Supporting Mental Health at Work: What Leaders Can Do—and What They Shouldn’t
Photo by Priscilla Du Preez 🇨🇦 on Unsplash
We talk a lot about what leaders are responsible for, but we rarely mention what they aren't. It's time we expand that conversation, especially when it comes to mental health in the workplace.
Leaders are expected to manage teams, meet deadlines, drive performance, and create positive work environments. But if you’re a leader, you’re probably also carrying the weight of feeling like you’re often expected to ALSO be everything to everyone, and that’s not sustainable or fair.
One of the key areas where this imbalance plays out is in mental health at work.
Leaders (generally) want to be supportive, they want to create a culture of openness, but they often feel stuck—because they don’t know where the line is between providing support and overstepping. If you're a leader, you’re probably concerned about crossing legal or ethical boundaries when discussing mental health with your team. That’s normal! It’s good to think about those things as they do matter. You might be worried about getting it wrong, or worse, causing harm. It can be a tough spot to be in, but it doesn’t have to be that way.
Let’s take a step back and talk about how this dilemma plays out, and how leaders can build strong personal boundaries while still welcoming employee engagement when it comes to discussing mental health at work.
The Top 3 Things Leaders Are Responsible For
First, let’s get the basics out of the way. Here are a few of the main responsibilities leaders are expected to take on (as read ‘between the lines’ of most job descriptions):
Creating a Safe, Productive Work Environment: This is the foundational role of a true leader—setting a tone where employees feel supported, heard, and respected. Psychological safety folks! A safe, inclusive, and productive environment is key to high employee performance, and leaders play a central role in ensuring this. It’s not just about having a good coffee machine or offering ping pong tables in the break room; it’s about ensuring your team feels physically and emotionally safe.
Providing Guidance and Development: Leaders are responsible for developing their teams. This doesn’t mean being a hands-on mentor for every single aspect of an employee’s life, but it does mean offering the necessary resources, training, and developmental conversations to help them grow. This includes providing clarity on roles (including the role of leader), setting personal goals or expectations, and openly discussing opportunities for growth.
Making Tough Decisions: Leaders have to make decisions that sometimes impact individuals or teams in difficult ways. From restructuring the broader team to allocating resources, leaders are accountable for making decisions—often in line with company standards—even when they’re not popular. This responsibility includes balancing the needs of team members with organizational priorities.
The Top 3 Things Leaders Aren't Responsible For
Now, let’s get into what leaders aren’t responsible for, especially when it comes to mental health at work.
Making All Decisions Alone: Leaders are not responsible for making every decision in isolation. While leaders have the authority to guide the direction of their individual team or organization, they should not be expected to make all decisions without consulting others. Collaboration is key, and a leader's job is to involve the team in the decision-making process when appropriate, drawing on the collective knowledge and experience of their employees. This especially applies when it comes to team wellbeing! Leaders can have an influence on this, but in no way should be expected to be the sole advisor when it comes to this topic for their team. Overloading a leader with the expectation that they must always have all the answers can lead to burnout, decision bottleneck, and poor decision-making overall, not to mention decreased employee satisfaction.
Managing Every Detail of a Team Member’s Decision-Making: Effective leaders empower their teams by prioritizing goals and giving employees the autonomy to manage their workloads AND by creating a culture where open conversation is encouraged so that employees feel seen and heard. BUT, it is not the leader’s responsibility to determine which specific mental health benefits or company-sponsored programs are suitable for their employees’ mental health concerns. These are personal decisions and actions to be taken by the individual.
Being the Team Therapist: Leaders are not licensed counselors, therapists, or mental health professionals! As much as leaders want to be there for their teams, they need to recognize the importance of maintaining ethical and legal boundaries and knowing what those are. And while they’re NOT responsible for diagnosing mental illness or treating mental health struggles, leaders should be informed, compassionate and supportive when an employee speaks up about their mental health. An astute leader will provide resources (like EAP programs or professional referrals), not offer therapy themselves.
These examples highlight how important it is for leaders to delegate, manage effectively, and focus on supporting and empowering their teams. Trying to take on every responsibility can result in burnout, inefficiency, and a lack of trust. An effective manager knows what to focus on. "But Mel, there has to be more to this!" You're damn right there is! Keep reading and you'll learn more about our most comprehensive leadership training yet!
Why Leaders Are Struggling (and How to Help Them)
So why do leaders find themselves stepping into roles they shouldn’t?
Often, it’s because there’s a lack of guidance about where those boundaries should lie. This overextension can contribute to burnout, legal concerns, and, ironically, less effective leadership. But let’s be real—there’s also a lot of pressure from the executive team to perform. So where does a leader turn for clarity and resources when it comes to mental health in the workplace?
That’s where the Melissa Doman LLC Mental Health at Work Conversational Literacy® - for Leaders Certificate Program comes in.
This program provides leaders with the tools they need to navigate mental health conversations at work. It helps leaders learn how to foster a supportive work environment while keeping their boundaries intact—so they don’t feel like they have to be a therapist for their entire team.
The program also emphasizes the importance of having conversations about mental health without putting yourself or your organization at risk. For example, leaders will learn how to:
Recognize signs that an employee might need mental health support
Understand when and how to refer someone to a professional
Provide a safe space for employees to talk
Manage their own stress and boundaries to prevent burnout
It’s a game-changer for leaders who want to build an open, supportive, and ethical work culture. Check it out here if you want to know more about how your leadership team can learn and begin applying these critical skills.
How to Maintain Healthy Boundaries While Being Supportive as a Leader
Now that we’ve identified the problem, let’s talk solutions. If you’re a leader, here are some practical steps you can take to maintain healthy boundaries while fostering a culture of mental health awareness:
Define Your Role Clearly
Be upfront with your team about what you’re there for—and what you’re not. Let them know that you can provide a supportive environment and guide them to resources, but you’re not a mental health therapist.Invest in Mental Health Training
Programs like our in-house Mental Health at Work Conversational Literacy® - for Leaders Certificate Program are invaluable in giving you the knowledge and confidence you need to have meaningful conversations without overstepping.
Promote Mental Health Resources Regularly
Ensure your team knows where they can go for professional help. Provide easy access to mental health resources, such as counseling services, EAP programs, and wellness initiatives.Lead by Example
Learn, practice, adjust, repeat. By setting boundaries for yourself, encouraging mental health awareness, and showing empathy, you model healthy behavior for your team.Seek Support for Yourself!
Leaders need support too. Whether it’s coaching, therapy, or simply taking time to decompress, don’t neglect your own mental health based on your job title. You can’t effectively support others if you’re burning out yourself.
But please, stop trying to do everything. Remember, it’s about creating an environment where mental health is acknowledged and supported. So set boundaries, get educated, and create a supportive work culture that doesn’t rely on you being the answer to every problem.
PS: A Message for Individual Contributors
Whether you're an aspiring leader or accountable to one, here’s something you should take note of: leaders can’t be everything to everyone.
If you need support, it’s okay to ask for help, but also recognize that your leader might not be equipped to provide the help you need. They’re not the problem-solvers for your life’s challenges. Instead, they should be pointing you toward the right resources and fostering an environment where you feel safe to ask for help. If they seem to be taking on too much, they might be overextended, and that could ultimately affect your team. So, respect their need to create boundaries, which keeps them—and the team—sustainable in the long run.
READY TO TAKE THE NEXT STEP?
If you’re ready to learn how to manage these conversations effectively and are considering enrolling your leadership team in the Mental Health at Work Conversational Literacy® - for Leaders Certificate Program, contact Mel to get started.
