Duration - Essentials course:    3 hrs

Duration - Advanced course:    1 day

Group size: 5-25

Audience:   People / line managers

Overview

People managers are hugely influential in setting workplace culture. They have direct impact on team member’s wellbeing and are well placed to spot early signs of poor mental health. Indeed, the WHO’s evidence-based guidelines for employers strongly recommends that businesses should train managers to support employees' mental health.

Our interactive training will help to improve people managers’ understanding of, and literacy in, mental health so that they can actively contribute to a psychologically safe work environment. The course will give them the skills to spot early warning signs of poor mental health and then confidently have an open and appropriate conversation about mental health with colleagues, while maintaining healthy boundaries.

Learning will be put into practice as our expert trainers will facilitate tailored case study discussions.

The Essentials course is 3 hours and consists of 3 distinct modules, which can be split into multiple sessions – 2 x 1.5 hours or 3 x 1 hour.

The Advanced course follows the same structure, but allows more time for deeper dives into the most important aspects of the learning and gives more opportunities for discussion and practice.

Learning outcomes

By the end of the course, participants will:

• Be familiar with common mental health conditions and be able to spot signs and symptoms of poor mental health
• Recognise the most common causes of work-related stress and its contribution to mental ill health
• Understand the line manager behaviours that can help prevent workplace stress and burnout
• Consider how diversity can be intersectional with mental health
• Gain practical skills in how to have a supportive and appropriate conversation about mental health with direct reports, whilst maintaining healthy boundaries
• Understand how to navigate difficult conversations about wellbeing within the context of performance management
• Learn about what reasonable adjustments might be appropriate to offer in different circumstances
• Be familiar with how to support an employee's return to work after a period of absence due to mental health difficulties
• Know about internal support and resources available
• Actively consider their own wellbeing, and how they can protect and nurture it
• Understand how they can actively support and develop a healthy workplace culture
• Their role as leaders in challenging stigma

Course content

This course covers:

Module I: the role of managers in team wellbeing

• What is mental health and why we should be prioritizing it in our teams – the human and business case
• Your impact as a people manager – how you can make a difference
• Understanding stress - what you can do as a manager to help prevent burnout in your team
• The importance of self-care and tools to support your wellbeing
• When and how to seek help, and the potential barriers to doing so
• Action plan, part 1: how are you going to embed this learning into the way you look after your own wellbeing?

Module II: the building blocks for healthy teams

• Understand the concept of psychological safety and key characteristics of psychologically safe teams
• Address biases and foster Emotional Intelligence (EQ) for a supportive environment
• Practical strategies to build an inclusive team culture
• De-escalating and resolving conflict in your teams
• Maintaining healthy boundaries
• Action plan, part 2: how you are going to embed this learning into the way you interact and manage your team?

Module III: supporting someone who is struggling with their mental health

• Recognising the signs and symptoms of mental ill health
• The TALK Framework for carrying out supportive and appropriate conversations about mental health
• Active listening skills
• Confidentiality
• Reasonable adjustments
• Returning to work after a mental health-related absence – best practice
• Navigating difficult conversations about wellbeing within the context of performance management
• Action plan, part 3: how you are going to embed this learning into the way you support team members who might be struggling?

Contact us to book and for more details about the course.

Find out more about  how we approach training and learning, and about our  expert training associates.