With Lyra, faster recovery, better performance, and significant health plan savings aren’t just proven—they’re guaranteed.   

For over a decade, Lyra has led the way, measuring symptom improvement at scale. The goal: better care for every person. That commitment enabled us to build the industry’s largest clinical outcomes dataset and produce 20+ peer-reviewed papers. Today, it makes it possible to ensure employers only pay when we deliver real clinical and financial outcomes.

As the first to offer outcomes-based pricing for mental health care, we’ve eliminated fixed fees and tied care costs to performance. This is a sharp departure from traditional models that charge a flat rate for every employee, regardless of whether they improve. With Lyra, you only pay for results—because our success is directly tied to yours.

How it works

Our pricing is based on measurable care and performance.

• You only pay for what works – No fixed fees. You only pay for the care your members receive until we deliver results.
• Performance drives payment – After one year, if Lyra delivers outcomes—like fast access to appointments, strong member satisfaction, significant clinical improvement, and a positive return on investment (ROI)—we earn a bonus. If we don’t hit those marks, you receive a credit on your care fees.

No fixed fees

• You pay for care delivered
• Lyra covers all program setup, management, and support

Real results or we pay you

• If we hit agreed-upon targets, we collect a bonus payment
• Miss a target? You get a credit on your care fees

What it means for you 

So, what does this new era of mental health benefits mean for your organization? It means undeniable advantages for your people and your bottom line. You’ll get:

• Confidence in your investment – Transparent pricing tied to outcomes, powered by Lyra’s measurement-based care model. Because we track clinical and financial results with precision, you know exactly what you’re paying for—and can trust the impact it’s having.
• A true strategic partner – We work alongside you to advance both employee well-being and your business objectives.
• Guaranteed results – Each year, if Lyra meets clear benchmarks, we earn a bonus. If we don’t, you get a credit on your care fees.

Bottom line: No upfront fixed fees. You pay only for care until we deliver results. 

Lyra’s performance measures

Fast access

Member satisfaction

Symptom improvement

ROI

If Lyra delivers outcomes, we collect a bonus

If we miss, we issue you a credit

The stakes have never been higher

Lyra’s innovative pricing model comes at a pivotal moment, when economic uncertainty, rising health care costs, and an unprecedented need for mental health support are converging. Organizations aren’t just looking for benefits anymore; they urgently need greater accountability and proven value from every dollar invested.

As more employees seek support, organizations need solutions that truly work. The staggering cost of unaddressed mental health challenges—from plummeting productivity and engagement to turnover and rising medical claims—isn’t just financial. It’s human. It’s the toll on your people’s potential, their well-being, and their lives.

Our outcomes-based pricing meets this moment. It ensures your investment transforms lives and delivers measurable impact—because behind every data point is a human story of resilience and renewed well-being.

Now’s the time for value-driven mental health care

With outcomes-based pricing, Lyra is setting a new standard for accountability, proving that transforming lives isn’t just a promise. It’s a guarantee.

Get dinner on the table. Buy Mom a birthday gift. Meet the deadline. We haven’t had a date night in over a year. The teacher said he’s been quiet lately. Did I come off too aggressive on that call?

Many women employees carry a heavy weight before their workday begins. It’s the relentless, disproportionate load of family logistics, caregiving, and personal health challenges from infertility to menopause, all shouldered with silent pressure to handle it alone. This weight doesn’t disappear at the office. It follows them, affecting focus, energy, and well-being. To truly help women thrive, mental health care must reflect their realities.

The business risk you can’t afford to ignore

Women make up nearly half of all workers and the majority of college-educated professionals. Their mental health isn’t just a personal matter—it’s vital to building strong, successful businesses. Supporting women means breaking down the barriers that hold them back and designing workplaces where they can lead, innovate, and stay.

But here’s a reality we can’t afford to ignore: Over 50% of women say they don’t get adequate support for their mental health at work. That signals a much deeper issue. For too long, women’s mental health has been treated with a one-size-fits-all approach that overlooks the complex, layered reality of their lives. And clearly, that model isn’t working.

Finally, mental health care built for her

Through Lyra’s specialty care for women, we’re redefining what mental health support looks like. Traditional care has long failed to meet women’s needs, so we built a new model grounded in real-life challenges and backed by expert care.

Expert care for women’s unique challenges

From caregiving and burnout to reproductive health and trauma, our therapists and coaches specialize in what women actually face—at work, at home, and everywhere in between.

• Identity and purpose: Navigating career and identity while building self-worth and confidence
• Fertility and reproductive choices: Specialized support for every path, from fertility journeys and reproductive choices to grief and loss
• Pregnancy and postpartum: Integrated perinatal therapy, return-to-work guidance, and peer support to navigate new motherhood
• Parenting and caregiving: Tackling the “second shift” by balancing career and caregiving, and preventing burnout before it starts
• Relationships and boundaries: Fostering healthier connections at work and home through stronger boundaries and communication
• Safety and trauma recovery: Confidential, trauma-informed therapy that focuses on safety, healing, and autonomy
• Stress, change, and resilience: Managing life transitions and the “mental load” to build resilience
• Midlife and menopause: Thriving through midlife and menopause with specialized care for this pivotal life stage

Support for her whole self

Effective mental health care supports every part of her life. Lyra offers personalized support that can include therapy, medication, coaching, and community—whatever she needs, all in one place.

Connected to the benefits she already uses

We integrate with programs like fertility, maternity, and caregiving benefits to deliver a seamless experience. Better care for her, less complexity for your team.

A partnership for your people and your business

When the women on your team are truly supported, your entire organization thrives. This kind of specialized care creates a positive ripple effect:

• Talent feels supported to stay and build careers with you
• Your teams become more engaged, collaborative, and productive
• Your people are healthier and more present, leading to fewer costly leaves
• The entire benefits experience becomes simpler and more human-centered

It’s a thoughtful way to bring your DEI, well-being, and talent strategy goals to life.

Support women. Supercharge your workforce.

True support for women means recognizing everything she carries—her health, her responsibilities, her drive. When you show up for her, she shows up stronger—for herself, her team, and your organization.

A note on inclusivity in women’s mental health

While we designed this program to address the distinct mental health challenges women disproportionately face—like postpartum depression, menopause, and caregiving—Lyra is for everyone. We welcome and support people of all gender identities and family structures, because partners, co-parents, and non-binary individuals carry immense responsibilities, too. Everyone’s journey deserves expert care.

If you had only a few moments to express your company’s core values, could you do it? As someone with a deep understanding of the heart and soul of your company, we bet the answer is an unequivocal yes. 

You understand what drives every team’s work and what your leadership cares most about. While these things might not be top of mind every day—you recognize that these core values inform the culture, create the environment, and guide every business objective for your organization. 

Paul Sale, Managing Director of HR Compensation and Benefits at Alaska Airlines, wants us all to think more about these core values and less about superficial “curb appeal” when it comes to employee benefits. When you take a deep look at the foundation, it’s always possible to draw a direct line between the impact of employee mental health and your business’s driving mission—and at Lyra Breakthrough 2025, Sale showed us how.  

For Alaska Airlines, safety is at the very core of their business. To maintain their value of “Owning Safety”, they need their employees to function at peak performance—able to spot a potential problem before it becomes an actual safety issue. 

In order to achieve this, you need to:

1. Map employee mental-health and your company’s ability to attain their core values and succeed.
2. See beyond the baseline demographics of your employees to the unseen issues (well-being, stability, contentment) that impact their ability to thrive. 
3. Develop work-group specific approaches to address unique employee experiences
4. Find the partners who also value the unseen (and less glamorous) aspects of employee benefits

Sale compares his strategy to taking care of a house. If you don’t invest in the infrastructure, it can never serve as a home. Similarly, if you don’t invest in the people who are helping you achieve your core mission, you won’t be able to achieve it. 

At Breakthrough, Sale shared how he was able to help Alaska Airlines fulfill their vision—and live up to their core values—by advocating for mental health benefits that meet employees where they are. 

Here’s how you can connect mental health to your core business values, and make the case for meaningful benefits that go beyond the superficial. So your people can thrive, and your house can stay sturdy. 

Why mental health must be more than an “add-on”

“What does your company say is their greatest asset?”

When Sale asks audiences this question, the answer is immediate: “People!” But as he points out, there’s often a critical gap between what a company might establish as core to its mission and vision and how they treat employees to bring it to life.  

“We say that people are our greatest asset… but do we truly act like that as companies?” Sale presses. “Do we treat our employees in a way that says to them every day: ‘you’re our greatest asset’?”

When companies treat mental health plans like ad hoc “perks,” employees don’t utilize them (of the 89% of employees who experienced a mental health challenge last year, only 47% received care). Leaders don’t value them, and it’s nearly impossible to measure the impact of these one-size-fits-all benefits. Executives hesitate to invest in resources that show no tangible value, so the cycle continues. Employee mental health remains invisible and under-prioritized.

To flip the script, you must position mental health initiatives as essential to achieving core business objectives rather than as standalone HR programs. “It’s not a human resources strategy,” says Sale, “It’s a business and a human strategy.”

Integrating mental health into your business’s foundation: a 4-step process

To move beyond ad hoc and surface-level mental health initiatives, use Sale’s systematic approach to draw a straight line between employee mental health and business outcomes.

Step 1: Map mental health to your core business values

Consider the core values of your business and how the well-being of your employees connects to those values. These connections might seem intuitive, but take time to consciously draw connections between happy people and a thriving company.  

In the case of Alaska Airlines, their core values include: 

• “Own Safety,”
• And “Be Kind-Hearted” 

The link between employee happiness and the fulfillment of these core principles is strikingly clear:

• Distracted employees can’t maintain safety standards 
• And unhappy ones can’t deliver the caring experience customers expect 

“Our company’s values call for mental health in order to be successful,” says Sale. “I can’t expect a ground crew person to double check that latch underneath a plane if they’re not mentally healthy.”

To understand these connections in your own business, start by identifying the specific ways in which employee mental health directly impacts your organization’s core values and business-critical functions.

Creating your map:

1. List your company’s core values and mission statement
2. For each value, identify specific job functions where your employees’ mental states directly impact the delivery of those values 
3. Document concrete scenarios where poor mental health could compromise your primary objectives
4. Quantify business risk and present these connections to executives as business imperatives, not just HR initiatives

Step 2: Analyze your employee population beyond demographics

Move beyond what Sale calls “brochure stats”—the sanitized employee categories that look good in presentations—to understand the full spectrum of human experiences in our workforce. Instead of “customer service” workers, “under 25,” include that these employees are working two jobs to make ends meet, paying off student debt, and juggling uncertain schedules. 

Here are some the groups of employees that Sale identified: 

• Well-paid pilots who work alongside part-time flight attendants who may be struggling financially
• Employees managing overnight shifts that may lead them to spend less time with their families
• Ground crews dealing with weather-related stress and the impact of physical labor
• Corporate workers facing different but equally real pressure to maintain airline standards

“We are human,” says Sale. “This is who I’m problem-solving for.”

Look beyond job titles. Document work-specific stressors for each group (shift work, travel, high-pressure deadlines) and identify which groups face the highest mental health risks. Let those insights—not baseline demographics—guide your benefits design.

Step 3: Develop “work group” specific approaches and partnerships

Often, HR leaders mistakenly “boil the ocean”—trying to get widespread buy-in without thinking about the individual needs and circumstances of different employee groups. Sale warns against this approach.

“Some of your work groups are going to be unique and more receptive to [mental health initiatives],” he says, “Find out their barriers to using [these resources] and their communication and provider preferences.”

Sale hosted meetings with various groups of employees to learn the answers to questions around barriers and communication preferences, and discovered key differences:  

• Pilots need coaching rather than clinical therapy due to the Federal Aviation Administration (FAA) licensing concerns
• Union employees want communications from labor leaders, not corporate HR
• Flight attendants need on-site airport support rather than resources that require them to travel to see a provider in an office

When considering mental health benefits in your own organization, meet directly with representatives from each major employee segment to understand their individualized barriers to your existing mental health or employee programs. Then design group-specific solutions that address their work environments, life scenarios, and limitations.  

Pro tip: test different approaches with focus groups before rolling out changes across the entire organization.

Step 4: Build strategic vendor partnerships for customization

Once you’re clear about the link between your employees’ well-being and your core values, invest in partners who share your priorities. Some vendors rarely think beyond the surface level. They’ll recommend ad hoc solutions and offer little in the way of customization. 

Alaska’s partnership with Lyra extends far beyond standard benefits offerings. It was a first for Alaska, “In other [partnerships], we were afraid to ask for help,” says Sale. “With Lyra, I just thought, ‘What if we ask?’ And every time, they’ve delivered.”

• During the 2023 Maui wildfires, Alaska partnered with Lyra to pitch community support to the government of Maui for impacted families (although many of the impacted families weren’t Alaska employees, they were part of a shared community) 
• During the 2025 collision between an non-Alaska airline jet and an Army helicopter near an airport where many Alaska employees worked, Sale called Lyra reps at 10PM and got immediate crisis support. 
• When there was a tragic incident at an Alaska gate area, Lyra provided on-site counseling.

Don’t settle for “what you see is what you get” partnerships. Prioritize mental health benefits partnerships that can create custom solutions for your unique organizational needs.

Questions to ask potential partners:

Does your contract include crisis response capabilities and customization options?

Do you have protocols for immediate mental health support during organizational crises?

Can this partnership extend beyond our employee base when community events impact our workforce?

Are you able to provide on-site support options for employees who can’t access traditional office-based resources?

Are there integrations between your mental health providers and primary healthcare benefits for seamless and holistic care?

When someone calls in the middle of the night with a pressing need, will anyone answer?

Learn more

“Sure, go find it in our portal” vs. mental health as a core part of your company DNA

When your EAP becomes common language—”Oh, have you called Lyra about that?”—you know mental health has become more than just a perk. At Alaska, mental health support is so embedded that senior leaders automatically suggest Lyra resources when colleagues face personal challenges.

Something magical happens when you connect mental health to your business strategy:

• Executives automatically include mental health resource links in all crisis communications
• Leadership knows how to activate immediate support for employees affected by workplace incidents
• Utilization spans across generational cohorts and employee types, showing engagement from diverse populations

When you treat mental health as foundational infrastructure rather than decorative benefits, you create sustainable competitive advantage. Then, your greatest asset—your employees—can finally deliver on the values your company claims to hold.

Motivation at work often gets tied to rewards: bonuses, promotions, gift cards, or “employee of the month” shoutouts. These can give a quick performance boost, but they don’t always last. What’s more powerful? Intrinsic motivation—the type that’s driven by curiosity, purpose, or the desire to learn.

Research shows that intrinsic motivation in the workplace leads to stronger engagement and more lasting results than external rewards alone. When people feel connected to their work, they’re more creative, productive, and resilient. And while you can’t hand out intrinsic motivation like a coffee gift card, organizations can create the kind of environment that helps it flourish.

“Motivation is about knowledge, it’s about being wise,” says Dr. Ayelet Fishbach, a motivation scientist at the University of Chicago. “I don’t believe in relying on some inner strength that you might feel you have or not. I believe in learning and doing the things that keep you motivated.”

What is intrinsic motivation?

Intrinsic motivators support the internal drive to do something because it’s inherently meaningful or enjoyable, not because of a prize or recognition. It’s what fuels people to keep reaching, even when no one’s watching. 

“Intrinsic motivators can come from different sources,” says Rachel Weaver Rivera, LCPC, a therapist at Lyra Health. “Some are fueled by passion for a chosen profession, others by humor or a sense of belonging in a healthy workplace. Overall, mutually supportive, respectful professional relationships, an employee’s ability to connect with core values, and the opportunity to contribute to a meaningful, shared workplace challenge set the stage for intrinsic motivation.”

Unlike extrinsic motivators like bonuses or public praise, intrinsic motivators spark longer-term engagement because they tap into values like purpose, autonomy, or mastery. 

Neuroscience shows both types of motivation activate the brain’s reward system. But our brains adjust more quickly to external rewards, especially if the work itself feels disconnected from growth or meaning. Internal motivation outlasts short-term rewards by activating reinforcement pathways that help people stay engaged over time. 

“When employees feel like they can breathe, they feel uplifted,” says Weaver Rivera. “That kind of refreshing, inspiring environment encourages creative, connected, and purposeful work.”

Why intrinsic motivation in the workplace matters 

Employees who are intrinsically motivated don’t just show up to work. They bring energy, focus, and resilience to their work, teams, and relationships. And that has a real impact. Studies show that intrinsically motivated employees:

• Feel more energized and satisfied at work
• Show greater creativity and innovation
• Demonstrate resilience under pressure
• Avoid burnout and disengagement
• Deliver higher quality, consistent work
• Are more likely to collaborate and contribute to team success
• Stay longer in roles where they feel valued

How to foster intrinsic motivation in the workplace

You can’t give someone intrinsic motivation, but you can shape a culture that encourages it. Here’s how:

Give people autonomy – Let employees shape how they work. Flexibility and ownership make people more invested. “Encouraging people to have a voice—that’s how you respect how a person works,” says Weaver Rivera.  

Build trust and belonging – Create psychological safety through open communication and authentic relationships. “People are more motivated when they feel visible and validated,” says Weaver Rivera. “Everybody wants to feel seen.”

Recognize effort – Personalized, meaningful feedback helps people feel valued for how they work, not just what they deliver. 

Offer opportunities to grow – Let people stretch and learn. Mastery fuels motivation. “We help employees clarify their values. That process becomes the internal compass for the direction in which they want to grow,” says Weaver Rivera.

Connect work to purpose – Help employees see how their role fits into the bigger picture. “They need to feel they matter—not just for their title, performance review score, or what they do on the daily, but who they are at their core,” says Weaver Rivera

Encourage curiosity – Give people room to explore, learn, and follow their interests. Curiosity makes motivation stick. “Encourage humor, brainstorming, and a playful atmosphere where mistakes are welcome and vulnerability is the norm,” says Weaver Rivera. “Model a sense of wonder and valuing questions as much as having the right answer. Openly practice mindfulness. Bring an attitude of exploration and discovery to problem-solving.”

Celebrate what really matters – Align recognition with what your team values, not just metrics or output. This reinforces intrinsic motivation rather than substituting it with short-term rewards. “Everyone loves a coffee card, but true satisfaction comes from getting into the flow state of doing good work itself, then celebrating successes,” says Weaver Rivera. “There’s no greater feeling than being valued as an individual contributor in a supportive community of movers, shakers, and lifelong learners.”

Intrinsic motivation in the workplace creates a strategic advantage as workers shine from the inside out. When organizations build a culture that supports autonomy, purpose, and true connection, employees stay longer, collaborate more effectively, and bring their best and brightest thinking to the table.

Life doesn’t always go as planned, and some things are simply out of our control. Radical acceptance is a powerful skill that helps us face these challenges with greater ease—not by giving up, but by letting go of resistance and focusing on what we can change.

What is radical acceptance?

Radical acceptance is fully accepting what’s happening, even when it’s painful. It’s a distress tolerance skill in dialectical behavior therapy (DBT), an evidence-based approach for managing intense emotions. 

The idea isn’t to approve of the situation, but to stop fighting what you can’t change. That shift can help you tolerate distress and move forward in the present moment without judgment or criticism.

For example, stuck in traffic? You can stay trapped in frustration, or accept the situation for what it is—as frustrating as it may be—and perhaps use the time to enjoy a podcast or connect with someone. The traffic is still there, but your suffering doesn’t need to be. 

Why radical acceptance is transformative

Radical acceptance can help ground you during challenges like heartbreak, loss, life transitions, trauma, or  chronic illness. Acceptance is the basis of healthy relationships including your relationship with yourself.  When you practice radical acceptance you might experience: 

• More calm – When you stop fighting reality, it’s easier to feel lighter and more at peace, even if nothing changes.
• Stronger ability to bounce back – Facing intense feelings instead of avoiding them helps you stay grounded and build emotional strength over time.
• Healthier relationships – Letting go of the urge to fix or control others makes it easier to meet them where they are and keep communication open.
• Clearer thinking – When you’re not stuck in frustration or resistance, your mind has more space to focus and make thoughtful decisions.
• More self-compassion – Accepting your feelings and imperfections is a form of self-love and creates space for kindness and growth.
• Greater flexibility – Letting go of how things “should” be helps you handle life’s curveballs with more ease.

7 ways to practice radical acceptance

Ready to try it? Here’s how to make radical acceptance part of your everyday life:

#1 Notice resistance

Instead of ignoring what’s happening, gently bring your attention to it. For example, if you’re caught in an argument, pause and notice your senses: “What do I see, hear, feel, smell, and taste?”

#2 Name the facts

Rather than getting stuck in stories or blame, state what’s actually happening. Maybe your friend canceled plans at the last minute. Without creating a story, simply say: “My friend canceled plans.” No trying to interpret what the possibilities might be, but rather just focusing on the facts and acknowledging the situation.  

#3 Try the 4 DBT options

You don’t have to like what’s happening—but you can choose how to respond. When frustration builds (like a meeting that throws off your whole day) According to DBT, we have four options for how we might respond: (1) solve the problem, (2) change how you think about it, (3) radically accept it, or (4) stay miserable. What’s your move? Maybe it’s a walk, a quick stretch, or a reminder that you’ve handled worse.

#4 Stay present

Staying mindful can prevent you from getting caught up in expectations or frustration. For example, if you’re in a difficult meeting at work, pause to notice the warmth of your coffee cup or feel your feet on the ground, count to 10, inhaling and exhaling to give yourself a small moment of calm. Turn your mind toward the present moment.

#5 Redefine what it means to accept

Radical acceptance isn’t approval or giving up. It’s stepping back from the fight to see what you need now. If you’re at a tense family dinner, it might mean taking a break or changing the subject.

#6 Be patient with yourself

Radical acceptance takes practice. Give yourself time and compassion, especially when you’re learning to let go of being reactive versus responding. Practice half-smiling or willing hands—resting your hands gently on your lap or by your sides, palms facing up, as a way to physically signal openness and acceptance, even if your emotions haven’t caught up yet.

#7 Remember you have options

Radical acceptance is just one of the tools in your kit. Talking to a therapist, calling a friend, engaging in a different way to soothe yourself, or finding healthy distractions can also help. It’s about easing your distress and finding the willingness to cope with disappointments.

Stay centered, even when life gets hard

Radical acceptance is a powerful tool for staying grounded and reducing stress in everyday life. Lyra can help you build this skill and apply it when it matters most.

The 40-hour work week. The punch clock. The hourly wage. 

These are the productivity frameworks that have shaped our modern work-life. Their defining feature? Productivity = butts in seats. For most of us, throughout most of our working life, the hallmarks of productivity have been the amount of time input, rather than output quality. Even when studies (and common sense) show that these outdated modes aren’t so great for employee mental health. 

As Trevor Noah puts it: 

“When do you breathe? When do you do nothing? When do you just feel how you are as a human being?”

At Lyra’s 2025 Breakthrough Conference, we were lucky to host HR and benefits leaders from across the globe. Conversations went deep. But none sparked quite as much introspection as our interview with comedian, author and mental health advocate, Trevor Noah. 

In conversation with Lyra VP Chris Jackson, Noah asked us to reconsider the fundamentals:

What if leaders are thinking about productivity all wrong? 

From Noah’s perspective, it’s the obsession with “visible time at work” that gets in the way of a fundamental human truth: that mental space and downtime are essential components of productivity, rather than spaces to fill with work.

This “empty space”—on our calendar and elsewhere—holds the key to true mental health and where employers should look first when supporting workforce well-being. “You don’t grow muscles when you lift weights,” Noah reminds us, “they grow in rest. It’s the same thing for your mind.”

The mistake many companies make, according to Noah, is drawing direct correlation between the time an employee spends working and the value they bring to the business. Instead, he argues, let’s build environments that foster genuine human productivity and mental well-being simultaneously. Not because it’s “good for productivity” (though it usually is) but because it’s good for people.

When you foster the whole person, output can actually stay consistent even when “hours” are more fluid. Whether that’s a shortened work week, shortened workday, or recognizing the importance of unscheduled time—employers need to invest in the resources that prioritize the humanity of their workforce, rather than expecting them to operate like machines. 

Trevor Noah’s call-to-action for all employers: encourage time to think 

Most CEOs understand, intuitively, that the best work often happens outside of “work hours”. In his conversations with leaders, Noah says, “they tell me the great idea didn’t come from the intentional meeting. The great idea came from a conversation at the water cooler.”

To facilitate these creative leaps, we need environments that value time to think. Many employees “work” (brainstorm, strategize, and check to-dos off their list) outside of work hours, so let’s not penalize them for needing time away from their desk during work hours. To do that:

• Evaluate employees based on output rather than “face time”. Noah warns against valuing the appearance of work more than the work itself. “If you’re the last person in the office,” he says, “I actually don’t think you’re the best worker.”
• Recognize the importance of unscheduled time for creativity and mental processing. Allow employees flexibility–whether that means flexible hours, flexibility with shift assignments, remote work, or less of an emphasis on “demonstrating” productivity while they’re at work. 
• Build organizational rhythms that incorporate proper rest and recovery as essential components of productivity rather than demanding employees be in a constant “on” position. This could mean anything from encouraging employees to block their calendars for deep work or decompressing after long meeting days to building a culture where managers tell their juniors to log out of Slack while on vacation. 

When you create a holistic work environment, and ethos, you make room for great ideas to show up.

“The person doesn’t stop working for you when they leave the office,” says Noah, “and they don’t get to charge you for having a great idea for the business when they’re not there. So give them the leniency to be human while they’re in the office.”

4 core tenets for shifting from a “time-based” to “human-centered” work culture

If you’re already working hard to create opportunities for whole-human expression at work, you’re not alone. Many leaders are battling long-ingrained patterns that can be tough to break.

So how do we start to build opportunities for employees to thrive in reality, not just on paper? It all starts, Noah says, with a change of perspective. 

Core Tenet #1: Practice human-intuitive decision-making. Too often, change is motivated by data rather than by our intrinsic sense of value—we want the data to prove there’s a benefit before we implement new resources. But, Noah says, “You’re a human. You don’t always need the data to know what’s good for other humans.”

Core Tenet #2: Foster sustainability, not blood, sweat, and tears. Our expectations for employees can’t be “as much as possible, as fast as possible.” It’s like burning a fire as hot as it can go, then being surprised when it burns out. “Find the balance,” says Noah “Give it the wind it deserves, fan the flames, and watch it grow.”

Core Tenet #3: Nurture reciprocal relationships. When people are getting paid as they should and getting the time they need, Noah says, “they’ll treat the customer with the same respect.” When you’re out in the world, take notice of how employees at other companies treat their customers. If they’re helpful and kind, that’s probably a reflection of how their leadership treats them. 

Core Tenet #4: Build an authentic community, not “forced family”. Instead of pre-determining how employees should build community, make space for authentic connections. “You’re not a family,” says Noah, “and there’s nothing wrong with that.” Foster a genuine desire for connection with space, not mandatory affection.

From productivity machine to whole human being

At its core, human-centered productivity is simple: treat people as complete human beings, not resources.

For HR and benefits leaders, this message is particularly poignant. “Forget the resources part as much as possible,” says Noah, “Think about the ‘human’ thing more. I have yet to find a world where that doesn’t benefit you.”

When we recognize that employees are complete people whose whole lives affect their capabilities—we take the first big step toward a human-centered workplace.

In our work at Lyra with HR and benefits leaders, we know that creating workplaces where employees feel creative, happy, and free to show up as their full selves is powerful. Maybe the answer is in loosening our definition of productivity itself in order to foster the rest and respect employees need to thrive.

We were grateful to sit down with Trevor Noah at this year’s Breakthrough. Engaging in deep conversations around well-being and productivity is at the heart of what we do at Lyra. If you need help transforming your organization’s perspective on mental health, reach out. 

We’ll help you get the conversation started.

Resilience in the workplace isn’t about toughing it out. It’s about creating an environment where people can recover, adapt, and grow. Employees today are navigating mounting pressures, from organizational change to chronic stress, and they can’t build resilience alone. When companies take the lead on mental health and well-being, the benefits are clear: stronger teams, healthier cultures, and better business outcomes. Here’s how to make it happen.

What is resilience at work?

Resilience in the workplace is the ability to adapt to change, manage stress, and stay grounded during challenges, with the right support. It’s a skill employees can build over time, especially when they feel safe, supported, and empowered.

Here are a few examples of showing resilience at work:

• An employee navigating organizational change with optimism—collaborating with their manager to clarify responsibilities and staying focused on their most important work—illustrates how optimism and trust go hand in hand.
• A manager adjusting goals in response to shifting business demands—and feeling empowered to pause lower-priority projects—demonstrates how thoughtful reprioritization can align with business needs while helping teams avoid overload.
• A team that comes together after missing a major project milestone, doing an after-action review to learn and improve, demonstrates how setbacks can be treated as opportunities for growth, not as failures.
• Leaders modeling healthy boundaries by taking time away to rest, recharge, or care for family—such as taking PTO and attending medical appointments or school events. This signals to employees that they also have permission to prioritize their own health and caregiving responsibilities, supporting a better work-life balance.

The importance of resilience in the workplace

Resilience isn’t just a “soft skill.” It’s essential for both employee well-being and business success.

Building resilience in the workplace can lead to:

6 ways to boost resilience in the workplace

Building resilience in the workplace starts with creating a culture that supports it. Here are a few tips for developing resilience at work:

#1 Offer tools to build mental fitness

Skills like emotional agility, mindfulness, and stress management aren’t “extras”—they’re critical for performance and well-being. Offer practical, skills-based workshops and integrate these skills into onboarding and critical career milestones after promotions, such as leadership development programs. When resilience at work is an everyday practice, employees are more prepared for challenges.

#2 Train managers to be resilience multipliers

Managers shape the employee experience. Equip them to recognize early signs of distress, hold meaningful check-ins, and connect employees with mental health resources.

#3 Make recovery part of your culture

Performance isn’t about being “always on.” You build resilience at work by encouraging employees to take breaks and use PTO. When organizations reward recovery rather than constant availability, teams become more resilient.

#4 Foster psychological safety

Resilience in the workplace flourishes when employees feel safe. Create an environment where employees can speak up, take risks, and ask for support. Align resilience-building with DEIB efforts so every employee feels valued and equipped to thrive.

#5 Redesign work to reduce stress

Coping strategies only go so far in building resilience at work if the work environment is broken. Audit workloads, team structures, and expectations to catch unrealistic demands early. And use psychosocial risk assessments to spot areas of work-related mental health distress and redesign systems to support sustainable work.

#6 Offer benefits that power resilience at work

Make sure employees have access to mental health benefits that meet a range of needs, from therapy and coaching to digital tools and workshops. Choose mental health partners that offer measurable outcomes, culturally responsive care, and high engagement. The right support helps employees feel better, perform better, and stay longer.

Resilience is a competitive edge

Resilience in the workplace is about helping people feel and do their best, even in uncertain times. When organizations invest in resilience, teams are not only more productive, they’re adaptable, connected, and ready for whatever comes next.

Over a billion people have neurodivergent conditions like ADHD, autism, and dyslexia. Yet support is still falling short, leaving families, caregivers, and workforces stretched, overwhelmed, and searching for answers.

• Caregivers need more than support—they need answers. Families need faster evaluations and expert guidance to understand what their child needs and what to do next.
• Neurodivergent adults need real support—quick answers, personalized care, accommodations, and practical tools to succeed at work, in relationships, and in life.
• And managers need training that goes beyond awareness, so they can unlock the unique strengths of neurodivergent employees and build teams that truly thrive.

Too often, care is fragmented. Diagnoses are delayed. And treatment goals are to “fix” rather than understand.

That’s why we built something better.

The future of neurodivergent care

Lyra’s Center of Excellence (COE) for Neurodiversity sets a new standard in mental health care for children, adults, and workplaces navigating autism, ADHD, and more.

This model builds on the strong foundation of neurodiversity support Lyra already offers, enhancing it with even deeper specialization, seamless coordination, and expanded resources for individuals and organizations.

Led by clinical experts, our care addresses the full picture of mental health, neurodevelopment, and everyday life.

This isn’t one-size-fits-all care. It’s personalized, evidence-based support for every step of the journey. 

Helping kids thrive. Supporting caregivers.

Lyra makes it faster and easier for families to get high-quality care for children with neurodiverse needs. We start with streamlined access to in-house neuropsychological evaluations for autism, ADHD, and other conditions—available nationwide through our network of expert clinicians. 

But support doesn’t stop at diagnosis. Lyra is the only offering that pairs families with an on-staff, dedicated board-certified behavior analyst (BCBA) who provides caregiver coaching. From concrete parenting strategies to school advocacy to trusted ABA referrals, and alternative, evidence-based modalities for autism, families get expert guidance, emotional support, and practical tools—not just in moments of crisis, but in everyday challenges.

The result: shorter wait times, more robust outcomes, and support that lifts up the whole family.

Meet Maya

Lyra care for children

At four, Maya was struggling with intense sensory sensitivities and communication challenges. Her parents were overwhelmed, stuck on year-long waitlists, and unsure how to help.

Through Lyra, Maya quickly received an in-house neuropsychological evaluation and a clear autism diagnosis. From there, her dedicated BCBA supported her parents with practical strategies and emotional guidance—building confidence day by day.

Between coaching sessions, Lyra’s digital tools kept support going, while advocacy experts helped secure school accommodations and access to essential resources.

Now, with trusted referrals and a compassionate team beside them, Maya’s family no longer feels lost. They feel seen, supported, and hopeful—and they’re watching Myra shine.

Clarity for adults. Tools for real life.

For adults navigating ADHD and other neurodiverse conditions, getting care is often slow, confusing, and expensive. 

Lyra now offers virtual neuropsychological evaluations for adults, making it easier for employees to get fast, accurate diagnoses. Once diagnosed, they’re connected to expert prescribers for personalized medication management, including both stimulant and non-stimulant options. With many years of experience monitoring symptoms and side effects, our team helps employees find relief faster—and with fewer setbacks.

Medication is just one piece. We also offer evidence-based therapy that builds executive function, emotional regulation, and daily life skills. Combined with on-demand digital tools, live workshops, and inclusive peer groups, employees gain real-world strategies to boost confidence, focus, and resilience.

Meet Alex

Lyra care for adults

As a retail associate, Alex was constantly overwhelmed—struggling to manage distractions, juggle tasks, and keep up with the fast pace of the store. Behind his smile was anxiety, exhaustion, and a fear of asking for help.

Through Lyra, Alex quickly received an in-house ADHD diagnosis, along with personalized therapy and expert medication management.

One-on-one coaching gave him practical tools to manage stress, stay organized, and navigate busy shifts. Peer support groups helped him feel less alone, while guidance on workplace communication empowered him to advocate for what he needed.

Now, Alex isn’t just getting by—he’s thriving.

Real workplace support. Thriving teams.

True inclusion means supporting neurodivergent employees as well as the managers, teams, and systems around them.

Lyra helps companies create environments where employees with neurodiverse minds don’t just survive, they thrive, and their neurodiversity is celebrated. Through one-on-one manager consultations and clinician-led workshops, leaders build empathy, navigate accommodations, and learn to lead with confidence and compassion.

HR and benefits teams get tailored training on stigma reduction, psychological safety, and inclusive policies.

To reinforce learning, we offer on-demand tools, peer discussion groups, and ERG resources that embed inclusion into everyday practice.

Our approach addresses real workplace challenges—from communication differences to executive functioning needs—while reducing burnout, turnover, and friction across teams. 

Meet Mia

Lyra care for workplaces

As a manager with two team members with neurodivergent needs, Mia wanted to do the right thing—but wasn’t always sure how. She worried about adding pressure, missing signs of struggle, or not offering the right support.

Through Lyra, Mia accessed one-on-one consultations with expert clinicians who helped her lead with both empathy and strategy. Clinician-led workshops gave her the tools to implement accommodations, reduce stigma, and foster psychological safety.

With digital tools and practical resources at her fingertips, Mia evolved her leadership style and created a culture where every team member feels seen, supported, empowered, and their unique needs are celebrated.

Build a workplace where every mind is supported

Lyra delivers specialized care for neurodivergent kids, adults, families, and teams, helping organizations foster inclusion, reduce friction, and unlock potential. Together, we can create a future where all employees feel seen, supported, and empowered to thrive.

Chronic illness and mental health go hand in hand. Millions of people living with chronic conditions also experience mental health symptoms—but many don’t realize these are connected or treatable. If you’re living with a health condition like musculoskeletal disorders, cancer, or hypertension, you’ve probably felt how it can affect your mood, energy, and outlook. And the reverse is true, too—stress, anxiety, and depression can make physical symptoms worse or even contribute to illness over time. That’s why chronic illness and mental health shouldn’t be treated separately. When both are supported together, healing gets easier and life can feel more manageable.

The link between chronic illness and mental health

The connection between chronic illness and mental health is well-established. Pain, fatigue, and medical stress can affect your mental well-being—and declining mental health can make it harder to manage your physical health. The connection goes both ways, and the effects can be compounding.

“It’s cyclical. It’s bidirectional. It doesn’t matter whether it started in the physical, the mental, it goes both ways,” said Ben Harel, LPC, a therapist for Lyra Health who helps clients improve physical health through mental health support. “It’s like you have a boat with a hole in it. You can either patch the hole or you can shovel out the water, but if you don’t do both, the boat’s going down.”

Here are some common ways chronic illness and mental health intersect:

Mental health impactChronic illness impact

Chronic illness and mental health treatment

If you’re living with a chronic illness, caring for your mental health can be life-changing. And it’s never too early or too late to reach out for support. Therapy can help you take manageable steps forward, rebuild hope, and support both your emotional and physical health.

When mental and physical health care are connected, you get more personalized, whole-person support that treats the full picture—not just your symptoms. Integrated care means your providers work together—so you’re not stuck managing everything alone. For example, it could look like your therapist and doctor teaming up to treat pain, fatigue, and emotional strain as one connected experience.

“If any part of your life is impaired, whether it’s physical pain, relationships, or daily functioning, and it’s not improving, it’s time to try something different,” said Harel. “Chronic illness and mental health require an integrated approach—one that combines therapy and other solutions. Take it one step at a time though. Overloading yourself can lead to burnout and setbacks. Finding the right balance is key.”

Getting help is especially important if you notice:

• Ongoing feelings of hopelessness, anxiety, or fear
• Difficulty keeping up with everyday tasks or treatment routines
• Feeling overwhelmed by the demands of managing your health
• Losing interest in hobbies, work, or relationships
• Struggling to stay connected with loved ones

Depending on your needs, mental health support for chronic illness could include:

Counseling

Therapy is a proven tool for managing chronic conditions. It can help you process the toll of chronic illness and mental health concerns, build healthy coping skills, and feel less alone in your experience.

Evidence-based therapies

Approaches like acceptance and commitment therapy (ACT) and motivational interviewing (MI) are especially effective for chronic illness and mental health. They can help you cope with limitations, develop self-compassion, and find motivation to make meaningful changes.

“Any acceptance-based therapy is going to be helpful, because it helps you feel understood, accepted, and motivated—not necessarily to fix things, but to make things better,” said Harel. “With ACT, for example, you’re shifting away from avoiding pain, and toward living a meaningful life despite whatever’s going on.”

Support groups

Talking with others who face chronic illness and mental health issues can reduce isolation and offer validation, encouragement, and fresh perspectives.

“People tend to be hesitant and even a little embarrassed about support groups, but there are groups for almost everything—from chronic illness to major life transitions like postpartum mental health or cancer treatment,” said Harel. “You don’t have to bare your soul or make best friends; sometimes just talking to someone who truly gets what you’re dealing with can be incredibly powerful.”

Family or couples counseling

Chronic illness can strain even the closest relationships. Family or couples counseling provides a safe space to work through challenges together, strengthen communication, and stay connected.

Caregiver support

Those who care for you need support too. Therapy, support groups, and respite care can help caregivers maintain their own well-being while supporting yours.

“Caregivers are engaging in a dual-role relationship, and that just statistically raises the chance of strain and conflict,” said Harel. “I think what’s really important is for caregivers to get their own therapy and, ideally, have conversations together with their loved ones about boundaries, norms, and how to hold each other accountable.”

Mind-body practices

Breathwork, meditation, and gentle movement like yoga can ease symptoms of chronic illness and mental health conditions.

Complete care for every part of you

Lyra delivers personalized, evidence-based mental health support that’s integrated with physical health care. By addressing emotional and physical needs through therapy, medication, and digital tools, we help people stay engaged in their care, feel stronger, and build lasting well-being. With this integrated approach—where therapists, medical providers, and support resources align—you get the support you need to heal.

Lyra has the privilege of honoring some of our outstanding leaders and HR teams by awarding Workforce Mental Health Awards at our annual Breakthrough conference. These six awards recognize individuals and organizations committed to transforming mental health care for their employees and beyond.

Congratulations to all of this year’s winners. We can’t wait to see what’s to come in the year ahead!

Workforce Mental Health Company of the Year: Morgan Stanley

Awarded to the company that has demonstrated an unwavering commitment to mental health care, achieving meaningful results across its entire workforce. This company thinks about mental health care not just as an employee benefit, but as a company-wide priority. 

The 2025 Company of the Year Award goes to Morgan Stanley for their comprehensive, globally-focused mental health strategy, demonstrated by robust leadership accountability, innovative programming like “Culture Conversations,” and measurable results, including high employee satisfaction and engagement with resources. Their commitment extends beyond internal support to impactful community initiatives, fostering a workplace culture where bringing one’s “whole self” to work is truly possible.

Workforce Mental Health Leader of the Year: Amelia Subryan, Senior Manager of Health and Wellbeing, lululemon

Awarded to a leader who has consistently prioritized the mental health care of their employees by visibly and meaningfully integrating a mental health care focus into their broader company strategy.

We are honored to recognize Amelia Subryan, Senior Manager of Health and Well-being at lululemon as Leader of the Year. Amelia is knowledgeable, compassionate, persistent, and honest in her leadership of lululemon’s health and wellness teams. She is as resilient as she is wise, and has powered lululemon through a lot of change – all with staying true to the values of centering wellness and following the science to best support all lululemon populations.

Workforce Mental Health Rising Star Award: Northwestern Mutual

Awarded to a company in their first year with Lyra who is showing exceptional promise and commitment to bringing mental health care to their employee base. 

Since launching just over a year ago, Northwestern Mutual has worked with speed and innovation in launching and promoting Lyra, achieving exceptional employee engagement through creative strategies and strategic partnerships with ERGs within their first year. Their visionary leadership and proactive approach have resulted in rapid adoption and impactful integration of mental health resources across the organization, setting a new benchmark for successful program implementation.

Workforce Mental Health Campaign of the Year: Snowflake

Awarded to a company recognized for its creativity and effectiveness in driving mental health awareness through a campaign that truly engages and inspires employees.

This year’s Campaign of the Year award goes to Snowflake for their meticulously planned and executed World Mental Health Day global campaign, which demonstrated exceptional cultural sensitivity and strategic outreach by delivering tailored workshops in multiple languages and locations across 28 countries. Their commitment to extending mental health support to their entire global workforce, coupled with their proactive approach to understanding regional needs, sets a new standard for impactful international mental health initiatives.

Workforce Mental Health Innovator of the Year: Carey Shore, Wellness Program Manager, Heidelberg Materials

Awarded to a leader who has demonstrated a willingness to push limits and think boldly about the future of workforce mental health.  

Carey Shore’s transformative leadership embeds mental health into the core of their company’s culture, notably through the creation and expansion of the Well First Responders – Mental Health Champions Network and the implementation of mandatory manager mental health training. Their dedication has fostered a workplace where mental well-being is prioritized, openly discussed, and actively supported at all levels, resulting in a significant cultural shift and demonstrably increased employee engagement.

Workforce Mental Health Innovative Company of the Year Award: Salesforce

Awarded to the HR team that has demonstrated a willingness to push limits and think boldly about the future of workforce mental health.

Salesforce’s forward-thinking approach integrates mental health support within an AI-driven workplace by proactively addressing the evolving needs of their employees. Through bespoke Lyra training and embedding mental wellness into core organizational development, Salesforce demonstrates a pioneering vision for employee well-being.