The Panel discussion began with a warm welcome from our host Max Sulpizi. Max is a versatile professional who also serves as the Managing Partner at HSMI-Corporate Advisory. With a diverse background spanning venture capital, entrepreneurship, merchant banking, and CEO roles, Max brings a wealth of experience in successfully closing deals exceeding €100 million and leading fundraising efforts surpassing €50 million.

Max began the panel discussion by greeting all online attendees and sharing a quick yet alarming fact; approximately 2.5% of adults in the US (nearly 6.1 million) have received a diagnosis of attention deficit/Hyperactive disorder. Combining the US, Mexico and several European nations adult ADHD was associated with 143.8 million lost work days of productivity due to this.

This was shared by Max to further highlight the importance of opening discussions on what is a pressing issue globally – maintaining work-personal life balance.

After sharing a short but eye-opening list of mental disorders and their negative impact on society, Max proceeded to invite and introduce the first panelist: Jennifer Hills.

Jennifer Hills is a multifaceted entrepreneur, author, and media personality with two books and two white papers to her credit. Her journey started with the sale of her initial business, leading to her role at Marcum LLP's California Division. Alongside moderating prestigious events and TV shows, she spearheaded school constructions in underserved areas. Jennifer is actively engaged in boosting revenue, reducing churn, and advancing the wellness sector.

Dr. Johnsey Thomas, dedicated to psychological well-being for over 20 years, is a psychologist, health coach, and motivational speaker offering deep insights into the human psyche. Certified in cognitive behavioural therapy, his expertise extends to neuro-psychology, empowering lives and shaping environments.

The discussion panellist, Dr. Mark Goulston, is part of the Marshal Goldsmith 100 Coaches, guiding top professionals and CEOs on self-improvement. As a former UCLA Psychiatry Professor and seasoned FBI hostage negotiation trainer, Dr. Mark's expertise was honed in high-stakes real-world scenarios. With nine published books, he is renowned for his expertise in effective listening.

Major Causes of Mental Health Challenges in the Workplace

Jennifer took the lead in discussing the first topic sharing her own experience. “We have 168 hours in any given week many people are working 80-90 plus of those hours which barely leaves time for sleep” Recent scientific findings demonstrate that our previous understanding, prevalent 20 to 100 years ago, suggested our genes dictated our fate. Through advancements like epigenetics, we now understand that our environment plays a direct role in activating or deactivating our genes and impacting our DNA.

When a person faces personal pressures and is anticipated to perform well despite these challenges, it leads to an Accidental Adversarial Relationship. This lack of understanding of their situation can make the employee feel unsafe. “We're all designed differently as human beings” Jennifer added. She urged founders, investors, and other leaders to recognize individual differences, aiming to foster workplaces that are harmonious and resilient, ultimately leading to the formation of a healthy, balanced team.

Dr Johnsey outlined key causes of mental health challenges: societal taboos and associated stigma. He emphasized that even managers and leaders can be affected despite their lack of understanding. He added that the world now has a dynamic work environment. In the context of a garden, different types of flowers and trees require distinct care in terms of water, sunlight, and other forms of maintenance. Using this analogy, various individuals have different needs and strengths, particularly when it comes to understanding neurodrivers. Aligning these individual nuances with the company's expectations can guide and shape daily experiences. This coordination aids in addressing significant mental challenges in the workplace.

Dr Goulston added that “my whole life has been informed by empathy” He’s developed an approach called Surgical Empathy which means when you can get where someone’s coming from and they feel you understand they lean towards you. “The world is hungry for people to talk with them and too often in the fast-paced world especially in America we experience people talking over or at us”, he explained.

Dr Goulstan emphasized engaging with isolated individuals to boost productivity and prevent severe effects like depression and suicide. Stress can impair rational thinking, triggering a fight or flight response due to elevated cortisol levels. Generating emotional connections produces oxytocin, countering the impact of cortisol in these situations.

He suggested an exercise for companies: employees write down worries anonymously on Post-it notes or index cards. The notes are then collected and read aloud, covering various concerns from personal issues to job-related stress. This practice aims to create shared vulnerability, relieving individuals as they see they're not alone. This sense of togetherness boosts oxytocin levels, reducing stress hormones and fostering a more supportive environment for improved listening and understanding.

Max then inquired about how the lack of empathy is so prevalent in workplaces and other spaces.
Dr Goulston answered by sharing that by being un-empathetic towards your employees, they will not listen. When you do right by your employees they care about you and are grateful to you and they’ll want to return the favour.

Before wrapping up the 1st topic, Dr Goulston encouraged viewers/attendees to go to their loved ones first, open up, with a question “Give me an example of when I've been at my worst when you tried to get my undivided attention and you just couldn't get it” This will open up a chance to discussion and learn and accept. It can help improve and strengthen the relationships with your family - including in the workplace.
Tools and Strategies for Prevention and Combat.

Dr Goulston started the conversation by asking a question “Mental conditions such as anxiety, depression etc. cause you to trigger easily?” After receiving a round of agreement from the Panel, Dr Goulstan continued to introduce the 22-Day Trigger Mastery Challenge – which is aimed to help deal with triggers healthily and better themselves – which could be watched in detail by visiting the Panel discussion, which’s available on the Equity Match’s YouTube page.

After concluding the presentation on the Trigger Mastery Challenge, Jennifer shared a technique called Paradoxical Thinking. She explained that the technique has helped her by allowing her to train her mind to do the opposite of the negative effect she is feeling.

This helps the mind fall in line to do the opposite according to Jennifer. She shared another exercise that can help cope with upsetting situations. Start focusing on breathing. Breathe a little slower and deep.

Dr Johensy added “Can you sit for a while for about two to 3 minutes without thinking of anything? it's becoming a major problem”, sitting and focusing on all the sounds around you with your eyes, closed and then with your breathing you narrow your focus just to your breathing enables you to experience a different kind of calmness. Practising this daily can make a huge change in your mentality and even increase your productivity as you gain better control over your mindfulness.

Dr Goulstan who agreed with Dr Johensy further added “More than 90% of the world has a reverse cognitive bias which means they wait for things to happen and they react to them yeah less than 10% of the world has a forward cognitive bias and those are CEOs”.

Employer Measures for Better Workplace Conditions

Dr Johensy began this topic round, highlighting the importance of open communication especially in the workplace between employer and employee. “It helps to reduce the stigma which is associated with not talking and opening up to people”

He also brought up the topic of enhancing team cohesion and psychological safety. “When we foster inclusivity, regardless of who and what you are - that same workplace things will definitely make a proper change, and then we will be able to see a lot better thought process in the employees”.

Jennifer dived a little deeper into what Dr Johensy said. According to Jennifer, the biggest thing that seems to be lacking is the understanding of the cost and impact of their leadership style. If they are focused on only spotting the ills of an employee, that can trickle down the organizational culture. To cultivate a healthy culture it must begin with leadership. It doesn’t have to begin with leadership, any employee can help bring this change. It also highlights the importance of having self-compassion, which results in the need to cultivate a workplace-compassionate culture and environment.

Dr Goulstan added “Value comes from the top and people are always looking at the top. People don't do what's important to them they do what they care enough about”, People look at a leader to see if they walk their talk. What a leader deems important is what his team will deem a priority. It’s a really important fact to keep in mind – especially when trying to cultivate a balanced workplace.

Collaborative Care as a Potential Solution

Jennifer began by sharing how this topic is close to her heart. Jennifer explained that our daily habits do have a considerable impact on our mental state which can then even impact the physical state - for instance, our gut health. A poor diet can often lead to not harnessing the strength you need to take on the daily stresses or unexpected stresses, this intern can have extensive effects on your gut as well. This is why by understanding what the person is as a whole it is easier to provide a more holistic solution.

“When we Foster these relationships of safety and mutual understanding and mutual respect and Trust tying it into the beautiful acronym that Mark gave us earlier it's from this perspective and not just thinking we can slap a Band-Aid on it” Jennifer added, she continues to explain that there are so many ways that employers can spearhead this and begin to provide employee Wellness Programs for the person's health and well-being.

Max went on to inquire if companies have the right people internally to understand mental health as a whole.

Dr Goulstan explained that some people are passionate about helping people, and it may not even be someone in HR, the key is to identify who has the ability to help.

Dr Johnesy added that in an HR setting, if they spend some time with the staff members that can do a world of wonders. After sharing some real-life experiences this has been helpful the session came to a close.