Relational Health Shapes Culture — The Mental Health Cost of How We Lead

When people think about mental health in the workplace, they often focus on individual coping strategies.

But mental health is not shaped only by workload.

It is shaped by relationships.

It is shaped by tone. By how conflict is handled. By whether feedback is clear or confusing. By whether people feel safe enough to speak honestly.

And most importantly, it is shaped by leadership behavior.

In Week 1, we explored how mental health is a leadership issue. In Week 2, we discussed burnout as a systemic signal.

This week, we go deeper into the often-overlooked truth:

Relational health is organizational health.

And when relational health breaks down, mental health costs rise — not only emotionally, but operationally.

Leadership Reflection

One of the most common things I hear in leadership spaces is:

“The workload is heavy… but it’s the environment that’s draining.”

People don’t always leave organizations because of tasks.

They leave because of:

• unclear communication

• inconsistent leadership

• emotional unpredictability

• unresolved conflict

• power struggles

• lack of trust

• feeling invisible or undervalued

The emotional weight of dysfunctional relational dynamics often becomes heavier than the job itself.

This is where mental health becomes a cultural issue.

When people spend their workdays emotionally bracing, overthinking, or walking on eggshells, the nervous system interprets that environment as unsafe.

Even if the organization offers wellness programs, the culture still communicates:

“You are not secure here.”

That message is costly.

Expert Insight: Psychological Safety Is a Nervous System Experience

Psychological safety is not a buzzword. It is not simply about being “nice.”

Psychological safety is the felt sense that: ✔ you can speak up without punishment ✔ mistakes won’t lead to humiliation ✔ your concerns will be taken seriously ✔ you won’t be blamed for systemic failures ✔ conflict can be navigated without retaliation

From a trauma-informed perspective, psychological safety is experienced through the nervous system.

People may not always be able to name what feels unsafe, but their bodies will show it through:

• hypervigilance

• avoidance

• shutdown

• irritability

• emotional exhaustion

• decreased creativity

• disconnection from purpose

This is why relational health is not optional. It is a direct contributor to performance, retention, and workplace wellbeing.

Leadership Reflection Prompt

Ask yourself:

“How do people feel after interacting with me?”

Not what they think. Not what they say publicly. But what they feel internally.

Then reflect:

“What relational patterns exist in this culture that are quietly harming mental health?”

You may notice:

• passive-aggressive communication

• unclear expectations

• emotional dumping on high performers

• avoidance of accountability

• leadership silence during tension

• unspoken power dynamics

These patterns do not remain neutral.

They shape the emotional climate of an organization.

Leadership Practice for the Week

This week, practice one relational leadership skill:

1. Name the tension

Instead of avoiding discomfort, say:

“I sense there may be uncertainty here — let’s clarify what’s needed.”

2. Clarify expectations

Healthy leaders reduce anxiety by reducing confusion.

3. Repair quickly

If there is miscommunication, acknowledge it early:

“That wasn’t clear on my end. Let me reset.”

4. Create consistent emotional safety

People thrive when leadership is predictable, not performative.

Relational leadership is not about perfection. It is about creating cultures where people do not have to protect themselves from leadership.

Relational health shapes culture.

And culture shapes mental health.

If we want healthier teams, we cannot only focus on individual resilience — we must also build relational integrity into leadership development.

Because the cost of unhealthy leadership is not only emotional.

It becomes financial. It becomes structural. It becomes generational.

This February, may we lead in ways that build trust, clarity, and safety — not fear and fatigue.

With purpose and accountability, Dr. La’Toya Nicole Edwards, LCSW, BCD Transformative Speaker | Trauma Strategist | Consultant & Trainer Creator of The Sankofa Method™ & EMERGE™

🌿 For organizations seeking leadership training, team facilitation, conflict transformation support, or trauma-informed culture consulting: 👉 www.latoyaedwards.com