September, 2017

All the posts published

This presentation describes healthy self-esteem. Self-belief and self-confidence is based on our own intrinsic qualities and resilient in the face of personal setbacks and losses. It’s important to avoid undue or inappropriate self-criticism and to believe in one’s own worth. Techniques are described to build optimism, confidence, emotional balance and self-direction. Myths about self-esteem are also discussed.

This short 3 hour course for supervisors, managers and team leaders will provide strategies and techniques for assisting people in dispute to systematically isolate the issues in conflict, consider options for resolution and reach an agreement which accommodates the needs of all involved.  Examples used in this course would include complaints by one staff member against another, relating to perceived inappropriate or unacceptable behaviour, dealing with a “personality clash” and …

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Whenever two or more people gather together, a conflict potential is created. This is largely because we all have different personalities, beliefs, values and expectations. Most of us are not highly skilled when it comes to managing conflict and usually end up in reacting to differences and disagreements.  This presentation highlights the traps of conflict and provides some key strategies on how to resolve or manage conflict, rather than let …

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Peer Support training in a workplace is a pro-active way to address issues of stress and is comprised of three key elements: The use of personnel within the organisation, who are known and respected by their peers. An emphasis on the prevention of stress-related problems, with the use of stress awareness raising and short-term, low-key collegial assistance. Follow-up support, where those affected by stress are given assistance by a work-mate, …

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Key people in organisations are often called upon to assist individuals in the aftermath of highly stressful incidents, or who experience a mental health emergency. The cornerstone of this assistance is the process of “Psychological First-Aid”.  This process is designed to reduce the initial distress which arises from the situation or circumstances and foster the adaptive functioning of those involved. The principles and techniques of Psychological First-Aid meet four basic …

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Ashcliffe can undertake online mental health audits of workgroups using internet based survey tools.  This audit is customised to meet the needs of your work environment and the specific concerns of your industry.  This audit is prepared in consultation with key people within your organisation.

From time to time, employees within your organisation may be subjected to crises and emergencies which are sudden, unexpected and highly stressful.  The reaction to such events is called “Critical Incident Stress”. When exposed to incidents which place great strain on human coping ability, few people are immune. These include equipment failures or human error causing injury or death, explosions, gas or fuel leaks, fire, structural damage due to cyclone …

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Addiction is a behaviour that manifests as a reliance upon certain actions or substances to function normally.  Some behaviours are noticed as obsessions before they would classify as an addiction.  Addiction poses several difficulties for the workplace, such as safety, interpersonal issues, performance problems and absenteeism.  This presentation highlights the most common addiction problems recognised in the workplace, identifies indicators of problematic behaviour, suggested management of these and provides opportunities …

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All work roles can have times and tasks which create pressure and high demand. These times and tasks are best handled when we are able to gain clarity around what creates that pressure for us and the ways in which we create pressure for ourselves.  This presentation will provide insight into “Burnout” and the psychological risk that can occur in any work role. Suggestions are shared on how to use these …

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Team dynamics can be difficult to manage especially when there are conflicting needs and competing interpersonal interactions.  This 3 hour workshop can be tailored for teams, leaders and managers to provide them with: An understanding of the different types of interpersonal styles, How to recognise individual styles, Identify the strengths and weaknesses of each style and Facilitate greater opportunity for cohesive working relations and communication.

2017 September | Ashcliffe Psychology