Trust is often treated like a matter of personality: be honest, be kind, be transparent. And while those qualities absolutely matter, they aren’t the whole picture. It’s easy to think trust is only about character. But in practice, it’s often built—or broken—by the systems we rely on every day.

Structure isn’t the opposite of trust—or autonomy. It’s the scaffolding that supports both.

With nearly 1 in 5 adults experiencing mental health issues each year and the added pressures of today’s fast-paced, hybrid work environment, it's more important than ever for leaders to cultivate a workplace that supports mental well-being. In our work with clients across many sectors, we hear again and again that leaders are feeling uncertain about how to support their people when it comes to mental health. If this is something you are struggling with, asking yourself the following questions is a great place to start.

The concept of company culture can feel elusive and intangible. What exactly is it? Why is it important? Who is responsible for its creation?

Whether you’ve considered it or not, your company already possesses a culture, for better or for worse. Company culture plays a pivotal role in shaping the well-being of employees and significantly impacts their engagement, productivity, and overall satisfaction.