Starfish, Culture, and the Future of Workplace Wellbeing
For decades, workplaces have treated mental health as a side issue — something to manage with yoga and meditation apps when things get tough. But here’s the disconnect: we’re solving for the wrong problem.
If you want proof, consider the starfish.
The Starfish Story
Two people were walking along a beach and noticed that it was covered with thousands of washed-up starfish. Along their walk, one of them kept stopping to pick up a starfish and throw it back into the water. The other asked: “Why are you bothering to throw those starfish back into the water when there are so many others still on the beach? What difference will it make?” “Well,” the friend responded, as he picked up another starfish and tossed it back in, “For that one starfish, I just made all the difference.”
I love this story. There’s such a beautiful part of humanity in it — how we should keep trying to make a difference, and how it’s worth it if at least one person feels the effect. The thing about this “one starfish at a time” method, however, is that it has been the prevailing approach to addressing mental health in the workplace. We identify the individuals at risk, intervene, and connect them with the resources they need. While this certainly helps some, what about the many individuals who are still left to dry on the beach?
The Bigger Problem
Self-care singlehandedly won’t fix burnout. Hotlines alone won’t stop suicides. It’s not enough to just offer resources, perks, and programs. The mental health crisis is a problem that we need to solve together.
Over one billion people worldwide live with mental health conditions, and depression and anxiety alone cost the global economy an estimated $1 trillion each year (WHO)
In 2025, 66% of American employees experienced burnout, with younger generations reporting rates of up to 88% (Moodle by Censuswide).
Suicide is the 11th leading cause of death in the US, with men accounting for 69% of all suicides (AFSP)
We’re still in a loneliness pandemic, with approximately 33% of adults in the United States reporting feeling lonely at least once a week (WHO)
These numbers reveal a sobering truth: while trillions are being invested in “solutions,” we’re actually solving the wrong problems. The rise in employee mental distress is less about the individual and more about the workplace itself — the broader company culture, policies, unsustainable work practices, prevailing attitudes, and day-to-day team experience.
Here’s the reality: if employees are the fish, then culture is the water. And no matter how resilient the fish, they cannot thrive in toxic water.
The good news? We can change the water.
A Better Way: Upstream, Midstream, Downstream
The starfish story reminds us that compassion matters — but if we want to create lasting change, we can’t just keep tossing starfish back into the water. We need to stop them from washing up in the first place. That’s the power of addressing mental health upstream. When leaders intervene early, they prevent a thousand problems downstream.
Think of it this way:
Upstream is about the organization. This is where Trendsetters — executives, directors, C-suite leaders — sit. They control the policies, priorities, and systems that either fuel wellbeing or erode it.
Midstream is about the team. This is the domain of managers — or what I call Permission Givers. They shape the daily work experience and determine what thriving looks like, day in and day out.
Downstream is about the individual. These are the Self-Starters, the ones who adopt new tools and wellbeing initiatives — quickly or not at all.
Together, this upstream–midstream–downstream approach creates accountability at every level and makes wellbeing a shared responsibility.
Here’s what it looks like in action:
Upstream — Focus on the Organization
Who: Trendsetters (executives, directors, C-suite)
The reality: Only 56% of employees believe their executives care about their wellbeing (Deloitte). That’s a massive trust gap.
What to do:
Start the conversation. Top leaders can begin the conversation about mental wellbeing to help destigmatize mental health. In addition, they can reflect on their leadership style and how that might be impacting the mental wellbeing of the people they lead. To uplift others, leaders need to focus on their “daily touchpoints.”
Embed wellbeing in the system. Culture is the “make or break” influencer of employee mental wellbeing. Hint: It’s less about the people, and more about the workplace itself. Applying lessons learned from safety, every company needs a culture of mental wellbeing. By definition, this calls for systemic changes – not just individual changes.
Midstream — Focus on the Team
Who: Permission Givers (managers)
The reality: Managers alone account for 70% of the variance in employee engagement (Gallup). In other words, they’re the linchpin.
What to do:
Create an Oasis of Wellbeing. Holistic wellbeing is foundational in safeguarding mental health. When a workforce is thriving, so is the organization. Every manager can build an Oasis of Wellbeing within the team by modeling wellbeing, talking about it, and creating a team culture that makes wellbeing an integral part of the daily routine.
Build psychological safety. Every manager can create a Safe Harbor within the team. Especially in a high-risk environment, psychological safety is paramount. Moreover, it’s foundational in ensuring team performance and increases the likelihood that team members will step forward if they are in distress.
Downstream — Focus on the Individual Level
Who: Self-Starters (individuals)
The reality: 76% of full-time U.S. workers report at least one symptom of a mental health condition (HHS). This is not the exception — it’s the norm.
What to do:
Be ready to respond. We all have a role to play in ensuring that we are ready to respond. This means knowing the warning signs of someone in need and then feeling confident to engage that person in a conversation. This is not a “one and done;” follow-up is key. Let’s make sure that no one is left behind.
What role do you play? Take this quiz to find out.
The Broader Culture CAN Change
The question we must ask: are we solving for the starfish—or the water?
Investing in the “one starfish at a time” method isn’t working as well as we’d hope. It’s the “water” or the broader culture that we can transform by equipping every role (trendsetters, permission-givers, self-starters)with the necessary tools and training to prioritize mental health at every level.
Together, we can ensure fewer are left stranded—and more are thriving.
Ready to invigorate your company?
Interested in bringing our six-part series, 'Leading Mental Wellbeing,' directly to your organization? This series can be provided to your organization through a live training or through a licensed product that your own internal team can deliver to your employees. Want to see how? Let’s chat.