440 Mental Health in the Workplace with Dr. Andy Melton

The best leaders are the ones that can hold space for both—care personally and challenge directly.

Work never happens in a vacuum. Field calls, customer pressure, travel, and deadlines compound the very real mental load carried by water professionals. In this conversation, Dr. Andy Melton, a professional counselor and executive coach at  www.andymelton.com—shares clear, practical ways leaders and teams can recognize mental health warning signs, set the right boundaries, and respond with care without stepping outside their role. 

Care Personally, Challenge Directly—Inside Clear Boundaries

Managers aren’t neutral parties, and that matters. Andy explains the built-in conflict of interest when a supervisor probes too deeply into an employee’s personal struggles. You still need to check in—but do it in role: use open-ended, performance-anchored questions (“What’s been challenging for you lately?”), document observations, and offer resources instead of diagnoses. He also highlights Kim Scott’s “Radical Candor” frame—care personally and challenge directly—as a durable leadership posture for tough conversations.  

Spotting Decline Early—Behavioral, Cognitive, Physical 

Before missed KPIs and callbacks spike, there are tells: sudden drops in productivity, withdrawal, irritability, rising absence/tardiness, markedly negative self-talk, and physical complaints (fatigue, headaches, stomach issues). Andy shares a simple “dashboard” self-check—sleep and eating patterns—plus trackable 1–10 scales for stress, energy, engagement, and mood stability to catch trends early. 

When It’s Serious—Safe Paths and Resources 

Anonymous surveys can surface urgent risks—including suicidality. Andy outlines responsible next steps: widen communication, invite follow-ups, and immediately involve a mental health professional or crisis resources. Know the number 988 and your local mobile crisis team information; publish those options prominently so help is never far away.