Let’s talk: A new way to tackle mental health in the workplace

Natasha Bowman built a successful career and reputation teaching employers how to effectively lead, tackle workplace challenges and get the best out of their employees. As founder and president of leadership development firm Performance ReNEW, Bowman seemed to have all the answers but suddenly found herself facing her own substantial questions last year.

“I thought my ability to stay up for days on end was a sign of ambition,” Bowman wrote in a LinkedIn article describing the events that turned her life upside down last year. “I thought that when I could hardly get out of bed for days, that was a sign of burnout.”

Exacerbated by the effects of the pandemic, Bowman’s struggles led to a suicide attempt, an involuntary hospitalization and a bipolar disorder diagnosis. Fearing being labeled as ‘crazy’ and jeopardizing her career as an author and executive, Bowman retreated from the world.

However, after seeking help through medication and therapy, Bowman has accepted her diagnosis as a medical condition that she needn’t be embarrassed about. Since then, Bowman has become a relentless advocate for mental health, specifically by urging organizations to promote a culture of mental wellness.

Many “suffer in silence”

“When most people think of someone with a mental illness, they often think of someone who shows visible symptoms. Many of us suffer in silence. We are sitting right next to you. But because of the stigma, we don’t get the support we need. We are afraid to ask for the help we need,” Bowman wrote.

The share of adults in the United States with symptoms of depression and anxiety has nearly quadrupled during the COVID-19 pandemic, according to the Kaiser Family Foundation. While health providers struggle to keep up with the demand for mental health and addiction appointments, employers are searching for ways to help fill that gap in the workplace.

The CARE model for managers

To this end, Bowman created a model for managers and employees to engage in conversations in the workplace about mental health. Employees are often reluctant to engage in conversations about mental health for fear of stigma or retaliation, while managers may avoid such conversations for fear of responding unlawfully or inappropriately.

Normalizing such conversations is the goal of Bowman’s CARE model, which includes:

• C- Concern - Managers are familiar with what to do when approached with discussions about physical illnesses such as cancer and pregnancy. Why should conversations about mental health be any different?
• A- Awareness - Managers and employees should know that people with mental health conditions are capable, competent, and often confident to continue to meet or even exceed the expectations of their roles.
• R – Reflect – The employee and manager should reflect on what resources are available to the employee and what support would be appropriate for them.
• E- Empathy- This is a time to walk in the person’s shoes to understand how being diagnosed with a mental health condition may affect their day-to-day work experience. What would empathy look and feel like for you?

In addition, through The Bowman Foundation for Workplace Equity & Mental Illness, Bowman launched workplace mental health certification training for HR professionals to discuss and analyze the current state of mental health in the workplace, identify and respond to workplace blind spots that may trigger mental health episodes, implement effective ways to reduce the stigma of mental health conditions by recognizing unconscious bias, apply the C.A.R.E. model for coaching managers through tough conversations about mental health, and explain the legal framework that provides protections for people with mental health conditions.

Training sessions are scheduled in September and October.

Kristen Beckman is a freelance writer based in Colorado. She previously was a writer and editor for ALM’s Retirement Advisor magazine and LifeHealthPro online channel.