"How do you confront an employee who struggles with mental health?"
Twice **last week** I was asked that question by an HR team member, and even before that, this subject came up often in my client work.
This week's video gives some mindful improv advice, and also some Do's and Don'ts to help you confront, offer feedback or otherwise de-escalate a tense situation at work with a team member who is struggling with mental health.
I started this blog post with the image above, because it's important for leaders and HR team members to bare neurodiversity in mind when confronting team members who are not neurotypical. What might look like a mental illness may in fact be a different operating system.
The distinction matters! Someone who is suffering a mental illness and who's symptoms are hindering their work performance and professional development is in need of resources to help alleviate the suffering. In this way, he or she will be able to be fully present, and be better equipped to achieve their potential.
Someone who is running on a different operating system and is thereby hindered in their work performance and professional development needs their employer to savvy up about the many benefits of neurodiversity in the workplace, and learn how to communicate in a lingua franca of sorts. How can you build a bridge between the two operating systems to make sure your employee can deeply engage and shine as a valuable member of the team?
Have a question that's not specifically answered? Please ask it -- this is a topic that MANY leaders and HR team members are facing: you're not the only one wondering it, and I'm glad to open up this discussion for thoughtful conversation.
Links to Resources referenced in the video:
https://lnkd.in/e8RDE_7 - From the Harvard Business Review
https://lnkd.in/egMv45W - From PA's chapter of NAMI
https://lnkd.in/eejuAPQ - From Psychology Today