Executive Committee Training or Conference: Mental Health, Quality of Life at Work, and Sustainable Performance
Why raise awareness among your Executive Committee about mental health and QWL?
Improving daily interactions
Conflicts, tensions, or misunderstandings often stem from poorly structured communication. NVC helps clarify messages and prevent misunderstandings.
Strengthen cooperation and listening
By practicing active listening and rephrasing, every employee becomes a key player in relational quality and QWL (Quality of Life at Work).
Develop caring and responsible reflexes
Understanding your own reactions, identifying your biases and adopting a constructive posture transforms interactions and contributes to a serene work environment.
Learning objectives for the executive committee session
Understanding the legal framework and liability issues
Participants gain a clear understanding of the exact scope of the employer's duty of care, the legal risks associated with a lack of prevention, and the specific role of executives within this framework.
Reading mental health indicators as management metrics
The training bridges the gap between absenteeism, turnover, psychosocial risk alerts, and economic performance, allowing these signals to be integrated into existing strategic dashboards.
Identifying the executive committee's specific role in a culture of prevention
Each participant leaves with a clear understanding of their responsibility to lead by example and the concrete levers to activate at their level (workload management, top-down communication, management posture).
Aligning business strategy with psychosocial risk prevention
This intervention helps integrate QWL into structural strategic decisions (reorganizations, commercial objectives, management policy) rather than treating it as a separate issue.
focused on practice two sizes for two needs
- Conference format (2 hours): a concise and impactful awareness-raising session, ideal as the opening segment of an executive committee meeting, an expanded executive committee meeting, or the launch of a QVCT initiative. Expert insights, key statistics, and discussions.
- Scenarios: An in-depth working session, featuring hands-on workshops focused on your own metrics and scenarios, leading to concrete commitments from the Executive Committee.
- Sector-specific data and feedback: figures, case studies, and benchmarks to ground the discussion in business reality.
- Clear legal insights : a concise presentation of the legal framework, free of jargon, for shared and actionable understanding.
- Strategic peer discussions : dedicated time for the executive committee to collectively align on priorities and decision-making.
- A workshop on your own metrics (training format only) : a cross-analysis of your HR and QWL data to identify your action priorities.
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Modalities Certified
Duration: 2 hours (lecture format) or half a day (in-depth training format).
Format: in-person recommended for an executive committee (facilitates collective engagement), remote possible depending on your constraints.
Audience: exclusively members of the executive committee / COMEX.
Attendees : tailored to the size of your executive committee, with no set limit.
Objective : align the executive committee around a common language and roadmap for mental health and QVCT.
FAQS
Do you have questions?
Why a session specifically tailored for the Executive Committee rather than a standard training course?
The Executive Committee has specific roles and responsibilities: strategic decision-making, setting an example, and the legal liability of executives. A generic QVCT training course does not address these issues with the level of detail and business focus expected by this audience.
The Executive Committee has specific roles and responsibilities: strategic decision-making, setting an example, and the legal liability of executives. A generic QVCT training course does not address these issues with the level of detail and business focus expected by this audience.
Should you choose a conference or a training session?
A conference is suitable for initial awareness-raising or launching an initiative, particularly as an opening session for a seminar. A training session, which is longer, allows for practical work on your own metrics and the development of collective commitments. The two formats can also be combined over time.
A conference is suitable for initial awareness-raising or launching an initiative, particularly as an opening session for a seminar. A training session, which is longer, allows for practical work on your own metrics and the development of collective commitments. The two formats can also be combined over time.
How should this topic be approached if the Executive Committee does not yet view it as a priority?
This is a common situation, and that is precisely why the session begins with industry-specific data and case studies rather than a theoretical discussion. The business and legal perspectives (impact on performance, risk exposure) generally resonate more with this audience than an argument focused solely on well-being.
This is a common situation, and that is precisely why the session begins with industry-specific data and case studies rather than a theoretical discussion. The business and legal perspectives (impact on performance, risk exposure) generally resonate more with this audience than an argument focused solely on well-being.
Does the HR Director need to be present during the session?
His or her presence is strongly recommended, as he or she is often in the best position to provide internal data (absenteeism, turnover, psychosocial risk alerts) that inform the discussion. However, the session is designed for and conducted with the entire Executive Committee, not solely as an HR matter.
His or her presence is strongly recommended, as he or she is often in the best position to provide internal data (absenteeism, turnover, psychosocial risk alerts) that inform the discussion. However, the session is designed for and conducted with the entire Executive Committee, not solely as an HR matter.
Does this session replace a psychosocial risk audit?
No. It raises awareness and aligns the Executive Committee with the key issues, but it does not replace a structured assessment of your psychosocial risks. We often recommend combining this session with an audit or a QWL survey to objectively assess your organization’s situation.
No. It raises awareness and aligns the Executive Committee with the key issues, but it does not replace a structured assessment of your psychosocial risks. We often recommend combining this session with an audit or a QWL survey to objectively assess your organization’s situation.
Contact us
Our team supports you with tailor-made interventions, adapted to your challenges and your context. Whether it is an audit, a diagnosis, training or targeted support on psychosocial risks, we build a pragmatic, concrete and mobilizing approach alongside you.
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