Psych Health and Safety Podcast’s Post

Thanks again Jason van Schie and Joelle Mitchell, I loved the opportunity to talk with you both on the Psych Health and Safety Podcast about the synergies and cooperation that is going to be required between HR, WHS and executive management, in ensuring that we can meet our collective moral, legal and economic obligations, to minimise the impact of psychosocial hazards in the workplace. This podcast even has subtitles for those of you not from the north of England 😉 #psychosocialhealth #workplacehealthandsafety #justgoodHR #peoplematter #mentalhealth #blokewithfunnyaccent

No one founds a business thinking “I hope working for us sucks so much that our team members contemplate suicide”. But there is a fairly high percent of work-related suicides every year. If you are a C-level exec with a team experiencing burnout, listen to this episode. Metrics + context help your data tell a story that just might save lives. #psychhealthandsafety #hrdataanalysis #peoplegeeks #measurewhatmatters

"Suicide is due to individual factors and mental health history, not work" I seem to hear this argument whenever the concept of work-related suicide is raised. Suicide is often portrayed as something that only happens to people with severe and/or lifelong mental ill-health, but the unfortunate reality is that suicidal behaviours are often a response to situations or stressors that are perceived as unsolvable at a particular point in time. So, what about work? Is there a relationship between work-related stressors and suicide? WorkSafe New Zealand sought to answer this question and have recently published a report detailing their research findings. John Fitzgerald joined me and Jason van Schie on the Psych Health and Safety Podcast to share his insights into the research process and findings. Links in the post below.

Many of the learners in my Workplace Investigations Training, (in partnership with CPHR Saskatchewan, CPHR Alberta, CPHR BC & Yukon) will remember my module on Investigating the Dark Triad in the workplace. If you are interested in the concept of 'dark personalities' - such as narcissism, machiavellianism, psychopathy, and more, tune in to this podcast with Jason van Schie, Joelle Mitchell and Cynthia Mathieu Ph.D..

Catch John Chan, Ph.D. as he speaks with co-hosts Joelle Mitchell and Jason van Schie on the latest episode of Psych Health and Safety Podcast! The conversation goes deep into the root causes of burnout, the link between burnout and psychosocial hazards, and how burnout might be fuelling the loneliness epidemic. #burnout #psycholoficalhealthandsafety #loneliness #mentalhealth #abetterworkplace #workplacesustainability.

When individuals with dark personalities knock on your door...DON'T LET THEM IN. The best way to reduce toxicity in a workplace is to stop hiring individuals who make workplaces toxic. Job candidates who present many narcissistic and psychopathic traits are charismatic, well-spoken, manipulative, self-confident, and they make grandiose promises. They are, by most standards, the ideal candidates for any job. The problem is that what you see during an interview is not what you get once they enter your organization. We need to see who they really are: 👀 selfish, 👀 they never take responsibility for their mistakes, 👀 they manipulate and bully to get what they want, 👀 they are unethical in their actions, 👀 they lie without remorse, 👀 they present other people's ideas as their own, 👀 they take advantage of everyone around them, 👀 they believe they are superior to others, 👀 they lack empathy and caring, 👀 they view emotions as a weakness and people around them as tools to get what they want, 👀 they can be aggressive and violent As leaders, they have been called abusive, tyrannical, and toxic. They exploit others, and their employees suffer greatly. They are attracted to jobs and organizations that bring them power, control, and money. They enjoy being feared. Once they are in, most organizations will rather ignore their behaviors than deal with them for fear of bad publicity or simply because they don't have the courage or resources to act against these individuals. Some organizations keep them despite their negative impact on employees because they believe they are profit-driven and productive. They will soon realize that these individuals are self-serving and loyal to one person: themselves. Since they view empathy, caring for others, openness to others, collaboration, and positive interpersonal emotions as weaknesses, they are not likely to score high on these skills during a selection process. Add to that their inability to be humble and their lack of integrity, and you have red flags that will help prevent hiring these individuals. Thank you, Jason van Schie and Joelle Mitchell, for supporting my work on dark personalities in the workplace and for having me on the Psych Health and Safety Podcast. If we want safe and healthy organizations, we need to hire leaders who will make our workplaces safe. Take care of yourself and the people around you. 💗

Efforts to create a culture of ##psychologicalhealthandsafety will be less effective without cultural competence gained through consultation with those that yiu say yiu want to include. Don't miss the insights that safety professional Mohammed Hassan shares in this episode. #psychosocialhazardsarereal #workplacementalhealth ID2 Solutions

Conversations about #psychologicalsafety or #physicalsafety are inherently connected to #trust. No one of working age enters a work setting as a blank slate. We each have experiences that have influenced how we see the world. These views are not inherently right or wrong but certainly different. Exposure #psychosocialhazards that people are unaware of before the exposure can damage or destroy whatever level of trust people bring to the workplace. The creation of an environment that is transparent about the hazards, focused on eliminating and reducing the severity of the hazards that can not be eliminated, and a culture that supports people if they are exposed can not only help people feel safer but it can also build trust between the people involved in the setting itself. Don't miss this conversation!

Exposure to #psychosocialhazards has an impact on the #psychologicalhealthandsafety of those exposed. While recovery is possible, it is a journey that does not always have an objective timeline. This episode provides an insight into one of these journeys.

It's interesting to a software engineer to make one of the best analogies I've heard regarding the connection between mind and body. While the focus on physical health is necessary, the focus on mental health is lacking. Both are essential, and our systems of human interaction should make accommodations for both. Don't miss this conversation!