The CEO of a large consulting firm contacted National EAP requesting training for her executive team. It was reported that each member of the team had a good foundational set of leadership skills however they could benefit from training on motivation, coaching, delegation and taking their own respective teams to the next level. National EAP delivered its two-day, immersive Leadership Masterclass training with the executive team. By the end of the second day, each attendee had developed a growth plan, along with goals for themselves and their department. National EAP followed up with the CEO a month later and she proudly reported that she had met with each member of her executive team to review their goals and set plans for follow-up in the months ahead.
Author: admin39
Erin McKown, National EAP’s Director of Corporate Development & Training Services, discusses “Minding your Mindset: Personal Wellness for the Helping Professional” as Keynote Speaker at Getting the Winning Edge 2019 Conference.
HR contacted National EAP regarding a manager who showed inappropriate pictures to another employee. A complaint was reported to HR. After an assessment, it was recommended that the manager receive a 1:1 sexual harassment remediation that is three hours in length and includes 90 minutes of sexual harassment awareness and prevention training combined with an exploration of the reported inappropriate behaviors. The training, combined with a skilled 1:1 intervention regarding the workplace conduct increased the managers awareness of self and encouraged self-reflection regarding his behavior. Upon completion of the program, the manager reported a clear understanding of why the behavior was inappropriate and his role in maintaining a healthy work environment, free of harassment and inappropriate behavior.
A male employee was referred to National EAP’s Anger Management program after several angry outbursts at work. HR was concerned about the employee’s inappropriate demeanor and the effect it was having on the morale of the company. The employee initially presented resistant for his in-person education course but as he engaged in the program, he was able to gain insight into his behaviors and identify the triggers that led him to explode. He effectively utilized strategies discussed in this program at work to communicate more appropriately and effectively with his colleagues. HR reported the employee demonstrated increased self-awareness and was utilizing strategies he had learned in the program to manage his emotions in the workplace.
A female employee called seeking legal support regarding a custody battle she was facing. The employee was successfully connected to an attorney who specialized in custody issues who provided a free legal consultation. The employee was very pleased with her attorney and chose to retain her for ongoing assistance, receiving a 25% rate reduction ongoing.
A team of employees were demonstrating in-fighting and a lack of cooperation. During interviews with the manager, employees reported their messages weren’t being heard by other team members and some employee actions were perceived as aggressive to other team members. HR was concerned with the lack of team cohesiveness and how these behaviors may interfere with the team’s interaction with customers. Upon assessment with National EAP, DiSC assessment training was recommended to allow the team members to understand their own communication styles and those of their team. Each team member was sent a DiSC communication assessment to complete. A trainer delivered our four-hour deep dive training into their DiSC assessment results to develop the participants self-awareness about their style and those of their co-workers. The training results as reported by each of the team members, the manager and HR were communication improved dramatically and team members developed a respect for each member’s communication style and gained insight on how best to work together to achieve the needs of all the team members involved.
A male employee was administratively referred for inappropriate conduct at work and complaints of harassment by subordinates. This employee was valued by his organization and his employer was concerned that if he didn’t turn around his behavior, they would lose a strong performer that generated a great deal of sales. The employee was given a Performance Improvement Plan that stated he would be terminated if he didn’t turn around his behavior. He was also referred to National EAP’s administrative referral program to deliver EA counseling to assist his growth. Upon engagement with National EAP, the employee initially demonstrated little insight into referral behaviors and was quite resistant to the EAP counseling process. Our EAP Specialist worked with the employee to explore these behaviors, identify underlying personal issues, educate the employee on harassment and workplace appropriateness and help the employee make the changes necessary to succeed at work. After the first two sessions, the employee’s resistance appeared to dissipate and he was able to embrace the Employee Assistance turnaround process. By the end of his EAP sessions (6), the employee expressed how much he had learned and how grateful he was for National EAP. He even chose to continue on his self-development work, requesting a long-term referral to an outside counselor for ongoing support.
