The role of the line manager and human resource manager is central to managing the effects of mental health issues at work. However robust and accessible occupational health services and other medically orientated support are the line manager is the person who interacts on a daily basis with team members who may be behaving unusually.
Those managers who are able to have conversations with team members at an early stage are in a position to help the struggling employee access support before a crisis. Early intervention is key to a swift return to normal. A swift return to normal is the goal of all concerned; the individual employee, colleagues and the organisation as a whole.
Recognising and managing emerging mental health issues is not just the responsibility of specialist services - organisations who are able to promote a culture of openness and have in place support mechanisms are reaping the benefits in reduced sickness absence, poor quality work and decision making, mistakes and improvements in staff well being and organisational effectiveness.
Supporting Mental Health
a practical approach for organisations
The recognition and management of mental health issues is often perceived as a minefield of possible problems and dangers.
It need not be.
Our training
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Is simple, accessible and jargon-
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Focuses on what to do, not, what is wrong
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Helps remove the stigmas and taboos often attached to mental health issues
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Provides a framework for key personnel to use to recognise and manage signs of illness
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Removes the fear that often accompanies the subject
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Relates to work rather than health
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Leads to benefit for all
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Our training takes a unique non-medical approach to the recognition and management of psychological and mental health issues.
Accurate diagnosis is not necessary.
The focus is on learning the skills needed to recognise that there may be an issue and, then, what action to take so that everyone benefits.
*** NEWS ***
The Rationale for Training and Evidence of Effectiveness
A detailed document summarising the evidence for the benefits of training in the recognition and management of mental health issues in the workplace.
Covers the background, research findings and expected organisational benefits of addressing these issues.
E-mail info@kipepeo.co.uk to receive your copy
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De-
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Understanding of our own emotional responses
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A reduction in the fear factor
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Live scenarios to aid understanding and create ‘real’ experience
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PPP Questioning
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Signposting
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Exploring potential pathways
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Information on and an understanding of common mental illnesses
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Safety strategies
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When to make the 999 call
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Psychological barriers, minefields and traps
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Understanding functional and dysfunctional suffering
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Handling ‘difficult’ conversations
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Setting and managing boundaries and limits
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What to do when in doubt
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The rules of confidentiality and when to step outside them
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How to intervene early and with tact
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How to get supported
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Why early intervention is the best and only answer
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