CAEAP’s Wellness Educational
Forum is designed specifically around EAP-related management needs of
client organizations and is solution-focused – with the goal of
intervening in problematic work-group situations. The offerings are varied
and are geared to the work of EAP such that management education provides
mechanisms for individual self-discovery and self-improvement as well
as group education targeted for the specific needs or circumstances of
particular work groups.
Components of the Wellness Educational
Forum
Management Consultation
CAEAP provides to management personnel at all levels
assistance in utilizing the EAP to help in problematic situations regarding
work-group issues and/or employee job performance improvement. Managers
can access a confidential consultant who will assist them in thinking
through a process on how to work with problem situations and/or employees
with job performance issues and how the EAP can be used as a resource.
Executive Coaching
CAEAP offers Executive Coaching as a self-improvement
tool for managers and supervisors. This is a short-term, open and supportive
means by which an individual can explore or polish particular skill areas.
This is conducted face-to-face with an expert in the area identified,
i.e., effective communication, leadership, stress management, time management,
workplace supervision skills, etc. This is usually implemented informally
with the EAP as a self-referral with the goal of self-improvement.
Online: Wellness
Educational Forum for Management
A Management page which focuses on current articles,
news and research dealing with management-related issues can be found
here on CAEAP’s website www.caeap.com . You may Login at “SUPERVISOR’S
TOOLBOX” (see below). (You will need to login using
your organization’s login/password) You will then be taken directly
to pertinent information concerning management issues. In addition, the
Wellness Information Library contains third-party videos on an array of
Wellness topics, including health-related workplace issues (i.e. ergonomics)
and behavioral health issues (i.e. stress management, anger management,
drug/alcohol use, etc.)
Program Implementation:
EAP Management Training
The EAP Supervisory Referral Process/Working
with troubled employees on job performance improvement
This educational offering is provided ongoingly to the
organization in order to provide training on how the EAP can assist supervisors,
at all levels, in working with employees requiring improved job productivity
and overall job performance improvement.
This training highlights well-accepted tenets of supervisory
skills and offers a comprehensive, three-phase program on implementing
the EAP supervisory referral (augmented by inclusion of a Supervisory
Handbook). Supervisory referrals to the EAP are based on helping employees
with work-related job performance issues – the EAP serving as one
resource available for job-related improvement. This training is delivered
in a two-hour session.
PHASE 1: During this phase,
the supervisor advises the employee of a work performance issue and encourages
the employee to utilize the EAP as a resource for self-improvement.
PHASE 2: This phase begins
with an informal supervisory referral of an employee to the EAP where
limited feedback is given to the supervisor.
PHASE 3: This phase begins
with a formal supervisory referral where feedback is given to the supervisor
throughout the duration of the employee referral process.
The Essentials of Supervision:
Management Orientation on EAP
This type of education provides an overview of all levels of management
– executive and senior management, frontline and middle management,
and prospective managers. This overview integrates the use of the EAP
into their organization’s policies and procedures and acquaints/reacquaints
management to the essential EAP services. Such educational sessions are
designed to run approximately 30 minutes.
Special Projects
for the Organization and Particular Work Groups
On request, CAEAP can consult with management on selecting
Special Project consultants who would implement ongoing and long-term
staff development projects, custom-designed for the organization, generally
on such broad wellness issues as communication, change in the workplace,
the role of leadership, etc.
Special Projects are defined as professional development
beyond the scope of EAP and its goal of prevention and intervention for
individual and specific work-group problems and issues. To implement a
special project, the EAP will refer the client organization to expert
consultants who will work directly with the client organization on implementation
and compensation.
Catalog of Management
Presentations/Seminars
The purpose of seminars is educational and work-group
specific, and can serve short-term, solution-focused objectives. The cataloged
presentations below do not include all the topics or customized adaptations
that can be made to satisfy the needs of management.
Catalog of Management Seminars
Scheduling Procedures for Management
To request a seminar, management personnel should contact
the EAP at (800) 777-9376 and first speak to Debbie Carreon, Director
of Operations, who will coordinate the request for a management presentation.
Most presentations are designed for a 60 minute interval, but can be modified
to accommodate a given situation or an identified need. Topical areas
and their adaptations to the unique characteristics and interests of the
management needs are always part of the coordinating and scheduling process.
Keep in mind that the EAP uses expert presenters who
have a work world with established commitments, and topic availability
is limited to the experts’ availability each month. With this given,
CAEAP asks that management gives CAEAP notice at least four (4) weeks
prior to the anticipated date of the event.
STRESS MANAGEMENT
Dealing With Employees in a Changing
Work Environment
Provides new skills to help guide employees with a vision, creating situations
of open dialogue with co-workers and concentrating on desired outcomes
instead of the negative response of fear and resistance to change.
Constructive Confrontation
As defined as a management tool, provides effective strategies and practical
advice on using constructive confrontation for managing employee performance
and other workplace issues.
Problem Solving for Daily Dilemmas:
The Art of Possibility
Reviewing practical techniques of reframing and eliminating negative assumptions
as a means of focusing on using effective techniques to identify what
is needed at the moment and how to achieve it.
Time Management Education 101
Provides practical strategies to avoid the three most frequent errors
made by managers while learning the three key steps to time efficiency:
delegation, discussion, and positive reinforcement.
Helping Employees Cope With Uncertainty
Provides practical strategies to help employees and work groups to better
cope with uncertainty which evolves from coworkers, personal life forces
and/or world events.
MANAGEMENT OF EMOTIONS
Helping Employees Cope with Threats
in the Workplace
Builds a frame of reference for managers when dealing with workplace threats
and violence – enabling them to communicate and guide others in
the creation of a plan of action / identify needed resources, such as
the EAP and other organizations specific to security and safety needs.
Effective Strategies for Managing
Emotions in the Workplace
Facilitates an understanding of expressed emotions and their effect on
the work environment – providing an introduction on developing emotional
competence, where managers learn to read their own emotional state while
keeping their senses open to perceiving emotions and accompanying feelings
in others.
Managing Conflict in the Workplace
Reviews the conceptual nature of conflict in the workplace and explores
proactive strategies to deal with situational conflict and how individuals
tend to exhibit behavioral patterns with predicable emotional responses.
Supervising Others and Being Assertive
Provides a foundation for understanding passive, assertive, and aggressive
management styles and how each affects the work environment while offering
practical strategies for developing an astute emotional intelligence in
the workplace.
Managing Emotions Under Pressure
Provides new perspectives on the power of “choice” in managing
emotions in high intensity situations and offers power building skills
to integrate into daily operations.
Defuse Anger and Calm People Down
Provides a framework for using peacekeeping techniques and strategies
which prevent blowups, mediate conflict and discord, and promote teamwork.
ALCOHOL AND DRUGS IN THE
WORKPLACE
Reasonable Suspicion For Managers
Provides managers with conceptual information on the use of reasonable
suspicion and helps improve their abilities to recognize employees under
the influence of alcohol and drugs and how to take appropriate action
under one’s particular organizational policy.
Alcohol and Drug Identification
Education
Provides a body of knowledge around helping managers identify the harmful
effects of alcohol and drugs in the workplace.
Department of Transportation 49
CFR Part 40 Training (Management & Employees)
Meets the required training obligation as mandated under DOT for management
and their employees under 49 CFR Part 40. In Addition, this training can
further assist organizations to comply with the Drug-Free Workplace Educational
Requirements.
Developing Policy for a Drug-Free
Workplace
Reviews current practices and policies of the organization in view of
the requirements for a Drug-Free Workplace along with possible recommendations
for keeping all parties on safe legal ground.
EMPLOYEE RELATIONS
Supervising Difficult People
Explores the work-related concept of “difficult” and provides
a framework differentiating positive from negative approaches along with
practical tools to achieve desired outcomes.
Managing Difficult Situations
Provides specific guidelines to assist managers in resolving difficult
situations and how to avoid taking sides, creating more negativity through
words or actions, or getting stuck in the process.
Developing a Psychological Disaster
Plan
Reviews a step-by-step process which will assist in the creation of a
workplace psychological disaster plan – discussing symptomologies,
context for action, mental health check points, personal fears and how
to overcome them, and timelines for accessing outside assistance and resources
(such as the EAP, public agencies, etc.).
Defining Trauma and Its Affect
on the Workplace
Characterizes workplace trauma and shares current data on trauma ranging
from the emotional to the physical realm incorporating world events and
its impact on employees – providing tools to deescalate its effects
in the workplace.
Diversity Education 101
Designed for a particular work group with short-term issues and concentrates
on building acceptance and professional standards for the work group.
WORKPLACE COMMUNICATION
Effective Strategies for Interpersonal
Communication
Provides practical tools for gaining insight into one’s own interpersonal
mode of communication and imparts practical strategies to achieve trust,
maintain boundaries, and promote overall productivity in one’s work
group.
Managing Gossip & Rumors in
the Workplace
Explores the origin and the evolution of a “rumor mill” and
how to deal with a work group to suspend belief in such misinformation
and its perpetual regeneration – focusing on exemplifying responsible
communication.
Building the Foundation for a
Cohesive Work Environment
Conveys the primary principles for the development of a cohesive work
environment and focuses on the ethical leader, creating a positive vision,
facilitating open communication, and maintaining accessibility.
Spheres of Influence in the Work
Environment
Provides an analysis and useful strategies for identifying and managing
conflicting forces and influential people within the work group and those
external to the work group.
LEADERSHIP BUILDING
The Changing Role in Supervising
Others
Provides a situational-based exploration from which managers can view
the changing cultural attributes of varying work groups and how the supervisory
role has adapted to such changes in order to nurture workplace productivity.
Leadership: Developing Your Potential
Examines key attributes as viewed through the actions of respected leaders
and how such qualities can move managers to become the professionals they
individually desire – while offering managers practical tools for
building this capability in others with whom they work.
Dialogue: Expanding Your Leadership
Repertoire to Communicate With Meaning
Develops understanding into the key elements of delivering a message and
explores how to successfully experience ”crucial conversations”
using dialogue to build constructive and positive workplace relationships.
Balance: Managing Work/Life Responsibilities
Provides knowledge and understanding into emotional intelligence as a
means for expanding “choices” in work/life responsibilities
while promoting practical strategies for gaining trust and insight into
oneself and others, developing missions, and establishing values to improve
well-being.
Promoting A Team Approach: Managers
and Team Leaders
Provides a framework for using practical tools for enhancing cooperation,
communication and teamwork and facilitates understanding into building
team leaders within work groups.
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