Clinicians and meeting planners both need simple, practical language for talking about suicide prevention and mental health. Below is a blog‑style version of your piece—with lots of bullets—followed by 25 FAQ‑style questions and answers you can use with planners considering you for a suicide‑prevention and workplace‑mental‑health program.
Blog: Giving Doctors Permission To Be Human By Frank King
The Question No One Asked First time a doctor asked about mental health, not just blood pressure or labs.
Two family members already lost to suicide by then.
Not because earlier doctors didn’t care.
Because they:
Weren’t trained to ask.
Weren’t sure they were “allowed” to ask.
Worried about “opening a can of worms.”
The Silent Epidemic in Medicine Family physicians are:
First line of defense for everyone else’s mental health.
Trained to keep going no matter what.
Culture of medicine often says:
“Your pain belongs in a box.”
“Patients first. You last.”
Warning signs you see in patients can show up in you:
Chronic fatigue.
Irritability and isolation.
Physical complaints with no clear cause.
Numbing out with work, food, alcohol, or scrolling.
How Humor and Hard Truth Saved Me Spent decades talking about suicide using:
Humor that disarms.
Honesty that connects.
Stories that make statistics human.
Still here because:
Someone asked the right question at the right time.
Someone treated “Are you okay?” like part of the exam, not an optional extra.
Building a Culture of Permission Real change in clinics and hospitals starts with permission:
Permission to not be okay.
Permission to check on each other.
Permission to see mental health like any other vital sign.
Everyday phrases that open doors:
“You seem more withdrawn lately; how are you doing, really?”
“You’ve had three overnight shifts in a row—how are you holding up?”
“If you ever need to talk, I’m in your corner.”
What Physicians Keep Telling Me Common stories from audiences of doctors:
60–80‑hour weeks as “normal.”
Feeling trapped between patient needs and system demands.
Worry that any admission of depression = risk to license or career.
Important reframe:
Burnout and depression are normal responses to abnormal pressure.
Ignoring them doesn’t make them heroic; it just makes them dangerous.
Everyday Practices That Normalize Support Make mental‑health conversations routine, not rare:
“Mental health huddle” after a tough code or bad outcome.
Five‑minute check‑ins at the end of a shift.
Brief debriefs after especially challenging clinic days.
Build simple peer support into the schedule:
Buddy systems pairing colleagues to check in monthly.
Peer‑support teams trained to listen and refer.
Protected time for supervision, mentoring, or reflection.
Use humor wisely:
Helps release tension.
Makes vulnerability safer.
Signals, “We’re allowed to be human here.”
Tools That Make It Easier to Ask for Help Simple supports any practice can put in place:
Crisis‑response plans everyone knows how to use.
Peer‑support teams with clear boundaries and training.
A current list of local and virtual therapists who understand clinicians.
Clear policies that seeking help is protected, not punished.
For the individual physician:
Save crisis numbers in your phone.
Tell one trusted colleague how to check in on you.
Create a personal safety or wellness plan before you’re in crisis.
The Most Dangerous Myth in Medicine Myth: Asking for help is weakness.
Reality:
It takes courage to say “I’m not okay.”
It takes skill to sit with someone else’s pain.
It saves lives—patients’ and physicians’.
Bottom line:
Give yourself permission to be human.
Give your colleagues permission to be honest.
Give your organization permission to treat mental health as essential, not optional.
25 Meeting‑Planner FAQs (With Suggested Answers In Your Voice) 1. What is the primary focus of your keynote on suicide prevention and workplace mental health?
The keynote teaches leaders and teams how to recognize warning signs, start conversations, and create a culture where it is safe to ask for and offer help, using stories and humor to make a tough topic approachable.
2. Who is the ideal audience for this program?
Any group responsible for people: executives, HR, safety leaders, managers, clinicians, and frontline staff who want practical tools to reduce risk and build a more supportive culture.
3. How long is your typical presentation?
Standard keynotes run 45–60 minutes, with options for a 30‑minute plenary or a 75–90‑minute interactive session that adds exercises and Q&A.
4. Do you offer workshops or breakouts in addition to the keynote?
Yes; you can add deeper‑dive breakouts on topics like postvention after a suicide, manager conversations, peer‑support skills, or sector‑specific stress and burnout.
5. What specific outcomes can our attendees expect?
They leave with clear warning signs to watch for, simple scripts for starting conversations, a framework for responding after a crisis, and a renewed sense that help‑seeking is a strength, not a liability.
6. How do you keep such a serious topic from overwhelming the audience?
Humor, storytelling, and lived experience are woven through the program so people feel seen and hopeful rather than scared or lectured, while still honoring the gravity of suicide.
7. Is your content evidence‑informed and aligned with current best practices?
Yes; the material reflects widely accepted principles of workplace suicide prevention and postvention—training, early recognition, safe messaging, and clear pathways to professional help.
8. Can you tailor the program to our industry or profession?
Absolutely; stories, language, examples, and resources are customized after a planning call so the session feels like it was built for your culture, not pulled off a shelf.
9. Do you talk openly about suicide in the session?
The word “suicide” is used directly but safely—no graphic details—focusing on hope, connection, and practical steps people can take.
10. How do you handle audience members who may be personally affected or currently struggling?
At the start, participants are given content guidance and a list of supports; people are encouraged to step out if needed, and the organization’s EAP, HR, and crisis resources are highlighted for anyone who needs follow‑up support.
11. What do you need from us before the event?
A brief planning call, information about your audience and current initiatives, your internal resource list (EAP, hotlines, etc.), and basic AV details.
12. What are your AV and room‑setup requirements?
A projector and screen, handheld or lav mic, house sound, and a room set to encourage visibility and interaction; a quick tech check before the program keeps everything smooth.
13. Do you provide handouts or resources attendees can use afterward?
Yes; organizations receive concise digital resources such as warning‑sign checklists, conversation starters, postvention guidelines, and links to crisis and support services.
14. Can this program be delivered virtually or in a hybrid format?
Yes; the keynote works well on major platforms, using chat, polls, and Q&A to keep remote attendees engaged and to give them private ways to ask sensitive questions.
15. Is your presentation appropriate after our organization has recently experienced a suicide?
Yes, with care; content can be adapted as part of a thoughtful postvention plan in collaboration with your leadership and mental‑health professionals, with an emphasis on safety, support, and hope.
16. How do you support leadership before and after the event?
Leaders can receive a separate briefing or debrief, suggested talking points, and guidance on how to model vulnerability and follow through on what employees hear in the keynote.
17. Do you address burnout and compassion fatigue as well as suicide?
Very much so; burnout, moral injury, and chronic stress are framed as risk factors and warning lights on the dashboard, with strategies for organizations and individuals to respond early.
18. How interactive is your session?
Depending on time and format, the session can include live polling, brief paired conversations, guided reflection, and Q&A, all designed to be safe and optional rather than putting anyone on the spot.
19. Will the program fit within our safety, DEI, or wellness initiatives?
Yes; the content complements existing efforts by adding a mental‑health and suicide‑prevention lens, and can be positioned as part of safety, inclusion, or wellbeing strategies.
20. What makes your approach different from a typical mental‑health talk?
The combination of lived experience, long experience as a comedian and speaker, and a focus on real‑world scripts and checklists makes the topic accessible, memorable, and highly actionable.
21. Do you share your personal story in the program?
Yes, in a way that is honest but hopeful, using personal experience with depression and suicidality to normalize the conversation and show that recovery and resilience are possible.
22. Can you include our policies, EAP, and crisis protocols in the talk?
Definitely; your internal procedures and resources can be integrated into slides and examples so attendees leave knowing exactly where to go and what steps to follow.
23. How do you measure success after the event?
Many clients track post‑event surveys, EAP utilization trends, participation in follow‑up trainings, and qualitative feedback about comfort discussing mental health.
24. What is the booking and fee structure?
Fees depend on format (in‑person vs. virtual), length, and any additional workshops or consulting; after a short discovery call, a simple flat‑fee proposal outlines all costs and options.
25. What is the next step if we’re interested in bringing you in?
A brief discovery call to clarify your goals, audience, timing, and budget, after which a customized outline and agreement are provided so you can secure the date and start promoting the program.
