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As lead content contributor for SafetySkills, Leah Brown is responsible for the development of informational articles covering numerous OSHA, EHS and HR topics and training industry trends. With more than 10 years of content creation experience, she helps drive business by communicating the value of safety training to new and existing clients.

Leah Brown

Occupational health and safety has been a focus of employers for decades, with safety organizations founded in the early 1900s and OSHA created in 1971. However, mental health often does not receive the same considerations.While mental health concerns have become more acknowledged, stigmatization of mental illness—from anxiety to more severe conditions—remains in most workplaces.Mental Health by the NumbersHow does mental health and its stigmatization in the workplace affect Americans?In 2020, a behavioral health impact study found every working generation suffered from a mental health issue (71 percent of Gen Zers, 59 percent of millennials, 36 percent of Gen Xers, and 22 percent of baby boomers).While 86 percent of respondents to a study by Mind Share Partners, a nonprofit aiming to change the culture of workplace mental health, said a company’s culture should support mental health, only 41 percent feel it happens.The Centers for Disease Control and Prevention found employees with depression miss an average of 4.8 workdays every three months, resulting in more than 200 million lost workdays each year.Roughly one in three participants in a recent Deloitte study admitted to taking time off due to stress and anxiety. Of the respondents who did not take time off, 40 percent said they were stressed enough to do so but worked through it. Many times, this is due to an environment where they feel they cannot take time off unless they are physically sick.Ways Employers Can Provide SupportIt is important for employers to understand their options for providing mental health support to their entire workforce. Below are some tips on providing mental health support in the workplace to create a welcoming environment employees want to return to.Incorporate mental health into workplace culture. Employee safety and mental health must be included in a strong workplace culture. When mental health is made a cornerstone of company culture, employees feel comfortable being honest about their struggles and are more likely to seek help. Leaders play a big part in reducing the stigma around mental health by speaking openly and knowing what to do if people need support.Let workers take mental health days. In general, people are not good at taking days off work. Even before the pandemic, employees were only using about half their paid time off, and using PTO for a mental health day is even more unlikely. If your workplace is open regarding mental health, employees feel empowered to admit when they need a break. Leadership can play a role here, by taking mental health days themselves and encouraging employees to do so.Keep work at work. Many employees remain available off the clock for after-hours emails, phone calls, and even meetings. This creates added stress—the feeling that you must always be ready to work. By letting employees keep work at work, you create a division of priorities. People are more likely to be fully present while working because they know they can unplug for a few hours.Provide mental health resources. A study by Mental Health America found that 86 percent of people who did not seek mental health treatment were covered by health insurance, indicating coverage does not equal access. It is crucial employees know their options. You likely provide information on accessing medical doctors, dentists, and optometrists, so why not mental health professionals? Insurance companies and even the CDC provide mental health resources for educating employees.Offer relevant training. One effective step toward addressing mental health issues is offering training to assist employees throughout their workday and their lives. There are many soft skills that can alleviate mental health struggles. Also, offering companywide training on topics like bullying in the workplace creates a zero-tolerance environment, putting employees’ mental and physical health above everything else.Understand Your Employees’ NeedsEvery organization will have unique issues, due to company size, industry, job-site setup, and employee demographics. Talk to your employees about their concerns, work together to come up with solutions, and continue open discussions.See how SafetySkills can help you ensure your organization is prepared, not only for occupational safety needs, but also for mental health issues and off-the-job situations.

Incorporating Mental Health Into Your Training Program

How do you decide which training software or learning management system (LMS) is right for your team? Let’s review what you should consider before making such an important investment.

How to Select the Right Training Software for Your Company

Level Up Your Training Program With the Latest Online Training Technology

Jillian Langley is an instructional designer with 20 years of experience in education and instructional system design. She began her career in elementary education and later earned a master's degree in instructional systems from Penn State University.Langley has extensive experience in instructional design and adult learning. She previously worked at Connections Education, where she designed interactive training programs, curriculum materials, and on-the-job training for various audiences including employees, virtual K-12 students, parents, customer support centers, and school counselors. With nearly 10 years of experience as an instructional designer and government contractor, Langley has been with Booz Allen for five years. While there, she has developed training programs for the US government as well as internal training initiatives affecting more than 35,000 employees. Langley has served as the program manager of mandated training and is now transitioning to her new role as learning experience designer. In that role, she will drive innovation in learning content development by leveraging advanced learning technologies, such as artificial intelligence, to enhance the educational experiences of employees across Booz Allen.

Langley excels in analyzing and recommending learning solutions, while improving organizational performance and learning outcomes. As a lifelong learner, she holds the Kirkpatrick’s Bronze Level Certification, CompTIA’s Certified Technical Trainer (CTT+) Certification, Booz Allen’s AI Aware badge, and completed Brené Brown’s Dare to Lead training.

Jillian Langley

Ken Buch, MSOD, PCC, president of SHIFT Transformational Coaching & Consulting, LLC, is an executive coach, leadership and organization development consultant, and training facilitator. Ken has elevated client experiences for close to four decades, delivering thousands of training and coaching sessions. He is a fellow in change management at Johns Hopkins University earning an MS in organization development. Realizing the influence of neuroscience on behavior, Ken invested in a post-graduate certification in the neuroscience of leadership from the NeuroLeadership Institute and Middlesex University. He is an adjunct faculty presenter for the University of Maryland, Office of Executive Programs–Robert H. Smith School of Business. Ken has provided executive coaching for over 380 leaders, and more than 60 senior executive service in over 80 client organizations, co-creating successful outcomes to meet personal, career, and business needs.Ken is a volunteer mentor for the Georgetown University Leadership Coaching Certificate program at Georgetown’s Institute for Transformational Leadership, where he received his formal coach training and certification in leadership coaching. He’s an active member of the International Coach Federation with a Professional Certified Coach credential.He is a certified Dare to Lead Facilitator for Brené Brown and a certified Conversational Intelligence coach. Ken developed a custom team and individual development model incorporating neuroleadership, DiSC, and TKI. He is certified to administer the emotional intelligence EQi 2.0, EQ 360, and MBTI, FIRO-B, the Leadership Circle Profile and Culture Survey, and Korn Ferry’s Leadership Architect Competency Model Suite VOICES and CHOICES.

Ken Buch

How to Lead a Team That’s All for One and One for All

As a career coach and management consultant, Valerie Brown empowers individuals, organizations, and teams to thrive amidst change. She is recognized for her ability to partner with leadership to align change strategies with business needs, to achieve performance goals, lead organizational change, and engage employees. Valerie holds a Master of Arts degree in Management and Leadership with an emphasis in organizational development from Webster University and a Bachelor of Science degree in Business Administration and Finance from Winthrop University. She is a Certified Professional Coach (CPC) through the Center for Coaching Certification and is a John Maxwell Certified Coach, speaker, and trainer. Valerie is also an award-winning podcaster.

Valerie Brown 

As a career coach, consultant, leadership development expert, speaker, and trainer, Valerie empowers individuals, organizations, and teams, to thrive amidst change. She is recognized for her ability to partner with leadership to align change strategies with business needs, to achieve performance goals, lead organizational change, and engage employees. Valerie holds a Master of Arts degree in Management and Leadership with an emphasis in organizational development from Webster University and a Bachelor of Science degree in Business Administration and Finance from Winthrop University. She is a Georgetown Certified Change Management Practitioner and is a Certified Professional Coach (CPC) through the Center for Coaching Certification, as well as a John Maxwell Certified Coach, Speaker, and Trainer. Valerie is also an award-winning Podcaster.

Valerie Ashford Brown

Don Brown dedicates his career to leadership, sales and service effectiveness – period. Bilingual and experienced at the executive and line-level alike, you see the results of his work across dozens of industries, including brewing, automotive, airline, banking and pharmaceuticals.   With over thirty years working in the industry, Mr. Brown is heavily experienced in all phases of major performance systems implementation, from research and design to facilitation and coaching. Working with customers such as Anheuser-Busch, Dell Computers, Ford Motor Company, US Airways and United Airlines, Harley-Davidson Motor Company, Jaguar Cars, Compuware Corporation, SYKES, and Hilton Hotels, Don is accustomed to working domestically and internationally across all functional disciplines.   Mr. Brown is now releasing new Multi-Touch™ performance products and services.  Based upon his in-depth customer research and the premise that it takes several touches to learn, to teach, to sell and to lead – Don integrates the best of the best into a powerful sequence to help people with people around the world.   Don cherishes his work and mentorship under Paul Hersey and Marshall Goldsmith as the solid foundation of his success. Affiliated with Dr. Hersey for over 25 years, Don co-authored “Situational Service® – Customer Care for the Practitioner” with Paul, and has worked hand in hand with him to create several highly successful training programs, including; Situational Service®, From Vision to Results™, Situational Leadership® In A Team Environment, Situational Selling® – Creating Readiness to Buy, and Performance Readiness®.   Mr. Brown authored “What Got You Here Won’t Get You There – in Sales!” with Marshall Goldsmith (McGraw-Hill, October 2011) and has just finished “Bring Out The Best in Every Employee – How to Engage Your Whole Team By Making Every Leadership Moment Count!” (McGraw-Hill, November 2012).   Don takes great pride in his long-standing customer relationships, some running over twenty years. Don earned an Honors Degree from Michigan State University in foreign languages, and a Masters in Management with Dr. Hersey at California American University. Having lived and studied at the University of Seville in Spain, Don works regularly in English and Spanish in Europe and Latin America. He lives in Ann Arbor, Michigan.

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