Helping create a culture that supports mental health

Who we are

Our approach

Consistent and systemic actions lead to sustainable change.

When working with mental health at work and organisational culture, one-time measures, enforced positivity and solutions that fit all do not work. Only considering the organization as a unique whole, understanding the causes of certain issues and applying systemic measures can lead to desired change.

Relationships matter.

Both individuals and the community as a whole share a responsibility for taking care of mental health. Relationships and a health-friendly environment directly leads to overcoming the majority of difficulties. A sustainable organisation is a community based on meaningful relationships among people.

We can help if...

...you experience a lack of open communication

Discussing personal difficulties is neither easy nor common. Failure to speak out is a missed opportunity to seek help and find solutions more easily. Studies show that the actual cost of unaddressed mental health difficulties in an organisation contribute to decreased efficiency, long periods of sick leave or additional leave, as well as increased staff turnover. An organisation where speaking up about difficulties is not common stays unaware of the actual well-being of its people and its possible impact on their performance.

How do we help?  We conduct research of the organisational culture, in particular focusing on factors affecting mental health. We offer knowledge-building lectures and tools to enrich the mental health related vocabulary and help to start communication in teams in a safe and structured way to discuss mental health.

...you lack knowledge on what mental health is, how it affects your work, and the other way round

The majority of people lack the skills to deal with excessive stress, recognise the signs of potential difficulties and talk about their mental health needs. They don’t know how to speak to a colleague in the case of suspected alcohol abuse for example, or how to notice when people might be struggling or having suicidal thoughts.

How do we help?  We provide skills and knowledge, using various training methods including seminars, lectures, and gamified tools. We produce materials for internal communication or education within the organisation and we can adapt all the tools to the needs and capabilities of specific employee groups.

...you want to learn how to help the people who might be struggling.

Some of your employees are currently suffering from insomnia, panic attacks, depression, bereavement or other difficult situations. Colleagues and managers probably aren’t aware of this, but they notice reduced working capacity, more difficulties in communication or slow decision-making.

How do we help?  We consult and give advice on the development and implementation of workplace mental health policy and guidelines. We help you choose the most appropriate support measures, recommend services that meet professional standards, and advise on how to adapt working conditions for employees who experience difficulties or return after an extended period of leave. We train HR professionals and managers to draft individual well-being plans and take care of colleagues experiencing difficulties.

...you want to provide skills and knowledge to your managers to help them work with people more effectively.

It’s easier to manage people if you know the signs of mental health difficulties, how to talk about them, what resources are available to help and you are able to offer personal support, therefore acting as a role model for your team.

How do we help? We carry out leadership culture research and consult on implementation of leadership practices, which would strengthen and support the emotional well-being of people and reduce risks. We train managers to strengthen their mental health skills and knowledge, empowering them to respond appropriately and provide support when difficulties arise.

...tensions and miscommunication between teams and people hinder the achievement of goals.

A team that struggles with relationships, is at risk of not achieving their goals. Struggles with relationships also impact health and satisfaction of every team member. The efforts to achieve common team goals are overridden by destructive processes within the team that might range from silent resistance to open conflict.

How do we help? We provide diagnostics of the relationship patterns and sub-cultures within teams. We offer supervision and consult managers on how to work with teams facing challenges. By promoting open dialogue and providing skills and knowledge, we empower teams to overcome challenges more effectively.

...you would like to respond more effectively to your employees' mental health crises.

Large organisations inevitably experience mental health crises among employees: burnout, severe depression, the consequences of addiction, panic attacks, workplace or domestic violence, or suicide. If mishandled, a crisis can affect colleagues and managers, disrupt team’s activities and can become a source of financial and reputational risk.

How do we help? We offer crisis management workshops and case-study discussion groups for managers and HR professionals. We provide algorithms developed for crisis management and consult organisations facing crisis.

...HR processes don’t function the way you want them to.

Even well-designed HR processes can fail to deliver the desired result or create tensions due to inconsistencies. When creating processes it’s not always apparent what behaviour they might encourage. When addressing mental health awareness in organisations, it’s possible not only to create new stand-alone processes but also to review and mobilise the existing ones.

How do we help? We analyse HR processes through the lens of mental health awareness. We assist with the creation of health-friendly HR management processes and integrate mental health orientated tools into processes already running in organizations.

...staff face risks to their emotional well-being.

All organisations are exposed to a number of risk factors, such as working with difficult customers and the behaviours this can generate, a lack of communication and autonomy, insecurity and discrimination and other factors. Failing to manage these risks exposes organisations to reputational or financial damage. Clearly identified and managed risks can contribute to the strengthening of the organisation’s social responsibility and competitiveness.

How do we help? We conduct emotional well-being surveys, evaluate the mental health related risk factors, provide recommendations and expertise on the management of identified risks.

Lack of open communication

...you experience a lack of open communication

Discussing personal difficulties is neither easy nor common. Failure to speak out is a missed opportunity to seek help and find solutions more easily. Studies show that the actual cost of unaddressed mental health difficulties in an organisation contribute to decreased efficiency, long periods of sick leave or additional leave, as well as increased staff turnover. An organisation where speaking up about difficulties is not common stays unaware of the actual well-being of its people and its possible impact on their performance.

How do we help?  We conduct research of the organisational culture, in particular focusing on factors affecting mental health. We offer knowledge-building lectures and tools to enrich the mental health related vocabulary and help to start communication in teams in a safe and structured way to discuss mental health.

Lack of knowledge on mental health

...you lack knowledge on what mental health is, how it affects your work, and the other way round

The majority of people lack the skills to deal with excessive stress, recognise the signs of potential difficulties and talk about their mental health needs. They don’t know how to speak to a colleague in the case of suspected alcohol abuse for example, or how to notice when people might be struggling or having suicidal thoughts.

How do we help?  We provide skills and knowledge, using various training methods including seminars, lectures, and gamified tools. We produce materials for internal communication or education within the organisation and we can adapt all the tools to the needs and capabilities of specific employee groups.

Help people who might be struggling

...you want to learn how to help the people who might be struggling.

Some of your employees are currently suffering from insomnia, panic attacks, depression, bereavement or other difficult situations. Colleagues and managers probably aren’t aware of this, but they notice reduced working capacity, more difficulties in communication or slow decision-making.

How do we help?  We consult and give advice on the development and implementation of workplace mental health policy and guidelines. We help you choose the most appropriate support measures, recommend services that meet professional standards, and advise on how to adapt working conditions for employees who experience difficulties or return after an extended period of leave. We train HR professionals and managers to draft individual well-being plans and take care of colleagues experiencing difficulties.

Develop the competencies of managers

...you want to provide skills and knowledge to your managers to help them work with people more effectively.

It’s easier to manage people if you know the signs of mental health difficulties, how to talk about them, what resources are available to help and you are able to offer personal support, therefore acting as a role model for your team.

How do we help? We carry out leadership culture research and consult on implementation of leadership practices, which would strengthen and support the emotional well-being of people and reduce risks. We train managers to strengthen their mental health skills and knowledge, empowering them to respond appropriately and provide support when difficulties arise.

Miscommunication within teams

...tensions and miscommunication between teams and people hinder the achievement of goals.

A team that struggles with relationships, is at risk of not achieving their goals. Struggles with relationships also impact health and satisfaction of every team member. The efforts to achieve common team goals are overridden by destructive processes within the team that might range from silent resistance to open conflict.

How do we help? We provide diagnostics of the relationship patterns and sub-cultures within teams. We offer supervision and consult managers on how to work with teams facing challenges. By promoting open dialogue and providing skills and knowledge, we empower teams to overcome challenges more effectively.

Preparation for crises

...you would like to respond more effectively to your employees' mental health crises.

Large organisations inevitably experience mental health crises among employees: burnout, severe depression, the consequences of addiction, panic attacks, workplace or domestic violence, or suicide. If mishandled, a crisis can affect colleagues and managers, disrupt team’s activities and can become a source of financial and reputational risk.

How do we help? We offer crisis management workshops and case-study discussion groups for managers and HR professionals. We provide algorithms developed for crisis management and consult organisations facing crisis.

HR processes don’t function

...HR processes don’t function the way you want them to.

Even well-designed HR processes can fail to deliver the desired result or create tensions due to inconsistencies. When creating processes it’s not always apparent what behaviour they might encourage. When addressing mental health awareness in organisations, it’s possible not only to create new stand-alone processes but also to review and mobilise the existing ones.

How do we help? We analyse HR processes through the lens of mental health awareness. We assist with the creation of health-friendly HR management processes and integrate mental health orientated tools into processes already running in organizations.

Better risk management

...staff face risks to their emotional well-being.

All organisations are exposed to a number of risk factors, such as working with difficult customers and the behaviours this can generate, a lack of communication and autonomy, insecurity and discrimination and other factors. Failing to manage these risks exposes organisations to reputational or financial damage. Clearly identified and managed risks can contribute to the strengthening of the organisation’s social responsibility and competitiveness.

How do we help? We conduct emotional well-being surveys, evaluate the mental health related risk factors, provide recommendations and expertise on the management of identified risks.

A team to help you

Let’s talk