What We Do
We help organisations reduce mental health cost and risk.
How? With a mental health training system that works when you need it most, under pressure.
Are you experiencing these common blockers with your current training programme?
01. The true cost of mental ill health is hidden.
Poor mental health costs the equivalent of 4-7% of salary per employee each year through absence, staff turnover, and presenteeism. Yet in most organisations, the true cost remains hidden.
Our approach helps identify risk early so you can prevent burnout and work-related stress before it is too late.
02. Declining application and consistency over time.
Within 3-9 months, most mental health training fails to change behaviour. When workload increases or pressure rises, learners revert to old habits.
We recognises that most leaders and teams are already under pressure. We make behaviour change easier by helping learners integrate new skills and behaviours into their day-to-day. After all, it only works if it helps learners change how they work on Monday morning.
03. The programme relies on individual resilience.
When pressure rises, training effectiveness often fades. Responsibility falls back onto a small number of people (usually in HR or L&D), who are expected to hold it together while the underlying issues remain unchanged.
We replace that with a system – with clear structure, templates, checklists, and support. Where needed, we also advise on the underlying drivers of risk, including workload, work design, processes, and leadership behaviours.
How we work
THE SYSTEM
Assess
Identify top business risks and needs. Get strategic alignment and design a programme that actually works.
Engage
Get buy-in at all-levels. Leverage senior sponsorship, targeted comms, and personal significance.
Experience
Address top priority skill-gaps through experiential learning, practice, and task-oriented application.
Embed
Application (not learning alone) reduces business risk. Use existing touch-points, normalize check-ins, and embrace peer accountability.
Evaluate
Measure outcomes and make risk visible. Track ‘lag’ and ‘lead’ metrics.
DOWNLOAD
Programme Design Guide
Design a programme that reduces the cost and risk of mental ill health.
shift behaviour, reduce risk
No fixed programme. Just the right modules, tailored to your organisation and designed to build capability where it matters. Not generic training that doesn’t move the needle.
01. Core Training
Set the foundation
The risk
Is mental ill-health is an organisation-wide blindspot, being inconsistently addressed, or left to HR to manage?
Signals to look out for include:
- Over-reliance on HR and some individuals to handle mental health situations
- Mixed confidence talking about, or disclosing, mental ill-health at work
- No shared language for mental health across the organisation
- Reactive approach to mental health and limited baseline data
The Training
Our Core training helps teammates play their role and surface hidden risks. Training tailored by audience: Senior Leader, HR, Manager, or Teammate.
02. Micro-Modules
Targeted risk reduction
Common Risks We Help Solve
Are specific teams or levels within the organisation grappling with different challenges? Common challenges include:
- Signs of burnout being missed
- Check-ins that overrun, cross boundaries, or are avoided altogether
- Serious mental health risk being mishandled
Micro-Modules
Our 60min Micro-Modules target specific risks and behaviours.
03. Keynotes & More
Reinforce consistent application
Embed mental health in the day-to-day
With foundations and skill in place, mental health is something leaders, managers, and teammates can live day-to-day.
Talks, panels, and events that spark conversation, keep application high, and mental health risk low.
Keynotes
& Panels
Sessions designed to inspire action and spark conversation. Choose from over 50+ topics and a diverse mix of speakers.
Events
& Everything Else
Away-Days, events, and everything else.
PROGRAMME DESIGN
FEATURED MODULES
Mental Health
Your Role & Responsibilities
Choose this module if mental ill-health is inconsistently addressed and almost always left to the People team
Risk signals:
- Mixed confidence talking about, or disclosing, mental ill-health at work
- No shared language for mental health across the organisation
- Over-reliance on HR to handle mental health situations and signpost to support
Micro-Module
Beat Burnout: Spot Signs Sooner
Choose this micro-module if the word “burnout” is misused, signs are missed, and overwhelmed high-performers are slipping through the net.
Risk signals:
- “Burnout” used interchangeably with stress or pressure
- Sustained intense work periods treated as normal
- Low confidence identifying early warning signs
Micro-Module
Mental Health: Check-In with Confidence
Choose this micro-module if mental health conversations overrun, overstep, or are avoided altogether.
Risk signals:
- 1-1 conversations are avoided
- Check-ins overrun and blur into fixing and diagnosing
- Check-ins feel awkward, overly serious, or rushed
- Wellness Action Plans exist but are rarely used well or consistently
Micro-Module
Set the Tone: Leading Under Pressure
Choose this micro-module if overwork and unhealthy behaviours are undermining progress.
Risk Signals
- Long hours and sustained pressure are treated as normal or unavoidable
- Unwritten expectations contradict stated wellbeing messages
- Leaders feel under pressure to prioritise delivery at all costs
- Cynicism emerges around mental health or wellbeing initiatives
Micro-Module
Escalation Protocols: Respond with Clarity
Choose this module if high-risk situations have been – or could be – mishandled due to uncertainty about response and escalation protocols.
Risk Signals
- Lack of clarity around mental health protocols
- Issues surface late or via HR
- Managers delay or avoid difficult conversations
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