Managing Mental Health at Work is a brand new, CPD-Certified one-day course, and the product of a fruitful collaboration with Catherine Eadie, MHScot Workplace Wellbeing CIC.

The course is aimed at people managers, supervisors & team leaders, who have a pivotal role to play in tackling work-related stress and promoting / advocating for employee wellbeing.



Commentators aplenty would say there has been a great deal of progress in recent times. And they are right in so many ways, when compared to how things were not so very long ago.

For one thing, there has been an explosion of studies and evidence-based literature* over the past decade and more, researched and published by many credible organisations with a stake in workplace health and wellbeing that provides among other things, easy online access to;

  • A substantial body of evidence on the incidence and impact of work-related stress and mental health problems in the workplace
  • Many excellent how-to guides and resources for employers and managers
  • A compelling Business Case for employers to get-with-the-programme, with many possible benefits to be had…

This includes one particularly juicy carrot, as the reputational returns for employers who “do the right things” around work-related stress (toxic), and investing in employee wellbeing are huge. Now that really is Priceless.

Yet Despite It All;

  • Way too many people managers feel ill-equipped to facilitate and enable disclosure and support and guide staff effectively through times of stress or mental distress
  • The willingness to disclose stress or mental health problems in the workplace remains stubbornly low, with age-old concerns about being “treated differently”, and/or suffering a negative consequence, continuing to act as major barriers to disclosure.

It may be stating the blindingly obvious, but where managers are short on knowledge, skills and / or confidence to create the conditions that would enable disclosure, then the continuing reluctance to do so among employees should not come as any great surprise.

It should also be noted that managers are far from immune from work-related stress or mental health problems. People management can be a tough gig, and some managers will no doubt cite a lack of support or guidance from their own managers and “leaders”…

Of course it helps hugely if the employer is properly on-side, and leadership wends its way elegantly down from the top through the organisational layers to the frontline.

And there are some organisations that have adopted a systematic approach, recognising that while some benefits may be “lower-hanging fruit”, others require the investment of time to accrue.

Yet the more common tale is of the lack of principled and concerted leadership from the top, while the toll of work-related stress continues to mount down-below…

To be continued…

Tony Stevenson, Changing Mindz

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