champion for mental health...case study #3 participation rate (n=287/330 managers) 87% reported...
TRANSCRIPT
Champion for Mental Healthwith
Voice. Value. Vigilance with Mettie Spiess, CWP
Mettie Spiess, CWPA World Without Suicide
YOU as a Leader StartingYOUR Workplace Mental Health Movement
Today Is All About YOU!
Steps to Effectively Support Employee Mental Health
The Reality
1 in 5 adults are diagnosed with a mental health conditions each year.
Awareness: The First Step Toward Change
Steps to Effectively Support Employee Mental Health
Objection #1
Mental Health is “Too Personal”
The Truth
Top #2 Request is Mental Health Support
Source: Healics Health Professionals 160,000 employees surveyed nation-wide 2017
Stigma Crushing Like a Boss
“Died by suicide”
Use Stigma-Free Language
“She’s/He’s schizophrenic” “She/He lives with schizophrenia”
“Committed suicide”
Avoid using ‘crazy’ ‘so bipolar’ ‘nuts’ ‘victim’
Use: ’struggles with’ or ‘survivor of’
What YOU Can DoStrategy #1
What YOU Can Do
Acknowledge Concern & Offer Support
Acknowledge concern/struggle“I am so sorry you are struggling”“I know you are going through a lot right now”
Offer your support“We will get through this”“How can I help support you?”
• Minimizing their struggle• Suggesting the problem
will resolve on its own• Platitudes• Diagnosing them
Strategy #2
Culture of VOICE- What YOU Can Do
To acknowledge YOUR concerns…
Voice Your Commitment to Supporting Mental Health
What ORGANIZATIONS Can Do
Strategy #3
3 Ways Your Organization Can VOICE Their Commitment
What ORGANIZATIONS Can Do
1. Send out a company-wide email stating commitment & listing available support (Template in Stigma-FREE Blueprint)
2. Live pledge by top leadership
3. Create & include pledge in employee handbook
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Host an Educational Event to Start a Conversation About Mental Health
What ORGANIZATIONS Can Do
Strategy #4
3 Events to Break the Silence
What ORGANIZATIONS Can Do
• Host an “Out of the Darkness” Walk through afsp.org
• Bring in a speaker to share a stigma-crushing message AND resilience techniques
• Awareness campaign (newsletter, blast emails, awareness posters, etc.)
Mettie Spiess, CWP
81% of employees feel Associated Bank valuesdiversity and inclusion
41% of employees are involved in one or more peer-led inclusion initiatives/events (about 2,050 employees)
Case Study #1
Source: Associated Bank Independent Self-Reported Data (n=5000)
Achieving Step 1
As Leaders• Use stigma-free language
• Acknowledge concern & offer support to coworkers
As Organizations
• Pledge your commitment
• Host an educational event that sparks stigma-free change
Steps to Effectively Support Employee Mental Health
No One Will Use the Support
Objection #2
1. Fear of Losing Their Job2. Perceived Burdensomeness3. Hopelessness & Futureless 4. Feeling Alone/No One Understands5. Embarrassment/Not Wanting to Look Weak
Source: Action Alliance for Suicide Prevention, Console, & FrontierIN.org
Top 5 Reasons Employees Do Not Ask For Help
Source: Dr. Thomas Joiner’s Interpersonal Theory of Suicide, Why People Die By Suicide- Harvard Press
Feelings of Not Belonging
Hopelessness & Futureless
“No one cares about what I am going through.”
“I will always feel this way.”
Perceived Burdensomeness
“Everyone would be better off without me.”
Three Suicidal Mindsets
1 2 3
Critical Points in Leadership
Suicide attempt
or completion
YOU YOUDaily thoughts
and actions
Critical times when you can help
Suicidal thoughts
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Create Social Connection
What YOU Can DoStrategy #5
3 Ways to Create Connection • Team exercises
(trust building, getting to know you, etc.) • Throw a potluck lunch• Mentor a new employee
What YOU Can Do
Equalize Mental Health & Physical Health Initiatives
What ORGANIZATIONS Can Do
=
Strategy #6
3 Ways to Equalize Mental Health & Physical Health
• Create a 1:1 ratio• Ensure MH questions are on your HRA• Create community partnerships
(NAMI, Al-Anon, AA, etc.)
What ORGANIZATIONS Can Do
What ORGANIZATIONS Can Do
Provide and Promote Access to Support in a Variety of Ways
Strategy #7
Six Outreach Avenues
Hotlines
WaysYou Can Support!
Textlines
Group
Chat Support
Video
Apps
Mettie Spiess, CWP
Mettie Spiess, CWP
Case Study #2
36.3% Reduction in absenteeism
22.9% Increase in productivitySource: Caterpillar- Independent Self-Reported Data 90 Days After The Roll-Out
Achieving Step 2
As Leaders
• Create social connection and inclusion
As Organizations
• Equalize MH and PH initiatives• Promote text, video, and group
support to meet all needs
Steps to Effectively Support Employee Mental Health
Achieving Step 3
I’m Not Qualified Objection #3
The Impact:
• Reduces the rates of hospitalizations• Increases the likelihood of staying employed• Decreases symptoms of depression• Provides hope and speeds recovery
Source: National Institutes of Health (Jan 2011), Recovery International (2016), SAMSHA (2016)
Peer Support:
Know the Warning Signs of an Employee in Crisis
What YOU Can DoStrategy #8
Situational. Behavioral. Verbal.
What YOU Can DoStrategy #8
Know How to Support an Employee in Crisis
What YOU Can DoStrategy #9
Suicides in the Workplace
•Question
•Persuade the person to accept help
•Refer to support
Source: QPR Institute, QPRInstitute.com
Step 1: Q- QUESTION
Less Direct Approach:
Has everything that's happened lately made
you think that you just can’t go on
anymore?
Direct Approach:
Are you thinking about suicide?
Step 2: Acknowledge Their Bravery & Pain
INSTEAD OF:
• “It’s always darkest before
the dawn.”
• “Man up.”
TRY:
• “I know you are struggling.
We will get through this.”
• “You are really brave for
telling me this. You are an
important part of this team.
Let’s get you the help that
you need.”
Step 3: Explore Available Support
• Who in your life do you trust to talk about
what you are struggling with?
• Are you currently talking to EAP, a
counselor, etc.?
If they are working with someone call them together to discuss next best steps
Step 4: P- PERSUADE
• “Are you open to speaking with EAP?”
•“Will you let me help you in getting you the support that you need.”
Actively Listen to Their Fears
• Treatment cost
• Losing a job or a promotion
• They will be treated different by peers or leadership
Common Fears:
Step 5: Meet Their Resistance with Truth
Step 6: R- REFER
• The best referral is handing the person the support resource or callingthe resource together.
(EAP, Suicide Prevention Lifeline, local crisis center, etc.)
Engagement Tip: Adjust Your Lense
Strategy #10Strategy #10SStttratttegy ##1100
What ORGANIZATIONS Can Do
Train Your Managers (and Avoid Panic)
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Case Study #3
Participation rate (n=287/330 managers)
87% Reported knowing how to identify and support employees who are struggling with mental health issues
97% Are more comfortable talking to their employees about mental health
86%
Source: Mercury Marine Independent Self-Reported Data
What ORGANIZATIONS Can Do
You play a critical role in starting stigma-FREE change!Effectively supportingemployee mental health is as simple as 1, 2, 3, VOICE. VALUE.VIGILANCE.
Your Stigma-FREE Workplace Blueprint
Have a Plan
Strategy #11
Mettie Spiess, CWP
Bridging the Gap- Ideas to Action
Top 5 Strategies to Securing Leadership Buy-In
• Share the real cost of not addressing stigma/employees remaining untreated>workplacementalhealth.org/depressioncalculator
• Show the VALUE (i.e. RIO case studies and metrics for measuring your success)
Top 5 Strategies to Securing Leadership Buy-In
• Position mental health as a safety priority not just a “wellness goal”
• Invite an ally into the conversation
• Highlight the honest urgency
Copyright © 2016 by Mettie Spiess. All Rights Reserved.
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Mettie Spiess, CWPA World Without Suicide