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MHN Client ServicesOrganizational Guidance, Organizational Development and Training & Skill Development from MHN

Josefina BravoWe’re dedicated to member health and wellness.

Employee Assistance Program Personal problems can have a negative impact on attendance, health and productivity. MHN’s Employee Assistance Program (EAP), includes:

• Memberservicesthatcanhelpemployeesaddresstheirproblemsandimprovetheirhealth and wellbeing; and

• Clientservicesthatcanhelpmanagersandsupervisorssupportemployees,addressperformanceandconductproblemsandbuildsuccessful,engagedteams

This catalog provides an overview of MHN’s member services and an in-depth look at our client services.

What’s included and what costs extra?Throughoutthiscatalog,thefollowingkeyisusedtoidentifyincludedservicesvs.upgrades. Thetableofcontentsshowsyoueverythingataglance.

Your Guide to MHN Client Services

Included with MHN’s standard EAP solution

Available as an upgrade to your MHN EAP

May also be purchased as a stand-alone(evenifyoudon’t

have an MHN EAP)

Manager’s toolkit

members.mhn.com

Click“RegisterNow”onthelogin page and enter your

accesscode.Select“manager”as the account type.

EAP member services

AnsweredbyMHNintakerepresentatives24hoursaday,sevendaysaweek.

Members (employees and their covered dependents) are entitled to as many telephonic (traditional voice or web-video) consultations as needs warrant, and depending on eligibility,

several face-to-faceclinicalcounselingsessionsperincident,percalendaryear.

Organizational guidance

Call EAP member services andasktospeakwitha

management consultant.

Your account manager

Contact your MHN account manager to obtain print materials, schedule

trainings or organizational development services, or request help increasing employee engagement.

Accessing MHN Services

LaRae LittlefieldWe deliver the rightcoverage at the right price.

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Table of Contents

EAP OverviewMember services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2Client services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Promoting the EAP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Client services in depth . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6Organizational guidance (To access, call EAP member services.) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7• Managementandlaborconsultations• Jobperformancereferrals• Substanceabusereferrals• Criticalincidentstressmanagement• Onlinemanagerstoolkit• Clinicalsupportservices

Organizational development (To schedule, call your MHN account manager.) . . . . . . . . . . . . . . . . 10• Initialorganizationaldevelopmentconsultations• RIFneedsassessmentandsummaryreport• Comprehensiveorganizationaldevelopment• Wellbeingcampaignimplementation

Training&skilldevelopment(To schedule, call your MHN account manager.) . . . . . . . . . . . . . . . .14• Benefittraining• Healthfairsupport• E-learning• Workshopsandseminars . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

– Customizedworkshopsandseminars– Work-lifeseminars– Health and wellness– Employeeskilldevelopment– Management/supervisoryskilldevelopment– Workplacesafetyandprotection

Index of workshops and seminars . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53

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EAP member services are offered at no charge to employees and their eligible dependents. Servicesareconfidential,convenientandavailable24/7.

MHNprovidesposters,memberbrochures,flyersandarticlesthatcanhelpraiseawarenessof the available services and how to access them. Please contact your MHN account manager to request materials.

Clinical support Membershave24/7accesstoclinicianswhocanhelpwithemotionalhealthissues,including:• Marital,relationshipandfamilyconcerns • Alcoholandsubstanceuse

• Stress,anxietyandsadness • Workproblems

WhenamembercallsMHN,theintakerepresentativeassessesthemember’sneedsandevaluatesthedegreeofrisktothecaller.Callerswithurgentoremergentneeds,orthosewhoasktospeakwithaclinician,areimmediatelytransferredtoone.

Forroutine(non-urgent)issues,memberscansetupin-personcounselingsessions(witha networkprovider)ortelephonicorweb-videoconsultations(withanMHNclinician). Theproviderorclinicianworkswiththemembertopinpointtheissueanddevelopanaction plantoaddressit.Thistypeofshort-termcounselingisappropriateformostmemberissues. (Iftheissueismoreserious,thememberwillbereferredtohisorherbehavioralhealthbenefits.)

AllMHNandnetworkproviderswhodeliverEAPservicesarefullylicensedandspecializeinproviding short-term EAP counseling. These providers include psychologists, licensed clinical socialworkers,certifiedalcoholanddrugcounselorsandlicensedmarriageandfamilytherapists.

Online member servicesMHN’sEAPmemberwebsitefeaturesawiderangeofresourcesthatempowermemberstotakechargeoftheirwellbeingandsimplifytheirlife.Fromthecomfortandconvenienceoftheirowncomputer, members can:

Member Services

Member Choice!With MHN,

members have

three choices for

getting clinical

support:

1. Telephonic

consultations

for maximum

convenience

and anonymity

2. Face-to-face

counseling

in-person

sessions with an

MHN network

provider

3. Web-video

consultations

convenient

and easy, but

with a more

personal touch

than traditional

telephonic

• ViewtheirEAPbenefits

• SearchforanMHNcounselorandgetareferral

• Accessself-helpprogramsforstress,weightmanagement,nutrition,fitnessandsmokingcessation

• TakeMHN’scomprehensivewellbeingassessment

• Findarticlesonemotionalhealth,healthandfitness,financialandlegalissuesandmore

• AccesscurrentandpreviousissuesofMember Matters, MHN’s monthly online newsletterabouthealth,wellnessandwork-lifebalance

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Work & life servicesMHN’sEAPcanalsohelpmembersbalanceworkandlifeandtakecareofallkindsofchoresandchallenges.Telephonicconsultationsareavailablefor:

• Childcare and eldercare–Needsassessmentplusreferralstochildcareandeldercareproviders

• Financial services–Budgeting,creditandfinancialguidance(investmentadvice,loansandbillpaymentsnotincluded),retirementplanningandhelpwithtaxissues

• Legal services–Telephonicorface-to-faceconsultationsforissuesrelatingtocivil,consumer,personalandfamilylaw,financialmatters,businesslaw,realestate,estateplanningandmore(excludingdisputesoractionsbetweentheemployee,yourorganizationorMHN)

• Identity theft recovery services–InformationonIDtheftprevention,plusanIDtheftemergencyresponsekitandhelpfromafraudresolutionspecialistifthememberisvictimized

• Daily living services –Referralstoconsultantsandbusinessesthatcanhelpwitheverydayerrands,travel,eventplanningandmore(doesnotcoverthecostnorguaranteedeliveryofvendors’ services)

• Online work & life services–helpfultips,toolsandcalculatorsforhelpwithfinances, legal issues and retirement planning plus access to online childcare and eldercare directories

Health and wellnessAhealthier,happierworkforceisamoreproductiveworkforce.ThroughMHN,membershaveaccesstoawealthofresourcesforoptimalemotionalandphysicalhealth,suchas:

• Aresearch-basedwellbeingassessmentthatofferspersonalwellbeingreportsforparticipatingemployeesandanaggregateworkforcewellbeingreporttoyourorganization(withtheparticipationofatleast50employees).Thisaggregatereport,benchmarkedagainstnational,regionalorindustrynorms,givesyouvaluableguidanceasitpromotesworkplacewellbeing.

• E-learninginteractiveprogramstohelpmemberswithpersonalfinance,healthandwellness,personal development and stress management

• Self-helpprogramsforsmokingcessation,nutrition,fitness,weightmanagementandstress

• Articlesandvideosonhealthandwellnesstopics,includingtrustedcontentfromMayoClinicHealth Solutions

• Practicalhealthandwellnesstools,includingcalculatorsforBMI,targetheartrateand calorieintake

To learn more about EAP member services, please contact your MHN account manager or visit members.mhn.com.YoucanalsofindmoreinformationaboutEAPmemberservicesinMHN’sEAPbenefittrainingvideoorinthe“My Benefits”sectionofthememberwebsite.

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EAPclientservicesareanimportantresourceformanagersandsupervisors.Thefollowing servicescanhelpthemresolveemployeeperformanceandconductproblemsandbuildstronger,healthier teams.

Management consultationsMHN’s management consultants can provide unlimited telephonic support to your managers/supervisorsonhowtobestaddressdifficultworkplacesituationssuchasworkperformanceissues,attendanceproblems,workplaceviolence,mentalillnessandmore.Consultantshelptoclarifyissues,providecoachingandreferralsandworkwithmanagersorsupervisorstocreateanactionplan.Toscheduleamanagementconsultation,callyourEAPmemberservicesnumberandasktospeakwithamanagementconsultant.

Management consultations do not include fitness-for-duty consultations, drug testing, workers’ compensation involvement, medical diagnoses or prescriptions for medications.

Job performance referral Oneofthedutiesofamanagerorsupervisoristomonitoremployeeperformance.Whenanemployee’sperformanceorconductisofconcern,managersandsupervisorscanrefertheemployeetoEAPcounselingtohelpresolvetheunderlyingissue.Thisiscalledajobperformancereferral, orJPR.

Critical incident stress managementMHN’scriticalincidentstressmanagementprogramusesamulti-facetedapproachtohelporganizationsandemployeescopewithcriticalincidentsandreturntonormalfunctioning. CISMaddressestraumaticeventsaffectingtheworkplacesuchasnaturaldisasters,workplaceviolence,robbery,unexpecteddeathandmore.

“Big picture” services MHN also offers other organizational guidance, organizational development and training and skilldevelopmentprogramstohelpteams,divisionsandtheorganizationatlargefunctionbetter.Please refer to “Client Services in Depth” in this catalog for more information on all of the above services.

Client Services

Manager’s ToolkitMHN’s online

manager’s toolkit

includes sample

memos, consent

forms, articles

and handouts.

To access the

toolkit, you must

register as a

manager on the

member website.

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OurEAPsolutionsareonlyeffectiveifmembersknowhowtousethem.YouraccountmanagementteamcanscheduleonsiteEAPbenefittrainingsatyourconveniencetolaunchyournewEAP. Ourlaunchandongoingpromotionsmayincludeanyofthefollowingmaterials,customized withyourorganization’stelephoneaccessnumberandonlineaccesscodefornoadditionalcharge.

• EAP member brochure:OurmemberbrochurehighlightsthekeybenefitsoftheEAPandexplainshowconvenientandeasyitistogethelp.Itincludesatear-outwalletcardwithyourtoll-freeEAPnumber(staffed24/7)andmemberwebsiteaccesscode.AvailableinEnglish and Spanish.

• Workplace posters:Theseattention-grabbingpostersaredesignedforbreakroomsandotherhigh-traffic locations. Available in English and Spanish.

• Member Matters:Oure-newsletterissenttoyoufordistributiontoyouremployeeseverymonth. A convenient gateway to the EAP member website, it always includes valuable, timely informationonEAP-relatedtopics:stressmanagement,healthandwellness,personalfinancesand much more.

• Payroll stuffers:Ifyoumailordistributehardcopiesofpaychecksorotherinformation, youcanincludethesestuffersasremindersofEAPservices.

• EAP benefit training video:AvailableonlineandonDVD,ourEAPbenefittrainingvideoisagreatorientationtool,introducingthebroadrangeofservicesavailableandemphasizingtheeaseofaccessandconfidentiality.Includesbothemployeeandsupervisormodules;availableinEnglish and Spanish.

• Educational articles:Wecanprovideawidevarietyofeducationalarticlesontopicssuchashealthandwellness,emotionalhealth,familyandrelationshipissues,financialissuesandworkplaceconcerns.ThesearticlescontainhelpfultipsandinformationandremindmembersthatassistanceisavailablethroughtheEAP.MostofthesearticlesareavailableinEnglishandSpanish.

• EAP flyers:YoucanalsorequestflyersthatfocusonspecificEAPservicesavailable,suchaslegal,financial,identitytheftrecovery,childcareandeldercareandmore.

Pleaseaskyouraccountmanagerforourmemberengagementbooklet,whichprovidesmoreinformationonhowtopromotetheEAPtomembers.

Promoting the EAP

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Whenyouwanttotapintoyouremployees’realstrengths,developtheirskillsandestablishnewandbetterwaysofworkingtogether,MHNmakesithappen.Ourteamofmanagementconsultants,trainingspecialistsandorganizationaldevelopmentprofessionalscollaboratewithyourstaffandyourMHNaccountmanagementteamtocrafttargetedworkplacesolutionsthatmeasurablyimproveemployeeengagement,wellbeingandperformance.Thefollowingpagesprovideanin-depthlookatoursuiteofclientservices– organizational guidance, organizational development and training and skill development.

Client Services in Depth

Michael McClusky, RPh We help members get the most from their benefits.

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To access services, call EAP member

services and ask to speak with a management

consultant.

Our management consultants provide expert guidance and support on individual and

small group problems involving difficult workplace situations, troubled employees and

job performance issues.

Our consultants include Masters- and Ph.D. -level clinicians. Their unique background

in counseling, human resources and business enables them to offer expert insight,

assessment and action planning support to your management staff.

Management and labor consultations Our management consultants can provide unlimited telephonic support to your managers/supervisorsonhowbesttoaddressdifficultworkplacesituationssuchasworkperformanceissues,attendanceproblems,workplaceviolence,mentalillnessandmore.Theyprovideobjectiveandprofessionalassessmentwithconcreterecommendationsforchange,andcanassesstheneedforadditionalmemberorclientservices.Withourguidance,yourmanagersandsupervisorsareempowered to do their best.

Job performance referral (JPR) ThroughourJPRprogram,employeesidentifiedashavingjobperformanceissuesareassessed,providedwithanactionplan,andreferredtotheappropriateservices,suchasMHN’semployeeassistanceprogramandangerselfmanagementprogram.TheactionplangenerallyinvolvesaspecificnumberofEAPsessionswithanMHNclinician(viatelephoneorweb-video)orwithanMHNnetworkprovider(face-to-face).

• Ifanemployeehasajobperformanceissue,amanagementconsultantfacilitatesreferralstoMHN’s EAP. An EAP provider helps the employee with treatment, and with the appropriate “releaseofinformation”signed,themanagementconsultantnotifiestheemployee’smanager/supervisor when the program is completed.

• Ifanemployeeappearstoneedhelpmanaginganger,themanagementconsultantmayrecommendaclinicalscreeningtodeterminewhetherheorshemightbenefitfromMHN’sangerself-managementprogram.Iftheemployeeenrollsintheprogram,amanagementconsultantwillnotifytheemployee’smanager/supervisoroncetheprogramiscompleted.

PleasenotethattheJPRisnotadisciplinarymeasurebutratheramanagementtoolthathelpstheemployeeresolveproblemsandimprovejobperformance.

Organizational Guidance

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Substance abuse referrals Ifamanagerorsupervisorsuspectsanemployeeisstrugglingwithasubstanceuseissue,MHNcanhelp.EmployeeswhofallundertheFederalDepartmentofTransportation(DOT)regulationsforworkplacedrugandalcoholtestingprogramswillbereferredtotheNationalSubstanceAbuseProfessionalNetwork(NSAP)forassessment,treatment,reportingandfollow-up–inaccordancewithDOTguidelines.ForemployeeswhodonotfallunderDOTregulations,MHN’smanagementconsultantscanarrangeforaJPRassessmentandfacilitatereferralstotheemployee’smedicalbenefits.Theemployee’smedicalproviderwillassistthememberwithtreatment,andwiththeappropriate“releaseofinformation,”themanagementconsultantwillinformtheemployee’smanager/supervisor when the program has been completed.

Critical incident stress management (CISM) MHN’scriticalincidentstressmanagementprogramusesamulti-facetedapproachtohelporganizationsandemployeescopewithcriticalincidentsandreturntonormalfunctioning. CISMaddressestraumaticeventsaffectingtheworkplacesuchasnaturaldisasters,workplaceviolence,robbery,unexpecteddeathandmore.

Acutecaresupportincludes24/7immediatetelephonicsupportforassistancewithcriticalincidentsandcoordinationofonsitecriticalincidentstressdebriefings.CISDsgenerallytakeplace24-72hoursaftertheincident.

Telephonicpost-incidentfollow-uptoassessstatus,identifyresidualconcernsanddeterminenextsteps is also included.

ToconductMHN’sCISMsupportservices,wehaveanextensivenetworkofprofessionalcounselorswithexpertiseandcertificationintraumaresponse.Onaverage,theyrespondto1,000critical incidents annually.

The standard EAP solution includes 20 hours of CISM support per incident, with an unlimited numberofoccurrencesduringthecontractterm.

Additional CISM hoursNeedmorethanyourallotted20hourstorestorenormalfunctioningatyourworkplaceafteratraumaticincident?AdditionalCISMsupportisavailableonafee-for-servicebasis.



consultant.

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consultant.

Online manager’s toolkit MHN’smemberwebsitefeaturesawealthofresourcesforhelpingmembersleadhealthier,happierlives.Italsoincludesanonlinemanager’stoolkit,withhelpfulresourcesjustformanagersandsupervisors such as: • Asummaryofavailableclientservicesandemployeebenefits(andhowtoaccessthem)

• Articlesandguidesontopicssuchaschangemanagement,jobperformancereferralsanddomestic violence

• Tipsandformstoassistwithmanagerial/supervisoryduties,issuesandsituations

• Resourcesmanagerscanusetohelptheiremployees

Toaccessthemanager’stoolkit,logontomembers.mhn.com, click“RegisterNow”ontheloginpageandenteryouraccesscode.Select“manager”astheaccounttype.

Clinical support services Ifnotaddressed,employeestresscanimpactyourbottomline;healthcareexpendituresalone, forexample,arenearly50percentgreaterforworkerswhoreporthighlevelsofstress,accordingto the Journal of Occupational and Environmental Medicine. Stress can also lead to greater absenteeism,poorjobfocusanddecreasesinjobsatisfactionandperformance.

One-on-one or small group clinical support, provided onsite by a clinician, can help employees copeeffectivelywithchronicorresidualstressresultingfromstress-inducingworkplaceincidents,suchaslayoffs,mergers,workplaceaccidents,employeedeath,etc.

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MHN’s organizational development solutions are designed to address issues that

impact workgroups, one or more departments or the company as a whole. After an

organizational change, such as a merger, acquisition or layoff, our organizational

development solutions can enhance group functioning, improve productivity and boost

morale. The trainers and consultants in our national network are selected for their

solid understanding of behavioral health along with their proven success as presenters

and facilitators. Their wide range of expertise includes employee and management

development, organizational development, employee relations and workplace health

and wellness.

Initial organizational development consultations Duringaninitialorganizationaldevelopmentconsultation,weworkwithyourmanager/supervisororHRstafftoassessthesituation.Next,weproposerecommendationsandcreateanactionplan. Wethenconnectyoutoanorganizationaldevelopmentconsultantwhocancometoyourworkplaceandhelpyouimplementtheplan.Initialorganizationaldevelopmentconsultationsareunlimited and telephonic.

Reduction-in-force needs assessment and summary reportAreduction-in-force(RIF)canleadtoloweremployeemorale,performanceissues,workplaceconflict, increased presenteeism and other problems that can impact your bottom line. MHN can helpyouminimizethenegativeimpactaRIFcanhaveintheworkplacebyproviding:

• A RIF needs assessment–identifiespotentialareasofconcernpriortotheRIFand theorganization’sreadinessregardingcommunications,planningandexecution

• Summary report–documentsfindingsandrecommendssolutionstolower organizationalrisk

• A reviewofthereportwiththeclient

Organizational Development

To schedule, call your MHN

account manager.

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account manager.

Comprehensive organizational development consulting servicesDependingonyourneeds,MHN’sonsiteconsultingservicesrangefromafewhourstomoreextensive,ongoinginterventionsoverseveralmonths.

• Workplaceneedsassessment TheonsiteneedsassessmentisanimportantprocessinacomprehensiveODplanwhichinvolvesinterviewsofkeyindividualsand,subsequently,in-depthevaluationofissuesimpactingorganizationaleffectiveness.Ourassessmentincludesthedevelopmentofaformalreportdocumentingfindingsandrecommendations.RecommendationsgenerallyinvolvesomecombinationofMHN’sadditionalODconsultingand/ortrainingservices.

• Organizational development consultations Throughtheconsultationprocess,wehelpyouassessandaddressissuesimpactingworkteams,departmentsandorganizationaleffectiveness.Forexample,wecanhelpwithlayoffs,teamdynamics,communicationissues,organizationalchange,roleandprocessclarification,establishingaworkplacecodeofconduct,anddealingwithdifficultworkplacebehaviors.

• Facilitatedgroupprocessing Groupprocessinghelpsgroupsresolvefactorsthatmayhinderworkgroupeffectiveness.Usinganimpartial,neutralapproach,wecanhelpagroupidentifycoreissues,generateaccountability, resolve differences and channel discussions toward productive action. Participantsbenefitfromincreasedtrust,enhancedissueresolutionandimprovedworkingrelationships.

• Supportgroupdevelopmentandfacilitation Asupportgroupcangiveemployeesanopportunitytoshareexperiences,copingstrategiesandmutualencouragement.MHNprovidesonsite(ortelephonic,ifpreferred)supporttohelporganizationsdevelop,facilitateandsustainsupportgroups(bothnon-clinicalandclinical)intheworkplace.Examplesoftopicsincludesupportforcancersurvivorship,survivorsoflayoffs,single parenting and eldercare issues.

• Management/leadershipcoaching Onsitecoaching(ortelephonic,ifpreferred)helpssupervisorsmanagemoreeffectivelybyenhancingsupervisoryandleadershipskills.Wehelpyourstaffpracticenewmanagementtechniquesandprovidefeedbackonnewskilldevelopment.Management/leadershipcoachingcanalsobenefitmanagerswhoneedtosetperformanceandbehavioralstandardsfortheirteams,effectivelymanagethedisciplinaryprocessandmore.Byimprovingtheirmanagementstyle,managersandsupervisorscanimprovetheirteams’performance,whichcan lead to greater productivity and enhanced employee engagement.

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• Humanresourcesconsultation Adisengagedworkforce,chronicperformanceissuesandpoormanagementoforganizationalchange can drain company productivity and morale. MHN can provide onsite assistance to humanresourcesprofessionalsonemployeeretention,engagement,recognition,performancemanagement,behaviormanagementandmore.Forexample,wecanhelpyourHRmanagercreateanemployeedevelopmenttrainingplanforthewholeorganization,oraplantore-engageemployeesfollowingareduction-in-force.

• Conflictresolution Performanceproblemsarefrequentlytheresultofstrainedrelationshipsbetweenemployees,notlackofindividualemployeeskillortechnicalknowledge.

Ifhandledwell,conflictcanactuallyprovideanopportunityforpersonalandprofessionalgrowth.Weteachemployeeshowtoclarifythesourceoftheconflict,identifyitsimpact,exploreactionsforresolutionandcommittoanappropriateresolutionplan.

Throughacquiredinformationandpractice,employeeslearncriticalskillstoresolveanyworkplaceissue,generatinggroupcohesionandmutualrespect.Yourorganizationthenbenefitsfromincreasedproductivityandimprovedmorale.

• Train-the-trainerprogram Wecanteachyouremployeestodelivereffective,engagingtrainingsonarangeoftopicsfromsubstanceabusetodiversity.Programparticipantscanthentransferthatknowledgetootheremployees in an efficient, cost-effective manner.

Wellbeing campaign implementationMHN’swellbeingassessmentisapowerfultoolthatcanhelpyoubenchmarkemployeewellbeing,focusyourhealthimprovementeffortswheretheywillhavethegreatestimpactandmeasuretheeffectivenessofthoseinitiativesovertime.ThetypicalHRAcoversphysicalhealthandmaytouch on mental health and healthy behaviors. The wellbeing assessment addresses much more, includingproductivityandthesixareasofwellbeingtrackedintheGallup-HealthwaysWell-BeingIndex®(WBI),suchasworkenvironmentandqualityandbasicaccesstohealthandliferesources.ProvidingacomprehensiveviewofpublicwellbeingintheUnitedStatessinceJanuary2008,theWBIamassesnewdataeachday-andyourorganization’saggregateresultscanbecomparedtothenationalWBImeasuresforbenchmarking.


account manager.

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Participantswhocompletetheassessmentreceiveanextensive,tailoredpersonalwellbeingreportthatratestheminseveralareas,alertsthemofpotentialrisks,andincludesactionablesuggestionsforimprovement.Foremployers/organizationswhoreceivetheaggregateworkforcewellbeingreport,itdoesthesamethingbutonthepopulationlevel.Usingthereportforreference,youraccountmanagercanworkwithyoutoimprovebusinessresultsby:

• Focusingyourwellbeingimprovementeffortswheretheywillhavethegreatestimpact

• Guidingemployeestotheself-helpprograms,onlinecoaching,EAPservices,company-sponsored programs and other resources that can help them address their unique health and wellness issues

• Benchmarkingemployeewellbeingandmeasuringtheeffectivenessofwellbeingimprovement initiatives over time that compare your population’s scores to local, state, regionalandnationalnorms.Usingthereportasreference,yourMHNaccountmanagercanprovidespecificrecommendationsforimprovingyourpopulation’shealthandwellbeing,includingfocusingonspecificareasthatcanhavethemostimpactonyourbottomline.

The wellbeing assessment is included with the your organization’s EAP at no additional charge and accessedbymembersviathememberwebsite.Ittakes20-25minutestocomplete,andbecauseit’sanonlineassessment,memberscantakeitanytime,atworkorfromtheconvenienceofhome.

Better data, more supportWhenparticipantsself-reportonbiometrics–suchasweight,bloodpressureandcholesterol– youcan’tcountontheaccuracyofthedata.Forincreasedaccuracy,considerannualonsitebiometricscreenings.Andifyouwanttogiveyouremployeesevenmoresupport,healthcoachingis available as an add-on to your EAP.


account manager.

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Investing in your employees’ personal and professional development can lead to greater

productivity, enhanced work-life balance and more satisfaction on the job. Our training

& skill development solutions include benefit training and health fair support to raise

awareness of EAP services among your employees. We also offer other workshops and

seminars to help your employees live better and work better.

The professionals in our national network of trainers and consultants are selected for

their solid understanding of behavioral health along with their proven success as

presenters and facilitators. Their wide range of expertise includes employee and

management development, organizational development, employee relations and

workplace health and wellness.

Lead time Forexistingtitles,pleasecontactMHNatleastthreeweeksinadvance.Customizedcoursedesign requires additional time.

Contracted hours Training&skilldevelopmenthoursaredeductedforactualservicetimeonly,notfor set-uportraveltime.Trainer’stravelexpenseswillbepre-approvedbytheclientandbilledsubsequently,ifapplicable.

Cancellation of services Tocancelserviceswithoutbeingcharged,youmustprovidefivebusinessdays’notice. Non-refundabletravelexpenseswillbebilledtotheclient.

To schedule, call your MHN account manager.

Training & Skill Development

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Benefit trainingThesetrainingsaredesignedtofamiliarizeemployeesandmanagementwiththeirEAPbenefits,includingtheirscope,purposeandvalue,aswellashowtoaccessservices.Byraisingawareness ofEAPbenefitsanddrivingutilization,benefittrainingcanmaximizeyourorganization’sreturn on investment.

EAPbenefittrainingincludestwoseparatetrainings:oneforemployeesandtheotherformanagement/supervisors.Trainingscanbedeliveredinavarietyofformats,includingin-person,telephonic,webinarorDVD.

Telephonic,webinarandDVDtrainingsareunlimited.

Additional benefit training hoursNeedmorethanyourallottedbenefittrainings?Noproblem.Additionalin-personbenefittrainingsareavailableforpurchase.

Health fair supportAnotherwaytoraiseemployees’awarenessoftheirEAPbenefits(and,ultimately,maximizeyourROI)istopromotetheEAPatyourhealthfair.MHNcanprovideinformationalmaterials(suchasEAP posters and flyers) and/or in-person account management support at your events.

Additional health fair supportIfyouneedadditionalhealthfairsupport,pleasecontactyouraccountmanager.Wecanprovideadditionalin-personsupportforafee.

E-learningOure-learningprograms,freeforEAPmembersviaourmemberwebsite,offeraselectionofourmostpopularHealth&Wellnesstrainingsandhelpmemberswithpersonalfinance,healthandwellness.Withmoreoptionsforlearninghowtolivehealthy,balancedlives,membersaremorelikelytobefocusedandproductiveatwork.

Workshops and seminarsMHN’sworkshopsandseminarscanleadtobetterwork-lifebalance,enhancedskilldevelopmentandimprovedworkplaceperformance.Ourcurrentofferingsfallunderthefollowingsubcategories:

• Work-life

• Health&wellness

• Employeeskilldevelopment

• Management/supervisoryskilldevelopment

• Workplacesafetyandprotection

Seepage53foranindexofallavailableworkshopsandseminars.Pleasenotethatofferingsmaychange periodically.

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Half-day workshopIn-depthinformationandassessment, skillspracticeandaparticipantactionplan

Series of four one-hour workshops In-depthinformationandassessment, skillspracticeandaparticipantactionplan

Additional workshops and seminars hoursNeed training hours beyond those in your contract? No problem. Additional training hours are availableforpurchase.

Customized workshops and seminars AnMHNcurriculumdevelopmentspecialistwithexpertiseinadultlearningtheoryandworkplaceissuescandesignand/orcustomizeaworkshoporseminarforyourparticularneeds.

Customizedworkshopsandseminarscanbedeliveredin-person,telephonicallyorviawebinar.

Delivery & formatsDependingonthetitle,trainingsmaybeavailableinthefollowingformats:

One-hour workshopAnoverviewofthetopic

Two-hour workshopIn-depthinformationandassessment

Three-hour workshopIn-depthinformationandassessment

In-person Telephonically Webinar

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Work - Life Seminars

MHN’s work-life seminars help employees develop the skills to manage a broad range

of work-life issues and challenges – from managing their finances to caring for elderly

parents. By making employees’ lives less stressful, these seminars can make it easier for

employees to contribute fully on the job.

Coping with the Stress of Economic UncertaintyIna2011AmericanPsychologicalAssociationpoll,67percentofAmericanssaytheeconomyisamajorsourceofstressand75percentsaymoneyis.Jobsecurityisasourceofstressfornearly50percentofAmericans.Thisprogramexploreshealthystrategiesformanagingstress and increasing resilience during tough economic times.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Respondtothechallengesofeconomic

uncertainty

• Identifycommonresponsestouncertainty

• Understandtheiroptionsforreducingstress and increasing resilience in tough economic times

Creating Work-Life BalanceTheconflictingdemandsofworkandhomecan create stress and zap the time and energy neededtogeteverythingdone.Inthisworkshop,participantswillexplorealternativesthat will allow them to be more effective and moresatisfiedwithboththeirhomeandworklives.Competingdemandswillbeidentified,andanassessmentofcentrallifegoalswillcontributetoanunderstandingofhowtoachieveimprovedwork-lifebalance.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Handlemultiple demands more

effectively

• Followfivestepstoachievingbalance

• Identifyinternalandexternalstressors

• Knowhowtouseenergywisely

Managing StressStress seems to be a constant companion intoday’sbusyworld.However,frequentor cumulative stress erodes emotional and physicalhealth.Thisworkshopemphasizesthatmanaging stress begins with the assumption ofpersonalresponsibilityandself-controlacross different situations and environments. The ability to choose healthy responses to any giveneventisthekeytominimizingstressandcreatingahealthylife.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthenatureofstressandthe

body’s responses to stressors

• Identifysourcesofstressandthesymptomsofstress“build-up”

• Discussdifferentstressmanagementstrategiesusedtobuffertheeffectsofstress

• Presentthedifferentaspectsofthe “stresshardy”personality

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Series of four 1-hour workshops

Available workshop formats:

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Creating a Positive AttitudeApositiveoutlookcangreatlyenhance personal success, health and well being. Negativeself-talkandpersonalbeliefscanhindertheprocesstoward,andresultsof,reachingpersonalandprofessionalgoals. Thisworkshopexaminesthephysical,psychologicalandinterpersonaleffectsofbothnegative and positive attitudes.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheimportanceofoptimism

• Knowhowself-talkandattitudeimpactsqualityoflife

• Overcomenegativity

• Assesstheiroutlook

Managing Your Responses to AngerIt’seasytoblameothersforyouranger,butin reality, personal choice guides the reaction toanexternalsituation.Beingeasilyangeredadversely affects personal relationships, whether atwork,homeorwithinourcommunities. Thisworkshopexploresthemotivationtochoose anger over other healthier responses.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifytypicalworkplaceconflicts

• Betterunderstandtheirangerresponse

• Understandtherelationshipbetweendifficult people and conflict

• Bettermanagetheiranger

Family CommunicationOneofthebiggestchallengesfacingfamiliesin today’s hectic world is to maintain healthy, effectivecommunication.Evenif“qualitytime”existswithinthefamily,miscommunicationsand misunderstandings may still be perpetuated,especiallyifparentsreverttocommunication patterns that were learned fromtheirfamilyoforigin.Thisprogramdiscussesthedynamicsofcommunicationandhowtoenhancetheprocesswithinthefamily.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Enhancefamilycommunicationskills

• Knowhowandwhentocommunicate

• Identifychangingcommunicationneedsasfamiliesevolve

• Implementfamilyconferenceguidelines

Holiday Stress-HardyAsjoyousasthefallandwinterholidayseasoncanbe,italsocomeswiththepotentialforenormous pressure and stress. Celebrations maybringwiththemexpectationsthatmaybeveryhardtomeet.Thisworkshopdiscussesthesourceofsomeofthestressorsthatcaninterferewiththeenjoymentoftheseason.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Lowerself-imposedstress

• Understandtheir“BillofRights”fortheholidays

• Managestressmoreeffectivelyduring the holidays

• Copebetterwithgriefandlossduring the holidays

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Humor for the Health of ItHumorisanessentialpartoflife,anditcontributes to remaining healthy and positive andeffectivelyhandlinglife’supsetsandsetbacks.Thisworkshopdescribeswhyhumorishealthy,bothemotionallyandphysically.Itexploreswaystocultivateandfindhumorineverydaylife.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandwhyhumorisanecessityand

notaluxury

• Understandthephysical/psychologicalbenefitsofhumor

• Cultivatehumoratwork

• Findhumorindailylife

Coping with the Stress of ChangeStress associated with change can be both good and bad, depending on personal perceptions. Surprisingly,evenpositivechangesinlife,such as marriage or a new job or promotion, cancontributetohighlevelsofstressduetothe multiple adjustments to the new event that arerequired.Thisprogramexplorestypicalresponses people demonstrate when change happens, such as resistance to change, stress reactions to change, and creating opportunities fromthechangeprocess.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtherisksofchange

• Understandthechangeprocess

• Identitytheiroptionsformakingthemostofchange

• Modifytheirresponsestochange

• Createatimetableforplanning

Lifestyle Issues for Pre-RetirementGoodplanningisthekeytoaneasier transitionandaricher,moresatisfyingretirement. This course introduces the broad spectrumofissuestobeaddressedduringtheplanningstageandbeyond,suchasfinances,healthissuesandlifestylechanges.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Takestockoftheirincome,benefitsand

assets

• Anticipatethelifestylechangesofretirement

• Bettermaintaintheirhealthandsocialcontacts

Managing Personal FinancesBalancingpersonalincomeandexpendituresisfundamentaltoenjoyingsuccessinone’spersonallifeandwork.Thisworkshopwillprovideallthebasicstocreateasuccessfulbudget and spending plan. Additionally, participants will analyze overspending and creditconcerns,discusstheimportanceofestablishing credit (including guidelines forusingcreditcardsandavoidingcreditcardfraud)andreviewremediesforbeingoverextendedindebt.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Assesstheirfamily’sfinancialprofile

• Applytipsforcreatingfinancialbalance

• Identifytheirshort-,medium-andlong-term goals

• Managetheircreditmoreeffectively

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Understanding Eldercare IssuesEldercareisamajorissuefacingAmericanfamiliestoday.Wenowhavethelargestover-70populationinU.S.history.Families,andsocietyingeneral,arefacingunanticipatedchallengestoprovidecareforthisgrowingsegmentofthe population. These issues are made more complexbecauseofshiftingroles:adultchildrennowfindthemselvesinthepositionofhaving to parent their parents.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheroleofthecaregiver

• Recognizeproblemsfacedbythecaregiver

• Identifyareasofimmediateconcern

• Developaplanforaddressingcurrentandfutureneeds

Strategies for Working ParentsWhenfacedwiththechallengesof parenthood,manyworkingparentsfeel guilty. The pressures and demands placed uponthemareextraordinary,andmany parentsfeelconflictedbythedualrolestheymustplay.Thisworkshophelpsworking parentsexplorestrategiesforachieving balancebetweentheirdemandingworkandfamilyschedules.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Challengepersonalbeliefsaboutthe

“perfect”parent

• Knowhowtodealwithdifficulttimesinthefamilygroup

• Balancecompetingdemands

• Manageworkandfamilyissuesmoreeffectively

Coping with Grief and LossGriefisanaturalresponsetoanyloss,whetherlargeorsmall.Itcouldbeadeath,arelationshipthatdoesn’tworkout,ajobchange,relocatingtoanewhomeorthelossofafriendship.Inallcases,thereneedstobeaprocessofgrievingandlettinggo.Unresolvedgriefcancontributeto physical and psychological problems that mayaffectone’spersonalandprofessionallife.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthenatureoflosses,bigand

small

• Identifythestagesofgrief

• Knowhowtoaccepttheirowngriefand thatofothers

• Knowhowtogethelporhelpotherswhoare grieving

Successful Single ParentingWhetherbydeathordivorce,orwhetherthe individual is the custodial or visitational parent, being a single parent carries a unique experientialperspectivethatcannotbefullyunderstood–unlessyouareone.Withitschallenges and rewards, single parenting has its owndistinctsetofopportunitiesforpersonalandfamilygrowth.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifythecharacteristicsofsuccessful

single parents

• Beawareoftheuniquestrengthsofsingle-parentfamilies

• Applytipsfortakingcareof themselvesfirst

• Instillsingleparentingdiscipline

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Successful Step-ParentingTheblendingoftwofamiliesisnotaneasyprocess.Althoughtheadultshavefalleninloveand have decided to live together, the children mayormaynotdesirethestepfamilysituation.Adjustmentstothenewfamilysituationtaketimeforallfamilymembers,includingthe biological parent, the stepparent and the children.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Developtheirsupportnetwork

• Namethecharacteristicsofsuccessfulstepfamilies

• Buildfoundationsoftrust

• Knowhowtoavoidthestep-parenttrap

• Enhancemaritalharmonyforfamilyharmony

Surviving the Empty NestThe“emptynestsyndrome”–characterizedbyasenseoflossofpurpose,acrisisofidentityasparents, and even depression – allegedly occurs whenthechildrenleavehome.Whileparentsmayfeelsomelosswhentheirnestsempty,thisperiodcanbeoneofincreasedsatisfactionandimprovedrelationships.Thisworkshopprovidesinformationaboutadjustmentissuesthatmayariseafterthekidsleavehome.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Separatemythfromrealityregardingthe

“emptynestsyndrome”

• Anticipatefathers’versusmothers’reactions to the children leaving home

• Improverelationshipswithspouses andfamily

• Adjustbettertotheirlifewithout the children

Life After DivorceDivorceisoftenapainfulprocess,eveninthemostcivilofdissolutions.Multipleissuessurfaceforindividualsfollowingthedisintegrationofthemaritalrelationship,andmakingsenseoftheprocesscanbedifficult.Thisworkshophelpsparticipantsidentifyanddealwithconcernspeopletypicallyfaceafterthedivorceisfinal.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Begintoletgoofpasthurtsandheal

emotionally

• Rebuildtheirfinancialhealth

• Enhancetheirsociallife

• Understandhowtoestablishnewhealthyromantic relationships

Dealing with Pre-Teens and TeenagersThe pre-teen and teen years are periods ofintensegrowth,notonlyphysicallybutalso morally and intellectually. Since the primarygoaloftheteenyearsistoachieveindependence,familylifecansometimesfeelconfusingandturbulent.Thisprogramexploreshow parents can negotiate these sometimes trying times with their growing children.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthedevelopmentaltask

ofadolescence

• Identifyparentingstylesandtheirimpacton teenagers

• Knowhowtocreaterules,enforcethemand negotiate with teens

• Communicatewithandsupporttheirchildren more effectively

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Creating and Maintaining a Healthy MarriageGoodmarriagesrequirealotofhardworkandcompromise,bothbeforeandafteracouplesays“Ido.”Therealityisthateverycouplewillfacechallengesoverthecourseoftheirmarriage,suchashandlingfinances,negotiatingconflict and creating a connection in today’s hecticworld.Thisprogramwillexaminesomeoftheimportantissuesincreatingahealthy,lifelongmarriage.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Debunkthemythsofmarriage

• Understandthestagesofmarriage

• Knowwhatbehaviorsleadtomaritalconflict and divorce

• Applytipsforcreatingandmaintaining a healthy relationship

The Stress of Business TravelBusinesstravelisoftenapositiveexperience,with important meetings, agreements and progressresultingfromthework.However,workoverload,cumulativefatigue,recoveringfromtimezonechangesandfamilydisruptionscan collectively result in increased stress on the partofthetraveler.Thisworkshopofferstipsandstrategiestomaximizeperformancewhileon the road, as well as some ideas to minimize business travel stress.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Anticipatetheimpactofbusinesstravel

on health and wellbeing

• Betterbalancebusinesstraveland theirlife

• Stay connected while they travel

• Reducetravel-relatedstress

Living with Extended FamilyMultiple-generationhouseholdsoccurformany reasons, such as economics, health needs ofafamilymember,divorceortemporarytransitions.Familiesbenefitfromthesharingofemotional,socialandfinancialresources;however,specialchallengesmayemergefromthedecisiontohavegenerationsofafamilyliveunderthesameroof.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifytheneedsofindividualsinthe

multigenerationalfamily

• Understandthechallenges intergenerationalhouseholdsface

• Developrealisticexpectationsforallfamilymembers

• Create a living agreement on household duties,responsibilitiesandfinances

Building ResilienceHealthy, resilient people have stress-hardy personalitiesandlearnvaluablelessonsfromchallengingexperiences.Theyreboundfrommajorsetbacksevenstrongerthanbefore.Resilientindividualscanchangetoanewwayofworkingandlivingwhenanoldwayisnolongerpossible.Thisworkshopdiscussesthedifferentaspectsofresilience,andprovidesstrategiesfordevelopingandenhancingpersonal resilience.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Describethecharacteristicsofresilience

• Identifyhowtodevelopresilience

• Knowhowresilientindividualsturnchallenges into opportunities

• Understandtheroleofstressmanagement in maintaining resilience

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Stress Resilience for KidsStress seems to be a consistent companion in today’sbusyworld–evenforkids.Childrenfindthemselvesjugglingschedulesthatincludeschoolwork,homeresponsibilities,activitiesandhobbies.Thisinteractiveworkshopprovideskidsandparentswaystoidentifysourcesofstressanddiscusshealthytechniquesto reduce stress and increase resiliency.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Describe“stress”

• Describehowadults’andkids’bodiesreact to stress

• Identifydifferentsourcesofstressforkidsandspotstress“build-up”

• Understandhowkidscanmanagestress

Coping with Chronic Illness During the HolidaysDuringtheholidays,weareallvulnerabletothestressesofover-commitmentwithtoomuchtodoandtoolittletimetodoit.Whenweaddtoallofthisthestressofaseriousillness,eitherwith diagnosis, treatment or post-treatment concerns,theholidaysmayfeeloverwhelmingattimes.Thisworkshopprovidestipsforindividualsandcaregiversonhowtoplanforand cope with an illness during the holiday season.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifystressorsduringtheholidays

• Understandhowacatastrophicorchronic illness impacts the holidays

• Identifyhowtocopewithtreatmentduring the holidays

• Applystressmanagementstrategies

Coping with a Cancer DiagnosisReceivingacancerdiagnosiscancomeasashock.Peoplediagnosedwithcancerandtheirfriendsandfamilycanfindthefirstfewweeksafterdiagnosisdifficultandexperienceawiderangeofquicklyfluctuatingthoughts,feelingsandemotions.Thisworkshopidentifiesstrategiesforcopingwithdifficultchangesandstressafterreceivingalife-changingdiagnosis.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifytypicalissuesandchallenges

associated with a cancer diagnosis

• Identifydifferentreactionstothediagnosis and coping processes

• Providecaretakerassistanceand self-caretips

• Identifypost-diagnosisactionplanstepsand strategies to enhance stress-resilience and coping

Maintaining Resilience through Cancer SurvivorshipBylearningtheattitudesandtechniquesusedbycancersurvivorsandtakingadvantageofavailablesocialsupport,currentcancerpatients can learn how to draw upon their inner strength and wisdom to maintain their resiliencyandbounceback.Thisworkshopdiscussesthedifferentaspectsofresilienceand provides resiliency strategies to deal with treatment–before,duringandafter.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Describethecharacteristicsofresilience

• Identifyhowtodevelopresiliencecapabilities when coping with cancer diagnosis, treatment and survivorship

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• Understandhowresilientindividualsturnchallenges into opportunities

• Describetheroleofstressmanagementinmaintaining resilience through treatment andaftercare

Adult Caregiver Support Group and Development TrainingBecauseoffamilyandworkresponsibilities,theadultcaregivermayfeelstressed,guiltyor concerned about how to handle present andfuturecaregivingneeds.Supportgroupsforadultcaregiverscanhelpbyprovidingavenue to share concerns and ideas to assist in thecaregivingrole.Thisworkshopprovidesthe step-by-step process to develop a caregiver support group where participants can offer mutual understanding and guidance on issues unique to adult caregivers.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthegeneralbenefitsof

supportgroupsforparticipants

• Identifystepsandlogisticsinsupportgroup development

• Employfeedbackstrategiestoenhancegroup development and maintain group functioning

• Enhancethegroupfacilitationprocess

Compassion FatigueCompassionfatigueistheemotionalresidueofexposuretoworkingwithindividualswhohaveexperiencedemotional,mentalorpsychologicalsuffering, particularly due to traumatic events. Youcanhelpyourself,aco-workerorafamilymemberbyrecognizingthesignsofcompassionfatigueandtakingaction.Thisworkshopdiscussesthecausesandsymptomsofcompassionfatigueandoffersguidelinesonprevention and treatment.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthecausesandcomponents

ofcompassionfatigue

• Identifythemajorsymptomsofcompassionfatigue

• Applydifferentpreventionandtreatmentapproachestoalleviatetheimpactofcompassionfatigue

• Employvariousstrategiesthatcanenhanceindividualresilienceinstressfulworkenvironments

Mentoring AdolescentsAmentorisacaring,adultfriendwhodevotestime to a young person. Although mentors can fillanynumberofdifferentroles,allmentorshave the same goal in common: to help young people achieve their potential and discover theirstrengths.Bysharingfunactivitiesandexposingyouthtonewexperiences,amentorencourages positive choices, promotes high self-esteem,supportsacademicachievementand introduces the young person to new ideas.Thisworkshopprovidesanoverviewofadolescent development and how a mentor can assist teens.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthedevelopmentaltasksof

adolescence

• Understandhowtocommunicateandnegotiate with teens

• Describetherolesofthementorandobjectivesofmentoring

• Understandthenaturalstagesofthementor-mentee relationship and general guidelinesforthementoringprocess

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Enhancing Resilience During ChangeChange occurs when something ends and something new or different begins; it’s an inevitablepartoflife.Farfrombeingnegative,change is what drives us, challenges us and keepsusstrivingtoachievedifferentgoalsandaspirations.Evenifthechangeischallengingortraumatic, we can learn to move beyond crisis anddisappointmentandactuallymakeourlivesbetter.Thisworkshopdiscussesthedifferentaspectsofthechangeprocess–howwecanmaintain and enhance our personal resilience andturnchallengesintoopportunitiesforgrowth and learning.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheprocessofchange

• Identifycurrentorupcomingchangesintheworkplace

• Recognizedifferentreactionstochange

• Understandtheiroptionsforenhancingresilience and managing stress

• Understandwaystosupportthemselves and others

Enhancing Wellness Through Resilience and Work-Life BalanceMaintainingwellnessandwork-lifebalanceintoday’sfast-pacedworldisnosimpletask.Ifweexperiencehighlevelsofstressorpotentialtraumaatwork,arewardingpersonallifemay be compromised. Conversely, when our personal lives present too many challenges, concentration on the job can be difficult. Whenyourworklifeandyourpersonallife feeloutofbalance,stress—alongwithitsharmfuleffects,suchasburnout—cantakeatoll.Thisworkshopassistsparticipantsindiscoveringspecificstrategiesforstrikingahealthierwork-lifebalance.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Definedifferentaspectsofwork-life

balance

• Identifysymptomsofburnoutandcompassionfatigueresultingfromwork-lifechallengesandstress

• Identifythecharacteristicsofresilienceand how to develop resilience to enhance work-lifebalance

• Employstrategiestoenhanceresilienceandwellnessfollowingchallenges,andcreatework-lifebalance

International Travel and SafetyInternationaltravelcanpresentunexpectedchallenges.Everydayoftheyear,U.S.embassiesandconsulatesreceivecallsfromAmerican citizens in distress. Travelers who observeimportantsafetyguidelinescanavoidincidentslikethese,oratleastminimizetheirimpact.Theinformationpresentedinthisworkshopwillhelpparticipantsavoidandmanagepotentialproblemsbefore,duringandafterinternationaltravel.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifywhattotakewiththemandwhat

to leave behind

• Knowwhattolearnaboutbeforetheygo

• Identifyresourcesforlocallawsandcustoms

Surviving and Thriving During Turbulent TimesTurbulent economic conditions, uncertainty andchangehavebecomeanongoingpartofAmericans’everydaylives.Thisclimateofinsecuritycanintensifyindividualstressaswecopewithaseeminglyendlessseriesofchallengesandlifeadjustments.

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Proactive measures and healthy strategies can reducethenegativeimpactofchronicstressonour emotional, mental and physical health and wellbeing.Thisworkshophelpsparticipantschoose healthy responses and strategies in the faceofelevatedandpersistentstress.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifycommonresponsesto

ongoing uncertainty

• Modifystressresponsesandincreaseresilience during uncertainty using multiple strategies

• Identifykeycomponentsofapersonalfinancial“toolkit”

• Staymotivatedandfocusedduringturbulent times

• CreateaPersonalEmpowermentPlan(“PEP”)toproactivelymanageuncertainty and stress

Budgeting for the Holidays: Managing Personal FinancesWhetherit’splanningforaNewYear’sEvebash,afamilytriptoseethegrandparents,oranexcitingwintervacation,nowisthetimetogetyourfinancesinorder.Toooften,theseasonofgift-givingcreatesthespiritofgivingfarbeyondwhatyoucanrealisticallyafford.Thisworkshopdiscussesthebasicsofproactivefinancialplanningfortheholidays,thatcanhelpyoubeguilt-anddebt-freeinthenewyear.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Createabudgetforholidayspending

• Createideasfornon-monetaryorlowcost ways to enjoy the holidays

• Communicatemoreeffectivelywithfamilyaboutholidayexpectations

Transitions to RetirementAdjustingtoretirementisamultifacetedprocess.Oncetherealityofretirementhasset in, it is important to remember to develop goalsforyourselforfindactivitiesthatprovideasenseofpurposeandmeaningtoyourdays.Therearenumerousnewandexcitingopportunitiestotakeadvantageofwhenyouretire–whatwillbeyournewlifepath?Thisworkshopprovidessuggestionsforlife-purpose planning to consider as you enter your retirement years.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Anticipatethetypesofchangesassociated

with the transition to retirement

• Understanddifferentaspectsofthechange process

• Describethedifferentaspectsofretirement planning

• Understandtheiroptionsformakingthemostofthetransitiontoretirement

CaregivingTheroleofcaregiveroftencomestousunexpectedly.Caregiverstendtotakeontheneedsofwhateverthesituationdemands,oftenresultinginincreasedstressandstrains.Proactive consideration and planning can decrease stress, improve caregiver decision-making,andsupportindividualwork-lifebalance.Thisworkshopprovidescaregiverswith the tools to begin the assessment and planningprocessofeffectivelytendingtoaloved one’s needs, as well as their own.

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Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandcaregivingtrends

• Understandpersonalcaregiverresponsibilities and needs

• Identifypersonalstrengthsandareas ofsupportintheircaregivingrole

• Createacaregivingactionplanfor work-lifebalance

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Health & Wellness

Readiness for Healthy Change Thisprogramisforanyonewhohasevertriedtomakeahealthychangeandhadtroublestickingtohisorherplan.Inthisworkshop,participantswilldiscusshowtosuccessfullypreparefor,makeandmaintainahealthychange.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifythebenefitsandrewardsof

healthy change

• Identifychallengesandhowto overcome them

• Developaplanofaction

• Identifysourcesofsupport

Improving Longevity and Quality of LifeToday, people are living longer and enjoying abetterqualityoflifethanpreviousgenerations.Dietandexercisearekeytolivingalong,healthyandhappylife,butotherpersonalhabitscanalsomakeadifference. Thisworkshopexploreshowtocultivatetheright habits and attitudes to not only live longer, but also to live better.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheconnectionbetween

exerciseandlongevity

• Makelifestylechangesthatcanhelpincreaselongevityandqualityoflife

• Understandtheroleofagoodquality oflifeinlivinglonger

Optimal Health for MenAccordingtotheCentersforDiseaseControlandPrevention,fivediseasesaccountformorethan65percentofthedeathsforAmericanmen:heartdisease,cancer,stroke,lungdiseaseanddiabetes.Thisworkshopshowsmenhowtoreducetheirriskforthesediseasesandreapthebenefitsofbetterhealth,qualityoflifeandworkperformance.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifythecomponentsofgoodhealth

• Understandthebenefitsofgoodhealth

• Createapersonalwellnessplan

MHN’s health & wellness workshops and seminars can help your employees proactively

manage a wide variety of issues – from insomnia to obesity. A number of our workshops

and seminars also offer a preventive approach to illness, such as staying healthy during flu

season. By keeping your employees healthy, you can also protect your bottom line.

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Optimal Health for WomenAccordingtotheCentersforDiseaseControland Prevention, heart disease, cancer and strokearetheleadingcausesofdeathforAmericanwomen.Thisworkshopfocusesonhowtoreducetheriskforthesediseasesandothers that predominantly affect women.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifythebenefitsofahealthydiet

andexercise

• Identifypreventivescreeningsandotherresourcesforoptimalhealth

• Createapersonalwellnessplan

Staying Healthy During Flu SeasonAccordingtoFluBusters,thetypicalflukeepsanemployeeoutoftheofficeforaboutsixdays,andatleast15percentofemployeesareoutsickeachyearduetotheflu.Inthisworkshop,participants learn about practical steps they can taketocounteracttheseverityanddurationofthefluthiswinter,aswellasminimizethechanceofpassingitontoothers.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifytheinfluenza(flu)types,

transmission and symptoms

• Knowhowtopreventandtreattheflu

• Applyflupreventiontipsatworkorwhen traveling

Walking for Health and LongevityDescribedbyexpertsas“almostperfectexercise,”regularwalkingcanimprovestamina,energyandlifeexpectancy,whilereducingmanycommonhealthrisks.Walkingalsoaidsinstressrelief,weightcontrolandsleepenhancement. This program assists participants increatingapersonalplantowalkforhealthbenefits.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthebenefitsofregular

walking

• Identifypersonalmotivationforwalking

• Createaplantoreach10,000stepsaday

Weight ManagementAccordingtotheAmericanJournalofHealthPromotion, medical costs and absenteeism relatedtoobesitycancostemployers$277,000annuallyforevery1,000employees.Bygainingcontroloftheirweight,youremployeescanimprovethequalityoftheirlivesandboostyour organization’s bottom line. MHN’s programprovidesinformationonnutritionandexercisebasicstohelpparticipantsreach–andmaintain – a healthy weight.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Assessneedsandreadinessforchange

indietandfitnesshabits

• Createadiet/fitnessplan

• Applystrategiesformaintainingmotivation,suchasidentifyinganddevelopingrelationshipsforongoingsupport

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Smoking CessationSmokingisapowerfuladdiction,andmakingthe decision to quit is not an easy one. Yet, 70 percentofsmokerswanttoquit,reportstheAmericanCancerSociety.Inthisworkshop,participants learn about the steps they need to takeinordertobecometobacco-free,includinghowtomaintaintheirnewnon-smokinghabit.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheaddictivenature

ofsmoking

• Definethequittingstepsanddetermine behavioral readiness

• Knowhowtoavoidsmokingtriggers

• Identifynewtoolsandtechniquesto replacethesmokinghabit

Heart Health Coronaryheartdisease(CHD)istheleadingcauseofdeathforbothmenandwomenintheUnited States according to the American Heart Association.CHDiscausedbyanarrowingofthecoronaryarteriesthatsupplybloodtotheheart,andoftenresultsinaheartattack.Fortunately,everyonecantakestepstoprotecttheirheartandtheirlife–oralovedone’s. ThisworkshopwillfocusonpreventingandtreatingCHD.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • IdentifythesymptomsofCHD

• UnderstandriskfactorsandpreventivemeasuresforCHD

• KnowthetreatmentoptionsforCHD

NutritionPoor eating habits create many health issues and problems. Eating well promotes good healthandreducestheriskofchronicdiseasessuch as heart disease, certain cancers, diabetes, strokeandosteoporosis.Thisworkshopfocuseson proper eating habits, discusses the different foodgroups,andassistsinsettingupa good diet.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifythebenefitsofhealthyeating

• Understandthecomponentsofgoodnutrition

• Analyzeeatingpatterns

• Planahealthydiet

Fitness and ExerciseDailyexerciseplaysakeyroleinmaintaininggoodhealthandmanagingweight.Exercisealsoassists in stress reduction, promotes healthy sleepandincreasesfeelingsofwell-being. Thisworkshopwillfocusonfitnessandexerciseandhelpparticipantsdevelopaworkoutplan.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Reduceunhealthybehaviors

• Identifywaystominimizehealthrisks

• Understandthebasicaspectsoffitness

• Createanexerciseprogramthatmeetsindividual needs

• Describethebenefitsofexercise

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Helping Your Teen Achieve a Healthy WeightAnincreasingnumberofteenagersarestruggling with weight management issues. Teens who are overweight or obese or strugglingwithanorexiaorbulimiacanbeatriskforvariousmedicalproblemsandlowself-esteem.Thisprogramprovidesinformationonhowtoidentifysymptomsofseriousweight-related conditions, as well as how to help a teen get started with a healthy weight management plan.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Assessneedsandreadinessfor

changeindietandfitnesshabits

• Identifytools,strategiesandactionplanningforweightmanagement

• Helpteensavoideatingdisorders

• Developrelationshipsforongoingsupport

Fitness and Your Brain: Avoiding DementiaDementiareferstoagroupofmentalconditionsthatinterferewithaperson’sabilitytothinkclearly,makedecisionsandcarryouttheactivitiesofdailyliving.Dementiawill become more prevalent as our elderly populationincreases.Thisworkshopdiscusseswaystopreventordelaytheonsetofdementia.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifydifferentclassifications

ofdementia

• Identifyphysiologicalfactorsthatcontributetodifferenttypesofdementia

• Understandtheroleofdiet,exerciseandtaskvarietyinpreventingdementia

• Developanactionplantomaintain brainfitness

Coping with DepressionSevereorprolongedsadnesscaninterferewithyourlifeandwork,orthelifeofsomeoneyouknow,makingnormalactivitiesimpossible.Youcanhelpyourselforaco-workerorfamilymemberbyrecognizingthesignsofdepressionandtakingaction.Thisworkshopdiscussesthecausesandsymptomsoftheillnessofdepression, and offers guidelines on disease identificationandtreatment.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Betterunderstanddepression

• Understandhowdepressionaffectspeople based on age or gender

• Knowwhattodoiftheyorsomeonetheyknowisdepressed

• Identifyadditionalresourcesformanaging depression

Postpartum DepressionThebirthofababycantriggerseveralpowerfulemotions,fromexcitementandjoytofearandanxiety.Butitcanalsoresultinsomethingthenewmotherandfathermaynotexpect:depression.Thisworkshopdiscuseshowtoaddresspostpartumdepressionbyseekingprompt treatment that can help manage symptomsandgetyoubacktoenjoying your baby.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Knowthefactsaboutpostpartum

depression

• Identifythesigns,symptomsandfrequencyofthedisorder

• Understandtheimpactithasonthespouseandotherfamilymembers

• Identifyadditionalresourcesforassistance and treatment

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InsomniaInsomniaisacommonproblemcharacterizedbyproblemsfallingasleep,stayingasleeporexperiencingnon-restorativesleeponaregularorfrequentbasis,oftenfornoapparentreason. Untreated insomnia can affect an individual’shealth,qualityoflifeandworkperformance.Forinstance,aCanadianstudyrevealedthatforthesmallCanadianprovinceofQuebec(populationsevenmillionplus),insomnia-relatedworkabsencesandreducedproductivitycost$5billion.Thisworkshopshows participants how to enhance the quality andquantityoftheirsleep,bymakingsimple–yet effective – changes to their daily routine.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthesymptoms,typesand

costsofinsomnia

• Identifypotentialcausesofinsomnia

• Identifysleepneedsanddifferenttypesofsleep disorders

• Identifyadditionalresourcesfortreatinginsomnia

Shift Work and StressWorkingatnightorduring“off”hoursmakesitdifficultforworkerstogetenoughsleep,whichmaynegativelyimpactjobperformanceandhealth.Theconstantswitchingfromdaytonightworkhoursinherentinshiftworkdisrupts the body’s natural circadian rhythms anddailyfunctions.Bothshiftandnightworkersfacethepossibilityofisolationfromfriendsandfamilywhoworkaregulardayschedule and may not understand the unique stressesanddemandsofworkingnon-standardhours.

Thisworkshopaddressesstrategiesshiftandnightworkerscanusetoalleviatethestressoftheirworkschedule.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheimpactofshiftworkon

circadianrhythmsanddailyfunctioning

• Recognizeissuesrelatedtoan accumulated sleep debt and its impactonhealthandsafety

• Protecttheirsleeptimeandmaintaingood sleep habits

• Enhancealertnessonthejob

• Applypositivestressmanagementstrategiestobuffertheeffectsofstress

Coping with Anxiety DisordersAnxietyisanormalpartoflife.Itisaninnatebiologicalreaction--thebody’swayoftellingussomethingisn’tright.Anxietyreactionskeepusfromharm’swayandhelpusreactquicklytodanger.Butiffearandanxietybecomeoverwhelming,persistentandinterferewithregulardailyactivities,ananxietydisordermaybetheunderlyingissue.Thisworkshopexploressymptomsandtreatmentsofthedifferenttypesofanxietydisorders.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Betterunderstandanxietydisorders

• Describethedifferenttypesofanxietydisorders

• Knowwhattodoiftheyorsomeonetheyknowhasananxietydisorder

• Identifyadditionalresourcesforanxiety

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Employee Skill Development

Creating a Respectful Work EnvironmentApositive,respectfulworkenvironmentiscriticaltoourperformance,jobsatisfactionandsenseofwellbeing.Yetcreatingarespectfulworkplacecanbechallenging,sinceworkplacestodayincludepeoplefrommanydifferentbackgrounds.Thisworkshopaddresseshowtobridgedifferencesforamorerespectful,happierandproductiveworkplace.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthebenefitsofarespectful

workenvironment

• Bemoreawareofpersonalbehaviorintheworkplace

• Complywithrelevantemploymentpolicies/guidelines

• Identifybehaviorsthatenhancerespectand communication

Job Search Strategies For Tough Economic TimesInasluggisheconomy,jobseekersmaybeconcernedaboutthelengthandsuccessofthejobsearchtheywillface.Duringtoughtimes,treatingthejobsearchlikeabusinesscanhelp.Thisworkshopsshowsparticipantshowtoincreasetheirchanceofsuccessbyunderstandingwheretolookforopportunities(when they are harder to come by) and how to createamarketingstrategythatsetsthemapartfromthecompetition.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandwhyamulti-facetedjob

search strategy is critical to success

• Identifyseveralstrategiestouseinacomprehensive job search

• Developaplantoputstrategies into action

These programs help develop employee skills that are key to effective work performance

and group productivity. Critical skills in the areas of workplace communication, conflict

resolution, teambuilding, and managing change provide a foundation for all employees to

fully contribute in the workplace.

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Effective Interview StrategiesIntoday’sturbulenteconomy,jobseekersmayneedtoemployavarietyofstrategiestofindmeaningfulemployment.Oneofthemost critical tools in a job search is good interviewingtechnique.Stronginterviewskillscanenablethejobseekertoanswertoughquestionsarticulatelyandconfidentlyanddemonstratehisorherqualificationsforthejob.Thisworkshophelpsparticipantsnavigatetheinterviewprocess–frompre-interviewpreparationtointerviewfollow-up.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheimportanceofinterview

preparation

• Identifythemostcommontypesofinterview questions

• Understandthedifferentaspectsofcompetency-based (behavioral) questions

• Developrapportwiththeinterviewer

Building Effective ResumesAresumecanbethoughtofasamarketingtoolforaspecificproduct:thejobseeker.Awell-written resume can grab an employer’s attention,effectivelymarkettheapplicant’sskillsandexperienceforthepositionandleadtoaninterview.Thisworkshopteachesjobseekershowtobuildapowerful,targetedresumethatstandsapartfromthecrowd–acriticalfirststepinlandingthejoboftheirchoice.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifytheelementsofapowerful

resume

• Understandthesectionsandtypesofresumes

• Applykeywordstrategies

• Marketthemselvesmoreeffectivelythrough words

Surviving Layoffs CorporatedownsizinghasbecomepartoftheeconomiclandscapeintheUnitedStates.Whilelayoffsareespeciallydifficultforthosewholosetheir jobs, layoff survivors may also be affected andexperienceanumberoffeelings,suchasrelief,guilt,anxietyandafearof“beingnext.”What’smore,layoffsurvivorsmayalsofaceprocesschanges,shiftingjobresponsibilitiesandincreasedworkloads.Thisworkshophelpslayoffsurvivorsprocesstheirfeelingsandprovidesthemwithstrategiesforresilience.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Describethedifferentaspectsofbeinga

layoff survivor

• Identifychangescreatedbylayoffs intheworkplace

• Identifynormalreactionstolayoffs

• Understandtheirworkroleandneworganizational realities

• Knowhowtosupportthemselvesandothers during the transition process

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Effective Workplace CommunicationEffectivecommunicationisthefoundationonwhichsolidworkingrelationshipsarebuilt.Clear, direct speech and active listening are essential elements in every interaction, whether personalorprofessional.Byincreasingthelikelihoodthatallpartiesinarelationshipareheard and understood, good communication skillsensurethatwin-winsituationswillresult.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheconnectionbetween

goodworkingrelationshipsandeffectivecommunication

• Describekeyelementsofaclearmessage

• Identifyandovercomechallengestogetting the message across

• Applytechniquesforbuildingrapport

Creating a Positive Work EnvironmentInanidealworkplace,peoplearecommittedtoworkingtogetherharmoniously.Theytreatoneanotherrespectfullyandmaintainanenvironmentinwhichworkgetsdoneefficiently and problems are solved in an assertive,fairmanner.Thisworkshopexamineseffective,respectfulandpositiveworkplacefunctioning.Similartoateam-buildingprogram,participantsareaskedtodefinetheir“ideal”workplaceanddiscusshowtoenhancetheirworkenvironment.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Definetheidealworkplace

• Reachagreementsonworkbehavior

• Knowwhattodowhenwordsfail

• Providesupportandencouragement

Dealing with Difficult PeopleInbusinessandinourpersonallives,mostofus have come across people we would label “difficult.”Thisworkshopexamineswhatmakespeople“difficult,”howemotionaltriggers are activated by difficult people, and howtomitigateconflictthatoftenaccompaniesdifficult behaviors.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifytypicalworkplaceconflicts

• Applyaproblem-solvingmodelfor win-win results

• Promotecreativityusingcommunication

• Identifycommonbehaviorsofdifficultpeople

Resolving Conflict in the WorkplaceConflictintheworkplacecanresultfromavarietyofcauses,suchasdifferingbeliefs,ideas,values and goals. Although conflict is a natural andsometimesusefulprocess,mostpeopleavoidconflictandfailtoseethebenefitsofdirectconfrontations.Inthisworkshop,conflictwillbeexaminedasanormalpartofworkandmethodsofcreativelyhandlingconflicttoachievesuccessfulresolutionswillbeexplored.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Applyaproblem-solvingmodelfor

win-win results

• Promotecreativityusingcommunication

• Identifydifferentstylesofdealingwithconflict

• Understandthebenefitsofconstructiveconflict

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Delivering Excellent Customer ServiceExcellentcustomerserviceisimportanttomanytypesoforganizationsandincludesbothinternalandexternalcustomers.Thebasicsofexcellentcustomerserviceincludemanagingcustomers’needsandexpectationsanddealingwithdifficultcustomerissues.Thisworkshopexamineshowtohandlecustomercomplaintswith sensitivity and manage personal stress.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandwhycompanieslose

customers

• Identifytheir“hotbuttons”

• Knowwhatcustomerswant/don’twant

• Handlecomplaintseffectively

Diversity: a Workplace Asset Uniqueskills,backgroundsandexperiencebring value to an organization and the services itprovidestocustomers.Thisworkshopdiscussesthevalueeachmemberoftheorganization can contribute to the whole, as well as the strength in diversity. Participants willlearntipsforcommunicatingclearlyandrespectfully,overcomingstereotypesandappreciating the unique differences people bringtotheworkplace.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Define“diversity”

• Understandthebenefitsofaculturallydiverseworkplace

• Understandwhatfactorsinhibitthecreationofadiverseculture

• Communicaterespectfully

Change ManagementSince change is the one constant that can be counted on in today’s world, the ability to handle change effectively can greatly impact successatworkandotherareasoflife.Thisworkshopteachesparticipantsaboutthechangeprocessandprovidesapositiveframeworkforthinkingaboutchange.Participantsarealsoencouragedtoexploretheirown perception about change.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Findopportunityinchange

• Nameelementsofthechangeprocess

• Identifylossesassociatedwithchange

• Takeresponsibilityforchoices

Working in TeamsThequalityoftheworkteammaybethesinglemostimportantfactorindeterminingwhethersuccessandproductivityintheworkplacecanbeachieved.Thisprogramexaminescomponentsofasuccessfulteamanddiscussesteamdynamicssuchasbuildingtrust,clarifyinggoals,self-assessment,problemsolving,appropriateroles and effective communication.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandhoweffectiveteamsdevelop

• Namethekeyelementsofsuccessfulteams

• Knowtheadvantagesofteamproblem-solving

• Identifykeyskillsforteammembersandleaders

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Ethics and Integrity in the WorkplaceAnindividualmayfeelthatonlythoseinpositionsoftitleorpowercanmakeadifferencein building an ethical culture. However, every personcanmakeadifferenceindevelopingandmaintaining integrity in the company, based on hisorher“realpower”orinfluencewithinthejob position.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheroleofinfluencewithin

the job scope

• Applyinformationaboutethicaldecision-making

• Takestepstoremedyan“ethicsgap”

• Developanetworkofethicallyminded cohorts in the company

Career Management and Career PlanningCareer planning and management is a lifelongprocess,whichincludeschoosinganoccupation,gettingajob,“growing”ajob,possibly changing jobs or careers and eventually retiring. Creating educational goals, using assessmentsininterestandskillidentification,technicalandskillacquisition,andmethodsfortheplanningprocessareallimportantcomponentsofsuccessfulcareerbuilding.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthecareerplanningprocess

• Describetheirshort-termandlong-termcareer planning goals

• Examinebarrierstoreachinggoals

• Developacareeractionplan

Understanding Your Personal Work StyleOvertime,allofushavedevelopedcertainpatternsofbehavior–distinctwaysofthinking,feelingandacting.Withintheworkenvironment, these behavioral patterns tend tofallintocertainworkstylecategories. UsingtheWorkStyleInventory,youwilldevelopanawarenessofyourownbehaviortendenciesandworkstyleaswellasthoseofothers.Inthisworkshop,participantswill learn strategies to communicate and interact withothersformaximumproductivityandharmonyintheworkenvironment.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Recognizetheimportanceof

individualworkstyles

• Describethefourcategoriesofworkstyles

• Usecommunicationstrategiesandtechniqueseffectiveforeachworkstyle

• Understandtheimportanceofworkstylediversityformaximumgroupperformance

Time ManagementCreatingaclearandeffectiveprocessformanaging your time is more vital today than ever.Manyemployeesareperformingmultipletasksacrossdepartmentallines,workinglongerhours,andexperiencingoverloadintheirpersonal lives. Most would agree that there arenotenoughhoursintheday.Whilethereare many tools to help us manage our projects andtimelines,focusingonaneffectivecorestrategysetsthefoundationforachievingourgoals:doingmoreinlesstime,focusingonwhatisimportant,andfeelinglessstressedintheprocess.Thisworkshopfocusesonthedevelopmentofanindividualizedtimemanagement strategy.

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Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Lowertheirworkstress

• Developasenseofcontrolovertheirpersonalandprofessionalproductivity

• Identifywaystodomoreinlesstime

• Cultivatejoyandachievebalancein their lives

• Separatemeaningfulfrommeaninglessactivity

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Managing ChangeManagers/supervisors and employees may have very different reactions and approaches to change in the organization. This program presentsthechangeprocessfromtheperspectiveofsupervisorsneedingtomanageemployee reactions, and describes attitudes and behaviors that can enhance (or detract from)change.Examplesoftypicalemployeeresponses to change are presented, as well as methods that can be used to address employee concerns.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandhowtomanageduring

change

• Effectivelydealwithemployeereactions

• Buildacceptancetochange

• Understandhowtosupportthemselvesand their employees during change

Managing After LayoffsAfteradownsizing,managersandsupervisorsfacethedifficultchallengeofre-engaginglayoffsurvivors.Remainingemployeesmayexperiencearangeoffeelingssuchasguilt,anxietyandstress–allofwhichcanimpacttheirhealthandproductivity.Thisworkshopteaches managers and supervisors how to model resiliency and optimism, provide direction and maintain morale and productivity among their staff during a difficult transition.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Describethedifferentaspectsof

surviving layoffs

• Identifychangescreatedbylayoffs intheworkplace

• Recognizenormalreactionstolayoffs

• Understandtheirmanagementroleandthe new organizational realities

• Understandwaystosupportthemselvesand others during the transition process

Management/Supervisory Skill Development

These programs teach the essential skills and competencies of effective management

in today’s challenging work environment. Managers and supervisors (“M/S”) will acquire

the knowledge and practical skill development in the areas of teambuilding, managing

performance and behavior, communicating effectively, managing change and keeping

the workplace safe.

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Preparing For and Conducting a Layoff Thelayoffprocesscanbestressfulforboththepeoplebeingletgoandformanagers/supervisors delivering the news. The challenge formanagementistohandletheprocessappropriatelyforthosewhoneedtobeletgo,whileprovidinginformationandsupporttotheremaining employees.

Thisworkshopprovidesmanagersandsupervisorswithguidelinesforplanningandimplementing the layoff process, including: preparingforthenotificationmeeting,conductingthemeetingandfollowingupwithemployeesafternotificationshaveoccurred.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandmanagement’sroleduring

the layoff process

• Identifyimportantaspectsofpreparingforthenotificationmeeting

• Identifykeyelementsofthescriptforthelayoff meeting

• Understandhowtomanageemployeereactions,forbothdepartingandremaining employees

Building Resilience Following Workplace TraumaSudden,accidental,unexpectedortraumaticloss, such as a death, can leave the survivors feelingshaken,unsureandvulnerable.Byenhancingresiliency,thoseleftbehindcanusehealthy coping strategies to deal with the hurt anddistressafteratraumaticevent.

Thisworkshopprovidesstrategiesfordeveloping and enhancing personal resilience followingatraumaticeventintheworkplace.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifycommoncausesandreactionsto

workplacetrauma

• Applystrategiestohelpthemselvesandothersaftertraumaticevents

• Knowaboutthewarningsignsofsuicideand how to prevent it

• Understandthecharacteristicsofresiliency

• Developandenhanceindividualresilience

Suicide Prevention Suicide is the eleventh most common cause ofdeathintheUnitedStates.Peoplemaycontemplatesuicidewhentheyfeelhopelessand can’t see any other solution to their problems.Often,suicidalthoughtscanbetriggered by depression, alcohol or substance useoramajorstressfulevent.Thisworkshopprovidespreventionsuggestionsformanagersofemployeeswithsuiciderisk.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheprevalenceofsuicide

• Identifyfactorsrelatedtosuicidesandsuicide attempts

• Recognizesomeimportantwarningsignsofsuicideandwhattheycandotoassistothers who may be considering suicide

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• Identifycommoncausesofandreactionsto suicide

• Understandthecharacteristicsofresilience

• Developandenhanceindividualresilience

Managing Challenging Workplace Behaviors Managingemployeeperformanceisthemostimportantpartofamanager’sorsupervisor’sjob. However, even when management tries to help an employee succeed, problems maysurfacefromtimetotime,sometimesrepeatedly.Thisworkshopdiscussestechniquesto help management create a more productive andenjoyableworkingenvironmentbymanaging challenging behaviors in the workplace.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Describethekeycomponentsand

activitiesofthemanagementrole

• Addresschallengingworkplacebehaviorsand determine intervention strategies

• Identifyimportantaspectsofeffectivecommunication and develop techniques toaddressworkplaceissues

• Understandhowtouseeffective listening when interacting with a troubled employee

• Identifyimportantinternalandexternalresourcesforassistanceinmanagingchallengingworkplacebehaviors

Essential Skills for Effective ManagementResearchcontinuestoshowthatanemployee’sdirect manager/supervisor has an enormous impactonmoraleandjobsatisfaction.Thisworkshopwillexaminethemultiplerolesand responsibilities that effective managers/supervisorsmustfill,suchascoach,teamleaderand change agent.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtherolesandresponsibilities

ofthesupervisor

• Understandthequalities,skillsandaptitudesofaneffectivemanager

• Provideconstructivefeedbackandmotivation

• Identifycommonmanagementpitfalls

Building Effective TeamsSuccessfulteamsdon’tjusthappen–theyrequirethoughtfulplanning,specificskillsandcarefulexecution.Managers/supervisorswilllearntoidentifythecharacteristicsofeffectiveteamworkthatinfluencetheworkgroupfunctionandrecognizethesignsofateamintrouble.Thisworkshopexaminesthecomponentsofsuccessfulteambuildingintheworkplace.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Knowhowtodevelopeffectiveteams

• Identifykeyelementsofsuccessfulteams

• Identifykeyskillsforteammembersandleaders

• Modifyworkstylesforteameffectiveness

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Creating a Positive Work EnvironmentAnimportantresponsibilityformanagers/supervisors is to create and maintain an environment in which individuals are encouragedandsupported,workgetsdoneefficiently and employees treat one another withrespect.Thisworkshophelpssupervisorsandmanagersproactivelycreateworkplaceenvironmentsthatencouragethebestfromtheir employees.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifyelementsofapositiveworkplace

• Understandthefourkindsofconsequencesforbehavior

• Identifyroadblockstosuccess

• Understandhowpowerdiffersfromdelegation

Managing Personal and Employee StressAs a manager or supervisor, there is an added responsibility to minimize and respond totheconcernsordistressofemployees. Thisworkshopwillfocusontechniquesforassistingemployeeswithworkplacestress,and will also discuss management’s role in enhancing stress resilience.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifycontributorstoworkplacestress

• Nameaspectsofastress-hardypersonality

• Applystressmanagementtechniquestotheir own lives

• Enhanceemployeestressmanagement, motivationandfeedback

Leadership and LeadingLeadersmustdrawuponmultipleresourcesandskillstooptimallyinfluencetheworkenvironmentoftheorganization.Sincethereisno“onebestway”tobealeader,itisimportantto evaluate a manager’s/supervisor’s leadership style to enhance effectiveness across different situations.Inthisworkshop,participantsdiscussthecomponentsofleadership,differentrolesofaleader,andskillstodevelopforleadership positions.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Manageandleadmoreeffectively

• Define“leadership”

• Describethedifferentleadershipstyles

• Understandtherolesandskillsoftheleader

Ethics and Integrity in the WorkplaceAn ethical culture is built and sustained by aligning organizational values and internal organizational processes. To create anatmosphereofintegrityandethics,managementmust“walkthetalk,”providingemployeeswithexamplesofandopportunitiesforethicalbehavior.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Demonstrateethicaldecision-making

• Identifyorganizationalpreconditionsnecessaryforethicallycongruentleadership

• Namethestepsfordevelopmentofethically congruent companies

• Understandanticipatedlikelyoutcomesofethicsprogramimplementation

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Bringing “Heart” to Corporate AmericaIntoday’sbusinessworld,itisdangerousforan organization to be seen as insensitive in the way it treats people. Companies should treat their employees, shareholders, suppliers, local communities and the environment with the same respect they give to their customers. Inconsideratebehaviorcanresultinasimultaneouslossofreputationandrevenue.Thisprogramexaminesfactorsrelatedtoenhancing corporate compassion.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifythecharacteristicsofcorporate

compassion

• Describethehumanfactorthatittakestomoveanyprojectorcareerforward

• Implement“heart”indifferentaspectsofbusiness practice

• Planfuturedevelopmentsforgoodbusiness practice

Returning Military StaffMostNationalGuardandReservetroopscompletingawar-relateddeploymentfacetransition issues when returning home to the UnitedStatesandtheirjobs.Inadditiontoany personal stressors this transition process creates,theemployeereturningfromthemilitarymustcomebackto“businessasusual”andresumehisorhercareer.Thisworkshopdiscussestheuniquechallengesandbenefitsthat this group brings to the organization.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthemultipleadjustment

issuesthatreturningmilitaryface

• Supportacolleagueoremployeecomingbacktoworkafteractiveduty

• Avoidover-careorinterference

• Assisttheemployeeinthejob skillstransitionprocess

Expatriate Workplace ReintegrationAsexpatriatesandtheirfamiliesreturnhomefromtheforeignassignment,manysoondiscover that they are returning neither to the home they had remembered nor to the homecomingtheyhadanticipated.Infact,repatriationissometimesreferredtoasreverseorre-entrycultureshock.Thisprogrampresentstheissuesthatinfluenceexpatriatesreturningtoworkandprovidesinsightintothefactorsrelatedtosuccessfulrepatriation.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Recognizepersonalandprofessional

issues in repatriation

• Manageexpectationsinthe repatriationexperience

• Developstrategiesforsuccessfulreintegration

• Understandtheroleofthe company in repatriation

Diversity: a Workplace Asset Whilediversity–ofculture,ethnicity,genderandotherfactors–canaddvaluetoan organization and the services it provides to its customers, these differences can pose achallengeintheworkenvironment.Thisworkshophelpsmanagers/supervisorsunderstandthestrengthsandchallengesofmanagingadiverseworkgroupbyencouragingcommunicationskills,overcomingstereotypesandrecognizingtheparadoxof“unitythroughdifferences”intheworkplace.

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Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheemergingworkplace

• Understandthebenefitsofaculturallydiverseworkplace

• Manageculturaldiversitymoreeffectively

• Distinguishbetweenthetraditionalandemergingworkplace

Intergenerational Communication in the WorkplaceForthefirsttimeinAmericanhistory,therearefivedifferentgenerationsworkingside-by-sideintheworkplace.Withthisagediversitycomestheissueofdistinctgenerations–theTraditionalists,theBabyBoomers,GenX, GenYandGenZ–workingtogetherandsometimes colliding as their paths cross. This workshopaddresseshowtodealwiththeunique communication issues that can arise when the different generations (with diverse values,ideasandwaysofgettingthingsdone)intheworkplacecometogether.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifythefivegenerationsinthe

workplace,anddefinethembyexperiencesandevents

• Knowthesimilaritiesanddifferencesinvaluesandpotentialoutcomesofgenerational interaction

• Applystrategiesforeffectivecross-generational communication

• Identifyimportantaspectsofeffectivecommunication and develop techniques forpositiveworkplaceinteractions

Conducting Effective Performance Appraisals Performanceappraisalsareanecessarypartofprovidingfeedbackonanindividual’sperformance.Withoutthisfeedback,employeesmayfinditdifficulttodeveloptheirskills, meetmanagement’sexpectationsandaddvalueto their organization.

Thisworkshopassistsmanagersandsupervisorsinpreparingfairandaccurateevaluations,providingfeedbackanddevelopmentinformationtoemployees,andcreatingperformanceplansandmonitoringresults.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Befamiliarwiththeperformance

appraisal document and process

• Identifyhowtopreparefairand accurate evaluations

• Knowhowtousetheperformanceappraisal meeting as a development opportunity

• Describehowtocreateperformanceplans and monitor results

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Managing the Layoff Process Managers play an integral role in maintaining workplaceeffectivenessduringorganizationalreductions-in-force.Theyareresponsibleforcommunicating organizational changes to their employees, validating staff reactions, maintaining productivity levels and easing the transitionforlaid-offemployees.Thisprogramexploresanddiscussesthemanyprocessesandactivities that managers can use during the layoff process to ensure a smooth transition.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthelayoffprocess

• Describethemanager’sroleduringthelayoff process

• Identifyimportantaspectsofpreparingforthelayoffprocess

• Applycommunicationstrategiesbefore,duringandafterthelayoffnotificationprocess

Transsexual Transition Issues in the WorkplaceDuringthelastfewdecades,asmanyas200,000peoplehavegonethroughatransitionfromone gender to another in the United States. Although this situation produces some unique challengesintheworkplaceformanagersandemployees, there are many parallels with other employmentdiversityissues.Knowledgeofpractices and guidelines relevant to maintaining respectandprofessionalismintheworkplacecan be applied to issues that arise when an employeetransitionsfromonegendertoanother.Thisworkshoppreparesemployeesand managers to understand the numerous issuesimpactingtheworkplacerelatedtotranssexualtransitions.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthebusinesscaseforassisting

transsexualemployeesintheirtransition

• Knowaboutthetransitionprocess

• Befamiliarwithlegalandworkplaceguidelines to support transitioning employees

• Identifycommunicationstrategiestomaintainworkgroupeffectivenessduringthe employee’s transition

46

Workplace Safety and Protection

Understanding Critical Incidents in the Workplace Industrialaccidents,workplaceviolence,terrorism, vehicle accidents or other unexpectedeventscantriggertraumaticresponses, affecting the health and productivity ofyourworkforce.Thisworkshopexplorescommonreactionsafteratraumaticeventandhow to minimize post-traumatic stress through criticalincidentstressdebriefing–andotherformsofsupport.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifyexamplesofcriticalincidentsin

theworkplace

• Understandnormalreactionstocriticalincidentsintheworkplace

• Knowhowtobringtheirworkplacebacktopre-incidentfunctioningafteracriticalincident

• Identifywhattheycandoforthemselvesand others

• Findresourcesforsupport

Safeguarding the Workplace During Downsizing Afterareductioninforce,managers/supervisors and employees who have survived thelayoffmayfeelanxiousabouttheirsafetyintheworkplace.Whileworkplaceviolenceresultingfromlayoffsislesscommonthangenerally believed, disruptions and threats are on the rise. Early intervention can help prevent moreseriousincidents.Inthisworkshop,managers and supervisors learn about the early warningsignsofworkplaceviolence,strategiestodefusepotentiallyviolentsituationsandmore.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandwhattheirorganization

candotoreducetheriskofviolenceduring layoffs

• Recognizethetypesandlevelsofworkplaceviolence

• Identifystrategiestoaddresschallengingbehaviors and potential conflict

• Identifyresourcestoenhanceworkplaceviolence prevention

MHN’s workplace safety and protection workshops and seminars can build awareness

and teach skills to all employees to help create and maintain a safe work environment.

Examples of topics include substance use awareness, violence prevention and disability

awareness.

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Managing Critical Incidents in the Workplace A“criticalincident”isanunexpectedeventthat causes an unusually intense stress reaction. Thedistressemployeesexperienceafteracritical incident can limit their ability to cope andnegativelyimpacttheworkenvironment.Managers/supervisors have the important roleofprovidingresourcesandsupporttotheiremployeesafteratraumaticevent,aswellasdevelopingreasonableperformanceexpectations.Thisworkshopexplainsthecriticalincidentstressdebriefingprocessandothermethodsthatcanmitigatetheeffectsofpost-traumatic stress.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifyexamplesofcriticalincidentsin

theworkplace

• Understandnormalemployeereactionstocriticalincidentsintheworkplace

• Knowhowtobringtheirworkplacebacktopre-incidentfunctioningafteracriticalincident

• Followinternalpoliciesandpre-incident preparedness guidelines

• Understandmanagement’sroleinpost-incident response

• Identifyresourcesforcopingwithacritical incident

Substance Abuse Awareness (for Employees)Substance use continues to be a problem foroursocietythatalsoimpactsourworkenvironments. Thousands are addicted, and thousandsmore–familymembers,friends,coworkers,evenstrangers–feeltheeffectsofsubstance use. Education can help employees confrontandcombatthisproblem.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Reviewthedangersofdrugand

alcohol use

• Determinewhendruguseisoutofcontrol

• Identifybehaviorsthatsupport continued use

• Understandthebenefitsofbeing drug-free

Substance Abuse Prevention (for M/S)This program prepares supervisors and managersfortheirroleinmaintainingadrug-freeworkplace.Thisroleinvolvestheimplementationofrulesandregulationsaswell as intervening early and appropriately to ensureworkplacesafety.Thisworkshopwillcovertheimpactofemployeesubstanceuseontheworkplace,organizationalpoliciesandprocedures, alcohol and other abused drugs, strategiesforconfrontingtheemployeeandoptionsforavailableresources.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthenegativeimpactof

substance use

• Understandtheorganization’spolicies

• Understandtheprocessforconstructiveconfrontation

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Workplace Violence Prevention (for Employees)Workplacesafetyhasbecomeamajorconcernformanagementandemployees.Whileworkplaceviolence(WPV)islesscommonthan is popularly believed, incidents involving disruptions and threats are increasing. Early intervention helps prevent more serious acts.ThisworkshopcoversthetypicalissuessurroundingincidentsofWPV,commonbehaviorsassociatedwithWPVandstrategiesemployees can use to obtain help.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Recognizethetypesandlevelsof

workplaceviolence

• Understandwhatemployeescandotoreducetheriskofviolence

• Applystrategiestoaddresschallengingbehaviors and potential conflict situations

• Identifyinternalandexternalresources toenhanceworkplaceviolence prevention efforts

Workplace Violence Prevention (for M/S)Workplacesafetyhasbecomeamajorconcernformanagementandemployees.Whileworkplaceviolence(WPV)islesscommonthan is popularly believed, incidents involving disruptions and threats are increasing. Early intervention helps prevent more serious acts. Inthisworkshop,participantswilllearnaboutthetypicalissuessurroundingWPV,commonbehaviorsassociatedwithWPVandstrategiesmanagementcanusetocounteractanddefusepotentially violent situations.

DOT Substance Abuse (for Employees)Substanceuseintheworkplacenotonlynegativelyimpactstheworkenvironment;itcanactuallycreatelife-threateningsituations.ThisworkshopcoversthesubstanceusematerialrequiredbytheU.S.DepartmentofTransportation(DOT).ItmeetsDOTrequirementsfortrainingemployeessubjecttoDOTregulations.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifytheguidelinesandregulations

oftheDOT

• Understandtheprevalenceandimpact ofalcoholuse

• Understandtheprevalenceandimpact ofdrugsandothersubstances

DOT Substance Abuse (for M/S)ThisworkshopcoversthesubstanceusematerialrequiredbytheU.S.DepartmentofTransportation(DOT).ItmeetsDOTrequirementsfortrainingemployeessubjecttoDOTregulations.Thedifferenttypesofsubstances (i.e. alcohol and other drugs) will be discussed.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandthenegativeimpactof

substanceuseintheworkplace

• ComplywithpoliciesandmandatesonsubstanceusetestingforDOT-coveredemployees

• Understandtheprevalenceandimpactofalcohol use

• Understandtheprevalenceandimpactofother substances

• Complywithpoliciesandprocesseswhenconfrontingemployeesforreasonablesuspicion

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ADA Sensitivity in the Workplace/Disability Awareness (for M/S and Employees) Manyofthebarriersthatpeoplewithdisabilitiesfacearereinforcedbysmalldetailsinthelanguageandbehaviorofthosewithwhom they come in contact. These details may seeminsignificanttothosewithoutdisabilities,buttheyoftenreaffirminaccurateassumptionsand can cause offense. Organizations can changepatternsofcommunicationandtheways people with disabilities are portrayed. Theycanalsomodifyafewfeaturesoftheworkenvironment to accommodate disabilities. This programprovidesinformationaboutstrategiesthatcanbeusedtomaketheworkplacemorewelcomingforemployeeswithdisabilities.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifylegaldirectivesrelatingto

individuals with disabilities

• Understandorganizationalresponsibilitiesinuseofservicesandprovisionofdisabilityservicesandaccommodations

• Understandhowtoenhancedisabilityawareness in themselves and others

Student Disability Awareness (for Faculty, Staff and Administration) Manyofthebarriersoncampusthatstudentswithdisabilitiesfacearereinforcedbysmalldetailsinthelanguageandbehaviorofthosewith whom they come in contact. These details mayseeminsignificanttothosewithoutdisabilities,buttheyoftenreaffirminaccurateassumptions.

Colleges and universities can change patterns ofcommunicationandthewaysinwhichpeople with disabilities are portrayed, as wellasmodifyafewfeaturesofthecampusenvironment to accommodate disabilities.


workplaceviolence

• Understandwhattheorganizationcandotoreducetheriskofviolence

• Applystrategiestoaddresschallengingbehaviors and potential conflict situations

• Identifyinternalandexternalresourcestoenhanceworkplaceviolencepreventionefforts

Creating a Safe and Healthy Campus Environment (for Faculty, Staff and Administration) Theimpactofuntreatedmentalillnessonastudent’slifecanbedevastating.Undiagnosedmental illness can cause students to withdraw socially,dropoutofschool,engageinsubstanceuse,orexhibitotherunsettlingbehaviors.Facultyandstaffoncampuscanassiststudentsbylearningtorecognizewarningsignsofthosewho may be struggling with mental health issues,andprovidingreferralstoresourcesandhelp.Thisworkshopprovidesinformationabouttheimpactofstudentmentalhealthoncampus and provides guidelines on how to help.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Describeissuesrelatingtomentalhealth

among students on college campuses

• Understandtheiruniqueroleasamemberofacollegecommunityinhelping students potentially in distress

• Identifywarningsignsofdistressinstudentsandincreaseawarenessofcommon distress signals

• Enhanceskillsandstrategiestoapproachandreferstudentstotheappropriatecampus resources

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Thisprogramprovidesinformationaboutstrategiesthatcanbeusedtomakeclassroomsandcampusesasawholemorewelcomingforstudents with disabilities.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Identifylegaldirectivesrelatingto

students with disabilities

• Understandcampusresponsibilitiesinuseofservicesandprovisionofdisabilityservices and accommodations

• Nameexamplesanduseofuniversaldesign principles

• Enhancedisabilityawarenessinthemselves and others

Domestic Abuse in the Workplace (for Employees)Domesticabuseisanissuethataffectsagrowingnumberofemployees.Theimpactofdomesticviolencespillsoverintotheworkplaceintheformofemployeeperformanceandproductivity issues, as well as security and liabilityconcerns.Whenanemployeeisexperiencingdomesticabuse,thereisaneedformanagementandemployeestoworktogether.Thisworkshopprovidesinformationaboutissues surrounding domestic abuse, and offers guidelinesonhowtoseekassistanceand/orprotection.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheprevalenceofdomestic

abuse

• Recognizethetypesandsignsofdomesticabuse

• Identifytheindividualresponsibilitiesandlegalguidelinesforprovidingworkplaceprotectionstothevictimandother employees

• Applystrategiesonhowtoapproacha co-workerormanagementtohelpprovide assistance to a suspected victim

Domestic Abuse in the Workplace (for M/S)Domesticabuseisanissuethataffectsagrowingnumberofemployees.Theimpactofdomesticviolencespillsoverintotheworkplaceintheformofemployeeperformanceandproductivity as well as security and liability concerns.Whenamanagerorsupervisorhasbeenmadeawareofapotentialthreat,there is an obligation to respond in order to protectemployees.Thisworkshopprovidesinformationaboutissuessurroundingdomesticabuseandtheworkplace,andoffersguidelinesonresourcesforprovidingassistanceandprotection.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Understandtheprevalenceofdomestic

abuseanditsimpactontheworkplace

• Recognizethetypesandsignsof domestic abuse

• Identifythemanager’sresponsibilities andlegalguidelinesforprovidingworkplaceprotectionstothevictim and other employees

• Applystrategiesonhowtoapproacha victim and provide assistance, using internalandexternalresources

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Sexual Harassment Prevention in the Workplace (for Employees) Everyonehasarighttoworkinanenvironmentfreefromsexualharassmentorintimidation.Thisprogramexamineswhatconstitutessexualharassment,whattodoifsexualharassmentoccurs,andtheeffectsofsexualharassmentonlegal, monetary and employee morale issues. ACaliforniaAB1825-compliantversionofthisworkshopisalsoavailableforemployees.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Beacquaintedwithlegaldefinitions,

court cases and liability guidelines

• Knowhowsexualharassmentimpacts theworkenvironment

• Understandthe“grayareas”ofharassment

• Understandwhyvictimsdon’treportoffenses

• Applystrategiesforpreventingharassment behavior

• Knowaboutremediesavailabletoharassment victims

Sexual Harassment Prevention in the Workplace (for M/S)This supervisory training uses both interactive exerciseanddirectinstructiontoteachmanagers and supervisors about their vital roleincreatingarespectful,harassment-freeworkenvironment.Managementwillalsolearntechniquesforeffectivelyinterveningtostopinappropriateworkplacebehavior.ACaliforniaAB1825-compliantversionofthisworkshopisalsoavailableformanagers/supervisorsonafee-for-servicebasis.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Complywithapplicablestateand

federallaws

• Describethelegallydefinedtypesofsexualharassment

• Identifybehaviorsthatmayconstituteharassment

• Understandsupervisoryresponsibilitiesand liability

• KnowaboutEEOguidelinesfornondiscrimination, non-harassment, and available remedies to victims

Maintaining Personal Safety (for Employees) Each employee has a right and responsibility tofeelsafebefore,during,andafterwork. Whileactsofextremeworkplaceviolenceare less common than is popularly believed, reported incidents involving disruptions and threats appear to be on the rise. Employee preparation and awareness enhance employers’ prevention and early interventionmeasurestohelpmaintainasafeworkplace.Thisworkshophighlightspotentialrisksintheworkenvironmentandprovidesstrategiestoenhancepersonalandworkplacesafetyonandoffthejob.


workplaceviolence

• Understandwhatemployeescandotoreducetheriskofviolence

• Addresschallengingbehaviorsandpotential conflict situations

• Identifyinternalandexternalresources toenhanceworkplaceviolenceprevention efforts

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Preventing Workplace Bullying (for Employees)Workplacebullyingisanever-growingconcernfororganizationsandisdefinedastherepeatedmistreatmentofoneormoreemployeeswithamaliciousmixofhumiliation,intimidationandsabotageofperformance.Workplacebullying can have a detrimental impact on an employee’s productivity, wellbeing and morale. Organizations can support employees and provide guidance on how to partner together todevelopsafeworkprocedurestodealwithbullying.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Defineworkplacebullying

• Describethedifferencebetweenworkplacebullying,illegaldiscriminationand harassment

• Knowwhyitisimportanttoconfrontworkplacebullying

• Addressoffensivebullyingbehavior

Addressing Workplace Bullying (for Managers & Supervisors)Workplacebullyingisanever-growingconcernfororganizations,andisdefinedastherepeatedmistreatmentofoneormoreemployeeswithamaliciousmixofhumiliation,intimidationandsabotageofperformance.Employershavearesponsibilitytoconfrontandstopworkplacebullyingbecauseofitsimpacttoboth employees and to the company, including increased health issues and related costs, low morale, absenteeism, and reduced productivity. Thisworkshopprovidessupervisorsandmanagers with resources and strategies to effectivelyconfrontandstopincidentsofworkplacebullying.

Learning objectives:Aftertheworkshop,participantsshouldbe able to: • Defineworkplacebullying

• Describethedifferencebetweenworkplacebullying,illegaldiscriminationand harassment

• Providereasonswhyitisimportantto: – Addressworkplacebullying – Communicate clear behavioral

standards – Modelbehaviorsofappropriate

workplaceconduct – Maintain employee accountability

• Presentwaysformanagersandsupervisors to curb or end offensive bullying behavior

53

ADASensitivityintheWorkplace/DisabilityAwareness(forM/SandEmployees) . . . . . . . 49

AddressingWorkplaceBullying . . . . . . . . . . . 52

Adult Caregiver Support Group and DevelopmentTraining . . . . . . . . . . . . . . . . . . . 24

Bringing“Heart”toCorporateAmerica . . . . . 43

BudgetingfortheHolidays: ManagingPersonalFinances . . . . . . . . . . . . . . 26

BuildingEffectiveResumes . . . . . . . . . . . . . . . . 34

BuildingEffectiveTeams. . . . . . . . . . . . . . . . . . 41

BuildingResilience . . . . . . . . . . . . . . . . . . . . . . . 22

BuildingResilienceFollowing WorkplaceTrauma . . . . . . . . . . . . . . . . . . . . . . 40

Career Management and Career Planning . . . 37

Caregiving . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26

Change Management . . . . . . . . . . . . . . . . . . . . 36

CompassionFatigue . . . . . . . . . . . . . . . . . . . . . 24

ConductingEffectivePerformance Appraisals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44

CopingwithaCancerDiagnosis . . . . . . . . . . . 23

CopingwithAnxietyDisorders . . . . . . . . . . . . 32

CopingwithChronicIllness DuringtheHolidays . . . . . . . . . . . . . . . . . . . . . 23

CopingwithDepression . . . . . . . . . . . . . . . . . . 31

CopingwithGriefandLoss . . . . . . . . . . . . . . . 20

CopingwiththeStressofChange . . . . . . . . . . 19

CopingwiththeStressofEconomicUncertainty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Creating and Maintaining a Healthy Marriage . . . . . . . . . . . . . . . . . . . . . . 22

Creating a Positive Attitude . . . . . . . . . . . . . . . 18

CreatingaPositiveWorkEnvironment (forEmployees) . . . . . . . . . . . . . . . . . . . . . . . . . 35

CreatingaPositiveWorkEnvironment (forM/S) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42

CreatingaRespectfulWorkEnvironment . . 33

CreatingaSafeandHealthyCampusEnvironment(forFaculty,StaffandAdministration) . . . . . . . . . . . . . . . . . . . . . . . . . 49

CreatingWork-LifeBalance . . . . . . . . . . . . . . . 17

DealingwithDifficultPeople . . . . . . . . . . . . . . 35

DealingwithPre-Teens&Teenagers . . . . . . . 21

DeliveringExcellentCustomerService . . . . . . 36

Diversity:aWorkplaceAsset . . . . . . . . . . . . . . 36

Diversity:aWorkplaceAsset(forM/S) . . . . . 43

DomesticAbuseintheWorkplace (forEmployees) . . . . . . . . . . . . . . . . . . . . . . . . . 50

DomesticAbuseintheWorkplace (forM/S) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50

DOTSubstanceAbuse(forEmployees) . . . . . 48

DOTSubstanceAbuse(forM/S) . . . . . . . . . . . 48

EffectiveInterviewStrategies . . . . . . . . . . . . . . 34

EffectiveWorkplaceCommunication . . . . . . . 35

EnhancingResilienceDuringChange . . . . . . 25

EnhancingWellnessthrough ResilienceandWork-lifeBalance . . . . . . . . . . 25

Index of Workshops & Seminars

54

EssentialSkillsforEffectiveManagement . . . 41

EthicsandIntegrityintheWorkplace . . . . . . 42

EthicsandIntegrityinthe Workplace(forM/S) . . . . . . . . . . . . . . . . . . . . . 43

ExpatriateWorkplaceReintegration . . . . . . . . 43

FamilyCommunication . . . . . . . . . . . . . . . . . . 18

FitnessandExercise . . . . . . . . . . . . . . . . . . . . . . 30

FitnessandYourBrain: AvoidingDementia . . . . . . . . . . . . . . . . . . . . . . 31

Heart Health . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

Helping your Teen Achieve a HealthyWeight. . . . . . . . . . . . . . . . . . . . . . . . . . 31

Holiday Stress-Hardy . . . . . . . . . . . . . . . . . . . . 18

HumorfortheHealthofIt . . . . . . . . . . . . . . . 19

ImprovingLongevityandQualityofLife . . . . 28

Insomnia . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

IntergenerationalCommunication intheWorkplace . . . . . . . . . . . . . . . . . . . . . . . . 44

InternationalTravelandSafety . . . . . . . . . . . . 25

JobSearchStrategiesForTough Economic Times . . . . . . . . . . . . . . . . . . . . . . . . . 33

LeadershipandLeading . . . . . . . . . . . . . . . . . . 42

LifeAfterDivorce . . . . . . . . . . . . . . . . . . . . . . . . 21

LifestyleIssuesforPre-Retirement . . . . . . . . . 19

LivingwithExtendedFamily . . . . . . . . . . . . . . 22

MaintainingPersonalSafety . . . . . . . . . . . . . . . 51

MaintainingResiliencethrough Cancer Survivorship . . . . . . . . . . . . . . . . . . . . . 23

ManagingAfterLayoffs . . . . . . . . . . . . . . . . . . . 39

Managing Challenging WorkplaceBehaviors . . . . . . . . . . . . . . . . . . . . . 41

Managing Change . . . . . . . . . . . . . . . . . . . . . . . 39

ManagingCriticalIncidents intheWorkplace . . . . . . . . . . . . . . . . . . . . . . . . 47

ManagingtheLayoffProcess . . . . . . . . . . . . . . 45

Managing Personal and Employee Stress . . . . 42

ManagingPersonalFinances . . . . . . . . . . . . . . 19

Managing Stress . . . . . . . . . . . . . . . . . . . . . . . . . 17

ManagingYourResponsestoAnger . . . . . . . . 18

Mentoring Adolescents . . . . . . . . . . . . . . . . . . . 24

Nutrition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

OptimalHealthforMen . . . . . . . . . . . . . . . . . . 28

OptimalHealthforWomen . . . . . . . . . . . . . . . 29

PreparingforandConductingaLayoff . . . . . 40

PreventingWorkplaceBullying (forEmployees) . . . . . . . . . . . . . . . . . . . . . . . . . 52

PostpartumDepression . . . . . . . . . . . . . . . . . . . 31

ReadinessForHealthyChange . . . . . . . . . . . . 28

ResolvingConflictintheWorkplace . . . . . . . 35

ReturningMilitaryStaff . . . . . . . . . . . . . . . . . . 43

SafeguardingtheWorkplaceDuringDownsizing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46

SexualHarassmentPrevention intheWorkplace(forEmployees) . . . . . . . . . . 51

SexualHarassmentPrevention intheWorkplace(forM/S) . . . . . . . . . . . . . . . 51

Index of Workshops & Seminars

55

ShiftWorkandStress . . . . . . . . . . . . . . . . . . . . 32

SmokingCessation . . . . . . . . . . . . . . . . . . . . . . . 30

StayingHealthyDuringFluSeason . . . . . . . . . 29

StrategiesforWorkingParents . . . . . . . . . . . . 20

StressResilienceforKids . . . . . . . . . . . . . . . . . 23

StudentDisabilityAwareness (forFaculty,StaffandAdministration). . . . . . 49

Substance Abuse Awareness (forEmployees) . . . . . . . . . . . . . . . . . . . . . . . . . 47

SubstanceAbusePrevention(forM/S) . . . . . . 47

SuccessfulSingleParenting . . . . . . . . . . . . . . . . 20

SuccessfulStep-Parenting . . . . . . . . . . . . . . . . . 21

Suicide Prevention . . . . . . . . . . . . . . . . . . . . . . . 40

SurvivingandThrivingDuring Turbulent Times . . . . . . . . . . . . . . . . . . . . . . . . . 25

SurvivingLayoffs . . . . . . . . . . . . . . . . . . . . . . . . 34

Surviving the Empty Nest . . . . . . . . . . . . . . . . . 21

TheStressofBusinessTravel . . . . . . . . . . . . . . 22

Time Management . . . . . . . . . . . . . . . . . . . . . . . 37

TranssexualTransitionIssues intheWorkplace . . . . . . . . . . . . . . . . . . . . . . . . 45

TransitionstoRetirement . . . . . . . . . . . . . . . . . 26

UnderstandingCriticalIncidents intheWorkplace . . . . . . . . . . . . . . . . . . . . . . . . 46

UnderstandingEldercareIssues . . . . . . . . . . . . 20

UnderstandingYourPersonalWorkStyle . . . 37

WalkingforHealthandLongevity . . . . . . . . . 29

Index of Workshops & SeminarsWeightManagement . . . . . . . . . . . . . . . . . . . . . 29

WorkinginTeams . . . . . . . . . . . . . . . . . . . . . . . 36

WorkplaceViolencePrevention (forEmployees) . . . . . . . . . . . . . . . . . . . . . . . . . 48

WorkplaceViolencePrevention (forM/S) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48

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