LEADERSHIP WORKSHOP
Helping leaders identify, manage, and reduce psychosocial risks at work
Workplace wellbeing is no longer just a “nice to have”. It’s a legal, cultural, and performance priority. Leaders play a critical role in shaping the conditions that either protect or harm employee mental health. This workshop helps leaders understand psychosocial risks and hazards, how they show up in real workplaces, and what practical steps can be taken to reduce them. Grounded in wellbeing science, legislation, and real-world leadership challenges, the session equips leaders to create safer, healthier, and more effective work environments.
Delivery details
Format
In person or virtual
Duration
1 or 2 hour sessions available
Group size
Varies by duration and format
Tailored
To suit organisational contextKey learning outcomes
Participants will:
- Understand what psychosocial risks and hazards are
- Recognise their legal and leadership responsibilities
- Identify common workplace risk factors
- Understand the link between psychological safety and risk
- Learn how leadership behaviour influences risk exposure
- Build practical strategies to reduce and manage risks
Why this matters now
The expectations on organisations and leaders are changing. Psychosocial hazards are now recognised as a core part of workplace health and safety, not separate from it. This shift is driven by three key realities:
- Legal responsibility to identify and manage risks
- Business impact through performance, absenteeism, and turnover
- Moral responsibility to create safe and supportive environments
Mental health-related claims are significantly more costly and longer in duration than other workplace injuries. At the same time, workplaces with strong wellbeing and psychological safety see higher engagement, productivity, and retention.
What leaders need to understand
Psychosocial risks are aspects of work that can cause harm to someone’s mental or emotional health
They are often embedded in everyday work conditions, not just extreme situations. Common examples include:
- High or unmanageable job demands
- Low autonomy or lack of control
- Poor support from leaders or teams
- Lack of role clarity
- Organisational change and uncertainty
- Poor recognition or reward
- Conflict, bullying, or poor relationships
When these risks are left unaddressed, they can impact both individual wellbeing and organisational performance.
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Let's talk
Share some details about your organisation, any challenges you’re facing, and how you’d like support. One of our friendly team members will be in touch to book a free chat and explore the best fit for your needs.