How does your company's leadership team demonstrate a commitment to mental health from the top down? Share a specific example that sets a positive tone.

Question

Discover the innovative strategies top companies are implementing to prioritize mental health in the workplace. This article delves into the transformative practices shared by industry leaders, from mandated breaks to mental health check-ins. Gain valuable insights from executives who are reshaping corporate culture by leading through example and advocating for employee well-being.

Julia Yurchak · Answer

We recognize that mental health is just as crucial as physical health in building a resilient and high-performing organization. Our leadership team actively demonstrates this commitment through both words and actions. For example, our CEO regularly shares personal experiences about maintaining work-life boundaries during our monthly town halls, including how she blocks off Wednesday afternoons for therapy sessions and encourages our entire team to prioritize their mental well-being similarly.
We've moved beyond traditional corporate wellness programs to create a culture where mental health conversations are normalized. Our executive team leads by example, openly discussing their own mental health practices—whether it's our COO talking about his morning meditation routine or our managing partners being transparent about taking mental health days when needed. This openness has transformed how our entire organization views and supports mental wellness.
A specific initiative that highlights our top-down commitment is our “Mindful Mondays” program, where our leadership team starts each week by sharing a personal mental health tip or challenge they've overcome. This simple practice has created a ripple effect throughout our organization, encouraging authentic conversations about mental health across all levels. We've seen a 40% increase in team members utilizing our mental health resources since implementing this leadership-driven approach.
By making mental health a leadership priority, we're building a more empathetic, productive, and sustainable workplace culture that benefits our team members, our clients, and ultimately, the executive talent we place in organizations nationwide.

Faqi Faiz · Answer

Mental health isn't just a buzzword—it directly impacts work quality, customer interactions, and team dynamics. In the car detailing industry, where physical labor and long hours can be draining, we've made it a core priority. One specific initiative we introduced was mandatory "cool-down breaks" on busy days, ensuring no one works for hours without rest. It sounds simple, but taking 10 minutes to reset prevents burnout and improves focus.
We also implemented "mental health check-ins"—casual one-on-one chats where employees can share concerns without fear of judgment. Instead of just measuring performance, we check in on how they're actually feeling. Employees know they're not just numbers on a payroll but people we genuinely care about.
Finally, we lead by example. I openly talk about stress management strategies, encourage vacations without guilt, and make it clear that asking for help is a sign of strength, not weakness. When leadership normalizes mental health discussions, it creates a workplace culture where people feel supported, valued, and truly part of a team.

Mohamed Moussa · Answer

Leading a liveaboard company isn't just about smooth sailing—it's about taking care of the crew and land based team, too. Our leadership team makes mental health a priority by ensuring work-life balance, even in the middle of the sea. Schedules are rotated to prevent burnout and we encourage open conversations about stress. When the owners check in not just on performance but on well-being, it sets the tone for everyone else.
One solid example? Our CEO personally leads monthly check-ins where crew members can openly share challenges—whether it's job-related stress or just missing home. Last year, after noticing a dip in morale, leadership introduced dedicated "reset days" after longer trips, giving the team time to recharge with no work obligations. It's small changes like these that make a big impact on keeping spirits high, even miles away from shore.

Max Shak · Answer

I believe that a company's culture starts at the top, and that includes prioritizing mental health. One specific way we demonstrate this commitment is through our "No-Meeting Wednesdays" initiative.
We noticed that back-to-back meetings were draining productivity and leaving little room for deep, focused work—or even a breather. To combat this, we implemented a midweek break from meetings, allowing our team to recharge, focus on meaningful tasks, or simply take a mental reset.
Beyond that, I personally encourage open conversations about mental well-being. Whether it's normalizing taking mental health days or setting boundaries on after-hours work, I lead by example—because if leadership doesn't prioritize balance, employees won't feel comfortable doing so either.
The result? Happier, more engaged employees who feel empowered to do their best work without burning out. Mental health isn't just a policy—it's a mindset, and we make sure to foster it every day.

Nikita Sherbina · Answer

At my company, the leadership team shows a strong commitment to mental health through open dialog and active support. One specific example is our mental health days policy, where leadership consistently reminds employees that taking time for mental well-being is just as important as taking time off for physical illness. Leaders lead by example, using their own mental health days and openly sharing their experiences, which helps set a positive tone and reduce the stigma around mental health in the workplace. 
Additionally, leadership has implemented mental health awareness initiatives, including company-wide workshops on stress management and mindfulness, along with offering confidential counseling services through our Employee Assistance Program (EAP). This approach reinforces the message that mental health is a priority and that seeking help is not only accepted but actively encouraged. 
By leading with empathy and prioritizing mental well-being, our leadership fosters a culture where employees feel supported and empowered to take care of their mental health. This, in turn, leads to a more productive, engaged, and resilient workforce.

Tom Hamilton Stubber · Answer

Paying people to unplug isn't something optional. We offer a wellness stipend that covers therapy, meditation apps, or even a weekend getaway—no strings attached. Leaders take advantage of it as well, emphasizing that mental health is just as crucial as any job task. No one should have to pick between performance and well-being. In the end, when leadership prioritizes rest, the whole company thrives.

Charles Berry · Answer

Mental health initiatives only work when leadership actively participates—employees won't prioritize well-being if they see their leaders burning out. From my experience working with organizations in the FTSE 250, the most effective mental health strategies come from the top down.
One company I worked with introduced “Mental Health Reset Days,” where leadership encouraged employees to take a paid day off solely for their well-being—no emails, no catch-up work, just a proper reset. Crucially, senior leaders took these days too, setting the tone that well-being isn't just a policy—it's a priority.
The impact? A 26% reduction in reported stress levels and a noticeable shift in workplace culture. Employees felt empowered to take care of themselves without guilt, leading to better engagement, fewer burnout cases, and stronger overall performance.
The takeaway? Leaders must lead by example—if they normalize self-care, employees will feel safe to do the same, creating a culture where mental health is truly valued.

Dr. Erica Wollerman · Answer

Since our company is a psychological services company that works often with children, teens, and families, we are extremely committed to supporting mental health in all areas of our company. It is my role to ensure that everyone is able to engage in whatever forms of mental health care they need. I do several things to ensure this happens: we have a flexible and self-driven work schedule that allows for plenty of time for personal appointments, we encourage our team to take the time to engage in therapy or self-care practices for themselves, and therapy is encouraged at our office instead of stigmatized. I think all of these elements help our team remain resilient even when our office is busy!

Wendy Oliver-Pyatt · Answer

Our leadership team demonstrates a deep commitment to mental health by integrating compassionate care, advocacy, and evidence-based practices into every level of our organization. From the top down, we prioritize mental well-being not just for our patients, but also for our staff, fostering an environment where self-care, open dialog, and professional growth are valued.
A specific example of this commitment is how we incorporate clinician well-being into our workplace culture. Recognizing that those who care for others must also be supported, we provide ongoing mental health resources for our team, including peer support groups, reflective supervision, and dedicated wellness initiatives. Our leadership actively participates in these programs, normalizing self-care and reinforcing the importance of emotional resilience.
Additionally, we ensure our commitment extends beyond our organization by advocating for systemic changes in mental health care. As an example, we recently spearheaded a nationwide campaign to address barriers to eating disorder treatment, working alongside policymakers to improve insurance coverage and accessibility. This initiative reflects our core belief: mental health is not just an individual responsibility but a collective one, and true leadership means fostering change both within and beyond our walls.

Oz Rashid · Answer

Mental health can be a personal and sensitive topic, so our approach is that while the company speaks about and advocates for mental health at a high level, it is emphasized and enforced on a more intimate and personal level. Minimally, during monthly formal one-on-ones where the manager and employee discuss performance, there is an emphasis on checking in personally on how the team member is doing with their workload, capacity, balance, and overall well-being. This shows our team that the care and consideration are there and that the company encourages a safe space to do your best work while also taking care of yourself.

Scott Clyburn · Answer

We model mental health priorities from the top down. For instance, I regularly take time off to set a positive example and make a point of emphasizing the benefits of unplugging when I sync with direct reports upon my return. We also offer flexible PTO, mental health coverage in our insurance plans, and gym stipends to promote holistic well-being.

Hamzah Khadim · Answer

A leadership team truly committed to mental health leads by example, making well-being a core part of the company culture. One powerful example is when executives actively take mental health days and share the importance of rest with their teams. When employees see leaders prioritizing balance—whether by setting boundaries on after-hours emails or openly discussing stress management—it removes the stigma around mental health and encourages a healthier work environment.
Policy changes also speak louder than words. One company implemented "focus afternoons," where no meetings are scheduled after 1 PM, allowing employees uninterrupted time to work or recharge. Another introduced free therapy sessions as a benefit, ensuring mental health care is accessible to all. When leadership invests in real, tangible initiatives and participates in them, it sets a lasting, positive tone for the entire organization.

Morgan Gardner · Answer

Our company's leaders show a strong commitment to mental health by supporting self-care days, work-life balance, and setting clear boundaries. Leaders lead by example, taking self-care days and encouraging employees to do the same. We offer flexible schedules and remote work options to help employees balance work and personal life. Leaders respect boundaries by disconnecting after work hours, setting clear expectations, and making sure workloads are reasonable. They also listen to employees' needs and make changes to support mental well-being. This commitment helps create a positive and supportive culture where employees feel comfortable prioritizing their mental health and well-being without fear of judgment.

Leading by Example: How Companies Promote Mental Health from the Top Down

Leading by Example: How Companies Promote Mental Health from the Top Down

CEO Shares Personal Mental Health Experiences

Mandatory Cool-Down Breaks Prevent Burnout

CEO Leads Monthly Mental Health Check-Ins

No-Meeting Wednesdays Boost Productivity

Mental Health Days Policy Reduces Stigma

Wellness Stipend Covers Therapy and More

Mental Health Reset Days Reduce Stress

Flexible Schedules Encourage Self-Care

Clinician Well-Being Programs Support Staff

One-on-Ones Emphasize Personal Well-Being

Flexible PTO and Gym Stipends Promote Health

Executives Take Mental Health Days

Leaders Support Self-Care and Work-Life Balance

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