, advice and training relating to workplace mental health.

The book is available for purchase from a number of different outlets like Amazon, Barnes & Noble, Books-A-Million, Powell’s, Indigo, IndieBound and many other bookstores worldwide and online.

Please visit https://thementalwealthguide.com for more info on this book.

Author: Peter Diaz

Connect with Peter Diaz on:

Tag Archives: Mental Health Strategies

What Is Toxic Positivity?

Why It’s a Mental Health Awareness Issue

What Actually Helps

It’s Not About Being Negative

A practical approach to trauma and behavior

Why does trauma affect behavior?

But what if that behavior is actually a survival response?

The Three Pillars of TBRI

Connection

Empowerment

Correction

Who is TBRI for?

Are you looking for a Trauma Informed Practice online course?

What’s different?

Conclusion

References:

Implement Mental Health Training

Promote Open Conversations

Flexible Working Arrangements

Create a Wellness Program

Provide Access to Resources

Encourage Breaks

Are you a psychologically safe manager? Take the self assessment to find out.

Recognise and Reward Efforts

Foster a Supportive Environment

Offer Professional Development

Regularly Assess Workplace Wellbeing

What is Narcissism?

Is Narcissism Real Or Just People Being Spoilt, Entitled Or Just Plain Evil?

How Narcissism Impacts Relationships

Identifying Narcissistic Tendencies

What if the narcissist is you?

Conclusion

Are you a psychologically safe manager? Take the self assessment to find out.

Download Simple Mental Health Tips infographic.

Are you a psychologically safe manager? Take the self assessment to find out.

The Never-Ending Search for Health and Agency at Work

Freedom of Expression and the Mental Health Connection

Employees Do Not Have a Constitutional Right to Free Speech

Methods to Empower Freedom of Expression

Show That Speaking Up is a Positive, Not a Negative

Create a Culture of Feedback in the Workplace

Look at Complaints and Grievances as Important Data

Employee Agency and Mental Health Are Closely Tied Together

Moving from Conflict and Separation to Love and Belonging

Considering Moving to a Deserted Island?

What are the benefits of Social Connection?

What Do We Do About It?

1. Turn off the News / Social Media?

2. Manage Your Own Responses to People

3. Respect Diversity

4. Listen to Understand

5. Agree to Disagree

6. Don’t Make Decisions in a Crisis

Come Together

Bad bosses are to blame for rise in workplace mental health issues