Returning to work after a leave of absence
A successful return to work
starts with controlling self-sabotage
Several studies show that leaders are reluctant to ask for help, for fear of being perceived as weak or incompetent. You don’t have to face this alone. External support from M-J—who understands these fears firsthand, having also experienced a career break during her own leadership journey—can help ensure a smooth return and support your long-term well-being. In complete confidentiality, M-J will guide you toward a solid and sustainable reintegration.
Stigmatization Fear Judgments Perceptions
PEER SUPPORT
The power of mental health peer support on the road to recovery is well established. Those who provide support are living proof that it is possible to regain self-esteem and autonomy.
MENTORING
Confronting one's own judgment, that of others, the workload, and the human resources department to identify and clarify needs can be anxiety-provoking. An external interlocutor, rich in experience, can prepare the leader to communicate better.
EMOTIONAL INTELLIGENCE
Self-criticism, judgment, emotions, perceptions, and cognitive biases play a key role in the development of emotional intelligence. Scientific research has demonstrated a clear link between emotional intelligence (EI) and mental health.
Support - Regaining confidence in my leadership after a leave of absence
Studies show that approximately 28 to 40% of people experience a relapse within a year of returning to work, often due to symptoms, social support, and work arrangements (see one of these studies and recommendationshere).
This support program is designed to reduce that risk by helping you regain confidence in your role, minimize self-stigmatization and self-sabotaging behaviors, through peer support, mentoring, and the development of your emotional intelligence. M-J, who has personally experienced burnout and depression, guides you through your return to work and helps you feel less alone.
In line with the principles of peer support, this program addresses only challenges related to major depression and burnout.
M-J has also trained numerous peer supporters working in corporate settings, which underscores the relevance of this support in a business context.
The power of peer support in mental health on the path to recovery is well established. Being able to connect in complete confidentiality with someone who has had similar experiences with mental health challenges and who also understands the realities of being a leader at work fosters a unique bond. Because the peer supporter is living proof that it is possible to regain one’s self-esteem, identity, and autonomy. With hope and the right support, it becomes possible to reframe anxiety-inducing or disabling perceptions—without judgment.
Preparing for a successful return to work requires, in addition to medical specifics, the ability to identify and recognize the needs of the leader. Worry, guilt and many other feelings can delay or confuse a return to work. There's also the fear of looking bad in the eyes of immediate supervisors, colleagues or HR managers. In this program, we will ensure that the emotions influencing the identification of needs are well aligned with reality, so that they can be communicated appropriately, while respecting individual and organizational needs.
Assessing your EQ during your gradual return to work helps identify the aspects of emotional intelligence that need development so that you are well-equipped to deal with factors that could trigger a relapse, such as: distinguishing your own emotions from those of others, empathy toward yourself and others, conflict resolution, resilience, etc. Training will be tailored and provided based on the results obtained.
M-J guides you in implementing best management practices, resolving conflicts, fostering healthy collaboration with your colleagues and employees, and establishing the necessary guidelines to maintain your mental well-being and that of others. For example: Mentoring is offered to address perceived managerial challenges so that you can regain your sense of agency—that is, the ability to improve without fear of being perceived negatively regarding your competence.
TYPES OF BUSINESSES: All Types
*TYPE OF DIAGNOSIS: Depression and/or Burn-out
FOR: CEO, Vice President or Director
Please note that this offer applies only to challenges related tomajor depressionandburnout.
In accordance with the principles of peer support, M‑J has personal experience only with these two conditions.
M‑J has also trained numerous peer supporters working in corporate settings, which reinforces the relevance of the support offered in business environments.
A total of approximately 25 hours spread over a period of 3 to 12 months (depending on operational agendas).
The goal is to give you, as a leader, every possible opportunity to make a successful return to work, while strengthening your path toward lasting recovery and confident leadership. This program is not a substitute for therapy or medical care. Instead, it offers guidance, shares hope through shared experiences, and equips you to regain control of your professional life.
Why EI: Research has found a strong association between higher measures of EI and mental health. In addition, higher levels of EI have been shown to provide increased resilience to negative life events.
This program is not designed to assess your leadership skills. Rather, it aims to support your successful return to work and promote a lasting recovery. All discussions remain strictly confidential. With your consent, however, M-J may work with your human resources department to help plan your return to work.
After depression or burn-out
Is a career possible?
Keeping in mind that every depression is unique, M-J is living proof that it is possible to have a career following this type of diagnosis.
There's still a lot of stigma attached to psychological challenges in the workplace, especially for those in leadership positions. But what M-J understood was that the first stigma we need to fight is the one we have towards ourselves.
Why invest in a leader diagnosed with burn-out or depression?
Here's M-J's answer to decision-makers who ask this question: "This leader will probably be better equipped than his colleagues to face adversity. Life is currently forcing him to discover his own limits, to recognize them and to face up to them. At the same time, he or she is discovering the human side of the leadership role. It's definitely worth investing and believing in an individual who wants to pursue his career! "
Following her depression, M-J's career as a production leader continued successfully until she turned down offers of vice-presidency in operations. She chose to pursue another dream, that of helping her colleagues not to make the same mistakes she did, those that insidiously lead to a psychological health diagnosis or create a toxic environment at work.
With several years' study behind her to understand the ins and outs of her depression, M-J agreed to work with a firm specializing in peer support. After adding material on emotions to their training, she rolled out their peer support program, while innovating on several other fronts:
- Creation of a survey and four-step process to implement in organisations the National Standard of Canada on Psychological Health and Safety in the Workplace,
- Creation of workshops for national union entities so that union representatives know how to preserve their own mental health,
- Creation and implementation of a program for the Canadian federal government to help managers better support their employees dealing with mental health challenges,
- Speaker and published author of a book on depression and hyperperformance.
M-J continues to innovate with programs and services designed to combat toxic work environments and strengthen the emotional intelligence of managers and entrepreneurs. In 2023, this expertise was consolidated by the award of two certifications in applied neuroscience, among others.
Leadership Strategist and Executive Coach,
Occupational Health Specialist, Speaker and Author
