4 Mental Health habits that every team should prioritize
It does not need a lot of scientific bases to affirm that we are social beings. Anyone is capable of noticing this in your daily routine.
We need each other constantly to develop functions, learn new abilities, and signify the external world. If we take some time to evaluate our growth as human beings till the current moment, it is easy to realize that, without our tutors, certainly we wouldn’t have learned to talk or walk. And I dare to say that if it weren’t for them, we would not learn how to deal with our emotions and feelings. Even in a not-so-healthy way, we will have a base of how to be “human” and feel blossoming during our development. And here we get to the point in which I inaugurate this text: mental health is developed collectively. It is intertwined with relationships and permeates dialogical exchanges. Therefore, it is necessary to build team actions that reflect emotional and psychological well-being for those who participate in this team. The smooth operation of a team, the progress, and results depend on the team’s condition in offering this. In other words, if something doesn’t go well with the team, something won’t do well with the results. The idea of emotional separation, that famous “this is work, emotions go after,” has never been so wrong since, as human beings, we are affected by the things around us. It does change our desire and ability to do something.
This is not a lack of commitment. We have all experienced or will experience personal life situations so intense that they seem to fill our minds and
- take us away from the focus of what we would like to focus on
- lower our performance
- leave us in a more depressing mood
- increase irritability
I always like to emphasize that having a space for listening and welcoming, such as psychotherapy, is essential for these personal issues to have a place of expression and for you to develop resources for the moments described above. But in this text, I would like to emphasize the collective mental health actions that the whole team should invest in to promote more collective well-being, indirectly assist in personal issues and improve the team’s performance.
Mental Health habits that every team should prioritize
1 — Open Dialogue
“Two monologues don’t make a dialogue” — Edward Murphy
The purpose of open dialogue is broader than mere communication between parties. In communication, we have the idea of an interlocutor speaking to a receiver, who may come to provide feedback on what has been said. When we talk about communication, aspects such as hierarchy and competition can be preserved, generating cancellation and exclusion habits. Such elements within the team can intensify interpersonal conflicts, induce demotivation and emotional fatigue. Have you ever thought about how tiring it becomes to be in an environment of constant conflict of interests and that you have to compete for spaces? In an open dialogue, it is possible to work with a polyphony of voices about a problem: promoting an environment that invites all participants to dialogue and considers each of the voices that appear. It is about abandoning competitiveness and the perception that everyone has a place. In addition to reinforcing a more horizontal exchange, it promotes a sense of belonging among the team, which feels welcomed, respected, and listened to. Listening is the most important aspect of open dialogue.
2 — Emotional intelligence
“Emotional intelligence is not about holding on to emotions; it is about using reason and feeling the emotion” — Valeska VianaMany theories ramble on about what emotional intelligence is and how to achieve it. But I bring this term here first to familiarize people with it. Secondly, as a dialogue through feeling, what touches us is to think about solving problems and expanding possibilities.
Do you know that “crazy” idea usually comes to us preceded by a “what if”? When I approach emotional intelligence, I speak of this: the encounter with the creativity of what arises us at that moment. That seems totally insane to think, but that has an emotional charge that says: “man, I feel like it can happen!”. It’s about being aware of what your body is talking about.
This point benefits from the first — open dialogue — because it needs a space where participants feel safe to present and talk about feelings.
3 — Collaboration and feedback
“Every kingdom divided against itself will be ruined.” — Matthew 12:25In many companies, there is a culture of feedback through managers or in the 360 format. This is a more programmed and formal way of bringing returns to employees, and, yes, it is also highly valid. However, it is also essential to develop collaboration and feedback within the teams to self-motivate and grow. Collaboration reduces competitive issues among the team, reinforcing the openness to seek help when you feel the need. To generate mutual motivation among the participants, the feedback recognizes each other as incredible professionals.
When a team can perceive co-workers’ achievements and mistakes as something of value to the team and opens space to learn from each other, we see these mentioned aspects.
4 — Interpersonal Relationships
“We are who we are based on the relationships we live in”.
How do different people with unique life purposes and ways of thinking find common ground to develop a culture that generates emotional well-being? Through the relationship. It is possible through human exchanges, hall jokes, small talk, and moments of building knowledge together that this is possible. Therefore, allowing and encouraging teams to create spaces to develop their interpersonal relationships is a habit of promoting mental health. Also, providing spaces for resolving conflicts between employees, using open dialogue strengthens the team.
Teams that relate to each other, knowing more about each other’s life stories, celebrating personal victories, and encouraging individual achievements tend to develop greater teamwork intimacy. You know your colleague’s difficulties, and you can help and know the potential that it can help you with. Collaboration develops almost unconsciously.
Lastly, I emphasize that these habits’ construction and development go through different aspects, from the company’s culture, the team’s commitment, and each participant’s personal motivations. It is also worth mentioning that these habits are not substitutes for group therapy or individual psychotherapy and can be better developed in these spaces.
Vanessa Mattos - Psychologist
CRP 12/19336
