Changing manager behaviour

Size: px
Start display at page:

Download "Changing manager behaviour"

Transcription

1 Mowbray Occasional Paper Vol. 3 No. 7 Changing manager behaviour Derek Mowbray August Why is behaviour so important? The role of the manager is to get the job done. Normally, this will involve one or more people, and may involve the manager asking someone other than herself to get the job done. The processes involved in persuading someone else to do something are complex. They involve persuading someone else to do something they might otherwise not wish to do; they involve being sure that other people are capable of doing the job; they involve delegation and implied trust that others can do the job; they involve the ability of the manager not to act in ways that disengage others from doing the job. Often, the process of persuading someone else to do a job takes time; it may take longer than time allows. Under such conditions communication and persuasion abilities become tied into other features which are intended to short circuit the time taken to persuade, such as job expectations, job descriptions, policies, procedures, and invoking these through , telephone calls, and still further, when these processes haven t the desired effect, exercising power through adverse behaviour such as threats, bullying, intimidation and general nastiness. Successful managers, on the other hand, find time to persuade others to do something they might otherwise not wish to do. These managers understand the need for personal interaction that assists others in fulfilling their personal interests and ambitions, as they will reciprocate by helping the manager achieve her aspirations. The key is in understanding that behaviour produces both positive and negative responses. If manager behaviour produces a negative response the respondent is likely to disengage with the manager, as a means of limiting psychological distress (a self protection and survival response). Other reactions occur. In such a situation the respondent is unlikely to remain committed to the manager, unlikely to trust the manager, and the psychological contract between the employee and the manager may fracture. Managers dance precariously on a fault line between achieving a positive or negative response, and even the most polished managers find themselves wondering why a negative response sometimes occurs. If manager behaviour produces a negative response, this has a direct impact on performance and productivity. The psychological distress that manager behaviour may create will divert the concentration of the respondent away from focusing on the request made by the manager to 1

2 thoughts of personal survival. It s possible the respondent will not hear the request, and will ask for a repeat, or, if too frightened, will simply disengage and fail to complete the request because he hasn t heard it correctly. Persuading others to do something they might otherwise not do without causing psychological distress is central to the role and purpose of managers. Many do not understand this. Many believe that causing psychological distress is part of their role, and anything less is seen as weakness. This is clearly idiotic. Any form of psychological distress causes under-performance and under-productivity, because the individual is no longer concentrating on the work that needs doing. Presenteeism is one of the major scourges of any business or service. It is the phenomenon where employees and employers turn up for work whilst feeling unwell. Some of the ill health will be physical, and often cannot be avoided. A significant proportion, however, is due to psychological distress. Psychological distress lasts longer than many physical illnesses, and its lingering effect is more costly as a result. Presenteeism is estimated to cost 1.5 times the total costs of sickness absence and staff turnover. Presenteeism attributable to psychological distress must, therefore, be the main target for eradication, as it will also contribute significantly to the reduction of sickness absence and staff turnover. Failed interaction between managers and employees is a prime reason for presenteeism attributable to psychological distress. Sometimes, these failed interactions arise during events such as mergers or times of economic threat, and managers often blame these events for causing psychological distress when, in fact, it is their inability to behave appropriately during these events that is the main cause. 2

3 The third level threats are consequences of failed interactions. They impact on individuals in different ways and to different degrees of intensity, dependent on individual levels of resilience. However, all the items at this level will have some kind of impact, and positive interactions with others will have a substantial mitigating effect on the level of psychological distress being experienced. Steps towards changing behaviour Everyone behaves differently and reacts differently to each event. It is, therefore, not possible to say that everyone needs to behave the same, because this wouldn t happen and would make a very dull existence for us all. However, there are some general behaviours that work to engage others without causing psychological distress, and these are the behaviours that managers can be judged against. Step 1 what are the behaviours that managers should aim to embed with themselves? The Manager s Code 1 sets out a suitable framework of behaviours that focus on three areas managing the organisation, managing people and managing the business or service. The significance of managing the organisation is that the behaviour adopted by managers is heavily influenced by the cultural context within which the manager manages. Managers can create the appropriate context themselves, so they are influential in building and sustaining a cultural context that influences positive behaviours on a daily basis. The steps to be taken in building and sustaining a Positive Work Culture are set out in Mowbray (2009) 2 Step 2 changing attitudes Most behaviours are the manifestation of individual attitude, beliefs, values, emotions and thoughts. Changing behaviour, therefore, is about re-thinking attitudes and beliefs. The first step in this process is to encourage managers to adopt a flexible and adaptable approach to their attitudes about people and work, and to abandon any stereotypical ideas about manager behaviours. The main focus for change is the attitude individuals have towards others. As everyone is motivated by self interest, the approach is to encourage managers to understand that their self interest is better served and is more effective if they can identify the self interest in others and address and support that self interest. In the majority of situations, this approach provokes a reciprocal behaviour in that others will feed the manager s self interest. The behaviour that encourages this approach is attentiveness. Others describe this as mindfulness, although this has a wider interpretation than being only focused on others it has the interpretation of being 1 The Manager s Code linking wellbeing and performance. MAS A Positive Work Culture essential for wellbeing and performance at work Mowbray Occasional Paper Vol. 2 No. 5 Nov

4 aware of everything around the individual. Attentiveness can be taught, and there are several techniques to be employed in encouraging managers to be attentive to others. Through the process of attentiveness, individual managers will build their interest in others, and will develop an attitude of openness towards other people s self interest, motivations, beliefs, values, emotions and thoughts. This assists the manager in her behaviour towards others only if the manager abandons any judgment that is self generated, or judgement that is a false attribution of others. Step 3 reinforcement Learning theory assists us with understanding how an idea can become embedded into the consciousness of individuals. The triple loop learning process is one where an idea is reinforced at least twice by activities designed to embed the idea within an individual. Reinforcement occurs in many ways. It can occur through dialogue, but the most effective way is through some kind of action. Relating reinforcement to attentiveness requires a manager to experiment with different ways of being attentive to others and reflecting on the power of the approach in feeding the manager s self interest. Clearly, for a manager to change behaviour, there is a need to trust the process, and trust the people that are being managed. There is more to be gained in trusting everyone than in the process of building trust. The assumption that everyone is trustworthy is an essential aspect of developing flexibility and adaptability in individuals, and it is better to assume everyone is to be trusted than to wait until trust is demonstrated. In starting out trusting everyone, the manager is a long way along the path towards creating commitment and engagement between employees and the manager. Step 4 adopting the assertive message There may be a danger that managers feel disempowered by adopting positive behaviours towards others. This is not the case. To ensure this is not the case, managers may need to learn to adopt the assertive message. Assertiveness is the ability to clearly state what the manager wants without causing any psychological distress. The focus of the assertive message is on stating clearly the personal message, taking account of understanding the person that is being addressed. Under no circumstances should the assertive message contain any judgment about the other person. It is all about the manager s personal feelings, observations and expectations, and not about the other person. Demonstrating to ability to deliver the assertive message, and reflecting on the impact of the approach, will provide confidence to the manager that employees respond well to messages that are clear and carry no threat of psychological distress. Conclusion There is everything to be gained from manager s behaviour that persuades others to do things they might otherwise not do without causing a hint of psychological distress. This has the effect of building trust and commitment which leads to emotional engagement between the employee 4

5 and the manager. This, in turn, aids concentration on work, and results in improved performance and productivity through the elimination of a large proportion of presenteeism. The behaviours that manager s need to adopt are first level behaviours the actual behaviours adopted in interaction, compared to second level behaviours which are situations where interaction takes place for example, it may be suggested that good behaviour is found in managers talking to staff; this is second level behaviour as the manner in which the manager talks to staff will produce either a positive or negative response, and the aim is to produce a positive response, even if the message is essentially negative. Some refer to the difficult message. The difficult message can be delivered positively and engagingly, and can minimise psychological distress. It is a question of attitude, and the manager s ability to enable employees attitude to be flexible and adaptable. Learning to behave effectively is to learn how to interact with others that produces a positive result in favour of mutual self interest without diverting attention away from the task in hand. The basics of the behaviours needed can be taught, but it takes individuals to experiment themselves to achieve success in embedding behaviours they feel comfortable in applying. DM MAS provides training in manager behaviours that produce commitment, trust and emotional engagement leading to improved wellbeing, performance and productivity. The approaches available include awareness workshops and cognitive coaching. For more details please derek.mowbray@mas.org.uk and see for details of workshops. 5

Changing manager behaviour

Changing manager behaviour Changing manager behaviour August 2010. Occasional Paper Vol. 3 No. 7 Derek Mowbray Why is behaviour so important? The role of the manager is to get the job done. Normally, this involves asking someone

More information

The eight steps to resilience at work

The eight steps to resilience at work The eight steps to resilience at work Derek Mowbray March 2010 derek.mowbray@orghealth.co.uk www.orghealth.co.uk Introduction Resilience is the personal capacity to cope with adverse events and return

More information

Does the Metropolitan Police Service, and/or any other security service, have the legal right to conduct themselves in a prejudicial manner?

Does the Metropolitan Police Service, and/or any other security service, have the legal right to conduct themselves in a prejudicial manner? Freedom of Information Request Reference No: I note you seek access to the following information: Does the Metropolitan Police Service, and/or any other security service, have the legal right to conduct

More information

DOING IT YOUR WAY TOGETHER S STRATEGY 2014/ /19

DOING IT YOUR WAY TOGETHER S STRATEGY 2014/ /19 DOING IT YOUR WAY TOGETHER S STRATEGY 2014/15 2018/19 Why is Together s role important? Experiencing mental distress is frightening and can lead to long-term disadvantage. Mental illness still carries

More information

Contents. Chapter. A Closer Look at You. Section 17.1 Your Personality Section 17.2 Develop a Positive Attitude. Chapter 17 A Closer Look at You

Contents. Chapter. A Closer Look at You. Section 17.1 Your Personality Section 17.2 Develop a Positive Attitude. Chapter 17 A Closer Look at You Chapter 17 A Closer Look at You Chapter 17 A Closer Look at You Contents Section 17.1 Your Personality Section 17.2 Develop a Positive Attitude 1 Section 17.1 Your Personality Personality develops from

More information

Basic Risk Assessment. Kemshall, H., Mackenzie, G., Wilkinson, B., (2011) Risk of Harm Guidance and Training Resource CD Rom, De Montfort University

Basic Risk Assessment. Kemshall, H., Mackenzie, G., Wilkinson, B., (2011) Risk of Harm Guidance and Training Resource CD Rom, De Montfort University Basic Risk Assessment Kemshall, H., Mackenzie, G., Wilkinson, B., (2011) Risk of Harm Guidance and Training Resource CD Rom, De Montfort University 1 Risk Assessment A continuous and dynamic process Fairness

More information

Unit 3: EXPLORING YOUR LIMITING BELIEFS

Unit 3: EXPLORING YOUR LIMITING BELIEFS Unit 3: EXPLORING YOUR LIMITING BELIEFS Beliefs and Emotions Bring to mind a negative belief you hold about money. Perhaps it is I don t believe I can win with money or Money is hard to come by. While

More information

The Attribute Index - Leadership

The Attribute Index - Leadership 26-Jan-2007 0.88 / 0.74 The Attribute Index - Leadership Innermetrix, Inc. Innermetrix Talent Profile of Innermetrix, Inc. http://www.innermetrix.cc/ The Attribute Index - Leadership Patterns Patterns

More information

Emotional Intelligence and NLP for better project people Lysa

Emotional Intelligence and NLP for better project people Lysa Emotional Intelligence and NLP for better project people Lysa Morrison @lysam8 Copyright 2015 Lysa Morrison Reasons projects fail Three of the most common causes of project failure according to the National

More information

Managing conversations around mental health. Blue Light Programme mind.org.uk/bluelight

Managing conversations around mental health. Blue Light Programme mind.org.uk/bluelight Managing conversations around mental health Blue Light Programme 1 Managing conversations around mental health Managing conversations about mental wellbeing Find a quiet place with an informal atmosphere,

More information

The University of Manchester Library. My Learning Essentials. Now or never? Understanding the procrastination cycle CHEAT SHEET.

The University of Manchester Library. My Learning Essentials. Now or never? Understanding the procrastination cycle CHEAT SHEET. The University of Manchester Library My Learning Essentials Now or never? Understanding the procrastination cycle CHEAT SHEET @mlemanchester https://www.escholar.manchester.ac.uk/learning-objects/mle/counselling/

More information

The following is a brief summary of the main points of the book.

The following is a brief summary of the main points of the book. In their book The Resilience Factor (Broadway Books 2002), Reivich and Shatte describe the characteristics, assumptions and thinking patterns of resilient people and show how you can develop these characteristics

More information

MTQ48. Developing individuals and the organisation

MTQ48. Developing individuals and the organisation MTQ48 Developing individuals and the organisation What is mental toughness? The quality which determines in large part how people deal with challenge, stressors and pressure... irrespective of prevailing

More information

Respect Handout. You receive respect when you show others respect regardless of how they treat you.

Respect Handout. You receive respect when you show others respect regardless of how they treat you. RESPECT -- THE WILL TO UNDERSTAND Part Two Heading in Decent People, Decent Company: How to Lead with Character at Work and in Life by Robert Turknett and Carolyn Turknett, 2005 Respect Handout Respect

More information

Understanding the True Realities of Influencing. What do you need to do in order to be Influential?

Understanding the True Realities of Influencing. What do you need to do in order to be Influential? Understanding the True Realities of Influencing. What do you need to do in order to be Influential? Background and why Influencing is increasingly important? At Oakwood Learning we have carried out our

More information

Development. summary. Sam Sample. Emotional Intelligence Profile. Wednesday 5 April 2017 General Working Population (sample size 1634) Sam Sample

Development. summary. Sam Sample. Emotional Intelligence Profile. Wednesday 5 April 2017 General Working Population (sample size 1634) Sam Sample Development summary Wednesday 5 April 2017 General Working Population (sample size 1634) Emotional Intelligence Profile 1 Contents 04 About this report 05 Introduction to Emotional Intelligence 06 Your

More information

How We Change the World. Good Things Foundation s Social Impact Theory of Change

How We Change the World. Good Things Foundation s Social Impact Theory of Change How We Change the World Good Things Foundation s Social Impact Theory of Change How we change the world We make change happen in three key ways. It involves individual behaviours and social change. It

More information

City of Edinburgh Council

City of Edinburgh Council City of Edinburgh Council Family and Household Support North East Housing Support Service Business Centre 2.01 East Neighbourhood Centre 101 Niddrie Mains Road Edinburgh EH16 4DS Telephone: 0131 529 3111

More information

Motivational Interviewing

Motivational Interviewing Motivational Interviewing By: Tonia Stott, PhD What is Motivational Interviewing? A client-centered, directive method for enhancing intrinsic motivation to change by exploring and resolving ambivalence

More information

Helping Your Asperger s Adult-Child to Eliminate Thinking Errors

Helping Your Asperger s Adult-Child to Eliminate Thinking Errors Helping Your Asperger s Adult-Child to Eliminate Thinking Errors Many people with Asperger s (AS) and High-Functioning Autism (HFA) experience thinking errors, largely due to a phenomenon called mind-blindness.

More information

MENTAL TOUGHNESS. Steve Oakes

MENTAL TOUGHNESS. Steve Oakes MENTAL TOUGHNESS Steve Oakes About me: Steve Oakes Teacher GCSE and A Level, 17 years Head of Department, Head of Year Deputy Director of Sixth Form Director of Education AQR International Steve Oakes

More information

DEPRESSION. Teenage. Parent s Guide to

DEPRESSION. Teenage. Parent s Guide to A Teenage Parent s Guide to DEPRESSION Find out the common causes of depression, the signs that your teenager may be suffering and what can you do to help them. DEPRESSION isn t exclusive to adults it

More information

BASIC VOLUME. Elements of Drug Dependence Treatment

BASIC VOLUME. Elements of Drug Dependence Treatment BASIC VOLUME Elements of Drug Dependence Treatment Module 2 Motivating clients for treatment and addressing resistance Basic counselling skills for drug dependence treatment Special considerations when

More information

Converting change fatigue into workplace success

Converting change fatigue into workplace success Converting change fatigue into workplace success Dr. William Howatt 2018 Greetings from Dr. Bill 25+ years of experience Author: Certified Management Essentials (CME), 10-course program Pathway to Coping

More information

Five Mistakes and Omissions That Increase Your Risk of Workplace Violence

Five Mistakes and Omissions That Increase Your Risk of Workplace Violence Five Mistakes and Omissions That Increase Your Risk of Workplace Violence Submitted By Marc McElhaney, Ph.D. Critical Response Associates, LLC mmcelhaney@craorg.com As Psychologists specializing in Threat

More information

Optimal Health Questionnaire

Optimal Health Questionnaire Optimal Health Questionnaire This questionnaire is intended to help you assess how well you are balancing the various elements in your life. The basis of the process is that we have 5 dimensions which

More information

54 Emotional Intelligence Competencies

54 Emotional Intelligence Competencies 54 Emotional Intelligence Competencies - Our Brands - Copyright 2015 Influence to Action, Inc. Operating under the brands: Beyond Morale, High Performing Leader, High Performing Leader Academy, Fast

More information

Practitioner Guidelines for Enhanced IMR for COD Handout #2: Practical Facts About Mental Illness

Practitioner Guidelines for Enhanced IMR for COD Handout #2: Practical Facts About Mental Illness Chapter II Practitioner Guidelines for Enhanced IMR for COD Handout #2: Practical Facts About Mental Illness There are four handouts to choose from, depending on the client and his or her diagnosis: 2A:

More information

Scenario Based Training (SBT): Creating a Mentally Healthy Workplace Training

Scenario Based Training (SBT): Creating a Mentally Healthy Workplace Training EVALUATION REPORT Scenario Based Training (SBT): Creating a Mentally Healthy Workplace Training May 2017 Report Number: 5 Report Scope: This report provides NHS Employers with a summary of all the evaluation

More information

Hearing Voices a Common Human Experience. NFAO NW Regional Meeting 24 th November 2009 Peter Bullimore Hearing Voices Network Asylum Associates

Hearing Voices a Common Human Experience. NFAO NW Regional Meeting 24 th November 2009 Peter Bullimore Hearing Voices Network Asylum Associates Full day working with voices workshop Hearing Voices a Common Human Experience NFAO NW Regional Meeting 24 th November 2009 Peter Bullimore Hearing Voices Network Asylum Associates 450 people who heard

More information

International School of Turin

International School of Turin International School of Turin Adapted from the IB PSE scope and sequence Personal, Social and Physical Education Scope and Sequence Identity An understanding of our own beliefs, values, attitudes, experiences

More information

Topic 2 Traits, Motives, and Characteristics of Leaders

Topic 2 Traits, Motives, and Characteristics of Leaders Topic 2 Traits, Motives, and Characteristics of Leaders Introduction Are some individuals endowed with special qualities that allow them to lead? Why is one person more successful than another? Can we

More information

Sacking clients: what to do when the relationship breaks down

Sacking clients: what to do when the relationship breaks down Vet Times The website for the veterinary profession https://www.vettimes.co.uk Sacking clients: what to do when the relationship breaks down Author : Tracy Mayne Categories : RVNs Date : April 1, 2010

More information

Community Innovation Fund. Guidelines

Community Innovation Fund. Guidelines Community Innovation Fund Guidelines 02 February 2015 1 Community Innovation Fund (CIF)- Guidance Notes 1. Introduction The purpose of the Community Innovation Fund (CIF) is to support the strategic aim

More information

Case study. The Management of Mental Health at Work at Brentwood Community Print

Case study. The Management of Mental Health at Work at Brentwood Community Print Case study The Management of Mental Health at Work at Brentwood Community Print This case study looks at how a Community Interest Company (CIC) in the printing sector has used its expertise to support

More information

TRACOM Sneak Peek. Excerpts from CONCEPTS GUIDE

TRACOM Sneak Peek. Excerpts from CONCEPTS GUIDE TRACOM Sneak Peek Excerpts from CONCEPTS GUIDE REV MAR 2017 Concepts Guide TABLE OF CONTENTS PAGE Introduction... 1 Emotions, Behavior, and the Brain... 2 Behavior The Key Component to Behavioral EQ...

More information

Family & Individual Support Program - Handbook

Family & Individual Support Program - Handbook Family & Individual Support Program - Handbook Welcome and Introduction to the Simon Fraser Society for Community Living Welcome to the Simon Fraser Society for Community Living (SFSCL). We have been serving

More information

Using applied EI to enable effective procurement

Using applied EI to enable effective procurement Using applied EI to enable effective procurement Peter Clarke, Senior Consultant/ Product Consulting Manager peter.clarke@ @peter_jca Who are JCA Global? Passion We are a team of highly experienced Business

More information

EmPowered! Leader. A PMI Presentation. January 14, Developing People Advancing Business

EmPowered! Leader. A PMI Presentation. January 14, Developing People Advancing Business EmPowered! Leader A PMI Presentation January 14, 2010 Developing People Advancing Business Ms. Sheila Savar Founder & President Savar & Associates, LLC. The Savar Institute is a Virginia-based limited

More information

2015 NADTA Conference Pre-Education Committee Book Club Everyday Bias, Howard J. Ross, Suggested Group Discussion Questions

2015 NADTA Conference Pre-Education Committee Book Club Everyday Bias, Howard J. Ross, Suggested Group Discussion Questions 2015 NADTA Conference Pre-Education Committee Book Club Everyday Bias, Howard J. Ross, Suggested Group Discussion Questions 1. After reading this book, which research examples stand out the most in your

More information

ATTITUDE IS EVERYTHING!

ATTITUDE IS EVERYTHING! ATTITUDE IS EVERYTHING! Dr. Ali Qassem www.aliqassem.com admin@aliqassem.com Why is it that some people are successful in their personal lives, family lives, and in their careers while others are not?

More information

The Necessity of Self-Esteem and Confidence

The Necessity of Self-Esteem and Confidence The Necessity of Self-Esteem and Confidence 1 Content 1. Self Esteem: What is it? 2. Self Esteem: What s it made of? 3. The Effects of High Self Esteem 4. The Effects of Low Self Esteem 5. 12 Steps to

More information

Emotional Intelligence

Emotional Intelligence Emotional Intelligence 1 Emotional Intelligence Emotional intelligence is your ability to recognize & understand emotions in yourself and others, and your ability to use this awareness to manage your behavior

More information

Health and Wellbeing Strategy 2016 to 2021 Summary Document

Health and Wellbeing Strategy 2016 to 2021 Summary Document Health and Wellbeing Strategy 2016 to 2021 Summary Document 1 Health and Wellbeing Strategy 2016-2021 Summary document Introduction The Doncaster Health and Wellbeing Board is a formal Board which was

More information

Facts about Epilepsy. Facts about epilepsy. What is epilepsy? Epilepsy, employment and the law. What do I have to do if my employee has epilepsy?

Facts about Epilepsy. Facts about epilepsy. What is epilepsy? Epilepsy, employment and the law. What do I have to do if my employee has epilepsy? This guide has been created to help employers better understand epilepsy in the workplace and how they can provide a safe environment for their employees. The guide covers the following topics: Facts about

More information

54 Emotional Intelligence Competencies

54 Emotional Intelligence Competencies 54 Emotional Intelligence Competencies Copyright notice CallCenterCoach The Supervisor Success Path Copyright and rights in models, logos, and images are in this work. Any unauthorized copying, reproduction

More information

See Change Ambassador Manual

See Change Ambassador Manual See Change Ambassador Manual 1 See Change is the national mental health stigma reduction programme working to change minds about mental health and end stigma. Key messages for stigma Having done a lot

More information

Resilience in the RTW Context

Resilience in the RTW Context Resilience in the RTW Context Fred Cicchini Chief Operations Manager Injury Treatment This presentation has been prepared for the Actuaries Institute 2013 Injury Schemes Seminar. The Institute Council

More information

QUESTIONS ANSWERED BY

QUESTIONS ANSWERED BY Module 16 QUESTIONS ANSWERED BY BERNIE SIEGEL, MD 2 Q How do our thoughts and beliefs affect the health of our bodies? A You can t separate thoughts and beliefs from your body. What you think and what

More information

The Multifactor Leadership Questionnaire (MLQ) measures a broad range of leadership types from passive leaders, to leaders who give contingent rewards

The Multifactor Leadership Questionnaire (MLQ) measures a broad range of leadership types from passive leaders, to leaders who give contingent rewards Published by: Mind Garden, Inc. www.mindgarden.com info@mindgarden.com Copyright 1998, 2007, 2011, 2015 by Bernard M. Bass and Bruce J. Avolio. All rights reserved. Permission is hereby granted to reproduce

More information

THE INTEGRITY PROFILING SYSTEM

THE INTEGRITY PROFILING SYSTEM THE INTEGRITY PROFILING SYSTEM The Integrity Profiling System which Soft Skills has produced is the result of a world first research into leadership and integrity in Australia. Where we established what

More information

NCFE Level 2 Certificate in Awareness of Mental Health Problems SAMPLE. Part A

NCFE Level 2 Certificate in Awareness of Mental Health Problems SAMPLE. Part A NCFE Level 2 Certificate in Awareness of Mental Health Problems Part A Certificate in Awareness of Mental Health Problems Welcome to this Level 2 Certificate in Awareness of Mental Health Problems. We

More information

Employer Mental Health Training

Employer Mental Health Training Employer Mental Health Training 2018 course brochure Courses to raise awareness, build understanding and develop emotional resilience in your organisation. Supporting better mental health in your workplace

More information

University Staff Counselling Service

University Staff Counselling Service University Staff Counselling Service Anxiety and Panic What is anxiety? Anxiety is a normal emotional and physiological response to feeling threatened, ranging from mild uneasiness and worry to severe

More information

COACH WORKPLACE REPORT. Jane Doe. Sample Report July 18, Copyright 2011 Multi-Health Systems Inc. All rights reserved.

COACH WORKPLACE REPORT. Jane Doe. Sample Report July 18, Copyright 2011 Multi-Health Systems Inc. All rights reserved. COACH WORKPLACE REPORT Jane Doe Sample Report July 8, 0 Copyright 0 Multi-Health Systems Inc. All rights reserved. Response Style Explained Indicates the need for further examination possible validity

More information

Building mentally healthy workplaces

Building mentally healthy workplaces Building mentally healthy workplaces $10B is spent on stress related workers compensation claims each year in Australia 45% of Australians will experience mental illness in their lifetime 8 Australians

More information

ORGANISATIONAL BEHAVIOUR

ORGANISATIONAL BEHAVIOUR ORGANISATIONAL BEHAVIOUR LECTURE 3, CHAPTER 6 A process through which Individuals organize and interpret their sensory impressions in order to give meaning to their environment. PERCEPTION Why is Perception

More information

The Welsh Government will ask people in health and social services to:

The Welsh Government will ask people in health and social services to: Welsh Government consultation on 'More than just words.follow-on Strategic Framework for Welsh Language Services in Health, Social Services and Social Care. The strategy hopes to increase the use of Welsh

More information

Depression: what you should know

Depression: what you should know Depression: what you should know If you think you, or someone you know, might be suffering from depression, read on. What is depression? Depression is an illness characterized by persistent sadness and

More information

Lead Scotland response to Scottish Government review of Autism Strategy Consultation

Lead Scotland response to Scottish Government review of Autism Strategy Consultation Lead Scotland response to Scottish Government review of Autism Strategy Consultation 1. How can we ensure autistic people and their families enjoy healthier lives? Autistic people and their families can

More information

29/05/2014. Motivational Approaches: Supporting Individuals With Complex Needs. Triangle Community Resources. Diverse and Complex Characteristics

29/05/2014. Motivational Approaches: Supporting Individuals With Complex Needs. Triangle Community Resources. Diverse and Complex Characteristics Motivational Approaches: Supporting Individuals With Complex Needs Triangle Community Resources Long history of delivering services specifically for Multi barriered individuals Extensive experience assisting

More information

Critical Conversations

Critical Conversations Critical Conversations TIPS FOR TALKING WHEN STAKES ARE HIGH Agenda 1. Basics of Communication 2. Crucial Conversations defined 3. Before the conversation: setting the stage 4. During the conversation:

More information

How to empower your child against underage drinking

How to empower your child against underage drinking How to empower your child against underage drinking There is a high chance that your teenage child has or will have an encounter with alcohol either through experimenting or through someone else s drinking.

More information

SHE Management Conference 2014 Making Behaviour Change Happen in Health and Safety

SHE Management Conference 2014 Making Behaviour Change Happen in Health and Safety SHE Management Conference 2014 Making Behaviour Change Happen in Health and Safety 14 th 16 th May 2014 Dr Jennifer Lunt, Health and Safety Laboratory Objectives What does the evidence tell us about changing

More information

The Power of Feedback

The Power of Feedback The Power of Feedback 35 Principles for Turning Feedback from Others into Personal and Professional Change By Joseph R. Folkman The Big Idea The process of review and feedback is common in most organizations.

More information

Having suicidal thoughts?

Having suicidal thoughts? Having suicidal thoughts? Information for you, and for family, whänau, friends and support network Prepared by skylight for the New Zealand Guidelines Group CONTENTS Having Suicidal Thoughts? 1 Asking

More information

Module 2 Mentalizing

Module 2 Mentalizing Module 2 Mentalizing It is thought that the human brain is essentially made up of three different brain structures: the brainstem, the limbic system and the cortex. 1. The brainstem: The reptilian or primitive

More information

PROFESSIONALISM THE ABC FOR SUCCESS

PROFESSIONALISM THE ABC FOR SUCCESS PROFESSIONALISM THE ABC FOR SUCCESS PROFESSIONALISM BOOKS CONTENTS What s it all About? 7 Choose Excellence 11 A for Attitude 19 B for Behaviour 33 C for Character 51 Make it Work for You 61 Guaranteed

More information

Enlisting Peace in Workplace

Enlisting Peace in Workplace Enlisting Peace in Workplace Productivity Marianne Farag, Sublimity: Pathways to Peace Enlisting Peace in Workplace Productivity Presenter: Marianne Farag Topics to be Covered Learning Objectives of the

More information

Understanding and Building Emotional Resilience

Understanding and Building Emotional Resilience Understanding and Building Emotional Resilience @howtothrive Agenda Introduction to resilience Consider from a personal/parent perspective Discussion and practice Introduction to the Penn Resilience Programme

More information

Dealing with Distress When Dementia is in the House

Dealing with Distress When Dementia is in the House Dealing with Distress When Dementia is in the House Clients, Families & Staff Teepa Snow Keys to Remember - It s hard to take care of a person with dementia - Many families had issues before dementia -

More information

A FRAMEWORK FOR EMPOWERMENT

A FRAMEWORK FOR EMPOWERMENT A FRAMEWORK FOR EMPOWERMENT What is an Empowered Person? Think about someone you know and admire. It could be a neighbor, a family member, someone you know from TV or the news. It can even be someone you

More information

Elder Abuse: keeping safe

Elder Abuse: keeping safe Elder Abuse: keeping safe This information guide has been prepared by Age Scotland and contains general advice only, it should not be relied on as a basis for any decision or action and cannot be used

More information

Deciding whether a person has the capacity to make a decision the Mental Capacity Act 2005

Deciding whether a person has the capacity to make a decision the Mental Capacity Act 2005 Deciding whether a person has the capacity to make a decision the Mental Capacity Act 2005 April 2015 Deciding whether a person has the capacity to make a decision the Mental Capacity Act 2005 The RMBI,

More information

Lidia Smirnov Counselling

Lidia Smirnov Counselling What to expect from couple therapy The information in here will help you prepare for couples therapy, so you know what to expect and how to prepare to get the most out of our work together. I ve also included

More information

Meeting The Needs Of Vulnerable People: Finalist

Meeting The Needs Of Vulnerable People: Finalist Meeting The Needs Of Vulnerable People: Finalist LinkLiving: SmartLiving Peer Education Project Summary SmartLiving is a peer education project which seeks to support young people aged 16-24 in sustaining

More information

PERSON PERCEPTION AND INTERPERSONAL ATTRACTION

PERSON PERCEPTION AND INTERPERSONAL ATTRACTION Person Perception and Interpersonal Attraction MODULE-V 22 PERSON PERCEPTION AND INTERPERSONAL ATTRACTION We have already noted, achieving a sense of self is an important achievement. A neonate may not

More information

Family & Individual Support Program - Handbook

Family & Individual Support Program - Handbook Family & Individual Support Program - Handbook Welcome to the Simon Fraser Society for Community Living (SFSCL). The SFSCL is an accredited not-for-profit, charitable organization that has been serving

More information

Peer Support Meeting COMMUNICATION STRATEGIES

Peer Support Meeting COMMUNICATION STRATEGIES Peer Support Meeting COMMUNICATION STRATEGIES Communication Think of a situation where you missed out on an opportunity because of lack of communication. What communication skills in particular could have

More information

The Conference That Counts! March, 2018

The Conference That Counts! March, 2018 The Conference That Counts! March, 2018 Statistics, Definitions, & Theories The Audit Process Getting it Wrong Practice & Application Some Numbers You Should Know Objectivity Analysis Interpretation Reflection

More information

Motherhood Unmasked. A community arts based approach to valuing mothers and mothering. Emma Sampson & Shannon McSolvin

Motherhood Unmasked. A community arts based approach to valuing mothers and mothering. Emma Sampson & Shannon McSolvin Motherhood Unmasked A community arts based approach to valuing mothers and mothering Emma Sampson & Shannon McSolvin Context: Mothering We live in a society in which our ideologies and policies do not

More information

MINDSET MATTERS. Marla Warner BSc CWC CAPP Wellbeing and Productivity Coach and Consultant

MINDSET MATTERS. Marla Warner BSc CWC CAPP Wellbeing and Productivity Coach and Consultant MINDSET MATTERS Miller Thomson LLP March 14th, 2018 Marla Warner BSc CWC CAPP Wellbeing and Productivity Coach and Consultant marla@forhealth.ca Where we re going What is Resilience? Understand Growth

More information

Positive language Style guidelines. Positive language. An Alzheimer s Society guide to talking about dementia. April 2018 alzheimers.org.

Positive language Style guidelines. Positive language. An Alzheimer s Society guide to talking about dementia. April 2018 alzheimers.org. Positive language Style guidelines 1 Positive language An Alzheimer s Society guide to talking about dementia April 2018 alzheimers.org.uk 2 What is positive language and why is it important? There are

More information

EMOTIONAL INTELLIGENCE

EMOTIONAL INTELLIGENCE EMOTIONAL INTELLIGENCE Ashley Gold, M.A. University of Missouri St. Louis Colarelli Meyer & Associates TOPICS Why does Emotional Intelligence (EI) matter? What is EI? Industrial-Organizational Perspective

More information

Personal Talent Skills Inventory

Personal Talent Skills Inventory Personal Talent Skills Inventory Sales Version Inside Sales Sample Co. 5-30-2013 Introduction Research suggests that the most effective people are those who understand themselves, both their strengths

More information

Grade 9 Consent 2. Learner Outcomes. Content & Timing. Required Materials. Background Information

Grade 9 Consent 2. Learner Outcomes. Content & Timing. Required Materials. Background Information Grade 9 Consent 2 Learner Outcomes W-9.7 Evaluate implications and consequences of sexual assault on a victim and those associated with that victim W-9.12 Determine safer sex practices; e.g., communicate

More information

Programme. April - July

Programme. April - July Programme April - July 2018 Mindplymouth @Plymouth_Mind www.plymouthmind.com Contents Welcome.. 2 How to Register 3 Counselling Service 4 Courses..5 Listening Support Service..7 Workshops..8 Peer Support

More information

Behavioral EQ MULTI-RATER PROFILE. Prepared for: By: Session: 22 Jul Madeline Bertrand. Sample Organization

Behavioral EQ MULTI-RATER PROFILE. Prepared for: By: Session: 22 Jul Madeline Bertrand. Sample Organization Behavioral EQ MULTI-RATER PROFILE Prepared for: Madeline Bertrand By: Sample Organization Session: Improving Interpersonal Effectiveness 22 Jul 2014 Behavioral EQ, Putting Emotional Intelligence to Work,

More information

Setting up a Mental Health Support Group

Setting up a Mental Health Support Group Setting up a Mental Health Support Group Colleague Toolkit Practical help from the Co-op Here at the Co-op we recognise that we all have a role to play in supporting each other s wellbeing. This toolkit

More information

THE EMOTIONAL INTELLIGENCE ATTRIBUTE INDEX

THE EMOTIONAL INTELLIGENCE ATTRIBUTE INDEX THE EMOTIONAL INTELLIGENCE ATTRIBUTE INDEX "He who knows others is learned He who knows himself is wise" Lao Tse Jerry Doe Financial Analyst XYZ Corporation 7-11-2003 THE EMOTIONAL INTELLIGENCE ATTRIBUTE

More information

The Power Of Self-Belief

The Power Of Self-Belief PERSPECTIVES EXPOSÉ The Power Of Self-Belief Our self-belief stems from our inner dialogue about our self-worth and the confidence we have in our ability. The way we feel about ourselves is reflected in

More information

Assertive Communication/Conflict Resolution In Dealing With Different People. Stephanie Bellin Employer Services Trainer

Assertive Communication/Conflict Resolution In Dealing With Different People. Stephanie Bellin Employer Services Trainer Assertive Communication/Conflict Resolution In Dealing With Different People Stephanie Bellin Employer Services Trainer The Passive Communicator Often complain and feel they are being treated unfairly.

More information

DfE Children and Young People s Mental Health: Peer Support March 2016

DfE Children and Young People s Mental Health: Peer Support March 2016 DfE Children and Young People s Mental Health: Peer Support March 2016 Consultation Overview Good mental health and wellbeing is a key priority for the Department for Education. So we have launched this

More information

Embedding co-production in mental health: A framework for strategic leads, commissioners and managers

Embedding co-production in mental health: A framework for strategic leads, commissioners and managers Embedding co-production in mental health: A framework for strategic leads, commissioners and managers Background introduction and aims Co-production in mental health is about progression towards the transformation

More information

COUNSELING INTERVIEW GUIDELINES

COUNSELING INTERVIEW GUIDELINES Dr. Moshe ben Asher SOC 356, Introduction to Social Welfare CSUN, Sociology Department COUNSELING INTERVIEW GUIDELINES WHAT DISTINGUISHES A PROFESSIONAL FROM OTHER KINDS OF WORKERS? Education and training

More information

CONTENTS. Welcome to the Belfast Recovery College 1. Meet the Team 2. What to expect at our courses 4

CONTENTS. Welcome to the Belfast Recovery College 1. Meet the Team 2. What to expect at our courses 4 CONTENTS Page Welcome to the Belfast Recovery College 1 Meet the Team 2 What to expect at our courses 4 Course Descriptions Living With and Learning About Me Living with Psychosis 5 Living with Autism

More information

Understanding the Diversity Jigsaw

Understanding the Diversity Jigsaw Understanding the Diversity Jigsaw The Diversity Jigsaw illustrates the range of characteristics that help shape each person and their identity. These diversity characteristics can provide a useful insight

More information

This message was published in the Wall Street Journal recently:

This message was published in the Wall Street Journal recently: This message was published in the Wall Street Journal recently: People don t want to be managed. They want to be led. Whoever heard of a world manager? World Leader, Yes Educational Leader, Political Leader,

More information

Professional Coach Training Session Evaluation #1

Professional Coach Training Session Evaluation #1 During class we've been expanding our knowledge of the Core Competencies. In this integration session we're going to expand our use of them, and our ability to observe them in a real, live coaching environment.

More information

The Power to Change Your Life: Ten Keys to Resilient Living Robert Brooks, Ph.D.

The Power to Change Your Life: Ten Keys to Resilient Living Robert Brooks, Ph.D. The Power to Change Your Life: Ten Keys to Resilient Living Robert Brooks, Ph.D. The latest book I co-authored with my colleague Dr. Sam Goldstein was recently released. In contrast to our previous works

More information