Empresa Psychology
Your #1 Partner For Corporate Wellbeing Training
Could stress and burnout be silently impacting your company's productivity and profit margin?
Looking for a wellbeing strategy that can future-proof your workforce and offer up to a £10:1 ROI?
Our psychological training packages:
- – Enhance performance under pressure so that talent can thrive;
- – Upskill leaders to develop psychological safety so that engagement is optimised;
- – Build team resilience so that burnout is reduced; and
- – Reduce absenteeism, presenteeism and attrition.
Our training targets the psychological and neurobiological drivers of performance issues and burnout, so that change is sustainable not superficial. Content is developed by Dr Natalie Isaia, a Clinical Psychologist with over 1500 hours of training delivery experience.
Workshops are tailored to your organisational context, are designed to enhance existing L&D programmes and focus on practical skills that can be implemented immediately. Training is delivered on-site at your premises or online for remote and distributed teams.
Our leadership development programme equips leaders and managers with the skills necessary to create a psychologically safe culture in which teams can perform at their best and conflict is reduced.
Team workshops include topics such as understanding the neuroscience of stress and mitigating the impact of moral injury, so that ambitious professionals can develop sustainable resilience in high-pressure careers.
We help you to achieve business excellence without compromising wellbeing.
ELA would like to thank Natalie for an excellent webinar which explained the detail of emotional regulation, along with helpful tips for attendees.
Attendees commented that it gave a good balance between theory and practical advice. Feedback scores from our members were excellent and we would certainly approach Natalie again on this subject.
Employment Lawyers Association
Boost resilience & productivity
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Reduce absenteeism & presenteeism
Empower leaders to CULTIVATE high-performing teams
Our training will benefit:
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Companies going through restructures and redundancy
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Companies who are growing and have new managers or larger teams
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Teams working in a high-pressure environment
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Companies wishing to gain a competitive advantage to retain talent and boost productivity
Glossary
Explore key terms and concepts used in the field of psychology.
This glossary is designed to make complex terminology easier to understand.
A state of physical, mental, and emotional exhaustion that develops when stress becomes chronic and overwhelms coping resources. It typically involves reduced energy levels, difficulty interacting with others, difficulty completing tasks effectively, behavioural changes including irritability, and feelings of helplessness and powerlessness.
“Compassion is a sensitivity to suffering in self and others, with a commitment to try to alleviate and prevent it.” (Prof. Paul Gilbert, 2009)
A leadership approach rooted in courage and wisdom that is sensitive to distress and difficulty (both in oneself and others) and is committed to taking wise, helpful action to prevent and alleviate suffering within teams and systems.
Using methods and strategies that are supported by rigorous research and scientific data. An evidence-based approach combines the best available information with clinical expertise and consideration for context.
A view of wellbeing that highlights the rich resources (psychological, social, and interpersonal) that enable people to flourish at work and in life. Mental wealth focuses on developing and protecting these resources over time.
Moral injury is the emotional and psychological harm caused when professionals are required to act in ways that conflict with deeply held ethical values, or work within a system which they perceive as causing harm that they cannot prevent. It leads to feelings of guilt and resentment, and drives burnout and disengagement.
The phenomenon of physically attending work while experiencing poor health or reduced capacity, whether due to stress, illness, or overwhelm, which results in lower productivity and engagement.
Assessment measures that evaluate aspects of workplace wellbeing (e.g. stress, engagement, or psychological safety) and guide organisations in making informed, data-driven decisions.
“Psychological safety is a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. It is not about being nice or being comfortable, nor is it about lowering performance standards. It’s about creating a climate where the focus can be on getting the work done, rather than on self-protection.
Psychological safety isn’t the goal – excellence is the goal. Psychological safety is the means to that end.” (adapted from Prof. Amy Edmondson)
The ability to adapt, recover, and grow in the face of stress and adversity. Resilience is not a fixed trait but a set of skills and resources that can be cultivated and strengthened. We can also differentiate between individual resilience (which is finite) and collective resilience, which is more sustainable across teams and organisations.
A measure of the financial and non-financial benefits gained from investing in workplace wellbeing initiatives, reflecting the value that healthy, supported employees bring to an organisation.
Accreditations & Affiliations
