For HR and learning teams planning wellbeing programmes, from a single informational session to hands-on workshops.
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Every programme is shaped around your people, so pricing comes as a tailored proposal after a short conversation.
Every programme is tailored, from a single talk to a series that runs across the year, onsite anywhere in India or online.
Talks that raise awareness and open the conversation, for teams of any size.
Small-group sessions with practical exercises people take back to work.
A series of sessions that builds skills over weeks or months.
Psychology-informed training and behavioural programmes for employees, managers, teams and people-facing professionals. Choose a standalone topic, or a combined programme that brings related topics together around your Organisation’s needs.
Recognise how everyday choices and working habits affect your approach to responsibilities, and identify where a more deliberate approach would help.
Explore eight interacting areas of wellbeing and identify what may need attention within your circumstances.
Recognise work-related pressures, understand what contributes to stress, and consider appropriate responses and support.
Recognise possible signs of burnout, examine contributing work conditions, and consider appropriate changes and support.
Explore responses to setbacks and difficult circumstances, including ways to adapt, seek support and move forward.
Notice present experience and automatic responses, creating space to respond more deliberately.
Recognise how digital demands and habits affect work and life, and consider deliberate choices about technology use.
Recognise emotional responses, explore what contributes to them, and choose how to respond at work.
Recognise patterns in thinking, interpretation and behaviour, and explore how they affect choices and interactions.
Identify boundaries around time, attention and availability that can be clarified, communicated or negotiated.
Examine how working demands and patterns interact with capacity, attention and recovery, and identify realistic adjustments or support.
Recognise opportunities for appropriate initiative, clarify where permission or support is needed, and begin useful action.
Translate intentions into concrete action, understand what affects follow-through, and make realistic adjustments.
Recognise patterns of delaying intended work, examine what maintains them, and identify appropriate responses.
Set meaningful, realistic goals, clarify commitments, and review progress and responsibilities as circumstances change.
Understand what changed circumstances require, recognise uncertainty, and identify adjustments, clarification or support.
Plan and organise work, make realistic commitments, and adjust priorities when demands compete or change.
Recognise anger and its contributing factors, and choose how to express concerns or respond to workplace situations without escalating harm.
Recognise worry patterns, distinguish practical concerns from predictions, and respond proportionately while uncertainty remains.
Communicate clearly, listen to understand, and check shared understanding of information, ideas and requests.
Explore how behaviour affects everyday interactions and choose appropriate ways to engage with others.
Express views, needs, requests and limits clearly and respectfully, while recognising others’ perspectives and workplace circumstances.
Prepare for sensitive conversations, understand the perspectives involved, and clarify what can be addressed or taken forward.
Examine workplace disagreements, separate issues from assumptions about people, and identify ways to respond or seek support.
Give feedback grounded in observations, consider feedback thoughtfully, and clarify what needs attention or follow-up.
Explore how working relationships develop and identify ways to establish, maintain or improve professional relationships.
Coordinate work across roles and teams, clarify dependencies, and address differences in priorities and responsibilities.
Put forward ideas and requests, understand relevant interests and constraints, and seek informed support without direct authority.
Work towards workable agreements where interests, priorities or proposed terms differ, while recognising authority, constraints and alternatives.
Recognise how emotions influence managerial responses and interactions, and consider others’ experiences when exercising responsibility.
Notice when an employee may be struggling, check concerns respectfully, and identify appropriate workplace support or further assistance.
Support employees while maintaining managerial responsibilities, respecting their ownership of personal matters and recognising when other support is needed.
Navigate conversations involving managerial responsibility or authority, hear the employee’s perspective, and clarify expectations, decisions or next steps.
Examine contributing work demands and team arrangements, identify managerial responsibilities, and consider action or organisational support.
Examine how managerial responses and team practices affect people’s willingness to ask questions, acknowledge mistakes and raise concerns.
Make considered decisions about priorities, expectations and support, with attention to their effects on the people doing the work.
Clarify change, communicate what is known and unresolved, coordinate adjustments, and respond to concerns within managerial authority.
Use questions, listening and reflection to support employees’ thinking while maintaining clarity about managerial expectations and responsibilities.
Decide what can appropriately be delegated, clarify expectations and authority, and provide proportionate support while retaining continuing managerial accountability.
Develop an understanding of mental health, examine common assumptions, and explore appropriate ways to seek or signpost support.
Notice when someone may be struggling, check concerns without assuming the cause, and identify an appropriate response within your role.
Consider what support may be useful, agree an appropriate contribution, and review that support as circumstances develop.
Listen, clarify and respond to concerns in ways that support another person’s thinking while respecting their choices and your role.
Clarify what you can appropriately offer, recognise when involvement exceeds your role, and communicate or adjust limits responsibly.
Clarify workplace problems, examine relevant information and contributing factors, and develop and review appropriate responses.
Clarify choices, examine options and trade-offs, and make reasoned decisions within your responsibilities and circumstances.
Examine claims, information and interpretations, assess the reasoning behind them, and reach conclusions supported by the available evidence.
Make proportionate, reasoned choices when urgency or limited information constrains deliberation, and identify what needs checking or reviewing.
A structured 36-hour foundation programme for supervisors, people-facing professionals and others who support people, without training them as therapists. It has its own scope and pricing.
Programmes adapted or developed around your Organisation’s needs, participant groups and workplace context. Related topics can also be brought together into a combined programme.