The Language of Prevention: Key Terms for Workplace Well-Being
My work is rooted in science, but our partnership is rooted in connection and practical action. The world of prevention has its own language, and I believe that understanding these key concepts is the first step toward building a truly resilient and purpose-driven organization. These are the building blocks for the workshops and consulting I offer—designed to help your team thrive and deepen your community impact.
Let’s get on the same page!
đź’ˇThe Foundational Concepts
| Term | Definition | Workplace Implication |
|---|---|---|
| 8 Dimensions of Well-Being | Wellness encompasses 8 mutually interdependent dimensions: physical, intellectual, emotional, social, spiritual, vocational, financial, and environmental. | Attention must be given to all the dimensions, as neglect of any one over time will adversely affect the others, and ultimately one’s health, well-being, and quality of life. |
| Burnout | A state of emotional, physical, and mental exhaustion from prolonged, excessive stress, often from work but also from life demands like caregiving or parenting, leading to feelings of being overwhelmed, depleted, cynical, and hopeless. | Overwhelming demands, lack of control, toxic environment, unfair treatment, and poor work-life balance can lead to burnout. |
| Culture | The way of life—the shared customs and beliefs—of a particular group of people at a particular time. | This is the unwritten contract of how people treat each other, how decisions are made, and how employees feel. It is directly tied to mental health. Culture shows up in: – how people communicate (or avoid it) – how decisions get made – how conflict moves (or gets stuck) – how feedback is exchanged – how equity shows up in power, voice, and workload – how people feel walking into a meeting |
| Distress | (Negative stress) this occurs when demands exceed an individual’s coping resources, leading to feelings of anxiety, exhaustion, and overwhelm. If prolonged, it significantly impacts both mental and physical health. | Unmanaged distress leads to burnout, low morale, increased absenteeism, and turnover. |
| Eustress | (Positive stress) the beneficial type of stress that motivates you, enhances performance, and feels challenging but manageable. It’s often associated with achieving goals, learning new skills, or meeting an important but exciting deadline. | We look to maximize eustress by offering engaging professional development, fostering positive competition, and providing meaningful, achievable goals that lead to growth. |
| Environmental Strategy | Environmental strategies change the community context (policies, norms, availability of substances) for broader, systemic impact. | This could include updating policies and procedures, changing the culture, and training leadership in how to address mental health in the workplace. |
| Individual Strategy | Individual prevention targets personal choices (education, skills training). | This could include wellness apps, training sessions, and Employee Assistance Programs (EAPs). These strategies are limited in their effectiveness if environmental strategies are not also addressed. |
| Risk Factors | Characteristics that increase the likelihood of a negative outcome. | These can include things like overwhelming workloads, a toxic culture, or job insecurity. |
| Prevention | Primary prevention focuses on intervening before a disease or condition occurs. | It means creating a culture and environment where well-being is the default and implementing strategies to reduce/stop employees from developing a mental health challenge or substance use disorder. |
| Protective Factors | Characteristics that decrease the likelihood of a negative outcome. | These are your strengths, like strong leadership, flexible work arrangements, and a supportive culture. |
| Recovery | A process of change through which individuals improve their health and wellness, live self-directed lives, and strive to reach their full potential. Recovery is a journey that is unique to each individual and may include improving physical, mental, emotional, and social well-being; reducing or eliminating symptoms of mental illness or substance use disorders; and living a meaningful and fulfilling life. Recovery is supported by a variety of factors, including personal strengths, family and community support, and professional services. | This speaks to the immense potential of your employees to overcome challenges and thrive when given the proper support. |
| Resiliency | The ability of a person to adjust or recover readily from illness, adversity, or major life changes. | Resilient teams lead to improved productivity, better mental health, and higher job satisfaction, which lowers turnover rates. |
| Self-Care | Self-care is the practice of intentionally taking actions to support your physical, mental, emotional, and spiritual well-being. | Self-care is the primary mechanism for processing stress. Just as elite athletes require recovery time to prevent injury, high-performing employees need self-care to maintain cognitive function and decision-making capabilities. Proactive self-care strengthens the immune system and mental resilience, reducing the number of sick days taken for preventable exhaustion or illness. |
| Self Determination | The psychological need for Autonomy, Competence, and Relatedness. It is the ability of an individual to make choices and manage their own life. | When leaders support self-determination, employees are motivated by internal satisfaction rather than just external rewards. This leads to higher quality work. Leaders who foster self-determination see higher retention rates because employees feel ownership over their roles. |
| Social Determinants (Drivers) of Health | Conditions in the environments where people are born, live, learn, work, play, worship, and age that affect a wide range of health, functioning, and quality-of-life outcomes and risks. | What looks like a performance issue (e.g., lateness, fatigue), may be a Social Determinant of Health issue (e.g., unreliable transportation, lack of childcare). Identifying the root cause allows for cheaper, more effective solutions than firing and rehiring. |
| Stigma | A set of negative and often unfair beliefs that society or a group of people have about something. In the context of substance misuse and mental health, stigma prevents people from seeking help due to fear of judgment, discrimination, or job loss. | Stigma is a significant barrier to proactive prevention. Using non-stigmatizing, person-first language and building a culture of psychological safety where employees feel comfortable seeking assistance, knowing their value to the company remains intact. At Montag Forward Solutions, I prioritize this in all communications to create safe and inclusive spaces. Learn more about language here. |
| Substance Use Disorders | Treatable, chronic diseases that can affect anyone – regardless of race, sex, income level, or social class, and can be experienced by a worker at any organizational level. | Substance Use Disorders are a public health issue that impacts every organization. It is a medical condition, not a moral failing, that affects an estimated 20.8 million Americans. |
| Trauma | An event, series of events, or set of circumstances that is experienced by an individual as physically or emotionally harmful or threatening and that has lasting adverse effects on the individual’s functioning and mental, physical, social, emotional, or spiritual well-being. | Trauma affects the part of the brain responsible for logic and reasoning. If a workplace feels unsafe or threatening (triggering a trauma response), employees physically cannot access their higher-level thinking skills. |
Ready to Build a Resilient Workplace?
These concepts are just the starting point. I’m here to translate this evidence-based public health approach into practical, custom solutions for your organization. Let’s discuss a key note, workshop, or leadership coaching that can transform your company’s well-being strategy.