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    Mental Illness Conversations in the Workplace: Breaking the Silence and Being Supportive to Help Employees Open Up

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    Category Employee stress management techniques; Mental health conversations at work; Employee health and safety policy

    Deadline: March 03, 2020 | Date: March 03, 2020

    Venue/Country: Training Doyens 26468 E Walker Dr, Aurora, Colorad, U.S.A

    Updated: 2020-02-11 13:07:27 (GMT+9)

    Call For Papers - CFP


    Have You Ever…

    • Felt at a loss for words, awkward or afraid to speak to someone about a mental health issue?

    • Wondered how stress or the blues was different from a mental illness diagnosis?

    • Felt that there was more that you could do to support those in your company or family who were experiencing a mental health issue?

    "Fear breeds isolation. Caring leads to connection!”

    One in five will experience a mental illness at some point in their lives. That means that every person is likely to have a family member, friend or co-worker that will struggle with a mental illness. Most people feel that they are lacking in meaningful tools to offer any assistance.


    Silence about mental illness is costly and many who need help often suffer in silence. Would employees in your workplace feel uncomfortable speaking to their manager, union representative or a colleague if they experienced a mental health issue? Over half of respondents feared that making such a disclosure would jeopardize their chances for promotion and future success in their organizations. The key to breaking down barriers and eliminating the stigma is in our ability to have supportive, honest, caring mental health conversations at work.


    Participants will;

    • Understand the signs and symptoms of major mental illnesses so that there is a general recognition of the early warning signs of a mental health challenge

    • Develop an understanding and strategies for supporting and managing employees with mental health issues in order to effectively encourage members to seek appropriate help if needed

    • Be able to focus more on employee stress management techniques and finding ways for anxiety relief at work

    • Combat the effects of the stigma associated with having a mental illness in order to build understanding and acceptance in your workplace

    • Utilize the A-L-E-C model for effective and supportive mental health conversations at work


    This presentation will promote awareness of the symptoms, frequency, and treatment options for major mental illnesses. And it will dive into the most beneficial ways people can connect and be supportive when they suspect that someone is struggling. It will leverage the relationship skills that we already use for managing employees with mental health issues. It will also help to understand the link between mental health and productivity in the workplace. This workshop will help managers and employees become comfortable with having mental health conversations at work in a non-judgmental and supportive way. It will also help them in effectively dealing with mental health issues in the workplace.


    • Human Resources Professionals

    • Health and Safety Reps

    • Union Reps

    • Supervisors, Manager, Directors (Team Leads)

    • Executive Directors Not-For-Profit


    Beverly Beuermann-King specializes in working with people and organizations who want to control their reactions to stress, build resiliency against life's challenges and live healthy, successful lives using her S-O-S Principle™. Like you, stress and resiliency expert, Beverly Beuermann-King has seen the concept of wellness and resiliency change and expand.

    To Register (or) for more details please click on this below link:


    Toll Free: +1-888-300-8494

    Tel: +1-720-996-1616

    Fax: +1-888-909-1882

    Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
    Disclaimer: ourGlocal is an open academical resource system, which anyone can edit or update. Usually, journal information updated by us, journal managers or others. So the information is old or wrong now. Specially, impact factor is changing every year. Even it was correct when updated, it may have been changed now. So please go to Thomson Reuters to confirm latest value about Journal impact factor.