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Moving to Action – Mental Harm Prevention Roadmap Primer

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The Conference Board of Canada 12 Building Block 4: Leadership Leadership—Define organizational expectations and behaviours around the manager and employee relationship, as well as the well-being of managers and senior leaders. This can include management training, strategies for career development, and feedback. Why is this building block important? This building block refers to anchoring the value for employers to embrace psychologically safe leadership. The more leaders demonstrate psychologically safe and healthy behaviours, the more likely their employees will have positive experiences that promote mental health. 17 Psychological safety is about employees feeling welcomed, included, and free of worrying about being mentally harmed. The employee–manager relationship is one of the most important relationships. How managers support, recognize, and encourage employees can have a positive or negative impact on an employee's mental health. 18 Employers who support leaders in developing their knowledge and skills in psychologically safe leadership styles increase opportunities for positive employee–manager relationships. 17 Hirak and others, "Linking Leader Inclusiveness to Work Unit Performance." 18 Buckingham, "What Great Managers Do." 19 Centre for Addiction and Mental Health, "Workplace Mental Health Playbook for Business Leaders." The employer can do this through training, coaching, resources, accessibility, and role modelling—all designed to assist managers in becoming psychologically safe and healthy leaders. (See Exhibit 4.) A critical action that employers can take is to train managers on how to support employees at risk for mental health concerns. 19 (See "What is psychologically safe leadership?" on the next page.) Exhibit 4 Skills that support a leader to be psychologically safe and prepared to support employees Source: The Conference Board of Canada. • Coaching • Communication • Emotional Intelligence • Inclusion and Diversity • Empathy • Resiliency • Supportive Performance Management • Conflict Resolution

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