Your companion for navigating family, emotions, and connection this season

Your Holiday Well-Being Guide Starts Here

Your Season of Care

You Don’t Need a Perfect Holiday to Feel Peace

---

When a crisis strikes, how can leaders effectively support their teams and communities?

In this episode of Prevention Pioneers, Jack Lynch, former President and CEO of Main Line Health, shares valuable insights on leadership in crisis during the COVID-19 pandemic and the role that communication and workforce well-being play.

---

Every workplace will face a crisis at some point. For the healthcare industry, the COVID-19 pandemic created years of chaos. Jack Lynch guided Main Line Health through this chaos by “Being transparent, explaining why, and empowering people.”

Let’s dive into his insights and explore how you can use these principles in your own crisis leadership.

The Challenges of the COVID-19 Pandemic for Leadership

The COVID-19 pandemic presented unique challenges to leaders. Its prolonged and unpredictable nature was difficult to manage.

Healthcare facilities can withstand a short storm, but Jack remarks, “This was not a storm. This wasn’t a hurricane. This wasn’t a flood. This was years of an onslaught of an illness that was very communicable and had bad outcomes.”

Jack’s crisis leadership during this time focused on two areas: adaptability and resilience. His strategy focused on staff safety, maintaining morale, and managing resources.

The Importance of Transparent Leadership in Crisis

Leadership in crisis requires transparent communication. Jack says, “My philosophy is: you be transparent because you’re going to get yourself in trouble if you’re not transparent.” Transparency supports resilience in the workplace, enabling your team to adapt to new information.

When sharing important direction, Jack stresses, “If you tell people why, they’re more likely to do what you need to do to get the job done.” Rather than giving an order, explain why it’s important to your mission. For example, explain why a particular protocol protects staff from COVID-19 transmission.

Benefits of Transparent Leadership in Crisis

• Builds trust: Being open and honest fosters trust and credibility, which is crucial during uncertain times.
• Eases fears: Clear communication helps reduce fear by enabling employees to understand the situation.
• Enhances team unity: Transparency brings people together around the organization’s goals and challenges.
• Supports better decision-making: When employees are informed, they can make better decisions.
• Increases engagement: When employees feel like they’re part of the conversation and understand the “why,” they’re more likely to stay engaged.
• Strengthens resilience in the workplace: Open lines of communication build a resilient organizational culture.

Empowering Employees

For Jack, empowering employees is a key component of building resilience in the workplace. He states, “Empowering staff means giving them the tools and the authority to make decisions on the ground.”

Some ways that leaders can foster empowerment include:

• Fostering open dialogue
• Clarifying goals and expectations
• Providing autonomy in decision-making
• Offering constructive feedback
• Recognizing and celebrating success
• Investing in professional development
• Encouraging problem-solving

Preventive Health as a Key Strategy

Jack also discusses the key role of prevention in healthcare as a whole. He says, “Preventing people from getting sick is good for healthcare.” This is because healthcare facilities have limited resources. Preventive healthcare enables them to focus resources where they’re needed most.

Prevention is also key to workforce well-being. As Jack says, “A healthy workforce is how we all get our jobs done.”

Supporting Mental Health in the Workplace

Preventative mental health is a significant factor in resilience in the workplace. Crisis leadership can especially benefit from mental health support.

This begins with open discussion around mental health to reduce the stigma. Jack says, “The brain is just another organ in the body…why shouldn’t people pick up the phone and say, hey, can you help me find a mental health professional to help me deal with stress?”

Employers need to offer support systems for proper preventative mental health. For Main Line Health, one of those was its Critical Incident Response Team (CIRT). CIRT is an on-call “psychological first-aid” system to support employees during a crisis in the workplace.

Another way employers can support preventative mental health is by supplying education. Spirence is a mental health platform that helps employees build resilience, navigate stress, and prevent burnout.

Implementing Employee Support Systems

Especially during a crisis, employee support systems are a key component of workforce well-being. Jack discusses how in healthcare, “We used to have a huge initiative around patient safety… we started a real focus where we talk about safety, not just about the patient, but about the employees.”

Some other ways employers can support their employees include:

• Offering wellness programs to support preventative health
• Provide professional development opportunities
• Create peer support networks
• Establish regular feedback channels

Final Thoughts on Crisis & Resilience

Crisis and chaos are normal parts of life. How leaders respond and support resiliency in their workforce is key. To learn more about Jack Lynch’s insights on crisis leadership, preventative health, and mental health support, tune in to the full episode.

To learn more about how Spirence supports mental health prevention, book a demo of the platform.

---

Supporting employee mental health starts with the right tools. Learn how Spirence provides on-demand support that employees actually use.

Support for Your Staff, a Partner for Your Organization

As employees today face mounting stress, burnout, and mental health challenges, what does it take to build a workforce that is not only productive but resilient? Employers know mental wellness among staff is vital but too often try to navigate this challenge without the right tools, expertise, or resources to provide meaningful support.

We created Spirence to serve as more than just a mental health solution but a true partner in workplace well-being. We offer organizations a full suite of evidence-based resources and expert-led coaching to create a culture that empowers employees to manage their mental health. 

If you’re eager to learn how to support mental health in the workplace, follow these few steps and remember you don’t have to do it alone. 

Bake Mental Wellness into Your Culture

Despite progress in workplace mental health conversations, stigma still holds many employees back from seeking help. More than half of people with mental illness don’t seek help or treatment. Given how much time people spend at work, employers have to understand they play a key role in normalizing mental health discussions. Organizations can do this by fostering an environment that emphasizes mental wellness just as much as physical wellness. 

This begins with leaders and managers speaking openly about self-care and giving employees a completely private and confidential way to seek support without the fear of judgment. Spirence offers courses, interactive coaching sessions, and expert seminars that allow employees to improve their mental well-being without needing to involve HR or disclose personal struggles.

Recognize That Every Employee’s Needs Are Different

No two employees are the same, and everyone’s mental health goals are different. Some may need occasional guidance on managing stress, while others require structured support to navigate workplace challenges, career growth, or personal well-being. 

Not only does Spirence have AI-powered mental health assessments to help employees identify their unique challenges and recommend customized courses, but we also offer coaching and clinical resources to match their needs. Our one-on-one coaching service provides confidential, tailored guidance designed to meet each employee’s specific needs. Whether they’re looking to enhance leadership skills, improve workplace communication, or develop better coping strategies, our experienced coaches are there to provide expert support every step of the way.

One Spirence user shared their experience:

Make Mental Health Support Available Anytime, Anywhere

One of the biggest barriers to care is access. Between high out-of-pocket costs, long wait times, scheduling conflicts, and provider shortages (most states have fewer than 40% of the mental health professionals needed), there are often multiple hurdles preventing people from getting the care they need when they need it. 

Partnering with Spirence removes these barriers, ensuring their workforce has immediate, around-the-clock access to mental health support that fits into their lives, not the other way around. Our global mental health resources are available in 130+ languages, so every employee can find support without worrying about waitlists or time zones.

Empower Employees with Self-Guided Mental Wellness Tools

One of the greatest shortfalls of most mental health offerings from employers is that they are reactionary instead of preventative. Mental wellness doesn’t have to begin with crisis intervention, nor should it. Instead, give your team the tools to develop resilience and emotional intelligence before problems escalate. 

75% of employees are mentally well and just want access to resources that fit into their daily routines. Spirence offers an extensive digital library of expert-led courses designed to teach employees stress management, emotional regulation, and mindfulness techniques. These short, engaging sessions allow employees to build wellness skills at their own pace and teach how to recognize when they may need to seek more advanced counseling.

Take Action with Spirence

Workplace mental health isn’t just about offering benefits—it’s about creating real, accessible solutions that employees actually use. A truly resilient workforce requires personalized, proactive support that meets employees where they are. With 24/7 access to mental health tools, AI-driven guidance, expert-led coaching, and critical incident services, Spirence helps organizations move beyond reactive wellness initiatives to build a culture championing everyday mental well-being.

You don’t have to do this alone. Spirence is ready to be your partner in workplace mental wellness. Schedule a free demo or call us today at (866) 989-4028 and get started.

---

If you’re always finding yourself running on empty juggling everything, this is an episode you DON’T want to miss. 

In it, Laura sits down with Katrina Moriarty, COO of Aon Consumer Benefit Solutions and mental health advocate.

---

Together, they discuss what it actually takes to lead well in today’s workplace. They also talk about the leadership moment that changed everything for Katrina, and why it’s important for leaders everywhere to model vulnerability, openness, and calm in times of change to foster trust, psychological safety, and stronger team performance.

If you’ve ever felt the tension between performance and self-preservation, this is the episode for you, so tune in, and keep reading!

Be the Swan, NOT the Duck

Katrina’s most powerful leadership lesson didn’t come from a class or conference, it came from someone pulling her aside and saying: “You’re flapping around like a duckling when your team needs to see a swan.”

At the time, she was reacting to every problem, jumping into every issue, and trying to save the day. But that image stuck. She realized that leadership isn’t about fixing everything, it’s about showing calm in the storm so others can do their best work. Now, she leads massive teams not by micromanaging, but by mentoring and modeling steadiness under pressure.

Talk the Talk and Walk the Walk

Katrina doesn’t just talk about mental health, she also models it: she takes time off, she walks, she rests, she sets boundaries, and she expects her team to do the same.

In a world where leaders say “take care of yourself” but email on PTO, Katrina is refreshingly aligned. When her team runs too hard, she steps in and says: “Go home, unplug, we’ve got you.” 

That kind of leadership sends a message louder than any wellness campaign.

Where Culture Happens

When companies go through change, most of the focus is on strategy and structure. But as Katrina says, “transition,” the messy, emotional, in-between space, is where culture either deepens or deteriorates.

Change without space for people to react, ask questions, and feel seen? That’s a recipe for resistance, and disaster. But when leaders move at the right pace, communicate openly, and support their teams emotionally, real transformation becomes possible.

Why Leadership Is Personal

Katrina used to believe that sharing personal challenges at work would hold her back. Now, she sees it as essential. When leaders share what they’re going through (appropriately and honestly) it creates a ripple of trust that opens doors for others to do the same.

She doesn’t perform vulnerability; she lives it. And it’s what makes her leadership style not just effective, but human.

Final Thoughts

This episode is a reminder that leadership isn’t just about vision or execution, it’s about presence and about being steady when things get messy, honest when things get hard, and human all the way through. 

We discuss all of this in more detail in this episode, so make sure to tune in if you want to catch the whole conversation!

---

We’ve all heard the advice: “Lead with vision.” But what if that vision is leaving your team behind?

In this episode of Prevention Pioneers, our host Laura sits down with Matt Espe, a chairman, director, advisor, and investor who has led transformations in several multi-billion-dollar firms (including Armstrong, GE, and Icon), to talk about the one leadership shift that changed everything for him: Patience.

---

Matt discusses what it takes to achieve sustainable transformation and why leaders everywhere need to prioritize team wellbeing, trust, and patience just as much as strategy and execution.

If you’re leading through a time of uncertainty or transformation, this episode is for you, so don’t miss it!

Slowing Down to Speed Up

Matt’s biggest leadership lesson didn’t come from a boardroom; it came from a quiet conversation behind a closed door. He was running full-speed to fix a broken billion-dollar plant, when a trusted colleague told him: “You’re leading, but nobody’s following.”

That moment stopped him in his tracks. He realized he was so focused on results, he’d forgotten to bring his team with him. That moment completely changed how he leads and how he supports mental health in the workplace.

It’s Not a Sprint, It’s a Relay

In fast-moving transformations, leaders are trained to look at the vision, the strategy, and the stakeholders. But leadership also requires looking back: checking if people are with you, understanding where they are, and adjusting the pace accordingly.

Too many leaders burn through teams in the name of progress. But transformation isn’t just about getting things done, it’s about allowing your employees to survive the process. Slowing down, listening more, and calibrating your message to the people on the ground can actually speed up sustainable results.

Repeat, Repeat, Repeat

One of Matt’s biggest tools is repetition. Not the flashy motivational speech kind, but the boring, effective, drumbeat kind. He tells leaders to take two or three priorities and repeat them so many times they get sick of hearing themselves; because that’s when people actually start to hear it.

During big changes, your message needs to cut through fear, complexity, and distraction. Simplicity and consistency are what help a message stick, and help a culture shift.

Why Wellbeing Is a Strategic Priority

Mental fatigue hits long before physical burnout, especially during periods of transformation. That’s why your employees’ wellbeing is not just a perk, but as a strategic imperative.

Through it, you can build cultures where people can speak up, where leaders make space for psychological safety, and where listening comes before directives.

Final Thoughts

In a world that equates speed with success, Matt’s message is refreshingly counterintuitive: slowing down is what makes change last. It helps your team feel seen, gives your message time to land, and ensures you’re not the only one crossing the finish line.

We discuss all of this in more detail in this episode, so make sure to tune in if you want to catch the whole conversation!

---

On World Mental Health Day, let’s talk about prevention, the missing piece in our wellbeing system.

---

Today is World Mental Health Day.

It’s a day to pause, reflect, and recognize that mental health is health.

And yet, the very system designed to protect that health is showing signs of collapse.

Across the country, clinicians are overwhelmed. Therapists are closing their books. Psychiatrists are scheduling months out. And millions of people (overworked, exhausted, and out of options) are being funneled into a one-size-fits-all model that was never meant to carry this load.

Providers aren’t walking away because they don’t care. They’re walking away because they can’t keep up.

Low reimbursements, high caseloads, and unsustainable demand have created a cycle that’s burning out the helpers as much as those seeking help.

---

A System Out of Balance

Therapy and medication save lives. They are critical interventions when people need clinical care.

But somewhere along the way, they became the default path, not because it’s the best fit for everyone, but because it’s often the only path we offer.

Here’s the reality:

• 43% of U.S. adults are now taking psychiatric medication, according to recent data from the CDC.
• Yet only about 25% meet the clinical criteria for a diagnosable mental health condition that truly requires ongoing therapeutic or medical intervention.
• That means nearly 1 in 5 adults are likely receiving care designed for crisis—not for prevention, growth, or resilience.

That gap isn’t just a statistic, it’s a warning sign.

It reflects a deeper failure in how we teach people to care for their minds. A gap in education, in coping skills, and in our collective capacity to handle the everyday stressors of an increasingly demanding world.

---

The Cost of Waiting for Crisis

The current system rewards reaction, not prevention.

We wait until stress becomes burnout, until worry becomes anxiety, until sadness becomes depression. And by the time we act, we’re already in crisis.

Then we reach for the most resource-intensive, least scalable solutions, clinical therapy and medication, when many people simply needed skills, tools, and support earlier in the process.

And the cost isn’t just emotional, it’s economic.

Mental health-related absenteeism, presenteeism, and turnover now cost U.S. employers over $300 billion per year. Yet less than 5% of that investment goes toward prevention-based programs that could reduce those numbers before they start.

---

Flipping the Model

It’s time to flip the model on its head. To stop defining mental health by crisis, and start defining it by capacity.

A prevention-first model means:

• Mental health education that helps people understand what they’re feeling, and why.
• Resilience training that teaches practical, evidence-based skills to regulate stress and recover faster.
• Access to early support, like coaching, group programs, and guided tools—that bridge the gap before therapy is needed.

Prevention isn’t about replacing clinical care. It’s about reducing the number of people who need it in the first place.

---

Where Spirence Comes In

At Spirence, we believe prevention isn’t a luxury, it’s a necessity.

Our platform is built to help people build emotional capacity, not just manage symptoms. Through clinically-informed education, assessments, and personalized support, we guide users to the right level of care, whether that’s a reflective exercise, a coaching session, or connection to professional help.

We’re building a system that starts the conversation long before the crisis.

Because wellbeing doesn’t begin in a therapist’s office.

It begins in everyday moments, how we cope, connect, and care for ourselves and each other.

---

This World Mental Health Day, let’s expand the conversation.

Let’s make prevention the foundation of mental health, not the afterthought.

---

Are you confusing what you do with who you are? 

It’s one of the biggest traps high performers fall into, especially in leadership and sales. They chase success, hit goals, and take pride in results, but when things go wrong, they don’t just feel like they failed at a task, they feel like THEY are the failure.

---

In this episode, special host Mike Holloways sits down with David Mattson, Executive Chairman of Sandler, to discuss just that.

David has spent nearly four decades coaching leaders and sales professionals on how to stay resilient in high-pressure roles. And his message is one we all need to hear: Your identity is not your job.

Together, Mike and David unpack the powerful idea that who you are and what you do are two very different things, and how separating the two can help you avoid burnout, rebound from failure faster, and become an overall better leader.

Listen now and learn:

• Why “grit” isn’t enough to build real resilience
• The IR Theory and why it’s a game-changer for mental health
• How your attitude can make OR break your success long term
• How leaders can give tough feedback without damaging someone’s self-worth
• What to do when you’re stuck in a funk and can’t shake it

If you’re tired of letting your job define your value and are ready to be so much more than that, then this is the episode for you!

What You Do Is NOT Who You Are

David’s perspective on resilience challenges one of the most damaging habits we all fall into: equating our worth with our work.

In the episode, he breaks down what he calls the “IR Theory,” the idea that your “Identity (I)” is separate from your “Role (R).” It’s simple, but transformative. 

When you start tying your self-worth to your job performance, every mistake becomes personal, and every failure chips away at who you think you are.

This is why you need to draw that line clearly—you may be a CEO, a parent, or a salesperson, but none of those roles fully define you. And until you start seeing the difference, burnout is almost inevitable.

The Success Triangle: Technique, Attitude, and Behavior

Too many people think burnout is caused by doing too much. But here’s a different take: it’s often caused by doing too much of the wrong thing or chasing results without the right foundation.

That’s where Sandler’s Success Triangle comes in. According to David, real, sustainable success requires three things:

• Technique (the skills to do the job)
• Attitude (your mindset toward challenges)
• Behavior (the consistent actions that move you forward)
  

And behavior might just be the most important one. David calls it the “behavioral cookbook,” a plan that helps you build success through small, consistent habits instead of last-minute chaos and pressure. 

Creating Safety Without Sacrificing Standards

David also discusses a hidden driver of burnout: toxic culture. Not the kind that’s obvious, but the quiet kind, where people don’t feel safe to speak up, admit mistakes, or ask for help.

As a leader, your job isn’t just to manage people, it’s to create an environment where failure is treated as a learning opportunity, not a personal flaw. That means separating role feedback from personal criticism, celebrating people for raising red flags, and being the first to admit when you mess up.

Because when you lead with vulnerability, you make it safe for others to do the same.

Behavior Drives Attitude (Not the Opposite)

Don’t wait to feel motivated, act first.

Whether it’s cold calls, hard conversations, or just getting out of a rut, waiting for the perfect mindset is a trap. Instead, taking action is what creates the momentum you need. This idea that “behavior drives attitude” flips the usual self-help script, but it works.

Because the truth is, if you want to feel confident again, productive again, or even hopeful again, the fastest way back is to start, even if it’s small.

Final Thoughts

This conversation is a much-needed reminder that resilience isn’t about grinding harder. It’s about doing the inner work, learning how to separate your value from your output, taking consistent action, and building the kind of culture where people (yourself included) don’t just survive, but thrive.

We discuss all of this in more detail in this episode, so make sure to tune in if you want to catch the whole conversation!

---

September 25, 2025 | Janet McDonald, Onsite CEO and Jordan Purpero, VP of Consulting Services

In today’s workplace, one truth is clear: people do their best work when they feel safe. Safe to contribute ideas, take risks, challenge perspectives, and show up authentically. Yet safety is not something that just happens. It is co-created, shaped by individual behaviors, leadership, and organizational culture.

---

Safety does not just unlock performance in the moment; it expands our capacity over time. When people feel safe, they conserve less energy on self-protection and can invest more in creativity, collaboration, and resilience when challenges arise.

While every person on a team plays a role in building trust, leaders carry a unique responsibility because of the inherent power dynamic. Leaders set the tone for what is acceptable, rewarded, and promoted, and their actions (or inaction) can amplify or erode safety in profound ways.

So what is the most important factor for creating thriving teams? Surprisingly, the answer has remained consistent across decades of research: psychological safety.

Why Psychological Safety Matters

Harvard Business School professor Dr. Amy Edmondson defines psychological safety as “a climate in which people are comfortable being (and expressing) themselves.” It is the belief that you will not be punished, dismissed, or humiliated for speaking up with ideas, questions, concerns, or even mistakes.

Studies consistently link psychological safety to higher engagement, innovation, and retention. Teams that feel safe share diverse perspectives, adapt quickly, and solve problems more effectively. Importantly, psychological safety also strengthens resilience. Teams who feel safe recover more quickly from setbacks because they can openly discuss what went wrong, learn together, and adapt without blame. Resilience is not the absence of failure. It is the confidence that failure will not define or divide us.

The Inner and Outer Dimensions of Safety

Psychological safety is not just an external condition. Biologically, our nervous system is wired to scan for threats and seek cues of safety. When we perceive danger, our bodies shift into self-protection, often narrowing focus and limiting our ability to connect, learn, or take risks. When we perceive safety, our system settles and energy becomes available for creativity, problem solving, and growth.

This makes safety both an internal and external experience. Internally, it looks like the ability to regulate emotions, manage fear, and voice your perspective even in uncertainty. Externally, it looks like an environment where curiosity, candor, and inclusion are the norm.

When safety is present, individuals can stretch beyond their comfort zones without becoming overwhelmed. This is how capacity grows: through repeated experiences of taking risks, learning, and returning to a stable, supportive foundation.

The challenge is that the inner work and outer work are interconnected. Even the most confident person will hesitate in a culture where mistakes are punished, or voices go unheard. And even the most intentional leader cannot guarantee safety for others. Our ability to create safety for someone else is always limited, because safety ultimately depends on both the environment and an individual’s willingness to engage. True safety is something we co-create.

So what can leaders do? While we cannot create safety for others outright, we can create the conditions where it is most likely to flourish. That begins with intentional shifts in how we show up, listen, and respond. Here are three practical ways leaders can move toward co-creating safety with their teams.

Three Shifts Towards Safety

1. From “being understood” to “seeking to understand.”
   Curiosity builds trust. Ask questions like, “Can you share more about how you see this?” before responding. Listening first signals respect and reduces fear.
2. From efficiency to effectiveness.
   Moving fast is tempting, but psychological safety thrives when people feel their contributions matter. Slowing down for clarity pays dividends.
3. From “nice” to kind.
   Over-emphasizing politeness can discourage honesty. Candor, when rooted in care, strengthens trust and clarity. Safety is not about comfort. It is about confidence in how differences are handled. Choose to be kind and speak the truth as you experience it.

Start with Yourself, Scale to the System

Begin by asking: What helps me feel safe enough to take a risk? What undermines that sense of safety? Your answers can serve as a guide for the kind of environment you create for others.

Psychological safety is not a perk. It is a performance imperative. Everyone contributes to it, but leaders carry the greatest responsibility to model the behaviors that make it possible. When leaders co-create safety with intention, they expand capacity and strengthen resilience. Teams that practice safety learn to navigate conflict, uncertainty, and change together, emerging stronger each time.

Today, choose one action: listen deeply, invite a new perspective, or share vulnerably. The steps you take toward safety today shape the results your team will experience tomorrow.

To learn more about Onsite and our mission of creating an emotionally well world, visit https://experienceonsite.com.

---

We’re thrilled to share some big news: Spirence has been recognized as one of the winners at this year’s HR Tech Pitchfest!

Standing on stage alongside some of the most innovative companies in the industry was an incredible moment—and validation that prevention belongs at the center of workplace mental health.

---

Why prevention matters

For decades, employers have relied on Employee Assistance Programs (EAPs) as their main solution for mental health. Yet the numbers tell a different story: on average, only 5% of employees ever use them. That leaves most of the workforce underserved and unsupported until problems reach a crisis point.

The truth is, only about 25% of employees need clinical care. The other 75%? They’re not “sick,” but they are stressed, stretched thin, and at risk of burnout. That’s where Spirence steps in.

---

What makes Spirence different

Spirence is designed for the 75%. We’re a preventative mental health platform that helps employees stay well, build resilience, and thrive before challenges become crises. Backed by 75 credentialed experts, we deliver evidence-based, accessible resources that support employees and their loved ones alike.

Implementation is simple, subscriptions are affordable, and our prevention score helps organizations measure impact. And the best part—we don’t replace EAPs, we enhance them. Spirence drives engagement well beyond traditional programs while also channeling employees to clinical support when it’s truly needed.

---

The results speak for themselves

• 26% utilization (vs. 5% industry average for EAPs)
• 90% completion rates across programs
• 6X ROI by preventing burnout and crisis care
• 100% customer retention

Today, Spirence is trusted by leading employers across industries—municipalities, schools, financial institutions, and global firms who know that prevention isn’t just good for people, it’s good for business.

---

Why this recognition matters

Pitchfest wasn’t just about winning an award. It was about shining a light on a new way forward for workplace mental health—one that prioritizes prevention, resilience, and accessibility for everyone, not just those in crisis.

We’ve seen firsthand the impact untreated mental illness has on employees, families, and organizations. We’ve also seen the power of prevention. That’s why we built Spirence, and that’s why this recognition at HR Tech means so much.

---