Mental Health at Work: Wellbeing for Managers & Teams [EN]

This course contains the use of artificial intelligence.

Most managers find out that someone was struggling when they read the resignation letter. Everything before that was available to see.

What managers actually get wrong

Not indifference. The problem is that the signals are quiet and the usual response is a phrase. Someone’s camera stays off. Their replies get shorter. They stop arguing in meetings, which reads as agreement. So you say “let me know if you need anything”, which puts the entire burden on the person with the least capacity to carry it, and then you both move on. Six weeks later they are gone and the exit interview says workload, and you think back and realise you had noticed, you just did not have a next move.

What this course covers

Forty lessons in five parts. Noticing first: how emotion transfers between people, the role of stress and recovery, what high and low emotional intelligence look like in behaviour, self-awareness and social intelligence, empathy in a conversation, rapport, and whether warning someone ever motivates them. Then the venue: the one-to-one, its types including the burnout diagnosis conversation and the conflict conversation, building enough relationship that someone tells you the truth, the coaching mode and when it is wrong, feedback that does not add pressure, and rolling the practice out across a company. Then scale: the survey types including burnout and pulse surveys, questionnaire and scale design, getting honest participation, the report, and analysing the open-ended answers where the real content sits. Then conditions: the three environments, the journey map, and where in that journey strain reliably shows up. Then engagement as a trackable signal — Gallup Q12, the twelve elements, three generations of approach — and finally building the support system, auditing the culture that would otherwise cancel it, and evaluating it at five levels.

What this course is not

This is not clinical training and it does not make you anyone’s therapist. It contains no diagnosis of conditions, no crisis intervention protocol, and no guidance for someone in acute distress. Those require a qualified professional, and part of doing this job well is knowing precisely where your role ends. What this course gives you is the earlier ground: the environment, the conversation, and the measurement — the work that reduces how often anyone reaches a crisis in the first place, and the awareness to see that someone needs more help than you can give.

Who is teaching this

I am Mike Pritula. I built the people system at Preply as it became a unicorn, and I have worked at Wargaming, iDeals and Alfa-Bank. More than 1.6 million students have enrolled in my courses across 185 countries, and over 150,000 specialists have gone through my programmes. I hold PHRi and SHRM-CP certifications and represent HRCI in more than ten countries.

What is included

• Lifetime access to all 40 lessons

• Active instructor support in the Q&A section

• A Udemy Certificate of Completion

• Working material: the one-to-one formats including burnout diagnosis, survey and scale design, Gallup Q12 and the twelve elements, the journey map, the cultural audit, five-level evaluation

• Methods drawn from published research rather than opinion

Where to start

Think of one person on your team whose behaviour has changed in the last two months. You already know who. The rest of this course is about what to do next. Enrol now and start today.

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