Suicide and mental health in the workplace are still taboo topics—until now. In this powerful and deeply human episode, Lisa and Gretchen break down why silence can be deadly and how one conversation might save a life.
🎥 Watch the Video Podcast on YouTube: A video version of this episode is available here: https://www.youtube.com/@TheSurvivorsPodcastChannel
🎙️ Episode Sponsored by TheHelpHUbB.co This episode is proudly brought to you by TheHelpHUB.co Struggling with your mental health? Feeling lost, overwhelmed, or just… alone? You're not. Visit TheHelpHUB—your destination for curated mental health resources, content, and support to help you heal at your own pace.
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🧠 Episode Summary:Lisa and Gretchen dive into one of the most unspoken issues in today’s working world—suicide in the workplace. Drawing from 45+ years in corporate America and years of mental health advocacy, they unpack how leaders and peers alike can identify warning signs, offer real-time support, and create a work culture that doesn’t just talk the talk, but actually protects people. If you manage a team, work from home, or simply care about people, this is a must-listen.
✨ Lessons Learned:
- Warning signs of suicidal ideation and burnout often go unnoticed—especially in remote or hybrid work settings.
- Mental health support starts with conversation and genuine connection, not a handbook.
- Managers must normalize check-ins, encourage open dialogue, and stop stigmatizing “mental messy.”
- Creating psychologically safe workspaces can literally save lives.
00:00 – Trigger Warning & Intro 01:40 – Why We’re Talking About Suicide at Work 03:00 – Lived Experiences: Lisa’s Corporate Journey 08:20 – Warning Signs Managers Must Watch For 13:50 – Recognizing the Signs in Yourself or Coworkers 17:45 – Remote Work: Even Harder to Spot the Signs 20:00 – What to Say & How to Ask the Right Questions 23:45 – The Power of One Honest Conversation 26:15 – Lisa’s 988 Story: From Crisis to Connection 28:30 – What Companies Must Do Differently 30:45 – Final Thoughts: Change Starts at the Top
📚 Resources for Mental Health & Support:🔹 The Survivors Podcast Website – https://thesurvivors.net/ 🔹 The HelpHUB™ – Mental health resources, tools, and support networks – https://www.thehelphub.co/ 🔹 Schoser Talent and Wellness Solutions – Mental wellness coaching & support – https://schosersolutions.com/ 🔹 Sh!t That Goes On In Our Heads – A raw, award-winning mental health podcast – https://goesoninourheads.net/
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🗳️ A Shameless Plug for Our Sister Podcast!
Our incredible sister podcast, Sh!t That Goes On In Our Heads, has been nominated for two People's Choice Podcast Awards—the Adam Curry Award and the Health Award! 🏆 Let’s help them bring it home! Here's how: 👉 Go to https://www.podcastawards.com 👉 Register with a valid email address (they do verify emails) 👉 Vote for Sh!t That Goes On In Our Heads in both categories 🗓️ Deadline to vote is July 31st, 2025 Thank you for supporting their powerful mission to normalize mental health conversations t
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:01):
The Survivors is brought to you by our friends at the Help Hub. This
podcast mentions suicide, mental illness, grief and loss and may be
triggering for some listeners. So please take care of your mental well being
by pausing or skipping any sections that feel uncomfortable to you. And if
you or someone you know is struggling, please call 988 for support.
(00:23):
That's funny. I was not at all paying attention to the countdown
just now and I was talking about something so dumb and all of a sudden
I turn back and here you and it's three, two, one. Hi, Jay.
Hey, girl, how you doing? I'm doing all right. I'm doing great. Hey, cheers,
Cheers, cheers. If you can see us,
if you can see us, we have our matching Survivors mugs. We
(00:45):
do. Tell us if you want one
because we only have two, so we'd have to make
one for you. But if you want one, shout us out and we'll maybe start
making them for the whole world. I would love that. That would be fun. I
think that would be fun. So here we are
firmly into season two, which is mind blowing in and of
(01:07):
itself. And we wanted to talk about something
today that you and I, outside of this podcast have been doing
an absolute ton of talking about. And we've been
doing most of our talking with our partner
Kalmari, online mental health resources and, and
support. And we're doing a lot of work with them around an
(01:29):
area that's so important and so underserved and
it's suicide and mental health in the workplace that
is such an underserved, I think
category. Do you agree? 100%.
I, you know, it happens more than it than you
think. It's just not, it's not talked about. It's so sad that it's not
(01:51):
talked about and it's not handled well. I know. And that's one of the things
that you and I have kind of rededicated ourselves to is spending a
lot more time talking about how to improve
mental health and wellness in the workplace. And it's so funny because, like how you
and I come to this podcast as two different kinds of
survivors with two different lived experiences.
(02:13):
We also come at that, at that topic
of mental health in the workplace in two different ways. I've
been in so many different types of professional environments. I've been in the office
environments. I've been in a school system for
over 13 years, which is a very, very unique kind of
work environment for all the teachers out there. You know what I'm talking about. And
(02:36):
I also have spent the better part of the last. God, it's gotta be seven
or eight years now working from home. So I could literally be buck naked right
now from the waist down. And I'm not going to get fired
because unless you stand up, unless I stand up right, then the. What is it?
The FCC will, will probably shut us down. But
I have my own different perspectives.
(02:58):
But you have spent. How many years has it been that you were
in the workplace? 45 years in corporate America.
That's insane. God, I feel insane. Yeah,
but, but what's so exciting now is that you have started this brand
new chapter of your life, not just with this podcast and with your
other podcast shit that goes on in our heads, but now you are a
(03:21):
founder. You're a founder of your own company,
shows your solutions and it's.
And it. And you're taking all of what you've experienced, all of what
you've learned from that workplace experience
and you are passing it on to other companies, other HR
departments, other C suites, and you're giving people
(03:43):
the benefit of that experience. And so one of the things that you and I
talked about offline before we started recording was that we really just wanted to dig
into the more significant issues. The kind of top level issues
of this conversation are, in our opinion, recognizing the warning
signs. First of all, we're talking from two different
perspectives. We're talking from the perspective of being
(04:05):
a manager and looking at warning signs within
your staff and then also being the employee
and looking at warning signs not only within yourself, but within your colleagues and your
coworkers. And then how do we offer support
in that professional environment, which can be for a lot of reasons, really
scary to do. Maybe this is, I think this might be a good point
(04:28):
for you to talk about why people try
to just wear the mask at work
as often as people do. Why are people so afraid to talk
about what's really going on? That's, that's such a good point.
You know, for me, I, you know, I'm an extrovert,
so I would show up to every meeting with a smile on my face whether
(04:51):
I felt good or not. But there's so
much shame and a perceived weakness if you look like
you're, you don't have it all together in today's corporate world. The problem
is, is that that awareness
needs to come top down, right? So from the CEO
all the way down to the employee, that it is okay to talk about your
(05:13):
mental health, to have those open conversations. And there's
so much fear in the workplace now that people don't want to do that. Right.
They don't want to appear weak. They don't want to appear like they can't
do their job. And, you know, the job market's
really tough right now, and people are just sitting there and sucking it
up, and that's the worst place to be. And that's
(05:35):
kind of how it was for me, you know, when the company that I loved
got acquired in the hostile takeover.
It was hard. It was hard to show up in a meeting and
be positive and. Because on the inside, like, I was just
pissed every single day and I was like, how can this be happening? And
that's how people feel now is like they are just showing up
(05:58):
to show up. They may not be mentally all there
because, but they're just there to get a paycheck,
you know, and that's a crappy place to be. Yeah, I completely
agree with that. And I think too, just jumping back to what you said
about the job market itself, I
think the reason why people are just sucking it up and taking it and
(06:21):
staying silent and grabbing that paycheck is because they
know that there's a world of other people out there ready
to probably take over their job, willing to do it
for less just to have a job, and who may even be
inclined to sacrifice more or take, you know, I don't want to say
abuse, but in some cases, like be overworked and underpaid just to
(06:44):
have that job. So it's like if you don't perform
and you show any weakness or any
kind of fallibility, you're out. And, oh, there are 10,000
people waiting outside the door to fill your spot.
And that, you know, you know, who owns that, that's owned by the company
itself. You know, they, the mentality of you are
(07:07):
replaceable. Show up, do your job. Like that
sucks, all right? Because in today's environment, because the world is
literally on fire, not only do the employees have their day to
day work and their day to day stress, but there's a lot of stuff
coming at them externally. And so now they have to
sit at a job that they probably hate and getting yelled at by their manager
(07:30):
every single day and gaslit and all that
and just trying to hold it together. There are people sitting
at their desk right now saying, I just want to die.
Like, I cannot keep doing this. And
it makes me sad that that is where society is pointing
towards right now. There are a few companies out there that really do take mental
(07:53):
health seriously, but they are far and few. Between the
one company I worked for truly A unicorn company, like they
were the role model for every other company out there. But you know, it
doesn't take much to change that environment and change
the trajectory of how things are turning out in your company right
now. Well, that's one of the reasons why you started your
(08:16):
company. It is, I mean, shows or solutions is really out there
in the world. Among other things, to help
guide and support that C suite and management
team and HR group in creating an environment
where there is mental health first aid
factored into the day to day equation. And that's.
(08:39):
You're out there pioneering that. You're out there doing that. So as the person
who's out there with your company doing this actively,
what are some of the warning signs? I think people need to
recognize the warning signs. And I want to ask you this question. And
it's a two part question and if you forget one of the parts, I'll be
here to remind you. So it's a two part. It's a two part question. I
(09:00):
feel like I'm in school. I know. It's okay, you'll be fine. It's. Consider cheating.
I'm helping you cheat. Okay, Number one, the warning signs that a
manager should be looking for with their staff is part one.
Part two is the warning signs that
either you yourself are not okay or someone around you is not okay. So let's
start with what should management be looking for in terms of
(09:22):
warning signs that someone's not okay? So there's really
five, right? And you can see this through a manager's
lens. If you hear an employee talking and they're talking
about death or wanting to die, saying things
like, I wish I weren't here, everyone would be better without
me. You know, what's the point? Okay, that is the number one. If you
(09:45):
hear of anybody saying those words, please,
please, please encourage them to call a crisis
hotline. Whether it's 988 or the other crisis lines that are out there,
give them that information. If you find that your
employee is withdrawing or isolating,
especially like if they are an extrovert, right? If these are
(10:08):
people that would show up every day with a huge smile on their face,
you know, life of the party. If you see them kind of pulling back
from like their friends or coworkers, if they're kind of like
skipping, you know, meetings or declining to go out
on social activities, check in on your employee, they may
not be okay. It takes a simple conversation. But you want to have
(10:30):
that conversation as a one on one and not in their
cubicle or around their coworkers. That is, that's a great point. That is
a personal conversation that does not need to take place
around anybody else. Can I add one thing to that? I think that's,
that's a very, very important point you just made about
doing it candidly, doing it offline. The other thing I
(10:52):
want to add to that is, and I'm using kind of the
reference I have because I'm a crisis counselor with the Trevor
project. Ask open ended questions. Don't
just take the person into a private space and say, hey,
how you doing? Are you okay? And then they say, sure, I'm great. And
then the meeting is over. Ask open ended questions that
(11:15):
encourages them to really, to really answer with intention.
Yeah. Like a question that you can lead with is like, how is your mental
health today? How, how have you been taking care of yourself?
Things that they actually have to answer. Because as an extrovert with my
mask on, I wouldn't open up if you asked me, hey, how's your
day going? My typical response would have been, I'm living the
(11:38):
dream. And I would leave it at that. Another thing
you want to look for is if there's any sudden mood
shifts, like they go into a deep sadness or they start,
start to get like really angry or you know, just dramatic
changes in their demeanor. Keep note of that.
Maybe something is going on that they are A, too afraid to go
(12:00):
to you about, B, ashamed of what, what
they're feeling. Or three, they are just checked out.
And if that's that number three, that they're just checked out,
that's a huge red flag. Another thing
is if they lose interest in what they're doing, it happens every
single day for me. Like I didn't lose interest,
(12:22):
but what was happening with me is they were taking bits and pieces of my
job away from me because they knew I was retiring early.
Don't do that. Okay. Because also does make us feel crappier than we
already did. And then if you notice
that they're not taking lunches, they're not eating,
if they look like disheveled or
(12:44):
just kind of checked out, take them aside, take
them into a safe space. Right. Your office may not be a safe space for
them. Maybe that brings up some anxiety. Maybe take them out to a
park or invite them to a lunch. Check out and
see how they are physically doing.
Yeah, These are all just so hugely valuable
(13:07):
because a lot of people just don't know
what to be looking for. Even management doesn't know what to be looking
for. And it's really scary. I know that it's scary to. If
you're a manager and you're responsible for a team, it's
response, it's a big responsibility and it's. It can be very intimidating
to know the right ways to approach people
(13:29):
in certain situations. And especially when you're talking about mental health, it can be very
precarious because you don't want to say something that
puts someone in a worse mental headspace. You don't want
to say something that is going to cause
them to be afraid to communicate. I mean, there's so many different
reasons why. It's just a really tricky position to be in as a manager.
(13:52):
And also too like a lot of people just, we kind of have
blinders on a lot of the time when you're at work, especially if you're in
an office, you're doing your job and you've got your little
blinders on and you're doing your thing in your office or your cubicle and you're
not really paying that much attention to either your own behavior in some cases
or the behavior of the people around you. So I think these are incredibly
(14:13):
valuable. And also too, we're talking about in the
workplace. So, yeah, there's a physical aspect to what you
and I are talking about, like in an office setting, but we are
living in a hybrid world where you and I are not the only people doing
what we're doing remotely and through a screen. And I feel like
in a lot of ways, and I'd love to know what you think about this
(14:34):
because I know you, you telecommuted for a very long time. There is just
as much, maybe even more of an urgency
to check in with your people who are not physically present there. Because it's
even easier to put on a mask when you're just looking at someone in a
little square on a little screen and you don't know what is going
on outside of that little box. And that person
(14:57):
doesn't have colleagues to talk to and to vent to and doesn't have an HR
department to just run down the hall to. So this
applies to anybody who might be listening, who is on the other
side of the screen every day, you know, four or five days a week.
Your mental health is also at risk too, and you need to be
checked in on just as much. Struggling
(15:19):
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alone? Well, you're not. Welcome to the Help Hub,
your online destination for mental health resources, content and
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(15:41):
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those challenges the same way. So whether you're looking for crisis
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(16:04):
From episodes of the Survivors Podcast for Suicide Loss Survivors,
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don't have to do this alone. Visit thehelphub Co today.
(16:27):
That is so true. And you know one thing that managers and companies
can do is during your one on ones and make them like consistent one
on ones. Don't be like we're going to do a one on one and then
let's skip the next three months. Keep it consistent. I'm going to just
keep saying that because of everything being on fire right now.
It wouldn't hurt to have those once a week and maybe have
(16:49):
a little checklist of things you talk to your employee about.
Like super high level just to get a sense of how they're
feeling. Are they having a major life stressor? You know,
even if they work from home, people still get divorced. They could be
seriously ill. Keep those things in mind when you're talking
to the employee. If you notice that maybe they're giving
(17:12):
stuff away, that's huge. If they are, start talking
about their burden. Maybe somebody's taken a whole bunch of days off this
month and they feel like they're a burden to the team.
Keep note of those things because that could be a sign of something
is really wrong with your employee and you want to be able to
give them as much assistance as possible. And the employee can
(17:34):
certainly contact the EAP lines, they can certainly contact
any of the crisis hotlines. They're available
24 7. But if you have that connection with your
employee, that is a tight connection, right? You trust them
to work remotely and do their job. But if you see that
they're completely checking out, like maybe they don't want to come on camera anymore. Maybe
(17:57):
that used to be their thing. They would come on camera. They do all the
funny emojis. Maybe they're not doing that anymore. Did they get
reprimanded? Do they have something else going on? Ask those
questions because when people start to check out,
it's a slow Trickle. And that's what it was for me. It was
a slow trickle, but they were also, like, ripping the carpet up
(18:18):
underneath me, and I didn't have enough time to
react. You know, as an extrovert,
it kind of sucked. Same like, same with, like, with COVID
Covid sucked for every extrovert out there. It was like our own personal
hell. Yeah, those are all really good points. And you started
touching on another part of this that I wanted to move us
(18:41):
into, which is how to offer support. You talked about eaps, what
I want you to do. I know what that is. You know what that is.
Somebody else may not explain what an EAP is and
how people can utilize that. So an
EAP is Employee Assistance Program. Most
companies have them. It comes with your insurance, and it is free.
(19:02):
It is anonymous. You contact that phone number and. And you can talk
to them about what's going on. In a lot of cases, you have access to
free therapy, or they'll help you find a therapist,
but they'll give you the resources that you need. It's free
and it's something that your company offers. And
don't be worried that your company's going to find out that you contacted the
(19:24):
ap. It is private information. It's all covered under
hipaa, so they can't ask. You know,
you are. You're an employee, but you're also a human
right? And as humans, we're messy and life gets
in the way. And, you know, if you.
If you feel the signs, like just checking yourself out, like you're
(19:47):
withdrawn, you're talking negatively to
yourself. You keep saying to yourself, you want to die, Pick up that
phone and call 988 or a crisis line. Honestly, the world
is a better place because you're in it. And what is happening
today may not be as bad tomorrow, but
you can't put all the onus on your employers to help you out
(20:10):
of this. You have to take some of that onus on yourself. But for
employers, please, if you can do these
four things that can honestly help somebody that's thinking
of taking their life, don't ignore the
subtle signs. Ask them
directly, are you thinking about suicide? Listen without judgment
(20:31):
when I say listen without judgment. Listen with your ears and not with your
mouth, and encourage them to reach out to
988 or a mental health professional.
So when I said about asking directly, you want to do this in a
safe space with them. If it's nice outside, take them outside
and talk in a park. Because I can tell you, for me, like, I Did
(20:53):
not want to go to my manager's office. I didn't want to go to a
conference room and I didn't want to have that conversation around my,
around my teammates and everybody else.
Be kind, be gentle. Because we are in
a very fragile state and we don't
need to be felt. We don't need to be felt like we are a burden
(21:16):
to the company because we are coming to work with some mental messy.
Yeah, those are just golden nuggets
as far as I'm concerned. And we can't say them enough. And
they apply as much to the management
and C suite as they do. Any of these things
apply to your teams as well. So the point
(21:40):
of this conversation is that it's
a collaboration. Everybody needs to be doing their
part. Part. The workplace environment has
to provide a sense of security and support and the
employees need to be forthcoming
when they're not. Okay? So everybody has to be working
(22:03):
together and creating
that workplace culture where mental health conversations
are safe and supported. Like you said, you said it a few minutes ago.
It is a lot easier than we realize.
We overcomplicate things. Like you and I. I mentioned at the
beginning of the episode that we do a lot of work with Calmry
(22:25):
and we're focusing in particular on mental
health in the workplace. And one of the things that you and I have started
to do with Calmry is to do like a monthly
mental health check in conversation where we're picking and choosing different
diff mental health related issues to talk about for like 15 or 20 minutes in
a webinar. Well, we've talked a bunch about how
(22:48):
employers should have. And I'm using air quotes. If you're just listening to the audio
of this, people should be doing fireside chats. You know, you've,
you've suggested that in the past of weekly monthly group get
togethers where everybody can sit together and okay,
maybe everybody's not like bearing their full
soul out in the open with all of their colleagues, but you
(23:10):
know what it's like. You guys know what it's like when one
person says, ugh, I'm just not okay, or something happened with my kids
or da, da. All of a sudden 10 people are like, oh my God, me
too, me too, me too. It gives people permission
when one person, that's what we're out here doing. G and I are out here
talking about this hard, taboo,
(23:31):
incredibly awkward subject so
that it gives people permission to do it
elsewhere. And that's what employers can do by
gathering people together in the same room. So People don't feel disconnected. People
feel like we're here together. We should
function in some ways as a team or a unit or as a quote, unquote
(23:53):
family. And it's okay to not be okay at work and outside
of work. And you know, the other thing is, don't make it weird. Don't make
it weird for the employer. Because if you make it weird,
they may come to one of those meetings and then never come again.
Right? Like, be cognizant of, like,
where they are in their own mental health journey. And
(24:15):
I just read something that if you're in an office space and
if this happens, if you've ever noticed someone pulling away,
sitting down for weeks, or saying little things like, you won't have to
worry about me much longer, these are red flags. Don't
wait, check in. You could be the reason that they stay.
Take that to heart. Because when you get to
(24:39):
that point, just from my own personal.
All the crap that happened with me,
one conversation, one conversation could have helped me, but
as an extrovert, I didn't open up. But the problem was,
for me is I didn't know what was going on inside me. I
just didn't feel right. So as a team lead, as a
(25:01):
manager, as a coworker, as a family member, as a friend,
listen for those words. One conversation, one conversation. And
pointing them in the right direction could be the reason that they are here
today. Well, I mean, I've said this before and I'm
sure in the months and years to come in this community we're
building, I'm going to say it a million more times. You are like the poster
(25:24):
child for 988. Because, yes, okay, granted,
you didn't say anything at work. You didn't say anything in at home. You didn't
know how to articulate what you were feeling. You were super dysregulated and didn't know
what to do with it. And I say a big giant. But you
did know about the 988
Crisis and Suicide Lifeline, which is free, which is
(25:45):
24, 7, 365. And you did know about
that. And you did call and you talk a lot about. Well, one
conversation can change someone's life for the better.
Can. Can pull them out of that
place of desperation that happened to you. This is what G
is talking about, you guys. One simple conversation. It was because
(26:07):
of that conversation that you realized there was hope. And it was because of that
conversation that you hung up with the 988 operator and 20 minutes later
had already Booked an appointment with a therapist. Am I right? Yep.
Right. Okay. But you know, for me, what helped with that
and you know, I'll say it again, two months before all the,
all the shit went down, I'd remember reading about 988
(26:29):
in an article. Believe me, when I look at myself, I would be, I would
have thought I would have been the last person to contact that phone number.
I'm a strong person, I have a good heart. But I'm also an
empath and I took all that crap in and didn't take care of
myself. So part of the mental, like the suicide
awareness part at work is you need to make
(26:51):
sure that you give your employees that time to recover.
They have mental health days. Yeah, they can take them as
a PTO day or as a sick day, but allow people to have
a mental health day because sometimes we just need to check out for a
day just to reconnect, you know, think
about what's going on in our
(27:13):
heads. You know, you need to bake mental wellness into your
mission and values. And that's why I keep saying it starts from the top
down. If you do not have buy in from your CEOs or your
board members, it's never going to work. But
mental health is not going away. Thoughts of
suicide are not going to go away. Thoughts of
(27:35):
feeling like they are a burden, those are not going to go away.
Stress and anxiety is not going away. Stress and
anxiety are huge right now. There's so much of it
just outside of the work environment. Then you come into work
and you gotta meet KPIs and you have your
manager saying you're not doing your job right or like you are
(27:58):
replaceable. Okay, stop. Stop saying that.
If you want to make your bottom line help with your
employees, mental health first. And that comes from
somebody who's been in corporate America for over
45 years. Listen
to your employees. Have those mental health check ins,
(28:20):
have wellness ambassadors. If somebody
in your office has taken their life by
suicide, maybe, just
maybe, don't send out an email to your employees
letting them know somebody died by suicide. You know what?
That is not the way to do this. The way to do this is
(28:43):
you can either have a company meeting. If you're a
virtual company, have it over. Zoom.
If you're a hybrid, if you're a hybrid
company, you can do it. Zoom. And in person,
do not communicate that through an email. It is
(29:05):
insensitive. You may think that you're taking all the
emotion out of it, but you're not. You're just
adding to that, you're basically pulling
the pin on a grenade, throwing it into a room, and then closing the door
and walking away. So she's right. There has to be a level
of sensitivity and compassion and. And it starts at the very, very top.
(29:28):
So the takeaway of all of this, the takeaway of this whole conversation, this
whole episode is the bottom line.
Creating mentally healthy workspaces saves
people's lives. So if you're listening to this and you
are in management, pay attention, speak up.
And that is going to create that culture of care. You know, there's
(29:50):
one other we're running over, but there's like four things that
you have, like four things that companies can do, right? They can offer peer support
groups, they can have wellness ambassadors,
they can have a mental check in campaign, and
they can have listening circles after a crisis. And there are
trained facilitators out there that can come into your
(30:13):
company and work with your employees to help them
be okay with what just happened. Because
there's nothing worse than losing someone to suicide
at work. You know, you become a
family and now you feel like one of your family members has
gone and you don't know how to deal with that.
(30:35):
So for the companies out there, pay
attention. That's all I can say is pay attention to your employees
because one conversation could save their life.
Amen. And I think it's also worth saying that anyone who is
in the workplace right now, who is in a position of management,
(30:55):
reach out to G. All of her information is in the show notes how to
reach out to her. You want to pick her brain, Find out what you can
do in your company. See, I'm promoting you. Isn't that exciting? I love that.
But I mean it like you want to talk to the people who can really
help. So make her your first call. Check in,
send her an email. You know she's there to help and so am I.
(31:17):
So we appreciate you being here for 32
minutes and 27 seconds and we'll see you. We'll take, we'll take the
2 minutes and 33 seconds off of next week's. No, we won't.
We're going to keep going. We're done. We're done right now. But we're not going
to stop talking. So, yeah, see you next week, boo. We'll see you next week.
I love you. Love you. Bye Bye. Thanks for
(31:39):
joining us on the Survivors. Remember, no matter how tough things feel,
you are enough. And the world needs you just the way you are. You're
not alone. In this journey. There's a community here and every step forward
counts. We're so grateful you took the time to listen and we hope you'll
take one day at a time. Just know there's always more light ahead.
Thanks for being here, friends. Just remember, help is out there in.
(32:02):
In so many different places. So if you or someone you know. Is struggling,
please call 988 and a trained crisis counselor like me will be
there to help. You can also find an inclusive and. Comprehensive directory
of mental health resources, tools and content at
thehelphub.co. just remember that help is always
just. A call or a click away. We'll catch you next week. In the
(32:23):
meantime, keep surviving. Struggling with your mental health?
Feeling lost, overwhelmed or just alone? Well,
you're not welcome to the Help Hub, your online destination
for mental health resources, content and tools to help you
navigate whatever mental health challenges you are facing in the moment.
At the Help Hub, we offer individualized resources tailored to
(32:45):
your unique needs and community, with over 16 different
categories to find exactly the kind of personalized help you need
when you need it most. Because even though we all deal with many of
the same challenges, we don't always experience those challenges the same
way. So whether you're looking for crisis support,
downloadable resources, or an extensive archive of mental
(33:07):
health related articles and videos, we've got you. From episodes of
the Survivors Podcast for Suicide Loss Survivors and lived
Experience blogs to interactive tools and professional connections,
the Help Hub meets you where you are and helps you move forward with
strength and support. Remember, you don't have to do this
alone. Visit thehelphub.co today.
The Survivors is brought to you by our friends at the Help Hub. This
podcast mentions suicide, mental illness, grief and loss and may be
triggering for some listeners. So please take care of your mental well being
by pausing or skipping any sections that feel uncomfortable to you. And if
you or someone you know is struggling, please call 988 for support.
(00:23):
That's funny. I was not at all paying attention to the countdown
just now and I was talking about something so dumb and all of a sudden
I turn back and here you and it's three, two, one. Hi, Jay.
Hey, girl, how you doing? I'm doing all right. I'm doing great. Hey, cheers,
Cheers, cheers. If you can see us,
if you can see us, we have our matching Survivors mugs. We
(00:45):
do. Tell us if you want one
because we only have two, so we'd have to make
one for you. But if you want one, shout us out and we'll maybe start
making them for the whole world. I would love that. That would be fun. I
think that would be fun. So here we are
firmly into season two, which is mind blowing in and of
(01:07):
itself. And we wanted to talk about something
today that you and I, outside of this podcast have been doing
an absolute ton of talking about. And we've been
doing most of our talking with our partner
Kalmari, online mental health resources and, and
support. And we're doing a lot of work with them around an
(01:29):
area that's so important and so underserved and
it's suicide and mental health in the workplace that
is such an underserved, I think
category. Do you agree? 100%.
I, you know, it happens more than it than you
think. It's just not, it's not talked about. It's so sad that it's not
(01:51):
talked about and it's not handled well. I know. And that's one of the things
that you and I have kind of rededicated ourselves to is spending a
lot more time talking about how to improve
mental health and wellness in the workplace. And it's so funny because, like how you
and I come to this podcast as two different kinds of
survivors with two different lived experiences.
(02:13):
We also come at that, at that topic
of mental health in the workplace in two different ways. I've
been in so many different types of professional environments. I've been in the office
environments. I've been in a school system for
over 13 years, which is a very, very unique kind of
work environment for all the teachers out there. You know what I'm talking about. And
(02:36):
I also have spent the better part of the last. God, it's gotta be seven
or eight years now working from home. So I could literally be buck naked right
now from the waist down. And I'm not going to get fired
because unless you stand up, unless I stand up right, then the. What is it?
The FCC will, will probably shut us down. But
I have my own different perspectives.
(02:58):
But you have spent. How many years has it been that you were
in the workplace? 45 years in corporate America.
That's insane. God, I feel insane. Yeah,
but, but what's so exciting now is that you have started this brand
new chapter of your life, not just with this podcast and with your
other podcast shit that goes on in our heads, but now you are a
(03:21):
founder. You're a founder of your own company,
shows your solutions and it's.
And it. And you're taking all of what you've experienced, all of what
you've learned from that workplace experience
and you are passing it on to other companies, other HR
departments, other C suites, and you're giving people
(03:43):
the benefit of that experience. And so one of the things that you and I
talked about offline before we started recording was that we really just wanted to dig
into the more significant issues. The kind of top level issues
of this conversation are, in our opinion, recognizing the warning
signs. First of all, we're talking from two different
perspectives. We're talking from the perspective of being
(04:05):
a manager and looking at warning signs within
your staff and then also being the employee
and looking at warning signs not only within yourself, but within your colleagues and your
coworkers. And then how do we offer support
in that professional environment, which can be for a lot of reasons, really
scary to do. Maybe this is, I think this might be a good point
(04:28):
for you to talk about why people try
to just wear the mask at work
as often as people do. Why are people so afraid to talk
about what's really going on? That's, that's such a good point.
You know, for me, I, you know, I'm an extrovert,
so I would show up to every meeting with a smile on my face whether
(04:51):
I felt good or not. But there's so
much shame and a perceived weakness if you look like
you're, you don't have it all together in today's corporate world. The problem
is, is that that awareness
needs to come top down, right? So from the CEO
all the way down to the employee, that it is okay to talk about your
(05:13):
mental health, to have those open conversations. And there's
so much fear in the workplace now that people don't want to do that. Right.
They don't want to appear weak. They don't want to appear like they can't
do their job. And, you know, the job market's
really tough right now, and people are just sitting there and sucking it
up, and that's the worst place to be. And that's
(05:35):
kind of how it was for me, you know, when the company that I loved
got acquired in the hostile takeover.
It was hard. It was hard to show up in a meeting and
be positive and. Because on the inside, like, I was just
pissed every single day and I was like, how can this be happening? And
that's how people feel now is like they are just showing up
(05:58):
to show up. They may not be mentally all there
because, but they're just there to get a paycheck,
you know, and that's a crappy place to be. Yeah, I completely
agree with that. And I think too, just jumping back to what you said
about the job market itself, I
think the reason why people are just sucking it up and taking it and
(06:21):
staying silent and grabbing that paycheck is because they
know that there's a world of other people out there ready
to probably take over their job, willing to do it
for less just to have a job, and who may even be
inclined to sacrifice more or take, you know, I don't want to say
abuse, but in some cases, like be overworked and underpaid just to
(06:44):
have that job. So it's like if you don't perform
and you show any weakness or any
kind of fallibility, you're out. And, oh, there are 10,000
people waiting outside the door to fill your spot.
And that, you know, you know, who owns that, that's owned by the company
itself. You know, they, the mentality of you are
(07:07):
replaceable. Show up, do your job. Like that
sucks, all right? Because in today's environment, because the world is
literally on fire, not only do the employees have their day to
day work and their day to day stress, but there's a lot of stuff
coming at them externally. And so now they have to
sit at a job that they probably hate and getting yelled at by their manager
(07:30):
every single day and gaslit and all that
and just trying to hold it together. There are people sitting
at their desk right now saying, I just want to die.
Like, I cannot keep doing this. And
it makes me sad that that is where society is pointing
towards right now. There are a few companies out there that really do take mental
(07:53):
health seriously, but they are far and few. Between the
one company I worked for truly A unicorn company, like they
were the role model for every other company out there. But you know, it
doesn't take much to change that environment and change
the trajectory of how things are turning out in your company right
now. Well, that's one of the reasons why you started your
(08:16):
company. It is, I mean, shows or solutions is really out there
in the world. Among other things, to help
guide and support that C suite and management
team and HR group in creating an environment
where there is mental health first aid
factored into the day to day equation. And that's.
(08:39):
You're out there pioneering that. You're out there doing that. So as the person
who's out there with your company doing this actively,
what are some of the warning signs? I think people need to
recognize the warning signs. And I want to ask you this question. And
it's a two part question and if you forget one of the parts, I'll be
here to remind you. So it's a two part. It's a two part question. I
(09:00):
feel like I'm in school. I know. It's okay, you'll be fine. It's. Consider cheating.
I'm helping you cheat. Okay, Number one, the warning signs that a
manager should be looking for with their staff is part one.
Part two is the warning signs that
either you yourself are not okay or someone around you is not okay. So let's
start with what should management be looking for in terms of
(09:22):
warning signs that someone's not okay? So there's really
five, right? And you can see this through a manager's
lens. If you hear an employee talking and they're talking
about death or wanting to die, saying things
like, I wish I weren't here, everyone would be better without
me. You know, what's the point? Okay, that is the number one. If you
(09:45):
hear of anybody saying those words, please,
please, please encourage them to call a crisis
hotline. Whether it's 988 or the other crisis lines that are out there,
give them that information. If you find that your
employee is withdrawing or isolating,
especially like if they are an extrovert, right? If these are
(10:08):
people that would show up every day with a huge smile on their face,
you know, life of the party. If you see them kind of pulling back
from like their friends or coworkers, if they're kind of like
skipping, you know, meetings or declining to go out
on social activities, check in on your employee, they may
not be okay. It takes a simple conversation. But you want to have
(10:30):
that conversation as a one on one and not in their
cubicle or around their coworkers. That is, that's a great point. That is
a personal conversation that does not need to take place
around anybody else. Can I add one thing to that? I think that's,
that's a very, very important point you just made about
doing it candidly, doing it offline. The other thing I
(10:52):
want to add to that is, and I'm using kind of the
reference I have because I'm a crisis counselor with the Trevor
project. Ask open ended questions. Don't
just take the person into a private space and say, hey,
how you doing? Are you okay? And then they say, sure, I'm great. And
then the meeting is over. Ask open ended questions that
(11:15):
encourages them to really, to really answer with intention.
Yeah. Like a question that you can lead with is like, how is your mental
health today? How, how have you been taking care of yourself?
Things that they actually have to answer. Because as an extrovert with my
mask on, I wouldn't open up if you asked me, hey, how's your
day going? My typical response would have been, I'm living the
(11:38):
dream. And I would leave it at that. Another thing
you want to look for is if there's any sudden mood
shifts, like they go into a deep sadness or they start,
start to get like really angry or you know, just dramatic
changes in their demeanor. Keep note of that.
Maybe something is going on that they are A, too afraid to go
(12:00):
to you about, B, ashamed of what, what
they're feeling. Or three, they are just checked out.
And if that's that number three, that they're just checked out,
that's a huge red flag. Another thing
is if they lose interest in what they're doing, it happens every
single day for me. Like I didn't lose interest,
(12:22):
but what was happening with me is they were taking bits and pieces of my
job away from me because they knew I was retiring early.
Don't do that. Okay. Because also does make us feel crappier than we
already did. And then if you notice
that they're not taking lunches, they're not eating,
if they look like disheveled or
(12:44):
just kind of checked out, take them aside, take
them into a safe space. Right. Your office may not be a safe space for
them. Maybe that brings up some anxiety. Maybe take them out to a
park or invite them to a lunch. Check out and
see how they are physically doing.
Yeah, These are all just so hugely valuable
(13:07):
because a lot of people just don't know
what to be looking for. Even management doesn't know what to be looking
for. And it's really scary. I know that it's scary to. If
you're a manager and you're responsible for a team, it's
response, it's a big responsibility and it's. It can be very intimidating
to know the right ways to approach people
(13:29):
in certain situations. And especially when you're talking about mental health, it can be very
precarious because you don't want to say something that
puts someone in a worse mental headspace. You don't want
to say something that is going to cause
them to be afraid to communicate. I mean, there's so many different
reasons why. It's just a really tricky position to be in as a manager.
(13:52):
And also too like a lot of people just, we kind of have
blinders on a lot of the time when you're at work, especially if you're in
an office, you're doing your job and you've got your little
blinders on and you're doing your thing in your office or your cubicle and you're
not really paying that much attention to either your own behavior in some cases
or the behavior of the people around you. So I think these are incredibly
(14:13):
valuable. And also too, we're talking about in the
workplace. So, yeah, there's a physical aspect to what you
and I are talking about, like in an office setting, but we are
living in a hybrid world where you and I are not the only people doing
what we're doing remotely and through a screen. And I feel like
in a lot of ways, and I'd love to know what you think about this
(14:34):
because I know you, you telecommuted for a very long time. There is just
as much, maybe even more of an urgency
to check in with your people who are not physically present there. Because it's
even easier to put on a mask when you're just looking at someone in a
little square on a little screen and you don't know what is going
on outside of that little box. And that person
(14:57):
doesn't have colleagues to talk to and to vent to and doesn't have an HR
department to just run down the hall to. So this
applies to anybody who might be listening, who is on the other
side of the screen every day, you know, four or five days a week.
Your mental health is also at risk too, and you need to be
checked in on just as much. Struggling
(15:19):
with your mental health, Feeling lost, overwhelmed, or just
alone? Well, you're not. Welcome to the Help Hub,
your online destination for mental health resources, content and
tools to help you navigate whatever mental health challenges you're facing in
the moment. At the Help Hub, we offer individualized
resources tailored to your unique needs and community, with
(15:41):
over 16 different categories to find exactly the kind of
personalized help you need when you need it most. Because
even though we all deal with many of the same challenges, we don't always experience
those challenges the same way. So whether you're looking for crisis
support, downloadable resources, or an extensive
archive of mental health related articles and videos, we've got you.
(16:04):
From episodes of the Survivors Podcast for Suicide Loss Survivors,
Lived Experience, blogs, to interactive tools and professional
connections, the Help Hub meets you where you are and helps you
move forward with strength and support. Remember, you
don't have to do this alone. Visit thehelphub Co today.
(16:27):
That is so true. And you know one thing that managers and companies
can do is during your one on ones and make them like consistent one
on ones. Don't be like we're going to do a one on one and then
let's skip the next three months. Keep it consistent. I'm going to just
keep saying that because of everything being on fire right now.
It wouldn't hurt to have those once a week and maybe have
(16:49):
a little checklist of things you talk to your employee about.
Like super high level just to get a sense of how they're
feeling. Are they having a major life stressor? You know,
even if they work from home, people still get divorced. They could be
seriously ill. Keep those things in mind when you're talking
to the employee. If you notice that maybe they're giving
(17:12):
stuff away, that's huge. If they are, start talking
about their burden. Maybe somebody's taken a whole bunch of days off this
month and they feel like they're a burden to the team.
Keep note of those things because that could be a sign of something
is really wrong with your employee and you want to be able to
give them as much assistance as possible. And the employee can
(17:34):
certainly contact the EAP lines, they can certainly contact
any of the crisis hotlines. They're available
24 7. But if you have that connection with your
employee, that is a tight connection, right? You trust them
to work remotely and do their job. But if you see that
they're completely checking out, like maybe they don't want to come on camera anymore. Maybe
(17:57):
that used to be their thing. They would come on camera. They do all the
funny emojis. Maybe they're not doing that anymore. Did they get
reprimanded? Do they have something else going on? Ask those
questions because when people start to check out,
it's a slow Trickle. And that's what it was for me. It was
a slow trickle, but they were also, like, ripping the carpet up
(18:18):
underneath me, and I didn't have enough time to
react. You know, as an extrovert,
it kind of sucked. Same like, same with, like, with COVID
Covid sucked for every extrovert out there. It was like our own personal
hell. Yeah, those are all really good points. And you started
touching on another part of this that I wanted to move us
(18:41):
into, which is how to offer support. You talked about eaps, what
I want you to do. I know what that is. You know what that is.
Somebody else may not explain what an EAP is and
how people can utilize that. So an
EAP is Employee Assistance Program. Most
companies have them. It comes with your insurance, and it is free.
(19:02):
It is anonymous. You contact that phone number and. And you can talk
to them about what's going on. In a lot of cases, you have access to
free therapy, or they'll help you find a therapist,
but they'll give you the resources that you need. It's free
and it's something that your company offers. And
don't be worried that your company's going to find out that you contacted the
(19:24):
ap. It is private information. It's all covered under
hipaa, so they can't ask. You know,
you are. You're an employee, but you're also a human
right? And as humans, we're messy and life gets
in the way. And, you know, if you.
If you feel the signs, like just checking yourself out, like you're
(19:47):
withdrawn, you're talking negatively to
yourself. You keep saying to yourself, you want to die, Pick up that
phone and call 988 or a crisis line. Honestly, the world
is a better place because you're in it. And what is happening
today may not be as bad tomorrow, but
you can't put all the onus on your employers to help you out
(20:10):
of this. You have to take some of that onus on yourself. But for
employers, please, if you can do these
four things that can honestly help somebody that's thinking
of taking their life, don't ignore the
subtle signs. Ask them
directly, are you thinking about suicide? Listen without judgment
(20:31):
when I say listen without judgment. Listen with your ears and not with your
mouth, and encourage them to reach out to
988 or a mental health professional.
So when I said about asking directly, you want to do this in a
safe space with them. If it's nice outside, take them outside
and talk in a park. Because I can tell you, for me, like, I Did
(20:53):
not want to go to my manager's office. I didn't want to go to a
conference room and I didn't want to have that conversation around my,
around my teammates and everybody else.
Be kind, be gentle. Because we are in
a very fragile state and we don't
need to be felt. We don't need to be felt like we are a burden
(21:16):
to the company because we are coming to work with some mental messy.
Yeah, those are just golden nuggets
as far as I'm concerned. And we can't say them enough. And
they apply as much to the management
and C suite as they do. Any of these things
apply to your teams as well. So the point
(21:40):
of this conversation is that it's
a collaboration. Everybody needs to be doing their
part. Part. The workplace environment has
to provide a sense of security and support and the
employees need to be forthcoming
when they're not. Okay? So everybody has to be working
(22:03):
together and creating
that workplace culture where mental health conversations
are safe and supported. Like you said, you said it a few minutes ago.
It is a lot easier than we realize.
We overcomplicate things. Like you and I. I mentioned at the
beginning of the episode that we do a lot of work with Calmry
(22:25):
and we're focusing in particular on mental
health in the workplace. And one of the things that you and I have started
to do with Calmry is to do like a monthly
mental health check in conversation where we're picking and choosing different
diff mental health related issues to talk about for like 15 or 20 minutes in
a webinar. Well, we've talked a bunch about how
(22:48):
employers should have. And I'm using air quotes. If you're just listening to the audio
of this, people should be doing fireside chats. You know, you've,
you've suggested that in the past of weekly monthly group get
togethers where everybody can sit together and okay,
maybe everybody's not like bearing their full
soul out in the open with all of their colleagues, but you
(23:10):
know what it's like. You guys know what it's like when one
person says, ugh, I'm just not okay, or something happened with my kids
or da, da. All of a sudden 10 people are like, oh my God, me
too, me too, me too. It gives people permission
when one person, that's what we're out here doing. G and I are out here
talking about this hard, taboo,
(23:31):
incredibly awkward subject so
that it gives people permission to do it
elsewhere. And that's what employers can do by
gathering people together in the same room. So People don't feel disconnected. People
feel like we're here together. We should
function in some ways as a team or a unit or as a quote, unquote
(23:53):
family. And it's okay to not be okay at work and outside
of work. And you know, the other thing is, don't make it weird. Don't make
it weird for the employer. Because if you make it weird,
they may come to one of those meetings and then never come again.
Right? Like, be cognizant of, like,
where they are in their own mental health journey. And
(24:15):
I just read something that if you're in an office space and
if this happens, if you've ever noticed someone pulling away,
sitting down for weeks, or saying little things like, you won't have to
worry about me much longer, these are red flags. Don't
wait, check in. You could be the reason that they stay.
Take that to heart. Because when you get to
(24:39):
that point, just from my own personal.
All the crap that happened with me,
one conversation, one conversation could have helped me, but
as an extrovert, I didn't open up. But the problem was,
for me is I didn't know what was going on inside me. I
just didn't feel right. So as a team lead, as a
(25:01):
manager, as a coworker, as a family member, as a friend,
listen for those words. One conversation, one conversation. And
pointing them in the right direction could be the reason that they are here
today. Well, I mean, I've said this before and I'm
sure in the months and years to come in this community we're
building, I'm going to say it a million more times. You are like the poster
(25:24):
child for 988. Because, yes, okay, granted,
you didn't say anything at work. You didn't say anything in at home. You didn't
know how to articulate what you were feeling. You were super dysregulated and didn't know
what to do with it. And I say a big giant. But you
did know about the 988
Crisis and Suicide Lifeline, which is free, which is
(25:45):
24, 7, 365. And you did know about
that. And you did call and you talk a lot about. Well, one
conversation can change someone's life for the better.
Can. Can pull them out of that
place of desperation that happened to you. This is what G
is talking about, you guys. One simple conversation. It was because
(26:07):
of that conversation that you realized there was hope. And it was because of that
conversation that you hung up with the 988 operator and 20 minutes later
had already Booked an appointment with a therapist. Am I right? Yep.
Right. Okay. But you know, for me, what helped with that
and you know, I'll say it again, two months before all the,
all the shit went down, I'd remember reading about 988
(26:29):
in an article. Believe me, when I look at myself, I would be, I would
have thought I would have been the last person to contact that phone number.
I'm a strong person, I have a good heart. But I'm also an
empath and I took all that crap in and didn't take care of
myself. So part of the mental, like the suicide
awareness part at work is you need to make
(26:51):
sure that you give your employees that time to recover.
They have mental health days. Yeah, they can take them as
a PTO day or as a sick day, but allow people to have
a mental health day because sometimes we just need to check out for a
day just to reconnect, you know, think
about what's going on in our
(27:13):
heads. You know, you need to bake mental wellness into your
mission and values. And that's why I keep saying it starts from the top
down. If you do not have buy in from your CEOs or your
board members, it's never going to work. But
mental health is not going away. Thoughts of
suicide are not going to go away. Thoughts of
(27:35):
feeling like they are a burden, those are not going to go away.
Stress and anxiety is not going away. Stress and
anxiety are huge right now. There's so much of it
just outside of the work environment. Then you come into work
and you gotta meet KPIs and you have your
manager saying you're not doing your job right or like you are
(27:58):
replaceable. Okay, stop. Stop saying that.
If you want to make your bottom line help with your
employees, mental health first. And that comes from
somebody who's been in corporate America for over
45 years. Listen
to your employees. Have those mental health check ins,
(28:20):
have wellness ambassadors. If somebody
in your office has taken their life by
suicide, maybe, just
maybe, don't send out an email to your employees
letting them know somebody died by suicide. You know what?
That is not the way to do this. The way to do this is
(28:43):
you can either have a company meeting. If you're a
virtual company, have it over. Zoom.
If you're a hybrid, if you're a hybrid
company, you can do it. Zoom. And in person,
do not communicate that through an email. It is
(29:05):
insensitive. You may think that you're taking all the
emotion out of it, but you're not. You're just
adding to that, you're basically pulling
the pin on a grenade, throwing it into a room, and then closing the door
and walking away. So she's right. There has to be a level
of sensitivity and compassion and. And it starts at the very, very top.
(29:28):
So the takeaway of all of this, the takeaway of this whole conversation, this
whole episode is the bottom line.
Creating mentally healthy workspaces saves
people's lives. So if you're listening to this and you
are in management, pay attention, speak up.
And that is going to create that culture of care. You know, there's
(29:50):
one other we're running over, but there's like four things that
you have, like four things that companies can do, right? They can offer peer support
groups, they can have wellness ambassadors,
they can have a mental check in campaign, and
they can have listening circles after a crisis. And there are
trained facilitators out there that can come into your
(30:13):
company and work with your employees to help them
be okay with what just happened. Because
there's nothing worse than losing someone to suicide
at work. You know, you become a
family and now you feel like one of your family members has
gone and you don't know how to deal with that.
(30:35):
So for the companies out there, pay
attention. That's all I can say is pay attention to your employees
because one conversation could save their life.
Amen. And I think it's also worth saying that anyone who is
in the workplace right now, who is in a position of management,
(30:55):
reach out to G. All of her information is in the show notes how to
reach out to her. You want to pick her brain, Find out what you can
do in your company. See, I'm promoting you. Isn't that exciting? I love that.
But I mean it like you want to talk to the people who can really
help. So make her your first call. Check in,
send her an email. You know she's there to help and so am I.
(31:17):
So we appreciate you being here for 32
minutes and 27 seconds and we'll see you. We'll take, we'll take the
2 minutes and 33 seconds off of next week's. No, we won't.
We're going to keep going. We're done. We're done right now. But we're not going
to stop talking. So, yeah, see you next week, boo. We'll see you next week.
I love you. Love you. Bye Bye. Thanks for
(31:39):
joining us on the Survivors. Remember, no matter how tough things feel,
you are enough. And the world needs you just the way you are. You're
not alone. In this journey. There's a community here and every step forward
counts. We're so grateful you took the time to listen and we hope you'll
take one day at a time. Just know there's always more light ahead.
Thanks for being here, friends. Just remember, help is out there in.
(32:02):
In so many different places. So if you or someone you know. Is struggling,
please call 988 and a trained crisis counselor like me will be
there to help. You can also find an inclusive and. Comprehensive directory
of mental health resources, tools and content at
thehelphub.co. just remember that help is always
just. A call or a click away. We'll catch you next week. In the
(32:23):
meantime, keep surviving. Struggling with your mental health?
Feeling lost, overwhelmed or just alone? Well,
you're not welcome to the Help Hub, your online destination
for mental health resources, content and tools to help you
navigate whatever mental health challenges you are facing in the moment.
At the Help Hub, we offer individualized resources tailored to
(32:45):
your unique needs and community, with over 16 different
categories to find exactly the kind of personalized help you need
when you need it most. Because even though we all deal with many of
the same challenges, we don't always experience those challenges the same
way. So whether you're looking for crisis support,
downloadable resources, or an extensive archive of mental
(33:07):
health related articles and videos, we've got you. From episodes of
the Survivors Podcast for Suicide Loss Survivors and lived
Experience blogs to interactive tools and professional connections,
the Help Hub meets you where you are and helps you move forward with
strength and support. Remember, you don't have to do this
alone. Visit thehelphub.co today.
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