According to the World Health Organization (WHO)mental health is a welfare state in which the person develops their abilities and can face the normal tensions of life, work productively and contribute to their community. If this definition is transferred to the workplace, create sustainable conditions for the emotional well -being of people then becomes a strategic competence for organizations.
“Talking about mental health is still uncomfortable in many work spaces. Although we have advanced in demolishing certain stigmas, the truth is that the idea that emotions must be left out of the office persists, that personal problems are not a job issue and that asking for help is a show of weakness,” he said Verónica Dobronichspecialist in emotional intelligence, leadership and change management.
From human resources, there is a paradigm shift in the mental health approach, using the tool that can make a difference as emotional intelligence. Emotional intelligence is defined as the ability to recognize, understand and manage emotions, both of the person himself and those of others. A point that becomes a strategic competence for organizations.
“Emotions are not left at the door when we sign. They go through conversations, decisions, conflicts, creativity and productivity. Teams with a high level of emotional intelligence are more empathic, collaborative, resilient and are better prepared to face the changes and uncertainty. And above all, they are spaces where people feel safe to be heard without fear of trial,” said Dobronich and warned: ” It reaches with assembling well -being programs, mindfulness workshops or having a mental health day. ”
The professional and author of “Search and selection of human resources shared a series of keys to adequate management on this topic. Among the Tips are: Promote continuous training in interpersonal skills (active listening, empathy, emotional regulation, assertive communication); build a culture of confidence where to talk about feelings is not a reason for stigmatization; create confidential communication channels so that people can ask for help; They detect early signs of emotional discomfort and know how to refer adequate professionals and, finally, review the organization’s policies to contemplate flexibility, respect for personal times and self -care spaces.
“Emotional intelligence is not a fashion or a soft accessory; it is a competitive differential. Emotionally intelligent companies retain talent, they reduce absenteeism and enhance innovation. But beyond numbers, it is about caring for people. Because behind each collaborator there are stories, contexts, duels, anxieties or invisible challenges that deserve to be understood,” the specialist concluded. In a competitive and high complexity world, mental health must cease to be a taboo. For that reason, for RR experts. HH. Emotional intelligence becomes the key to start reconstructing those organizations that not only produce results, but also take care of those who make them possible.
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