Workplace Mental Health Training

“With a workforce comprising of highly talented scientists and innovation being the key performance requirement, organisational culture is a key enabler. Thinkahead has partnered with HR in providing a work environment that is supportive and respective of all individuals. In addressing specific issues around inappropriate behaviours, Tanja Limnios – Director of Thinkahead provided advice and counsel that enabled the leadership team to raise awareness in an empathic manner, and provide pragmatic solutions that enabled staff to move from entrenched behaviours to more positive styles, resulting in an open and respectful working environment. Tanja’s area of strength is in quickly understanding the causes of issues then working empathically and strategically in achieving positive outcomes. I highly recommend Tanja Limnios – she is professional, valuesdriven, inclusive and pragmatic.”

HR ManagerJohnson & Johnson Research

**Change Manager**NSW Office of State Revenue

**HR Manager, Global**GSK Global Manufacturing

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Most managers will, at some point, notice that someone in their team is not coping — and many are unsure what to say, what not to say, or where their role ends. Thinkahead’s workplace mental health training gives managers and staff practical, psychology-led skills to recognise when a colleague may be struggling, respond with confidence and reduce the risks that affect mental health in the workplace.

Sessions are designed and facilitated by registered psychologists and tailored to your organisation. For the broader picture of how training fits with psychosocial risk assessment, EAP and critical incident support, see Mental Health and Wellbeing Programs.

Training for Managers

Managers are often the first to see the signs, and the people staff look to for a response. What training covers for managers is shaped around your organisation, but the kinds of topics it can address include:

noticing when someone in the team may be struggling
difficult conversations, and how to open one with care
managing conflict before it escalates
when and how to point someone towards an EAP or a psychologist

None of this turns a manager into a clinician. The aim is a confident first response and a clear path to professional support.

Training for Staff

For staff, the aim is a shared understanding across the workforce, so mental health becomes something people can talk about rather than work around. Depending on your needs, training for staff can touch on areas such as:

mental health awareness — and why stress or burnout is not a sign of weakness or a lack of commitment
bullying and harassment, and how to raise a concern
knowing where to find confidential support

How Sessions Are Built

No two workforces face the same pressures, so training starts with your context rather than a standard slide deck.

Consultation and needs analysis. We speak with HR and leaders about your culture, working environment and what prompted the training.
Design. Content, examples and scenarios are shaped around your workplace, using adult learning principles so participants can apply skills straight away.
Delivery. Interactive sessions that build on participants’ own knowledge and experience, rather than a lecture.
Feedback to management. Hot spots, emerging issues and trends raised during the program are reported back so they can be acted on.
Evaluation. Programs are measured against agreed outcomes, looking at participant reactions, knowledge, skills, application and impact on the business.

Where to Start

How training is run is worked out with you during planning, around your people, your workplace and what the training needs to achieve.

One practical option is to begin with managers, then extend sessions to staff so everyone shares the same language. Thinkahead has run workshops for frontline staff, supervisors and managers in roles where difficult client interactions are part of the job — including workshops on managing difficult situations and bullying and harassment for WorkCover NSW.

Why Psychology-Led Training

Mental health training works best when the facilitator understands both the clinical and the workplace side of the subject. Our psychologists bring clinical and organisational experience, so sessions are grounded in behavioural science and can handle sensitive questions with care. The difference isn’t the topic; it’s who is in the room.

If you are weighing up training for your managers, your staff or both, the form below is the easiest way to start a conversation about what would suit your organisation. Pricing options are outlined on Our Corporate Service Fees, and you can read what past clients say on our Testimonials page.

Frequently Asked Questions

What does workplace mental health training cover?

That depends on your organisation and who the training is for. For managers, it often centres on noticing when someone is struggling, difficult conversations and knowing when to refer; for staff, on awareness and knowing where to get help. The content itself is shaped after a needs analysis with your organisation.

Should managers and staff be trained separately?

Often, yes, because their roles differ. Managers carry responsibility for responding and referring, while staff sessions centre on awareness and looking out for one another. Separate sessions can also make it easier for participants to speak openly, although combined sessions may suit smaller teams — this is decided together during planning.

Does training make managers responsible for diagnosing staff?

No. It is important to note that training does not qualify anyone to diagnose or treat a mental health condition. The goal is for managers to notice, respond with care and connect people with professional support such as an EAP or a psychologist.

Can mental health training help reduce psychosocial risk at work?

Workplace mental health has become a growing focus for many organisations, and giving managers and staff the skills to respond can be one practical part of a broader approach. Training is not a substitute for a broader risk management approach, so it works best alongside your policies and, where relevant, a wider wellbeing program.

Who facilitates the training?

Training is designed and facilitated by registered psychologists with both clinical and organisational experience. That combination means sessions are grounded in behavioural science, and sensitive questions from participants can be handled with care.