『Headspace for the Workplace with Dr. Sally: Helping Leaders Build Human-Centered Workplaces』のカバーアート

Headspace for the Workplace with Dr. Sally: Helping Leaders Build Human-Centered Workplaces

Headspace for the Workplace with Dr. Sally: Helping Leaders Build Human-Centered Workplaces

著者： Dr. Sally Spencer-Thomas
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Headspace for the Workplace – A Podcast on How to Cultivate a Vibrant and Psychologically Safe and Healthy Workforce with your host Dr. Sally Spencer-Thomas

In our brain-based economy, we depend on fully engaged, mentally healthy teams. Organizations that have figured this out not only have a competitive advantage, they are awesome places to work. Take a listen to the lessons learned and actionable take-aways to promote mental health and wellbeing and support people through tough times – at work.Dr. Sally Spencer-Thomas 心理学 心理学・心の健康 経済学 衛生・健康的な生活
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  • Wouldn't, Couldn't, Shouldn't: Rethinking Return to Work After Mental Health Leave with Dr. Mark Salzer

    Wouldn't, Couldn't, Shouldn't: Rethinking Return to Work After Mental Health Leave with Dr. Mark Salzer
    2026/09/22
    In this episode of Headspace for the Workplace, I sit down with Dr. Mark Salzer, Professor and Chair of the Department of Rehabilitation Sciences at Temple University, and one of the country's foremost researchers on participation for people with serious mental illnesses and autistic adults. Mark's work focuses on what people are actually doing in their lives, work, school, dating, parenting, voting, volunteering, and what structural and environmental factors support or block their ability to participate fully. His research on how effort itself can become a barrier to participation is particularly relevant to the return-to-work context.The episode opens with a framing I use with employers regularly: the wouldn't, couldn't, shouldn't trap. After a suicide attempt, psychiatric hospitalization, or serious mental health crisis, well-meaning managers and HR professionals often arrive at a quiet set of assumptions: this person probably wouldn't want the pressure of their old role, probably couldn't handle the stress, probably shouldn't come back just yet. These assumptions feel protective. They are often the opposite. They replace the employee's own assessment of their readiness with the manager's discomfort, and they create exactly the kind of low-expectation environment that research shows delays recovery rather than supporting it.I share my own experience in this episode: returning to work after losing my brother Carson to suicide, with no FMLA leave left, and having to negotiate a return that was made possible not by policy but by colleagues who met me with dignity. Mark builds on that with two takeaways that are both simple and evidence-rooted: maintain hope that the person can return to the success level that got them hired in the first place, and make the return a collaborative, action-oriented partnership rather than a top-down accommodation process. For more information on this episode go to https://www.sallyspencerthomas.com/headspace/107
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    16 分
  • Your Presence Is Enough: Building Peer Support Programs That Don't Burn Out the Helpers with Sarah Buino

    Your Presence Is Enough: Building Peer Support Programs That Don't Burn Out the Helpers with Sarah Buino
    2026/09/16
    In this episode of Headspace for the Workplace, I sit down with Sarah Buino, a psychotherapist, former group practice owner, and nationally recognized voice on wounded healer dynamics in the helping professions. Peer support is one of the most powerful tools available to any organization trying to build psychological safety at scale: it is accessible, human, and uniquely effective at reaching people who would never walk into a therapist's office. But peer support programs have a lifecycle that most organizations do not plan for, and when they fail, it is almost always the most compassionate, most committed helpers who absorb the damage.The episode opens with a pattern I have seen repeatedly across employers, unions, and professional associations: the honeymoon phase. People volunteer to be peer supporters, bring lived experience and genuine care, make meaningful connections, and for a while everything works beautifully. Then, somewhere between six and twelve months in, the emotional labor accumulates. Helpers who came in wanting to serve begin to carry things that are not theirs to carry. Without clear role definition, triage systems, boundary-setting guidance, and structured support of their own, the most dedicated peer supporters are also the most vulnerable to burnout, secondary trauma, and eventually exit from the program.Sarah and I cover the two structural guardrails every program needs before launch: defining the role with precision before a crisis forces the issue, and building support infrastructure for the supporters themselves from day one. The episode is short, practical, and directly applicable to any organization at any stage of peer support program development, whether they are considering a program, in the honeymoon phase, or managing the aftermath of a program that burned out its volunteers.For more information on this episode go to https://www.sallyspencerthomas.com/headspace/106
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    18 分
  • When the Bet Comes to Work: What Employers Need to Know About Problem Gambling with Saul Malek

    When the Bet Comes to Work: What Employers Need to Know About Problem Gambling with Saul Malek
    2026/09/01
    In this episode of Headspace for the Workplace, I sit down with Saul Malek, a speaker, educator, and problem gambling prevention advocate who travels the world delivering practical programs to workplaces, behavioral health organizations, and schools. Saul brings both professional expertise and deep personal credibility: he developed a gambling addiction as a young college student and has channeled that lived experience into a prevention mission that is, as I note in the episode, reaching people at genuine scale.The framing of this episode matters immediately: sports betting does not wait until the workday ends. It sits in an employee's pocket during meetings, on break, during overnight shifts, and in company vehicles. What presents as distracted phone use, exhaustion, financial stress, irritability, or declining performance may sometimes be connected to a gambling problem that no one in the workplace has thought to ask about. Legal sports wagering in the United States grew from $4.9 billion in 2017 to more than $121 billion in 2023, with 94% of those wagers placed online. Researchers have also documented a 23% increase above expected levels in online searches for gambling-addiction help following the expansion of legal sportsbooks. This is not a fringe concern. It is an escalating, largely invisible workplace wellbeing risk. Saul is not anti-gambling. He is pro-education. The episode is not about policing employees' private lives. It is about equipping workplaces to name a risk that is systematically absent from most wellbeing strategies, recognize the behavioral patterns that may signal distress, and create a credible path to confidential, specialized support before a crisis forces the issue. The practical checklist, manager scripts, and cultural audit items in this episode give any employer something concrete to do on Monday. For more information on this episode go to When the Bet Comes to Work: What Employers Need to Know About Problem Gambling — Dr. Sally
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    18 分
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