Mental Health at the Top: Leading with Well-being by Amy Rodgers

Mental Health Awareness Month has once again highlighted the dangers of burnout and underscored the critical importance of self-care, not only for employees but also for those leading companies. We would like to add one more important voice to these discussions.

In this insightful interview with Margaret Jaouadi, Amy Rodgers, Chief HR Officer at PPC Flex, highlights her passion for promoting mental health, influenced by her experiences as a working mother and a leader navigating international roles and strategic demands.

Amy emphasizes the evolving role of HR in creating environments where team members not only thrive but also prioritize their well-being. She highlights the importance of leadership integrating well-being into corporate culture, advocating for open communication and supportive policies that resonate across all levels of the organization.

The conversation also explores emerging trends in C-Suite dynamics, including fractional roles and shared responsibilities, as strategies to enhance flexibility and mitigate burnout risks among senior executives. Her commitment to promoting mental health awareness underscores PPC Flex’s dedication to holistic employee well-being, reflecting a forward-thinking approach in today’s corporate landscape.

Margaret Jaouadi
Could introduce yourself and tell us about your career journey?

Amy Rodgers
I’m Amy Rodgers, the Chief HR Officer at PPC Flex, a global flexible packaging organization based in Chicago. I’ve spent the majority of my career in fast-growth organizations where my focus has been on building high-performing teams and creating an environment where our people thrive, feel engaged, and are part of a company that’s making a difference. Throughout my leadership journey, and as a working mom, I’ve been incredibly passionate about creating new ways of working to support the needs of employees, to support their well-being, and to help other leaders achieve this in this journey as well.

Margaret Jaouadi
Tell me why is mental health an issue you advocate for?

Amy Rodgers
Mental health has always been a top priority for me, not only as a leader but also as a working mother of two girls for the past 18 years. Throughout my journey as a working parent, I’ve faced the same challenges many people do in trying to create balance and harmony in work and life as best as I can.

I’ve become quite passionate about this as a result of my challenges. Early in my career, when my children were young and I had just taken on a promotion to a global head of HR, I struggled to prioritize my well-being with travel and long hours. I burned out and almost quit my job. Luckily, a coach helped me to realize that what was missing was self-care and that I needed to take care of myself and my well-being first to thrive at home and in my career. I had to confront the reality that I wasn’t Superwoman and I had to prioritize my well-being for myself and others.

This realization marked the beginning of my journey in practicing self-care and coaching others to do the same. The pandemic further highlighted the importance of mental health in the workplace, prompting many of us to reconsider how we address it, not just outside of work, but within it as well. We no longer had to hide our challenges and struggles, we had to help each other and be open to talk about it in the workplace.

With this perspective, I began to change my leadership style to leading with well-being. I started, by discussing the importance of self-care openly, showing more vulnerability as a leader along with the strategies I have used to overcome my challenges, and opening up the conversation with others so they could do the same. Now, in everything I do as a leader, I focus on leading with well-being at the forefront.

Margaret Jaouadi
I’m glad I asked that question. I’m also a mother of two boys, aged 19 and 21, so I understand the journey well. I remember as a mother of small children being incredibly grateful for the flexibility the company I was working for at the time offered, including some remote work options when that was practically unheard of.

This flexibility allowed me to balance my life, pursue my professional development, and actively participate in my children’s lives. It was essential for my growth both as a professional and a mother.

Reflecting on the past, I see how policies and processes have evolved to provide even better support for working parents.

Amy Rodgers
I believe policies have certainly progressed, but equally important is the growing confidence of both women and men to express their needs. They can now do so without fearing that it will hinder their career advancement.

Margaret Jaouadi
Today, we are talking about mental health at the top. What do you think C-Suite executives need to do differently now than a few years ago?

Amy Rodgers
I think one of the most important things to recognize as leaders is that we are not just stewards of our culture, but also stewards of well-being. This requires us to lead differently, considering the well-being needs of our team in everything we do.

While it is expected that we guide our teams to achieve organizational goals, create value, and attain success, we must realize that we can successfully do both by making some simple adjustments. As leaders, this means re-evaluating our work practices and policies to better accommodate the schedules and needs of our team.

However, the most crucial aspect of this shift is effective communication. It’s about regularly checking in with our team to understand their needs and demonstrating that we are actively working to support them. By knowing and addressing their needs, we empower our team members to take care of themselves, enabling them to be successful in their roles.

Margaret Jaouadi
Can you some examples of those changed attitudes?

Amy Rodgers
I believe one of the simplest ways to achieve this is by integrating regular check-ins with our team into our daily business and work routines. Whether it’s embedding these check-ins into discussions like performance reviews, developmental talks during one-on-ones, or broader leadership meetings, these moments provide opportunities to emphasize the importance of mental health and self-care.

Moreover, by asking team members how they’re doing and assessing if they require additional support to maintain their well-being, we demonstrate genuine care in our leadership approach. Integrating these practices into our programs and processes as leaders can have a profound and positive impact.

Margaret Jaouadi
Turning our attention to the C-Suite, there’s significant discussion around the solitude experienced by senior leaders in their roles. They must find ways to support each other to work as a cohesive team. How can C-Suite professionals cultivate mutual support among their ranks?

Amy Rodgers

I believe there is tremendous power in vulnerability. What I mean by that is seeing C-Suite leaders being open about their own needs for well-being. It’s about sharing how these needs manifest in our roles and supporting each other in that journey.

For instance, when we have critical strategic projects or business challenges that demand long hours and intense pressure, it’s important to be vulnerable and acknowledge that it will be a demanding period. Expressing the importance of maintaining sleep, taking personal time for activities like exercise or hobbies to have some recharge time, or adjusting meeting times or schedules to accommodate these needs shows vulnerability. It’s about recognizing our requirements as leaders to perform at our best, which enables us to advocate for the organization’s well-being as a whole.

Margaret Jaouadi
Can I ask, at your company, do you have specific programs tailored for C-Suite professionals aimed at raising awareness of burnout prevention and mental health issues?

Amy Rodgers

We believe that the needs of our C-Suite align closely with those of our entire organization. Therefore, everything that is available to us should also be accessible to our team members. As a result, we haven’t developed any unique programs specifically for the C-Suite.

Instead, we focus on ensuring that our C-Suite is well-informed about available resources, upcoming initiatives, and how these are integrated into our overall total rewards strategy and programs. I am a strong advocate for self-care and have authored various content pieces, including a self-care planner, which we use to provide our team with effective strategies.

It all begins with our CEO, who strongly prioritizes employee well-being. We are fortunate to have a CEO who supports and empowers us as a C-Suite to embody these values daily through our leadership actions.

Margaret Jaouadi
How have the attitudes changed over the years to make provisions to safeguard C-Suite well-being?

Amy Rodgers
You know, I think we all see the pandemic as a pivotal event that brought mental health and well-being to the forefront, changing how we think in various ways. Subsequent events like the supply chain crisis and turbulent economic years have only reinforced this shift, creating a sense that significant challenges are ongoing. This has contributed to higher rates of burnout and a realization that managing burnout is an ongoing challenge.

As a result, there’s now an expectation among the workforce that employers and the C-Suite prioritize their team’s needs. Employees want to see tangible actions that demonstrate a commitment to their well-being, not just lip service. They are making career and personal life decisions based on how well these align with their personal beliefs. This, I believe, is our new reality.

Margaret Jaouadi
What resources are currently available to better support the mental health of C-Suite executives and mitigate the risk of burnout?

Amy Rodgers
Starting with our benefit providers, healthcare partners, and EAP providers, I always look to them first to explore additional services, delivery models, and offerings. For instance, traditional EAP enhancements and the evolution of healthcare delivery methods are areas of interest. I strongly advocate for raising awareness about resources like telehealth, which has become increasingly accessible and convenient, especially with the availability of remote consultations that accommodate busy schedules.

Ensuring that our team members are aware of these resources is crucial. Alongside this, I emphasize the importance of offering additional training in stress management and mental health. Micro-learning opportunities through platforms like LinkedIn Learning provide easy access to essential knowledge, whether during work hours, after hours, or on weekends. These concise formats are designed to be easily absorbed into their schedules, reflecting our commitment to delivering learning opportunities effectively in today’s environment.

Margaret Jaouadi
I’ve noticed a trend where certain C-Suite roles are now fractional or share responsibility such as the recently retired co-CEOs of ASML. Is this a broader trend toward flexibility, specialization, and cost efficiency in organizational leadership or a sign of safeguarding the well-being of its leaders? What are your thoughts?

Amy Rodgers
Well, I believe there are abundant resources available for us to rethink how work gets done. Many organizations are still pursuing lean team strategies for overall cost management, which naturally leads to opportunities for fractional arrangements.

Major players in the industry offer fractional models through recruiting firms, consulting agencies, and other avenues. These models provide excellent ways for C-Suite teams to supplement their resources, especially during critical projects or tight timelines, which can impact mental health.

By strategically resourcing these needs, we can avoid overburdening our teams. These opportunities not only provide resources but also seamless solutions that enhance our ability to manage workloads effectively.

Margaret Jaouadi
Can you share examples of actions you have taken or things you are exploring that you believe can help to improve mental healthcare or awareness in the workplace?

Amy Rodgers
We’re currently focused on two key areas. First, we’re working to maximize the impact of our total rewards programs and the capabilities of our vendors. We aim to streamline delivery models effectively, making it effortless for our teams to utilize these resources. This includes our commitment to comprehensive mental health programs and educational opportunities, which we consider essential offerings for our team.

Hand in hand with this effort is our communication strategy. We emphasize informal yet integrated communication check-ins that are woven into our people processes. This approach ensures that our team members not only feel supported but also understand that our C-Suite prioritizes their well-being. Through these actions, we aim to underscore our belief in the importance of self-care in maintaining health, productivity, and happiness in our roles.

Margaret Jaouadi
Amy, during our initial chat, you mentioned that you have written a book about self-care and published articles about well-being. Would you like to tell us more and it?

Amy Rodgers
Certainly! Last fall, I published a self-care planner that utilizes a 5-step process to develop a personalized self-care plan. This planner is designed to unlock your potential and enhance your well-being through a straightforward yet impactful approach. It guides you in exploring your individual needs and various aspects of self-care.

The process involves setting goals, identifying activities that are uniquely beneficial to you at this stage of your life, and ultimately creating a practical plan. It provides tools to help you implement and adjust your plan as needed. I’m enthusiastic about this initiative and excited to share this process more broadly to help teams and individuals.

I am regularly posting articles and ideas on how to lead with well-being on LinkedIn which can be seen at https://www.linkedin.com/in/amy-rodgers-/

Margaret Jaouadi
Thank you for sharing your story, Amy, and your practical advice on this important issue. You’re truly demonstrating your commitment to supporting the mental well-being of your company’s employees and those around you.

For a confidential chat about how Pacific International can assist you with your Talent Acquisitions and Diversity challenges, please contact Adam Nuzie or one of our Executive Search Consultants specializing in your sector.