Champion for Mental Health. Voice. Value. Vigilance with Mettie Spiess, CWP. Today Is All About YOU! with. YOU as a Leader Starting

Transcription

1 Champion for Mental Health with Voice. Value. Vigilance with Mettie Spiess, CWP A World Without Suicide Mettie Spiess, CWP Today Is All About YOU! YOU as a Leader Starting YOUR Workplace Mental Health Movement

2 Steps to Effectively Support Employee Mental Health The Reality 1 in 5 adults are diagnosed with a mental health conditions each year.

3 Awareness: The First Step Toward Change Steps to Effectively Support Employee Mental Health

4 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

5 Stigma Crushing Like a Boss What YOU Can Do Strategy #1 Use Stigma-Free Language She s/he s schizophrenic Committed suicide Avoid using crazy so bipolar nuts victim She/He lives with schizophrenia Died by suicide Use: struggles with or survivor of

6 What YOU Can Do Strategy #2 Acknowledge Concern & Offer Support Minimizing their struggle Suggesting the problem will resolve on its own Platitudes Diagnosing them 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? Culture of VOICE- What YOU Can Do To acknowledge YOUR concerns

7 What ORGANIZATIONS Can Do Strategy #3 Voice Your Commitment to Supporting Mental Health What ORGANIZATIONS Can Do 3 Ways Your Organization Can VOICE Their Commitment 1. Send out a company-wide stating commitment & listing available support (Template in Stigma-FREE Blueprint) 2. Live pledge by top leadership 3. Create & include pledge in employee handbook

8 Mettie Spiess, CWP What ORGANIZATIONS Can Do Strategy #4 Host an Educational Event to Start a Conversation About Mental Health

9 What ORGANIZATIONS Can Do 3 Events to Break the Silence 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 s, awareness posters, etc.) Case Study #1 81% of employees feel Associated Bank values diversity and inclusion 41% of employees are involved in one or more peer-led inclusion initiatives/events (about 2,050 employees) Source: Associated Bank Independent Self-Reported Data (n=5000) Mettie Spiess, CWP

10 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

11 No One Will Use the Support Objection #2 Top 5 Reasons Employees Do Not Ask For Help 1. Fear of Losing Their Job 2. Perceived Burdensomeness 3. Hopelessness & Futureless 4. Feeling Alone/No One Understands 5. Embarrassment/Not Wanting to Look Weak Source: Action Alliance for Suicide Prevention, Console, & FrontierIN.org

12 Three Suicidal Mindsets Perceived Burdensomeness Feelings of Not Belonging Hopelessness & Futureless Everyone would be better off without me. No one cares about what I am going through. I will always feel this way. Source: Dr. Thomas Joiner s Interpersonal Theory of Suicide, Why People Die By Suicide- Harvard Press Critical Points in Leadership Critical times when you can help Daily thoughts and actions YOU Suicidal thoughts YOU Suicide attempt or completion MettieSpiess

13 What YOU Can Do Strategy #5 Create Social Connection What YOU Can Do 3 Ways to Create Connection Team exercises (trust building, getting to know you, etc.) Throw a potluck lunch Mentor a new employee

14 What ORGANIZATIONS Can Do Strategy #6 Equalize Mental Health & Physical Health Initiatives = What ORGANIZATIONS Can Do 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.)

15 What ORGANIZATIONS Can Do Strategy #7 Provide and Promote Access to Support in a Variety of Ways Six Outreach Avenues Hotlines Textlines Group Ways You Can Support! Chat Support Video Apps

16 Mettie Spiess, CWP Case Study #2 36.3% Reduction in absenteeism 22.9% Increase in productivity Source: Caterpillar- Independent Self-Reported Data 90 Days After The Roll-Out Mettie Spiess, CWP

17 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

18 Steps to Effectively Support Employee Mental Health Achieving Step 3

19 I m Not Qualified Objection #3 The Impact: Peer Support: 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)

20 What YOU Can Do Strategy #8 Know the Warning Signs of an Employee in Crisis What YOU Can Do Strategy #8 Situational. Behavioral. Verbal.

21 What YOU Can Do Strategy #9 Know How to Support an Employee in Crisis Suicides in the Workplace

22 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?

23 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

24 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 Common Fears: Treatment cost Losing a job or a promotion They will be treated different by peers or leadership

25 Step 5: Meet Their Resistance with Truth Step 6: R- REFER The best referral is handing the person the support resource or calling the resource together. (EAP, Suicide Prevention Lifeline, local crisis center, etc.)

26 Engagement Tip: Adjust Your Lense Strategy #10 What ORGANIZATIONS Can Do Train Your Managers (and Avoid Panic)

27 Case Study #3 87% Participation rate (n=287/330 managers) 97% Reported knowing how to identify and support employees who are struggling with mental health issues Source: Mercury Marine Independent Self-Reported Data 86% Are more comfortable talking to their employees about mental health Mettie Spiess, CWP What ORGANIZATIONS Can Do Strategy #11 Your Stigma-FREE Workplace Blueprint Have a Plan You play a critical role in starting stigma-free change! Effectively supporting employee mental health is as simple as 1, 2, 3, VOICE. VALUE.VIGILANCE.

28 Bridging the Gap- Ideas to Action Mettie Spiess, CWP

29 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

30 Copyright 2016 by Mettie Spiess. All Rights Reserved. Post Conference Webinar November 15 th at 1:00pm CST Fill out the connect card for an invitation or visit: zoom.us/j/ A World Without Suicide Mettie Spiess, CWP

31 Connect with Mettie E: P: W: Corporate.MettieSpiess.com A World Without Suicide Mettie Spiess, CWP