We inform you of the next round table events / workshops or web-conferences that we are organizing on the subject of stress and PSR .
Offer aimed at human/social relations departments and managers concerned by the issue.
>> What do the participants think of our workshops? See the survey results HERE
> Conferences (in Paris): 1st participation free
> Web-conferences (remotely): free
Give meaning to your work
Tuesday May 19, 2015 from 9 a.m. to 12 p.m. (in Paris)
Thursday May 28, 2015 from 3 p.m. to 4 p.m. (in webconf./MOOC)
Speakers:
> Olivier Brosseau - Coach and trainer
> Claude de Scorraille - Psychologist
> 28/5: Wendel A. Ray PhD - Endowed Chair and Professor Marriage & Family Therapy Program (s)
School of Health Professions College of Health & Pharmaceutical Sciences The University of Louisiana - Monroe (ULM) & Senior Research Fellow Mental Research Institute (MRI) Palo Alto, CA
Research Director of the LACT Scientific Committee
An employee sends vague signals about his lack of motivation and his desire to change position, without being able to say more; he himself considers a skills assessment as a solution to a problem that does not know how to say his name… His work has lost its meaning and its flavor… What to put in place to help him stop this depressive dynamic and make him win time to everyone: himself, the medico-social services, HR, the manager, etc. ?
burnout and denial
Tuesday, June 9, 2015 from 9 a.m. to 12 p.m. (in Paris)
Thursday, June 18, 2015 from 11 a.m. to 12 p.m.
(in web-conference/MOOC)
Speakers:
> Olivier Brosseau - Coach and trainer
> Claude de Scorraille - Psychologist
What to do with an employee whose whole life seems to be sucked into work? His hierarchical entourage asks him to slow down, his colleagues advise him to do less, the occupational doctor tells him to take it easy, but nothing helps. He does not understand why everyone would like to see him do less and less well, in such an insecure context… What to do before he is permanently affected by exhaustion and foreseeable burn-out?
Dealing with Addictions
Monday April 13, 2015 from 2 p.m. to 3 p.m.
(remotely: by web-conference/MOOC)
Thursday April 16, 2015 from 9 a.m. to 12 p.m. (in Paris)
Speakers:
> Olivier Brosseau - Coach and trainer
> Claude de Scorraille - Psychologist
> Christian Moretto - Psychotherapist in New York specializing in addictions (4/13)
Suicide threats or attempts at work: prevention and action
Thursday March 12, 2015 from 9 a.m. to 12 p.m. (in Paris) CANCELED
Thursday March 26, 2015 from 11 a.m. to 12 p.m. (web-conference/MOOC)
Speakers:
> Olivier Brosseau - Coach and trainer
> Claude de Scorraille - Psychologist
> Teresa Garcia - Founding Director of CIRCÉ (3/26)
The evocation of suicide, effective or brandished as a threat, has the effect of a fragmentation bomb: no one is spared by its appalling and neutralizing impact.
Get out of procrastination
Thursday , Feb 19 (in Paris)
Thursday 12 Feb. (in webconf./MOOC)
Speakers:
> Olivier Brosseau - Coach and trainer
> Claude de Scorraille - Psychologist
> Roberta Prato Previde - Management consultant in Milan (Italy) - G Nardone team (12/2)
They are perceived by turns as negligent, stubborn, rebellious or incapable, without suspecting the nature of the difficulty which affects them...the "procrastinators" contrive to push back to "later..." or "tomorrow..." what 'they are reluctant to do something right away… Less often a pathology than a one-time handicap of the action (sometimes associated with relational issues which seem costly to them…), how to easily get out of procrastination? How to relieve an employee affected by this type of recurring stress, with harmful consequences both for himself and for the company?
>> See the case study here
>> General information on procrastination
>> The profile of procrastinators
Collective conflict management
Thursday, Jan. 8 (in Paris)
Thursday, Jan. 22 (in webconf/MOOC)
Speakers:
> Olivier Brosseau - Coach and trainer
> Claude de Scorraille - Psychologist
> Dr Piquet - Occupational physician - ACMS (8/1)
How to deal with a conflict that has become collective – between a department head and his team or between two partner and rival departments – which generates suffering, temporary incapacity for work or serious psychosocial risks? How and when to intervene strategically without jeopardizing effective performance, despite the conflict? How to mobilize the hierarchical levels which may be reluctant to intervene? How to get out of the personal dimension of the conflict and refocus on business issues?
Learn to say NO
Tuesday 9 Dec. (in Paris)
Thursday 11 Dec.
(webconf/MOOC) In order not to dare to set certain limits on his commitment or his involvement at work for fear of jeopardizing the relationship with his hierarchy or his team, an employee can easily find himself drawn into a spiral of stress, frustration , exhaustion and demobilization. How to help him to brave the relationship risk and learn to say no while improving the relationship?
>> See the case study here
>> General
Returning to work after a burnout
Tuesday, Nov. 4 (in Paris)
Tuesday, Nov. 18 (webconf/MOOC)
How best to prepare the return to work of an employee after long months of absence, following a burn-out?
How to approach the subject with him, his manager, his team? What should be put in place to achieve successful reintegration and contain the risks of a relapse dreaded by all? Speakers:
> Olivier Brosseau - Trainer, coach and psychotherapist
> Claude de Scorraille - Psychologist
> Jean-Jacques Wittezaele - Founding President of the IGB Institut Gregory Bateson (for 18/11)
> Denis Monneuse - Sociologist / Director of the "Poil to scratch" (for 4/11)
>> See the case study here
>> Generality of burn-out
>> Burn-out and logic - by Jean-Jaques Wittezaele
>> How to find desire after a burn-out - by Jean-Jaques Wittezaele
> > The perception of reality - by Jean-Jaques Wittezaele
>> Self-confidence - by Jean-Jaques Wittezaele
>> The case study on burn-out - Jean-Jaques Wittezaele
Reduce the risk of incivility
Tuesday, Oct. 7
(in Paris) Thursday, Oct. 23 (in webconf/MOOC)
How to react to the first violence of incivility?
How to avoid escalation when authority or reason fail to impose themselves? What relational strategy to adopt in the face of the unpredictability of exacerbated reactions or provocations... however predictable? Speakers:
> Olivier Brosseau - Trainer, coach and psychotherapist
> Claude de Scorraille - Trainer and psychologist
> Maître Corine Pecaut - Lawyer in social law (7/10)
>> See the case study here
>> What is incivility? - By Olivier Brosseau
Resolving conflicts related to change
Tuesday, Sept. 9 (in Paris)
Thursday, Sept. 25 (webconf./MOOC)
Whether occasional or permanent, anticipated or not, chosen or suffered, change upsets the daily work environment and affects both functional and interpersonal relationships. In the name of change, conflicts are curbed, revealed or exacerbated. What methodology to extract oneself from the many explanations given to the conflict, to channel the resistances, to update and solve an activity problem in the context of the change?
>> See the case study here
>> The dimensions of change - by Claude de Scorraille
>> Resistance to change - by Claude de Scorraille
>> The LACT Assistance © system - by Grégoire Vitry
Preventing burn-out
special occupational physicians and general practitioners June 17 (discovery workshop) / June 26 (webconference / MOOC)
How to make a zealous employee (manager or not) or a self-employed worker listen to reason on the path to professional exhaustion and burnout, when nothing helps?!
How can a hierarchy, a HRD, a doctor intervene to mobilize him and bring him to preserve himself before exhaustion?
Speakers / participants:
> Olivier Brosseau - Trainer, coach and psychotherapist at LACT
> Claude de Scorraille - Trainer, coach and psychotherapist at LACT
> Vincent Olivier - Journalist / l'Express - in charge of the latest supplement on burn-out (for the 26/6)
> Several occupational physicians and general practitioners
RPS: what are we talking about?
what must we do ? what do we begin with ? May 20 (discovery workshop) / June 3 (webconference/MOOC)
>> Watch the case study and the methodology in video HERE
Faced with the obligations of results that weigh on the employer in terms of preventing psychosocial risks, what are the first steps for an HR department to develop and implement its PSR system? How to act effectively in a pragmatic and targeted manner with all prevention players within the company?
From stress to professional burn-out
Special evening for doctors
With the participation of the doctors' association of the 6th arrondissement and the testimony of Dr. Hirigoyen and Dr. P. occupational physician
April 8 (discovery workshop)
>> Watch the study of cases HERE ( slideshow +video )
>> Watch the general information on Stress at work (+video)
>> See the video of the intervention of Dr Hirigoyen
>> See the video of the intervention of Dr P. occupational physician
>> Watch the video on the conditions for success of an intervention on stress at work
>> Read the article on Stress at work resulting from this workshop
How to effectively defuse the active process that leads the patient from stress to burnout? What to do in the face of the resistant attitudes of ever more demanding and impatient patients, who find it so difficult to make them listen to reason? And how do you preserve yourself, at a time when we talk about burnout among doctors, from this insidious spiral that sometimes threatens in the face of all these “exhausting” cases?
Understanding and getting out of stress
The case of a family carer in a company April 8 (discovery workshop) and April 29 (web-conference/Mooc)
>> Watch the case study HERE (+video)
>> Watch the context and the LACT methodology HERE (+video)
>> See the testimony of Laurent WAJS, director of the “Relais des Aidants”
Today more than one employee in 10 is a family carer (and 1 in 6 will be by 2020). We will see how a family carer overwhelmed by his personal situation with his dependent mother ends up thinking about suicide and asking for a significant number of days of absence in his company in a sustainable way.
In general, what should be done as a priority when faced with manifestations of persistent stress? How to deal with the consequences of traumatic situations?
Whether you are a company HRD or an insurer, we will present you more generally with information concerning stress, absenteeism, in particular as a family caregiver and concrete solutions to break the deadlock and help you regain better health. .
Conflict management in a team
March 11 (discovery workshop) and March 27 (web conference)
Ludovic is in a war of attrition with his team.
He manages 9 collaborators who pay little heed to his orders and the work schedule. He often stays in the evening to finish late files himself. His superior systematically supports him and does not hesitate to come to the rescue to restore some order. He may be firm and authoritarian, but nothing helps: they work little, take long breaks during the working day (coffee, lunch, cigarettes) and often express their dissatisfaction with Ludovic's mood swings. What a shame!… >> Watch this case study (+video)
How does a conflict manage to settle and persist durably within a team?
How do the actors involved have the possibility of giving it a preponderant place impacting the working atmosphere and the productivity of the team? What help can be given to the manager to bring him to restore a undermined authority and regulate more effectively the tensions that are inevitable in any team functioning? >> Watch the general information on conflict management (+video)
Conflict management with your hierarchy
February 4 (workshop-discovery) and February 20 (web-conference)
Following a one-year parental leave that she takes for her seriously ill child, Marietta, group leader in a marketing department, does not find her job in the same way on her return.
She feels betrayed by her Marketing Director; the HRD asked to take part in the conflict between the two women fears the consequences of an escalation between angry complaints, accusations of mutual betrayal and risk of denunciation for discrimination... >> Watch the case study HERE ( slideshow + video)
> What strategic stance should be adopted to calm things down and get out of a threatening conflict loop?
> When a conflict between an employee and his line manager is brought to light by the HR department, what should be done?
> What strategic posture to adopt in the face of angry or exhausted complaints?
or untimely requests for mobility? >> Watch the general information on conflict management with your hierarchy + video
Management of a risk of burn-out at the heart of a hierarchical conflict
January 9 (workshop-discovery) and January 21 (web-conference)
Sandra supports the angry and disqualifying behavior of the manager under high pressure to whom she is functionally seconded.
But she cannot count on the support of her direct supervisor. On the contrary, she finds herself in a position of pillar between the two managers in full conflict between them. A pillar ready to yield… >> Watch the case study HERE ( slideshow + video)
What room for maneuver for the HR department vis-à-vis a risk of burn-out which is giving its first signals?
How to help the employee to position himself vis-à-vis a conflict that ends up emptying his activity of meaning? >> Watch the general HERE ( slideshow + video)
Detect silent suffering and deal with it
December 3 (
workshop) and December 18 ( web conference) , small unusual signs appear without being able to interpret them.Some formulate complaints against him, others begin to wonder about him (question him directly.) He does not complain and does not wish to talk about it. >> Watch the case study HERE ( slideshow + video)
What to do in case of doubt or certainty in the face of silent suffering
How to guard against the risk of burn-out or the unexpected disengagement of a quality element within your work collective? "
>> Watch the general information on silent suffering HERE ( slideshow + video)
Conflict management with a protected employee
November 7 (discovery workshop) November 19 (web conference)
A staff representative maintains a regular conflictual relationship with management.
He complains of not being treated “properly” by his management and by the management, and of suffering greatly from this to the point of obtaining a long-term sick leave. The occupational doctor expressed his concern to the HRD about his moral state, fearing even the worst, but the report of one of the internal monitoring and reporting procedures of RPS gives a divergent opinion and leaves room for doubt. . >> Watch the case study HERE
(slideshow + video) In tense economic and relational contexts, HRDs find themselves confronted with the mistrust of social partners who militate, in their own way, against the toxicity of the company towards employees ?
More generally, how to revitalize relations with these key partners (protected employees, occupational physicians, labor inspection, trade unions, police)? How to make constraints strategic levers to consider a healthy management of the conflict or mistrust? >> Watch the general HERE (
slideshow + video)
Putting an end to harassment
October 8 (workshop) and October 15 (web conference)
An employee, whose personal situation is very affected, complains of being the victim of harassment by his line manager.
Faced with the manager's and management's denial, the situation escalated: injunctions from the occupational physician, threat of an investigation for a qualification of professional stress, refusal of the mobility solutions proposed by the HR department, emotional outbursts from all actors… >> Watch the case study HERE
( slideshow + video) Attentive to the risks of harassment but often wrongly alerted by employees who are very reactive to professional constraints (managerial clumsiness, intrusive personal life), HRDs have doubts.
Faced with the first suspicions of harassment, what can be done to neutralize the escalation dynamic? How to replace the limits of personal life in the context of work? >> Watch the general information on harassment HERE (
slideshow + video) Getting out of intense stress
Thursday, September 12 from 9 a.m. to 12 p.m.
>> Watch the case study HERE (
slideshow + video) How can an HRD intervene effectively in the face of to the acute stress of an employee exposed to a freshly traumatic situation? How do you get out of doubt when faced with a situation that is difficult to assess and a "victim" that is difficult to identify? What can be done to avoid tipping the situation into individual or collective post-traumatic stress disorder?
Detection and resolution of a burn-out situation
July 2 (webconference) - June 11 (workshop)
A young account manager, very invested in her work, sets the bar of her own requirements at a particularly high level, aiming for perfection .
She always tries to do more, but comes up against the ingratitude of her company, for no logical reason. She is perceived in spite of herself as vindictive, ambitious and eager for recognition. The company, with its deteriorated social and economic climate, asks him to be patient, to do a little less. She takes it upon herself and but can't help but draw on her resources without being able to set limits until exhaustion. Taken in a pincer movement to produce more with less staff, companies appreciate being able to count on these "good soldiers", but also run the risk of seeing them sink permanently, through overzealousness.
How to help them find their place after a burn-out? How to help these collaborators to give the best, without overstepping their limits?
Management of a post-traumatic shock situation
May 23
>> Watch the case study HERE (slideshow+audio)
A department in your organization has been dysfunctional on a recurring basis for years: repeated individual complaints against management, a new manager unanimously perceived as the previous one (authoritarian, weak or incompetent, etc.), multiple work stoppages for exhaustion or long illness, etc. Each intervention of the HRD is quickly disqualified and ineffective. How to break the vicious circle?
Managing a difficult employee
April 16 
>> Watch the case study HERE (slideshow + audio)
You collect complaints from managers faced with one or more employees with a difficult personality. They can deny or fully assume their fragile, authoritarian, manipulative or harassing behaviors. Despite the manager's efforts and HR interventions, situations get bogged down and the risk to the teams increases. What HR help can be given to the manager in this type of situation?
Management of a collective dispute and harassment
March 21
Injunctions from the occupational doctor, threat of investigation for a qualification of professional stress, refusal of the mobility solutions proposed by the HRD, emotional outbursts of all the actors: what outcome to the 'escalation ?
