We talk a lot about what leaders are responsible for, but we rarely mention what they aren't. In this article, Melissa will encourage and guide you to expand that conversation, especially when it comes to mental health in the workplace. 

We know that leaders genuinely want to have mental health conversations at work, but they don't know how! Enter our new—and the first ever—Mental Health at Work Conversational Literacy® - Leadership Training Program from Melissa Doman LLC. This is the leadership training lifeline your company has been searching for, so buckle up!

In today’s business world, our conversations around mental health often get relegated to a once-a-year affair during Mental Health Awareness Month. Discover five practical solutions you can implement this year to put your company ahead of the curve when it comes to mental health at work.

Struggling to start mental health conversations in your business? This article provides helpful tips on how to effectively start the conversation about mental health in your company and create real change.

Is your business struggling with division and workplace bullying around the Israel-Hamas war? This article provides helpful tips and tools on how to address workplace bullying about the Israel-Hamas war and why it’s important to manage these conflicts.

Struggling to have honest conversations in your business post-layoff? This article provides helpful tips on why and how to have honest conversations in your business after a layoff.

Are you a CEO struggling with the pressures of leadership and mental health? This article provides helpful tips on why talking about mental health at work as a CEO is crucial and how it can benefit both you and your team.

An Employee Assistance Program (EAP) is invaluable for any business, but many don't know what it is or why it's important. Learn about its advantages, why employees shouldn't be scared to use them, and how to get started with one.

It can be tough to be the first one to set an example for others, especially inside the workplace. But often, all it takes is one person with the right message at the right time to spark a fire and get people to pay attention. In this post, learn about how to role model when it comes to mental health in the workplace.

Encouraging accountability while maintaining compassion is important for every workplace. Understanding what taking personal responsibility means and how to encourage it in employees who struggle with their mental health can go a long way toward helping them feel supported and cared about by their employer, while understanding the individual responsibility they have to speak up for, manage, and prioritize taking care of their mental health - even (and especially) at work.

Mental health days are becoming more common as people realize they're not alone when dealing with mental health struggles. In fact, many companies have already started implementing them. Find out why these days are so important and what you should do if you haven’t taken one yet.

Many companies have in place mental health initiatives for their employees. But how do you know if these initiatives are working? Make sure you’re not slapping band-aids on the problem and understand that people have different comfort levels around the topic. Then check out my 3 tips for getting it back on track.

There are many ways our life experiences affect our mental health. As an HR or DEI leader, it’s important to acknowledge this because we bring our views and life experiences to work with us. It’s important to consider each person’s unique view so you can open the conversation and create a safe space for everyone.

Since the start of the pandemic, mental health has been at the forefront of workplace conversations. We’re much more aware of its effects and leaders are being more vigilant about checking in with their employees. But what if you decide to check in with someone and it turns out — your employee doesn’t want to talk about their mental health with you. What do you do then? Check out these helpful tips so you can navigate this situation.

There are many reasons company leaders aren’t ready or willing to talk about mental health, publicly or in the workplace. It’s common to avoid such sensitive and complex subjects, but this is a mistake. Mental health and mental illness are workplace topics that are here to stay — and leaders need to adapt and embrace this change. How can they do this? Here are 4 useful tips for leaders to start these mental health conversations.

It’s so common for leaders and organizations to avoid talking about social issues at work. They don’t want to rock the boat, cause problems, or say the wrong thing. But this avoidance may actually be doing more harm than good. So instead of practicing conversation avoidance at your company, try to have a meaningful conversation with your colleagues and address the elephant(s) in the room. Here’s how to do that.

As we talk more about mental health at work, it’s important to understand the source of some of the challenges to having these conversations. Gender is one of the most important factors and it has a long history of influence in our society. It’s even led to gender-based emotion shaming, especially toward women. Thankfully, there are some things we can do to combat this behavior and have more constructive conversations.

While it seems daunting, you can change the tone around mental health and COVID in your company. You can avoid using phrases like “in a post-COVID world” that cause uncertainty. And start supporting your employees by talking about the reality of our situation.