22nd Annual Community Mental Health Conference

According to Mind Share Partners' 2023 Mental Health at Work Report, 31% of respondents indicated that their work or workplace environment negatively impacted their mental health, while 38% felt it positively impacted their mental health. Less than half feel that their company supports their mental health or employees with mental health conditions. Their 2021 report found that 76% of US workers reported at least one symptom of a mental health condition.

An American Psychological Association survey found that 81% of respondents said that employers' support for mental health will be an important consideration when they look for work in the future—including 30% of workers who strongly agreed that employer support for mental health will factor into their future job decisions.

Our panel will present solutions to create a workplace culture of psychological safety, explore the impact of pandemic trauma on the ways and wheres of how we work and the effectiveness of Brainspotting, as well as the role that language plays in our ability to acknowledge and address mental health challenges in our personal and professional environments.

Our program features three local presenters sharing their expertise and perspectives, followed by a moderated interactive Q&A.

CE/CEUS Approved: 2.0 APA, IDFPR, BBS, NASP, ISBE, SHRM 

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In today's post pandemic work environments, the significance of mental health in the workplace must continuously be examined. This presentation dives into the ever important factors impacting employees' mental health at work and explores actionable steps that will foster a supportive and healthy workplace culture. An overview of the current mental health status in workplaces will be provided, highlighting challenges such as stress, burnout, and stigma associated with mental health issues. Participants will gain insights into the main contributors influencing mental health in the workplace, including workload, job satisfaction, organizational culture, work-life balance, and interpersonal relationships. Each factor is examined in depth to understand its impact on employee wellbeing. Overall, this presentation provides attendees with practical knowledge and actionable strategies to promote mental health and wellbeing in their workplaces, ultimately fostering a more engaged, productive, and resilient workforce.

CE/CEU/PD: 1.0 APA, IDFPR, SHRM, NASP, ISBE

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The purpose of this experiential workshop is for participants to learn to manage their mind, anxiety, stress, trauma and negative emotions, using their breath. Sudarshan Kriya Yoga (SKY), a breathing technique, has been found to have a beneficial impact on stress, mental health, depression, sleep, and social connectedness (Kanchibhotla et al., 2022). Rhythmic breathing techniques enhance thriving at work and general health, as well as the emotional, social, and psychological well-being of employees at work (Chhajer, R. & Dagar, C., 2024). 

This workshop will provide an introduction on how to manage the mind and emotions using the breath, discuss the modern science behind it, and teach two breathing techniques: one to calm the mind, reduce trauma and balance the hemispheres of the brain, and one to increase dynamism and energy, confidence, and focus. In closing, we will introduce meditation, reveal the secret to making it easy, and lead a guided exercise. 

The International Association for Human Values and Art of Living Foundation have been teaching stress management programs using the breath globally since 1982 (AOLF)/1996 (Iahv). Both are 501c3 nonprofit, non-governmental organizations & members of the United Nations with special consultative status with the Economic & Social Councils. All faculty are trained and certified. Over 450 million people all over the world have been touched by AOLF/IAHV programs. 

CE/CEU/PD: 1.0 APA, IDFPR, SHRM, NASP, ISBE

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Less talking, more doing. Employees need short practices built into their work rituals to manipulate their nervous system regularly. Short practices that shift physiology in real time create new neural connections and help employees increase their focus, productivity, energy, patience, creativity, and wellbeing. Our research shows that small things done regularly have a big impact. It is preventative and a real-time adaptive intervention.

Grounded in modern neuroscience, positive psychology, and time-tested embodied traditions, the FIVE DIALS approach to seamlessly integrating mental health support into every focused work session is an effective way to reimagine what work looks like. At any given moment, every human has access to FIVE DIALS that are within theircontrol and connected to their autonomic nervous system– Breath, Focus, Self-Talk, Movement, and Non-Sleep DeepRest (NSDR) – which they can use to change how they think, feel, and act in real-time. With PRACTICE, this approach updates the human operating system that is your brain (self-directed adaptive neuroplasticity), unlocking new features that help you feel better and do better. You will learn the science behind these short protocols and how to use them.

CE/CEU/PD: 1.0 APA, IDFPR, SHRM, NASP, ISBE

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According to the World Health Organization, an estimated 15% of working age adults have a mental disorder at any point in time. This presentation is designed to give attendees an unbiased overview of the Americans with Disabilities Act (ADA) as it applies to individuals with diagnosed mental health disabilities in the employment context. Knowledge of the ADA is critical for both employer and prospective or current employee to navigate the duties, rights, and responsibilities each has in the employment relationship.

Through use of examples participants will become comfortable with key terms and language related to reasonable accommodation, disclosure, and non-discrimination.

CE/CEU/PDC: APA, IDFPR, NASP, SHRM, ISBE

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Researchers have begun to emphasize the importance of psychological capital (how people feel; their attitudes, mental states, and beliefs) to organizational effectiveness and performance (Hannah et al 2020), as well as the cause of employee engagement in counterproductive work behaviors (Liang et al 2022). As the conversation and social awareness increases around the topic of mental health, the need to incorporate the topic into workplace discussions has become urgent. But many of us are brand new to the topic and don’t know where to start or what to say, especially at work.

This session aims to translate wellness priorities into tools, actions, and language to increase employee communication, leadership competency, and capacity for conversations surrounding mental health in the workplace.

CE/CEU/PD: 1.0 APA, IDFPR, SHRM, NASP, ISBE

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On July 16, 2022, 988 became the three-digit dialing code that routes callers to the Suicide & Crisis Lifeline which has been in operation since 2005. It is funded by the Substance Abuse and Mental Health Services Administration (SAMHSA) and numerous studies have shown that callers feel less suicidal, less depressed, less overwhelmed, and more hopeful after speaking with a 988 Lifeline crisis counselor (SAMHSA, 2024).

We will discuss the implementation of 988, reasons why it was created, the positives of the system, and ways to improve it. We will also discuss how crisis response is growing in the field with services such as mobile crisis teams and living rooms. These community-based programs offer alternatives to police involvement and psychiatric hospitalizations (Shattell et al., 2014; Balfour et al., 2022).

Participants will learn about these relatively new alternative programs in our community and how and by whom they can be used, raising awareness of important resources.

CE/CEU/PD: 1.0 APA, IDFPR, SHRM, NASP, ISBE

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This presentation will outline the five key social and emotional (SE) skills for success in the workplace in the 21st Century. Business and nonprofit managers surveyed report that SE skills are what they look for in new hires. In addition, findings reflect that most individuals leave their workplace due to lack of such skills among co-workers, not due to a lack of the technical skills to perform a job.

Participants in this session will assess their own social and emotional skills. They will be also be able share their most important SE needs in the workplace. Finally, we will examine how participants can apply SE skills to engage others at work and build rewarding relationships.

CE/CEU/PD: 1.0 APA, IDFPR, SHRM, NASP, ISBE

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Boundaries in the workplace are essential for maintaining a healthy work environment and promoting productivity, collaboration, and respect among colleagues. According to Pillemer and Rothbard (2018), there are conflicts between creating an environment of inclusion and running a business with formal roles and expectations. Some key aspects of workplace boundaries include personal space, work-life balance, communication, respect for diversity, tasks delegation and responsibility, confidentiality, feedback/criticism, physical boundaries, and emotional/psychological boundaries. Friendships/relationships at work tend to blur the boundaries within a workplace. As explored by Eddleston and Mulki (2017), virtual workplaces add to this blur as they have made boundaries more difficult in that they strip the workforce of being a neutral place.  

This session will assist participants in identifying the risks associated with not setting boundaries in the workplace and provide a template for how to develop effective boundaries. Furthermore, the presenter will discuss what to do when workplace boundaries are challenged and how to effectively manage these challenges. 

CE/CEU/PD: 1.0 APA, IDFPR, SHRM, NASP, ISBE

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As diversity, equity, and inclusion is finally being prioritized in the workplace, neurodiversity is a natural form of diversity to incorporate into these discussions and policy and workplace cultural shifts. With recent research allowing for more accurate diagnosis of neurodevelopmental disabilites, there are an increasing number of neurodivergent employees and job seekers. Research has shown that neurodivergent employees bring valuable skills and perspectives to workplaces in all industries including increased innovation, creativity, and problem-solving. By creating an inclusive and accommodating workplace culture, organizations, and business can improve employee engagement, motivation, productivity, and retention. In addition, for clinical providers, utilizing a neurodiversity lens and moving towards thesocial model of disability can support more accurate diagnosing and therefore treatment and long term positive outcomes for clients.

This session will begin with defining terms and a brief historical context of the neurodiversity movement and approach. Neurodivergent and autistic burnout will be defined and differentiated from occupational burnout, and mood disorder and anxiety diagnoses, and how these types of burnout significantly impact a neurodivergent person's success in the workplace. Neurodiversity hiring initiatives will be defined and discussed to support shifting the "traditional" HR lens when it comes to the recruiting, hiring, and retention practices of organizations and businesses. You will walk away with clinical knowledge and practical strategies for establishing policies, procedures, accommodations, and environments that foster neuroinclusive workplaces and services.

Note - neurodiversity includes ADHD, autism, and other differences in brain function and behavioral traits

CE/CEU/PD: 1.0 APA, IDFPR, SHRM, NASP, ISBE

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According to the Centers for Disease Control and Prevention, suicide is a leading cause of death in the U.S. In 2020, suicide and nonfatal self-harm cost the nation over $500 billion in medical costs, work loss costs, value of statistical life, and quality of life costs. 

This program, Talk Saves Lives™: Suicide Prevention Education for Workplace Settings, is designed to be delivered to organizational leadership, managers/supervisors, and employees. This presentation provides participants with the scope of the problem of suicide, key research findings, including risk factors and warning signs for suicide, along with recommendations for the role we can all play in suicide prevention. 

Topics covered include: 

-Scope of the Problem: The latest data on suicide in the U.S. and worldwide 

-Research: Information from the latest suicide prevention research 

-Risk Factors and Warning Signs: Information on health, historical, and environmental factors that put individuals at risk for suicide along with suicide warning signs 

-Prevention: An understanding of the protective factors that lower suicide risk, and strategies for managing mental health and being proactive about self-care 

-What You Can Do: Guidance on how to get help for yourself or someone else in a suicidal crisis 

CE/CEU/PD: 1.0 APA, IDFPR, SHRM, NASP, ISBE

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Individual Placement and Support (IPS) is the most extensively and rigorously researched of all employment models and the only evidence-based employment model for people living with serious mental illness (Bond et al., 2020). People living with mental illness who gain employment become more self-reliant and confident, with a reduced dependence on the mental health system over time (Drake, R. & Wallach, M., 2020). IPS has shown that multiple factors beyond a basic skills match help to determine if a candidate is a good match for a position that will lead to long-term retention and increased job satisfaction. IPS participants' strengths are assessed based on their personal characteristics, past experiences, resources, and supports.

Employment specialists use multifaceted knowledge of a participant's assets and needs to identify job opportunities that are a fit based not just on skills but also environmental factors such as workplace culture, location, workflow, pace, and potential for growth.

The presenters will discuss how, through its support of IPS participants, their organization has observed that work is most likely to be beneficial for employee well-being if an employee has good-quality supervision, a positive workplace environment, and work that is meaningful to them. As a case example they will share how the organization has strived to build its own staff culture around those principles to improve its own employee retention, success, and wellness outcomes.

CE/CEU/PD: 1.0 APA, IDFPR, SHRM, NASP, ISBE

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Several studies in recent years (including Elbogen et al., 2022, and Luebstorf et al., 2023) have explored ‘‘Zoom fatigue’’: feeling anxious or depressed, stressed, socially isolated, or emotionally exhausted. Qualitative results show that video conferences are emotionally exhausting and that even after the post-pandemic period of adaptation and hybrid activities users are overwhelmed by the demands of video meetings. This can adversely impact mental health, work productivity, and quality of life.  

Many mental health and other professionals are reporting an excessive amount of fatigue after seeing clients, managing workload, and attending meetings using telehealth or video-conferencing technology. The physical symptoms of Zoom fatigue can include back pain, headaches, eye strain and other health concerns in addition to adverse mental health. This presentation will address this current phenomenon and suggest strategies to aid and assist in managing Zoom fatigue.

CE/CEU/PD: 1.0 APA, IDFPR, SHRM

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This presentation was developed to explore the critical role of boundary setting in professional settings, emphasizing its importance for preventing burnout, fostering resilience, and cultivating healthier work relationships. The presentation highlights the psychological underpinnings of boundary setting, illustrating how clear boundaries can contribute to a more balanced and fulfilling work life and better mental health. Furthermore, the presentation also delves into the research on the early signs of burnout. The presenters will discuss the relationship between a lack of boundaries and increased susceptibility to burnout, arguing for clear, respectful boundaries as a preventative strategy. By adopting boundary-setting practices, professionals can build resilience against workplace stressors, leading to improved productivity and better professional relationships.

CE/CEU/PD: 1.0 APA, IDFPR, SHRM, NASP, ISBE

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In their November 2023 “Stress in America” news release, the American Psychological Association warns of the long-lasting mental health impacts of pandemic-era stress. While many may see a return to “normal,” APA psychologists have found there are significant posttraumatic effects impacting physical and mental health among all age cohorts. (APA, 2023) 

Research has shown that creativity in daily life leads to increased well-being (Conor et al.,2018). Promoting creativity as a path to wellness can be particularly beneficial when targeting workplaces with high rates of staff burnout, including frontline health care workers (Reed et al., 2020).  

In this hands-on experiential workshop, participants will engage in a creative art-making activity using the Open Studio process. Developed by art therapists at Open Studio Project, the process has three steps: writing an intention (an introductory mindfulness practice); creating art in an open-ended, comment-free environment; and witness writing (reflective journaling about the process of creating art). Research has shown that this specific therapeutic approach “builds confidence, encourages creativity, and contributes to a greater sense of social belonging and well-being” (Finkel and Bat Or, 2020).  

Beyond the benefits for individual participants, creating art in a group setting with peers deepens connections and fosters empathy with others. Recent advances in brain imaging have revealed how art making engages the “social brain,” contributing to a sense of community through a shared artistic experience (van Leeuwen et al., 2022). Presenters will discuss the ways that Open Studio Project facilitators and art therapists have adapted the process to meet the needs of various workplaces: nurses, social service providers, teachers and school support staff, college students, as well as corporate and nonprofit work teams. Participants will come away with tools for developing their own creative practice and using the Open Studio process with workplace teams. 

CE/CEU/PD: 1.0 APA, IDFPR, SHRM, NASP, ISBE

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According to the Centers for Disease Control, job-related factors such as job strain and long work hours, as well as stress experienced on or off the job may negatively impact mental health conditions and substance use. Stressors due to the COVID-19 pandemic, economic insecurity, and the embodiment of collective trauma can also lead to burnout and exhaustion (Osborne, J. & Pandalai, S., 2023). 

The workplace can be stressful but having a personal "Mental Health Action Plan" can be both preventative and restorative in coping with the stressors that may often impact our energy, productivity, vitality, and creativity.  

This workshop, developed based on neuroscience and mindfulness, will be held in Circle and use the Restorative Practice of Circle Keeping. Attendees will sit in a circle in an inclusive and collaborative space; all are invited to participate, and all voices are equally important. This practice builds upon the Wisdom of the Community to explore practices of self-care, compassion and strategies that emerge from the wisdom of learning in community. 

CE/CEU/PD: 1.0 APA, IDFPR, SHRM, NASP, ISBE

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Consistent with their previous analysis, a 2023 KFF brief analyzing claims denials and appeals for non-group qualified health plans found that consumers rarely appeal denied claims and when they do, insurers usually uphold their original decision. In 2021, HealthCare.gov consumers appealed less than two-tenths of 1% of denied in-network claims, and insurers upheld most (59%) denials on appeal. Though state and federal laws and regulations increasingly require mental health care coverage, challenges for consumers remain.  

Support from providers (such as with medical necessity letters) as well as by patients themselves can increase the likelihood of securing insurance approval for medically necessary services for the treatment of mental and substance use disorders, including psychotherapeutic treatment (Feldman et.al, 2021). This presentation will introduce Cover My Mental Health and its actionable resources including templates, worksheets and talking points for helping individuals and their clinicians to overcome prevalent insurance company barriers for those seeking mental health and substance use disorder care.  

CE/CEU/PD: 1.0 APA, IDFPR

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Please join NRCI's Executive Director Tracy Levine to connect and network with colleagues and others you've met throughout the day.

Light refreshments will be served.

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