Workshops

I regularly provide workshops and training in the field of health-work balance and communication about it. In addition to contributing my knowledge and experiences from my years of practice as a company doctor, I pay a lot of attention to mechanisms that lead to ignoring or acknowledging our signals of imbalance. Communication about this is also a common topic in the workshops, because it is not always easy to discuss this often experienced as sensitive topic. Using a few simple models - usually from Transactional Analysis - I make visible the mechanisms that are helpful or detrimental to the balance or the communication about it.

Workshop early recognition of imbalance

The reason for this topic is that for the majority of people who have dropped out of work, there was a phase with signals of imbalance beforehand. However, the warning signals are often not recognized or underestimated, which means that people sound the alarm or take action too late. It is important to be alert to signals, to know when the signals should be taken seriously and to seek help if necessary. In the recovery curve, this is reflected in taking the 'healthy exit', which can prevent many health complaints, problems and dropouts from work. Colleagues and managers also have an important role in making signals discussable.

The aim of this workshop is for the participants (managers, HR advisors, employees and/or professionals) to increase their insight, awareness and possibilities regarding the balance between load and load capacity. If all parties involved are alert and active, a powerful interplay is created to achieve a sustainable balance and prevent absenteeism. It also contributes to the further development towards an open and psychologically safe culture at work.

The program answers questions such as: what causes imbalance? What are the signals? When should you take them seriously? Why do we so often ignore our signals? What can you do about it? Who can I turn to for help? How can I start a conversation about it with my colleague or employee? What helps employees to be open about imbalance?

Training balance conversations for managers

When it is clear that there is an imbalance in an employee, it is sometimes difficult for the manager to bring this up - in a good way. Illnesses, private circumstances or lifestyle bring up issues about privacy, but differences in style and opinions can also get in the way of communication.

The goal of this training is for participants to gain knowledge about the most important communication principles in conversations about work-health balance. Based on insight into reaction patterns of themselves and their employees, they know how to adapt their conversation style to the situation. The managers have gained successful experiences in the training with the tools provided.

The program answers questions such as: how can you open the conversation about this with an employee? What can I ask and what can I not ask? What are my options if the private situation plays an important role in the imbalance? How do I keep the relationship good if I make the imbalance a topic of discussion? What do you do if someone ignores their imbalance? How do I motivate my employee to take action?

Transactional Analysis (TA) model

One of the most well-known concepts in TA is the Parent-Adult-Child model (ego states). The 'Parent' in us represents how it was when we were little. The 'Child' indicates how we used to think, feel and act. Our 'Adult' responds to what is happening in the here and now. The messages from our 'Parent' and our 'Child' can be adjusted during the course of our lives. If the 'Parent' encourages us and the 'Child' reassures us, we can respond healthily to the situation in the here and now.

Early recognition of imbalance

Clear and complete story.
Great workshop; it helps to be able to recognize signals of imbalance in others by having thought carefully about your own pitfalls and signals of imbalance during this workshop.
Very good structure to use if you want to figure out what might be going on. Sometimes you feel something is happening but don't really know how to start thinking about it or where to begin to figure it out.
I feel more comfortable with the topic and have more realization about how much and in what way I can address this with colleagues.

Balance sheet discussions for managers

Practicing multiple possible responses is very valuable.
Gained more insight into my own role and the role of others.
Tools I bring with me: moments of rest in conversation, talking in the first person, various styles.
The tips and experiences of other people; how they think about situations.

Experiences

Balance sheet discussions for managers

Good to have practiced a lot. Short conversation situations. Good to have practiced with actor.
Input from participants was handled in a very calm and respectful manner.
Very educational workshop, nice that it is interactive and that space is given to think about it yourself.

Early recognition of imbalance

A very concrete and actionable framework to help recognize and deal with imbalance.
Great trainer, clear slides, educational.
Pleasant form, interactive, open. Nice basis for myself and the entire department.
Gained more insight into the various options for approaching situations where imbalance occurs.
I enjoyed the opportunity for interaction and talking about signals and options for acting upon imbalance with others.