Welcome

Last week I wrote about the importance of mental health as a leader and shared some of my experiences. This week I want to spend some time looking at the importance of helping your team with mental health.

In today’s world mental health is becoming an ever increasing thing, with more and more people being aware of how things are affecting them and our own knowledge of things.

As a leader there is certainly more expectations when it comes to leading the team than just getting results. You as the leader need to ensure that develop and support your team in the right way.

So lets jump in and find out how you can support your team…

The importance of being on top of mental health

Today’s world is all about being on 24/7. We are expected to respond immediately and do everything that adds stress. With all of this going on plus also world events or current events will also play an impact.

Being on top of mental health across your team is a good thing. This doesn’t mean that you need to be obsessive over this but being aware and trained in this space will be really helpful.

Here are some key things that being on top of and openly talking about mental health within your team will help with:

• Enhances Productivity: When team members feel mentally well, they’re more engaged and efficient. A healthy mind fuels creativity and problem-solving.

• Reduces Absenteeism: Addressing mental health proactively can lead to fewer sick days and lower staff turnover.

• Builds Trust and Loyalty: Showing genuine concern for your team’s wellbeing fosters a supportive environment where people feel valued.

• Promotes a Positive Work Culture: Prioritising mental health sets the tone for openness and respect within the team.

• Ethical and Legal Responsibility: As a leader, you have a duty of care to your team. Being attentive to mental health is part of fulfilling this obligation.

Things to look out for

In today’s world it can be challenging for leaders to understand how mental health impacts others. But there are things that you should be on the look out for. These should not be a hard and fast rule, just because someone has some of these does not mean that they are struggling with mental health.

1. Changes in Behaviour: Sudden shifts like withdrawal from team activities, irritability, or decreased performance.

2. Increased Absenteeism: Frequent sick days or lateness might signal underlying issues.

3. Reduced Engagement: Lack of enthusiasm or participation in meetings and projects.

4. Physical Signs of Stress: Fatigue, headaches, or other stress-related symptoms mentioned by team members.

5. Emotional Outbursts: Uncharacteristic displays of emotion, such as anger or tears, can be a cry for help.

During your meetings with the individual you should be starting your 1:1’s ask how they are getting on, get to know their emotional sense. Use a check-in system with the team that helps you understand how people are feeling across the teams.

Guidance for new managers

• Educate Yourself: Understand common mental health issues to better support your team.

• Be Approachable: Let your team know you’re available to talk and that their wellbeing matters.

• Avoid Assumptions: Don’t jump to conclusions about someone’s behaviour; instead, offer support.

• Respect Confidentiality: Keep personal disclosures private unless there’s a need to involve others for safety reasons.

• Know Your Limits: You’re not expected to be a counsellor. Know when to suggest professional help.

Practical Tips for Doing This Well

1. Foster Open Communication: Create a safe space where team members feel comfortable discussing their wellbeing. Regular check-ins can make a big difference.

2. Provide Resources: Share information about mental health support available within your organisation or externally.

3. Lead by Example: Show that you prioritise your own mental health. Take breaks and manage your workload effectively.

4. Offer Flexibility: Where possible, allow flexible working arrangements to help balance personal and professional demands.

5. Encourage Work-Life Balance: Promote taking full lunch breaks, holidays, and disconnecting after work hours.

I hope that you have found this week useful and really helpful to apply to your team.

Book of the week

The Manager’s Guide to Mental Health

“The Manager’s Guide to Mental Health” is a practical resource that equips leaders with the knowledge and tools to support mental wellbeing within their teams. The authors delve into the complexities of mental health in the workplace, offering clear guidance on recognising signs of mental distress, approaching sensitive conversations, and fostering a supportive environment. Through real-life scenarios and actionable advice, the book empowers managers to handle mental health issues confidently and compassionately.

Three Key Points

1. Recognising the Signs of Mental Health Issues

   • Application: Learn to identify early indicators of mental health problems, such as changes in behaviour, mood, or performance. By being observant, you can offer support before issues escalate.

   • Benefit: Early intervention can prevent minor issues from becoming major problems, maintaining team wellbeing and productivity.

2. Effective Communication Strategies

   • Application: Discover how to initiate and navigate conversations about mental health with empathy and confidence. The book provides techniques for creating a safe space where team members feel comfortable sharing their concerns.

   • Benefit: Improves trust and openness within the team, ensuring that individuals feel heard and supported.

3. Creating a Supportive Work Environment

   • Application: Implement policies and practices that prioritise mental wellbeing, such as flexible working arrangements, stress management resources, and promoting work-life balance.

   • Benefit: Fosters a culture of openness and reduces stigma around mental health, leading to a more engaged and resilient team.

And that’s a wrap for this week.

I hope that you found it useful and have something that you can take to your teams. If there is one thing practical you can do; perhaps start your weekly team meetings off with a check-in.

PS Enjoyed this content? Then why not check out my free first 90 days course. The course that helps you get set-up and structured in the right way to be a success within your first 90 days as a new leader. Get it here.