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Authors: Emma Mamo
01 November 2013
Smart employers know that organisations are only as strong as their people – they depend on having a healthy and productive workforce. They also know people perform better when they feel able to put everything into their job; when they are confident, motivated and focused.
We’ve been hosting a series of free webinars for line managers and HR professionals on how to create mentally healthy workplaces and support staff.
The next webinar for HR Professionals on 8 November will help you shape an organisational culture that’s positive about mental health, including tips on:
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08 Nov 2013
Psychological distress can impact any individual in the workplace – from senior leaders to middle managers and staff. While it is undoubtedly a major responsibility of managers (with accountability for staff) to be able to display people management skills, the effectiveness of these skills is arguably dependent on the extent to which the manager is themselves psychologically mature. Effective people management requires robust emotional skills. These are needed to constructively manage the inevitable fallout from the (natural) challenges that organisations face. All too often managers lack these essential emotional skills; and in some cases, display their own psychological disorders in the form of avoidant or narcissistic behaviours. Such behaviours can make a ‘normal’ stressful work situation intolerable for some of their colleagues - including their direct reports.All staff - indeed all individuals in an organisation need to be made aware of the availability of a variety of sources of help for psychological distress - as managers may not always be the most appropriate source of support.The WorkIssues Centre