Dr. Sally Spencer-Thomas and David Galvan have a transformative conversation, exploring practical strategies for creating soul-safe workplaces. Gain insights into nurturing authenticity, compassion, and resilience in professional settings. Join us as we pave the way for a new paradigm of work rooted in holistic well-being and collective thriving.
Join us as we explore the intersection of masculinity, mental health, and professional success in traditionally male-dominated industries. In this podcast, we delve into how leveraging strengths inherent in masculinity—such as collaboration, prioritizing safety, reciprocity, perseverance, problem-solving, courage, and honor—can contribute to creating healthier work environments and driving individual and organizational growth. From sharing stories of triumph to discussing practical strategies for promoting mental well-being, in this episode I interview Simon Tyler from Australia. He offers insights and inspiration for navigating challenges, fostering resilience, and unlocking the full potential of men’s mental well-being at work.
His two key takeaways:
Management engagement through leveraging workplace strengths
Mitigate psychosocial hazards related to job design
At the surface level, generational differences in mental health at work are apparent as each generation brings its unique set of values, experiences, and expectations to the workplace….
In this conversation, I speak with Melissa Doman who brings a fresh take on how organizations might bridge these gaps. Her two takeaways:
Move toward each other.
Explore differences to find agreement.
A growing focus in the media, policy circles, and research is emerging on the correlation between work and suicide. Specifically, a growing body of robust evidence links various psychosocial working conditions and job stressors to suicide. Diverse perspectives exist on the current state of evidence concerning causality and intervention, as well as the most suitable policy and practice responses. In this podcast episode, I interview two global experts who share their views from an occupational health & safety (OH&S) standpoint concerning work-related suicide, with a primary emphasis on the potential for working conditions to serve as modifiable risk factors or protective elements in the context of suicide among the working population.
We define work-related suicide as a suicide death that is entirely or partially connected to work or working conditions. We also consider the working conditions of the individuals who died by suicide.
We discuss:
How is work-related suicide defined from an OH&S standpoint?
What are the potential work-related contributors to suicide?
Sharing vulnerabilities as a leader in the context of culture change and mental health at work can include discussing challenges faced, lessons learned, or personal growth experiences. When you are transparent and authentic about the struggles you've faced as a leader and how you've navigated them, you can create a more relatable and trusting work environment….
In this episode, I model vulnerability by sharing my embarrassing anxiety-fueled outtakes as I was fairly star-struck by my guest Newton Cheng.
Newton is a family man, a world champion powerlifter, and the Director of Health + Performance at Google.
Learn why Newton doesn’t like the saying “Bring your whole self to work.”
Newton shares these two takeaways:
Vulnerability can be built like a muscle; saying: "I don't know how to be vulnerable" is being vulnerable and
Start with seeing the human first — treat everyone first as just another human in a certain context.
This episode covers the perfectionist's paradox in leadership.
In the relentless pursuit of perfection, leaders often find themselves entangled in a web of unattainable standards. The paradox of perfectionism, touted as a virtue, becomes a silent accomplice to the insidious clutches of depression. Unveiling the facade of flawless leadership, this podcast episode explores the hidden struggles beneath the polished exterior….
My guest today is Dr. Margaret Rutherford, a clinical psychologist and the author of “Perfectly Hidden Depression: How to Break Free from the Perfectionism That Masks Your Depression.” Her two actionable takeaways are:
Reflect on the question, “Is your perfectionism constructive or destructive?”
Get off the treadmill…
The Bureau of Labor Statistics reports record increases in quit rates, emphasizing the urgency of addressing manager burnout.
…on one hand, stress and burnout among managers not only negatively impact organizational culture but also hinder their ability to foster employee engagement in a highly competitive labor market. On the other hand, the manager’s voice in the workplace mental health movement is essential to it’s success.
In this podcast, I interview Justin Azbill, the Director of National Environmental Health and Safety for Milwaukee Tool and we talk about his experiences with life-threatening burnout and how he turned that pain into the purpose of helping others. His two takeaways for addressing burnout:
Be proactive, not reactive.
Start and end on a positive note.
In neuroscience we often say “what fires together, wires together.”
Imagine your brain is like a big network of roads. These roads are made up of tiny parts called neurons. Neurons are like messengers that help your brain send and receive information. When you learn something new or experience something, like riding a bike or learning a new word, certain neurons in your brain become active…
In this episode, I speak with Sue Stock, an Executive Coach with expertise in neuro-transformation. She shares these two actionable takeaways:
Tip #1 Metaphors challenge the mind
Tip #2 Cross the river and shift your thinking
The bias and discrimination associated with mental health can also affect caregivers, leading to feelings of isolation and shame. Caregivers often play a role in advocating for their loved ones, which can involve challenging stigma and discrimination in society, as well as advocating for better mental health services and resources.
In this interview, I chat with David Otey about his journey through depression and his role as a caregiver for others. We highlight these three action steps:
Normalize asking for help — for a person experiencing distress as well as for the caregiver
Make seeking professional help a first step, not a last resort.
In times of change, ask one simple question that leaders can ask to help people get unstuck.
Workplace mental health screening should be implemented with sensitivity, respect for privacy, and a focus on providing supportive resources to employees. Organizations can create a healthier and more productive work environment by fostering a culture that prioritizes mental health and well-being.
In this podcast, I speak with Maggie Mortali, Senior Program Director at American Foundation for Suicide Prevention, about how workplaces can encourage mental health self-care by giving workers an opportunity to screen themselves for common mental health challenges. Maggie’s three takeaways:
Confidentiality is key.
Voluntary participation promotes respect.
Be a bridge to resources.
While we are all so very attached to our devices, many do not truly appreciate the dark underbelly of the global electronics industry. In this podcast I interview Prof Jenny Chan, who exposed the hazardous working conditions that contributed to the alarming rates of suicide among workers. Her book “Dying for an iPhone” delves into the exploitative practices prevalent in factories producing popular consumer electronics, shedding light on the long hours, low wages, and relentless pressure faced by employees. In our conversation, she uncovers the intricate web connecting these adverse working conditions, mental health struggles, and the tragic outcomes of suicide. Through poignant stories and extensive research, Prof Chan reveals the urgent need for change, urging consumers, corporations, and governments to address the human cost behind the devices we use and demand ethical practices in the industry.
Raising awareness about mental health issues in the workplace is crucial, but it is not enough on its own. Taking action is equally important. Awareness alone does not create tangible changes or provide support for employees who are struggling. Workplace mental health program development should go beyond simply acknowledging the issue and actively work to implement strategies that promote mental well-being, reduce bias, and provide resources for support. By taking action, organizations can create a culture of care, where employees feel supported and empowered to seek help when needed. Action-oriented programs make a real difference in improving mental health outcomes and creating a healthier work environment for everyone involved.
In this interview I speak with workplace mental health advocate Steven Frost. Steven shares these three tips for a quick start to building a workplace mental health program are:
Gain Leadership Buy-in: Messaging of unwavering support from key leaders empowers cultural shifts
Develop a Diverse Team: Representative champion's voices must be heard.
Gather Resources: Upstream, midstream and downstream
Many workplaces are affected by the suicide death of an employee each year, especially considering that a large number of people who die by suicide are working-age adults. Even the suicide deaths of recently terminated employees can have a significant impact on their previous workplaces. The loss of a leader within an organization can cause chaos and trauma. Moreover, suicide deaths of family members, vendors, clients, and associates can also affect employees. Unfortunately, most workplaces are not prepared to respond to such deaths. Common models of grief and bereavement support often focus on returning to work quickly rather than providing meaningful support. It is crucial for workplaces to understand grief, trauma, and suicide contagion and develop effective strategies for supporting employees in the aftermath of a suicide death.
In this interview, I speak with suicide loss survivors Robert and Terri Bogue about workplace suicide grief and trauma and survivor guilt. They share these three tips:
Acknowledge survivor guilt. Address suicide directly -if someone talks about wanting to die, not wanting to be here, or gives away their prized things. – That’s all you can do. You’re not responsible for their decisions.
Meet people where they are in their grief. What do you do when families don’t want the employee’s death discussed as a suicide? Everyone grieves differently. They experience trauma differently. You can’t prescribe how they’ll grieve.
Actively build community after a loss. People will feel the loss of relationship. Create opportunities for them to fill that space.
According to the Money and Mental Health Policy Institute, people with debt are three times more likely to experience suicidal intensity because of the debt. A study by Northwestern Mutual found that 44% of Americans states that financial worries were their #1 stressor, with about one in four stating like they felt depressed about money at least once a month.
Sometimes improving your mental health looks like going to a therapist; sometimes it looks like going to a financial mentor. What most people don’t realize is that many Employee Assistance Programs (“EAP”) have financial counseling services for this reason.
In this episode, I speak with Robert Khachatryan about financial wellness and its connection to mental health. He shares these take-aways:
Provide the tools for financial preventative care.
Create a financially safe space.
Is “stress” all bad?
No.
In fact if you didn’t have any stress in your life you would be bored — and may even feel a little purposeless. Humans need to be challenged mentally and physically. The good side of stress — or Eustress — is what helps us grow and even reach peak performance. It’s where we are thriving.
But sometimes our stress levels tip from Eustress to Distress. Unchecked distress can lead to other mental health challenges like exhaustion, burnout, and crises.
In this episode, I speak with Battalion Chief of the Raleigh Fire Department and founding member of North Carolina’s Peer Support Program, Dena Ali . We talk about the stress continuum and its impact on work performance, and how a powerful antidote for stress is something we often forget to do: PLAY!
