Do I need a coach, mentor or therapist? : Unlocking Workplace Wellbeing with Verve Healthcare

Welcome to the Unlocking Workplace Wellbeing podcast for HR managers and business owners, where we talk about workplace wellbeing to make everyone’s lives better.

If you or a colleague are struggling at work, it can be difficult to decide whether you need a coach to help you work through an issue, a mentor to help guide you through an issue, or a therapist to help you work out how you got here and where you go next.

Navigating through all the options can be tricky, and so in this episode of Unlocking Workplace Wellbeing podcast, host and Verve Healthcare CEO Steven Pink speaks to coaching psychologist Shelley Crawford about how people make decisions, and how to 'find a good one'.

The conversation between Steven and Shelley sheds light on the diverse professionals and interventions available to support workplace wellbeing. Shelley emphasises the importance of understanding one's specific needs and preferences when choosing a professional, whether it be a coach, therapist, mentor, or psychologist. Each profession plays a unique role in helping individuals achieve personal and professional growth, and the choice of intervention depends on the desired outcome and individual circumstances.

One of the key distinctions highlighted by Shelley is the difference between coaching and counselling. While counselling focuses on resolving emotional trauma and healing from the past, coaching is more future-oriented, helping individuals identify goals, leverage strengths, and take action. Additionally, the emergence of coaching psychology as a field reflects the integration of scientific study and application of behaviour, cognition, and emotion to enhance performance, achievement, and wellbeing.

When it comes to supporting team members in the workplace, managers and leaders may find themselves considering coaching or mentoring interventions. Shelley explains the distinction between coaching and mentoring; with coaching guiding individuals to discover their own solutions and mentoring providing personal experiences to aid in development. Understanding these differences can help managers make informed decisions when supporting their team members' growth and development.

Recognising potential signs of distress or struggling in team members is crucial for managers. Shelley advises looking for behavioural changes that persist over an extended period, indicating a need for support. By creating a safe and open environment for communication, managers can initiate conversations with team members to offer support and assistance. It's essential to respect an individual's willingness to engage in conversation while keeping the door open for ongoing support.

Workplace wellbeing encompasses a broad spectrum of interventions and considerations that are vital for creating a supportive and healthy work environment. The insights shared by Shelley provide valuable guidance for individuals, managers, and leaders to navigate the complexities of workplace wellbeing. By understanding the diverse professionals available, recognising signs of distress, and implementing proactive self-care strategies, workplaces can embrace holistic wellbeing of employees.

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If you want to improve wellbeing in your workplace through structured access to mental health support, physiotherapy, GPs, or how to manage personal finances in a better way, then we have a solution for you.

We have a proactive approach that gets to the heart of the problem.

Visit us at www.vervehealthcare.co.uk and be sure to subscribe.

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