G stress buildup life events mental health challenges

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a wide range of factors (e.g., stress buildup, life events). Mental health challenges however are often due to a potential gap in one’s ability to cope with stress . Only through conversation and 42 Howatt, B. (2018). The 4 pillars of Total Health Index. - total-health-index/ 43 Howatt, B. (2018). Linking resiliency to health, engagement and productivity. - wellness/36536-linking-resiliency-to-health-engagement-and-produc/ 44 Howatt, B. (2017). How companies can shape workplace culture. - lab/how-companies-can-shape-workplace-culture/article35282871/
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28 education can employees and leaders discover that non-visible issues like mental illness are real and begin to reduce stigma. Support the employee-manager relationship : There is no relationship at work more important than the employee-manager relationship. Most managers are chosen because of their technical, industry and operational skills. Training managers to understand and support employees with mental health problems and illnesses is both advantageous and proactive. When training managers, it can be helpful to provide insight on the difference between good stress, bad stress, mental health and mental illness, as well as the typical signs and symptoms of mental health problems and illnesses. Supporting managers in acquiring the knowledge and skills they need often begins by providing training that builds their competency in how to support employees experiencing stress or mental health problems, including addiction. This training can start by educating leaders on how to evaluate and improve their personal coping skills, how to influence employee coping skills, and defining the managers’ role and what they can do to support employees who are struggling. The wrong time to prepare for a crisis is when in a crisis. Leaders who know what to do will be more confident to act to support employees, more likely understand their role with respect to duty to inquire, understand that their role is to manage performance, and have a keen awareness that building trusting relationships with employees is the foundation for being able to help them when they are in need. Include mental health in your everyday conversations: Normalize mental health throughout your workforce. Avoiding talking about mental health or the experience of those with a mental health problem or illness will only fuel stigma and the negative behaviours and attitudes towards those with mental illnesses. Most employees have a frame of reference of when it comes to physical health and feel comfortable talking about it. The same is not true for mental health. Open conversations through campaigns such as Not Myself Today 45 , peer support programs, education, and internal Facebook chat pages to share stories and successes are things employers can do to crush stigma so people can feel safe chatting about their struggles. No employee needs to suffer alone; through conversations they can be empowered by knowing help is available.
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  • Fall '19
  • mental health, Mental Health Commission of Canada, Mental Health Experience

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