Social support helps significantly speed up the recovery process. The manager should know what employee behavior may be caused by the crisis and how to conduct supportive conversations. Whoever has been through a crisis knows that even in good faith, the environment says and does things that not only do not help but sometimes can also hurt. Being among people who know how to be silent and how to speak supportively gives a sense of security and reduces loneliness. Each employee should have a basic knowledge of how to react to confidences, what to say, how to support colleagues in crisis and how to motivate them to seek for specialist help.

Stress – tension reduction techniques, coping with worries

The aim of the workshops is to create an individual tool box to coping with stressful situations.

We will analyse:

  • My stress symptomes
  • What are my stress triggers
  • What is behind it

We will learn you:

  • How to control unwanted thoughts and worries
  • Techniques to reduce body tension from evidence based neurobiology and medicine
  • Imaginative techniques that help “drift” thoughts – based on DBT therapy and solution focused therapy
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Building mental resilience

When we face challenges, difficult tasks or accumulation of simple but obligatory tasks – we often think “I’m not able to do it”. Stress is always a result not so much of an objectively difficult situation as of our judgement. We anticipate that something wrong can happen, although it does not happen “here and now”. Our emotional responses to stress can come from optimism or our attitudes, analisis and automatic sentences that strain us.

How we react is due to our mental resilience, which we are lucky to develop.

The aim of the workshops will be rise awareness and practise skills that develop mental resilience:

  • Awareness of your strengths
  • Emotion regulation
  • Building optimistic thinking style
  • Analysis of the support network and own attitudes towards seeking help
  • Healthy responses to failure
  • Healthy mechanisms for maintaining self – esteem
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Work burnout – recognition strategies, prevention, employee support

The workshop will provide tips and skills to deal with each of these problems:

Knowledge about the differences and consequences of chronic stress, burnout, depression. What precedes burnout, how can we prevent it. Who is at risk of burnout – personality factors. Asking questions to identify the problem properly tips to distinguish low motivation, burnout, or other causes of loss of productivity How to deal with complaining. How to conduct a conversation with a complaining employee. Helping an employee deal with burnout – how to recognize when professional help is needed. The importance of authenticity in building a supportive team.


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Supporting employee in psychological crisis

On the one hand, the goal of the workshop is to broaden managers ‘ awareness of employees’ mental health – what is mental health, how does its imbalance employees’ efficiency, and how does it affect the productivity of the entire team. What are the limits of psychological support, what and how can you avoid crossing your own and employee’s limits. The workshop will also be an opportunity to discuss the difference between organization and manager support and peer to peer support.


  • Raising awareness of the universality of psychological crises, associated emotions and potential reactions of employees and teams to crisis events
  • Developing crisis  management competences at team level
  • Ability to hold a conversation in a crisis
  • Talking about stress in social isolation
  • Broader management requiring the launch of services (police, emergency medicine)
  • Long-term support for the team after critical incidents (employee death, suicide, return after long-term dismissal due to mental problems, etc.)
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Peer to peer support – how to be good friend and support for colleagues and close ones

Leads: Dr. Małgorzata Wypych

January 20, 2004
hour 15:00

There are temporary reduction in employee productivity caused by various life crises which not require immediate action at the employee-manager or HR BP-employee level. Sometimes a life crisis, breakup, divorce, chronic stress, serious illness of a loved one or even chronic mood disorders can be taken care of in contact with someone who can give basic psychological support. Research shows that the factor that most effectively helps in overcoming crisis or even traumatic situations is social support. Nowadays the awareness that psychological support is a skill that needs to be trained is growing.

Employees who struggle with psychological problems resulting from temporary life difficulties can cope effectively if they receive understanding, acceptance and very specific support activities, including those aimed at strengthening their sense of resourcefulness. Such competences related to psychological help can be educated within the peer support system.

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