Hello
Looking for some advice on how to deal with that senior leader who is so off the current pace that they even call themselves a dinosaur? I am a HR lead and this week presented a new mental health initiative to the senior mgmt team. Unfortunately this was met by one leader with a jokey attitude and comments of “I’m a dinosaur I know but if it gets the snowflakes back to work then crack on I’d like to tel them to man up”
I’m not completely new to this viewpoint and thankfully it’s in the minority but I find it so frustrating and insulting to deal with. How would you combat? We don’t work in the same office so can’t really do a face to face conversation. I don’t think he means harm but just isn’t of the attitude that we should need to bother with these things (even though it was no cost!)
Would love to hear peoples thoughts and experiences thank you!
Hi Alison, I completely understand your frustration! Is there a certain degree of it that's bluster/making a big joke but actually in reality they wouldn't be so insensitive towards their team if someone was ill?
I think a possible way of approaching it might be using facts and figures - show them information on time lost for mental health issues and the cost of that to businesses. If they are less receptive from a wellbeing stance, perhaps appealing to the actual business cost might put it in a different context for them. I'd also mention the impact that it might have on engagement and productivity and show that mental health issues may well constitute a disability and it won't be much fun defending their attitude in a tribunal.
Could you have a video call with them to talk it through even if you can't meet in person? Or getting their boss to have a word? Senior management buy in is going to be so important for your initiative and you really don't need them undermining you if everyone else is on board.
Hi Alison, I completely understand your frustration! Is there a certain degree of it that's bluster/making a big joke but actually in reality they wouldn't be so insensitive towards their team if someone was ill?
I think a possible way of approaching it might be using facts and figures - show them information on time lost for mental health issues and the cost of that to businesses. If they are less receptive from a wellbeing stance, perhaps appealing to the actual business cost might put it in a different context for them. I'd also mention the impact that it might have on engagement and productivity and show that mental health issues may well constitute a disability and it won't be much fun defending their attitude in a tribunal.
Could you have a video call with them to talk it through even if you can't meet in person? Or getting their boss to have a word? Senior management buy in is going to be so important for your initiative and you really don't need them undermining you if everyone else is on board.
