Employee Assistance Program (EAP), employees—who would have never oth- erwise felt comfortable seeing a ther- apist—make an appointment. No cost means low risk when one’s hesitant to try something new. Ongoing support following a traumat- ic event is crucial. First, those around the person in need must pay attention to signs and symptoms. Negative cop- ing mechanisms, like drinking alcohol or overworking, are common. They might also sink into a recluse-like state, where you rarely see them at work or other usual meetups. These scenarios call for a straightforward follow-up: checking in on this person. Utilize “I” statements: I’ve noticed you’ve missed a lot of work lately. Ask open-ended questions: How have you been feeling the last few weeks? And choose an environment that is semi-private and comfortable. A TOP-DOWN SHIFT IN CULTURE When there is a shi in culture at a company, I typically witness entry-lev- el employees taking the time for educa- tion, finding resources and supporting colleagues. However, when a manag- er becomes certified in AMHFA, or simply treats mental health as an es- sential consideration for their team, a long-lasting impact occurs. These managers recognize that if an employee’s mental health is suffering, so will their work performance, and in turn, so will the manager’s work perfor- mance. Moreover, poor mental health in- creases turnover. Lastly, in an industry with the potential for physical accidents, as we’ve discussed, this can also mean more insurance claims, which never bodes well for anyone in leadership.
to completely step away from the job or “I can’t be climbing today,” to modify one’s role and reduce the risk for them- selves and others, should be welcomed by a crew leader. They need to send a message to the rest of the team that this is a sign of a strong and intelligent employee. Until then, many workers will not feel comfortable being honest with their headspace or might not recognize they aren’t in the best mindset for the job. Prout reflects on the countless times he has asked, “You okay, man?” over his decade in the industry; he was try- ing to think of a time when someone responded, “no” and couldn’t think of an example. Given the current culture in tree care, he explains that people are oen thrown off when he asks this question. This is normal in all occupa- tions, not just for arborists. Be prepared that someone might not be ready to open up right away. Prout always fol- lows up with a, “Well, you know where I am if you need me”—a perfect exam- ple of keeping lines of communication open, and not pressuring before they are ready to share or you have built the necessary trust. Another technique I’ve seen prove successful is talking about therapy, support groups and any other mental health care appointments as regu- larly and nonchalantly as any other. Although therapy is not for everyone navigating a mental health challenge, Prout vehemently recommends it. “I was one of those people who were scared to do that at the beginning, but now I love therapy. It’s not weird, it’s not weak, and it can be fun. Don’t fear it. Welcome it!” Prout is also a backcountry guide. Working in two very high-risk and unique industries, he recognizes that
people oen won’t seek help because no therapist, counselor or doctor can understand their experiences. The Reside Foundation provides a help- line for river raing guides to call when struggling with their mental health. The Iverson Foundation for Active Awareness, provides music therapy, yoga and resources specific to first responders. These are both in- dustries with a history of the same, “toughest of the tough, work hard, play hard mentality.” And yet, these organizations are stepping up to in- vest time and resources because they recognize that the trauma, PTSD, anxiety and depression that come from the job are not sustainable with- out support. Where is such an organization for the tree care industry? Imagine the ben- efits of a phone line one could call where on the other end are people who have, or still do, work in tree care. Or a cohort of therapists with an under- standing and empathy for the experi- ences of tree care workers. This is the tree care industry, folks! As a worker, you observe, assess, and re- spond with what’s best for the tree and the surrounding environment. It’s time to put as much care into colleagues, employees and yourself as we put into the trees! Danny Prout owns and operates The Arbor Culture Tree Service @the_arbor_culture. Natasha Buffo is a community mental health facilitator and creative non-fic- tion writer. She teaches Adult Mental Health First Aid to outdoor profession- als and recreationists. Her most recent- ly published works are with Adventures in Good Company, Recreation.gov, Fleet Feet, and GearJunkie. When not at her desk, you’ll find Natasha snowboarding near Lake Tahoe, cycling across states, kayaking alpine lakes, backpacking unpopular trails or walking her new puppy. Learn more: www.dirtandtears.com. Connect: Instagram | LinkedIn.
Statements like, “I can’t be here today,”
Sharing with the whole team removes the discomfort of singling someone out, reduces stigma within your team, and makes the leader running meetings more approachable regarding mental health.
24 | ArborTIMES Spring 2023
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