• 19
  Dec 2023

• Mental Faculty – A fact check

  
  

  CA Seema Korgaonkar | PGDM

Mental Faculty – A fact check

Being a mental faculty at work for your colleagues’ means helping those who are struggling with mental health issues feel valued, needed and not alone. For educators, this can have positive, long-term effects that benefit the broader higher education community, such as strengthening peer relationships and improving mental wellness campus wide. When we are supported, we are also more eager to support others, creating a virtuous self-reinforcing cycle.

However, knowing when and how to engage with a fellow educator who may be struggling with mental health issues can be difficult. You don’t want to jump to conclusions or seem judgmental. You don’t want to offend a colleague. You don’t want to cross professional and personal boundaries. You also don’t want to reflect the stigma against mental health that may be keeping those struggling from talking about their challenges.

First and foremost recognize those signs. A good rule of thumb is that if you notice a sudden change in behavior or a departure from someone’s usual demeanor on more days than not, that could be an indication that something is up. Some common changes in behavior may include :

• Missed deadlines
• Slow pace of work
• Absences or lateness
• Outbursts or impatience
• Difficulty concentrating or making decisions
• Withdrawal
• Under or over performing

While not an exhaustive list, it gives a general sense of what to look for.

If you want to lend some support to a coworker that you think might be experiencing a mental health issue or is going through a major life event, the most important thing is to lead with empathy.

Check your ego at the door and make sure you have the time and patience to truly listen and understand what this person is going through.

Whether you want to help a particular colleague and don’t know where to start or you just want to be better prepared for when the situation arises, heed the following six considerations before you spark up a check-in conversation.

 

• Listen and make sure you keep your boundaries

 

The best thing you can do is to simply listen; without being judgmental. Listening, which is often harder than giving advice, is the kindest thing you can do. One of the consequences of being supportive is you can become a de facto therapist and that is not your job. If you feel they are leaning on you in that way, that would be the time to encourage them or help them find support. 

 

• Acknowledge and adjust your assumptions

 

Reflecting on and correcting your own implicit bias around mental health will help you to be an ally to your colleagues. Think about any assumptions or preconceptions you may have about mental health conditions and the people who deal with them. Then discard those ideas.

Being an ally requires patience, gentle persistence and creativity. The goal of any conversation should be to help your colleague talk about their struggles, ask whether and how you can help, and gently remind them of any benefits or resources your institute provides.

 

•  Be thoughtful about timing

 

You may want to initiate conversation if you notice a significant change in a colleague’s mood or behavior, such as impaired concentration, missed deadlines, reduction in work quality, less communication, “worried” appearance, repeated unexplained absences.

At first, you might be inclined to overlook this behavior as a private matter or as something for your department head to address. But if you are close with the person, you might be in the best position to identify an issue and reach out to your colleague in a friendly and caring way. Timing is important; try to pick a “good day” when your colleague seems approachable or relaxed.

 

• Consider the right approach

 

Consider the best forum for this conversation. Starting with a face-to-face discussion may not be ideal, as people with mental health challenges could feel ashamed or embarrassed to share their feelings. Reaching out with a call or email may be more effective.

If you talk in person, consider whether a spot away from campus would provide more privacy. Begin the conversation by assuring your colleague that what you discussed will be kept private and confidential and of course honor what you say. 

 

• Normalize the discussion

 

Talking about mental health should be as normal as possible. Simply asking “How are you feeling today?” or “How was your weekend?”, can create space for mental health discussion. Of course, you will want to strike an open, genuine and empathetic tone. A casual, non-confrontational approach can facilitate a more open dialogue.

Be prepared that your colleague may try to hide their challenges out of fear of being stigmatized or being a topic of department gossip. So don’t insist that your colleague talk with you. Instead gently nudge them by telling them you are available to listen if and when they want to speak.

 

• Consider sharing your own experiences

 

Be open and approachable with your colleague and consider sharing your own vulnerability or experience with your own mental-health challenges.  This puts you and the other person on a more level playing field and shows that you are empathetic and understanding. But be careful not to assume that you know what they are going through, as each person experiences mental illness differently. You could try saying, “I have had a really difficult time in the past when_____. I can’t imagine what you are going through, but it seems hard.”

Struggling with a mental health issue is very lonely. Just feeling heard and supported can make all the difference in the world. As allies, even small acts of kindness like a smile or a brief “How are you?” where you take time to actually listen to the response, can go a long way in creating a supportive, emotionally safe atmosphere.

The most important thing is to be compassionate. The more we all try to create a safe and healthy space to open up, the more likely we will find ourselves inhabiting one.