Spring is renewal and it can also bring about changes in mental health. Looking at the psychological aspects of Springtime can bring an understanding of how seasonal changes impact mood, behavior, and overall well-being. 
 
Let’s take a closer look.
 
Mood during Seasonal Changes: 
 
Spring brings about increased daylight, warmer weather and outdoor activities which stimulate serotonin, and can lead to a “feel good” experience. Spring can also trigger anxiety and changes in mood if you have any health issues associated with warmer weather or anniversary reactions to a previous difficult event.  
 
Biological Rhythms: 
 
Changes in the season can impact our biology, mood, body rhythms, sleep and hormone regulation. As days are longer and sunlight increases, our bodies adjust leading to improved mood and energy levels. 
 
Psychology of Spring:
 
Spring is rich in symbolism with themes of renewal, growth, and transformation. These themes are powerful for personal development and resilience. Exploring the psychology of springtime activities such as preparing the home and yard for the warmer months, spring cleaning, gardening, and cultural or religious celebrations can be helpful. 
 
Coping with Challenges of Spring: 
 
Spring can be exciting and energizing, however it poses challenges for those with more significant mental health challenges such as bipolar disorder, anxiety disorders or depression. In addition, increased outdoor activity and more social events can be harder for some folks. It is important to make sure your self-care plan is in place. Self-care could include, exercise, yoga, meditation, creative projects, and the arts. 
 
Community and Connection:  
 
There is a reason for the term, “Spring Fling.” The increase in gatherings and parties can be anxiety provoking for some. Finding a balance between socializing and time alone can be tricky. Consider smaller gatherings, if you are someone who feels overwhelmed around a larger crowd.
 
By exploring the topic of the psychology of Spring and its impact, therapists and coaches can provide valuable insights to navigate seasonal changes. By acknowledging both the positive aspects and challenges of Spring, practitioners can empower their clients to handle the joys and challenges throughout the season. 

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness. ​​​​

When you’re single on Valentine’s Day focusing on self-love, self-care, and friendship, can be a wonderful way to celebrate the holiday. 
 
Spending the day alone can be stressful and may cause social anxiety or depression.
 
How about creating a new tradition for this day if you are single or living away from loved ones? 
 
The following are some fun ways to celebrate the holiday. 
 
Galentine’s Day Celebration: This typically takes place on February 13th. Invite friends to have a potluck, try different types of food and watch a fun movie. 
 
Self-Care Day: Treat yourself to a day of pampering. Take a long bath with essential oils and play soothing music. If budget allows, go to a local spa.
 
Gratitude: Write a list of the people and things in your life that you’re grateful for. You could also do the activity with someone else and share with each other.
 
Give Back to Community: Consider visiting someone who is homebound or a friend that you haven’t seen in a while. Volunteering at a community organization or doing some outdoor work with others in your town can be a great way to spend the day. 
 
Treat Yourself: Buy yourself chocolate, flowers, or some other special treat. Consider doing this for someone else such as a friend or someone who cannot get out.
 
Solo Adventure: Plan a day trip for yourself. You might decide to go to the movies, a museum or be in nature. A weekend trip alone or going to visit someone can be recharging. 
 
Celebrate Yourself & Life: Think about all your accomplishments and the blessings that you have. 
 
Remember, Valentine’s Day can be a celebration of love in all its forms, including self-love and platonic love. Embrace the opportunity to honor and appreciate yourself and those around you.
 

November is Men’s Health Month. It is affectionately called Movember.

In my years as a clinician and coach, it’s clear that men have unique challenges when it comes to seeking help for their mental health. Societal expectations around masculinity discourage men from admitting they have struggles and reaching out for support. I have worked with many men in recent years as I interface with companies and unions trying to assist their members.

In order to promote better mental health outcomes for men, it is crucial to acknowledge their unique circumstances. One idea for creating male-friendly services is to offer extended hours to accommodate those who are working evenings. It is harder for men to ask for time off or leave work for self-care as that has often been the domain of women and it is imperative that we consider these constraints. 

By implementing educational initiatives about mental health in schools with information tailored for boys and young men, we can cultivate a path of inclusivity to healthier masculinity and well-being at an early age.

Factors such as unemployment and job insecurity increase men’s vulnerability to mental health challenges and suicidal ideation. Excessive drinking, smoking, overspending and other high-risk behaviors often demonstrate emotional needs that aren’t being addressed. 

Socio-economic disparities create increased challenges as current healthcare systems do not address the needs of marginalized men.

We need companies and communities to do a better job of raising awareness about men’s mental health and dismantling the stigma around seeking help. Promoting healthy eating and reducing substance misuse can contribute to men’s overall health. 

By providing better services and a more comprehensive understanding of men’s unique health needs, we build a stronger society that supports the well-being of all individuals, regardless of gender.​

*If you or someone who know needs help, contact the suicide crisis hotline at 988.
​

​Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness. ​​

​The Corporate Balancing Act
When the world’s issues are no longer left at the company door
By Kay Gimmestad, LCSW

At the start of the pandemic, I was asked to consider consulting for a small financial services company. A requirement for the consultant was to advise the senior management on social justice movements, such as Black Lives Matter, #MeToo and LGBTQ rights. The world of work was changing, and personal and professional boundaries were becoming more blurred. Yet, I was surprised by the management’s openness to receiving consultations on how these critical social justice movements could impact employees.

Workplaces have always been impacted by global issues and events, and employees have increasingly brought their concerns about these issues into the workplace in recent years. While it is important for workplaces to be aware of and sensitive to the concerns of their employees, it is also important for employers to recognize that work life and personal life are separate and distinct domains. Employees have the right to a work environment that is free from the distractions of personal issues. (Other employees have the right to feel these cultural issues cannot be left at the door when they go to work.)

We have never had so many critical issues at play at the same time in our history. We have Covid-19, the war in Ukraine, mass shootings that are becoming routine occurrences, social justice issues, climate issues, and a contentious political environment in the US.

While it is not the role of workplaces to address all critical issues in the world, workplaces can play a positive role in addressing issues that impact their employees and communities. For example, workplaces can provide resources and support for employees dealing with mental health issues or coping in a post-Covid world, and they can implement policies to address workplace discrimination and harassment.

At the same time, it is important for workplaces to strike a balance between addressing critical issues and maintaining a focus on work-related goals. Employers should avoid creating an environment where employees feel obligated to engage in discussions about non-work topics, and they should respect employees’ privacy and personal boundaries.

In summary, while workplaces do have a role to play in addressing critical issues that impact their employees and communities, it is also important for companies to maintain a separation between work and personal life. Employers will need to make a judgment call on whether or not they provide a forum through management or the EAP to process critical issues with their staff. 

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness. ​

We are all working harder than ever, but employees are often happier, given the flexible work schedules that started during Covid and continue to the present day. 

Some managers feel that there are limits to having staff rotate between working from home and working in the office. Their biggest concerns are having the ability to mentor employees and having sufficient oversight to control employees. 

Yet, many employees and some managers feel that the myth of “at home is never as good” is being turned on its head as workers show that they are more focused, happy and as productive as ever at home. There is increased morale due to less commuting time and more time available to spend with families. At the end of the week, employees feel more energized and less depleted, than when they had to go in every day. 

There is so much more data available to study the impact of this new normal in corporate America. The old saying of present behavior is a strong indicator of future behavior couldn’t be truer than it is now. If an employee worked hard, was focused and worked well with management before the pandemic, they will continue this path from home. If the employee walks down the hall to get feedback or consultation on an issue, they will probably think nothing of picking up the phone or scheduling a zoom call to speak to the manager about any work issue that comes up. 

Employees who have their turn in the office will schedule social time after work hours or use a platform to have zoom calls with breakout rooms to stay connected to their team or department. ​

The hybrid workforce has added 1-3 hours to most peoples’ personal time by removing the commute from their daily routine of going into the office. When a person concludes their workday, they can go right to a child’s after-school activity, work out, or spend time with family. ​

Employees are also putting more priority on physical health, as they are less tired and stressed out than before. They can access their own food and go to the gym or take a walk at 5 pm - versus 7 pm when they had to travel. Many people say they move around more at home and can get outside more easily than they would when waiting for the elevators at work. 

The in-office work structure has become outdated and needs to be reconfigured. Only time will tell how this new hybrid workforce will perform in the long-term. The preliminary data says that a lot can be done from home, people work just as hard, and everyone is happier for it. 

​
Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness. ​

Since the beginning of the “Covid Era,” I am hearing more about a fractured workforce and disengaged bosses. While most people in the workforce are grateful for more flexibility and the ability to work from home, there is less cohesiveness than there was pre-Covid.
 
In my counseling and coaching sessions, this topic is becoming more common. The issue is not a boss who is temporarily disengaged due to a deadline, but a boss who is always disconnected with little involvement with the staff on day-to-day issues no matter what the circumstances are.
 
*Mary, one of my coaching clients took a rare business trip to meet with an important client and when she returned, her boss never inquired about the trip. A month later, her boss requested a meeting to review her projects and she mentioned that would be a great opportunity to discuss her trip. Once the meeting took place, her boss never asked her about the trip. She decided to let the matter drop and if he was interested in the future, she would be happy to share the experience with him.
 
Mary and I strategized about other things she could do, given she enjoyed her job and had no plans to seek other employment. Mary decided to build closer alliances with her business partners and her staff. She made it a point to support them and share how their joint efforts were crucial to their work.
 
Mary works on a small staff and there are no other managers to fill in for her boss. Other staff on her team agree that their boss is uninvolved and that they will work closely together to make sure the job is done well.
 
Some Other Tips:
 
Self-Motivation: Remind yourself why you are at the company and the goals at hand. Whenever you start to think of what your boss should be doing, try to re-direct and work on a task for the good of the company.
 
Communication with Boss: Send brief emails to your boss updating them on your work and any issues that come up. Brief emails will more likely be read.
 
Keep Perspective: Remember that you do a good job and take pride in your work. Others on staff and clients are happy with your work. Work is just part of your life and hopefully you are supported by your family, friends and community.
 
Freedom and Autonomy: When a boss is uninvolved, this can give an employee freedom and autonomy to work up a level and put new ideas in place. An uninvolved boss will likely say yes to many suggestions as it would be too much effort to think it through and implement it. You can come up with the plan to make your idea a reality.
 
Leadership and Visibility: You can become the leader and give direction to staff and projects, given that your boss does not. This is a golden opportunity. If you seek a different job in the future, you can say that you had increased leadership within the company.
 
We have a tendency to focus on what is missing or “I could do this or that if my boss really cared.” I have outlined the many advantages of having a disinterested boss. I hope you will take advantage of them.
 
Happy New Year!

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness. ​