Buyer Beware: A Coaching Guide for Navigating Workplace Mental Health Solutions

As workplace mental health and psychological health and safety (PHS) become strategic priorities, the marketplace is booming with interventions, platforms, and self-proclaimed experts. A general comment I often make it seems like the wallet share and investment in workplace mental health increases there are more looking to maximize this opportunity for financial gains. The primary goal of workplace mental and PHS needs to be promote mental health and reduce mental harm while reducing any risk for human harm.  

With the rising demand in mental health crisis in today workplace comes rising risk: not every offering is built on science, and not every “expert” is qualified to guide your organization. This blog is designed to help leaders make informed and evidence-based decisions without falling for the mental health equivalent of a used car pitch.

What Makes Someone a Subject Matter Expert (SME)?

True expertise in workplace mental health isn’t self-declared it’s earned through years of education, training, experiences, applied practice, and peer-reviewed contribution or some combination.

Here’s what to look for:

• Academic Credentials: Look for degrees in psychology, psychiatry, occupational health, public health, adult education, or behavioural science. Advanced degrees (e.g., PhD, PsyD, MPH) often signal deeper research training.

• Professional Certifications: Seek credentials from recognized bodies such as: Canadian Registered Safety Professional (CRSP) Certified Psychological Health and Safety Advisor (CMHA) Registered Clinical Psychologist or Social Worker

• Employment History: Understand their track record in relevant roles: training, teaching, leadership, clinical practice, organizational consulting, academic research, or policy development. Have they led programs in large organizations? Have they published and program that are peer reviewed?  Advised government or regulatory bodies? Projects that demonstrate competency in PHS. Involved in committees such as OHS and PHS both internal and external.

• Publications & Applied Work: Ask for white papers, journal articles, or case studies. A credible SME will have contributed to the field through research, thought leadership, or program design.

Above are some examples- the point is be interested in what makes them qualified and have expertise in what they are presenting, promoting or selling.

Defining “Good”: What Does Value Look Like?

Before buying into a solution, ask: What does success look like, and how is it measured?

A credible provider should define value using:

• Outcome Metrics: Changes in absenteeism, presenteeism, disability claims, turnover, engagement scores, or psychological safety indicators.

• Behavioural Change: Evidence of sustained habit change, not just participation rates.

• Intersectional Impact: How different populations (e.g., marginalized, neurodivergent, multilingual) may have different needs, and experiences.

• Evaluation Frameworks: Use of models like Plan-Do-Check-Act, Kirkpatrick’s Four Levels, or Phillips ROI Methodology to assess impact.

Beware of vague claims like “our app improves resilience” without showing how, for whom, and to what extent. Be weary of self report stats with out source documentation.

ROI Claims: Proceed with Caution

Return on investment (ROI) is often used as a selling point but it’s rarely straightforward in mental health and PHS. If someone claims a 5x ROI, ask:

• What methodology was used? Was it the Phillips model, cost-benefit analysis, or something else?

• Were intangible variables controlled? How did they account for culture, leadership, external stressors, or concurrent initiatives?

• What attribution weight was assigned? Did participants credit the intervention for the change, or were other factors involved?

• Was the data independently verified? Third-party evaluations are more reliable than internal claims.

A humble expert will acknowledge limitations, share their assumptions, and invite scrutiny. A red flag? Overconfidence without transparency.

Five-Point Checklist for Screening External Services

Checklist Item

What to Look For

1. Credentials & Experience

Degrees, certifications, and employment history in mental health, OHS, or PHS.

2. Evidence-Based Design

Peer-reviewed research, program evaluations, and measurable outcomes.

3. Track Record

Longitudinal data, case studies, and repeat clients in diverse sectors.

4. Accessibility & Inclusion

Consideration for language, disability, culture, and intersectionality.

5. Transparency & Humility

Willingness to discuss limitations, methodology, and evaluation rigor.

 Final Thoughts: Measure Twice, Cut Once

Workplace mental health is not a trend it’s a responsibility. Leaders must be discerning, not just compassionate. Ask hard questions. Demand evidence. And above all, partner with those who combine humility with expertise.

Because when it comes to mental health, the cost of getting it wrong isn’t just financial it’s human.

 To become trained as Crisis Ready Interventionist see www.crisisready.ca