What keeps people stuck isn’t loyalty, it’s fear. Fear of the unknown feels scarier than fear of the boss. But here’s the truth: the unknown is where freedom lives.
#Leadership #FearOfTheUnknown #MentalHealthAtWork #LeadBoldly #GrowthMindset #WorkplaceWellness

http://leadboldly1.blog/2025/08/27/fear-of-the-unknown-vs-fear-of-the-boss-why-so-many-stay-stuck/

Mental Health in the Workplace

Author(s): Scott Douglas Jacobsen

Publication (Outlet/Website): The Good Men Project

Publication Date (yyyy/mm/dd): 2025/06/11

Gabrielle Provencher, M.Sc., R.S.W., R.M.F.T. (AMHP), Director of Enhanced Mental Health Care and Workplace Support at Homewood Health, shares insights on the rising demand for mental health services post-COVID-19. She highlights a 37% increase in cases related to anxiety, depression, and stress from 2019 to mid-2024, driven by isolation, financial pressure, and sociopolitical strain. Provencher explains how EFAP programs support employees with strengths-based, short-term counselling, crisis intervention, and wellness services. She emphasizes gender disparities in mental health access and the need for inclusive care. Provencher also explores the impact on families and couples, noting how caregiving roles, emotional labour, and relationship stress contribute to mental health strain. Her leadership combines clinical experience with compassionate, trauma-informed responses rooted in equity, community care, and cultural sensitivity.

Scott Douglas Jacobsen: Today, we are joined by Gabrielle Provencher, M.Sc., R.S.W., R.M.F.T. (AMHP). She is the Director of Enhanced Mental Health Care and Workplace Support at Homewood Health, bringing over 15 years of experience since 2009. Gabrielle has held leadership roles across crisis management and long-term psychotherapy services. She is a Registered Social Worker, Psychotherapist, and Registered Marriage and Family Therapist.

Gabrielle holds a Master’s degree in Clinical Criminology, a Bachelor’s degree in Social Work, and a Certificate in Family and Couples Therapy. She specializes in working with couples, families, and equity-deserving groups and actively promotes diversity, equity, and inclusion in healthcare. Gabrielle also operates a private practice and has served on the Board of Durham Children’s Aid Society. Thank you for your time. First question: What is the primary goal of the EFAP program?

Gabrielle Provencher: That’s a broader question because EFAP encompasses many services. At Homewood Health, we are a Canadian leader in mental health and addiction services. EFAP primarily focuses on workplace mental health support. Depending on the coverage, it can involve short-term counselling or longer, mid-term psychotherapy. 

We also offer crisis management services on-site in response to traumatic incidents, such as an employee’s passing or organizational restructuring, but also for larger-scale events such as natural disasters, accidents, or acts of violence/terrorism. We also provide various wellness services, including workshops, meditation, and workplace assessments.

So, the goal can vary depending on the specific service. However, if we refer to EFAP short-term counselling—”one-at-a-time” sessions—the main objective is to offer strengths-based, solution-focused therapy. It is very client-driven and focused on immediate concerns. This is not a psychoanalytic approach where we delve into childhood issues. Instead, it supports employees in maintaining a healthy work-life balance.

Jacobsen: What biggest challenges or pressure points that contribute to a lack of work-life balance today?

Provencher: Financial strain is one of the most prominent challenges families face. It manifests in various ways: people taking on multiple jobs, working longer hours, and having less time for family or self-care. We’ll probably discuss this in more depth later, but for women, emotional labour—the caregiving burden—also plays a significant role.

I should not say burden because it is not always a burden. However, in many cases, women are most likely to be caring for both an elderly family member and a child at the same time. We call this the “sandwich caregiver” role. For other families, the financial stress of working harder and longer hours often results in less time with family and children, which impacts many people.

So, these are some of the key issues right now regarding work-life balance. In another area, there is a different dynamic for those employed and have the privilege of working from home post-COVID. Many people feel isolated. Even though we are “together,” we are constantly on camera. It is counterintuitive, but being continually connected makes it difficult to disconnect. Some people find it harder to take care of themselves—go for a walk, take a proper lunch break. Instead, they say, “No, I will just finish this email.” The next thing they know, they have spent eight or nine hours sitting at their desk.

So I think those are the main contributing factors, along with the overall rise in mental health issues like stress, anxiety, and depression, much of it driven by today’s sociopolitical climate.

Jacobsen: You mentioned stress and anxiety. While anxiety and depression are different, they are often linked. What mental health issues have increased since 2019?

Provencher: Mainly anxiety, depression, stress, and work-related stress. Based on our data, there has been a 37% increase in cases addressing these issues since 2019. As I mentioned, this increase has been driven by isolation, financial pressure, increased screen time, and social media time, which intensified during the pandemic.

This especially affected young people in school, but suddenly pulled them out of social environments and placed them in one-dimensional online learning settings. That disruption created a significant developmental gap for many, and we still see the repercussions.

So yes, there is a youth mental health crisis—but adults are affected too. We also see the rise of climate-related mental health issues. There is a term we use: eco-anxiety—and it is real. People are questioning whether they want to have children, whether they can ever afford a home, and what the future holds.

This is compounded by the strain on the healthcare system, where people struggle to access physicians or mental health professionals. All of this contributes to the increasing rates of mental health issues.

Jacobsen: How much of that would you attribute to COVID?

Provencher: That’s a very relevant and complex question. Causality is always difficult to attribute when dealing with large-scale, multifactorial issues like mental health. That said, yes, COVID had a major impact. It is significant to consider that famine, war, and plague have existed throughout history. However, in our time, experiencing something of this magnitude on a global scale, all at once, was unprecedented. We were not prepared.

We were not just unprepared—unless you worked in epidemiology —most people didn’t believe it could happen. I think it was a shock for everyone. It became a kind of collective trauma. It is difficult to explain what we all endured for nearly three years—being at home and making critical decisions such as, “Should I get the vaccine? What does that mean for me? Are there enough studies? Will I be safe?”

There was the constant fear of infection every time you stepped outside. Moreover, we didn’t have much data. We are talking about the importance of having facts, but as the pandemic evolved, we had to make tough decisions with almost no reliable information. That is a traumatic experience in itself.

People were losing their jobs, and then there was everything else layered on top, like the civil unrest following George Floyd’s death. 2020 was an unforgettable year. The years that followed brought many long-standing and deep-rooted issues to the forefront. People became even more polarized in their views, creating ongoing conflict. There is much anger out there.

It is a lot to process. So is it normal to see rising mental health issues? Yes, absolutely. What we are witnessing is a normal reaction to highly abnormal events. That is how I see it.

Jacobsen: How many people exceeded the clinical threshold for anxiety from 2022 to 2024?

Provencher: Between January 2022 and July 2024, 63% of the individuals who called us and underwent screening exceeded the clinical threshold for anxiety. We use psychometric assessments based on the criteria for Generalized Anxiety Disorder (GAD), and 63% screened above the level we would consider functionally manageable. That is a very high number.

Jacobsen: What are some of the common symptoms of anxiety in daily life?

Provencher: Anxiety can present in many different ways. It may show up as excessive worry, panic disorder, or social anxiety. For some individuals, it can show up as phobias such as social phobia (fear of being judged) or agoraphobia (fear of being in situations where escape might be difficult or help might not be available), etc. Physically, it can include symptoms like sweaty palms, a racing heart, sleep disturbances, gastrointestinal issues, and panic attacks.

In terms of cognitive symptoms, anxiety often involves intrusive thoughts. With generalized anxiety disorder, for instance, nearly everything in life becomes something to worry about or overthink. You might constantly ask yourself, “What will people think of me if I go to that event?” or catastrophize everyday situations. It becomes a mental loop that is hard to break.

Or, “What should I wear?”—that question is typical for many of us. I think it is natural to experience some level of anxiety. Anxiety in itself is not always negative. It can help us prepare or stay alert. However, it becomes a concern when it starts interfering with your daily functioning and impacts your relationships, work, or ability to parent. That is when it turns into a clinical issue.

In some cases, people may turn to substance use to cope with persistent, intrusive thoughts. The content of those thoughts can vary depending on the individual’s specific disorder or the situation they are facing.

Jacobsen: COVID-19 began from late 2019 to early 2020 and continued through 2022. You mentioned a 37% increase in mental health issues. Was that increase steady, or did it plateau into the later part of 2024 or even into 2025?

Provencher: Interestingly enough, the rates of anxiety and depression have now almost returned to pre-pandemic levels. However, stress and work-stress continue to rise, alongside marital issues. I think we’re starting to recognize the deeper emotional impact of stress and understand that not everything is a diagnosable illness—stress is affecting our health in more complex and subtle ways. There’s growing awareness of the nuanced ways stress manifests, so people may now articulate their distress more in terms of stress and emotional strain rather than clinical disorders.

The effects of COVID are still reverberating. Financial stress remains, and younger generations, particularly students, have been disproportionately affected. I am thinking of my sister who completed her bachelor’s degree almost entirely in her basement! Those are formative years that she will never get back, when you are supposed to socialize, build friendships, and network. That kind of isolation contributes to increased social anxiety. 

Jacobsen: Are there noticeable gender differences in how people seek out mental health supports, and in the self-stigmas that might prevent them from doing so?

Provencher: Yes, unfortunately, there are. We are mindful of this and try to ensure our services are inclusive and accessible to different groups. However, when it comes to societal expectations, especially for men, there is often pressure to appear stoic, strong, and self-reliant. For some, seeking help is seen as a sign of weakness, which makes it much harder to reach out, even when they recognize the signs in themselves. That stigma continues to be a barrier.

What you are describing also leads to internalized stigma. We know that men may often perceive a mental health crisis as a personal failure rather than recognizing it as a medical or psychological condition. It becomes tied to their sense of identity, as if struggling is a weakness of character.

Surveys show that men are far less likely to admit they are struggling emotionally, even to close family or friends. It often takes them much longer to seek support, and usually it happens only once they have hit a crisis point. That is when they are most likely to access services.

And I want to be clear—this does not apply to all men. There are certainly many men who take care of their mental health and access services early. But from a broader perspective, we need to improve how we reach and engage men with mental health campaigns. There’s more work to be done to effectively target this audience.

Men also tend to express emotional distress differently. Women may verbalize their struggles more readily, whereas men might externalize through anger, substance use, or withdrawal. Some men might prefer action-oriented coping strategies, like going to the gym or taking medication, before they consider talking to a therapist.

These social differences—how we are raised and conditioned—shape how people seek help. Moreover, society also plays a role. Vulnerability and emotional expression are often seen as more socially acceptable for women. On the other hand, women are disproportionately diagnosed with mental health issues, which opens a whole different conversation.

For instance, we need a better understanding of how physical health issues might lead to mental health symptoms in women and not rush to label something strictly psychological. We also need to understand emotional labour and caregiving responsibilities. Sometimes, what we call a mental health issue is an entirely normal response to being overwhelmed. Recognizing this can help us provide more appropriate, gender-sensitive support to both men and women.

Jacobsen: How do these issues manifest within families and couples?

Provencher: When talking about a unit—whether it’s a couple or a family—you have to take all of these individual issues and multiply the complexity. Now, you’re dealing with relational dynamics, communication breakdowns, emotional withdrawal, and competing needs.

Unfortunately, we are seeing more relationships under strain. It is becoming harder for couples to maintain a healthy relationship amid the stressors of modern life. Parents are stretched thin, often with little time to spend with their children, let alone with each other. There is also the challenge of protecting kids from the emotional toll of what is happening in the world.

We must remember that the idea of “family” is changing. Families look very different today. They’re more diverse, and their needs are more varied. However, one consistent theme is that people have less time to commit to their partner and children and to nurture those relationships.

These issues are complicated. If you are in a relationship with someone who is clinically depressed, it can be highly challenging. Not only are they likely to be off work, but in severe cases, they may not even be able to get out of bed. That leaves the other partner to take on everything—household responsibilities, emotional support, parenting—and that is a considerable burden.

When your partner is supposed to be your support system and suddenly cannot fulfill that role, it is emotionally taxing. It truly does take a village. While we say that often, we could do much better as a community by supporting one another.

Jacobsen: Has your leadership experience in crisis management and long-term psychotherapy helped your current work?

Provencher: Yes. I currently maintain a private practice, which is very important to me. I have been in leadership for a long time, but I intentionally returned to direct clinical work because it grounds me. As we build and oversee programs, I want to ensure the quality remains high and that we do the right thing for our clients and customers.

Staying connected to clinical work helps me remember what it is like to be in the room with someone and truly listen and support them. My training and experience with clients deeply inform my leadership.

When it comes to crisis management, that experience also helps me navigate what is happening in the world today. For example, after the recent tragic event at the Lapu-Lapu festival in Vancouver, we were able to respond and provide support to the affected community. It’s meaningful to be part of that—to help people through trauma and to be involved in making things better, even in the face of violence. It all comes down to kindness. We need more of it, and I keep that at the core of what I do.

Jacobsen: Gabrielle, thank you for your time today. I appreciate your expertise, and it was really nice to meet you.

Provencher: Thank you, same here.

Jacobsen: Okay, have a good day!

Provencher: Thank you again. Take care.

Last updated May 3, 2025. These terms govern all In Sight Publishing content—past, present, and future—and supersede any prior notices. In Sight Publishing by Scott Douglas Jacobsen is licensed under a Creative Commons BY‑NC‑ND 4.0; © In Sight Publishing by Scott Douglas Jacobsen 2012–Present. All trademarks, performances, databases & branding are owned by their rights holders; no use without permission. Unauthorized copying, modification, framing or public communication is prohibited. External links are not endorsed. Cookies & tracking require consent, and data processing complies with PIPEDA & GDPR; no data from children < 13 (COPPA). Content meets WCAG 2.1 AA under the Accessible Canada Act & is preserved in open archival formats with backups. Excerpts & links require full credit & hyperlink; limited quoting under fair-dealing & fair-use. All content is informational; no liability for errors or omissions: Feedback welcome, and verified errors corrected promptly. For permissions or DMCA notices, email: scott.jacobsen2025@gmail.com. Site use is governed by BC laws; content is “as‑is,” liability limited, users indemnify us; moral, performers’ & database sui generis rights reserved.

#employeeWellBeing #inclusiveCarePrograms #mentalHealthAtWork #stressAndAnxiety #workplaceMentalHealthServices

I spent 25 years faking it at work—smiling, agreeing, and showing up like everything was fine.
It wasn’t.
This piece is about what changed when I finally stopped performing—and what emotional labor really costs us.

✍️ I Faked It At Work For 25 Years. Now I’m Done.
🔗 https://medium.com/@thepettyprofessional/i-faked-it-at-work-for-25-years-now-im-done-b2753aa3aa34

#EmotionalLabor #WorkCulture #QuietQuitting #MentalHealthAtWork #BurnoutRecovery #ThePettyProfessional

If you’re constantly exhausted, second-guessing yourself, and calling it “loyalty” — it might be time for a reality check.
You can fight for better… or flight toward freedom.
Either way, your mental health deserves to be non-negotiable.
👉 Read the blog. Get the strategy. Reclaim your power.
#MentalHealthAtWork
#CorporateBurnout
#ToxicWorkCulture
#LeadershipTruths
#KnowYourWorth

http://leadboldly1.blog/2025/05/31/when-loyalty-becomes-self-destruction-are-you-sacrificing-your-mental-health-for-a-company-that-doesnt-deserve-you/

💼 Layoffs are everywhere—but fear doesn’t have to be.
My latest Psychology Today article explores The Rise of Job Insecurity and how to cope with the growing threat of layoffs in media, tech, and beyond.

🔍 What’s inside:

Why the fear of layoffs triggers chronic stress akin to “pre-traumatic stress disorder.”
Science-backed strategies to rebuild agency and thrive in uncertainty.
📖 psychologytoday.com/us/blog/the-human-algorithm/202503/the-rise-of-job-insecurity

#MentalHealthAtWork #Layoffs

Career Empowerment: Leaving Toxic Jobs and Reclaiming Your Professional Path

In today’s fast-paced work environment, the idea of staying in a job for years out of loyalty or fear of judgment is becoming outdated. More professionals are recognizing the importance of prioritizing their mental health and well-being over arbitrary timelines. This shift in perspective is supported by recent trends and experiences shared by many in the workforce.

https://youtu.be/75qEniSgDoM

The Reality of Toxic Work Environments

Toxic work environments can manifest in various ways:

• Abusive or unsupportive managers
• Lack of clear structure or expectations
• Excessive demands like frequent weekend work
• Office politics that hinder productivity and morale

These issues can take a severe toll on an employee’s mental health, confidence, and overall job satisfaction. Staying in such an environment for an extended period often does more harm than good.

According to a recent survey by the American Psychological Association, 19% of workers report their workplace as very or somewhat toxic

1. Those in toxic workplaces are more than three times as likely to experience harm to their mental health at work compared to those in healthy environments (52% vs. 15%)

Real-World Experiences

Shreyas Gowda’s Baptism by Fire

Shreyas Gowda (name changed), a Mumbai-based junior lawyer, shared his harrowing experience:

“My day would start around 9am and end at 10pm. By the time I reached home it would be close to 11pm and I would be totally pooped. When you spoke about work-life balance, your seniors at work would dismiss your concerns and say that young people have to do the grind.”

Devashish Sharma’s Toxic Manager

Devashish Sharma (name changed), a 24-year-old techie, recounted:

“Once he called at 11.30pm. I did not take the call. The next day he insulted me in front of the entire team at a meeting which took place at 8am.”

The Benefits of Leaving Early

The decision to leave a toxic job is not just an act of self-preservation; it’s an act of self-empowerment. It signifies the moment you prioritize your well-being, values, and aspirations over the constraints of a draining environment. Walking away from toxicity is the first step toward unlocking your true potential, as it allows you to redirect your energy and talents toward opportunities that inspire growth, creativity, and fulfillment. In letting go, you make room for possibilities where you can thrive and achieve your dreams, free from the weight of negativity.

Preserving Mental Health

One of the most crucial reasons to leave a toxic job early is to protect your mental health. Prolonged exposure to a negative work environment can lead to stress, anxiety, and even depression. By leaving sooner rather than later, you can prevent long-term psychological damage.

A study published in the Adarsh Journal of Management Research found that suffering from toxic work conditions over a long period has been associated with chronic mental health disorders. The research also revealed a significant correlation between toxic work environments and decreased mental health.

Adarsh Journal on TOXIC WORKPLACE ENVIRONMENT AFFECTS

Maintaining Confidence

Toxic workplaces can erode your self-esteem and professional confidence over time. Recognizing your worth and choosing to leave can help preserve your sense of value and capabilities.

Opening New Opportunities

Leaving a toxic job creates space for new, potentially better opportunities. Many professionals report finding more suitable positions within a few months of leaving a negative work environment.

Real-World Success Stories

Rachael Schwalenberg’s Bold Move

Rachael Schwalenberg, a property management professional, shared:

“I left after 10 months- it’s not great but the right thing to do. Hoping for the best and my experience speaks for itself.”

Amber Bittner’s Leap of Faith

Amber Bittner, an expert in insurance licensing compliance, recounted:

“I just left a toxic job after 5 months. Nothing lined up. It was affecting all aspects of my life. Know your worth.”

Addressing Concerns About Short Tenures

While there may be concerns about how a short job tenure looks on a resume, the reality is that modern hiring managers are becoming more understanding of these situations. Here are some strategies to address this:

Workplace stress is a common challenge, but it can be managed effectively with the right approach. Start by identifying the sources of your stress and breaking tasks into manageable steps to regain control. Practice time management by prioritizing tasks and setting realistic deadlines. Incorporate mindfulness techniques like deep breathing or short meditation breaks to stay calm and focused. Regular exercise, a healthy diet, and adequate sleep can significantly improve your resilience to stress. Lastly, don’t hesitate to seek support—whether it’s from colleagues, a manager, or professional resources. Remember, a balanced approach to challenges fosters productivity and well-being.

The Importance of Self-Advocacy

Choosing to leave a toxic work environment is an act of self-advocacy. It demonstrates:

• Self-awareness
• Commitment to personal and professional growth
• Ability to make difficult decisions

These qualities are often valued by potential employers and can be framed positively in future job searches.

The “Sandwich Leave Policy” Trap

While discussing toxic work environments, it’s important to address a common tactic used by some companies to discourage employees from taking time off – the “Sandwich Leave Policy”. This policy penalizes employees for taking leave days before or after weekends or holidays, effectively “sandwiching” their time off.

The sandwich leave policy typically works as follows:

• If an employee takes a day off on Friday or Monday, they may be required to work on the adjacent weekend day.
• Leave taken before or after a public holiday may result in that holiday being counted as a leave day as well.
• Some companies may even deduct pay for the “sandwiched” days.

This policy can contribute significantly to a toxic work environment by:

Hands-On Case example: James, a software developer at a mid-sized tech company, encountered the sandwich leave policy firsthand. He shared, “I had planned a short trip to visit my parents for their 40th wedding anniversary. I requested Friday and Monday off, thinking it would be a nice long weekend. To my shock, my manager informed me that I’d have to use vacation days for Saturday and Sunday as well, or come into the office on those days. It felt like I was being punished for wanting to spend time with my family. This policy made me seriously reconsider my future with the company.”

This example illustrates how sandwich leave policies can create resentment and negatively impact employee morale. Such restrictive practices often lead to increased stress and decreased job satisfaction, potentially contributing to a toxic work environment

In James’s case, the policy not only affected his personal plans but also made him question the company’s values and his long-term career prospects there.

Planning Your Exit Strategy

If you decide to leave a toxic job, it’s important to do so strategically:

Blending Traditional and Modern Job Search Strategies

In today’s digital age, combining traditional job-seeking methods with modern techniques can lead to more effective outcomes. Here’s how you can leverage both:

Traditional Methods:

• Networking events
• Professional associations
• Informational interviews
• Referrals from colleagues

Modern Techniques:

• Online job boards
• LinkedIn and other professional social media platforms
• Virtual networking events
• Digital portfolios

By integrating these approaches, job seekers can cast a wider net and increase their chances of finding a suitable position quickly.

Leveraging Technology in Your Job Search

Modern job seekers have access to a wealth of digital tools that can streamline their search process:

• AI-powered job matching platforms
• Resume optimization tools
• Video interview preparation software
• Professional networking apps

These technologies can help you identify suitable opportunities more quickly and prepare more effectively for interviews.

Workplace Mental Heath Safety & Prevention

ITS TIME TO PUT STOP AT WORKPLACE BULLYING!

The Power of Personal Branding

In today’s competitive job market, developing a strong personal brand can set you apart from other candidates:

• Create a compelling LinkedIn profile
• Start a professional blog or portfolio website
• Engage in industry discussions on social media
• Contribute articles to relevant publications

By establishing yourself as a thought leader in your field, you can attract potential employers even while transitioning from a toxic work environment.

The Importance of Continuous Learning

Demonstrating a commitment to professional development can make you a more attractive candidate, especially when explaining a short tenure:

• Take online courses related to your field
• Earn relevant certifications
• Attend webinars and virtual conferences
• Join professional development groups

Conclusion

The decision to leave a toxic work environment is deeply personal and depends on individual circumstances. However, it’s crucial to recognize that staying in a harmful situation out of fear or obligation can have long-lasting negative impacts. Prioritizing your well-being and career growth is not just acceptable – it’s essential.

Remember, your career is a long journey, and a few months in a less-than-ideal job is just a small part of that journey. By making choices that align with your values and goals, you set yourself up for long-term success and satisfaction in your professional life.

As you navigate your career path, consider the following questions:

By reflecting on these questions and taking proactive steps to manage your career, you can navigate the challenges of toxic work environments and emerge stronger, more resilient, and better prepared for future opportunities.

#JobSearchTips #MentalHealthAtWork #ProfessionalDevelopment #ProfessionalGrowth #ToxicWorkplace #WorkLifeBalance #WorkplaceWellness

We need more ‘Steves’ in this world:

Cecile says she was 'in denial' about her mental health for years.
A manager urged her to seek help:
https://www.sbs.com.au/language/english/en/article/cecile-says-she-was-in-denial-about-her-mental-ill-health-for-years-a-manager-urged-her-to-seek-help/ixo3yxct4
#WorldMentalHealthDay #MentalHealthAtWork #AusPol #AusBiz