In this episode of Logistics with Purpose®, hosts Enrique Alvarez and Kristi Porter engage with Alan Barron, Mental Health Manager at Aon, discussing the significance of mental health in the workplace. Alan shares insights on the importance of mental health awareness, particularly in high-stress industries like logistics and supply chain, and emphasizes the need for open communication, supportive environments, and accessible mental health resources to prevent burnout, anxiety, and depression. Alan's expertise in clinical psychology and corporate wellbeing offers valuable strategies for fostering a healthy workplace culture.

Join us for an important conversation about the role of empathy, compassion, and proactive mental health policies in enhancing employee productivity and organizational success. As mental health awareness month is celebrated, the episode encourages companies and individuals to prioritize mental health as a lasting part of their culture.

Additional Links & Resources:

• Connect with Alan: https://www.linkedin.com/in/alan-barr%C3%B3n-angeles-44892698/
• Learn more about Aon: https://www.aon.com/mexico/default.jsp
• Learn more about Logistics with Purpose: https://supplychainnow.com/program/logistics-with-purpose
• Learn more about Vector Global Logistics: https://vectorgl.com/
• Subscribe to Logistics with Purpose: https://logistics-with-purpose.captivate.fm/listen

This episode was hosted by Enrique Alvarez and Kristi Porter. For additional information, please visit our dedicated show page at: https://supplychainnow.com/importance-mental-wellness-supply-chain-logistics-industry-lwp129

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And now, here's today's episode of Logistics with Purpose.

Welcome to another episode of Logistics with Purpose.

I'm your host, Enrique Alvarez and of course I have the pleasure of being here with my co host, Christy Porter, CMO of Vector Global Logistics.

Christy, how are you doing today?

I am really good.

I am excited for this conversation.

We've already been talking a little bit about it.

This is actually our first recommendation from our head of human capital, which is also really exciting and that tells you a little bit more about what we're going to be talking about.

But it's a great topic for us.

So luckily we get to be here and kind of dig into this on our own and then share it with our team and share it with our greater community.

But yeah, I'm thrilled to be here.

It's a very unique expertise.

So we're here with Alan Barron, well, being manager at aon.

Alan, thank you so much for being here.

Thanks for joining us.

How are you doing today?

I'm doing good.

Now, before we started recording, we talked about the importance of what you do and then also the fact that we really didn't even know that a decision like yours existed.

So it's going to be a good conversation.

Very timely as well.

And again, before we started recording, Christy, I think you made a really good point.

Every day is important for mental health.

I know that May is considered the month for mental health, but you're right, it should be every day.

It is every day.

And we'll probably learn a little bit more about Alan in a couple more minutes.

Yes.

And before we get into mental health well being, we will start you off a little slower, Alan.

So to get you started, let's do some warmup questions.

Just respond with the first thing that comes to mind.

So, so first question, what's one thing you do to stay productive?

Wow, that's a difficult question to answer.

I think that I stay productive with a lot of things for me is to create a detailed to do list at the beginning of each day.

This helps me prioritize my tasks and stay focused on what needs to be accomplished.

Maybe breaking down larger tasks into smaller manageable steps also makes it easier for me.

I agree.

And there is really no greater feeling than checking something off of a to do list.

That's for sure.

Yeah, it's very pleasant.

It is.

I use the sauna and when you hit a check mark, it does this little unicorn thing.

Yeah, done.

Sometimes even if you do something that it's not on the to do list, you put it on the to do list.

You add it.

So you can.

Yeah, yeah.

Immediately after that you strike it.

I'm in there.

I'm so there with you.

Well, Alan, what's one thing you do to cheer yourself up?

I think we previously talked with Enrique about soccer, maybe doing some sports.

I think listening also to my favorite music always cheers me up.

And it's.

And what is your favorite music?

I'm currently fan of Foo Fighters and also Coldplay.

I think so.

And this is my favorite band.

Yes.

Okay, good.

And also I start on my days always hearing this music to cheer me up.

That's awesome.

And well, and Enrique will want to know who's your favorite soccer team?

Well, I already went through this before we started recording, but please, for all our audience out there, Alan, who do you cheer for and who do you employ?

I'm a biggest fan of a soccer team here in Mexico City that's called Pumas de los Pumas de la Universidad Nacional Autonomous here in Mexico.

Awesome.

Very cool.

Of course, this will be some great advice from a well being professional.

How do you clear your mind?

My profession gives me the tools to practice mindfulness and also meditation.

Maybe taking a few minutes to focus on my breathing and being present in the moment helps me let go all the stress on the mental clutter.

And additionally engaging in physical activities like tennis, as I said before with Enrique, or going for a run can also help me clear my mind and improve the overall well being.

Good, thank you.

Switching a little bit to Spanish there.

But basically, I mean physical fitness will give you also like some mental fitness or health benefits.

Alan.

So thank you very much for your answers.

Now let's hear a little bit more about your background.

Tell us a little bit more.

Who are you?

When you were a little bit younger, where did you grow up?

What was your childhood like?

Well, I think my childhood was a great one.

I grew in Mexico City.

I am the youngest of three siblings and my childhood was very good in many aspects.

I had the opportunity to engage in many activities, both sports and musical.

And although this didn't end well in the end, but I've done it and share them with my siblings.

And I think Those are some of my best memories, I think, spending weekends with them, doing what we've loved the most.

And I think my childhood established what we are going today for sure.

And so is there something maybe it's spending time with your siblings or something else that now you kind of look back and see like, oh, now I can see that Mental health and well being was something I always prioritized, whether I realized it or not.

Yes, of course my parents lose some of respect from mental health.

They involves us in a lot of activities in order to stay focused in one activity nowadays.

I saw that these activities, all these sports and all the technicians develops a lot of skills for me in mental health, basically in my person.

And also I can contribute to my patients to lead with this previous acknowledgments.

So, Alan, there's no mystery that you're an expert and you have an incredibly strong academic background.

You have a degree in clinical psychology from the UNAM la Universidad Autonomous.

Plus you also have some specializations in cognitive behavioral therapy, neuropsychology and neuroscience.

Tell us a bit more about why.

What motivated you to continue advancing your expertise?

Because your first degree was already incredibly impressive, motivated you to continue advancing in this specific areas.

Thank you.

I have been motivated by gaining more knowledge and being able for continuous needs that arise.

Mental health is something that is constantly advancing, I think.

And within come new challenges and opportunities with patients and also with my clients.

Absolutely, yes.

I feel like every year we continue to hear more and more about mental health and how important it is and it's becoming less of a subject of stigma.

So that's always really important.

And of course you're going into it with not just a clinical approach, but a scientific approach.

And also just from working directly with patients and being able to have that one to one expertise as well.

Well, you've built your career in organizations like Marsh McLennan.

The gosh.

Shouldn't have gotten a Spanish phrase here, but Universidad Aliciana.

That was good.

That was okay.

All right, thank you.

And now aon.

So you shifted from clinical work to human capital consulting and corporate well being.

First tell us what I know we discovered you through aon.

So first tell us a little bit what AON is.

Yes.

Well, AON or aon.

It's the biggest broking company in the world.

We set up all the risk consultation to all our clients.

We establish a lot of or develops programs with medical insurance and also with another risk that the company may have as automotive or maybe industry.

All that concerns all the insurance companies that needs to be done.

Aon does for you.

Okay.

All right.

And then you were telling us a little bit before we joined that you made your shift during the pandemic.

So I'm excited to hear more about this.

But you did shift from clinical work to human capital and capital consulting and corporate well being.

So tell us a little bit about that journey and what is it that you love about this new focus?

Yes.

We talked about various topics, including the burnout syndrome.

However, I noticed that it was not common to have these kinds of conversations with people outside the health field.

But one of the things I can take away from the COVID pandemic is my entry to this world.

This was the relevance that the mental health gained for everyone.

In fact, that was the pandemics.

The Mexican government established a legislation to cover the mental health programs in all the companies here in Mexico.

And this is my shift or my entrance to this world, the clinical world, and also the behavioral labor world.

I've been very impressed with just learning from our human capital team who is based in Mexico.

I've been very impressed in with the things that the Mexican government has rolled out to continue to focus on the well being of employees, the required sessions that you need to conduct to stay compliant.

All that is incredibly impressive.

And I hope that the US and other countries will start to do some similar measures.

So I love that you're on the forefront of that.

And so what have been some of the.

I guess not to do with just compliance, but corporate well being as well.

What have you seen of some of the big shifts in the last couple of years coming out of the pandemic and into corporate well being, where it's becoming more a norm and not something that's completely out of the ordinary.

What are some of the shifts and trends that you're seeing?

I've seen a lot.

I have the opportunity to work with a lot of industries, the logistics and also retail or maybe food companies.

All of them has an enormous areas of growth.

I think these companies or these industries have the opportunity to create or develop the wellbeing programs, including the mental health, because the previous of the pandemics, these wellbeing programs stay focused only in the physical way, or maybe in the nutritional.

Yeah, this is something and it's an area that's always been a little bit of a taboo I think.

Right.

And it's just slowly starting to come out as something that is critical and important.

I would even a competitive advantage for companies that have a good mental health plan and programs.

Needless to say, Alan, you have designed several well being strategies for national and multinational companies around the world.

And before I ask you a couple of questions around that, just tell us in your opinion, why is this important?

Why companies should care and make this a priority?

What's in it for them?

Companies I think should prioritize well being strategies because the mental health of employees directly impacts productivity.

Also engagement, engagement and overall organizational success.

I think when employees feel supported and well valued, they are more likely to be motivated, perform better and contribute positively to the company culture.

I think this is the best or the main topic for the organization.

The culture about mental health programs or mental health culture.

And additionally, addressing mental health proactively can reduce absenteeism, turnover rates and healthcare costs.

And in today's competitive business environment, fostering a healthy workplace is not just a moral obligation, but is a strategic advantage.

Absolutely.

So what can a company in general, and I will deep dive on this with Christy in a second, but what can a company do to protect team members mental health?

I mean, what do you see?

Aon and some other companies that works best?

I think to protect team members we need to strive to develop some skills from the leaders, the managers or maybe the directors of the companies.

We need to create a supportive environment and we need to encourage open communications about mental health and provide resources such as the EAP programs and access to mental health professionals.

I think also to promote the work life balance and maybe implement some flexible working hours, work from home and encourage regular breaks to prevent burnout syndrome and also offer training and education for managers who does not see the signs of the mental health problem or issues and how to support their teammates effectively.

And that's very important.

Right.

Because as you say, I mean it's.

If you sit with someone and you talk about these things, everyone's going to say I agree, everyone's going to agree to those things.

But when you're working and you have employees underneath you or you have a boss above you, you still have to get the job done.

And so it feels like this is a little bit of a double standard in our society today because we all think that this is great and we have to do it.

But then when it comes to really making things happen, a lot of people just simply go over and say, well yes, this is important, but right now I need this report by tomorrow.

I don't care.

So you said communication, which is very interesting.

And then also you also said if managers or people that are working with other people don't realize what's going on.

So how can you identify what are some of the symptoms of the burnout syndrome that you mentioned?

Yes, typically the symptoms are not as clear as a glass of water.

Maybe we can see these behaviors through absentism.

It's clear when the employee, employee needs to get at times out of the office.

Maybe he gets into the office late, maybe he's a little bit, I don't know, stay out of focus.

Or maybe we can establish a lot of violent behavior between teammates.

There's the clear symptoms that the employee, it's almost a breakdown or maybe are experiencing symptoms like depression or maybe anxiety that establish the previous stages to burnout syndrome.

Before I move on, I also want to ask you.

We are a remote first environment prior to the pandemic.

Many companies became remote first or hybrid after the pandemic.

So it's hard enough to manage people in person.

Then you add in topics like this.

You're also having to manage well being.

Then you're having to trying to look for symptoms when maybe most of your communication is via email or text or you know, video chat, but cameras aren't turned on.

So then a manager is also trying to not make assumptions but be perceptive.

So also talk about remote environments and what managers can do to both lead well and to look after their teammates well.

This is why the employee assistance programs are the main tool for managers to create this supportive environment.

Because when the manager or the responsible of the team knows the tools to thrive through the mental health well practices, they need to be expressed to their teammates.

And also in these hybrid models in the office, we need to establish a few, not a meeting, but an environment to talk about freely about their emotions and also their thoughts about the activities that they have done all the week.

This is the main tool that the managers needs to be done.

They are developing.

It comes back to your point and you're probably working in one of the companies that are in the front line when it comes to well being because again, even your own title, I don't think that a lot of companies have a position that do what you do.

So that speaks very, very highly of your company.

But it sounds like you have to work at many different levels to convince this.

Right.

Because you can't just simply expect employees to be open about how they're feeling.

Because that's just not the way we have been managing work since forever.

Yes.

How do you build that trust?

Because at the end of the day, we can give these opportunities to the employees.

And I'm pretty certain that at least for most companies, employees are not going to volunteer that they're overworked or about to burn out, or that they're stressed or anxious because we see it as a weakness as opposed to a condition.

How do we change this?

Right.

Including with me and you and Christy and everyone that's listening to us.

What do we need to do ourselves to understand this burnout syndrome better?

Yes, I think to develop trust in our teammates needs to be building every day.

And this trust needs to be based on all organization.

That was the importance to establish policies about mental health or policies about well being programs in the industry or the company.

This is the base.

And also for team leaders, it needs to be when a colleague or an employee talks with them about their emotions and also their thoughts or maybe a few topics for the company, they need to develop a confidential line or a confidential conversation with the colleague.

This is the very first step.

Well, you've not only had experience across the entire spectrum, but you've also led over 200 mental health workshops, which is a lot.

So you have a wealth of experience.

So let's talk specifically within the logistics and supply chain industry based on your observations.

Again, there was kind of like a pre pandemic industry and then a post pandemic industry.

And so now of course, we're living through a whole new reality with the tariffs and things.

So what mental health topics and issues have you seen that tend to emerge in logistics and supply chain professionals?

Well, it's a very good question and it's also super interesting because mental health in the logistics and supply chain is growing with the concern with these own unique challenges that can significantly impact mental well being.

And this industry often faces high stress and pressure due tight deadlines, complex problem solving and long hours, which can lead to issues such as burnout syndrome or maybe anxiety disorders or maybe depression.

I think the high stress and the pressure in the employees that have or develops in roles such as freight managers, the logistics coordinators, the truck drivers, maybe they deal with the tight deadlines and the high pressure situations.

This constant stress can foster burnout if it's not properly managed.

And can we also, before we move on Just from your clinical opinion, can you also just give us some overview or definition of burnout, anxiety, depression?

Because I think those have also become such common words that we may not tend to know the right definitions that go with them.

Or if you say burnout, that's something everybody's like, oh, I'm always burnt out, you know, I mean, it's a very common thing.

So if you would give a the more clinical definitions and symptoms associated, that would probably be helpful.

Yeah, gladly.

Well, let me explain this.

Anxiety, the isolated word of anxiety.

It's an emotion.

Anxiety is feeling of worry, maybe nervousness or maybe unease about something with an uncertain outcome.

It is normal and often it is a healthy emotion.

But when a person regularly feels disproportionate levels of anxiety, it might become a medical disorder.

Anxiety disorders can include maybe generalized anxiety disorders, panic disorders, social anxiety disorders and various phobia related disorders.

But in isolated anxiety, it's a feeling or an emotion.

When we are talking about disorders that's this is the.

When a person has a lot of intrusive thoughts or maybe intrusive emotions they feel or they are experience and disorder of anxiety.

And also.

Well, depression is a common and serious medical illness that negatively affects how you feel, the way you think and how you act.

It causes feelings of sadness and or loss or interest in activities once enjoyed.

It can lead to a variety of emotional and also physical problems, can decrease the person's ability to function at work.

And burnout, it's the main topic of all the companies.

I think the burnout is a state of emotional, physical and mental exhaustation caused by an excessive and prolonged stress.

It occurs when you feel overwhelmed, emotionally drained and unable to meet constant demands.

And so if I understood this correctly, then some of these burnt out and the stress generated from that can then also lead to the anxiety and depression.

So it doesn't have to be one following the other.

It could be in either direction.

Right.

You can experience anxiety and depression first and then that will give you more burnout or no.

Is it first one, then the other?

Yes.

Maybe all the previous symptoms of burnout are anxiety problems.

Maybe when we meet with the patient we need to establish all the symptoms about their feeling and also can mislead to a diagnosis.

Maybe we can establish anxiety problems, but the person has developing a burnout syndrome.

Maybe we can talk about the same symptoms, but it's the time that they present.

And also the level of these emotions are a key sign.

Well, and you mentioned before Alan, about the supply chain and how stressful the Supply chain and logistics in particular is because you have like the expedited services and 247 operations and valuable cargo and deadlines and just long hours.

So I have a two part question for you.

You Is there any difference as of this particular industry affecting someone's mental health compared to other industries?

And then probably more importantly, if you are a supply chain logistics provider or work in this industry, our industry, is there something simple that you can do to reduce the stress kind of built up by this industry?

There's something you can do to reduce all these different symptoms on a daily basis or something that you individually, without the need of a whole department can do to help yourself.

Yes.

About all the logistics industry and the supply chain industry, maybe it's one of the top industries that has a lot of burnout syndromes and a lot of employees that may set the symptoms of depressions and anxiety because all the activities, maybe this the main topic we're talking about is the isolation that a worker needs to prevent.

Also the irregular hours shifting their works and also the physical demands and the impact on job performance are the main topics that the logistics has to focus in these stages to prevent all these illnesses.

And also these actionable practices are the effective strategies to address these challenges and to promote, as I said before, the open communication, encourage discussions about mental health and provide resources such as the employee assistance programs implement these work policies.

I said this before because not all the companies had a policy about a mental health foster program.

And also they provide trainings are open discussions maybe the empathy and the compassion.

It's crucial to demonstrate how your companies care about your employees.

Yes, I think back to what we were talking about earlier.

Trust and then open communication, two super important factors in that.

So I have so many questions, but let me start with.

So thank you for earlier.

Also defining these people may resonate with some of the topics or one more than another.

We don't want people to play Dr.

Google.

So at what point does somebody say, you know, what either symptoms to look out for or if they do just have like a feeling this, what you're saying may be accurate to me.

When should somebody go ask for help, whether that's to their, you know, human capital or employee assistance program or a medical provider.

But at what stage should somebody raise their hand and say I think I need to talk to somebody outside my immediate self or family?

Yes.

Well, this is also great questions.

What works best is the holistic approach that combines the strategies about the companies and also the strategies with employees.

Maybe if you are experiencing some lack of interest in what activities?

In your activities or your family.

Lack of, I don't know, maybe lack of opportunities to develop conversations with someone and maybe if you feel stressed out, but.

But not only in the working hours, maybe in your weekends or in your resting times.

Maybe this is the main symptoms that you need to be focused because these silent symptoms, if they can develop disorders like anxiety or depression as we previously talked about it.

And also with the families, we need to establish a network about how to address to my husband or maybe my wife, I don't know, my kids.

Because the family is those who are looking for the best of the person.

And also they can identify these problems.

That's why the EAP programs are developed to the colleagues or the employees and also their families.

They can communicate and report and also give some address to these persons.

I think the family is definitely important.

I didn't think of that.

Yeah, it's an entire support system maybe.

Changing gears a little bit here.

But it's fascinating talking to you not only because of everything that you know about this, but then also because you actually have the position you have.

So I was a little bit curious about what's a day to day in your life.

I mean how do you just sit and wait for people to call you and say hey, I'm suffering this.

I'm sure that's not the case, but walk us through one of your day to day activities.

Being kind of leading this very, very important department at your company.

Yes, of course we need to.

As a leader of my team here in Aion, we need to do some things to be in the wellbeing in my day to day.

I need to contribute to my team, asking them how they are in the day, maybe ask another topics not around the work, maybe around their families, how they feel.

And also with this information I can set the task to be done in the day.

So I need to start my routine with daily care for myself and also for my family, for my pets.

It's basic to establish a well being a day.

I think so.

It's amazing that you said that because again I'm learning a lot of things during this conversation with you today.

But you have to be okay with yourself first.

And you mentioned it.

So you have to address your own mental health before you can even help everyone else.

And it sounded to me that there's no magic wand here.

You just have to spend the time to get to know your co workers better, your team better.

You ask them about their families, you ask them about their pets, you ask them about Their life, which might sound very obvious, but I think that people just forget about that.

Right?

I mean, we're working, working, working and we forget that.

Well, I don't even know who this guy's brothers, sisters, mom, maybe someone is sick in the family.

Maybe I'm worried about the son or the daughter in school or the daughter's not having good grades.

That is key, right?

Is that kind of like very simple things that we should all do, regardless of your position in your company, just get to know each other better.

Would that help?

Yes.

And it's not that obvious.

I saw every day with my co workers and also with a lot of people.

It's not talking bad about them because in all the industries, all the companies are speeding as light, I think.

And also we need to stop in a few minutes, talk about myself, talk about my emotions, my feelings.

But it need to be done in the day, the day today.

No, it's not a glimpse of your day.

Maybe you can establish this to your co workers and maybe with all your teammates.

Absolutely.

It's simple, but it's hard at the same time.

So yes, thank you, thank you for that.

This has all been so helpful.

We are launching this episode during Mental Health Awareness Month.

So it's great to reflect on the importance mental health well being.

We're trying to make a bigger deal of it this year at Vector and shout out to our own human capital team who brought you on as our guest.

So, Ale Loreto, Brian Obregon, Paula Garcia, we are just grateful for them and all they do for us and grateful that for the introduction to you.

This is a really important conversation for us to have internally in our own teams and hopefully more logistics professionals and companies will start to implement these practices as well.

And even if not as companies, which we hope, then hopefully individuals will start to take notice and take some of these small steps themselves.

But I guess as we sort of wrap up here, I want to ask you, from your perspective, you, you've clearly met with and dealt with lots of companies, lots of individuals.

From your perspective, how can companies across any industry lead with purpose and make mental health not just a priority for Mental Health Awareness Month, but a lasting part of their culture.

Yeah, thank you for that question.

And I think that we need to establish an accessible treatment or accessible tools for all our employees.

It's crucial to demonstrate empathy and compassion for people who are struggling with mental health issues.

And understanding and accepting attitudes can go a long way in making others feel understood and accepted.

Maybe with this change of or switching our minds to cope with all the problems that we may have and also reducing the hurdles that stigmatization causes by making mental health care more inexpensive and accessible.

I think people are more inclined to seek assistance when they can easily receive treatment without worrying about being subjected to discrimination, I suppose.

Yeah, absolutely.

So Alan, all our listeners will definitely benefit from this conversation.

In this interview, before I kind of ask you to give us your contact info or how our listeners can contact you or some of the other links that might be helpful for them, do you have anything to say to our audience?

Any last call of action if you had to give them some additional words of wisdom, anything to them before we wrap up the interview?

Well, I think only thank you for hearing our conversation.

I hope that this information can be better for you.

And also if you are experiencing some of these feelings of loneliness and exacerbate every day, please contact a professional to can help you with all the symptoms.

You are not alone in this.

Maybe a doctor, maybe with a psychologist, maybe with your human resources area, you can can talk with them and establish a program or establish a to do list to achieve a very good mental health every day.

Alan, thank you so much.

How can our listeners connect with you?

Well, I think social media can lead with me maybe in LinkedIn.

You can search me in LinkedIn like Alan Baron Angeles and also with my Instagram and also the X social media, you can strike me Alan Baron angel, perfect.

Thank you so much for being here.

This is an important conversation.

I know we both learned a lot and look forward to taking this back to our team and putting this into our practice and our daily lives as well as we continue to be better leaders, better humans and better employees.

And thank you so much for all the just amazing work that you're doing with companies around the globe.

Alan, we really appreciate it and listeners, we appreciate you so much and if you enjoyed this conversation, then join us again in two weeks.

That episode didn't start out as a mental health topic but kind of ended up there.

So I'll give you a little bit of a sneak preview there and we'll see you in two weeks.

Thank you.