WELL-BEING PROGRAMS FOR EMPLOYEES

WELL-BEING PROGRAMS IN GROUP

The purpose of the training is to enable employees working with significant performance requirements to effectively deal with stress they face. The training prepares them to use methods that help to manage stress, relieve it, and can be applied effectively in either the workplace or at home. Proper stress management helps prevent various conflict situations and also establishes a consistent level of performance.

As a result of the training

Participants’ theoretical and practical knowledge will be expanded, both in the areas of communication, conflict management and stress management

By applying learned stress prevention and stress management techniques, they will be able to solve their problems and reduce tension more effectively, their performance will increase, and the risk of burn out will reduce.

The number of conflicts decreases, endurance and stress tolerance improve..

Interpretation of stress and stress factors

• characteristics of stress state and triggers
• short- and long-term effects of stress
• time stress and encounter stress
• situational and anticipatory stressors
• intrapsychic factors causing stress

Increasing endurance and stress tolerance

• identifying stressful and potentially stressful situations
• prevention of stressful situations, possibilities of avoidance
• preparing for stressful events
• means of separating emotions and facts

Resolving stressful situations

• the relationship between self-awareness and stress
• techniques for identifying and eliminating causes instead of treating symptoms
• instead of “goldfish” is the craft of “goldfish catching”
• matching solution options and personality

Stress prevention and management techniques

• solution alternatives to specific situations formulated by the participants
• large group exercises with trainer support
• burnout and what can be done to prevent or eliminate it

The aim of the training is to give participants an insight into what conflict management strategy is characteristic of their own operation and to be able to change it consciously if they feel it is important.

After attuning to the topic and to each other, we look at the participants ’attitudes towards conflict through association practice and the effects of conflict as a whole.

We discuss what distinguishes conflict from debate, and we talk about the types of conflicts based on a particular structure.

After learning about typical situations, participants bring up their own situations for each type of conflict, and then develop prevention and resolution strategies.

Using the Thomas Kilmann model and test, everyone gets an idea of ​​what their own typical conflict management strategy is. We take a look at the situations where which method is relevant. We discuss how to generate win-win situations and what are the considerations when it is definitely worth being present in a situation in this approach.

In addition to the exercises, we also help to integrate what has been learned and to solve current conflicting, unpleasant situations with specific case processing.

We close the program with highlighting learning points and a feedback loop.

In our permanently changing world, we need some new skills which help us not only to cope with the effects of painful moments, but also to amplify the beauty of joyful ones so that we could live a happy life. Positive emotions have been shown to increase creativity, improve our sleep and even strengthen our immune systems. Savouring is the capacity to notice, appreciate and intensify the positive aspects of our lives. Are we able to stop for a moment, notice and consciously experience the positive moments of our lives? A concept known in psychology as savouring deals with the issue of processing positive experiences. According to this, even as a film director, we have an active role in making positive events cause and fix it otherwise they will go unnoticed and we will not remember them. The training focuses on sensitizing participants to positive experiences or we can say on a kind attitude-forming, which aims to achieve a higher general level of happiness. Thanks to the positive emotions, participants will be more productive, energetic and creative.

During the workshop we explore the meaning and the elements of positive psychology, and we talk about the necessity of savouring in details. We begin the training with a short introduction of the theme and the participants themselves. Afterwards, participants will try as many positive psychological techniques as they can within the time frame of the training. The participants get to know the scientific background of the tools and the operating principles. We present useful techniques that participants can incorporate into their daily routines. We vary individual, pair and group exercises. There are easier and more serious tasks that need engrossment. The participants can decide which tasks they would like to try out, but of course we encourage them to challenge their boundaries. The trainer supports the learning process with personal examples and feedbacks.

The aim of training is to increase awareness of how to deal with emotions in relation to oneself and others, all in a leadership role.

The concept of EQ, it’s areas in the 21st century.

Emotion-generating training tasks,

A practical model for dealing with emotions

Identification of pushbuttons and rational deflectors.

EQ as a leader– based on Goleman model

Okay frame and confidence

Leadership vulnerability

Processing leadership dilemmas with group coaching elements

Leadership situation processing with action-oriented dramatic elements.

THEORETICAL BACKGROUND, MODELS

• Daniel Goleman: Emotional Intelligence at workplace

• Daniel Goleman–Richard Boyatzis–Annie McKee: The natural leader. The power of emotional intelligence.

• Brene Brown: Dare to lead

• Stephen Neale, Lisa Spencer-Arnell, Liz Wilson: Emotional intelligence coaching

• Adele B. Lynn, Janele R. Lynn: Emotional intelligence

The aim of the training is to be more aware of our roles and to plan our time and energy more effectively in order to a better work-life balance or integration.

After getting psyched up for the topic and each other, we explore the concept of Balance: what does it mean to every person, when and why does he/she feel like he/she is in balance. We identify our own balance at cognitive, emotional, and physical levels. Then the participants get the opportunity to examine their own standards, their most important values, and reflect on how these values manifesting in their current lives and roles.

In the sequel, we deal with the participant’s most important roles. The roles are formulated in as much detail as possible, which helps the participants to get psyched up for their own subject matter and to determine the direction of their roles. They integrate their current most important roles and the time they spent in these roles into a current and desired role model symbolized by a “cake of roles”. They become aware of the cause of their imbalances and what could they influence.

We teach some techniques to the participants that may support their demarcation and the ability to say no.

We collect possible “energy-charging” stations that can support participants in striking a balance.

We close our workshop with writing an individual action plan: what is the first thing you will do to get closer to your own balance?

One of the keys to a healthier, fuller life and a positive emotional balance is to proactively shape change, thereby reducing the negative effects of the challenges.

The aim of the resilience program is to increase participants’ psychological resilience, identifying sources of their inner strength through personal success and objective measurement tools. In addition to being aware of resources, the training’s goal is also to develop actions that can be implemented daily to maintain balance, which can be preserved in challenging situations.

After an introduction that helps to create the climate of trust, we will take a series of practical examples to help the participants work on the resilience concept that will be presented later.

 By reviewing individual successes, we identify the personal resources that form a complex protective bastion of the immune system to cope with everyday challenges along with the techniques presented in the training.

We use objective measurement to identify participants’ positions on the Resilience Scale (Connor-Davidson Resilience Scale) and use positive psychology and solution-focused methodology to introduce to employees tools and techniques that are commonly used in everyday life (life path map, internal gratitude logging, relaxation techniques, Inner rescource analysis, Gratitude listing)

Knowledge transfer takes place in small and big groups, as well as individual processing and presentation by the trainer.

 We end the day with practicing the tools and developing an individual action plan.

The aim of the training is to make the participants more conscious about building their own self-esteem and rising their trust-level in their personal and the professional life. The workshop will help them to empower themselves with tools that support them in experiencing stronger trust in both directions (giving and getting).

After the introduction in a brainstorming exercise we collect essential factors, associations, thoughts about trust and self-esteem in order to recognize the differences between the imprints of trust within us.

The participants examine their most important relationships through a model and matrix that can be used in practice: what level of trust they have and what competencies do they need to play an active role in their relationship.

In the following, they can experience the trust for each other in a group game that uses the whole space.

The participants collect activities in small groups that can strengthen or weaken self-esteem and the trust in relationships. Then they make an action plan: in what steps could they imagine development.

THE PURPOSE OF THE PROGRAM: cohesion of the women’s community, sharing experiences and tips.

IMPLEMENTATION OF THE PROGRAM: Every 2-3 weeks, organizing online events along the topics of current interest to the participants, facilitating by a coach, in Hungarian and English.
The processed topics can be adapted to the needs of the participants.

The 3 messages of Sheryl Sandberg, author of Lean In and the initiator of the Lean In movement.

3 KEY MESSAGES:

• Sit at the table! In other words, be visible, show yourself, your knowledge and your values.
• Your partner should be a real partner! For a great work-life balance for women, it is essential that your partner has a real supportive role in your private life.
•   Don’t get out before you get out! It is very important that your work is exciting enough to be something you return to (e.g. after having children).

• Lean In!
• Positive psychology
• Autonomy of trust and self-confidence
• Leadership Self-Brand- Stories of failure and success
• Vulnerability- Valid to talk about it
• Renewal: New Year, new goals along the YearCompass
• Unusual Woman Breakfast: Roundtable discussion with female top executives
• Emotions in the workplace
• The power of contacts
• Sensitive topics at work
• Live your life and your time will adopt to you!
• Find the free woman in you!
• Introduce yourself as a female leader!
• Resiliently facing the challenges of 2020!
• Support each other instead of rivalry!
• Online energizing workshop- The challenge of the home office
• Online workshop – Labor law during the coronavirus and the psychological effects of the pandemic
• Savouring: in the pursuit of Happiness- How do we live the positive moments of our lives more consciously?