Interesting in Partnering?
I am ALWAYS up for partnering and collaborating! If you are interested in exploring ways to do that, just get in touch, I'd love to hear from you. Initially the best way to do that is to drop me an email or use my contact form. I'm easy to work with and very friendly and approachable!
Historically, I've mostly partnered with Occupational Health, but I also partner with HR and Wellbeing Consultancies. If yours is another type of business and you think partnering is of interest, brilliant, I'd love to hear your ideas.
Why partnering is a good idea - 10 compelling reasons
Usually, the main motivation for partnering is to provide your client organisations with (1) access to specialist expertise in stress management, especially around (2) management of stress and mental health risks. Expertise that solves some major and hugely costly problems, which are sources of considerable pain for your clients. I provide access to the (3) training, tools and consultancy which (4) solves those problems for your clients, or at least minimizes the associated risks. Doing that will have a very (5) substantial return-on-investment and therefore leads to (6) happy clients. Because all organizations have these problems, partnering enables you sell a (7) new menu of services, which will (8) grow your business with existing clients. But offering these services will also (9) attract NEW clients. And as your partner, I won't just offer access to specialist expertise - I'll help with (10) business development.
What's causing pain for your clients related to stress and mental health?
It's likely that your clients will have many managers and employees struggling because of stress problems. That will be impacting on performance (presenteeism) and/or leading to stress-related or mental health absence. Ultimately, in some cases it will lead to disability and/or loss of experienced, highly skilled, valued staff. Which let's face it is an expensive disaster when it's so tough to recruit!
Pain for HR and Health & Safety?
It's likely too that those providing support internally like HR or Health & Safety professionals will be painfully aware of these problems and the risks they present: health risks (mental and physical), costs to the business, and legal risks. They'll know their managers lack the knowledge, skills and behaviours (stress management competencies) to manage those risks.
How much pain? Ask your clients!
BTW, I'd encourage you to talk to your clients about those business risks. How many people are off sick? What about long-term absence? (Most of that will be related to stress or mental health.) How many people are struggling or performing poorly? How much is this costing the organization? How are managers behaving? I can help you ask the right questions. In fact, I developed a business development toolkit to help Occupational Health and Wellbeing Consultancies do just that.
Legal pain?
They'll hopefully be aware too that they have important legal obligations around: stress risk assessments, duty of care, obligations to make reasonal adjustments, and the duty to protect employees from risks to their wellbeing that are reasonably foreseeable. If they aren't legally aware around stress and mental health, I'd urge you to make them aware! I can help you do this.
Ask them about how concerned they are about not meeting their legal obligations, and about what would be revealed if they were inspected by HSE (which is likely and might not be pretty), and about how many legal problems are there across the organisation. HSE are my client. They have been for 5 years. I can tell you that work-related ill-health linked to stress and mental health is their number one strategic priority for the next 10 years. It's the first thing they will ask your clients about. As regulator, HSE are more proactive than they were about these issues in the workplace, and they have more resources now to inspect and regulate around them. Your clients will need expert help to be better prepared for this. Or if they've had an inspection, they'll likely need urgent help to address improvements in risk management performance!
Surveys don't ease this pain
They might be conducting stress or wellbeing surveys, but they'll know that doesn't address at all what happens locally - managers working with stressed teams or struggling individuals. Are managers carrying out stress risk assessments? Are they doing this proactively with teams? Are they doing this reactively with struggling employees? A survey won't solve these problems (and it may actually make things worse!). Managers need appropriate tools for this, tools designed for THEM.
Stress and mental health policies - are theirs up to date?
Your clients might well have some kind of stress policy, but that will likely be ineffective and out of date for a hybrid working world where people are mainly managed remotely. Also, many of their managers won't in any case be implementing policy on managing stress and mental health, because they haven't had the training to do that consistently.
Partnering with me helps with all of the above.
What's more, as your partner, I'll actively help you sell these services to your clients. Please get in touch if you think I can help.
Historically, I've mostly partnered with Occupational Health, but I also partner with HR and Wellbeing Consultancies. If yours is another type of business and you think partnering is of interest, brilliant, I'd love to hear your ideas.
Why partnering is a good idea - 10 compelling reasons
Usually, the main motivation for partnering is to provide your client organisations with (1) access to specialist expertise in stress management, especially around (2) management of stress and mental health risks. Expertise that solves some major and hugely costly problems, which are sources of considerable pain for your clients. I provide access to the (3) training, tools and consultancy which (4) solves those problems for your clients, or at least minimizes the associated risks. Doing that will have a very (5) substantial return-on-investment and therefore leads to (6) happy clients. Because all organizations have these problems, partnering enables you sell a (7) new menu of services, which will (8) grow your business with existing clients. But offering these services will also (9) attract NEW clients. And as your partner, I won't just offer access to specialist expertise - I'll help with (10) business development.
What's causing pain for your clients related to stress and mental health?
It's likely that your clients will have many managers and employees struggling because of stress problems. That will be impacting on performance (presenteeism) and/or leading to stress-related or mental health absence. Ultimately, in some cases it will lead to disability and/or loss of experienced, highly skilled, valued staff. Which let's face it is an expensive disaster when it's so tough to recruit!
Pain for HR and Health & Safety?
It's likely too that those providing support internally like HR or Health & Safety professionals will be painfully aware of these problems and the risks they present: health risks (mental and physical), costs to the business, and legal risks. They'll know their managers lack the knowledge, skills and behaviours (stress management competencies) to manage those risks.
How much pain? Ask your clients!
BTW, I'd encourage you to talk to your clients about those business risks. How many people are off sick? What about long-term absence? (Most of that will be related to stress or mental health.) How many people are struggling or performing poorly? How much is this costing the organization? How are managers behaving? I can help you ask the right questions. In fact, I developed a business development toolkit to help Occupational Health and Wellbeing Consultancies do just that.
Legal pain?
They'll hopefully be aware too that they have important legal obligations around: stress risk assessments, duty of care, obligations to make reasonal adjustments, and the duty to protect employees from risks to their wellbeing that are reasonably foreseeable. If they aren't legally aware around stress and mental health, I'd urge you to make them aware! I can help you do this.
Ask them about how concerned they are about not meeting their legal obligations, and about what would be revealed if they were inspected by HSE (which is likely and might not be pretty), and about how many legal problems are there across the organisation. HSE are my client. They have been for 5 years. I can tell you that work-related ill-health linked to stress and mental health is their number one strategic priority for the next 10 years. It's the first thing they will ask your clients about. As regulator, HSE are more proactive than they were about these issues in the workplace, and they have more resources now to inspect and regulate around them. Your clients will need expert help to be better prepared for this. Or if they've had an inspection, they'll likely need urgent help to address improvements in risk management performance!
Surveys don't ease this pain
They might be conducting stress or wellbeing surveys, but they'll know that doesn't address at all what happens locally - managers working with stressed teams or struggling individuals. Are managers carrying out stress risk assessments? Are they doing this proactively with teams? Are they doing this reactively with struggling employees? A survey won't solve these problems (and it may actually make things worse!). Managers need appropriate tools for this, tools designed for THEM.
Stress and mental health policies - are theirs up to date?
Your clients might well have some kind of stress policy, but that will likely be ineffective and out of date for a hybrid working world where people are mainly managed remotely. Also, many of their managers won't in any case be implementing policy on managing stress and mental health, because they haven't had the training to do that consistently.
Partnering with me helps with all of the above.
What's more, as your partner, I'll actively help you sell these services to your clients. Please get in touch if you think I can help.