Management Assistance Program
Why Leaders May Need Help in Handling Workplace Psychological Healthy and Safety Issues/Cases
In current work setting, many organizational and team leaders are expected to be able to do the following:
- Navigate successfully through workplace psychological health and safety issues.
- Assess, report on, and initiate actions across various levels of the organization to address psychosocial risks and hazards in the workplace that contribute to employee psychological strain and injury.
- Support employees with mental health or alcohol/substance dependency concerns.
- Investigate an employee/member complaint involving harassment, bullying, violence, and/or discrimination (and each of these can lead to psychological injury and/or other consequences)
- Handle employee cases involving psychological injury or alcohol/substance dependency.
Leaders are expected to effectively balance between providing employees/members with the support they need, safeguarding employees’/members’ employment and human rights, and ensuring that employees/members remain both accountable and productive at work. Leaders with limited experience and knowledge in dealing with mental health and alcohol/substance dependency cases may find it intimidating, conflicting, and extremely uncomfortable when faced with the expectation to play multiple roles (active listener, supporter, advisor, supervisor, investigator, and more) in the handling of such cases. The risk of unintentionally 1) crossing over from an active listener to a counsellor when it is inappropriate to do so, 2) violating employees’/members’ employment and human rights, and/or 3) simply not knowing how to best help the employees/members in need, can have serious implications for both the employees/members and the organization.
On a broader scale, it may also be challenging for leaders to gain mass buy-in and initiate actions across various teams, departments, and ranks within the organization to address existing psychosocial risks and hazards in the workplace that contribute to employee psychological strain and injury.
For reasons above, leaders may find it helpful, more objective, and sounder to get the support and assistance of trained therapists, workplace mental wellness specialists, a workplace investigator, and/or psychological injury or substance dependency case manager when dealing with workplace psychological health and safety issues/cases.
HOW WE CAN HELP:
Insight has established a multi-prong Management Assistance Program (MAP) to help leaders:
- Prevent harm – eliminate or mitigate work-related risks or hazards that cause psychological harm.
- Manage concerns – address workplace psychological and safety concerns and ensure that employees/members get the care they need, regardless of cause.
- Promote the Positive – develop work and individual related strengths, capacities, and positive aspects to promote wellness and productivity.
Insight’s 4C (Care, Coach, Consult, Case Management) Management Assistance Program help leaders to achieve the above goals by supporting and assisting them in the following core activities:
- CARE: Support leaders in strengthening their self-awareness and care for their own psychological health & safety.
- COACH: Train and coach leaders in i) recognizing and addressing workplace psychological health and safety risks/hazards, ii) recognizing warning signs of a struggling employee/member and providing the proper interim support needed, iii) executing strategies and initiatives to support and promote overall workplace psychological wellness and safety.
- CONSULT: Provide consultation and support to leaders in: i) assessing the organization’s psychological health and safety risks, needs, and priorities, ii) exploring, developing, and activating appropriately tailored psychological health and safety plan, programs, tools, policies, and processes needed to maintain a psychologically healthy, safe, and productive workplace, and iii) evaluating the effectiveness of their psychologically health and safety programs/initiatives and making improvements where applicable.
- CASE MANAGEMENT: Support leaders: i) in managing the care and treatment plan of an employee/member with psychological strain/injury or alcohol/substance dependency, and/or ii) in investigating and addressing a complaint involving harassment, bullying, violence, and/or discrimination.