The Resilient Manager training course, developed by The Wellbeing Project, gives managers the tools and skills to effectively build and support the resilience and wellbeing of their teams. Managers will learn to recognise the early warning signs of poor physical and mental health and proactively support themselves and individuals who may need assistance. The course enables managers to create a positive wellbeing culture in the workplace that allows mangers and their teams to thrive at work.
Prior to attending the course, attendees will take a short online workplace resilience and wellbeing self assessment. It will give a snapshot of an individual’s personal resilience and the reports will be generically referred to during the course to explore strategies to enhance resilience. Please note that the trainer will not have access to the reports and will not discuss the results individually with each delegate.
Who should attend?
Managers and team leaders who want to gain an understanding of resilience, how to manage employee resilience and implement good practice in the workplace. It is recommended that attendees should be in employment, as this course is tailored for building resilience at work.
Delegates should be 18 years of age or older to attend this course.
What you will learn
- What is resilience and wellbeing?
- Why resilience is important personally and as a manager
- How does resilience link to performance?
- Resilience spectrum and pressure performance curves
- Introduction to learner’s individual snapshot report and surprises, impacts and themes
- Exploration of the 5 pillars of resilience:
- Future Focus
- Inner drive
- Flexible thinking
- Strong relationships.
- The managers impact in creating a safe climate, including the neuroscience of threat and reward climates, building openness and trust and how to encourage feedback when team members experience excess pressure.
- Wellbeing conversations: how to prepare, structure and follow up, what are the boundaries, where to signpost, practical experience of holding a conversation.
- Line manager action plans: Identify tools and strategies to role model healthy high performance, preparing personal and ‘manager’ action plans, accountability ladder.