– And How You Can Prevent Your Workplace Losing Valuable Talent To Mental Health Issues.
1 in 6 people is an astonishing and intolerable statistic. The thought of 300,000 people leaving their jobs every year due to mental health and the eye-watering costs of $99bn to the UK economy is enough to make my head hurt. Imagine how else such money could be spent. Imagine how much happier we’d all be if collectively, we had better mental health. The extent of the mental health crisis has got to improve. Creating awareness and talking about it helps but we need action to solve the real problem.
We’ve been issued with public guidelines:
- Create a mental health at work plan
- Build mental health awareness by making information and support accessible
- Encourage open conversations
- Provide good working conditions and ensure employees have a healthy work-life balance
- Promote effective people management, with line managers holding regular conversations about health and well-being with their staff
- Routinely monitor employee mental health
Guidelines from the Thriving at Work report, commissioned by Theresa May, UK
How do you put these into practice?
I’m sure you can download or create a ‘mental health at work plan’ and providing pamphlets and people designed to inform and support is realtively straight forward. Encouraging open conversation however, can be easier said than done, particularly when a culture of covert criticism runs through an organisation. How do you create the trust required for such transparency to translate constructively? Good working conditions; clean, low noise, good lighting, comfy chairs etc. mean little compared to creating a constructive and collaborative culture at the core of the group.
Health has always been seen as a personal or private matter seldom discussed in detail with senior line-managers. Any female employee knows that to tell a male boss you’re got a Doctor’s appointment is enough and qualifying why with the euphemism; ‘women’s troubles’ can even be perceived as too much detail. Why suddenly are we invited to breach this privacy because our health is mental rather than of the physical kind? I’m not too sure I like the idea of my mental health being ‘monitored’ by my workplace. How will it be monitored -against a control test? Surely, that’s cause for more concern and additional anxiety.
We need real fresh thinking and a collaborative approach.
One Way You Can Achieve This:
Upgrade to a more constructive culture, start collaborating more creatively and effectively, building the trust and transparency you need to support each other whilst respecting everyone’s privacy, raise mental health awareness and inform others how best to help themselves with one simple action; by scheduling a 21-minute mind meeting once every two weeks.
If you don’t know what a 21-minute Mind Meeting is or how to host one, then I highly recommend you read the 21-minute Mind Meeting book (see below). If you’re a business builder or a team leader, knowing how to inspire others to better think for themselves will make your job a lot easier. Giving others the confidence and capability to communicate clearly, constructively and creatively, enables concerns to be raised early and solutions to be developed through the consensus of the group. A 21-minute mind meeting once every two weeks will do this for you.
AND… whilst we’re raising awareness for mental health – you can have a copy of the 21-minute Mind Meeting book for FREE. Scroll down, fill out the form and find out how fresh thinking and transparent conversation can boost your organisations mindset.
Wishing you strong mental health.
All the best,
Who am I and why should you listen to me?
In this instance, I’ve been through it – battle scars and trench-mud prove the lessons I learnt in action. As an innovator and inventor, solving the problems of mental health through mindset and mindfulness has fuelled my development in recent years. The cost to the economy is staggering and I don’t believe pharmaceuticals are our only solution. The personal tragedy of lives lost early – the pain… the shame… so, I focus on actionable, practical, implementable solutions – ones that work on the ground – and we’re saving lives. From Sam and Harry who wrote separately suggesting they were no longer suicidal now they had hopes for their futures; visions, structures and viable plans, to Gavin reconstructing his life after a bad break, now saving lives himself and breaking world records! Magda, Jane, Nailla, Teresa… they all have positive experiences to share, many others too – real-life market proof for me, from people whose lives have improved.
You’ll see how this tool works for you – in any environment you work in:
This book is a practical guide to fresh thinking. If you facilitate team meetings, if you lead or manage a group, knowing how to successfully empower others with their own ideas is a valuable skill. Knowing how to seed and nurture a constructive culture so as to better bring brains together is what sets winners in leagues of their own. Discover the easy way to cultivate a constructive culture and become a better transformational leader.
Your complimentary copy of this book will be sent to the email address you provide. Your privacy is protected and we promise not to share your details with 3rd parties.
P.S> Having filled out the above form – check your junkmail if you don’t immediately see an email from me – open the email and follow the download instructions to get your copy of this book.