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MHN Client ServicesOrganizational Guidance, Organizational Development and Training & Skill Development from MHN
Josefina BravoWe’re dedicated to member health and wellness.
Employee Assistance Program Personal problems can have a negative impact on attendance, health and productivity. MHN’s Employee Assistance Program (EAP), includes:
• Memberservicesthatcanhelpemployeesaddresstheirproblemsandimprovetheirhealth and wellbeing; and
• Clientservicesthatcanhelpmanagersandsupervisorssupportemployees,addressperformanceandconductproblemsandbuildsuccessful,engagedteams
This catalog provides an overview of MHN’s member services and an in-depth look at our client services.
What’s included and what costs extra?Throughoutthiscatalog,thefollowingkeyisusedtoidentifyincludedservicesvs.upgrades. Thetableofcontentsshowsyoueverythingataglance.
Your Guide to MHN Client Services
Included with MHN’s standard EAP solution
Available as an upgrade to your MHN EAP
May also be purchased as a stand-alone(evenifyoudon’t
have an MHN EAP)
Manager’s toolkit
members.mhn.com
Click“RegisterNow”onthelogin page and enter your
accesscode.Select“manager”as the account type.
EAP member services
AnsweredbyMHNintakerepresentatives24hoursaday,sevendaysaweek.
Members (employees and their covered dependents) are entitled to as many telephonic (traditional voice or web-video) consultations as needs warrant, and depending on eligibility,
several face-to-faceclinicalcounselingsessionsperincident,percalendaryear.
Organizational guidance
Call EAP member services andasktospeakwitha
management consultant.
Your account manager
Contact your MHN account manager to obtain print materials, schedule
trainings or organizational development services, or request help increasing employee engagement.
Accessing MHN Services
LaRae LittlefieldWe deliver the rightcoverage at the right price.
1
Table of Contents
EAP OverviewMember services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2Client services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Promoting the EAP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Client services in depth . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6Organizational guidance (To access, call EAP member services.) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7• Managementandlaborconsultations• Jobperformancereferrals• Substanceabusereferrals• Criticalincidentstressmanagement• Onlinemanagerstoolkit• Clinicalsupportservices
Organizational development (To schedule, call your MHN account manager.) . . . . . . . . . . . . . . . . 10• Initialorganizationaldevelopmentconsultations• RIFneedsassessmentandsummaryreport• Comprehensiveorganizationaldevelopment• Wellbeingcampaignimplementation
Training&skilldevelopment(To schedule, call your MHN account manager.) . . . . . . . . . . . . . . . .14• Benefittraining• Healthfairsupport• E-learning• Workshopsandseminars . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
– Customizedworkshopsandseminars– Work-lifeseminars– Health and wellness– Employeeskilldevelopment– Management/supervisoryskilldevelopment– Workplacesafetyandprotection
Index of workshops and seminars . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53
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EAP member services are offered at no charge to employees and their eligible dependents. Servicesareconfidential,convenientandavailable24/7.
MHNprovidesposters,memberbrochures,flyersandarticlesthatcanhelpraiseawarenessof the available services and how to access them. Please contact your MHN account manager to request materials.
Clinical support Membershave24/7accesstoclinicianswhocanhelpwithemotionalhealthissues,including:• Marital,relationshipandfamilyconcerns • Alcoholandsubstanceuse
• Stress,anxietyandsadness • Workproblems
WhenamembercallsMHN,theintakerepresentativeassessesthemember’sneedsandevaluatesthedegreeofrisktothecaller.Callerswithurgentoremergentneeds,orthosewhoasktospeakwithaclinician,areimmediatelytransferredtoone.
Forroutine(non-urgent)issues,memberscansetupin-personcounselingsessions(witha networkprovider)ortelephonicorweb-videoconsultations(withanMHNclinician). Theproviderorclinicianworkswiththemembertopinpointtheissueanddevelopanaction plantoaddressit.Thistypeofshort-termcounselingisappropriateformostmemberissues. (Iftheissueismoreserious,thememberwillbereferredtohisorherbehavioralhealthbenefits.)
AllMHNandnetworkproviderswhodeliverEAPservicesarefullylicensedandspecializeinproviding short-term EAP counseling. These providers include psychologists, licensed clinical socialworkers,certifiedalcoholanddrugcounselorsandlicensedmarriageandfamilytherapists.
Online member servicesMHN’sEAPmemberwebsitefeaturesawiderangeofresourcesthatempowermemberstotakechargeoftheirwellbeingandsimplifytheirlife.Fromthecomfortandconvenienceoftheirowncomputer, members can:
Member Services
Member Choice!With MHN,
members have
three choices for
getting clinical
support:
1. Telephonic
consultations
for maximum
convenience
and anonymity
2. Face-to-face
counseling
in-person
sessions with an
MHN network
provider
3. Web-video
consultations
convenient
and easy, but
with a more
personal touch
than traditional
telephonic
• ViewtheirEAPbenefits
• SearchforanMHNcounselorandgetareferral
• Accessself-helpprogramsforstress,weightmanagement,nutrition,fitnessandsmokingcessation
• TakeMHN’scomprehensivewellbeingassessment
• Findarticlesonemotionalhealth,healthandfitness,financialandlegalissuesandmore
• AccesscurrentandpreviousissuesofMember Matters, MHN’s monthly online newsletterabouthealth,wellnessandwork-lifebalance
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Work & life servicesMHN’sEAPcanalsohelpmembersbalanceworkandlifeandtakecareofallkindsofchoresandchallenges.Telephonicconsultationsareavailablefor:
• Childcare and eldercare–Needsassessmentplusreferralstochildcareandeldercareproviders
• Financial services–Budgeting,creditandfinancialguidance(investmentadvice,loansandbillpaymentsnotincluded),retirementplanningandhelpwithtaxissues
• Legal services–Telephonicorface-to-faceconsultationsforissuesrelatingtocivil,consumer,personalandfamilylaw,financialmatters,businesslaw,realestate,estateplanningandmore(excludingdisputesoractionsbetweentheemployee,yourorganizationorMHN)
• Identity theft recovery services–InformationonIDtheftprevention,plusanIDtheftemergencyresponsekitandhelpfromafraudresolutionspecialistifthememberisvictimized
• Daily living services –Referralstoconsultantsandbusinessesthatcanhelpwitheverydayerrands,travel,eventplanningandmore(doesnotcoverthecostnorguaranteedeliveryofvendors’ services)
• Online work & life services–helpfultips,toolsandcalculatorsforhelpwithfinances, legal issues and retirement planning plus access to online childcare and eldercare directories
Health and wellnessAhealthier,happierworkforceisamoreproductiveworkforce.ThroughMHN,membershaveaccesstoawealthofresourcesforoptimalemotionalandphysicalhealth,suchas:
• Aresearch-basedwellbeingassessmentthatofferspersonalwellbeingreportsforparticipatingemployeesandanaggregateworkforcewellbeingreporttoyourorganization(withtheparticipationofatleast50employees).Thisaggregatereport,benchmarkedagainstnational,regionalorindustrynorms,givesyouvaluableguidanceasitpromotesworkplacewellbeing.
• E-learninginteractiveprogramstohelpmemberswithpersonalfinance,healthandwellness,personal development and stress management
• Self-helpprogramsforsmokingcessation,nutrition,fitness,weightmanagementandstress
• Articlesandvideosonhealthandwellnesstopics,includingtrustedcontentfromMayoClinicHealth Solutions
• Practicalhealthandwellnesstools,includingcalculatorsforBMI,targetheartrateand calorieintake
To learn more about EAP member services, please contact your MHN account manager or visit members.mhn.com.YoucanalsofindmoreinformationaboutEAPmemberservicesinMHN’sEAPbenefittrainingvideoorinthe“My Benefits”sectionofthememberwebsite.
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EAPclientservicesareanimportantresourceformanagersandsupervisors.Thefollowing servicescanhelpthemresolveemployeeperformanceandconductproblemsandbuildstronger,healthier teams.
Management consultationsMHN’s management consultants can provide unlimited telephonic support to your managers/supervisorsonhowtobestaddressdifficultworkplacesituationssuchasworkperformanceissues,attendanceproblems,workplaceviolence,mentalillnessandmore.Consultantshelptoclarifyissues,providecoachingandreferralsandworkwithmanagersorsupervisorstocreateanactionplan.Toscheduleamanagementconsultation,callyourEAPmemberservicesnumberandasktospeakwithamanagementconsultant.
Management consultations do not include fitness-for-duty consultations, drug testing, workers’ compensation involvement, medical diagnoses or prescriptions for medications.
Job performance referral Oneofthedutiesofamanagerorsupervisoristomonitoremployeeperformance.Whenanemployee’sperformanceorconductisofconcern,managersandsupervisorscanrefertheemployeetoEAPcounselingtohelpresolvetheunderlyingissue.Thisiscalledajobperformancereferral, orJPR.
Critical incident stress managementMHN’scriticalincidentstressmanagementprogramusesamulti-facetedapproachtohelporganizationsandemployeescopewithcriticalincidentsandreturntonormalfunctioning. CISMaddressestraumaticeventsaffectingtheworkplacesuchasnaturaldisasters,workplaceviolence,robbery,unexpecteddeathandmore.
“Big picture” services MHN also offers other organizational guidance, organizational development and training and skilldevelopmentprogramstohelpteams,divisionsandtheorganizationatlargefunctionbetter.Please refer to “Client Services in Depth” in this catalog for more information on all of the above services.
Client Services
Manager’s ToolkitMHN’s online
manager’s toolkit
includes sample
memos, consent
forms, articles
and handouts.
To access the
toolkit, you must
register as a
manager on the
member website.
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OurEAPsolutionsareonlyeffectiveifmembersknowhowtousethem.YouraccountmanagementteamcanscheduleonsiteEAPbenefittrainingsatyourconveniencetolaunchyournewEAP. Ourlaunchandongoingpromotionsmayincludeanyofthefollowingmaterials,customized withyourorganization’stelephoneaccessnumberandonlineaccesscodefornoadditionalcharge.
• EAP member brochure:OurmemberbrochurehighlightsthekeybenefitsoftheEAPandexplainshowconvenientandeasyitistogethelp.Itincludesatear-outwalletcardwithyourtoll-freeEAPnumber(staffed24/7)andmemberwebsiteaccesscode.AvailableinEnglish and Spanish.
• Workplace posters:Theseattention-grabbingpostersaredesignedforbreakroomsandotherhigh-traffic locations. Available in English and Spanish.
• Member Matters:Oure-newsletterissenttoyoufordistributiontoyouremployeeseverymonth. A convenient gateway to the EAP member website, it always includes valuable, timely informationonEAP-relatedtopics:stressmanagement,healthandwellness,personalfinancesand much more.
• Payroll stuffers:Ifyoumailordistributehardcopiesofpaychecksorotherinformation, youcanincludethesestuffersasremindersofEAPservices.
• EAP benefit training video:AvailableonlineandonDVD,ourEAPbenefittrainingvideoisagreatorientationtool,introducingthebroadrangeofservicesavailableandemphasizingtheeaseofaccessandconfidentiality.Includesbothemployeeandsupervisormodules;availableinEnglish and Spanish.
• Educational articles:Wecanprovideawidevarietyofeducationalarticlesontopicssuchashealthandwellness,emotionalhealth,familyandrelationshipissues,financialissuesandworkplaceconcerns.ThesearticlescontainhelpfultipsandinformationandremindmembersthatassistanceisavailablethroughtheEAP.MostofthesearticlesareavailableinEnglishandSpanish.
• EAP flyers:YoucanalsorequestflyersthatfocusonspecificEAPservicesavailable,suchaslegal,financial,identitytheftrecovery,childcareandeldercareandmore.
Pleaseaskyouraccountmanagerforourmemberengagementbooklet,whichprovidesmoreinformationonhowtopromotetheEAPtomembers.
Promoting the EAP
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Whenyouwanttotapintoyouremployees’realstrengths,developtheirskillsandestablishnewandbetterwaysofworkingtogether,MHNmakesithappen.Ourteamofmanagementconsultants,trainingspecialistsandorganizationaldevelopmentprofessionalscollaboratewithyourstaffandyourMHNaccountmanagementteamtocrafttargetedworkplacesolutionsthatmeasurablyimproveemployeeengagement,wellbeingandperformance.Thefollowingpagesprovideanin-depthlookatoursuiteofclientservices– organizational guidance, organizational development and training and skill development.
Client Services in Depth
Michael McClusky, RPh We help members get the most from their benefits.
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To access services, call EAP member
services and ask to speak with a management
consultant.
Our management consultants provide expert guidance and support on individual and
small group problems involving difficult workplace situations, troubled employees and
job performance issues.
Our consultants include Masters- and Ph.D. -level clinicians. Their unique background
in counseling, human resources and business enables them to offer expert insight,
assessment and action planning support to your management staff.
Management and labor consultations Our management consultants can provide unlimited telephonic support to your managers/supervisorsonhowbesttoaddressdifficultworkplacesituationssuchasworkperformanceissues,attendanceproblems,workplaceviolence,mentalillnessandmore.Theyprovideobjectiveandprofessionalassessmentwithconcreterecommendationsforchange,andcanassesstheneedforadditionalmemberorclientservices.Withourguidance,yourmanagersandsupervisorsareempowered to do their best.
Job performance referral (JPR) ThroughourJPRprogram,employeesidentifiedashavingjobperformanceissuesareassessed,providedwithanactionplan,andreferredtotheappropriateservices,suchasMHN’semployeeassistanceprogramandangerselfmanagementprogram.TheactionplangenerallyinvolvesaspecificnumberofEAPsessionswithanMHNclinician(viatelephoneorweb-video)orwithanMHNnetworkprovider(face-to-face).
• Ifanemployeehasajobperformanceissue,amanagementconsultantfacilitatesreferralstoMHN’s EAP. An EAP provider helps the employee with treatment, and with the appropriate “releaseofinformation”signed,themanagementconsultantnotifiestheemployee’smanager/supervisor when the program is completed.
• Ifanemployeeappearstoneedhelpmanaginganger,themanagementconsultantmayrecommendaclinicalscreeningtodeterminewhetherheorshemightbenefitfromMHN’sangerself-managementprogram.Iftheemployeeenrollsintheprogram,amanagementconsultantwillnotifytheemployee’smanager/supervisoroncetheprogramiscompleted.
PleasenotethattheJPRisnotadisciplinarymeasurebutratheramanagementtoolthathelpstheemployeeresolveproblemsandimprovejobperformance.
Organizational Guidance
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Substance abuse referrals Ifamanagerorsupervisorsuspectsanemployeeisstrugglingwithasubstanceuseissue,MHNcanhelp.EmployeeswhofallundertheFederalDepartmentofTransportation(DOT)regulationsforworkplacedrugandalcoholtestingprogramswillbereferredtotheNationalSubstanceAbuseProfessionalNetwork(NSAP)forassessment,treatment,reportingandfollow-up–inaccordancewithDOTguidelines.ForemployeeswhodonotfallunderDOTregulations,MHN’smanagementconsultantscanarrangeforaJPRassessmentandfacilitatereferralstotheemployee’smedicalbenefits.Theemployee’smedicalproviderwillassistthememberwithtreatment,andwiththeappropriate“releaseofinformation,”themanagementconsultantwillinformtheemployee’smanager/supervisor when the program has been completed.
Critical incident stress management (CISM) MHN’scriticalincidentstressmanagementprogramusesamulti-facetedapproachtohelporganizationsandemployeescopewithcriticalincidentsandreturntonormalfunctioning. CISMaddressestraumaticeventsaffectingtheworkplacesuchasnaturaldisasters,workplaceviolence,robbery,unexpecteddeathandmore.
Acutecaresupportincludes24/7immediatetelephonicsupportforassistancewithcriticalincidentsandcoordinationofonsitecriticalincidentstressdebriefings.CISDsgenerallytakeplace24-72hoursaftertheincident.
Telephonicpost-incidentfollow-uptoassessstatus,identifyresidualconcernsanddeterminenextsteps is also included.
ToconductMHN’sCISMsupportservices,wehaveanextensivenetworkofprofessionalcounselorswithexpertiseandcertificationintraumaresponse.Onaverage,theyrespondto1,000critical incidents annually.
The standard EAP solution includes 20 hours of CISM support per incident, with an unlimited numberofoccurrencesduringthecontractterm.
Additional CISM hoursNeedmorethanyourallotted20hourstorestorenormalfunctioningatyourworkplaceafteratraumaticincident?AdditionalCISMsupportisavailableonafee-for-servicebasis.
To access services, call EAP member
services and ask to speak with a management
consultant.
9
To access services, call EAP member
services and ask to speak with a management
consultant.
Online manager’s toolkit MHN’smemberwebsitefeaturesawealthofresourcesforhelpingmembersleadhealthier,happierlives.Italsoincludesanonlinemanager’stoolkit,withhelpfulresourcesjustformanagersandsupervisors such as: • Asummaryofavailableclientservicesandemployeebenefits(andhowtoaccessthem)
• Articlesandguidesontopicssuchaschangemanagement,jobperformancereferralsanddomestic violence
• Tipsandformstoassistwithmanagerial/supervisoryduties,issuesandsituations
• Resourcesmanagerscanusetohelptheiremployees
Toaccessthemanager’stoolkit,logontomembers.mhn.com, click“RegisterNow”ontheloginpageandenteryouraccesscode.Select“manager”astheaccounttype.
Clinical support services Ifnotaddressed,employeestresscanimpactyourbottomline;healthcareexpendituresalone, forexample,arenearly50percentgreaterforworkerswhoreporthighlevelsofstress,accordingto the Journal of Occupational and Environmental Medicine. Stress can also lead to greater absenteeism,poorjobfocusanddecreasesinjobsatisfactionandperformance.
One-on-one or small group clinical support, provided onsite by a clinician, can help employees copeeffectivelywithchronicorresidualstressresultingfromstress-inducingworkplaceincidents,suchaslayoffs,mergers,workplaceaccidents,employeedeath,etc.
10
MHN’s organizational development solutions are designed to address issues that
impact workgroups, one or more departments or the company as a whole. After an
organizational change, such as a merger, acquisition or layoff, our organizational
development solutions can enhance group functioning, improve productivity and boost
morale. The trainers and consultants in our national network are selected for their
solid understanding of behavioral health along with their proven success as presenters
and facilitators. Their wide range of expertise includes employee and management
development, organizational development, employee relations and workplace health
and wellness.
Initial organizational development consultations Duringaninitialorganizationaldevelopmentconsultation,weworkwithyourmanager/supervisororHRstafftoassessthesituation.Next,weproposerecommendationsandcreateanactionplan. Wethenconnectyoutoanorganizationaldevelopmentconsultantwhocancometoyourworkplaceandhelpyouimplementtheplan.Initialorganizationaldevelopmentconsultationsareunlimited and telephonic.
Reduction-in-force needs assessment and summary reportAreduction-in-force(RIF)canleadtoloweremployeemorale,performanceissues,workplaceconflict, increased presenteeism and other problems that can impact your bottom line. MHN can helpyouminimizethenegativeimpactaRIFcanhaveintheworkplacebyproviding:
• A RIF needs assessment–identifiespotentialareasofconcernpriortotheRIFand theorganization’sreadinessregardingcommunications,planningandexecution
• Summary report–documentsfindingsandrecommendssolutionstolower organizationalrisk
• A reviewofthereportwiththeclient
Organizational Development
To schedule, call your MHN
account manager.
11
To schedule, call your MHN
account manager.
Comprehensive organizational development consulting servicesDependingonyourneeds,MHN’sonsiteconsultingservicesrangefromafewhourstomoreextensive,ongoinginterventionsoverseveralmonths.
• Workplaceneedsassessment TheonsiteneedsassessmentisanimportantprocessinacomprehensiveODplanwhichinvolvesinterviewsofkeyindividualsand,subsequently,in-depthevaluationofissuesimpactingorganizationaleffectiveness.Ourassessmentincludesthedevelopmentofaformalreportdocumentingfindingsandrecommendations.RecommendationsgenerallyinvolvesomecombinationofMHN’sadditionalODconsultingand/ortrainingservices.
• Organizational development consultations Throughtheconsultationprocess,wehelpyouassessandaddressissuesimpactingworkteams,departmentsandorganizationaleffectiveness.Forexample,wecanhelpwithlayoffs,teamdynamics,communicationissues,organizationalchange,roleandprocessclarification,establishingaworkplacecodeofconduct,anddealingwithdifficultworkplacebehaviors.
• Facilitatedgroupprocessing Groupprocessinghelpsgroupsresolvefactorsthatmayhinderworkgroupeffectiveness.Usinganimpartial,neutralapproach,wecanhelpagroupidentifycoreissues,generateaccountability, resolve differences and channel discussions toward productive action. Participantsbenefitfromincreasedtrust,enhancedissueresolutionandimprovedworkingrelationships.
• Supportgroupdevelopmentandfacilitation Asupportgroupcangiveemployeesanopportunitytoshareexperiences,copingstrategiesandmutualencouragement.MHNprovidesonsite(ortelephonic,ifpreferred)supporttohelporganizationsdevelop,facilitateandsustainsupportgroups(bothnon-clinicalandclinical)intheworkplace.Examplesoftopicsincludesupportforcancersurvivorship,survivorsoflayoffs,single parenting and eldercare issues.
• Management/leadershipcoaching Onsitecoaching(ortelephonic,ifpreferred)helpssupervisorsmanagemoreeffectivelybyenhancingsupervisoryandleadershipskills.Wehelpyourstaffpracticenewmanagementtechniquesandprovidefeedbackonnewskilldevelopment.Management/leadershipcoachingcanalsobenefitmanagerswhoneedtosetperformanceandbehavioralstandardsfortheirteams,effectivelymanagethedisciplinaryprocessandmore.Byimprovingtheirmanagementstyle,managersandsupervisorscanimprovetheirteams’performance,whichcan lead to greater productivity and enhanced employee engagement.
12
• Humanresourcesconsultation Adisengagedworkforce,chronicperformanceissuesandpoormanagementoforganizationalchange can drain company productivity and morale. MHN can provide onsite assistance to humanresourcesprofessionalsonemployeeretention,engagement,recognition,performancemanagement,behaviormanagementandmore.Forexample,wecanhelpyourHRmanagercreateanemployeedevelopmenttrainingplanforthewholeorganization,oraplantore-engageemployeesfollowingareduction-in-force.
• Conflictresolution Performanceproblemsarefrequentlytheresultofstrainedrelationshipsbetweenemployees,notlackofindividualemployeeskillortechnicalknowledge.
Ifhandledwell,conflictcanactuallyprovideanopportunityforpersonalandprofessionalgrowth.Weteachemployeeshowtoclarifythesourceoftheconflict,identifyitsimpact,exploreactionsforresolutionandcommittoanappropriateresolutionplan.
Throughacquiredinformationandpractice,employeeslearncriticalskillstoresolveanyworkplaceissue,generatinggroupcohesionandmutualrespect.Yourorganizationthenbenefitsfromincreasedproductivityandimprovedmorale.
• Train-the-trainerprogram Wecanteachyouremployeestodelivereffective,engagingtrainingsonarangeoftopicsfromsubstanceabusetodiversity.Programparticipantscanthentransferthatknowledgetootheremployees in an efficient, cost-effective manner.
Wellbeing campaign implementationMHN’swellbeingassessmentisapowerfultoolthatcanhelpyoubenchmarkemployeewellbeing,focusyourhealthimprovementeffortswheretheywillhavethegreatestimpactandmeasuretheeffectivenessofthoseinitiativesovertime.ThetypicalHRAcoversphysicalhealthandmaytouch on mental health and healthy behaviors. The wellbeing assessment addresses much more, includingproductivityandthesixareasofwellbeingtrackedintheGallup-HealthwaysWell-BeingIndex®(WBI),suchasworkenvironmentandqualityandbasicaccesstohealthandliferesources.ProvidingacomprehensiveviewofpublicwellbeingintheUnitedStatessinceJanuary2008,theWBIamassesnewdataeachday-andyourorganization’saggregateresultscanbecomparedtothenationalWBImeasuresforbenchmarking.
To schedule, call your MHN
account manager.
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Participantswhocompletetheassessmentreceiveanextensive,tailoredpersonalwellbeingreportthatratestheminseveralareas,alertsthemofpotentialrisks,andincludesactionablesuggestionsforimprovement.Foremployers/organizationswhoreceivetheaggregateworkforcewellbeingreport,itdoesthesamethingbutonthepopulationlevel.Usingthereportforreference,youraccountmanagercanworkwithyoutoimprovebusinessresultsby:
• Focusingyourwellbeingimprovementeffortswheretheywillhavethegreatestimpact
• Guidingemployeestotheself-helpprograms,onlinecoaching,EAPservices,company-sponsored programs and other resources that can help them address their unique health and wellness issues
• Benchmarkingemployeewellbeingandmeasuringtheeffectivenessofwellbeingimprovement initiatives over time that compare your population’s scores to local, state, regionalandnationalnorms.Usingthereportasreference,yourMHNaccountmanagercanprovidespecificrecommendationsforimprovingyourpopulation’shealthandwellbeing,includingfocusingonspecificareasthatcanhavethemostimpactonyourbottomline.
The wellbeing assessment is included with the your organization’s EAP at no additional charge and accessedbymembersviathememberwebsite.Ittakes20-25minutestocomplete,andbecauseit’sanonlineassessment,memberscantakeitanytime,atworkorfromtheconvenienceofhome.
Better data, more supportWhenparticipantsself-reportonbiometrics–suchasweight,bloodpressureandcholesterol– youcan’tcountontheaccuracyofthedata.Forincreasedaccuracy,considerannualonsitebiometricscreenings.Andifyouwanttogiveyouremployeesevenmoresupport,healthcoachingis available as an add-on to your EAP.
To schedule, call your MHN
account manager.
14
Investing in your employees’ personal and professional development can lead to greater
productivity, enhanced work-life balance and more satisfaction on the job. Our training
& skill development solutions include benefit training and health fair support to raise
awareness of EAP services among your employees. We also offer other workshops and
seminars to help your employees live better and work better.
The professionals in our national network of trainers and consultants are selected for
their solid understanding of behavioral health along with their proven success as
presenters and facilitators. Their wide range of expertise includes employee and
management development, organizational development, employee relations and
workplace health and wellness.
Lead time Forexistingtitles,pleasecontactMHNatleastthreeweeksinadvance.Customizedcoursedesign requires additional time.
Contracted hours Training&skilldevelopmenthoursaredeductedforactualservicetimeonly,notfor set-uportraveltime.Trainer’stravelexpenseswillbepre-approvedbytheclientandbilledsubsequently,ifapplicable.
Cancellation of services Tocancelserviceswithoutbeingcharged,youmustprovidefivebusinessdays’notice. Non-refundabletravelexpenseswillbebilledtotheclient.
To schedule, call your MHN account manager.
Training & Skill Development
15
Benefit trainingThesetrainingsaredesignedtofamiliarizeemployeesandmanagementwiththeirEAPbenefits,includingtheirscope,purposeandvalue,aswellashowtoaccessservices.Byraisingawareness ofEAPbenefitsanddrivingutilization,benefittrainingcanmaximizeyourorganization’sreturn on investment.
EAPbenefittrainingincludestwoseparatetrainings:oneforemployeesandtheotherformanagement/supervisors.Trainingscanbedeliveredinavarietyofformats,includingin-person,telephonic,webinarorDVD.
Telephonic,webinarandDVDtrainingsareunlimited.
Additional benefit training hoursNeedmorethanyourallottedbenefittrainings?Noproblem.Additionalin-personbenefittrainingsareavailableforpurchase.
Health fair supportAnotherwaytoraiseemployees’awarenessoftheirEAPbenefits(and,ultimately,maximizeyourROI)istopromotetheEAPatyourhealthfair.MHNcanprovideinformationalmaterials(suchasEAP posters and flyers) and/or in-person account management support at your events.
Additional health fair supportIfyouneedadditionalhealthfairsupport,pleasecontactyouraccountmanager.Wecanprovideadditionalin-personsupportforafee.
E-learningOure-learningprograms,freeforEAPmembersviaourmemberwebsite,offeraselectionofourmostpopularHealth&Wellnesstrainingsandhelpmemberswithpersonalfinance,healthandwellness.Withmoreoptionsforlearninghowtolivehealthy,balancedlives,membersaremorelikelytobefocusedandproductiveatwork.
Workshops and seminarsMHN’sworkshopsandseminarscanleadtobetterwork-lifebalance,enhancedskilldevelopmentandimprovedworkplaceperformance.Ourcurrentofferingsfallunderthefollowingsubcategories:
• Work-life
• Health&wellness
• Employeeskilldevelopment
• Management/supervisoryskilldevelopment
• Workplacesafetyandprotection
Seepage53foranindexofallavailableworkshopsandseminars.Pleasenotethatofferingsmaychange periodically.
16
Half-day workshopIn-depthinformationandassessment, skillspracticeandaparticipantactionplan
Series of four one-hour workshops In-depthinformationandassessment, skillspracticeandaparticipantactionplan
Additional workshops and seminars hoursNeed training hours beyond those in your contract? No problem. Additional training hours are availableforpurchase.
Customized workshops and seminars AnMHNcurriculumdevelopmentspecialistwithexpertiseinadultlearningtheoryandworkplaceissuescandesignand/orcustomizeaworkshoporseminarforyourparticularneeds.
Customizedworkshopsandseminarscanbedeliveredin-person,telephonicallyorviawebinar.
Delivery & formatsDependingonthetitle,trainingsmaybeavailableinthefollowingformats:
One-hour workshopAnoverviewofthetopic
Two-hour workshopIn-depthinformationandassessment
Three-hour workshopIn-depthinformationandassessment
In-person Telephonically Webinar
17
Work - Life Seminars
MHN’s work-life seminars help employees develop the skills to manage a broad range
of work-life issues and challenges – from managing their finances to caring for elderly
parents. By making employees’ lives less stressful, these seminars can make it easier for
employees to contribute fully on the job.
Coping with the Stress of Economic UncertaintyIna2011AmericanPsychologicalAssociationpoll,67percentofAmericanssaytheeconomyisamajorsourceofstressand75percentsaymoneyis.Jobsecurityisasourceofstressfornearly50percentofAmericans.Thisprogramexploreshealthystrategiesformanagingstress and increasing resilience during tough economic times.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Respondtothechallengesofeconomic
uncertainty
• Identifycommonresponsestouncertainty
• Understandtheiroptionsforreducingstress and increasing resilience in tough economic times
Creating Work-Life BalanceTheconflictingdemandsofworkandhomecan create stress and zap the time and energy neededtogeteverythingdone.Inthisworkshop,participantswillexplorealternativesthat will allow them to be more effective and moresatisfiedwithboththeirhomeandworklives.Competingdemandswillbeidentified,andanassessmentofcentrallifegoalswillcontributetoanunderstandingofhowtoachieveimprovedwork-lifebalance.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Handlemultiple demands more
effectively
• Followfivestepstoachievingbalance
• Identifyinternalandexternalstressors
• Knowhowtouseenergywisely
Managing StressStress seems to be a constant companion intoday’sbusyworld.However,frequentor cumulative stress erodes emotional and physicalhealth.Thisworkshopemphasizesthatmanaging stress begins with the assumption ofpersonalresponsibilityandself-controlacross different situations and environments. The ability to choose healthy responses to any giveneventisthekeytominimizingstressandcreatingahealthylife.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthenatureofstressandthe
body’s responses to stressors
• Identifysourcesofstressandthesymptomsofstress“build-up”
• Discussdifferentstressmanagementstrategiesusedtobuffertheeffectsofstress
• Presentthedifferentaspectsofthe “stresshardy”personality
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Creating a Positive AttitudeApositiveoutlookcangreatlyenhance personal success, health and well being. Negativeself-talkandpersonalbeliefscanhindertheprocesstoward,andresultsof,reachingpersonalandprofessionalgoals. Thisworkshopexaminesthephysical,psychologicalandinterpersonaleffectsofbothnegative and positive attitudes.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheimportanceofoptimism
• Knowhowself-talkandattitudeimpactsqualityoflife
• Overcomenegativity
• Assesstheiroutlook
Managing Your Responses to AngerIt’seasytoblameothersforyouranger,butin reality, personal choice guides the reaction toanexternalsituation.Beingeasilyangeredadversely affects personal relationships, whether atwork,homeorwithinourcommunities. Thisworkshopexploresthemotivationtochoose anger over other healthier responses.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifytypicalworkplaceconflicts
• Betterunderstandtheirangerresponse
• Understandtherelationshipbetweendifficult people and conflict
• Bettermanagetheiranger
Family CommunicationOneofthebiggestchallengesfacingfamiliesin today’s hectic world is to maintain healthy, effectivecommunication.Evenif“qualitytime”existswithinthefamily,miscommunicationsand misunderstandings may still be perpetuated,especiallyifparentsreverttocommunication patterns that were learned fromtheirfamilyoforigin.Thisprogramdiscussesthedynamicsofcommunicationandhowtoenhancetheprocesswithinthefamily.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Enhancefamilycommunicationskills
• Knowhowandwhentocommunicate
• Identifychangingcommunicationneedsasfamiliesevolve
• Implementfamilyconferenceguidelines
Holiday Stress-HardyAsjoyousasthefallandwinterholidayseasoncanbe,italsocomeswiththepotentialforenormous pressure and stress. Celebrations maybringwiththemexpectationsthatmaybeveryhardtomeet.Thisworkshopdiscussesthesourceofsomeofthestressorsthatcaninterferewiththeenjoymentoftheseason.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Lowerself-imposedstress
• Understandtheir“BillofRights”fortheholidays
• Managestressmoreeffectivelyduring the holidays
• Copebetterwithgriefandlossduring the holidays
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Humor for the Health of ItHumorisanessentialpartoflife,anditcontributes to remaining healthy and positive andeffectivelyhandlinglife’supsetsandsetbacks.Thisworkshopdescribeswhyhumorishealthy,bothemotionallyandphysically.Itexploreswaystocultivateandfindhumorineverydaylife.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandwhyhumorisanecessityand
notaluxury
• Understandthephysical/psychologicalbenefitsofhumor
• Cultivatehumoratwork
• Findhumorindailylife
Coping with the Stress of ChangeStress associated with change can be both good and bad, depending on personal perceptions. Surprisingly,evenpositivechangesinlife,such as marriage or a new job or promotion, cancontributetohighlevelsofstressduetothe multiple adjustments to the new event that arerequired.Thisprogramexplorestypicalresponses people demonstrate when change happens, such as resistance to change, stress reactions to change, and creating opportunities fromthechangeprocess.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtherisksofchange
• Understandthechangeprocess
• Identitytheiroptionsformakingthemostofchange
• Modifytheirresponsestochange
• Createatimetableforplanning
Lifestyle Issues for Pre-RetirementGoodplanningisthekeytoaneasier transitionandaricher,moresatisfyingretirement. This course introduces the broad spectrumofissuestobeaddressedduringtheplanningstageandbeyond,suchasfinances,healthissuesandlifestylechanges.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Takestockoftheirincome,benefitsand
assets
• Anticipatethelifestylechangesofretirement
• Bettermaintaintheirhealthandsocialcontacts
Managing Personal FinancesBalancingpersonalincomeandexpendituresisfundamentaltoenjoyingsuccessinone’spersonallifeandwork.Thisworkshopwillprovideallthebasicstocreateasuccessfulbudget and spending plan. Additionally, participants will analyze overspending and creditconcerns,discusstheimportanceofestablishing credit (including guidelines forusingcreditcardsandavoidingcreditcardfraud)andreviewremediesforbeingoverextendedindebt.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Assesstheirfamily’sfinancialprofile
• Applytipsforcreatingfinancialbalance
• Identifytheirshort-,medium-andlong-term goals
• Managetheircreditmoreeffectively
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Understanding Eldercare IssuesEldercareisamajorissuefacingAmericanfamiliestoday.Wenowhavethelargestover-70populationinU.S.history.Families,andsocietyingeneral,arefacingunanticipatedchallengestoprovidecareforthisgrowingsegmentofthe population. These issues are made more complexbecauseofshiftingroles:adultchildrennowfindthemselvesinthepositionofhaving to parent their parents.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheroleofthecaregiver
• Recognizeproblemsfacedbythecaregiver
• Identifyareasofimmediateconcern
• Developaplanforaddressingcurrentandfutureneeds
Strategies for Working ParentsWhenfacedwiththechallengesof parenthood,manyworkingparentsfeel guilty. The pressures and demands placed uponthemareextraordinary,andmany parentsfeelconflictedbythedualrolestheymustplay.Thisworkshophelpsworking parentsexplorestrategiesforachieving balancebetweentheirdemandingworkandfamilyschedules.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Challengepersonalbeliefsaboutthe
“perfect”parent
• Knowhowtodealwithdifficulttimesinthefamilygroup
• Balancecompetingdemands
• Manageworkandfamilyissuesmoreeffectively
Coping with Grief and LossGriefisanaturalresponsetoanyloss,whetherlargeorsmall.Itcouldbeadeath,arelationshipthatdoesn’tworkout,ajobchange,relocatingtoanewhomeorthelossofafriendship.Inallcases,thereneedstobeaprocessofgrievingandlettinggo.Unresolvedgriefcancontributeto physical and psychological problems that mayaffectone’spersonalandprofessionallife.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthenatureoflosses,bigand
small
• Identifythestagesofgrief
• Knowhowtoaccepttheirowngriefand thatofothers
• Knowhowtogethelporhelpotherswhoare grieving
Successful Single ParentingWhetherbydeathordivorce,orwhetherthe individual is the custodial or visitational parent, being a single parent carries a unique experientialperspectivethatcannotbefullyunderstood–unlessyouareone.Withitschallenges and rewards, single parenting has its owndistinctsetofopportunitiesforpersonalandfamilygrowth.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifythecharacteristicsofsuccessful
single parents
• Beawareoftheuniquestrengthsofsingle-parentfamilies
• Applytipsfortakingcareof themselvesfirst
• Instillsingleparentingdiscipline
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Successful Step-ParentingTheblendingoftwofamiliesisnotaneasyprocess.Althoughtheadultshavefalleninloveand have decided to live together, the children mayormaynotdesirethestepfamilysituation.Adjustmentstothenewfamilysituationtaketimeforallfamilymembers,includingthe biological parent, the stepparent and the children.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Developtheirsupportnetwork
• Namethecharacteristicsofsuccessfulstepfamilies
• Buildfoundationsoftrust
• Knowhowtoavoidthestep-parenttrap
• Enhancemaritalharmonyforfamilyharmony
Surviving the Empty NestThe“emptynestsyndrome”–characterizedbyasenseoflossofpurpose,acrisisofidentityasparents, and even depression – allegedly occurs whenthechildrenleavehome.Whileparentsmayfeelsomelosswhentheirnestsempty,thisperiodcanbeoneofincreasedsatisfactionandimprovedrelationships.Thisworkshopprovidesinformationaboutadjustmentissuesthatmayariseafterthekidsleavehome.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Separatemythfromrealityregardingthe
“emptynestsyndrome”
• Anticipatefathers’versusmothers’reactions to the children leaving home
• Improverelationshipswithspouses andfamily
• Adjustbettertotheirlifewithout the children
Life After DivorceDivorceisoftenapainfulprocess,eveninthemostcivilofdissolutions.Multipleissuessurfaceforindividualsfollowingthedisintegrationofthemaritalrelationship,andmakingsenseoftheprocesscanbedifficult.Thisworkshophelpsparticipantsidentifyanddealwithconcernspeopletypicallyfaceafterthedivorceisfinal.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Begintoletgoofpasthurtsandheal
emotionally
• Rebuildtheirfinancialhealth
• Enhancetheirsociallife
• Understandhowtoestablishnewhealthyromantic relationships
Dealing with Pre-Teens and TeenagersThe pre-teen and teen years are periods ofintensegrowth,notonlyphysicallybutalso morally and intellectually. Since the primarygoaloftheteenyearsistoachieveindependence,familylifecansometimesfeelconfusingandturbulent.Thisprogramexploreshow parents can negotiate these sometimes trying times with their growing children.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthedevelopmentaltask
ofadolescence
• Identifyparentingstylesandtheirimpacton teenagers
• Knowhowtocreaterules,enforcethemand negotiate with teens
• Communicatewithandsupporttheirchildren more effectively
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Creating and Maintaining a Healthy MarriageGoodmarriagesrequirealotofhardworkandcompromise,bothbeforeandafteracouplesays“Ido.”Therealityisthateverycouplewillfacechallengesoverthecourseoftheirmarriage,suchashandlingfinances,negotiatingconflict and creating a connection in today’s hecticworld.Thisprogramwillexaminesomeoftheimportantissuesincreatingahealthy,lifelongmarriage.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Debunkthemythsofmarriage
• Understandthestagesofmarriage
• Knowwhatbehaviorsleadtomaritalconflict and divorce
• Applytipsforcreatingandmaintaining a healthy relationship
The Stress of Business TravelBusinesstravelisoftenapositiveexperience,with important meetings, agreements and progressresultingfromthework.However,workoverload,cumulativefatigue,recoveringfromtimezonechangesandfamilydisruptionscan collectively result in increased stress on the partofthetraveler.Thisworkshopofferstipsandstrategiestomaximizeperformancewhileon the road, as well as some ideas to minimize business travel stress.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Anticipatetheimpactofbusinesstravel
on health and wellbeing
• Betterbalancebusinesstraveland theirlife
• Stay connected while they travel
• Reducetravel-relatedstress
Living with Extended FamilyMultiple-generationhouseholdsoccurformany reasons, such as economics, health needs ofafamilymember,divorceortemporarytransitions.Familiesbenefitfromthesharingofemotional,socialandfinancialresources;however,specialchallengesmayemergefromthedecisiontohavegenerationsofafamilyliveunderthesameroof.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifytheneedsofindividualsinthe
multigenerationalfamily
• Understandthechallenges intergenerationalhouseholdsface
• Developrealisticexpectationsforallfamilymembers
• Create a living agreement on household duties,responsibilitiesandfinances
Building ResilienceHealthy, resilient people have stress-hardy personalitiesandlearnvaluablelessonsfromchallengingexperiences.Theyreboundfrommajorsetbacksevenstrongerthanbefore.Resilientindividualscanchangetoanewwayofworkingandlivingwhenanoldwayisnolongerpossible.Thisworkshopdiscussesthedifferentaspectsofresilience,andprovidesstrategiesfordevelopingandenhancingpersonal resilience.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Describethecharacteristicsofresilience
• Identifyhowtodevelopresilience
• Knowhowresilientindividualsturnchallenges into opportunities
• Understandtheroleofstressmanagement in maintaining resilience
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Stress Resilience for KidsStress seems to be a consistent companion in today’sbusyworld–evenforkids.Childrenfindthemselvesjugglingschedulesthatincludeschoolwork,homeresponsibilities,activitiesandhobbies.Thisinteractiveworkshopprovideskidsandparentswaystoidentifysourcesofstressanddiscusshealthytechniquesto reduce stress and increase resiliency.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Describe“stress”
• Describehowadults’andkids’bodiesreact to stress
• Identifydifferentsourcesofstressforkidsandspotstress“build-up”
• Understandhowkidscanmanagestress
Coping with Chronic Illness During the HolidaysDuringtheholidays,weareallvulnerabletothestressesofover-commitmentwithtoomuchtodoandtoolittletimetodoit.Whenweaddtoallofthisthestressofaseriousillness,eitherwith diagnosis, treatment or post-treatment concerns,theholidaysmayfeeloverwhelmingattimes.Thisworkshopprovidestipsforindividualsandcaregiversonhowtoplanforand cope with an illness during the holiday season.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifystressorsduringtheholidays
• Understandhowacatastrophicorchronic illness impacts the holidays
• Identifyhowtocopewithtreatmentduring the holidays
• Applystressmanagementstrategies
Coping with a Cancer DiagnosisReceivingacancerdiagnosiscancomeasashock.Peoplediagnosedwithcancerandtheirfriendsandfamilycanfindthefirstfewweeksafterdiagnosisdifficultandexperienceawiderangeofquicklyfluctuatingthoughts,feelingsandemotions.Thisworkshopidentifiesstrategiesforcopingwithdifficultchangesandstressafterreceivingalife-changingdiagnosis.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifytypicalissuesandchallenges
associated with a cancer diagnosis
• Identifydifferentreactionstothediagnosis and coping processes
• Providecaretakerassistanceand self-caretips
• Identifypost-diagnosisactionplanstepsand strategies to enhance stress-resilience and coping
Maintaining Resilience through Cancer SurvivorshipBylearningtheattitudesandtechniquesusedbycancersurvivorsandtakingadvantageofavailablesocialsupport,currentcancerpatients can learn how to draw upon their inner strength and wisdom to maintain their resiliencyandbounceback.Thisworkshopdiscussesthedifferentaspectsofresilienceand provides resiliency strategies to deal with treatment–before,duringandafter.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Describethecharacteristicsofresilience
• Identifyhowtodevelopresiliencecapabilities when coping with cancer diagnosis, treatment and survivorship
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• Understandhowresilientindividualsturnchallenges into opportunities
• Describetheroleofstressmanagementinmaintaining resilience through treatment andaftercare
Adult Caregiver Support Group and Development TrainingBecauseoffamilyandworkresponsibilities,theadultcaregivermayfeelstressed,guiltyor concerned about how to handle present andfuturecaregivingneeds.Supportgroupsforadultcaregiverscanhelpbyprovidingavenue to share concerns and ideas to assist in thecaregivingrole.Thisworkshopprovidesthe step-by-step process to develop a caregiver support group where participants can offer mutual understanding and guidance on issues unique to adult caregivers.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthegeneralbenefitsof
supportgroupsforparticipants
• Identifystepsandlogisticsinsupportgroup development
• Employfeedbackstrategiestoenhancegroup development and maintain group functioning
• Enhancethegroupfacilitationprocess
Compassion FatigueCompassionfatigueistheemotionalresidueofexposuretoworkingwithindividualswhohaveexperiencedemotional,mentalorpsychologicalsuffering, particularly due to traumatic events. Youcanhelpyourself,aco-workerorafamilymemberbyrecognizingthesignsofcompassionfatigueandtakingaction.Thisworkshopdiscussesthecausesandsymptomsofcompassionfatigueandoffersguidelinesonprevention and treatment.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthecausesandcomponents
ofcompassionfatigue
• Identifythemajorsymptomsofcompassionfatigue
• Applydifferentpreventionandtreatmentapproachestoalleviatetheimpactofcompassionfatigue
• Employvariousstrategiesthatcanenhanceindividualresilienceinstressfulworkenvironments
Mentoring AdolescentsAmentorisacaring,adultfriendwhodevotestime to a young person. Although mentors can fillanynumberofdifferentroles,allmentorshave the same goal in common: to help young people achieve their potential and discover theirstrengths.Bysharingfunactivitiesandexposingyouthtonewexperiences,amentorencourages positive choices, promotes high self-esteem,supportsacademicachievementand introduces the young person to new ideas.Thisworkshopprovidesanoverviewofadolescent development and how a mentor can assist teens.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthedevelopmentaltasksof
adolescence
• Understandhowtocommunicateandnegotiate with teens
• Describetherolesofthementorandobjectivesofmentoring
• Understandthenaturalstagesofthementor-mentee relationship and general guidelinesforthementoringprocess
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Enhancing Resilience During ChangeChange occurs when something ends and something new or different begins; it’s an inevitablepartoflife.Farfrombeingnegative,change is what drives us, challenges us and keepsusstrivingtoachievedifferentgoalsandaspirations.Evenifthechangeischallengingortraumatic, we can learn to move beyond crisis anddisappointmentandactuallymakeourlivesbetter.Thisworkshopdiscussesthedifferentaspectsofthechangeprocess–howwecanmaintain and enhance our personal resilience andturnchallengesintoopportunitiesforgrowth and learning.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheprocessofchange
• Identifycurrentorupcomingchangesintheworkplace
• Recognizedifferentreactionstochange
• Understandtheiroptionsforenhancingresilience and managing stress
• Understandwaystosupportthemselves and others
Enhancing Wellness Through Resilience and Work-Life BalanceMaintainingwellnessandwork-lifebalanceintoday’sfast-pacedworldisnosimpletask.Ifweexperiencehighlevelsofstressorpotentialtraumaatwork,arewardingpersonallifemay be compromised. Conversely, when our personal lives present too many challenges, concentration on the job can be difficult. Whenyourworklifeandyourpersonallife feeloutofbalance,stress—alongwithitsharmfuleffects,suchasburnout—cantakeatoll.Thisworkshopassistsparticipantsindiscoveringspecificstrategiesforstrikingahealthierwork-lifebalance.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Definedifferentaspectsofwork-life
balance
• Identifysymptomsofburnoutandcompassionfatigueresultingfromwork-lifechallengesandstress
• Identifythecharacteristicsofresilienceand how to develop resilience to enhance work-lifebalance
• Employstrategiestoenhanceresilienceandwellnessfollowingchallenges,andcreatework-lifebalance
International Travel and SafetyInternationaltravelcanpresentunexpectedchallenges.Everydayoftheyear,U.S.embassiesandconsulatesreceivecallsfromAmerican citizens in distress. Travelers who observeimportantsafetyguidelinescanavoidincidentslikethese,oratleastminimizetheirimpact.Theinformationpresentedinthisworkshopwillhelpparticipantsavoidandmanagepotentialproblemsbefore,duringandafterinternationaltravel.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifywhattotakewiththemandwhat
to leave behind
• Knowwhattolearnaboutbeforetheygo
• Identifyresourcesforlocallawsandcustoms
Surviving and Thriving During Turbulent TimesTurbulent economic conditions, uncertainty andchangehavebecomeanongoingpartofAmericans’everydaylives.Thisclimateofinsecuritycanintensifyindividualstressaswecopewithaseeminglyendlessseriesofchallengesandlifeadjustments.
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Proactive measures and healthy strategies can reducethenegativeimpactofchronicstressonour emotional, mental and physical health and wellbeing.Thisworkshophelpsparticipantschoose healthy responses and strategies in the faceofelevatedandpersistentstress.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifycommonresponsesto
ongoing uncertainty
• Modifystressresponsesandincreaseresilience during uncertainty using multiple strategies
• Identifykeycomponentsofapersonalfinancial“toolkit”
• Staymotivatedandfocusedduringturbulent times
• CreateaPersonalEmpowermentPlan(“PEP”)toproactivelymanageuncertainty and stress
Budgeting for the Holidays: Managing Personal FinancesWhetherit’splanningforaNewYear’sEvebash,afamilytriptoseethegrandparents,oranexcitingwintervacation,nowisthetimetogetyourfinancesinorder.Toooften,theseasonofgift-givingcreatesthespiritofgivingfarbeyondwhatyoucanrealisticallyafford.Thisworkshopdiscussesthebasicsofproactivefinancialplanningfortheholidays,thatcanhelpyoubeguilt-anddebt-freeinthenewyear.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Createabudgetforholidayspending
• Createideasfornon-monetaryorlowcost ways to enjoy the holidays
• Communicatemoreeffectivelywithfamilyaboutholidayexpectations
Transitions to RetirementAdjustingtoretirementisamultifacetedprocess.Oncetherealityofretirementhasset in, it is important to remember to develop goalsforyourselforfindactivitiesthatprovideasenseofpurposeandmeaningtoyourdays.Therearenumerousnewandexcitingopportunitiestotakeadvantageofwhenyouretire–whatwillbeyournewlifepath?Thisworkshopprovidessuggestionsforlife-purpose planning to consider as you enter your retirement years.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Anticipatethetypesofchangesassociated
with the transition to retirement
• Understanddifferentaspectsofthechange process
• Describethedifferentaspectsofretirement planning
• Understandtheiroptionsformakingthemostofthetransitiontoretirement
CaregivingTheroleofcaregiveroftencomestousunexpectedly.Caregiverstendtotakeontheneedsofwhateverthesituationdemands,oftenresultinginincreasedstressandstrains.Proactive consideration and planning can decrease stress, improve caregiver decision-making,andsupportindividualwork-lifebalance.Thisworkshopprovidescaregiverswith the tools to begin the assessment and planningprocessofeffectivelytendingtoaloved one’s needs, as well as their own.
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Series of four 1-hour workshops
Available workshop formats:
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandcaregivingtrends
• Understandpersonalcaregiverresponsibilities and needs
• Identifypersonalstrengthsandareas ofsupportintheircaregivingrole
• Createacaregivingactionplanfor work-lifebalance
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Health & Wellness
Readiness for Healthy Change Thisprogramisforanyonewhohasevertriedtomakeahealthychangeandhadtroublestickingtohisorherplan.Inthisworkshop,participantswilldiscusshowtosuccessfullypreparefor,makeandmaintainahealthychange.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifythebenefitsandrewardsof
healthy change
• Identifychallengesandhowto overcome them
• Developaplanofaction
• Identifysourcesofsupport
Improving Longevity and Quality of LifeToday, people are living longer and enjoying abetterqualityoflifethanpreviousgenerations.Dietandexercisearekeytolivingalong,healthyandhappylife,butotherpersonalhabitscanalsomakeadifference. Thisworkshopexploreshowtocultivatetheright habits and attitudes to not only live longer, but also to live better.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheconnectionbetween
exerciseandlongevity
• Makelifestylechangesthatcanhelpincreaselongevityandqualityoflife
• Understandtheroleofagoodquality oflifeinlivinglonger
Optimal Health for MenAccordingtotheCentersforDiseaseControlandPrevention,fivediseasesaccountformorethan65percentofthedeathsforAmericanmen:heartdisease,cancer,stroke,lungdiseaseanddiabetes.Thisworkshopshowsmenhowtoreducetheirriskforthesediseasesandreapthebenefitsofbetterhealth,qualityoflifeandworkperformance.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifythecomponentsofgoodhealth
• Understandthebenefitsofgoodhealth
• Createapersonalwellnessplan
MHN’s health & wellness workshops and seminars can help your employees proactively
manage a wide variety of issues – from insomnia to obesity. A number of our workshops
and seminars also offer a preventive approach to illness, such as staying healthy during flu
season. By keeping your employees healthy, you can also protect your bottom line.
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Optimal Health for WomenAccordingtotheCentersforDiseaseControland Prevention, heart disease, cancer and strokearetheleadingcausesofdeathforAmericanwomen.Thisworkshopfocusesonhowtoreducetheriskforthesediseasesandothers that predominantly affect women.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifythebenefitsofahealthydiet
andexercise
• Identifypreventivescreeningsandotherresourcesforoptimalhealth
• Createapersonalwellnessplan
Staying Healthy During Flu SeasonAccordingtoFluBusters,thetypicalflukeepsanemployeeoutoftheofficeforaboutsixdays,andatleast15percentofemployeesareoutsickeachyearduetotheflu.Inthisworkshop,participants learn about practical steps they can taketocounteracttheseverityanddurationofthefluthiswinter,aswellasminimizethechanceofpassingitontoothers.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifytheinfluenza(flu)types,
transmission and symptoms
• Knowhowtopreventandtreattheflu
• Applyflupreventiontipsatworkorwhen traveling
Walking for Health and LongevityDescribedbyexpertsas“almostperfectexercise,”regularwalkingcanimprovestamina,energyandlifeexpectancy,whilereducingmanycommonhealthrisks.Walkingalsoaidsinstressrelief,weightcontrolandsleepenhancement. This program assists participants increatingapersonalplantowalkforhealthbenefits.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthebenefitsofregular
walking
• Identifypersonalmotivationforwalking
• Createaplantoreach10,000stepsaday
Weight ManagementAccordingtotheAmericanJournalofHealthPromotion, medical costs and absenteeism relatedtoobesitycancostemployers$277,000annuallyforevery1,000employees.Bygainingcontroloftheirweight,youremployeescanimprovethequalityoftheirlivesandboostyour organization’s bottom line. MHN’s programprovidesinformationonnutritionandexercisebasicstohelpparticipantsreach–andmaintain – a healthy weight.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Assessneedsandreadinessforchange
indietandfitnesshabits
• Createadiet/fitnessplan
• Applystrategiesformaintainingmotivation,suchasidentifyinganddevelopingrelationshipsforongoingsupport
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Smoking CessationSmokingisapowerfuladdiction,andmakingthe decision to quit is not an easy one. Yet, 70 percentofsmokerswanttoquit,reportstheAmericanCancerSociety.Inthisworkshop,participants learn about the steps they need to takeinordertobecometobacco-free,includinghowtomaintaintheirnewnon-smokinghabit.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheaddictivenature
ofsmoking
• Definethequittingstepsanddetermine behavioral readiness
• Knowhowtoavoidsmokingtriggers
• Identifynewtoolsandtechniquesto replacethesmokinghabit
Heart Health Coronaryheartdisease(CHD)istheleadingcauseofdeathforbothmenandwomenintheUnited States according to the American Heart Association.CHDiscausedbyanarrowingofthecoronaryarteriesthatsupplybloodtotheheart,andoftenresultsinaheartattack.Fortunately,everyonecantakestepstoprotecttheirheartandtheirlife–oralovedone’s. ThisworkshopwillfocusonpreventingandtreatingCHD.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • IdentifythesymptomsofCHD
• UnderstandriskfactorsandpreventivemeasuresforCHD
• KnowthetreatmentoptionsforCHD
NutritionPoor eating habits create many health issues and problems. Eating well promotes good healthandreducestheriskofchronicdiseasessuch as heart disease, certain cancers, diabetes, strokeandosteoporosis.Thisworkshopfocuseson proper eating habits, discusses the different foodgroups,andassistsinsettingupa good diet.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifythebenefitsofhealthyeating
• Understandthecomponentsofgoodnutrition
• Analyzeeatingpatterns
• Planahealthydiet
Fitness and ExerciseDailyexerciseplaysakeyroleinmaintaininggoodhealthandmanagingweight.Exercisealsoassists in stress reduction, promotes healthy sleepandincreasesfeelingsofwell-being. Thisworkshopwillfocusonfitnessandexerciseandhelpparticipantsdevelopaworkoutplan.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Reduceunhealthybehaviors
• Identifywaystominimizehealthrisks
• Understandthebasicaspectsoffitness
• Createanexerciseprogramthatmeetsindividual needs
• Describethebenefitsofexercise
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Available workshop formats:
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Helping Your Teen Achieve a Healthy WeightAnincreasingnumberofteenagersarestruggling with weight management issues. Teens who are overweight or obese or strugglingwithanorexiaorbulimiacanbeatriskforvariousmedicalproblemsandlowself-esteem.Thisprogramprovidesinformationonhowtoidentifysymptomsofseriousweight-related conditions, as well as how to help a teen get started with a healthy weight management plan.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Assessneedsandreadinessfor
changeindietandfitnesshabits
• Identifytools,strategiesandactionplanningforweightmanagement
• Helpteensavoideatingdisorders
• Developrelationshipsforongoingsupport
Fitness and Your Brain: Avoiding DementiaDementiareferstoagroupofmentalconditionsthatinterferewithaperson’sabilitytothinkclearly,makedecisionsandcarryouttheactivitiesofdailyliving.Dementiawill become more prevalent as our elderly populationincreases.Thisworkshopdiscusseswaystopreventordelaytheonsetofdementia.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifydifferentclassifications
ofdementia
• Identifyphysiologicalfactorsthatcontributetodifferenttypesofdementia
• Understandtheroleofdiet,exerciseandtaskvarietyinpreventingdementia
• Developanactionplantomaintain brainfitness
Coping with DepressionSevereorprolongedsadnesscaninterferewithyourlifeandwork,orthelifeofsomeoneyouknow,makingnormalactivitiesimpossible.Youcanhelpyourselforaco-workerorfamilymemberbyrecognizingthesignsofdepressionandtakingaction.Thisworkshopdiscussesthecausesandsymptomsoftheillnessofdepression, and offers guidelines on disease identificationandtreatment.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Betterunderstanddepression
• Understandhowdepressionaffectspeople based on age or gender
• Knowwhattodoiftheyorsomeonetheyknowisdepressed
• Identifyadditionalresourcesformanaging depression
Postpartum DepressionThebirthofababycantriggerseveralpowerfulemotions,fromexcitementandjoytofearandanxiety.Butitcanalsoresultinsomethingthenewmotherandfathermaynotexpect:depression.Thisworkshopdiscuseshowtoaddresspostpartumdepressionbyseekingprompt treatment that can help manage symptomsandgetyoubacktoenjoying your baby.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Knowthefactsaboutpostpartum
depression
• Identifythesigns,symptomsandfrequencyofthedisorder
• Understandtheimpactithasonthespouseandotherfamilymembers
• Identifyadditionalresourcesforassistance and treatment
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InsomniaInsomniaisacommonproblemcharacterizedbyproblemsfallingasleep,stayingasleeporexperiencingnon-restorativesleeponaregularorfrequentbasis,oftenfornoapparentreason. Untreated insomnia can affect an individual’shealth,qualityoflifeandworkperformance.Forinstance,aCanadianstudyrevealedthatforthesmallCanadianprovinceofQuebec(populationsevenmillionplus),insomnia-relatedworkabsencesandreducedproductivitycost$5billion.Thisworkshopshows participants how to enhance the quality andquantityoftheirsleep,bymakingsimple–yet effective – changes to their daily routine.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthesymptoms,typesand
costsofinsomnia
• Identifypotentialcausesofinsomnia
• Identifysleepneedsanddifferenttypesofsleep disorders
• Identifyadditionalresourcesfortreatinginsomnia
Shift Work and StressWorkingatnightorduring“off”hoursmakesitdifficultforworkerstogetenoughsleep,whichmaynegativelyimpactjobperformanceandhealth.Theconstantswitchingfromdaytonightworkhoursinherentinshiftworkdisrupts the body’s natural circadian rhythms anddailyfunctions.Bothshiftandnightworkersfacethepossibilityofisolationfromfriendsandfamilywhoworkaregulardayschedule and may not understand the unique stressesanddemandsofworkingnon-standardhours.
Thisworkshopaddressesstrategiesshiftandnightworkerscanusetoalleviatethestressoftheirworkschedule.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheimpactofshiftworkon
circadianrhythmsanddailyfunctioning
• Recognizeissuesrelatedtoan accumulated sleep debt and its impactonhealthandsafety
• Protecttheirsleeptimeandmaintaingood sleep habits
• Enhancealertnessonthejob
• Applypositivestressmanagementstrategiestobuffertheeffectsofstress
Coping with Anxiety DisordersAnxietyisanormalpartoflife.Itisaninnatebiologicalreaction--thebody’swayoftellingussomethingisn’tright.Anxietyreactionskeepusfromharm’swayandhelpusreactquicklytodanger.Butiffearandanxietybecomeoverwhelming,persistentandinterferewithregulardailyactivities,ananxietydisordermaybetheunderlyingissue.Thisworkshopexploressymptomsandtreatmentsofthedifferenttypesofanxietydisorders.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Betterunderstandanxietydisorders
• Describethedifferenttypesofanxietydisorders
• Knowwhattodoiftheyorsomeonetheyknowhasananxietydisorder
• Identifyadditionalresourcesforanxiety
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Employee Skill Development
Creating a Respectful Work EnvironmentApositive,respectfulworkenvironmentiscriticaltoourperformance,jobsatisfactionandsenseofwellbeing.Yetcreatingarespectfulworkplacecanbechallenging,sinceworkplacestodayincludepeoplefrommanydifferentbackgrounds.Thisworkshopaddresseshowtobridgedifferencesforamorerespectful,happierandproductiveworkplace.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthebenefitsofarespectful
workenvironment
• Bemoreawareofpersonalbehaviorintheworkplace
• Complywithrelevantemploymentpolicies/guidelines
• Identifybehaviorsthatenhancerespectand communication
Job Search Strategies For Tough Economic TimesInasluggisheconomy,jobseekersmaybeconcernedaboutthelengthandsuccessofthejobsearchtheywillface.Duringtoughtimes,treatingthejobsearchlikeabusinesscanhelp.Thisworkshopsshowsparticipantshowtoincreasetheirchanceofsuccessbyunderstandingwheretolookforopportunities(when they are harder to come by) and how to createamarketingstrategythatsetsthemapartfromthecompetition.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandwhyamulti-facetedjob
search strategy is critical to success
• Identifyseveralstrategiestouseinacomprehensive job search
• Developaplantoputstrategies into action
These programs help develop employee skills that are key to effective work performance
and group productivity. Critical skills in the areas of workplace communication, conflict
resolution, teambuilding, and managing change provide a foundation for all employees to
fully contribute in the workplace.
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Effective Interview StrategiesIntoday’sturbulenteconomy,jobseekersmayneedtoemployavarietyofstrategiestofindmeaningfulemployment.Oneofthemost critical tools in a job search is good interviewingtechnique.Stronginterviewskillscanenablethejobseekertoanswertoughquestionsarticulatelyandconfidentlyanddemonstratehisorherqualificationsforthejob.Thisworkshophelpsparticipantsnavigatetheinterviewprocess–frompre-interviewpreparationtointerviewfollow-up.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheimportanceofinterview
preparation
• Identifythemostcommontypesofinterview questions
• Understandthedifferentaspectsofcompetency-based (behavioral) questions
• Developrapportwiththeinterviewer
Building Effective ResumesAresumecanbethoughtofasamarketingtoolforaspecificproduct:thejobseeker.Awell-written resume can grab an employer’s attention,effectivelymarkettheapplicant’sskillsandexperienceforthepositionandleadtoaninterview.Thisworkshopteachesjobseekershowtobuildapowerful,targetedresumethatstandsapartfromthecrowd–acriticalfirststepinlandingthejoboftheirchoice.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifytheelementsofapowerful
resume
• Understandthesectionsandtypesofresumes
• Applykeywordstrategies
• Marketthemselvesmoreeffectivelythrough words
Surviving Layoffs CorporatedownsizinghasbecomepartoftheeconomiclandscapeintheUnitedStates.Whilelayoffsareespeciallydifficultforthosewholosetheir jobs, layoff survivors may also be affected andexperienceanumberoffeelings,suchasrelief,guilt,anxietyandafearof“beingnext.”What’smore,layoffsurvivorsmayalsofaceprocesschanges,shiftingjobresponsibilitiesandincreasedworkloads.Thisworkshophelpslayoffsurvivorsprocesstheirfeelingsandprovidesthemwithstrategiesforresilience.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Describethedifferentaspectsofbeinga
layoff survivor
• Identifychangescreatedbylayoffs intheworkplace
• Identifynormalreactionstolayoffs
• Understandtheirworkroleandneworganizational realities
• Knowhowtosupportthemselvesandothers during the transition process
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Effective Workplace CommunicationEffectivecommunicationisthefoundationonwhichsolidworkingrelationshipsarebuilt.Clear, direct speech and active listening are essential elements in every interaction, whether personalorprofessional.Byincreasingthelikelihoodthatallpartiesinarelationshipareheard and understood, good communication skillsensurethatwin-winsituationswillresult.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheconnectionbetween
goodworkingrelationshipsandeffectivecommunication
• Describekeyelementsofaclearmessage
• Identifyandovercomechallengestogetting the message across
• Applytechniquesforbuildingrapport
Creating a Positive Work EnvironmentInanidealworkplace,peoplearecommittedtoworkingtogetherharmoniously.Theytreatoneanotherrespectfullyandmaintainanenvironmentinwhichworkgetsdoneefficiently and problems are solved in an assertive,fairmanner.Thisworkshopexamineseffective,respectfulandpositiveworkplacefunctioning.Similartoateam-buildingprogram,participantsareaskedtodefinetheir“ideal”workplaceanddiscusshowtoenhancetheirworkenvironment.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Definetheidealworkplace
• Reachagreementsonworkbehavior
• Knowwhattodowhenwordsfail
• Providesupportandencouragement
Dealing with Difficult PeopleInbusinessandinourpersonallives,mostofus have come across people we would label “difficult.”Thisworkshopexamineswhatmakespeople“difficult,”howemotionaltriggers are activated by difficult people, and howtomitigateconflictthatoftenaccompaniesdifficult behaviors.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifytypicalworkplaceconflicts
• Applyaproblem-solvingmodelfor win-win results
• Promotecreativityusingcommunication
• Identifycommonbehaviorsofdifficultpeople
Resolving Conflict in the WorkplaceConflictintheworkplacecanresultfromavarietyofcauses,suchasdifferingbeliefs,ideas,values and goals. Although conflict is a natural andsometimesusefulprocess,mostpeopleavoidconflictandfailtoseethebenefitsofdirectconfrontations.Inthisworkshop,conflictwillbeexaminedasanormalpartofworkandmethodsofcreativelyhandlingconflicttoachievesuccessfulresolutionswillbeexplored.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Applyaproblem-solvingmodelfor
win-win results
• Promotecreativityusingcommunication
• Identifydifferentstylesofdealingwithconflict
• Understandthebenefitsofconstructiveconflict
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Delivering Excellent Customer ServiceExcellentcustomerserviceisimportanttomanytypesoforganizationsandincludesbothinternalandexternalcustomers.Thebasicsofexcellentcustomerserviceincludemanagingcustomers’needsandexpectationsanddealingwithdifficultcustomerissues.Thisworkshopexamineshowtohandlecustomercomplaintswith sensitivity and manage personal stress.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandwhycompanieslose
customers
• Identifytheir“hotbuttons”
• Knowwhatcustomerswant/don’twant
• Handlecomplaintseffectively
Diversity: a Workplace Asset Uniqueskills,backgroundsandexperiencebring value to an organization and the services itprovidestocustomers.Thisworkshopdiscussesthevalueeachmemberoftheorganization can contribute to the whole, as well as the strength in diversity. Participants willlearntipsforcommunicatingclearlyandrespectfully,overcomingstereotypesandappreciating the unique differences people bringtotheworkplace.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Define“diversity”
• Understandthebenefitsofaculturallydiverseworkplace
• Understandwhatfactorsinhibitthecreationofadiverseculture
• Communicaterespectfully
Change ManagementSince change is the one constant that can be counted on in today’s world, the ability to handle change effectively can greatly impact successatworkandotherareasoflife.Thisworkshopteachesparticipantsaboutthechangeprocessandprovidesapositiveframeworkforthinkingaboutchange.Participantsarealsoencouragedtoexploretheirown perception about change.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Findopportunityinchange
• Nameelementsofthechangeprocess
• Identifylossesassociatedwithchange
• Takeresponsibilityforchoices
Working in TeamsThequalityoftheworkteammaybethesinglemostimportantfactorindeterminingwhethersuccessandproductivityintheworkplacecanbeachieved.Thisprogramexaminescomponentsofasuccessfulteamanddiscussesteamdynamicssuchasbuildingtrust,clarifyinggoals,self-assessment,problemsolving,appropriateroles and effective communication.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandhoweffectiveteamsdevelop
• Namethekeyelementsofsuccessfulteams
• Knowtheadvantagesofteamproblem-solving
• Identifykeyskillsforteammembersandleaders
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Ethics and Integrity in the WorkplaceAnindividualmayfeelthatonlythoseinpositionsoftitleorpowercanmakeadifferencein building an ethical culture. However, every personcanmakeadifferenceindevelopingandmaintaining integrity in the company, based on hisorher“realpower”orinfluencewithinthejob position.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheroleofinfluencewithin
the job scope
• Applyinformationaboutethicaldecision-making
• Takestepstoremedyan“ethicsgap”
• Developanetworkofethicallyminded cohorts in the company
Career Management and Career PlanningCareer planning and management is a lifelongprocess,whichincludeschoosinganoccupation,gettingajob,“growing”ajob,possibly changing jobs or careers and eventually retiring. Creating educational goals, using assessmentsininterestandskillidentification,technicalandskillacquisition,andmethodsfortheplanningprocessareallimportantcomponentsofsuccessfulcareerbuilding.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthecareerplanningprocess
• Describetheirshort-termandlong-termcareer planning goals
• Examinebarrierstoreachinggoals
• Developacareeractionplan
Understanding Your Personal Work StyleOvertime,allofushavedevelopedcertainpatternsofbehavior–distinctwaysofthinking,feelingandacting.Withintheworkenvironment, these behavioral patterns tend tofallintocertainworkstylecategories. UsingtheWorkStyleInventory,youwilldevelopanawarenessofyourownbehaviortendenciesandworkstyleaswellasthoseofothers.Inthisworkshop,participantswill learn strategies to communicate and interact withothersformaximumproductivityandharmonyintheworkenvironment.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Recognizetheimportanceof
individualworkstyles
• Describethefourcategoriesofworkstyles
• Usecommunicationstrategiesandtechniqueseffectiveforeachworkstyle
• Understandtheimportanceofworkstylediversityformaximumgroupperformance
Time ManagementCreatingaclearandeffectiveprocessformanaging your time is more vital today than ever.Manyemployeesareperformingmultipletasksacrossdepartmentallines,workinglongerhours,andexperiencingoverloadintheirpersonal lives. Most would agree that there arenotenoughhoursintheday.Whilethereare many tools to help us manage our projects andtimelines,focusingonaneffectivecorestrategysetsthefoundationforachievingourgoals:doingmoreinlesstime,focusingonwhatisimportant,andfeelinglessstressedintheprocess.Thisworkshopfocusesonthedevelopmentofanindividualizedtimemanagement strategy.
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Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Lowertheirworkstress
• Developasenseofcontrolovertheirpersonalandprofessionalproductivity
• Identifywaystodomoreinlesstime
• Cultivatejoyandachievebalancein their lives
• Separatemeaningfulfrommeaninglessactivity
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Managing ChangeManagers/supervisors and employees may have very different reactions and approaches to change in the organization. This program presentsthechangeprocessfromtheperspectiveofsupervisorsneedingtomanageemployee reactions, and describes attitudes and behaviors that can enhance (or detract from)change.Examplesoftypicalemployeeresponses to change are presented, as well as methods that can be used to address employee concerns.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandhowtomanageduring
change
• Effectivelydealwithemployeereactions
• Buildacceptancetochange
• Understandhowtosupportthemselvesand their employees during change
Managing After LayoffsAfteradownsizing,managersandsupervisorsfacethedifficultchallengeofre-engaginglayoffsurvivors.Remainingemployeesmayexperiencearangeoffeelingssuchasguilt,anxietyandstress–allofwhichcanimpacttheirhealthandproductivity.Thisworkshopteaches managers and supervisors how to model resiliency and optimism, provide direction and maintain morale and productivity among their staff during a difficult transition.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Describethedifferentaspectsof
surviving layoffs
• Identifychangescreatedbylayoffs intheworkplace
• Recognizenormalreactionstolayoffs
• Understandtheirmanagementroleandthe new organizational realities
• Understandwaystosupportthemselvesand others during the transition process
Management/Supervisory Skill Development
These programs teach the essential skills and competencies of effective management
in today’s challenging work environment. Managers and supervisors (“M/S”) will acquire
the knowledge and practical skill development in the areas of teambuilding, managing
performance and behavior, communicating effectively, managing change and keeping
the workplace safe.
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Available workshop formats:
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Preparing For and Conducting a Layoff Thelayoffprocesscanbestressfulforboththepeoplebeingletgoandformanagers/supervisors delivering the news. The challenge formanagementistohandletheprocessappropriatelyforthosewhoneedtobeletgo,whileprovidinginformationandsupporttotheremaining employees.
Thisworkshopprovidesmanagersandsupervisorswithguidelinesforplanningandimplementing the layoff process, including: preparingforthenotificationmeeting,conductingthemeetingandfollowingupwithemployeesafternotificationshaveoccurred.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandmanagement’sroleduring
the layoff process
• Identifyimportantaspectsofpreparingforthenotificationmeeting
• Identifykeyelementsofthescriptforthelayoff meeting
• Understandhowtomanageemployeereactions,forbothdepartingandremaining employees
Building Resilience Following Workplace TraumaSudden,accidental,unexpectedortraumaticloss, such as a death, can leave the survivors feelingshaken,unsureandvulnerable.Byenhancingresiliency,thoseleftbehindcanusehealthy coping strategies to deal with the hurt anddistressafteratraumaticevent.
Thisworkshopprovidesstrategiesfordeveloping and enhancing personal resilience followingatraumaticeventintheworkplace.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifycommoncausesandreactionsto
workplacetrauma
• Applystrategiestohelpthemselvesandothersaftertraumaticevents
• Knowaboutthewarningsignsofsuicideand how to prevent it
• Understandthecharacteristicsofresiliency
• Developandenhanceindividualresilience
Suicide Prevention Suicide is the eleventh most common cause ofdeathintheUnitedStates.Peoplemaycontemplatesuicidewhentheyfeelhopelessand can’t see any other solution to their problems.Often,suicidalthoughtscanbetriggered by depression, alcohol or substance useoramajorstressfulevent.Thisworkshopprovidespreventionsuggestionsformanagersofemployeeswithsuiciderisk.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheprevalenceofsuicide
• Identifyfactorsrelatedtosuicidesandsuicide attempts
• Recognizesomeimportantwarningsignsofsuicideandwhattheycandotoassistothers who may be considering suicide
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• Identifycommoncausesofandreactionsto suicide
• Understandthecharacteristicsofresilience
• Developandenhanceindividualresilience
Managing Challenging Workplace Behaviors Managingemployeeperformanceisthemostimportantpartofamanager’sorsupervisor’sjob. However, even when management tries to help an employee succeed, problems maysurfacefromtimetotime,sometimesrepeatedly.Thisworkshopdiscussestechniquesto help management create a more productive andenjoyableworkingenvironmentbymanaging challenging behaviors in the workplace.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Describethekeycomponentsand
activitiesofthemanagementrole
• Addresschallengingworkplacebehaviorsand determine intervention strategies
• Identifyimportantaspectsofeffectivecommunication and develop techniques toaddressworkplaceissues
• Understandhowtouseeffective listening when interacting with a troubled employee
• Identifyimportantinternalandexternalresourcesforassistanceinmanagingchallengingworkplacebehaviors
Essential Skills for Effective ManagementResearchcontinuestoshowthatanemployee’sdirect manager/supervisor has an enormous impactonmoraleandjobsatisfaction.Thisworkshopwillexaminethemultiplerolesand responsibilities that effective managers/supervisorsmustfill,suchascoach,teamleaderand change agent.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtherolesandresponsibilities
ofthesupervisor
• Understandthequalities,skillsandaptitudesofaneffectivemanager
• Provideconstructivefeedbackandmotivation
• Identifycommonmanagementpitfalls
Building Effective TeamsSuccessfulteamsdon’tjusthappen–theyrequirethoughtfulplanning,specificskillsandcarefulexecution.Managers/supervisorswilllearntoidentifythecharacteristicsofeffectiveteamworkthatinfluencetheworkgroupfunctionandrecognizethesignsofateamintrouble.Thisworkshopexaminesthecomponentsofsuccessfulteambuildingintheworkplace.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Knowhowtodevelopeffectiveteams
• Identifykeyelementsofsuccessfulteams
• Identifykeyskillsforteammembersandleaders
• Modifyworkstylesforteameffectiveness
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Creating a Positive Work EnvironmentAnimportantresponsibilityformanagers/supervisors is to create and maintain an environment in which individuals are encouragedandsupported,workgetsdoneefficiently and employees treat one another withrespect.Thisworkshophelpssupervisorsandmanagersproactivelycreateworkplaceenvironmentsthatencouragethebestfromtheir employees.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifyelementsofapositiveworkplace
• Understandthefourkindsofconsequencesforbehavior
• Identifyroadblockstosuccess
• Understandhowpowerdiffersfromdelegation
Managing Personal and Employee StressAs a manager or supervisor, there is an added responsibility to minimize and respond totheconcernsordistressofemployees. Thisworkshopwillfocusontechniquesforassistingemployeeswithworkplacestress,and will also discuss management’s role in enhancing stress resilience.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifycontributorstoworkplacestress
• Nameaspectsofastress-hardypersonality
• Applystressmanagementtechniquestotheir own lives
• Enhanceemployeestressmanagement, motivationandfeedback
Leadership and LeadingLeadersmustdrawuponmultipleresourcesandskillstooptimallyinfluencetheworkenvironmentoftheorganization.Sincethereisno“onebestway”tobealeader,itisimportantto evaluate a manager’s/supervisor’s leadership style to enhance effectiveness across different situations.Inthisworkshop,participantsdiscussthecomponentsofleadership,differentrolesofaleader,andskillstodevelopforleadership positions.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Manageandleadmoreeffectively
• Define“leadership”
• Describethedifferentleadershipstyles
• Understandtherolesandskillsoftheleader
Ethics and Integrity in the WorkplaceAn ethical culture is built and sustained by aligning organizational values and internal organizational processes. To create anatmosphereofintegrityandethics,managementmust“walkthetalk,”providingemployeeswithexamplesofandopportunitiesforethicalbehavior.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Demonstrateethicaldecision-making
• Identifyorganizationalpreconditionsnecessaryforethicallycongruentleadership
• Namethestepsfordevelopmentofethically congruent companies
• Understandanticipatedlikelyoutcomesofethicsprogramimplementation
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Bringing “Heart” to Corporate AmericaIntoday’sbusinessworld,itisdangerousforan organization to be seen as insensitive in the way it treats people. Companies should treat their employees, shareholders, suppliers, local communities and the environment with the same respect they give to their customers. Inconsideratebehaviorcanresultinasimultaneouslossofreputationandrevenue.Thisprogramexaminesfactorsrelatedtoenhancing corporate compassion.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifythecharacteristicsofcorporate
compassion
• Describethehumanfactorthatittakestomoveanyprojectorcareerforward
• Implement“heart”indifferentaspectsofbusiness practice
• Planfuturedevelopmentsforgoodbusiness practice
Returning Military StaffMostNationalGuardandReservetroopscompletingawar-relateddeploymentfacetransition issues when returning home to the UnitedStatesandtheirjobs.Inadditiontoany personal stressors this transition process creates,theemployeereturningfromthemilitarymustcomebackto“businessasusual”andresumehisorhercareer.Thisworkshopdiscussestheuniquechallengesandbenefitsthat this group brings to the organization.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthemultipleadjustment
issuesthatreturningmilitaryface
• Supportacolleagueoremployeecomingbacktoworkafteractiveduty
• Avoidover-careorinterference
• Assisttheemployeeinthejob skillstransitionprocess
Expatriate Workplace ReintegrationAsexpatriatesandtheirfamiliesreturnhomefromtheforeignassignment,manysoondiscover that they are returning neither to the home they had remembered nor to the homecomingtheyhadanticipated.Infact,repatriationissometimesreferredtoasreverseorre-entrycultureshock.Thisprogrampresentstheissuesthatinfluenceexpatriatesreturningtoworkandprovidesinsightintothefactorsrelatedtosuccessfulrepatriation.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Recognizepersonalandprofessional
issues in repatriation
• Manageexpectationsinthe repatriationexperience
• Developstrategiesforsuccessfulreintegration
• Understandtheroleofthe company in repatriation
Diversity: a Workplace Asset Whilediversity–ofculture,ethnicity,genderandotherfactors–canaddvaluetoan organization and the services it provides to its customers, these differences can pose achallengeintheworkenvironment.Thisworkshophelpsmanagers/supervisorsunderstandthestrengthsandchallengesofmanagingadiverseworkgroupbyencouragingcommunicationskills,overcomingstereotypesandrecognizingtheparadoxof“unitythroughdifferences”intheworkplace.
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Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheemergingworkplace
• Understandthebenefitsofaculturallydiverseworkplace
• Manageculturaldiversitymoreeffectively
• Distinguishbetweenthetraditionalandemergingworkplace
Intergenerational Communication in the WorkplaceForthefirsttimeinAmericanhistory,therearefivedifferentgenerationsworkingside-by-sideintheworkplace.Withthisagediversitycomestheissueofdistinctgenerations–theTraditionalists,theBabyBoomers,GenX, GenYandGenZ–workingtogetherandsometimes colliding as their paths cross. This workshopaddresseshowtodealwiththeunique communication issues that can arise when the different generations (with diverse values,ideasandwaysofgettingthingsdone)intheworkplacecometogether.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifythefivegenerationsinthe
workplace,anddefinethembyexperiencesandevents
• Knowthesimilaritiesanddifferencesinvaluesandpotentialoutcomesofgenerational interaction
• Applystrategiesforeffectivecross-generational communication
• Identifyimportantaspectsofeffectivecommunication and develop techniques forpositiveworkplaceinteractions
Conducting Effective Performance Appraisals Performanceappraisalsareanecessarypartofprovidingfeedbackonanindividual’sperformance.Withoutthisfeedback,employeesmayfinditdifficulttodeveloptheirskills, meetmanagement’sexpectationsandaddvalueto their organization.
Thisworkshopassistsmanagersandsupervisorsinpreparingfairandaccurateevaluations,providingfeedbackanddevelopmentinformationtoemployees,andcreatingperformanceplansandmonitoringresults.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Befamiliarwiththeperformance
appraisal document and process
• Identifyhowtopreparefairand accurate evaluations
• Knowhowtousetheperformanceappraisal meeting as a development opportunity
• Describehowtocreateperformanceplans and monitor results
One-hour
Two-hour
Three-hour
Half-day
Series of four 1-hour workshops
Available workshop formats:
45
Managing the Layoff Process Managers play an integral role in maintaining workplaceeffectivenessduringorganizationalreductions-in-force.Theyareresponsibleforcommunicating organizational changes to their employees, validating staff reactions, maintaining productivity levels and easing the transitionforlaid-offemployees.Thisprogramexploresanddiscussesthemanyprocessesandactivities that managers can use during the layoff process to ensure a smooth transition.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthelayoffprocess
• Describethemanager’sroleduringthelayoff process
• Identifyimportantaspectsofpreparingforthelayoffprocess
• Applycommunicationstrategiesbefore,duringandafterthelayoffnotificationprocess
Transsexual Transition Issues in the WorkplaceDuringthelastfewdecades,asmanyas200,000peoplehavegonethroughatransitionfromone gender to another in the United States. Although this situation produces some unique challengesintheworkplaceformanagersandemployees, there are many parallels with other employmentdiversityissues.Knowledgeofpractices and guidelines relevant to maintaining respectandprofessionalismintheworkplacecan be applied to issues that arise when an employeetransitionsfromonegendertoanother.Thisworkshoppreparesemployeesand managers to understand the numerous issuesimpactingtheworkplacerelatedtotranssexualtransitions.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthebusinesscaseforassisting
transsexualemployeesintheirtransition
• Knowaboutthetransitionprocess
• Befamiliarwithlegalandworkplaceguidelines to support transitioning employees
• Identifycommunicationstrategiestomaintainworkgroupeffectivenessduringthe employee’s transition
46
Workplace Safety and Protection
Understanding Critical Incidents in the Workplace Industrialaccidents,workplaceviolence,terrorism, vehicle accidents or other unexpectedeventscantriggertraumaticresponses, affecting the health and productivity ofyourworkforce.Thisworkshopexplorescommonreactionsafteratraumaticeventandhow to minimize post-traumatic stress through criticalincidentstressdebriefing–andotherformsofsupport.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifyexamplesofcriticalincidentsin
theworkplace
• Understandnormalreactionstocriticalincidentsintheworkplace
• Knowhowtobringtheirworkplacebacktopre-incidentfunctioningafteracriticalincident
• Identifywhattheycandoforthemselvesand others
• Findresourcesforsupport
Safeguarding the Workplace During Downsizing Afterareductioninforce,managers/supervisors and employees who have survived thelayoffmayfeelanxiousabouttheirsafetyintheworkplace.Whileworkplaceviolenceresultingfromlayoffsislesscommonthangenerally believed, disruptions and threats are on the rise. Early intervention can help prevent moreseriousincidents.Inthisworkshop,managers and supervisors learn about the early warningsignsofworkplaceviolence,strategiestodefusepotentiallyviolentsituationsandmore.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandwhattheirorganization
candotoreducetheriskofviolenceduring layoffs
• Recognizethetypesandlevelsofworkplaceviolence
• Identifystrategiestoaddresschallengingbehaviors and potential conflict
• Identifyresourcestoenhanceworkplaceviolence prevention
MHN’s workplace safety and protection workshops and seminars can build awareness
and teach skills to all employees to help create and maintain a safe work environment.
Examples of topics include substance use awareness, violence prevention and disability
awareness.
One-hour
Two-hour
Three-hour
Half-day
Series of four 1-hour workshops
Available workshop formats:
One-hour
Two-hour
Three-hour
Half-day
Series of four 1-hour workshops
Available workshop formats:
47
Managing Critical Incidents in the Workplace A“criticalincident”isanunexpectedeventthat causes an unusually intense stress reaction. Thedistressemployeesexperienceafteracritical incident can limit their ability to cope andnegativelyimpacttheworkenvironment.Managers/supervisors have the important roleofprovidingresourcesandsupporttotheiremployeesafteratraumaticevent,aswellasdevelopingreasonableperformanceexpectations.Thisworkshopexplainsthecriticalincidentstressdebriefingprocessandothermethodsthatcanmitigatetheeffectsofpost-traumatic stress.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifyexamplesofcriticalincidentsin
theworkplace
• Understandnormalemployeereactionstocriticalincidentsintheworkplace
• Knowhowtobringtheirworkplacebacktopre-incidentfunctioningafteracriticalincident
• Followinternalpoliciesandpre-incident preparedness guidelines
• Understandmanagement’sroleinpost-incident response
• Identifyresourcesforcopingwithacritical incident
Substance Abuse Awareness (for Employees)Substance use continues to be a problem foroursocietythatalsoimpactsourworkenvironments. Thousands are addicted, and thousandsmore–familymembers,friends,coworkers,evenstrangers–feeltheeffectsofsubstance use. Education can help employees confrontandcombatthisproblem.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Reviewthedangersofdrugand
alcohol use
• Determinewhendruguseisoutofcontrol
• Identifybehaviorsthatsupport continued use
• Understandthebenefitsofbeing drug-free
Substance Abuse Prevention (for M/S)This program prepares supervisors and managersfortheirroleinmaintainingadrug-freeworkplace.Thisroleinvolvestheimplementationofrulesandregulationsaswell as intervening early and appropriately to ensureworkplacesafety.Thisworkshopwillcovertheimpactofemployeesubstanceuseontheworkplace,organizationalpoliciesandprocedures, alcohol and other abused drugs, strategiesforconfrontingtheemployeeandoptionsforavailableresources.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthenegativeimpactof
substance use
• Understandtheorganization’spolicies
• Understandtheprocessforconstructiveconfrontation
One-hour
Two-hour
Three-hour
Half-day
Series of four 1-hour workshops
Available workshop formats:
48
Workplace Violence Prevention (for Employees)Workplacesafetyhasbecomeamajorconcernformanagementandemployees.Whileworkplaceviolence(WPV)islesscommonthan is popularly believed, incidents involving disruptions and threats are increasing. Early intervention helps prevent more serious acts.ThisworkshopcoversthetypicalissuessurroundingincidentsofWPV,commonbehaviorsassociatedwithWPVandstrategiesemployees can use to obtain help.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Recognizethetypesandlevelsof
workplaceviolence
• Understandwhatemployeescandotoreducetheriskofviolence
• Applystrategiestoaddresschallengingbehaviors and potential conflict situations
• Identifyinternalandexternalresources toenhanceworkplaceviolence prevention efforts
Workplace Violence Prevention (for M/S)Workplacesafetyhasbecomeamajorconcernformanagementandemployees.Whileworkplaceviolence(WPV)islesscommonthan is popularly believed, incidents involving disruptions and threats are increasing. Early intervention helps prevent more serious acts. Inthisworkshop,participantswilllearnaboutthetypicalissuessurroundingWPV,commonbehaviorsassociatedwithWPVandstrategiesmanagementcanusetocounteractanddefusepotentially violent situations.
DOT Substance Abuse (for Employees)Substanceuseintheworkplacenotonlynegativelyimpactstheworkenvironment;itcanactuallycreatelife-threateningsituations.ThisworkshopcoversthesubstanceusematerialrequiredbytheU.S.DepartmentofTransportation(DOT).ItmeetsDOTrequirementsfortrainingemployeessubjecttoDOTregulations.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifytheguidelinesandregulations
oftheDOT
• Understandtheprevalenceandimpact ofalcoholuse
• Understandtheprevalenceandimpact ofdrugsandothersubstances
DOT Substance Abuse (for M/S)ThisworkshopcoversthesubstanceusematerialrequiredbytheU.S.DepartmentofTransportation(DOT).ItmeetsDOTrequirementsfortrainingemployeessubjecttoDOTregulations.Thedifferenttypesofsubstances (i.e. alcohol and other drugs) will be discussed.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthenegativeimpactof
substanceuseintheworkplace
• ComplywithpoliciesandmandatesonsubstanceusetestingforDOT-coveredemployees
• Understandtheprevalenceandimpactofalcohol use
• Understandtheprevalenceandimpactofother substances
• Complywithpoliciesandprocesseswhenconfrontingemployeesforreasonablesuspicion
One-hour
Two-hour
Three-hour
Half-day
Series of four 1-hour workshops
Available workshop formats:
49
ADA Sensitivity in the Workplace/Disability Awareness (for M/S and Employees) Manyofthebarriersthatpeoplewithdisabilitiesfacearereinforcedbysmalldetailsinthelanguageandbehaviorofthosewithwhom they come in contact. These details may seeminsignificanttothosewithoutdisabilities,buttheyoftenreaffirminaccurateassumptionsand can cause offense. Organizations can changepatternsofcommunicationandtheways people with disabilities are portrayed. Theycanalsomodifyafewfeaturesoftheworkenvironment to accommodate disabilities. This programprovidesinformationaboutstrategiesthatcanbeusedtomaketheworkplacemorewelcomingforemployeeswithdisabilities.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifylegaldirectivesrelatingto
individuals with disabilities
• Understandorganizationalresponsibilitiesinuseofservicesandprovisionofdisabilityservicesandaccommodations
• Understandhowtoenhancedisabilityawareness in themselves and others
Student Disability Awareness (for Faculty, Staff and Administration) Manyofthebarriersoncampusthatstudentswithdisabilitiesfacearereinforcedbysmalldetailsinthelanguageandbehaviorofthosewith whom they come in contact. These details mayseeminsignificanttothosewithoutdisabilities,buttheyoftenreaffirminaccurateassumptions.
Colleges and universities can change patterns ofcommunicationandthewaysinwhichpeople with disabilities are portrayed, as wellasmodifyafewfeaturesofthecampusenvironment to accommodate disabilities.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Recognizethetypesandlevelsof
workplaceviolence
• Understandwhattheorganizationcandotoreducetheriskofviolence
• Applystrategiestoaddresschallengingbehaviors and potential conflict situations
• Identifyinternalandexternalresourcestoenhanceworkplaceviolencepreventionefforts
Creating a Safe and Healthy Campus Environment (for Faculty, Staff and Administration) Theimpactofuntreatedmentalillnessonastudent’slifecanbedevastating.Undiagnosedmental illness can cause students to withdraw socially,dropoutofschool,engageinsubstanceuse,orexhibitotherunsettlingbehaviors.Facultyandstaffoncampuscanassiststudentsbylearningtorecognizewarningsignsofthosewho may be struggling with mental health issues,andprovidingreferralstoresourcesandhelp.Thisworkshopprovidesinformationabouttheimpactofstudentmentalhealthoncampus and provides guidelines on how to help.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Describeissuesrelatingtomentalhealth
among students on college campuses
• Understandtheiruniqueroleasamemberofacollegecommunityinhelping students potentially in distress
• Identifywarningsignsofdistressinstudentsandincreaseawarenessofcommon distress signals
• Enhanceskillsandstrategiestoapproachandreferstudentstotheappropriatecampus resources
One-hour
Two-hour
Three-hour
Half-day
Series of four 1-hour workshops
Available workshop formats:
50
Thisprogramprovidesinformationaboutstrategiesthatcanbeusedtomakeclassroomsandcampusesasawholemorewelcomingforstudents with disabilities.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifylegaldirectivesrelatingto
students with disabilities
• Understandcampusresponsibilitiesinuseofservicesandprovisionofdisabilityservices and accommodations
• Nameexamplesanduseofuniversaldesign principles
• Enhancedisabilityawarenessinthemselves and others
Domestic Abuse in the Workplace (for Employees)Domesticabuseisanissuethataffectsagrowingnumberofemployees.Theimpactofdomesticviolencespillsoverintotheworkplaceintheformofemployeeperformanceandproductivity issues, as well as security and liabilityconcerns.Whenanemployeeisexperiencingdomesticabuse,thereisaneedformanagementandemployeestoworktogether.Thisworkshopprovidesinformationaboutissues surrounding domestic abuse, and offers guidelinesonhowtoseekassistanceand/orprotection.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheprevalenceofdomestic
abuse
• Recognizethetypesandsignsofdomesticabuse
• Identifytheindividualresponsibilitiesandlegalguidelinesforprovidingworkplaceprotectionstothevictimandother employees
• Applystrategiesonhowtoapproacha co-workerormanagementtohelpprovide assistance to a suspected victim
Domestic Abuse in the Workplace (for M/S)Domesticabuseisanissuethataffectsagrowingnumberofemployees.Theimpactofdomesticviolencespillsoverintotheworkplaceintheformofemployeeperformanceandproductivity as well as security and liability concerns.Whenamanagerorsupervisorhasbeenmadeawareofapotentialthreat,there is an obligation to respond in order to protectemployees.Thisworkshopprovidesinformationaboutissuessurroundingdomesticabuseandtheworkplace,andoffersguidelinesonresourcesforprovidingassistanceandprotection.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheprevalenceofdomestic
abuseanditsimpactontheworkplace
• Recognizethetypesandsignsof domestic abuse
• Identifythemanager’sresponsibilities andlegalguidelinesforprovidingworkplaceprotectionstothevictim and other employees
• Applystrategiesonhowtoapproacha victim and provide assistance, using internalandexternalresources
One-hour
Two-hour
Three-hour
Half-day
Series of four 1-hour workshops
Available workshop formats:
51
Sexual Harassment Prevention in the Workplace (for Employees) Everyonehasarighttoworkinanenvironmentfreefromsexualharassmentorintimidation.Thisprogramexamineswhatconstitutessexualharassment,whattodoifsexualharassmentoccurs,andtheeffectsofsexualharassmentonlegal, monetary and employee morale issues. ACaliforniaAB1825-compliantversionofthisworkshopisalsoavailableforemployees.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Beacquaintedwithlegaldefinitions,
court cases and liability guidelines
• Knowhowsexualharassmentimpacts theworkenvironment
• Understandthe“grayareas”ofharassment
• Understandwhyvictimsdon’treportoffenses
• Applystrategiesforpreventingharassment behavior
• Knowaboutremediesavailabletoharassment victims
Sexual Harassment Prevention in the Workplace (for M/S)This supervisory training uses both interactive exerciseanddirectinstructiontoteachmanagers and supervisors about their vital roleincreatingarespectful,harassment-freeworkenvironment.Managementwillalsolearntechniquesforeffectivelyinterveningtostopinappropriateworkplacebehavior.ACaliforniaAB1825-compliantversionofthisworkshopisalsoavailableformanagers/supervisorsonafee-for-servicebasis.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Complywithapplicablestateand
federallaws
• Describethelegallydefinedtypesofsexualharassment
• Identifybehaviorsthatmayconstituteharassment
• Understandsupervisoryresponsibilitiesand liability
• KnowaboutEEOguidelinesfornondiscrimination, non-harassment, and available remedies to victims
Maintaining Personal Safety (for Employees) Each employee has a right and responsibility tofeelsafebefore,during,andafterwork. Whileactsofextremeworkplaceviolenceare less common than is popularly believed, reported incidents involving disruptions and threats appear to be on the rise. Employee preparation and awareness enhance employers’ prevention and early interventionmeasurestohelpmaintainasafeworkplace.Thisworkshophighlightspotentialrisksintheworkenvironmentandprovidesstrategiestoenhancepersonalandworkplacesafetyonandoffthejob.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Recognizethetypesandlevelsof
workplaceviolence
• Understandwhatemployeescandotoreducetheriskofviolence
• Addresschallengingbehaviorsandpotential conflict situations
• Identifyinternalandexternalresources toenhanceworkplaceviolenceprevention efforts
One-hour
Two-hour
Three-hour
Half-day
Series of four 1-hour workshops
Available workshop formats:
52
Preventing Workplace Bullying (for Employees)Workplacebullyingisanever-growingconcernfororganizationsandisdefinedastherepeatedmistreatmentofoneormoreemployeeswithamaliciousmixofhumiliation,intimidationandsabotageofperformance.Workplacebullying can have a detrimental impact on an employee’s productivity, wellbeing and morale. Organizations can support employees and provide guidance on how to partner together todevelopsafeworkprocedurestodealwithbullying.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Defineworkplacebullying
• Describethedifferencebetweenworkplacebullying,illegaldiscriminationand harassment
• Knowwhyitisimportanttoconfrontworkplacebullying
• Addressoffensivebullyingbehavior
Addressing Workplace Bullying (for Managers & Supervisors)Workplacebullyingisanever-growingconcernfororganizations,andisdefinedastherepeatedmistreatmentofoneormoreemployeeswithamaliciousmixofhumiliation,intimidationandsabotageofperformance.Employershavearesponsibilitytoconfrontandstopworkplacebullyingbecauseofitsimpacttoboth employees and to the company, including increased health issues and related costs, low morale, absenteeism, and reduced productivity. Thisworkshopprovidessupervisorsandmanagers with resources and strategies to effectivelyconfrontandstopincidentsofworkplacebullying.
Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Defineworkplacebullying
• Describethedifferencebetweenworkplacebullying,illegaldiscriminationand harassment
• Providereasonswhyitisimportantto: – Addressworkplacebullying – Communicate clear behavioral
standards – Modelbehaviorsofappropriate
workplaceconduct – Maintain employee accountability
• Presentwaysformanagersandsupervisors to curb or end offensive bullying behavior
53
ADASensitivityintheWorkplace/DisabilityAwareness(forM/SandEmployees) . . . . . . . 49
AddressingWorkplaceBullying . . . . . . . . . . . 52
Adult Caregiver Support Group and DevelopmentTraining . . . . . . . . . . . . . . . . . . . 24
Bringing“Heart”toCorporateAmerica . . . . . 43
BudgetingfortheHolidays: ManagingPersonalFinances . . . . . . . . . . . . . . 26
BuildingEffectiveResumes . . . . . . . . . . . . . . . . 34
BuildingEffectiveTeams. . . . . . . . . . . . . . . . . . 41
BuildingResilience . . . . . . . . . . . . . . . . . . . . . . . 22
BuildingResilienceFollowing WorkplaceTrauma . . . . . . . . . . . . . . . . . . . . . . 40
Career Management and Career Planning . . . 37
Caregiving . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
Change Management . . . . . . . . . . . . . . . . . . . . 36
CompassionFatigue . . . . . . . . . . . . . . . . . . . . . 24
ConductingEffectivePerformance Appraisals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44
CopingwithaCancerDiagnosis . . . . . . . . . . . 23
CopingwithAnxietyDisorders . . . . . . . . . . . . 32
CopingwithChronicIllness DuringtheHolidays . . . . . . . . . . . . . . . . . . . . . 23
CopingwithDepression . . . . . . . . . . . . . . . . . . 31
CopingwithGriefandLoss . . . . . . . . . . . . . . . 20
CopingwiththeStressofChange . . . . . . . . . . 19
CopingwiththeStressofEconomicUncertainty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Creating and Maintaining a Healthy Marriage . . . . . . . . . . . . . . . . . . . . . . 22
Creating a Positive Attitude . . . . . . . . . . . . . . . 18
CreatingaPositiveWorkEnvironment (forEmployees) . . . . . . . . . . . . . . . . . . . . . . . . . 35
CreatingaPositiveWorkEnvironment (forM/S) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
CreatingaRespectfulWorkEnvironment . . 33
CreatingaSafeandHealthyCampusEnvironment(forFaculty,StaffandAdministration) . . . . . . . . . . . . . . . . . . . . . . . . . 49
CreatingWork-LifeBalance . . . . . . . . . . . . . . . 17
DealingwithDifficultPeople . . . . . . . . . . . . . . 35
DealingwithPre-Teens&Teenagers . . . . . . . 21
DeliveringExcellentCustomerService . . . . . . 36
Diversity:aWorkplaceAsset . . . . . . . . . . . . . . 36
Diversity:aWorkplaceAsset(forM/S) . . . . . 43
DomesticAbuseintheWorkplace (forEmployees) . . . . . . . . . . . . . . . . . . . . . . . . . 50
DomesticAbuseintheWorkplace (forM/S) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50
DOTSubstanceAbuse(forEmployees) . . . . . 48
DOTSubstanceAbuse(forM/S) . . . . . . . . . . . 48
EffectiveInterviewStrategies . . . . . . . . . . . . . . 34
EffectiveWorkplaceCommunication . . . . . . . 35
EnhancingResilienceDuringChange . . . . . . 25
EnhancingWellnessthrough ResilienceandWork-lifeBalance . . . . . . . . . . 25
Index of Workshops & Seminars
54
EssentialSkillsforEffectiveManagement . . . 41
EthicsandIntegrityintheWorkplace . . . . . . 42
EthicsandIntegrityinthe Workplace(forM/S) . . . . . . . . . . . . . . . . . . . . . 43
ExpatriateWorkplaceReintegration . . . . . . . . 43
FamilyCommunication . . . . . . . . . . . . . . . . . . 18
FitnessandExercise . . . . . . . . . . . . . . . . . . . . . . 30
FitnessandYourBrain: AvoidingDementia . . . . . . . . . . . . . . . . . . . . . . 31
Heart Health . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Helping your Teen Achieve a HealthyWeight. . . . . . . . . . . . . . . . . . . . . . . . . . 31
Holiday Stress-Hardy . . . . . . . . . . . . . . . . . . . . 18
HumorfortheHealthofIt . . . . . . . . . . . . . . . 19
ImprovingLongevityandQualityofLife . . . . 28
Insomnia . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
IntergenerationalCommunication intheWorkplace . . . . . . . . . . . . . . . . . . . . . . . . 44
InternationalTravelandSafety . . . . . . . . . . . . 25
JobSearchStrategiesForTough Economic Times . . . . . . . . . . . . . . . . . . . . . . . . . 33
LeadershipandLeading . . . . . . . . . . . . . . . . . . 42
LifeAfterDivorce . . . . . . . . . . . . . . . . . . . . . . . . 21
LifestyleIssuesforPre-Retirement . . . . . . . . . 19
LivingwithExtendedFamily . . . . . . . . . . . . . . 22
MaintainingPersonalSafety . . . . . . . . . . . . . . . 51
MaintainingResiliencethrough Cancer Survivorship . . . . . . . . . . . . . . . . . . . . . 23
ManagingAfterLayoffs . . . . . . . . . . . . . . . . . . . 39
Managing Challenging WorkplaceBehaviors . . . . . . . . . . . . . . . . . . . . . 41
Managing Change . . . . . . . . . . . . . . . . . . . . . . . 39
ManagingCriticalIncidents intheWorkplace . . . . . . . . . . . . . . . . . . . . . . . . 47
ManagingtheLayoffProcess . . . . . . . . . . . . . . 45
Managing Personal and Employee Stress . . . . 42
ManagingPersonalFinances . . . . . . . . . . . . . . 19
Managing Stress . . . . . . . . . . . . . . . . . . . . . . . . . 17
ManagingYourResponsestoAnger . . . . . . . . 18
Mentoring Adolescents . . . . . . . . . . . . . . . . . . . 24
Nutrition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
OptimalHealthforMen . . . . . . . . . . . . . . . . . . 28
OptimalHealthforWomen . . . . . . . . . . . . . . . 29
PreparingforandConductingaLayoff . . . . . 40
PreventingWorkplaceBullying (forEmployees) . . . . . . . . . . . . . . . . . . . . . . . . . 52
PostpartumDepression . . . . . . . . . . . . . . . . . . . 31
ReadinessForHealthyChange . . . . . . . . . . . . 28
ResolvingConflictintheWorkplace . . . . . . . 35
ReturningMilitaryStaff . . . . . . . . . . . . . . . . . . 43
SafeguardingtheWorkplaceDuringDownsizing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46
SexualHarassmentPrevention intheWorkplace(forEmployees) . . . . . . . . . . 51
SexualHarassmentPrevention intheWorkplace(forM/S) . . . . . . . . . . . . . . . 51
Index of Workshops & Seminars
55
ShiftWorkandStress . . . . . . . . . . . . . . . . . . . . 32
SmokingCessation . . . . . . . . . . . . . . . . . . . . . . . 30
StayingHealthyDuringFluSeason . . . . . . . . . 29
StrategiesforWorkingParents . . . . . . . . . . . . 20
StressResilienceforKids . . . . . . . . . . . . . . . . . 23
StudentDisabilityAwareness (forFaculty,StaffandAdministration). . . . . . 49
Substance Abuse Awareness (forEmployees) . . . . . . . . . . . . . . . . . . . . . . . . . 47
SubstanceAbusePrevention(forM/S) . . . . . . 47
SuccessfulSingleParenting . . . . . . . . . . . . . . . . 20
SuccessfulStep-Parenting . . . . . . . . . . . . . . . . . 21
Suicide Prevention . . . . . . . . . . . . . . . . . . . . . . . 40
SurvivingandThrivingDuring Turbulent Times . . . . . . . . . . . . . . . . . . . . . . . . . 25
SurvivingLayoffs . . . . . . . . . . . . . . . . . . . . . . . . 34
Surviving the Empty Nest . . . . . . . . . . . . . . . . . 21
TheStressofBusinessTravel . . . . . . . . . . . . . . 22
Time Management . . . . . . . . . . . . . . . . . . . . . . . 37
TranssexualTransitionIssues intheWorkplace . . . . . . . . . . . . . . . . . . . . . . . . 45
TransitionstoRetirement . . . . . . . . . . . . . . . . . 26
UnderstandingCriticalIncidents intheWorkplace . . . . . . . . . . . . . . . . . . . . . . . . 46
UnderstandingEldercareIssues . . . . . . . . . . . . 20
UnderstandingYourPersonalWorkStyle . . . 37
WalkingforHealthandLongevity . . . . . . . . . 29
Index of Workshops & SeminarsWeightManagement . . . . . . . . . . . . . . . . . . . . . 29
WorkinginTeams . . . . . . . . . . . . . . . . . . . . . . . 36
WorkplaceViolencePrevention (forEmployees) . . . . . . . . . . . . . . . . . . . . . . . . . 48
WorkplaceViolencePrevention (forM/S) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48