Are You Really Okay? Embracing Authentic Leadership During Mental Health Awareness Month

A few weeks ago, my son asked, “Are you OK?” It took me by surprise. I’ve asked him this many times, especially after the tough moments he’s faced—his father’s suicide, our divorce, moving homes, and losing his grandmother to dementia. Through it all, I’ve aimed to be his steady anchor.

But this time felt different. His question was more than just a check-in. It highlighted the emotional environment we’ve created together—a space of honesty and trust. He was there for me.

This exchange hit home about the need to truly prioritize mental health and well-being, not just talk about it. In my over 30 years in the credit union industry, I’ve seen firsthand how organizational culture varies. Some do the work to genuinely care for their employees, while others merely scratch the surface.

When organizations claim to support mental health without providing the necessary resources and accountability, it creates a gap. Employees recognize this disconnect. The result? A lack of trust and disengaged teams. Simply putting up a poster for Mental Health Awareness Month isn’t enough. Symbolic gestures can even harm morale if they’re not backed by real actions.

Successful credit unions treat mental health as an essential part of their leadership framework, not just a yearly initiative. Here’s what they do:

• Leadership Training: Leaders learn about emotional intelligence and how to create safe, supportive environments for their teams.

• Cultural Integration: Mental health discussions are part of team meetings and planning, not just HR initiatives.

• Accountability: Participating in wellness training isn’t optional; it’s a priority. Leaders are held accountable not just for results, but for how they lead.

Our employees deal with various challenges like grief, economic stress, and caregiving responsibilities. As leaders, we can’t solve all their problems, but we can foster environments where they feel heard and supported.

Here are a few ways we can enhance our workplace culture:

• Check in regularly, genuinely asking how people are doing.

• Model self-care and set boundaries.

• Make mental health resources accessible and free from stigma.

• Recognize empathy and emotional intelligence as key leadership traits.

This approach is not just kind-hearted; it’s good business. Research shows that workplaces with psychologically safe cultures are more productive and innovative.

My son’s question lingers with me, reminding me that leadership isn’t always loud. Sometimes it’s about being present, listening, and being open about our own struggles. Even the strongest among us need support, and it takes courage to create spaces where these truths can be shared.

As credit union professionals, we have the chance to shape our culture toward mental wellness. Let’s make this Mental Health Awareness Month about action, not just words.

Build it. Model it. Resource it. Expect it. When we do this, we create a workplace where employees can thrive, and that’s a culture worth fostering.

For further reading on mental health in the workplace, check out the National Alliance on Mental Illness (NAMI).

Source link