Several surveys show that managers are afraid to ask for help, fearing that they will be judged as weak or incompetent. This apprehension can intensify after an absence due to mental health problems. Before and during their gradual return, it's a good idea to offer them the support of an expert who has overcome similar experiences and understands their fears. In complete confidentiality and in collaboration with the human resources team, M-J will play a key role in the successful reintegration of your leaders into the workplace.

The power of peer support in mental health on the path of recovery is well established. Being able to connect confidentially with an individual who has a similar experience with mental health challenges and who also understands the reality of a leader at work allows for the creation of a unique connection. The peer supporter is living proof that it is possible to regain self-esteem, self-determination and empowerment  With hope and the right guidance, it becomes possible to reframe anxious thoughts 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.

Measuring the Leader's EQ serves the purpose of identifying where emotional intelligence needs improvement so they will be better equipped to deal with those factors that can trigger a relapse. for example:  knowing how to differentiate one's emotions from those of others, empathy towards oneself and others, conflict resolution, resilience, etc. Training sessions with coaching will be offered in relation to the results.

MJ guides the leader in implementing best management practices, resolving conflicts, establishing healthy collaboration with colleagues and employees, and setting the guidelines needed to maintain psychological health and that of others. E.g.: Mentoring offered in relation to managerial issues perceived by the leader, so that the latter can regain his or her power to act. In other words, to be able to improve without fear of a negative perception of their competence.