To Maintain Strong Teams, Support Their Mental Health—All Year Round

A teammate recently told me, “Everything looks negative for me right now.” As a leader and someone who cares for this person, I found this to be a really tough thing to hear.

I believe mental health — or what we at Brown & Brown refer to as brain health — is critical year-round (not just during Mental Health Awareness Month), and it’s our responsibility as leaders to help care for the mental health of our teams.

According to a 2023 Workforce Institute survey, 60% of teammates worldwide report that their job most impacts their mental health. Additionally, 69% of respondents revealed that leaders impact a teammate’s mental health just as much as their significant other.

Many of the techniques available to support your team members through mental health challenges are ones we’ve worked on and discussed before. They are tools you already have in your backpack. However, we should always work to strengthen these skills and employ them in new ways as effective leaders.

Here are three practices all leaders should incorporate to support the mental health of their team:

1.     Be present

Being present as a leader is more than just showing up for meetings and delegating work. It involves truly engaging with team members, observing their behavior and recognizing when something seems off.

This presence is crucial for identifying early signs of mental health struggles. Leaders should ask themselves: “How do I ensure I’m present enough to notice the details?”

Being present involves active listening, asking open-ended questions and showing empathy. It’s about creating a safe space where team members feel comfortable sharing their challenges without fear of judgment.

Put this into practice with:

● Regular check-ins: Schedule consistent one-on-one meetings with team members. These should not just focus on work but also on how they are feeling and coping with their tasks. This creates an opportunity for team members to open up about any issues they may be facing.

● Body language: Pay attention to your body language. Maintain eye contact, nod in acknowledgment, and avoid distractions like checking your phone or laptop during conversations. This shows that you are fully engaged in the interaction.

● Active listening: Frequently reflect on what you’re hearing to ensure true understanding. Sometimes, repeating back what you hear can provide confirmation and open up the dialogue even more. For example, you might say, “It sounds like the current workload is overwhelming you. Let’s discuss how we can redistribute tasks or prioritize differently.”

● Feedback loops: Create an environment where feedback is encouraged and valued. Regularly solicit feedback from team members on leadership and team dynamics. This can help leaders understand the team’s pulse and address issues promptly.

2.     Have the hard conversations

Addressing mental health issues often involves having difficult but necessary conversations. When a team member is struggling, it might impact their work performance. It’s human nature to avoid conflict or awkwardness, but leaders must be willing to engage in open and honest dialogue. We cannot get to the root of the problem and offer the appropriate support if we don’t put in the effort to address it.

Signs that a team member is struggling include:

●      Decreased productivity or quality of work

●      Increased absenteeism or tardiness

●      Noticeable changes in mood or behavior

●      Withdrawal from team interactions or activities

When preparing to have a tough conversation, creating a safe and supportive environment is crucial. This can be achieved by ensuring privacy, showing empathy and being ready to listen more than you speak.

Additionally, you might ask questions to guide them through the conversation, which will be just as difficult for them. For example, during the discussion with the teammate above, I asked, “How do you feel like I’m not supporting you?” This question opened the door for them to share their concerns and provide details of their experience for me to respond to.

3.     Take care of yourself

As leaders, we cannot effectively support our teams if we neglect our own mental health. Showing up for yourself helps you show up for others.

Knowing yourself deeply is one of the best ways to take control of your mental health. When we understand how to see the world, react to challenges and express our emotions, we have a better chance of recognizing our own struggles and need for support.

Here are some questions and prompts I use to jumpstart the practice of genuinely knowing yourself:

●      What drains your energy?

●      List some old and new beliefs about yourself.

●      How can you be more honest and open with yourself and others?

●      What is something you haven’t forgiven yourself for yet?

●      What are you most defensive about?

●      What do you criticize in others?

●      What difficult thoughts or emotions come up most frequently for you?

●      What are your go-to strategies when you feel pain?

●      What is something you are tolerating that you do not want to be?

●      What does vulnerability look and feel to you?

●      When do you feel the most comfortable?

●      Do you believe in second chances? Why or why not?

●      What do you think is your most toxic trait?

●      When was the last time someone really checked up on you?

The role of the leader is the role of the human

Leadership is the constant balance between humanity and authority.

Situations that demand swift action, critical decision-making or maintaining organizational stability may require us to momentarily shift focus from being purely empathetic to being more strategic and directive. However, the key to being a good leader is never truly abandoning compassion and empathy and ensuring your actions always reflect a genuine concern for your team’s well-being.

We do better as a group when we support each other individually. Take time to refocus your priorities as a leader and set intentions for the months ahead to continuously prioritize human connection and well-being within your teams.