Mental illness is common and can affect anyone, including serving and ex-members of our Armed Forces. Read a veteran’s view of Jersey’s Mental Health Strategy Engagement Day. 10 personal insights.
It’s great to see prominent members of our society coming forward and talking about their own experiences of mental illness and highlighting ways to access help. However, the inevitability around lack of NHS funding means the reality is that we need to do whatever we can to ensure there is less need for these services in the first place and that means investing time, effort and support into the area of prevention that receives far too little focus and emphasis.
To support organisational wellbeing and engagement and boost positive mental health, it’s necessary to tackle the more problematic or negative aspects of culture head on to create a happier, healthier and ironically, more productive environment where people feel supported and listened to and actually enjoy coming in to work every day. If organisations want to truly tackle these issues there needs to be a switch in thinking towards longer term solutions with long term impact.
If we don’t focus our attention on our thinking, we are at a serious disadvantage. Of course you could just carry on dong what you are doing – and get used to those long working hours and the stress that comes with it. Put simply, real revolution begins with the individual not the technology.
The reality is that how we feel and think about the world around us directly affects our mindset and all aspects of our life. Learning to tune in to our thinking and using simple techniques to make sure our thinking is accurate means less stress, and a lot less grumpiness.
Sometimes we become so focused on the next big project, the next promotion or the latest “must have” item that we forget how important it is to tune into recognising these potential burnout behaviours before it gets too late.
I used to think leadership was all about inspiring others with great storytelling. I now know that leadership is about inspiring others to create their own story. Do you know the story of the people who work around you? Where did they start, where are they on their journey and what’s the happy ending in their mind? What are the obstacles getting in their way, how do your paths connect and what can you do to help them on their journey are all great questions you should know the answers to about the people you lead.
People who are full of hope tend to approach change with enthusiasm, determination, resilience and POSITIVE emotion. People who are low on hope tend to approach change with mixed feelings, uncertainty and NEGATIVE emotion. Developing hope is a skill set and a mindset and can be the difference between falling down and continuing to ride the waves to success.
We need to take a step back and move beyond the mindset of “early intervention” and invest some thought and action into more proactive approaches. Prevention is better than cure Rather than waiting for the symptoms of mental illness to present themselves, we need to invest in our children from a very early age to develop fundamental life skills that will enable them to adapt through pressure and uncertainty. Arm adults, parents, professionals, everybody with the mindset and resources to navigate intense levels of change to prevent poor mental health in the first place.
Today’s working world is now full of technically good but people poor managers. If leadership is only just realising the impact of poor people management, perhaps there needs to be a shift in promoting “perceived talent” purely on technical skills and start to shift the focus on developing good “people” managers as well?