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Meet Jason Finucan

Guiding you through the digital landscape.

We had the awesome opportunity to interview and collaborate with Jason Finucan. 

Finucan is a mental health advocate, stigma fighter, author, professional speaker, consultant and founder of the company, StigmaZero, which offers a unique set of solutions to employers looking to improve their response to workplace mental illness. He’s also the author of his book, “Jason 1: | Stigma 0,” where he elaborates on his unique personal experiences with both physical and mental illness. 

His goal is for everyone to understand this important topic, so they are empowered to make a real change and ultimately join his vision for a future without stigma.

This is a mental health movement – and Jason wants you to be a part of it!

We asked Finucan how connection has increased or decreased in recent years? He says he’s noticed a decrease in connection, starting with COVID as a massive disrupter. “Some people thrive working from home, some thrive in the office, so no matter how you slice it, there are people who wish they were working from home, while others wish they were in the office – so it’s harder for teams to come closer together. Not impossible, just harder.” 

With continuous burnout, exhaustion, and other common obstacles taking place within today’s workforce, silo busting and making time for connection can seem like a daunting, uphill climb. After all, who has the extra space on their plate for these efforts? 

Leaders like Finucan understand the extra pressure, yet recognize that prioritizing connection is a necessity that will ultimately result in better psychological safety, and higher success for organizations. 

Finucan says, “Stigma is going to thrive more easily in an untrained, disconnected workforce. Closer teams will have more success at ending the stigma still associated with mental illness.” 

And how do teams get closer? They must start with some measure of connection. The StigmaZero founder says, “Team members should know the basics of a person, such as their relationship status, interests, hobbies, what they do for fun, and their family. These are the minimum things we should know about our close colleagues.” 

Finucan also believes team members should understand each other’s roles and positions, and how they operate relative to their own commitments, actions and responsibilities. He also sees the importance of leaders, saying, “If you’re not approachable as a leader, you’re not doing your job right.” 

Connecting and silo busting is easier said than done. Being approachable can be a battle. His professional and personal experience has helped him recognize that. Finucan says, “The problem with mental health and mental illness is very few people are comfortable talking about it. However, the more you talk about it, the less stigma will exist, and the more people will realize that mental illness is not a character flaw, or a personality trait. Mental illness is no different than physical illness, and it causes immense suffering. It deserves empathy.” 

A sense of belonging can be a significant step in the right direction. 

Finucan defines belonging as “When everyone in the organization feels valued by their employer. If team members feel valued, and their contributions are met with respect, they will feel like they belong. It’s vital. The reason people leave companies is because they don’t feel they belong or are appreciated. If you belong, you’re halfway there – if employers want the best out of their people, they need to treat them the best.” 

And if we could all just do one thing to create better conditions for belonging in the workplace, Finucan puts it short, sweet, and simply: “Stop judging people.” 

We believe this could extend to other departments or “silos” within your organizations, as well.  

Finucan puts a bowtie on it, with some wise direction, “If you approach mental illness with zero judgment, and zero politics, you will be starting from a good place. Judgment has to stop; stigma is rooted in judgment.”

Thank you, Jason, for your valuable time and insights as we all start 2024 hoping to increase connection and do our part to be less judgmental within our own teams, and every department within our organizations. Thanks for helping us navigate the silo busting process in the new year.

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