Empathy and compassion are precious human values – but they can be diminished or even disappear because of cultural, racial, political, and religious pressure or through materialistic manipulation.   In such…

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In Australia, where sport is ingrained in our national identity, we are presented with an intriguing paradox.

While we watch our sporting heroes achieve astonishing feats, an unsettling trend remains:

Only 41% of Australians aged 15 and above engage in sport-related activity weekly, and a meagre 14% volunteer annually in the sport and active recreation sector.

This suggests that while we’re captivated by sport, our participation and community involvement leave room for improvement.

Sport is not merely a matter of physical skill and tactical brilliance; it’s a condensed microcosm of community, relationships, and psychology. While watching Nina Kennedy and Katie Moon share the women’s pole vault gold medal at the world championships, one can’t help but think about the countless people—coaches, psychologists, and communities—that propelled them to that shared moment of glory.

Sports are a foray into the complexities of human psychology and social dynamics. The practice I lead at Synergy Group, creativeXpeople, embodies this intersection by harnessing the expertise of psychologists, sociologists, marketers, creatives and more to explore questions such as: How can we retain kids in sport? What causes young women to leave? How can we mitigate athlete burnout?

Elite sports present us with a double-edged sword. On the one hand, the aspiration for elite performance trickles down to community levels, creating an intense, competitive environment that can fuel progress. On the other hand, this drive for excellence can compromise the joy and inclusivity of participation. This phenomenon isn’t isolated to the sports field; it manifests in organisational cultures prioritising high-performance metrics at the expense of employee well-being and psychological safety.

Our obsession with performance indicators often eclipses the importance of fostering a culture that enhances the human experience at work—equally a requirement for high-performing teams. Such a culture embraces psychological safety, minimising employee burnout and optimising productivity—a concept backed by a two-year study on team performance by Google.

Where does this leave us in the grand tapestry of sports and organisational culture? This is where the social sciences—once considered the softer, more introspective cousins of hard, empirical sciences—enter the fray.

Answering questions about human behaviour in sports or organisations requires professionals deeply engaged in behavioural science. The social sciences can offer profound insights into human motivation, teamwork, and emotional resilience—elements crucial in both elite sports and high-performing organisational teams.

While strengths such as competitiveness, ambition, and diligence are valuable, they become detrimental when overemphasised—whether in sports or the workplace. This correlates with the unintended consequences of a strength overdone, like reduced adaptability and a narrow focus that excludes innovative possibilities.

A well-rounded approach, therefore, seems to be the key. It requires giving equal importance to soft skills such as communication, emotional intelligence, and empathy. In organisations, this translates to a balanced culture where high performance is rewarded but not at the expense of well-being or inclusivity.

The pressing challenges of stagnating participation rates in sports and deteriorating employee well-being in organisations can seem overwhelming. However, a plethora of evidence-based solutions can guide us toward brighter outcomes. Taking a leaf out of the most effective practices seen in elite sports and corroborated by organisational psychologists, here are several strategies that promise to infuse new life into both spheres:

Psychological Safety: The Cornerstone of High Performance

Amy Edmondson, a professor at Harvard Business School, pioneered the concept of “psychological safety,” which was further endorsed by Google’s Aristotle Project as a key predictor of high-performing teams. In the sports arena, coaches like Steve Kerr of the Golden State Warriors endorse a culture where players can take risks without the fear of ridicule. Open communication and failure tolerance aren’t just buzzwords but are essential for innovation and growth.

The eXperience in action: Leaders and coaches should establish a non-threatening environment where team members are encouraged to express their ideas and concerns openly.

Mindfulness and Mental Resilience Training

Mindfulness and resilience training have received considerable attention in organisational settings and elite sports. Backed by a study published in the Journal of Applied Sport Psychology, mindfulness interventions showed positive impacts on athlete performance. Companies like Google and General Mills have also implemented mindfulness programs, reporting increased productivity and reduced employee stress levels.

The eXperience in action: Introduce regular mindfulness and mental resilience sessions to help team members focus better and cope with stress more effectively.

Cultivating Emotional Intelligence (EI)

Daniel Goleman’s ground-breaking work on emotional intelligence revolutionised our understanding of peak performance. Coaches such as Phil Jackson, renowned for managing complex player egos, utilised EI as a cornerstone of his coaching philosophy. Organisations are catching up, too, with a study published in the Journal of Organizational Behaviour indicating that EI is a key predictor of team performance.

The eXperience in action: Invest in emotional intelligence training for team leaders, which can cascade down to all team members to build stronger interpersonal relationships.

Skill Variability and Cross-Training

The most effective sports teams often employ varied training regimens to build a comprehensive skill set. According to a Journal of Sports Sciences study, athletes exposed to multiple sports in their formative years were more likely to achieve elite status. Organisations like Tesla encourage cross-disciplinary knowledge, believing that innovation occurs at the intersection of different fields.

The eXperience in action: Encourage team members to cross-train in diverse skills and roles, enhancing adaptability and improving team cohesion.

Data-Driven Continuous Feedback

In elite sports, analytics and performance metrics are a constant companion. However, research from the Wharton School of Business suggests that continuous feedback loops in organisations can be just as impactful in driving performance.

The eXperience in action: Implement a real-time feedback mechanism through performance metrics in sports or regular employee reviews in organisations to provide actionable insights for improvement.

By incorporating these research-backed strategies, which represent a small sliver of what is possible and required in teaming, we can revitalise the spirit of participation in sports and enrich the experience of work, tapping into the full potential of human capability. After all, the ultimate objective is to perform and thrive in every facet of human endeavour.

In the complex ecosystems of sports and organisations, the focus should be on keeping the pathways to participation open and inclusive. Elite sports depend on the wide participation of athletes and audiences. Likewise, high-performing organisations benefit from a culture that allows for different skills, perspectives, and levels of performance to thrive.

To elevate our game—whether in sports, organisations, or life—we need to take an interdisciplinary approach, embracing the social sciences to understand the holistic experience of human beings. Only then can we create high-performing teams and organisations that excel and enrich the human experience.

Ultimately, it’s about connecting the qualitative and quantitative, the emotional and the rational, to achieve a greater purpose: human flourishing in all its forms. So, as we cheer for our athletes or strive for that next business milestone, let’s remember that the pathways to performance, enriched by social sciences, make the journey worthwhile.

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In 2010, Seth Allard, a Marine Corps veteran and member of the Sault Saint Marie Tribe of Chippewa Indians, drove past a parking lot full of cars outside a local Catholic Church in Sault Ste. Marie, Michigan, and wondered why such a large group gathered at the church.

It wasn’t a Sunday morning, Allard remembers thinking. He asked the tribal elder he rode with what was happening.

“Oh, that’s a suicide support group,” the elder told Allard.

Allard says he was struck at the time: Did tribal members struggle so much with suicide? Over the years, the issue stuck with him.

Looking back, Allard realizes they dealt with the anxiety, depression, and economic uncertainty that strikes many tribes across the United States. That ride with his elder served as a catalyst for him to study suicide prevention.

The Marine Corps announced the Marine Intercept Program. The program goes hand-in-hand with the Suicide Prevention Program, providing follow-up care and counseling for Marines who have attempted suicide or had suicidal ideations. U.S. Marine Corps photo by Cpl. Sarah Cherry.

“I sort of got sucked into it, and then I realized that there were these instances of suicide, suicidal thinking, depression, risk, and tragedy,” Allard tells The War Horse. “The more I read into it, the more I just got this feeling that these were stories that were not being told in a way that they deserve to be told, with all the complexity that is involved.”

Allard combined the moment and his experience in the Marines to dive into the topic of suicide prevention as a doctorate student of social work at Wayne State University. He recently published a paper that states that, while the Defense Department spends more on suicide research than any other entity in the United States, research and programs don’t pay enough attention to how service members live their lives, communicate with each other, or interact with the organizations and institutions in their lives. All of this has led him to believe a better understanding of how service members and veterans live their daily lives—their culture, rather than sanitized statistics and studies—could help prevent death by suicide in this community.

While veteran suicide rates appear to be falling, according to Veterans Affairs, active-duty suicide rates went up the first quarter of 2023—and both groups saw their suicide rates increase after the attacks on 9/11.

But even as VA and the Defense Department increase their resources, people still feel as if they’ve been left on their own—particularly as they transition from active-duty status to veteran status. And the military continues to face accusations of a machismo culture that doesn’t allow service members to ask for help out of a fear of looking “weak”—an issue the Navy and Marine Corps is working to address with the recently enacted Brandon Act, which allows troops to seek out care confidentially any time they need it.

Military culture also emphasizes the idea that “if you haven’t served, you don’t understand,” leading to complications in treatment, particularly if a therapist doesn’t know a Chinook from an iron duck, Allard says. Service members and veterans avoid treatment if they believe it will “retraumatize” them, or if they have a hard time making an appointment. Perhaps, Allard says, cultural change should start with boot camp and basic training, where as people are resocialized to meet the military’s standards, they also learn to feel safe seeking help or simply talking about the stress they face daily, in the war zone or during a line inspection or when that first paycheck doesn’t quite stretch until the end of the month.

But the military also could take a harder look at itself, Allard says, as well as the hard issues that contribute to death by suicide, including sexual assault, hazing, and toxic leadership.

“With the Marine Corps, when you don’t understand its culture, then you don’t understand people’s social views and the social history of an organization, and you lose out on how that culture is going to impact your policy,” Allard says.

‘Now You’re on Your Own’

As veterans leave service, especially younger veterans, they may lack a strong social network in their new communities.

Allard calls this a “violent transition.”

“You go from having every aspect of your life controlled, organized, and structured by this constantly present entity—which is the Marine Corps—to freedom,” Allard says. “It highlights this kind of weird effect of an emptiness, because you were so reliant on that social structure, and now you’re on your own.”

This can leave veterans with an identity crisis.

“Marines are trained to believe and think of themselves as sort of modern-day Spartans who are separate and distinct and have a higher moral code than the rest of the country,” says David J. Morris, a former Marine, author, and English professor at the University of Nevada, Las Vegas. “So they get out and then that code really doesn’t fit very well.”

A type of “psychic numbing” sets in for many grunts in boot camp almost as a necessity to overcome the most grueling aspects, Morris says, adding that there needs to be a “deconditioning or a demilitarization of the mind” as they move to civilian life.

“The ‘embrace the suck’ mentality that’s part of boot camp and part of Marine culture—you have to learn to step outside that or move beyond it, because if you don’t—if you pretend that you don’t have emotions—you’re not learning from your experiences,” he says.

Morris finished serving as a Marine in the late 1990s, before the war on terror started. In 2007, after earning a degree in English, he embedded with a unit in Iraq. Members of that unit were struck by an IED in Baghdad, an event that would change Morris’s life and lead him to seek therapy for post-traumatic stress nearly four years later.

“One of the problems that I ran into in the VA is that it’s an academic psychology culture,” Morris says. “And that culture is completely at odds with Marine culture.”

Allard says suicide research and therapy itself should incorporate more of an anthropological approach so veterans don’t face such a jarring adjustment when they seek treatment. This would allow anthropologists to attend trainings, deploy with units in a limited fashion, and get a better grasp of what Marines and other service members face.

And, if anthropologists embed with active-duty service members, they could get a better understanding of the social systems and personal feelings of the troops to determine why the risk for suicide is high and what to do about it, Allard says.

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“What these movements and studies strongly suggest is that without the implementation and consistent support of internal cultural research, the Marine Corps will not be able to fully grasp the interrelated factors, conditions, and social perceptions that contribute to the decision to commit suicide or, for that matter, any salient issue that affects Marines, such as sexual assault, discrimination, hazing, or toxic leadership,” Allard writes in his study. “This will leave Marine leaders and individual Marines one step behind the cultural curve.”

‘It Matters for Veterans’

At VA, Morris received prolonged exposure therapy, which he, like a lot of veterans, found difficult. Veterans tell and retell their stories in a safe environment in the belief that it helps them process and organize their memories to a point that they can control them better. But it can feel retraumatizing, and it’s time-consuming.

Prolonged exposure therapy has worked for many veterans and is considered one of the best treatments for PTS. A January 2023 JAMA study conducted on 234 military personnel and veterans found prolonged exposure therapy used in three-week sessions reduced symptoms of post-traumatic stress in more than 60% of the patients.

“The [January 2023] study found that PTSD can be effectively treated in active duty military and veteran populations in three-week massed prolonged exposure and intensive outpatient program formats, with very low drop-out rates (e.g., 15% or less),” Alan Peterson, a professor of psychiatry and behavioral sciences at the University of Texas, San Antonio, told U.S. Medicine in a recent interview.

Peterson said prolonged exposure therapies typically involve once-a-week outpatient care and last 10 to 12 weeks. They have drop-out rates around 40% to 50%.

Research from Psychological Services journal found the reasons veterans drop out of prolonged exposure therapy range from appointment scheduling difficulties, aversion to their providers, belief that their symptoms are getting worse, and simply disliking it.

But Morris says his therapists, as well as a PTSD researcher he talked with, lacked basic Marine Corps cultural knowledge.

David Morris, a Marine Corps veteran, poses near Fallujah, Iraq, in 2007. Photo courtesy of Morris.

“[One] seemed to struggle with the concept of helicopters, generally,” Morris says. “It drove me nuts because she kept referring to it as ‘the craft.’ It was very agitating because she did not have a rudimentary understanding of what life [for] grunts was like.”

Morris’s experience touches on what Allard is studying: a lack of therapists who have a basic understanding of military culture. Few know what it is like to go through boot camp, to fight for your country, or to have bullets fly in your direction. A vast majority of veterans prefer a therapist who is also a veteran, a 2018 study found.

Because there’s a shortage of mental health workers in general, let alone veterans who are mental health workers, finding a veteran provider is tough—though the VA Vet Centers often have counselors who are veterans, according to VA. VA also has group therapy, where veterans talk with each other, as well as the BeThere peer assistance program, where veterans can speak with a peer coach.

VA also offers cultural competency training to civilian providers because so many veterans see civilian providers.

Sonya Norman, a staff psychologist at the San Diego Veteran Affairs Medical Center, tells The War Horse she has seen a demand for veteran therapists or therapists who have a greater knowledge and understanding of military service.

Sonya Norman, staff psychologist at the San Diego Veteran Affairs Medical Center. Photo courtesy of Norman.

“I’ve definitely seen that it matters for veterans, even if the clinician isn’t a veteran themselves, that [the therapists] kind of have some basic understanding of what the person experienced, the branches of the military, the types of jobs, types [of] deployments, [or] where they were,” Norman says. “And so, in the PTSD world, we have courses we’ve developed online for PTSD and military culture.”

A recent peer-reviewed study in the Journal of Community Engagement and Scholarship found notable benefits for this type of training, including a more comfortable relationship between therapists and their clients, among other benefits. Graduate students at Jefferson University who took part in the study said they initially felt “insufficiently trained” to work with veterans, but after completing the training, they experienced a desire to counsel veterans.

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“Without the course experience … it is unlikely that these therapists would have changed their attitudes on their own,” the study found.

The Defense Department also offers training for health and behavioral health care providers who serve active-duty and veteran groups.

Chris Loftis, director of the Veteran Affairs and Defense Department Mental Health Collaboration at the office of Mental Health and Suicide Prevention. Photo courtesy of Loftis.

Chris Loftis, director of the Veteran Affairs and Defense Department Mental Health Collaboration at the office of Mental Health and Suicide Prevention, tells The War Horse there are several hours of cultural training available for therapists and counselors online. The Solid Start program, started in 2019, contacts new veterans three times during their first year of transition from active duty to veteran status to try to help veterans with the transition to civilian life, as well as to find health care, jobs, or help getting home loans.

But Allard says addressing the issue could begin early by changing the culture of the military.

“Culture, understood by Marines as their ‘warrior ethos,’ can be their greatest asset or their greatest threat,” Allard wrote in his study. “Repeating tired adages such as ‘Keep your friends close and your enemies closer’ can blind one to the enemy in the mirror.”

This War Horse feature was reported by Freddy Brewster, edited by Kelly Kennedy, fact-checked by Jess Rohan, and copy-edited by Mitchell Hansen-Dewar. Headlines are by Abbie Bennett.

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A toxic work culture can discourage people from giving their best, affecting performance. A healthy workforce is always more productive, engaged and resilient. This is why giving due importance to the mental health of employees while reaching out for goals and targets, is important for a positive work culture. You should notice certain signs that suggest your workplace values mental health.

Health Shots reached out to Dr Rahul Rai Kakkar, Consultant – Psychiatry and Clinical Psychology Narayana Superspeciality Hospital, Gurugram, to know more about healthy workplace.

Positive work culture is important for mental health. Image courtesy: Shutterstock

Mental health issues at workplace

Work-related stress can bother anyone. With high workload, pressure to meet targets and long working hours, it can lead to stress, affecting mental well-being. Here are some more health issues that an unhealthy work environment can lead to:

1. Burnout

Prolonged exposure to intense stress and exhaustion can result in burnout, characterised by emotional exhaustion and reduced performance, says the expert.

2. Anxiety and depression

Workplace factors, such as a toxic work culture or lack of support, might contribute to the development of anxiety and depression.

3. Workplace bullying

Some people do become victims of office harassment or bullying at work. This can have severe effects on the person’s mental health.

4. Isolation and loneliness

Feeling disconnected from colleagues or excluded from the work community can lead to feelings of loneliness and isolation.

5. Uncertain job security

Fear of job loss or unstable employment conditions can also cause anxiety and stress in some people.

Bullying at work may affect your mental health. Image courtesy: Shutterstock

6. Lack of work-life balance

Balancing personal and professional life becomes challenging, affecting overall mental well-being.

Why mental health at workplace is importance

It is crucial for management to prioritise employees’ mental health. Dr Kakkar says that focusing on mental health fosters a positive work culture, reduces absenteeism and enhances job satisfaction. By addressing mental health concerns, management demonstrates care for their employees’ well-being. This in turn boosts morale and loyalty, leading to improved retention rates and less job hopping. Also, investing in mental health initiatives can help to prevent burnout, stress-related issues, and potential conflicts, creating a more harmonious and thriving workplace.

Signs that your workplace values mental health

1. Encourages open communication

Management fosters an environment where employees can discuss mental health without fear of stigma or repercussions.

2. Offers mental health resources

The office provides access to counselling, support groups or workshops to assist employees in managing their mental well-being.

3. Flexible work arrangements

The office allows flexible schedules and remote work options, accommodating individual needs and promoting work-life balance, says the expert.

4. Promotes work breaks

Regular breaks are encouraged to prevent burnout and increase productivity, but that doesn’t mean you stay out drinking tea or smoking cigarettes all the time.

5. Recognises achievements and efforts

Employees’ accomplishments are acknowledged by the management. This helps to boost their self esteem and motivation.

6. Anti-discrimination policies

The office has clear policies against discrimination based on mental health conditions, ensuring a safe and inclusive environment.

7. Mental health training

Management provides training to raise awareness and equip staff with skills to support colleagues facing mental health challenges.

8. Employee assistance programs

The office offers such programs to provide confidential support and resources for employees in times of distress, says Dr Kakkar.

Now that you know certain signs, try your best to find a workplace that upholds your emotional wellness while letting you thrive professionally.

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DUBLIN, July 19, 2023 /PRNewswire/ — The “The Future of Mental Health Management” report has been added to  ResearchAndMarkets.com’s offering.

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This report identifies the challenges, drivers, and growth opportunities in this space and helps foresee its growth outlook. It also provides an overview of the stakeholder ecosystem, identifying notable mergers, acquisitions, and partnerships.

Mental health conditions reduce people’s life expectancy – yet mental health takes a distant second place to physical health in many instances. This is slowly changing after the COVID-19 pandemic triggered rising cases of anxiety and depression, as have other geopolitical conditions and natural calamities. With rising awareness, new treatments emerge that can complement existing therapies for better outcomes.

Treating mental health issues is challenging because a condition may have varying causes, such as environmental and genetic factors, and different symptoms present themselves in different degrees. As a result, combining therapies – instead of using a single therapy – could result in better efficacy.

Psychotherapy and medication have been long-standing treatment methods, and now more advanced techniques for diagnosis and treatment can prove beneficial for people with limited access to a clinic, like telehealth consultations or the use of virtual reality, artificial intelligence/machine learning, and the use of wearables for detecting a symptom and notifying a medical professional.

These advanced technologies help serve patients throughout the day and not just during emergencies, which closes the gaps in care. Research is also underway for biomarkers and other diagnostic tools that can detect a mental health condition, surpassing the traditional technique of monitoring symptoms for a certain period.

Much development is also undergoing in the nootropic space. Nootropics, generally used to improve brain performance, are available without a medical prescription. Microbiome therapeutics and naturally available substances are another area being explored further for therapeutic benefits.

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Finally, the report provides a detailed account of the funding landscape for stakeholders and market players to leverage.

Key Topics Covered:

1. Strategic Imperatives

• Factors Creating Pressure on Growth

• The Strategic Imperative

• The Impact of the Top 3 Strategic Imperatives on the Mental Health Industry

• Growth Opportunities Fuel the Growth Pipeline Engine

• Research Methodology

2. Scope and Segmentation

3. Growth Opportunity Analysis

• Growth Drivers

• Growth Restraints

4. Introduction

5. Innovation Ecosystem

• An Introduction to Mental Health Conditions

• Treatment Approaches to Mental Health

• Drug-based Therapeutic Intervention in Mental Health

• A Snapshot of Schizophrenia Research

• A Snapshot of Anxiety Research

• A Snapshot of Depression Research

• A Snapshot of BD Research

• A Snapshot of Eating Disorder, Sleeping Disorder, PTSD, and Substance Use Research

• Upcoming Innovations in the Field of Mental Health

• Brain Boosting Nutraceuticals/Nootropics

• Telehealth Services to Cater to All Age Groups

• Self-help, Meditation, and Mindfulness Mobile Applications

• Virtual Reality, AI and Machine Learning for Mental Health Management

• Diagnostics and Biomarker Development for Mental Health Conditions

• Innovation Ecosystem Summary

6. Regulatory

• The Mental Health Landscape in Europe and the United States

• The Mental Health Landscape in Select Asia-Pacific (APAC) Countries

• The Mental Health Landscape in Select APAC Countries and the Middle East

• The Mental Health Landscape in Other Select Countries

7. Intellectual Property

8. Stakeholder Ecosystem

• Strategic Partnerships Between Mental Health-focused Companies

• Funding Ecosystem

• Mergers and Acquisitions in Mental Health Industry

• Key Takeaways from the Stakeholder Ecosystem

9. Growth Opportunity Universe

• Growth Opportunity 1: Complementing Prescription Therapies with AI/ML/VR for Better Outcomes in Mental Health Management

• Growth Opportunity 2: The Development of Targeted Prescription Treatments

• Growth Opportunity 3: Benchmarking Mental Health Applications Based on Efficacy Evidence

For more information about this report visit https://www.researchandmarkets.com/r/qxz3rf

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Credit: Kristy Rangel

Four-year old Scout and 12-year old Jeter are cockapoos who serve the Selma Unified School District as therapy dogs.

If students at Selma High School in Fresno County ever had to vote on their favorite things on campus, Jeter and Scout – two cockapoos – serving as Selma Unified’s therapy dogs, would be the top picks.

Since 2016, 12-year-old Jeter and 4-year-old Scout (since 2021) have played a lead role in the district’s push to destigmatize mental health issues and provide services.

They are on campus every day; during lunch, they go from table to table, interacting with students, but they seem to know where they’re needed most: the students who are sitting alone or who seem sad.

One day at lunch, as Jeter made his rounds, he gravitated to a student who had her hood over her head and just sat there with the student, refusing to leave, even when lunch ended.

Credit: Kristy Rangel

Students at Wilson Elementary participated in mental health awareness activities on Wednesday. Students are seen trying ’80s toys that can be used as coping mechanisms.

The district’s mental health team approached the student and Jeter and noticed that the student’s face was covered with tears and that she was distraught but did not feel comfortable confiding in anyone. Jeter was able to detect the student’s pain when no one else could, which led to her getting much-needed help.

Selma Unified’s lead mental health clinician, Kristy Rangel, remembers another incident when a student sat in her office but had completely shut down and refused to talk. Jeter walked over and started nudging the student with his nose, signaling to be petted. Jeter climbed into the student’s lap, and the student started crying and hugging the dog.

“Then we were able to process,” Rangel said. “It’s that comfort, that judgment-free zone.

“They (Jeter and Scout) allow people to put down their defenses and allow them to open up.”

Those are a few of the countless examples of what Rangel describes as her “co-therapists” identifying students in need of support and eliminating barriers to students opening up.

“The school’s culture wouldn’t be the same without them,” Selma High senior Adam Lanas said.

What’s happening in Selma Unified is much larger than the therapy dogs. It’s a districtwide enterprise to change the culture of mental health, so students, as well as their families, know help is available.

On May 19, about 300 Selma High School students stood in line waiting to join the school’s mental health awareness activities. In one activity, they explored the differences between thoughts and feelings: Is a statement on the spinning wheel a thought or feeling? At another station, the students created a Cares Gram — a thoughtful message for someone they care about or know they can count on. A few tables down, students wrote themselves messages on small rocks, using bright-colored pens.

Students were amazed by a table full of toys, which students can actually use to soothe their five senses: 3D Pin Art Sensory toys, Needles Fidget Palm Boards and fidget slugs for touch and kaleidoscopes and RED Classic ViewMaster 3D Viewer and Collector Reels for sight.

“This will help you stay calm,” Rangel told one student.

Before Jeter, ‘no one wanted services’

But having hundreds of students participate in raising mental health awareness wasn’t always the norm in Selma Unified schools — a nearly 6,000-student district in southeast Fresno County of the central San Joaquin Valley.

Rangel and others remembered that less than 10 years ago, no one wanted to take part in mental health activities on campus.

People didn’t acknowledge mental health, she said.

Now the perception of mental health is different. Students and staff credit the therapy dogs, Jeter and Scout, who, during the mental health activities, sat in their wagon waiting for the opportunity to take pictures with students.

Selma Unified formed its mental health team in fall 2014 with two mental health clinicians to address students’ social-emotional needs such as anxiety, depression, mental health disorders, family stressors and trauma-related experiences.

The mental health team received 32 referrals for student support services in the 2014-15 school year, and 88 in 2015-16, before Jeter came.

“No one wanted services,” Rangel said about the first few years.

Students and parents often told Rangel, “‘My kid’s not crazy. I don’t need to talk to you; I’m fine.’”

She had an idea of how to change those attitudes.

Before her time in Selma, Rangel was a forensic therapist for the Napa County juvenile justice system where they used therapy dogs to help the kids once a week after court.

“I noticed when they had the therapy dogs there, they weren’t calling me to help regulate and calm some of the youth down because the dogs were there to provide that comfort and support,” she recalled.

That’s when she and her dog, Jeter, first started training to become certified in animal-assisted psychotherapy.

When Selma Unified hired her in 2014, she suggested Jeter as a therapy dog, but the district was skeptical of the idea at first.

So Jeter worked at Valley Children’s Hospital as one of George’s Pals — dog volunteers providing animal-assisted therapy to patients.

“My big selling point to the school board was: If Valley Children’s (Hospital) trusts Jeter around their patients, why can’t we trust him around our students?” Rangel said.

At the time, other school districts had been implementing therapy dogs. Clovis Unified has used a therapy dog for several years and brings additional dogs on campus during finals week to alleviate stress as do colleges, including Sacramento State, CSU Long Beach and UC Berkeley.

Therapy dogs calm older students, help younger students acquire skills

The dogs work with the district’s mental health team to provide social and emotional learning lessons, serve as attendance incentives, respond to crises, and provide individual therapy sessions.

And with each interaction between students and the dogs, Rangel sees an impact.

To 17-year old Ronnie L., who asked not to be identified by her last name, the dogs have an unmatched “calming” presence, especially when students are upset, sad or anxious. She doesn’t bite or pick at her nails when she’s around the dogs.

“It’s comforting,” Ronnie said. “It makes you feel less tense. It’s helpful to have something to pay attention to and to smile at.”

Although based at the high school, Jeter and Scout help elementary students, too. For students who struggle with behavior issues, mental health clinicians coach them on feelings and emotions. Rangel uses Jeter or Scout in an exercise where the dogs ring a bell to answer “yes” to certain cues.

For instance, she will ask, “‘Jeter, if you are feeling sad, is it OK to talk to a trusted adult about your sadness?’ The dog would ring the bell for yes, and we will go through different feelings.”

Other games allow students to build their self-esteem by teaching the dogs tricks and identifying and discussing feelings when Jeter or Scout portray those emotions during activities.

Therapy dogs are a conversation starter, symbol to seek help

Still, services are contingent on parental consent, and Rangel explained that there are cultural, personal or religious barriers that may make parents hesitant to seek mental health services for their kids — even with Jeter and Scout involved.

The mental health team had to address those negative stigmas through student and family engagement. The district’s schools host contests challenging students to illustrate what Jeter represents and to build Jeter figures with their families.

This month, the team has organized mental health activities at each of Selma’s 10 schools.

“We’re talking openly about how everybody needs support,” Superintendent Marilyn Shepherd said.

During its mental health week, the high school had a comfort day when students could wear their pajamas and bring stuffed animals; another day was dedicated to using music as an outlet.

“Connecting something casual to these different pillars of mental health awareness is destigmatizing (mental health), and that’s what this entire month is about: being open about these feelings,” student leaders Adam Lanas and Alexis Orosco said.

This push to end the mental health stigma doesn’t stop at the schools.

Rangel extends the awareness to the community by having Jeter and Scout participate in fairs and parades and being active on Instagram and TikTok with Jeter featured in his own Mercedes-Benz or Scout playing the drums. After years of outreach, the mayor, the police chief and officers, the Fire Department and the community of Selma all know Jeter.

Jeter’s stuffed plushies are distributed across the district to students who are having a bad day to hold or hug during class and for police officers to use in comforting students they encounter on calls across the community.

It’s become commonplace for parents to say, “I need to come see Jeter,” a signal that their kids need help.

“More and more, each year, we’re breaking down the stigma of mental health,” said Lizzette Rodriguez, a mental health clinician who started in 2017. “And I think it’s, in part, because of the dogs. They’ve made such a difference. As a mental health team, we’re advocating and making ourselves visible, and that’s making a huge impact as well.”

Also, “It’s a great way to start a conversation,” Lanas said.

When people ask why a dog is on campus, those questions start a conversation about Jeter’s and Scout’s roles as therapy dogs and why they’re important. Those conversations raise awareness about the resources Selma Unified offers, he added.

Why the services are crucial for Selma

As a rural community more than 15 miles southeast of the city of Fresno, Selma doesn’t offer many services in town outside what’s offered at the school, Rangel said.

“For a lot of our families, it’s difficult to drive to Fresno for services and support,” she said.

Lasherica Thornton/EdSource

Cockapoos Jeter and Scout are Selma Unified’s therapy dogs. The dogs work with lead mental health clinician Kristy Rangel in providing social-emotional learning lessons, attendance incentives, crisis response and individual therapy sessions. They’re pictured at Selma High School on May 19 at a mental health awareness event.

For the services that are in the community, it takes three to six months to connect students, Rangel said.

But with its mental health team, which has grown to eight mental health clinicians and eight social workers, Selma Unified can provide services to students within a week or two.

Each school has a mental health team member on campus at least twice a week.

“Having the mental health clinicians here on campus, we have access to the students,” she said.

Because the dogs “open the door for mental health clinicians,” as the superintendent described it, the number of students receiving mental health support has grown.

Referrals for student support reached nearly 200 between August 2016 and June 2019 — up from 32 and 88 in the first two school years. Although the numbers dropped to the low hundreds during the pandemic and hybrid learning, the numbers not only rebounded but reached unprecedented numbers in the 2021-22 and 2022-23 school years with 362 and 935 referrals, respectively.

Ronnie, the 17-year-old who is comforted by the dogs during her therapy sessions, first sought mental health services this year because she bottles up her feelings and is often anxious.

“I knew I was anxious and that it wouldn’t get better if I had said, ‘I don’t need that,’” she said.

She doesn’t think she would have made as much progress as she has without Rangel and the therapy dogs.

By her own description, her grades were terrible, to the point that she had to attend summer school last year.

“I was very unhappy. Kristy (Rangel) helped me grow and be a happier person for myself and not for anyone else,” Ronnie said with a huge grin on her face. “And Jeter and Scout – I walk in here, and if I’m having a bad day, who’s not going to smile when they see a cute dog run up to them?”

In a year’s time, she’s improved her grade point average from around 2.0 to 4.0.

“Personally I’ve grown a lot,” she said. “That’s just based on my mental health. I see my grades go down when I’m feeling down. Kristy really helps me think about myself. It’s important to be mindful of how you’re feeling. I’m really happy. I think I’ve found family here.”

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One of the main ways that celebrity culture contributes to mental health issues is through social media. Celebrities are expected to maintain a constant presence on social media, posting updates about their lives, sharing photos and videos, and interacting with fans. While this may seem harmless, it can actually be incredibly stressful for celebrities. They are constantly under the microscope, with every post scrutinized and analyzed by fans and the media alike. This can lead to feelings of anxiety, depression, and even self-doubt.

Another way that celebrity culture contributes to mental health issues is through the pressure to maintain a certain image. Celebrities are often expected to be perfect, physically flawless, and always on their A-game. This can be incredibly difficult to achieve, especially when they are constantly in the public eye. The pressure to maintain a certain image can lead to a range of mental health issues, including body dysmorphia, eating disorders, and low self-esteem.

Finally, the constant pressure to perform can lead to burnout and exhaustion. Celebrities are often expected to work long hours, travel frequently, and maintain a grueling schedule. This can take a serious toll on their mental health, leading to feelings of exhaustion, burnout, and even depression.

So what can be done to address the negative impacts of celebrity culture on mental health? First and foremost, it’s important to recognize that celebrities are human beings, just like the rest of us. They have their own struggles, insecurities, and flaws. We need to stop putting them on a pedestal and recognize that they are not perfect.

Secondly, we need to be more mindful of the pressure that we put on celebrities. We need to stop expecting them to be perfect and recognize that they are allowed to make mistakes and have bad days. We need to give them the space to take care of their mental health and well-being.

Finally, we need to be more vocal about the importance of mental health. We need to recognize that mental health is just as important as physical health and that it’s okay to seek help when we need it. By being more open and honest about mental health, we can help reduce the stigma surrounding mental illness and create a more supportive culture.

In conclusion, the pressure to perform in celebrity culture can take a serious toll on mental health. From social media to the pressure to maintain a certain image, the constant scrutiny and expectation to be perfect can lead to anxiety, depression, and burnout. By recognizing the negative impacts of celebrity culture on mental health and taking steps to address them, we can create a more supportive and compassionate culture for everyone.

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Mental health is an essential aspect of overall health, and it is crucial that employers prioritize their employees’ mental wellness. A supportive work environment can contribute significantly to employees’ mental health, leading to increased productivity, reduced absenteeism, and improved job satisfaction.

Here are some ways employers can create a culture of wellness and support their employees’ mental health:

1. Provide Mental Health Resources

Employers can provide access to mental health resources, such as employee assistance programs (EAPs), which offer confidential counseling services to employees. Employers can also offer mental health training for managers to help them identify and address mental health concerns in the workplace.

2. Encourage Work-Life Balance

Employers can encourage work-life balance by offering flexible work arrangements, such as remote work or flexible schedules, to reduce stress and burnout. Additionally, employers can encourage employees to take breaks and prioritize self-care by offering paid time off and setting clear boundaries around work hours.

3. Foster a Supportive Work Environment

Employers can foster a supportive work environment by encouraging open communication and creating a culture of inclusion and empathy. Employers can also offer support groups or peer mentoring programs to help employees connect with others who may be experiencing similar challenges.

4. Lead by Example

Employers can lead by example by prioritizing their own mental health and well-being. This can include modeling healthy behaviors such as taking breaks, seeking support when needed, and promoting work-life balance.

5. Address Stigma and Discrimination

Employers can address stigma and discrimination by creating a workplace culture that values diversity and promotes inclusivity. Employers can also provide training to employees on mental health issues and offer support and resources to those who may be experiencing discrimination or stigma.

In conclusion, creating a culture of wellness that supports employee mental health is essential for both employees and employers. By providing mental health resources, encouraging work-life balance, fostering a supportive work environment, leading by example, and addressing stigma and discrimination, employers can support their employees’ mental health and well-being, leading to a happier, healthier, and more productive workforce.

The post Creating a Culture of Wellness: How Employers Can Support Employee Mental Health appeared first on Minds Valley.

Firstly, it’s important to understand that celebrities are under constant pressure to maintain a certain image. They are expected to be perfect, both physically and mentally, and any flaws or mistakes can be magnified by the media. This pressure can take a toll on their mental health, leading to anxiety, depression, and other mental health issues. Celebrities often feel the need to be “on” all the time, which can be exhausting and lead to burnout.

Furthermore, social media has made it easier for fans to interact with their favorite celebrities, but it has also exposed them to a lot of negativity. Celebrities receive constant criticism and harassment online, which can be overwhelming and damaging to their mental health. This can lead to feelings of inadequacy, low self-esteem, and depression.

Another factor to consider is the way that mental illness is portrayed in the media. Often, mental illness is stigmatized and portrayed as a weakness. This can discourage celebrities from seeking help, as they may fear that it will damage their image or career. The media can also perpetuate harmful stereotypes about mental illness, which can further stigmatize those who are struggling.

However, there is also a positive side to celebrity culture and mental health. Many celebrities have used their platform to raise awareness about mental illness and to encourage others to seek help. By sharing their own stories, they have helped to reduce the stigma surrounding mental health issues. Celebrities have also used their influence to advocate for better mental health resources and support for those in need.

In conclusion, celebrity culture and mental illness are closely linked. The pressure to maintain a certain image, the negativity and criticism they receive online, and the stigma surrounding mental illness can all take a toll on the mental health of celebrities. However, celebrities have also used their platform to raise awareness about mental illness and to advocate for better support and resources. It’s important to continue the conversation about mental health and to work towards creating a world where everyone has access to the support and resources they need to thrive.

The post Exploring the Link Between Celebrity Culture and Mental Illness appeared first on Minds Valley.

Self-help is the process of taking action to improve oneself mentally, emotionally, and physically. It involves developing self-awareness, identifying one’s strengths and weaknesses, and taking steps to achieve personal growth and development. In California’s competitive culture, self-help can be a powerful tool for individuals to stay focused, motivated, and resilient.

One of the key benefits of self-help is that it helps individuals develop a positive mindset. A positive mindset is essential for surviving in a competitive culture because it helps individuals stay focused on their goals, remain optimistic, and persevere through challenges. Self-help techniques such as positive affirmations, visualization, and meditation can help individuals cultivate a positive mindset and stay motivated.

Self-help can also help individuals develop essential life skills such as time management, goal setting, and problem-solving. These skills are crucial for success in California’s competitive culture, where individuals are expected to be efficient, productive, and proactive. Self-help techniques such as planning, prioritizing, and organizing can help individuals manage their time effectively and achieve their goals.

Another significant benefit of self-help is that it can help individuals develop emotional intelligence. Emotional intelligence is the ability to understand and manage one’s emotions and the emotions of others. In California’s competitive culture, emotional intelligence is crucial for building strong relationships, communicating effectively, and resolving conflicts. Self-help techniques such as mindfulness, self-reflection, and empathy can help individuals develop emotional intelligence and improve their social skills.

Lastly, self-help can help individuals cope with stress and anxiety. Living in California’s competitive culture can be stressful, and individuals may experience burnout, anxiety, and depression. Self-help techniques such as exercise, meditation, and journaling can help individuals manage stress and improve their mental health.

In conclusion, self-help is crucial for surviving in California’s competitive culture. It helps individuals develop a positive mindset, essential life skills, emotional intelligence, and coping mechanisms for stress and anxiety. By practicing self-help, individuals can thrive in California’s competitive culture and achieve their goals.

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