Training Topics

We provide a variety of trainings that can help. Whether you are meeting compliance needs, helping your team become more resilient through change, or teaching soft skills, we can customize you a training that will reinforce the direction(s) you are heading AND remind employees and supervisors of their EAP benefits. These training partnerships help bring more value to your EAP by keeping us top-of-mind for your supervisors and your employees.

Some EAP contracts have a number of training hours and/or orientations included at no charge annually. Additional trainings are available on a fee-for-service basis at our contracted rate. Call us during regular business hours to discuss your training needs!

 

EAP Education

1.

Employee Orientation

Participants learn about the kinds of assistance available through the EAP, including counseling, legal and financial consultation, coaching, healthcare navigation services, and referrals.

15-30 minutes

Employees

2.

Supervisor Orientation: EAP as a Management Tool

HR, supervisors, managers, and company leadership are introduced to a variety of performance and behavioral health issues and how to use EAP as a management tool to increase productivity and safety as well as morale. EAP procedures such as voluntary referrals, formal supervisory referrals, and crisis response requests are reviewed. Suggestions are made for documentation, best tools for managing challenging conversations, and self-care strategies.

60-90 minutes

Supervisors

Workplace

3.

Workplace Violence Prevention

(For Managers)

Managers are being asked to take a major part in making the workplace safer. Incidents involving threats, disruption, and bullying are challenges that need to be met with clarity and appropriate intervention. Early intervention by managers has been shown to help prevent potential escalation to serious acts. Supervisors are taught to recognize the types and levels of workplace violence, how to respond, and to recognize what is not violence but still needs their intervention. The training includes discussion about what the organization expects them to do to reduce risks, what your policies and procedures are for maintaining a safe workplace, when to manage situations, and when to seek outside assistance.

60-90 minutes

Supervisors

4.

Workplace Violence Prevention

(For Employees)

Workplace safety is a concern for everyone. Even if extreme violence may never happen in your company, incidents involving threats, disruption, and bullying are on the rise. Training employees has been shown to keep small incidents from escalating – so they can recognize the types and levels of workplace violence, understand options and what the organization expects, and know ways to remain safe, when to call for help, and when to walk away.

60 minutes

Employees

5.

Harassment and Sexual Harassment Prevention (for Supervisors)

This supervisor version of the Harassment Training builds on the information provided in the employee version; outlining managers’ responsibilities in communicating and supporting clear policies, and their responsibilities for timely intervention and reporting. Managers have the highest level of risk here if they don’t take appropriate action. This training provides top end guidance for providing a safe working atmosphere for all as well as guarding from the risks of liability.

60-90 minutes

Supervisors

6.

Harassment and Sexual Harassment Prevention (for Employees)

Everyone has a right to work free from harassment, intimidation, and bullying. Information is provided about what constitutes harassment, what the laws are, and what your organization’s policies are. Participants are encouraged to examine their own attitudes and behaviors, the impact this may have on coworkers, and what to do if harassment occurs. This training increases awareness and lowers risks for participants.

60 minutes

Employees

7.

Substance Abuse Awareness

(for Supervisors)

Supervisors will gain a deeper understanding of the impact of drug and alcohol use/misuse/abuse on the workforce. Education can help company leadership confront and combat this significant problem that impacts the bottom line as well as human lives. More money is lost in American industry from untreated addiction than from any other single source, which becomes a human as well as a fiscal accountability issue for managers and supervisors.

60 minutes

Supervisors

8.

Substance Abuse Awareness

(for Employees)

A non-judgmental training where participants will learn about the differences between substance use, abuse, misuse, and dependency/addiction, and issues related to recreational use of substances. Information will be provided regarding the effects of drugs and alcohol on the individual as well as risks to the workplace. Strategies will be introduced for addressing problems of alcohol or drug abuse and how to use EAP as well as other available resources.

60-90 minutes

Employees

9.

DOT Substance Abuse

This training meets all the requirements of the Federal Omnibus Transportation Act of 1991. Supervisors learn the information, skills, and reporting procedures that they need to comply with the DOT regulations for drug and alcohol testing programs for “safety-sensitive” workers, including the supervisor’s role in conducting reasonable suspicion testing. A review of the impact of alcohol and of the other drugs tested for under DOT regulations is presented, as well as an overview of the various professionals involved.

120 minutes

Supervisors

Stress, Change, and Resiliency

10.

Enhancing Resiliency through

Work/Life Balance

Conflicting demands of work and home can sometimes create stress that makes it feel like there’s not enough time to do all you need to do. Participants will be guided to techniques that allow them to be more effective and satisfied with both their home and work lives. Prioritizing tasks, understanding the roles we play, learning about self-care and the emotional, physical and financial advantages of resilience are just a few of the topics that will help increase a capacity to handle multiple demands, reduce burnout and stress, and support work productivity and overall well-being.

60 minutes

11.

Managing Stress

Stress is a constant part of today’s busy world. When stress is too frequent, severe, or cumulative, it can impact work, but it can also disrupt and risk emotional and physical health. Taking personal responsibility for self-care helps create healthy responses to any given event. Personal strategies are interactively introduced to help increase resiliency in order to find new responses to existing and future challenges and create a personal self-care anti-stress practice.

60 minutes

12.

Staying Resilient:

Well-Being through Mindfulness and Extreme Self-Care

Interactive examples and exercises allow a learning atmosphere where participants practice easy to manage tools that lead to improved resiliency so they may bounce back from change or life experiences. The importance of resiliency will be introduced and discussed, as well as an opportunity given to practice methods for developing personal resilience through mindfulness and self-managed extreme self-care for long term well-being.

60 minutes

13.

Coping with

Workplace Change

Change is a natural part of life and the workplace. The apparent complex nature of change, and how different people react well or poorly, can be simplified by learning why it is important to become resilient. Business success and personal well-being improve when employees and managers are given easy to manage tools that improve communication and self-care. Coping should move beyond simple survival skills to being able to anticipate change as a normal and manageable part of life and workplace.

60 minutes

14.

Managing Change

(for Supervisors)

Managers may be surprised by employee reactions to change in the organization. The change process from the perspective of the supervisor is reviewed. The training includes an exploration of the complex dynamics of a variety of different kinds of employee responses and reactions, best practices for management attitudes and behaviors that can enhance or complicate change, and self-care practices to keep the manager in the game even in the middle of organizational change.

60 minutes

Supervisors

Communication

15.

Effective Communication Skills in the Workplace

Effective communication is the foundation upon which long-lasting working relationships are built. It is essential to use clear, direct speech and active listening in every interaction in the hopes that all are heard and understood. Verbal as well as non-verbal communication dynamics are reviewed and this interactive training allows the participant to consider their own style of communication as well as how to interact with someone who has a very different style. Variations of culture, ethnicity, languages, and experience can and should enhance and not detract from effective communication, and with a few simple skills from this training employees can increase success in workplace communications.

60 minutes

16.

Assertiveness

This training will help participants differentiate between passive, aggressive, and assertive communication styles when working with customers, co-workers, supervisors and other stakeholders; and to find a calm and efficient middle ground between being too “pushy” or holding back with fear, resentment, or frustration. Assertive communication helps employees build confidence and a shared and more respectful rapport as well as limiting the risks that occur in emotionally unbalanced miscommunications.

60 minutes

Workplace Conflict

17.

Dealing with Difficult People/Behavior

Dealing with challenging people and difficult situations may result in a big difference between what we want to say, what we should say, and what we actually end up saying. Participants can learn methods and strategies to become mindful and aware of their own responses to demanding or complex situations they may face. We can’t control others, but we can manage our own reactions and find ways to better communicate our wants and needs while doing our best to remain calm and supportive of others.

60 minutes

18.

Mastering the Respectful Workplace

There are many factors that go into creating or maintaining a workplace environment that promotes respect for others. Respect starts with self-care and ends with regard for others. The participant will be introduced to what a respectful workplace is and given opportunity to explore what are the factors that decrease or enhance collective respect in that environment. Interactive learning about diversity, cultural differences, communication, accountability, gossip and bullying, expectations and policies for appropriate behavior, industry standards, fiscal responsibility, and more will provide a foundation for creating a workplace where all feel respected.

60 minutes

19.

Conflict Resolution

Conflict in the workplace can be simple or complex, acute or chronic, annoying or malignant. Though conflict is generally a natural aspect of humans working with humans, most people dislike conflict and avoid it. While passionate exchanges can lead to creativity, most fail to see the benefits of direct, appropriate, assertive confrontations. Ongoing conflict in the workplace is counterproductive and can reduce effective communication between team members as well as cause fiscal risks or lead to violence. Participants will examine common causes of conflict, when to confront or not to confront, how to address or exit from aggression, issues of entitlement, positional thinking, diversity, and communication errors that lead to conflict.

60 minutes

20.

Managing Your Responses to Anger in the Workplace

Anger is simply dysfunctional communication with a lot of energy behind it. When someone is angry, they are trying to tell you something. Can you hear them? When you are angry, what are you trying to say? Whether people rub us the wrong way, push our buttons, or are passive aggressive, we can all learn to recognize when we get triggered, how to best manage strong emotions, and develop ways to keep our cool by learning about the dynamics of anger and ways to communicate more efficiently.

60 minutes

21.

Excellent Customer Service

We all know and appreciate excellent customer service when we receive it, and most of us want to provide that level of service to both internal and external customers and stakeholders. Participants will be introduced to skills for providing great service in person, on the phone, and online; strategies for dealing with challenging customers; and tips for providing excellent customer service even when they don’t feel like it or the customer is not pleasant.

60 minutes

22.

Diversity in

Today’s Workplace

Today’s workplaces are more diverse than ever. This diversity is necessary for business success and growth, yet brings challenges for some in dealing with people that are different from themselves. Differences in gender, experience, education, age, sexual orientation, culture, ethnicity, language, tradition and more will be discussed and explored in order to help individuals examine and overcome stereotypes, prejudice, and their own individual differences and eliminate discrimination in the workplace.

60 minutes

Skill Enhancement

23.

The Mindful Supervisor

Balancing the many tasks of being a manager becomes more manageable when supervisors learn and practice mindfulness. We will review what this means, why it matters, how it helps leaders be more present and make better decisions, as well as how mindfulness can increase their emotional intelligence, self-awareness, and ability to find better ways to communicate. Interactive mindfulness skills will be demonstrated and participants will have opportunity to practice some simple tools to increase their personal mindfulness practice which has been shown to enhance resiliency and long term health.

60 minutes

Supervisors

24.

Managing the

Range of Employees

Two dynamics are explored that help managers deal with the full range of real employees. Managing based on employees’ performance and potential is reviewed, with tips for managing top, average, and low performers. Managing based on employees’ functionality is also reviewed, with tips for managing healthy, dysfunctional, and pathological employees, as well as “emotional terrorists”— employees that use emotions as weapons to create office chaos.

60-90 minutes

Supervisors

25.

Multigenerational Workforce

It has been shown that distinct generational groupings at work have different responses to events – even to the notion of “work” and “jobs” – and exhibit a variety of sometimes difficult to comprehend behaviors and values. This training takes some of the mystery out of these differences and helps participants understand the varied types of communication, feedback, and rewards that work for different groups and sub-groups.

60 minutes

26.

Time Management

We can’t control time but we can manage it well. This training starts with an understanding of some of the dynamics of time and our relationship to it. Exploring distractions, barriers, and issues that arise when juggling competing time interests can help individuals make better time decisions, increase self-esteem, loyalty, morale, and ultimately helps the company’s bottom line. Time is complex and so are human beings. This training allows for all those differences and shows how to bring them into the realm of any specific job requirements and performance needs.

60 minutes

27.

Mindfulness

Becoming mindful and purposefully aware of thoughts, feelings, and decisions in a non-judgmental way serves as a prerequisite for developing insight and wisdom and dealing with everyday challenges. Tips and interactive demonstrations are shared to help employees become more mindful at work, increase emotional intelligence, and improve communication while learning how and why to begin a mindfulness practice.

60 minutes

28.

Boundaries when Working with Children

Educators and anyone working with children face special challenges in establishing positive relationships while also establishing and maintaining healthy, clear and effective boundaries for the safety of the child and the provider. Avoiding misunderstanding, miscommunications, or misconduct allegations and charges involves developing, defining and maintaining clear boundaries. Boundary making skills are explained, justified, demonstrated and practiced in this training.

60 minutes

29.

Responding to

Critical Incidents

at the Workplace

This training will help prepare supervisors for the potential challenges of any kind of “critical incident” at the workplace, such as (but not limited to) robbery, threat of violence or actual violence, client or employee injury or death, suicide or homicide, active shooter situations, natural or man-made disasters, fire, flood, tsunami, or any such catastrophic event. It is important to always hope for the best while also being prepared for the worst of days. Suggestions will be provided from first-hand experts, as well as a review of the range of responses and resources available from your EAP.

60 minutes

Supervisors

30.

Psychological Aspects of Retirement

Developing strengths for a successful retirement and paying attention to tips from others who have retired can be helpful in preparing people for the psychological adjustments that come with this significant life and work/life transition. This can be a standalone training or a part of a more thorough retirement training event.

15-60 minutes

Other training topics can be customized for your organization or your training needs.