Bespoke Mental Health Training for Managers

We know that if someone experiencing a mental illness has a line manager who is comfortable talking about mental health and knows what support to provide or signpost people to, that individual feels better supported and is more likely to be able to continue working successfully.

This is our bespoke course, designed with you to provide;

• A deeper understanding of mental health, the factors that can affect people’s wellbeing, including their own.
• Practical skills to spot the triggers and signs of mental health issues.
• Supporting mental health in the workplace
• Confidence to step in, reassure and support someone in mental health distress.
• Enhanced interpersonal skills such as non-judgemental listening.
• A closer look at resources and workplace focused plans and how to use them effectively.

The course is written and provided by our trainers who are accredited by MHFA England, with specifically curated resources.

Course length & timings

Classroom-based timings: 1 Day 09:00-17:00
(Minimum 8 delegates, maximum 16)

Online timings: Typically 4 hours of live instructor-led training (split into 2 sessions over two days) with 4 hours of self-learning in-between sessions

Here are just some of the topics we typically include for line manager training, allowing them to become more confident and competent.

• We look at helpful resources and how to use them. We recognise that workplace settings are diverse with strategies designed to improve mental health outcomes for all, however being guided by one of our accredited MHFA trainers, we can make them work for you.
• Workplace pressure support plan. A practical worksheet designed to work for both the line manager and the employee they are managing.
• Guidance on signposting, further information and where to look for help.
• We look at the National Institute for Health and Care Excellence (NICE) guidelines and how these guidelines can help your line managers specifically.
• Identifying early warning signs and talking at an early stage. Line managers should know their team better than anyone. They are therefore ideally placed to spot the early warning signs that someone is mentally unwell.
• We delve into recruitment and promotion, offering practical guidance to managers on how to manage this process for someone who has or has had a mental health condition.
• Exercises for non-judgemental listening and a closer look at empathy.
• Keeping in touch during sickness absences, returning to work and reasonable adjustments.
• Managing the wider team, looking at appropriate ways to manage confidentiality and morale.
• Terminology. We cover why terminology is important when talking about mental health or dealing with someone who is experiencing a mental health condition.