This document discusses best practices for employee assistance program (EAP) clinicians. It outlines that EAPs provide direct services to individuals through assessment, planning, motivation, referral if needed, short-term problem resolution and follow up. They also provide organizational services like consultation. Key aspects of EAPs are maintaining focus on workplace needs while ensuring confidentiality and serving multiple clients. The document contrasts EAP assessments, action plans, follow up and management referrals from traditional clinical approaches by emphasizing efficiency, consideration of workplace factors, and communication with referral sources.
This interactive workshop will cover fundamental aspects of mentoring and provide a strategy to resolve
challenging mentorship situations. Hands-on group exercises provide opportunities to interact and practice the newly learned mentorship approach.
OBJECTIVES
• To define different types of mentorship
• To learn strategies to identify, diagnose, and solve difficult performance problems
• To practice strategies using real-world situations
HR Insights - Mental Health Awareness in the WorkplaceLaura Steggles
Muslimah Miah covered how to identify when staff may be struggling with their mental health, the consequences of ignoring mental health in the workplace and how companies can promote wellness amongst their staff.
This interactive workshop will cover fundamental aspects of mentoring and provide a strategy to resolve
challenging mentorship situations. Hands-on group exercises provide opportunities to interact and practice the newly learned mentorship approach.
OBJECTIVES
• To define different types of mentorship
• To learn strategies to identify, diagnose, and solve difficult performance problems
• To practice strategies using real-world situations
HR Insights - Mental Health Awareness in the WorkplaceLaura Steggles
Muslimah Miah covered how to identify when staff may be struggling with their mental health, the consequences of ignoring mental health in the workplace and how companies can promote wellness amongst their staff.
VPI Philosophy Of Care Homes For Families 2010jbsAmesbury
Presentation @ Homes For Families \'New Approaches for Ending Family Homelessness\' 6/16/10 Conference in Worcester, MA. Topic: "Housing & Substance Use: Using a Client-Centered Philosophy of Care"
Preventing Staff Burnout: Strategies for Happier Staff and Healthier PatientsCornerstone OnDemand
There is a fine line between stress and passion in the workplace. Both require extreme dedication, time and commitment, however, one is not pleasant, while the other, completes the reason for your existence. The term ‘burnout’ in the workplace suggests that people are tired of working to the point that they no longer want to continue at their current pace. We often consider burnout as a ‘bad thing’ in the workplace and overall that is correct, however, this can emanate from both a stressful position as well as a passionate position.
According to of a comprehensive study conducted within the nursing ranks, there are three types of stress; eustress, distress and severe distress (i.e. burnout). Eustress is the kind of stress that generates either fear or excitement, often see to be ‘good stress.’ Distress is what we all think of when we speak of stress, the bad kind. Distress generates depression, sadness, and pessimism to name of few. Lastly, severe distress is extreme stress. This is the type of stress that causes emotional exhaustion to the point of coronary heart disease. Stress is no laughing matter and a very real issue in clinical operations. Arguably, organizations must address these issues intentionally and for multiple reasons.
In this session, Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss the challenges of dealing with both stress and passion in the workplace, both leading to staff burnout. He will go over the causes of stress in the clinical workplace as well as some struggles to help alleviate some of the issues.
OPRA’s Managing Psychologist, Ben Hainsworth, represents a thought leader in Safety Psychological Profiling and presented findings of a 3 year Longitudinal Study at the 2015 Australian Psychological Society’s 11th Industrial and Organisational Psychology Conference. The research conducted with Australia’s oldest Apprenticeship Training company, Hunter Valley Training Company, highlighted the value of best practice psychometric assessments and the resulting impact on reducing injuries and associated insurance costs.
Open Talk - Decision Making with young people: Children and Young People's Me...NHSECYPMH
This presentation will:
*Set out some of the dilemmas of Shared Decision Making – particularly with groups of CYP who we may feel find it hard to make positive decisions for themselves – for example CYP with eating disorders or psychosis and other vulnerable groups.
* Look at developments in practice around Shared Decision Making
* Share some down right good ideas on how to improve on your Shared Decision Making skills and knowledge
EMPLOYEE COUNSELLING,WELLNESS AND HEALTH PROGRAM.pdfAKarthikeyan8
Employee Counselling is an integral part of HR managers work. Employee health and wellness programs are defining the work culture and improving employees morale and satisfaction
"An EAP, or employee assistance program, is a confidential, short term, counselling service for employees with personal problems that affect their work performance."
Client's experiences with behavioral health services are shaped by all of their interactions with us, across the continuum of care. While we can assume what our clients want, need and experience in receiving services from us, it is valuable to use their direct feedback to understand their functional (what we do) and emotional (how we do it) needs throughout their experience. In this webinar conducted with Sovereign Health, we discuss the foundations of customer experience management, provide examples of tools and resources that you can use to understand client's experiences and address opportunities for improvement, and discuss a variety of implications in behavioral health settings.
LPC Core Issues in Effective Clinical SupervisionGlenn Duncan
This is part 2 of 5 in a 30 hour lecture series on Clinical Supervision for Mental Health Professionals. This was made for the Approved Clinical Supervisor Certificate through the NBCC. ThiThis interactive workshop focuses on the major elements of being an effective Clinical Supervisor. In this workshop, participants will learn about the different aspects of being an effective Clinical Supervisor. Participants will learn the difference between effectiveness versus ineffective supervision, and will discuss factors involved in high quality supervision. Program Development and Quality Assurance will be covered in great detail, going over key aspects of program development methods such as long range planning, service delivery issues and a comprehensive look at quality assurance methods and issues. Finally issues of burnout prevention and supervisor developmental issues will be discussed. Teaching methods include lecture, interactive exercises and group participation/discussion.
This presentation helps managers develop coaching strategies that bring out the best in their employees, by understanding the psychological needs that people bring to the workplace.
VPI Philosophy Of Care Homes For Families 2010jbsAmesbury
Presentation @ Homes For Families \'New Approaches for Ending Family Homelessness\' 6/16/10 Conference in Worcester, MA. Topic: "Housing & Substance Use: Using a Client-Centered Philosophy of Care"
Preventing Staff Burnout: Strategies for Happier Staff and Healthier PatientsCornerstone OnDemand
There is a fine line between stress and passion in the workplace. Both require extreme dedication, time and commitment, however, one is not pleasant, while the other, completes the reason for your existence. The term ‘burnout’ in the workplace suggests that people are tired of working to the point that they no longer want to continue at their current pace. We often consider burnout as a ‘bad thing’ in the workplace and overall that is correct, however, this can emanate from both a stressful position as well as a passionate position.
According to of a comprehensive study conducted within the nursing ranks, there are three types of stress; eustress, distress and severe distress (i.e. burnout). Eustress is the kind of stress that generates either fear or excitement, often see to be ‘good stress.’ Distress is what we all think of when we speak of stress, the bad kind. Distress generates depression, sadness, and pessimism to name of few. Lastly, severe distress is extreme stress. This is the type of stress that causes emotional exhaustion to the point of coronary heart disease. Stress is no laughing matter and a very real issue in clinical operations. Arguably, organizations must address these issues intentionally and for multiple reasons.
In this session, Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss the challenges of dealing with both stress and passion in the workplace, both leading to staff burnout. He will go over the causes of stress in the clinical workplace as well as some struggles to help alleviate some of the issues.
OPRA’s Managing Psychologist, Ben Hainsworth, represents a thought leader in Safety Psychological Profiling and presented findings of a 3 year Longitudinal Study at the 2015 Australian Psychological Society’s 11th Industrial and Organisational Psychology Conference. The research conducted with Australia’s oldest Apprenticeship Training company, Hunter Valley Training Company, highlighted the value of best practice psychometric assessments and the resulting impact on reducing injuries and associated insurance costs.
Open Talk - Decision Making with young people: Children and Young People's Me...NHSECYPMH
This presentation will:
*Set out some of the dilemmas of Shared Decision Making – particularly with groups of CYP who we may feel find it hard to make positive decisions for themselves – for example CYP with eating disorders or psychosis and other vulnerable groups.
* Look at developments in practice around Shared Decision Making
* Share some down right good ideas on how to improve on your Shared Decision Making skills and knowledge
EMPLOYEE COUNSELLING,WELLNESS AND HEALTH PROGRAM.pdfAKarthikeyan8
Employee Counselling is an integral part of HR managers work. Employee health and wellness programs are defining the work culture and improving employees morale and satisfaction
"An EAP, or employee assistance program, is a confidential, short term, counselling service for employees with personal problems that affect their work performance."
Client's experiences with behavioral health services are shaped by all of their interactions with us, across the continuum of care. While we can assume what our clients want, need and experience in receiving services from us, it is valuable to use their direct feedback to understand their functional (what we do) and emotional (how we do it) needs throughout their experience. In this webinar conducted with Sovereign Health, we discuss the foundations of customer experience management, provide examples of tools and resources that you can use to understand client's experiences and address opportunities for improvement, and discuss a variety of implications in behavioral health settings.
LPC Core Issues in Effective Clinical SupervisionGlenn Duncan
This is part 2 of 5 in a 30 hour lecture series on Clinical Supervision for Mental Health Professionals. This was made for the Approved Clinical Supervisor Certificate through the NBCC. ThiThis interactive workshop focuses on the major elements of being an effective Clinical Supervisor. In this workshop, participants will learn about the different aspects of being an effective Clinical Supervisor. Participants will learn the difference between effectiveness versus ineffective supervision, and will discuss factors involved in high quality supervision. Program Development and Quality Assurance will be covered in great detail, going over key aspects of program development methods such as long range planning, service delivery issues and a comprehensive look at quality assurance methods and issues. Finally issues of burnout prevention and supervisor developmental issues will be discussed. Teaching methods include lecture, interactive exercises and group participation/discussion.
This presentation helps managers develop coaching strategies that bring out the best in their employees, by understanding the psychological needs that people bring to the workplace.
This presentation helps managers develop coaching strategies that bring out the best in their employees, by understanding the psychological needs that people bring to the workplace.
Presented at the 2014 Los Angeles County Psychological Association's Convention. Basics of ethical paperwork in private practice for mental health professionals.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
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Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
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B blair hot eapa 2013
1. Implementing EAP Best Practices:
Thoughts for Clinicians
Brenda R. Blair, MBA, CEAP
March 1, 2013, Austin, Texas
P.O. Box 9927, College Station, TX 77842
email: blairconsultants.com
Web information: www.blairconsultants.com
2. EAP DIRECT SERVICES
• Services to the individual include:
Assessment
Development of a plan
Motivation
Referral, if needed
Short-term problem resolution, if needed
Follow-up
• Services to the organization include:
Consultation to managers regarding specific situations
Consultation regarding organizational strategies for helping employees
Special services, such as critical incident response
3. KEY CONCEPTS IN EAP
• A successful EAP maintains a clear focus on the needs of the
workplace, both employer and employees.
• EAPs provide services to individuals and services to the
organization.
• The EAP is always voluntary, even when strongly
recommended by management.
• The EAP is a neutral problem solver.
• Confidentiality is essential; proper communication is also
essential.
• The EAP simultaneously serves multiple clients, e.g.
employee, manager, employer.
4. EAPs Serve Multiple clients
• Employee (and/or family member)
• Sponsoring organization (employer, union)
• Supervisor / manager
• HR
• Occupational Health
• Labor union
• Safety / Security
• Larger community in general
5. TYPES OF EAP REFERRALS
• Self referral
– Most common
– No involvement by management
• Informal management referral
– Employee shares personal problem and manager
encourages use of EAP
– Processed like a self referral
• Formal management referral
– By manager, due to declining performance or rules violations
– Documentation is key
6. Looking for Best Practices
• How is an EAP assessment different from a
general clinical assessment?
7. Importance of Assessment
• Client may have never sought counseling before
• Client may not understand what he/she needs
• Workplace issues may be part of the concern
• Multiple people may be involved with this client’s
concerns
• Client may be intimidated by the health care
system
• Client may have concerns about the cost of
treatment
• Solutions may or may not involve counseling
8. ELEMENTS OF AN EAP ASSESSMENT
• Client’s statement and history of problem
• Mental status
• Family history
• Level of risk to self or others
• Effect of problem on job performance
• Corroborating data and information
• Assessment of drug and alcohol use
• Initial impressions
• Recommendations
9. An EAP Assessment….
• Is usually more directive
• Leads more quickly to a specific action plan
• Must be efficient
• Involves a different kind of therapeutic rapport
• Feels like a triage, more screening questions
• Always considers the workplace
• Requires more analysis of implications
10. Looking for Best Practices
• How is an EAP action plan different from a
treatment plan?
11. DEVELOPING AN ACTION PLAN
• In partnership with client
• Identify and prioritize problems
• Set realistic, attainable goals/timeframes
• Lists all resources to meet goals
- EAP
- HR
- Occupational Health
- Employee s supervisor
- Treatment resource
- Community resources/support groups
- Educational resources
- Web-based resources/support groups
12. POSSIBLE DIFFICULTIES WITH EAP
SHORT TERM RESOLUTION
• EA clinician feels qualified to handle all
problems and won t refer to someone else
• EA clinician tries to maximize “free” sessions
even when clinically inappropriate
• Client feels "entitled" to EAP and doesn t
want to change counselors, even when
clinically necessary
13. Educating the Client
About Short-Term Problem Resolution
• Important to clarify the EAP role
• Involve the client in the decision-making
• Explain clinical rationale for recommendations
outside of EAP
• Offer follow-up and continuing contact through
EAP
14. Looking for Best Practices
• How is a EAP follow-up different and what do
EAP companies expect of network clinicians?
15. EAP Follow-up
• Critical to client success
• Involves more communication
• A different view of confidentiality
• Greater collaboration with the EAP company that
made the referral to the clinician
• May last longer or have different content
16. Looking for Best Practices
• How are EAP management referrals different?
17. Management Referrals:
High Value Cases
• Based on a workplace issue, so company is vitally
interested in the outcome
• May be complicated cases involving psychiatric
illness, addictions, violence, or fitness issues
• Will require active communication with the EAP
company that made the referral
• Clinician’s interaction with client may be more
assertive and directive
• Clinician must avoid being an “advocate” for one side
but must emphasize problem resolution
18. Changing your practice…
• How would you feel about adopting the
strategies and approaches discussed today?
19. Some obstacles
and possible ways to overcome
• I’m not comfortable talking directly about certain
subjects.
-- If we can speak comfortably about everything, we
give our clients permission to do so.
• I believe in letting the client lead the process.
-- If we offer different ways of considering a situation,
we allow the client more choices.
20. Some obstacles
and possible ways to overcome
• That’s not how I was trained.
-- If we ask our clients to change, should we not also be
open to change? Especially if it helps our clients!
21. Creating Best Practices in Your Practice
• Begin with the needs of clients. (Not what you
want to do, but what they need!)
• Be willing to address hidden problems.
• Seek consultation when trying new approaches.
• Follow ethical practice at all times: Something
new or unexpected will always happen. If you
follow ethical practice, you will be able to decide
what to do.