Mental Health Support Approaches

20% of adults live with chronic mental illness. That's 1 in 5 of your employees dealing with conditions like depression, anxiety, or bipolar disorder. And most of our workplace mental health initiatives? They're built for crisis management, not long-term support. I just read new research from Emily Rosado-Solomon and Sherry M.B. Thatcher that challenges how we think about supporting these employees. The key insight? The coping strategies people develop during their GOOD days determine how well they navigate their hard days. What does this mean for leaders? It's not about teaching people how to "manage" their conditions. Most employees with chronic mental illness already know what they need. It's about removing the barriers that keep them from accessing it. Three practical shifts: Invest in authentic relationships. Create space for genuine workplace connections to develop. Design offices with both communal AND private spaces. Model that it's okay to talk about hobbies and life outside work. Don't force team bonding—make room for it. Strong relationships with coworkers who understand your specific work context become lifelines during difficult moments. Real flexibility matters. Not "you can work from home on Fridays" flexibility. I'm talking about the kind that lets someone attend therapy on a Tuesday at 2pm without guilt or explanation. Benefits that actually work. Robust mental health coverage isn't a perk—it's essential. Include access to diverse providers who reflect different cultural backgrounds and therapeutic approaches. This isn't just good DEI practice. It's good business. Employees with chronic mental illness bring extraordinary value to organizations. But only when we stop treating mental health support as a checkbox and start building systems that work for people's actual lives. The question isn't whether you have an EAP. It's whether you're providing the kind of ongoing support that makes crises few and far between. #DEI #MentalHealthAtWork #InclusiveLeadership #WorkplaceWellness #HRLeadership https://lnkd.in/gzn_AmxV

The updated Framework for Mentally Healthy Workplaces model presents a comprehensive overview of strategies designed to enhance mental wellbeing, minimise harm, and facilitate recovery. Creating a workplace that prioritises #mentalhealth goes beyond just addressing issues as they arise - it’s about a taking a proactive, integrated approach. The integrated model underpins all the work we do at FlourishDx. It involves considering workplace mental health as a population health issue and having systems to Protect, Respond and Promote. 🛡️ Protect: The Protect pillar focuses on identifying psychosocial hazards and managing their risks before they lead to harm. By embedding systems and policies that target potential hazards - such as work overload, poor communication, or inadequate support - organisations can create a safer environment for employees. Key strategies include enhancing job control, improving organisational communication, and building strong social support systems. 🩺 Respond: When psychosocial risks do materialize, having a robust Response system is crucial. This involves clear procedures for managing incidents, supporting affected employees, and ensuring a quick recovery. Effective response strategies often include providing access to Employee Assistance Programs (EAPs), investigating complaints, applying bullying and harassment policies, and directing to professional support to those experiencing mental ill-health. 🌱 Promote: Going beyond prevention and response, the Promote pillar is about fostering an environment that actively enhances employee wellbeing. This could involve considering job design to increase autonomy and satisfaction, promoting flexible work arrangements, and offering mental wellbeing programs to build self-care skills and habits. By integrating these three elements - Protect, Respond, and Promote - organisations can create a sustainable workforce that not only manages risks but flourishes in a supportive, mentally healthy environment. Check out the full open-access article here: https://lnkd.in/g_R_Wa9E #psychosocialriskmanagement #psychhealthandsafety #iso45003 #workplacementalhealth

Psychosocial therapies are not “alternative.” They are evidence-based. They are relational. And for many people, they are life-saving. For decades, mental health conversations have been dominated by medication-first narratives. Medication can be helpful and sometimes essential — but it is not the whole story. What science, practice, and lived experience increasingly show is this: Recovery happens in relationships, meaning-making, and skill-building — not only in chemistry. Research consistently demonstrates that for many conditions, psychosocial therapies are as effective as, or more effective than, medication, especially in the long term: -Depression — Cognitive Behavioral Therapy (CBT) not only reduces symptoms but shows lower relapse rates than antidepressants alone. -Anxiety disorders — Exposure-based therapies, mindfulness, and biofeedback often outperform medication in sustaining recovery. -OCD — Exposure and Response Prevention (ERP) remains the gold standard, with stronger long-term outcomes than pharmacological treatment. -PTSD — EMDR, trauma-focused exposure, and somatic approaches help the nervous system reprocess trauma, not just suppress symptoms. -Bipolar disorder — Psychoeducation, peer support, routine stabilization, and therapy significantly reduce relapse and hospitalization. -Psychosis — Open Dialogue and relational approaches challenge the idea that lifelong medication is the only path, especially after a first episode. What unites these approaches is not technique — it is respect for the person behind the diagnosis. At Mind Compass Hub, we work from one core belief: -Symptoms are signals, not failures. -Healing is not about “fixing” people — it’s about restoring agency, safety, and coherence. Psychosocial therapy helps people: -understand their internal world -regulate emotions and the nervous system -rebuild trust — in themselves and others -develop tools that remain long after therapy ends. This is not anti-medication. This is pro-human. Mental health care must move away from quick labeling and symptom silencing, and toward integrated, compassionate, evidence-based care that sees people in their full complexity. Healing is not linear. Recovery is not passive. And therapy is not a last resort — it is a foundation. If we want resilient individuals and healthier societies, we must invest in approaches that treat people as participants in their healing, not just patients. Mind Compass Hub / Psychology • Therapy • Human-centered recovery #MindCompassHub #MentalHealth #PsychosocialTherapy #TraumaInformedCare #CBT #EMDR #OpenDialogue #OCDRecovery #PTSDHealing #AnxietySupport #DepressionRecovery #PsychosisAwareness #HumanCenteredCare #TherapyWorks #MentalHealthMatters

There is growing concern in corporate mental health, especially within the Middle East, where traditional, one-size-fits-all approaches to employee mental health often miss the mark. Given the current regional context, exposure to painful conflicts, employees face specific challenges—such as secondary trauma, vicarious trauma, and PTSD—that standard wellness programs might not adequately address. The current trend of expecting managers to bridge the gap between employees' needs and corporate mental health programs is problematic. While managers can and should offer support, expecting them to manage complex mental health issues without specialized training or resources is both unrealistic and potentially harmful. The solution would involve organizations adopting trauma-informed policies and creating a workplace culture that understands and responds sensitively to these needs. These could include: 1. When choosing mental health trainings or wellness programs, make sure they are culturally tailored and region specific. 2. Have trauma-informed policies and practices which could include defining boundaries around managers' roles in supporting employees, acknowledging that they are not therapists. These policies should focus on recognizing trauma symptoms, avoiding re-traumatization, and connecting employees to appropriate mental health resources. Also, considering flexible work options for employees struggling with their mental health or having a trauma reaction. These flex work options could include having a workplace that has quiet rooms, or allow for remote work days, or flexible hours, to allow space for self-care and recovery. 3. Offer access to mental health professionals who are both trauma-informed and culturally aware, partnering with regional mental health providers who understand the local context. 4. Expand the corporate “wellness” agenda to include workshops and seminars about vicarious trauma, PTSD, and secondary trauma, focusing on how these issues can affect them indirectly through news, social connections, or work responsibilities. 5. Offer employees routine emotional well-being check-ins with a mental health professional, where they can discuss their concerns in a confidential setting, especially after significant regional events or traumatic incidents. You can also consider group debriefings for teams who may be experiencing vicarious trauma due to their work or regional news. Structured support sessions can help individuals process collective experiences. #BigIdeas2025

Mental Health First Aid 101: What You Need to Know Have you ever noticed a colleague at work go from outspoken to increasingly withdrawn, missing deadlines, and avoiding conversations? You notice, but you’re unsure how to help. Or has a friend shared that they’re feeling hopeless, and you struggle to find the right words. Situations like these are more common than we think. The Mental Health First Aid (MHFA) is a framework designed to empower anyone to provide initial support to someone experiencing a mental health challenge or crisis. Here are some actionable steps from Mental Health First Aid that can help you make a real difference in such situations: 📌Recognize the signs: Be alert to changes in behavior, mood, or appearance. Common signs include withdrawal, persistent sadness, difficulty concentrating, irritability, or excessive worry. 📌 Approach and listen: If you notice someone struggling, approach them in a private and non-judgmental way. Use open-ended questions like, “I’ve noticed you seem different lately. Would you like to talk about it?” 📌 Offer support without judgment: Listening is powerful. Avoid interrupting or offering unsolicited advice. Instead, acknowledge their feelings with statements like, “That sounds really difficult. I’m here for you.” 📌 Encourage professional help: Mental health first aid doesn't mean solving the problem but guiding the person to appropriate resources. This could mean suggesting they speak with a counselor, a trusted doctor, or calling a crisis hotline. 📌 Provide resources and follow Up: Share helpful resources, like local mental health services or online platforms. Check back with the person after your initial conversation to show ongoing support. Mental health challenges are becoming increasingly common, equipping ourselves with these skills is essential. MHFA training is a great way to learn and practice these techniques. What would your workplace or community look like if everyone had the tools to respond to mental health challenges with confidence and compassion?

Improving mental health at work requires shifting from individual programs to organisational-level interventions. Research shows that systemic changes—like flexible scheduling, better job design, and improved management practices—are more effective in addressing mental health than individual approaches like mindfulness or stress management. We recommend using the hierarchy of controls adapted to psychosocial risk to inform your organisational interventions. It starts with eliminating hazards, for example reducing excessive workloads and ensuring effective job design. Next, focus on substitution. For example use flexible work models. Engineering controls could include implementing systems for open communication, allowing employees to voice concerns. Administrative controls should focus on managerial training to understand how to spot and manage psychosocial risk. Finally, individual-level interventions, while helpful, should only be supplementary. Key Organisational Strategies: • Eliminate Hazards: Reduce excessive workloads and improve job design . Substitute Harmful Practices: Implement flexible work models that reduce stress and increase autonomy. • Engineering Controls: Develop systems for open communication, allowing employees to voice concerns safely. • Administrative Controls: Train managers to support employee mental health proactively and ensure fair work practices. • Individual-level Interventions: While helpful, these should be supplementary to organisational changes. The future of mental health at work relies on addressing the root causes of stress through organisational solutions, creating a healthier, more supportive environment for all employees. #MentalHealthAtWork #OrganisationalChange #WorkplaceWellbeing #BurnoutPrevention #PsychosocialRiskManagement #PsychosocialHealthandSafety

𝐓𝐡𝐞𝐫𝐚𝐩𝐲 𝐓𝐚𝐢𝐥𝐨𝐫𝐞𝐝 𝐭𝐨 𝐘𝐨𝐮𝐫 𝐍𝐞𝐞𝐝𝐬: 𝑪𝒉𝒐𝒐𝒔𝒊𝒏𝒈 𝒕𝒉𝒆 𝑹𝒊𝒈𝒉𝒕 𝑨𝒑𝒑𝒓𝒐𝒂𝒄𝒉 𝒇𝒐𝒓 𝑴𝒆𝒏𝒕𝒂𝒍 𝑾𝒆𝒍𝒍-𝒃𝒆𝒊𝒏𝒈 When it comes to mental health, one size does not fit all. Therapy approaches are as diverse as the challenges we face. Here's a simple guide to help you find the right therapeutic approach based on your needs: 🌟 𝑵𝒆𝒆𝒅 𝒂 𝒑𝒐𝒔𝒊𝒕𝒊𝒗𝒆 𝒂𝒏𝒅 𝒄𝒐𝒎𝒑𝒂𝒔𝒔𝒊𝒐𝒏𝒂𝒕𝒆 𝒆𝒂𝒓? Try the Humanistic Approach for a supportive, non-judgmental environment. 💡 𝑾𝒂𝒏𝒕 𝒕𝒐 𝒎𝒂𝒏𝒂𝒈𝒆 𝒆𝒎𝒐𝒕𝒊𝒐𝒏𝒔 𝒃𝒆𝒕𝒕𝒆𝒓? Dialectical Behavior Therapy (DBT) equips you with skills to handle emotional challenges. 🔍 𝑪𝒖𝒓𝒊𝒐𝒖𝒔 𝒂𝒃𝒐𝒖𝒕 𝒚𝒐𝒖𝒓 𝒊𝒏𝒏𝒆𝒓 𝒕𝒉𝒐𝒖𝒈𝒉𝒕𝒔 𝒂𝒏𝒅 𝒅𝒓𝒆𝒂𝒎𝒔? The Psychoanalytic Approach delves into your subconscious for deeper understanding. 🎯 𝑳𝒐𝒐𝒌𝒊𝒏𝒈 𝒇𝒐𝒓 𝒔𝒉𝒐𝒓𝒕-𝒕𝒆𝒓𝒎, 𝒈𝒐𝒂𝒍-𝒐𝒓𝒊𝒆𝒏𝒕𝒆𝒅 𝒉𝒆𝒍𝒑? Solution-Focused Therapy emphasizes actionable solutions for immediate concerns. 🌀 𝑺𝒕𝒓𝒖𝒈𝒈𝒍𝒊𝒏𝒈 𝒘𝒊𝒕𝒉 𝒖𝒏𝒓𝒆𝒔𝒐𝒍𝒗𝒆𝒅 𝒕𝒓𝒂𝒖𝒎𝒂? Trauma-Informed Therapy or EMDR helps process and heal past wounds. 🤝 𝑾𝒂𝒏𝒕 𝒕𝒐 𝒆𝒎𝒃𝒓𝒂𝒄𝒆 𝒚𝒐𝒖𝒓 𝒂𝒖𝒕𝒉𝒆𝒏𝒕𝒊𝒄 𝒔𝒆𝒍𝒇? Acceptance & Commitment Therapy (ACT) fosters self-acceptance and growth. 🛑 𝑫𝒆𝒂𝒍𝒊𝒏𝒈 𝒘𝒊𝒕𝒉 𝒐𝒃𝒔𝒆𝒔𝒔𝒊𝒐𝒏𝒔 𝒐𝒓 𝒄𝒐𝒎𝒑𝒖𝒍𝒔𝒊𝒐𝒏𝒔? Exposure & Response Prevention Therapy offers structured strategies to cope. 🧘 𝑺𝒆𝒆𝒌𝒊𝒏𝒈 𝒊𝒏𝒏𝒆𝒓 𝒑𝒆𝒂𝒄𝒆 𝒂𝒏𝒅 𝒄𝒐𝒏𝒏𝒆𝒄𝒕𝒊𝒐𝒏? The Mindfulness-Based Approach enhances awareness and tranquility. 💭 𝑳𝒐𝒐𝒌𝒊𝒏𝒈 𝒕𝒐 𝒄𝒉𝒂𝒏𝒈𝒆 𝒏𝒆𝒈𝒂𝒕𝒊𝒗𝒆 𝒔𝒆𝒍𝒇-𝒄𝒐𝒏𝒄𝒆𝒑𝒕𝒔? Cognitive Behavioral Therapy (CBT) helps reframe your thoughts and behaviors. Your mental health journey is unique, and so is the support available. Whether you're dealing with anxiety, trauma, or looking for personal growth, there’s a therapy approach designed for you. 💬 Let’s break the stigma around seeking help and create a space for healing. Share this to raise awareness! #MentalHealthAwareness #TherapyOptions #EmotionalWellBeing #Counseling #GrowthMindset #WellnessJourney 𝐆𝐫𝐚𝐩𝐡𝐢𝐜𝐬 𝐛𝐲: @𝐚𝐧𝐝𝐫𝐞𝐚_𝐞𝐯𝐠𝐞𝐧𝐢𝐨𝐮

Today I had the privilege of joining a panel with Oregon SHRM to discuss how organizations can better support worker mental health. While I’m not a mental health clinician, my work focuses on how workplaces can adapt to meet the evolving needs of their workforce, reexamine the structure of work itself, and provide meaningful support and resources. One key point that always arises is the need for training and development for leaders. Leaders play a critical role in creating environments where employees feel supported - and yet, many don’t know where to start. Here are two evidence-based, free or low-cost resources I recommend: The Safety, Health and Improvement Program (SHIP), Total Worker Health® Toolkit by the Oregon Healthy Workforce Center. Designed for supervisors and managers in any industry, this program facilitates team-based discussions to improve work-life balance. Learn more here: https://lnkd.in/g84FmfKa Psych Hub's Mental Health Ally Training. This resource offers courses to help individuals recognize mental health symptoms, build coping skills, and understand treatment options - equipping them to better support themselves and others. Learn more here: https://lnkd.in/gAv2md22 Building a culture of mental health support starts with small, actionable steps. These tools are great places to begin! #MentalHealth #TotalWorkerHealth #WorkplaceWellbeing