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Marilyn Orr and Kelley Russell-DuVarney 

The LEADing Edge: Understanding the mental health crisis


Marilyn and Kelley, authors of the blog and leadership coaches.
Marilyn Orr, left, and Kelley Russell-DuVarney

Vision Coaching


The world is facing a significant mental health crisis, a situation that existed even before the pandemic but has escalated dramatically since. According to various health reports, mental disorders rank among the leading causes of health issues worldwide, affecting millions of people and their families. 


This growing concern was highlighted at the Institute of Coaching's annual Coaching in Leadership & Healthcare Conference in Boston this year, where Harvard psychiatrist Dr. Christopher Palmer presented his insights. The conference, dedicated to disseminating the best coaching science to empower coaches to catalyze positive change and well-being, provided a platform for discussing this critical issue. 


Dr. Palmer has further demonstrated that mental health is not a separate entity from physical health; rather, it is a crucial component of our holistic well-being. The artificial divide we’ve created between mental and physical health has led to misconceptions and stigmatization, particularly in workplace environments, underscoring the need for a more holistic approach to health and wellness. 


To foster truly healthy and productive workplaces, we must recognize and address the following key points:


  1. Mind-body connection: The brain is an organ, just like the heart or lungs. Mental health conditions often have physiological components, and physical health issues can impact mental well-being. For instance, chronic pain can lead to depression, while anxiety can manifest as physical symptoms like headaches or digestive issues.

  2. Equal importance: Mental health conditions deserve the same level of care, consideration, and accommodations as physical ailments. Just as we wouldn’t expect an employee with a broken leg to perform all their usual tasks without support, we shouldn’t expect those struggling with depression or anxiety to do so either.

  3. Productivity impact: Both mental and physical health issues can affect job performance. An employee suffering from untreated depression may struggle with concentration and deadlines just as much as someone battling chronic fatigue syndrome.

  4. Holistic treatment approaches: Effective health care often requires addressing both mental and physical aspects. For example, treating cardiovascular disease might involve not only medication but also stress management techniques.

  5. Preventive care: Just as we promote physical health through exercise and nutrition, we should encourage mental health practices like mindfulness, work-life balance, and stress reduction techniques in the workplace.

  6. Long-term consequences: Neglecting mental health can lead to physical health problems over time, and vice versa. Chronic stress, for instance, is linked to a higher risk of heart disease, diabetes, and other physical ailments.

  7. Workplace accommodations: Companies provide accommodations for physical disabilities – they should extend similar considerations to those with mental health needs. This might include flexible work hours, quiet spaces, or additional breaks.


  8. Education and awareness: Workplaces should provide education about the interconnected nature of mental and physical health, which would help to reduce stigma and encourage open conversations about well-being.

By recognizing mental health as an integral part of overall health, we can create more supportive, understanding, and productive work environments. This shift in perspective not only benefits individuals struggling with mental health issues but also contributes to a healthier, more inclusive workplace culture for everyone.



Marilyn Orr, MA, CEC, PCC, is Coaching Services Manager at Vision Coaching and a leadership coach. Kelley Russell-DuVarney, MA, PCC, is a leadership coach with Vision Coaching.


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