Spring Health

Making waves. Breaking barriers. Leading the revolution. Two days at #Tidal by Spring Health proved that the future of work isn't just about "productivity"—it's about human readiness. • The Opening Spark: Adam Chekroud set the stage by inviting us to lead the Mental Health Revolution. It’s a call to move beyond "business as usual" and treat mental well-being as the core of organizational success. • The Strategic Shift: We’re creating waves of innovation, "Flipping the Script" on how we support our teams using clinical excellence and cutting-edge tech. • The Neuro-Edge: But we’re also breaking waves of burnout. Thanks to Dr. Romie Mushtaq, MD, ABIHM , I’m walking away with a deeper understanding of how to heal the "Busy Brain" and lead with a calm, focused power. The tide isn't just coming in—we’re the ones moving the water. 🌀 Appreciate being able to continue to collaborate with colleagues Lauren Walls (Dolinski) & Dina Gabriel Morgan and share this knowledge and insights back with Northwell Health and Nuvance Health . Taking care of our employees is what we do so we can continue to take care of our communities we love serving and being a part of. #SpringHealth #Tidal2024 #WorkplaceCulture #BendingTheTrend #NeuroLeadership

Workplace mental health isn’t a side conversation anymore. It’s the main event. Day 1 at Tidal brought together leaders pushing the conversation forward: from bold visions for the future of care and real insights from today’s therapy room, to the business case for bending medical trend and the responsibility that comes with AI in mental health. We explored what peak performance really requires, how organizations can move from reactive support to proactive strategy, and what innovation looks like when safety and outcomes lead the way. Energized by the momentum today and excited to build on it tomorrow.

There’s a lot of hype around AI. Here are 5 key must-haves to look for: ⭐️ Clinically validated care. The majority of LLMs aren’t designed to provide effective mental health support. AI used in mental healthcare should be ethical, inclusive, appropriate, and clinically impactful. ⭐️ Private, secure data retention. 75% of Americans said they’re concerned about the privacy of their personal health data (AMA). When AI-powered capability is introduced to a mental health solution, make sure it’s HIPAA-compliant, and no third-party data is retained. ⭐️ Transparent design and usage. Transparency in data access and AI touch-points is essential for building trust in a mental health solution. ⭐️ Faster care routing & triaging. The median wait time for an in-person behavioral health appointment is 67 days. AI-powered solutions can help match people to the right therapist, self-care, or crisis support more efficiently. ⭐️ Provider support. Automating administrative tasks like scheduling, note taking, and data entry, AI can help free up providers to spend more time with clients. If your solution isn’t checking these boxes, it might not be the best option for your organization.

Your 9 to 5 is full of decisions and deadlines. Your 5 to 9 should help you regulate, restore, and reset 🌅 Swipe through for suggestions on how to end the workday with grace and practice an after-work routine that protects your mental health. What’s one activity you never skip in your 5 to 9? Let us know in the comments. ⤵️

In moments of uncertainty, clarity matters. The most resilient teams and leaders know the difference between: ➡️ What’s outside of their control ➡️ What they can influence ➡️ What they can fully own You can’t control market shifts, other people’s decisions, or the news cycle. But you can control your communication, your emotional response, your priorities, and how you show up for others. Mental well-being at work often starts with this simple distinction.

Feeling anxious at work? You’re not alone. Work can fuel anxiety through intense workloads, constant urgency, and inconsistent feedback. It adds up. How you respond in the moment can shift your mind from spiraling ➡️ steady. Swipe for practical tools you can use when you’re overwhelmed, avoiding a task, or stuck in anxious thoughts.

43% of U.S. adults are feeling more anxious than they were before, according to the American Psychiatric Association. Anxiety is a real concern for workplaces. Left unaddressed, it can lead to declining quality of life, overwhelm, procrastination, and burnout. So how can HR leaders reduce workplace anxiety? • Clarifying what matters. Define expectations for roles and projects. • Equipping managers. Train for psychologically safe 1:1s, early detection, and supportive referrals • Redesigning norms. Establish team response-time norms. Protect focus time (meeting-free blocks) and reduce “busy work.” • Building inclusion into daily operations. Address bullying and bias with real accountability. • Making care easy to access — and safe to use. Promote confidentiality clearly and normalize asking for help. Workplace anxiety is not inevitable. You can help advocate for and institute policies that put employee wellbeing at the forefront, helping workers feel heard, respected, and cared about.