Shared responsibility for resilience

Individuals, teams, and leaders all share a responsibility for building resilience and intentional values-based cultures in order for organizations to flourish. The following services help organizations move toward greater resilience.

Key leader discussions – Conducted anonymously by an external professional, facilitated discussion can help uncover perceived strengths, challenges, and needs that might affect organizational resilience but may not surface in operational discussions or surveys.

• Anonymous interviews or roundtable discussions with targeted executives, managers, and employee leaders about strengths and areas of challenge.

• Aggregate summary report and presentation to strategy planners

Brief mental health awareness training – Raises understanding, confidence, and appropriate use of educational and counseling resources.

• Overview on how to identify struggles in work performance that may be related to mental health, have “difficult conversations” with employees or co-workers, and refer to available resources.

• Additional module helps managers give performance feedback, listen compassionately, identify strengths and challenges, support diversity, equity, and inclusion, effectively accommodate common challenges and model and support skills and practices for mindfully resilient workplace cultures.

Building a mindfully resilient work culture – In-person and virtual training and coaching to develop skillsets and a shared responsibility for individual and organizational resilience.

• Training for individuals to build personal micro-skills and habits for mindful awareness of thoughts, emotions, and actions that challenge or contribute to individual resilience and thriving

• Training and periodic facilitated discussion for managers and teams for aligning values, building trust, and developing resilient organizational practices

• Periodic coaching to support mindful resilience

Strategy consultation and partner integration – Bring your internal managers and external partners together for enhanced collaboration, strategy-building, and communication. Help those who are thriving to stay that way, and better support those who are mentally and emotionally unwell.

• Facilitated strategy planning with internal and external partners (e.g., wellness, EAP, health, HR/benefits, diversity/equity/inclusion, organizational change, and disability/absence management)

• Identify screening, assessment and evidence-based mental health and well-being interventions to identify key target audiences within the organization and plan support strategies

• Discuss screening tools and metrics for outcome assessment

• Select additional vendor partners as needed

Peer Support Program Development – Peer Supporters are employees who help fellow colleagues by providing confidential emotional support for everyday issues and information about mental health and well-being resources, as well as assistance in accessing them. Peer Support Team members are not mental health professionals but are trained to listen, refer, and support colleagues and their families when in need. They help to reinforce connectedness, enhance coping and resilience, normalize conversations around mental health, reduce shame and blame, and contribute to creating a thriving workplace culture.  

• Build mental health awareness and recruit volunteer peer supporters

• Train and support peer supporters

• Assist in promoting, communicating, connecting, and evaluating peer supporters

Prices are set on an hourly or a fixed-fee, project-specific basis.