That organizations aim to protect and care for human capital not only provides a benefit for the organization itself and its members, but also leaves traces within the scope of society itself, because This new perspective tends to be oriented towards the search for strengthening from all areas, aimed at respect for mental health
Recognizing the impact that ‘Blue Monday’, the return from vacation or the result of so many hours within an organization (whether virtually or in person) can have on its employees, today is almost an implicit right of all those who they make up, no matter what hierarchical level they are at.
Sometimes it is just about encouraging different forms of evaluation, recording, or communication, but above all it is about achieving the necessary empathy that allows us to relate in a healthy way and this is a skill that can be trained. We can always learn and generate new assets that allow us to grow, change and adapt to the times.
Thus, a work culture that focuses on the prevention of mental illness and encourages self-care It has incalculable value for everyone.
As times go by, the needs and requirements are different, but change is always included in them. Change is the new paradigm of the era that we have to navigate today and it is in that line of future where we are inexorably led.
It changed the way we love, feed ourselves, and work. The investments are no longer all tangible, our concerns have changed course. Today we are more attentive to making our life and the passage through it more satisfactory, where private, family and work life are balanced in balance.
Free time, the ecosystem and enjoyment are no longer relegated by work , and if from the same organization we do not give space to this new development, human capital will be deteriorated, without pleasure in working and rotations will be more frequent, something that we are already seeing especially in the millennial generation and the next. Today, for better or worse, we are more aware of the rapid passage of time and how short the day is.
Change is health, it is growth, and it is the antidote to the feared aging, in a society that has also become extremely competitive. It is important to highlight and guide ourselves to first understand and then apply that the concept of competing must be transformed into self-improvement. Focusing on achieving new working conditions adapted to this century is the task of leaders. Be those who, due to their function, are in that place in the organization, leaders of a family, a group or micro groups.
That is, we can all be leaders and promoters of change, we just need to train ourselves in this new space with new personal and social perspectives Today part of the change is to give back or generate in the society in which we live a better space, a space of example and participatory leadership, without ceasing to guide, but with different lights, much more inclusive.
Mental health and work
The topic of suffering from stress, anxiety attacks or psychosomatic illnesses has long since ceased to be taboo ; Today, anxiolytics practically come out of the kitchen tap, that’s how bad we are, we all know it. It’s just about looking to the sides. Those of us who work in mental health see it on a daily basis, young and not so young people who begin to show signs of psychological discomfort, found in a trap between what is expected of them and what they themselves believe they should be, leaving aside who they want and can be, so that they find a place; Your place inside and outside the organization is a discovery process that needs to be achieved.
The number of people on medication has increased, and anxiety attacks are sometimes suffered in silence and shame The millennial population is feeling the result of the education of extra protective parents who with the best intentions paved their paths, avoiding minimal obstacles that restricted the capacity for internal growth and overcoming small difficulties, these germs of the construction of self-esteem and well-being . Confusing is the criterion that improvement is about measuring oneself against another, instead of trying to improve oneself, through and together with others, not in spite of others.
Give a space to mental health within the organization It should be a matter not only of the company itself, but also a public health issue Creating working conditions that allow each individual or group to develop new skills, developing those they already have, is aimed at preventing a new pandemic that is brewing.
For this we need a plan that corresponds to each particular place. It would be advisable to understand the company as an individual, with its history, its culture, its values ​​and its own ways, just as each of us are, as unique individuals. We come from a place and we naturalize its behaviors, that is what happens with companies. Focusing on this analysis will allow us to understand this uniqueness that favors continuous improvement.
Public employees endure a myth about how they work and what to expect from them , as well as members of multinational companies. Breaking beliefs and transforming old paradigms is the path towards an integrative and participatory view.
But none of this is done by chance, it is necessary to put together a coherent, real plan adjusted to each culture, measuring times and achievements from other axes where self-evaluation is part of a more general plan. We need to overcome and convince that resistance to change is the virus, and that the vaccine is the participatory and responsible transformation of a new reality in which we are all part.
There are many practical ways to resolve immediate conflicts, counseling, workshops, conferences, all oriented to care but above all to the prevention of mental health. But it is a condition that all these measures start from a larger plan, conscientiously devised and with knowledge of influential factors within each organizational culture and social moment. The company as a social emergent is nothing new, but the worsening of the pathology in it is a topic that stands out today.
It is time to stop patching up situations and selling colored mirrors with temporary solutions Devoting ourselves to a more in-depth analysis of the situation may take a little more preparation time, it is true, but the objective is to be able to provide real and lasting improvements, and that not only reach the workplace, but also ensure that The same members of the organization, whatever it may be, can transfer the new vision that is offered to them to their homes. This is a way to reach society as a whole, in such a way that we are included in both the solutions and not only in the criticisms.
A training company in criteria, in learning to solve and unite different perspectives , is in the long run cheaper than just the one that gives temporary placebos. When we feel part of the change we assimilate it easily simply because it is not about imposition, but about contained, regulated and consensual participation.
As in all leadership, it will be necessary to train the people who take the process in this direction. Including participation above all things, but along with it respect for differences, not assuming that things happen to us alone, understanding that there are others who are suffering and experiencing the same thing, gives us by the very nature of the things, a feeling of belonging that has benefits for everyone, feeling that we have the national team shirt on makes us enjoy the result, but it also includes us in the training discipline.
We do not compete with others, we learn from others and improve ourselves, because there is well-being, confidence and it is participation that makes us feel secure in believing that when we win, the prize goes to everyone.
