I.14: PREVENTING STRESS PROBLEMS FROM DAMAGING YOU PEOPLE AND YOUR ORGANISATION

Date:	Venue:	Max. No. of participants 25	Duration: 1 day	Fee:

I.14: PREVENTING STRESS PROBLEMS FROM DAMAGING YOU PEOPLE AND YOUR ORGANISATION

Stress management workshops are a sign of failure!

If we have to offer our people stress management workshops or counselling, don’t you agree that we have allowed things to get to such a state that we need to do something to prevent disaster?

There is a more strategic, less costly and powerful way to protect your people, maintain productivity and avoid legal costs and damaged reputation.

After attending this one day workshop you’ll have the background and insights so you can:

• a) Direct your managers to put in place simple non-bureaucratic systems to stop over-stress arising in the first place.
• b) Evaluate your current stress policies to see if they really do contribute to reducing over-stress
• c) Ask pertinent and testing questions of your own people and external consultants charged with helping your organisation deal with stress management.
• d) Prove to the HSE, and any other Agency, that you do care – that you are doing all that is reasonably possible.

I’ll also share with you:

• How to recruit for “stress-strength”. Questions to ask when interviewing to test if a person can cope with any kind of stressful job.
• 8 conditions leading to workplace over-stress and 21 questions managers can askto find solutions to eliminate them.
• 6 things to remember when writing straightforward job descriptions so they can be used to reduce stress. A sample job description is provided.
• 5 things to remember when training people to do a new job – you don’t want people over-stressed merely because they’re unsure on how to do something.
• 5 ways to make stress-management training less namby-pamby – more, practical and effective. You’ll see an outline of a tried and tested workshop.
• 7 leadership principles to ensure you and your managers and supervisors behave in ways that reduce over-stress in others.
• 4 things you must do when issuing free advice to your people from health agencies – or it will be a waste of time.
• 2 very simple ways to monitor your people’s stress levels so you can find solutions quickly and motivate individuals and departments to perform even better. Why you should avoid like the plague those 80-question “stress climate surveys”
• 5 ideas for helping appropriately when staff experience personal or domestic stress that affects their performance at work.
• 17 easy-to-collect pieces of evidence to prove that you are a caring employer and that yes, you do take over-stress seriously and are doing something about it.

 

Here’s the sample schedule for the one-day.

Time	Description
0900	Being practical and realistic about stress management
0945	Remember stress factors when recruiting Find ways to reduce the stress factors in jobs – Examples of stress generators
1000	Break
1020	Job descriptions – reducing stress by being clear on what is required
1035	Job descriptions – reducing stress by being clear on what is required
1100	Job training to enhance competence and boost confidence
1145	Train managers and supervisors in people management
1215	Six essential steps for dealing with stress problems if they arise
1300	Five policies and procedures to “prove” you take stress reduction seriously.
1330	Feedback and depart