Unboxing the power of Mental Health First Aiders.

Be well. Work Well.

In today’s fast-paced and ever-changing business landscape, mental health is more crucial than ever before. It’s important to create a workplace where everyone feels welcome and valued to create an inclusive environment. And it’s not just about fostering employee wellbeing; it’s a moral responsibility and an operational necessity.

At PeopleUnboxed, we believe in creating a culture where your employees don’t just survive but thrive. One way to support the development of a holistic company wellbeing strategy is to provide your team with mental health training.  

Equipping your organisation with Mental Health First Aiders (MHFA) can be the first phase to being proactive toward your teams’ happiness at work, and a vital step in creating an open and positive mental health culture within your workforce. With our MHFA courses, we’re ready to make a difference.

Mark your calendar: Open MHFA training in 2024.

Join us on one of our upcoming virtual Mental Health First Aider courses taking place on:

10th & 11th July

9th & 10th October

4th & 5th December

Each session runs from 9:30am to 1:30pm, each day, making it convenient for your busy schedule. Then an individual 1 hour 1-1 support and qualification verification virtual call will be organised at a convenient time for the learner.

What the course covers.

Our FAA Level 2 accredited course equips learners with the skills and knowledge needed to become certified Mental Health First Aiders.

Over the two-day programme, participants will:

  • Understand mental health, its influencing factors, and its impact in the workplace.
  • Explore the role of a Mental Health First Aider.
  • Learn how to support a person with a suspected mental health condition.
  • Understand when to signpost a person to seek professional help.
  • Develop awareness of mental health conditions, including depression, anxiety, psychosis, eating disorders, suicide, and self-harm.
  • Recognise and manage stress effectively.
  • Understand the impact of substance abuse on employment and lifestyle.
  • Implement a first aid action plan for mental health.
  • Recognise key factors in creating a positive mental health culture in the workplace.

The accreditation received upon course completion is valid for three years, ensuring your Mental Health First Aiders remain well-equipped to make a real difference.

Why Mental Health matters in the workplace.

Employee mental well-being is often neglected, concealed by stigma or fear of discrimination. This culture of silence comes at a high cost for employers. Research indicates that it’s time for businesses to address this issue.

By investing in Mental Health First Aiders, you take the first step in fostering a proactive approach to employee happiness and well-being. Creating an open and positive mental health culture is essential for your workforce’s overall health and productivity. At PeopleUnboxed, we go the extra mile by including soft skills training to equip your employees with the ability to talk openly about mental health.

Check out our resources page for more information:

Guide on becoming a Mental Health First Aider

Guide to selecting your Mental Health First Aiders

We understand the power of Mental Health First Aiders and their impact on creating a supportive and thriving work environment.

Be part of this vital change. Let’s make 2024 the year your organisation thrives with Mental Health First Aiders.

Ready to make a difference?

If you’d like to reserve a space on one of these courses, for yourself or an employee, for just £399.00 (plus VAT) then please reach out to our Mental Health and Wellbeing Consultant Kate, either through LinkedIn or email: kate@peopleunboxed.co.uk

The 4Ps of Candid Conversations


The “Four Ps” model can help us to plan for a difficult or candid conversation so that both parties find it beneficial.

Learning Outcomes

  • Learn how to plan for a difficult or candid conversation so that both parties find it beneficial
  • Understand how to use the 4Ps to deliver a difficult message
  • Consider how this can help manage under-performance in a structured manner

Assertive Disagreement


When you disagree with someone, it is often best to be direct and clear, as it avoids an unfortunate misunderstanding. People can shy away from disagreement as it can sometimes feel confrontational. The assertive approach introduced in this module helps you to express your disagreement in a professional, constructive manner.

Learning Outcomes

  • Learn what assertiveness is
  • Learn a process to put your case across without getting emotional
  • Provide context for how to use the model in a real-world environment

Thomas-Kilmann Conflict Mode Instrument


Because no two individuals have exactly the same expectations and desires, conflict is a natural part of our interactions with others. This self-test assessment will tell you more about your predominant style of handling conflict and what this means.

Learning Outcomes

  • Provide a starting point for your development
  • Identify your conflict handling style
  • Learn about the five conflict handling modes

AID Feedback Model


Providing feedback that encourages open dialogue and communication enhances your credibility as both a teammate and as a leader. AID is a simple feedback model that can be used for positive moments and those that need corrective action.

Learning Outcomes

  • Learn a simple model for providing feedback
  • Identify your own role in each of the stages
  • Discover the benefits of creating a feedback culture

Action-Centred Leadership


Good managers and leaders should have full command of the three main areas of the Action-Centred Leadership model and should use each of the elements according to the situation.

Learning Outcomes

  • Discover John Adair’s action-centred leadership model
  • Learn how to adapt the model for your own work situation
  • Investigate the danger of becoming out of balance

Question Types


Asking the right question is at the heart of effective communication and information exchange. Using the right questions can improve a whole range of communication skills; the information we receive back (the answer) will depend very much on the type of question we ask.

Learning Outcomes

  • Learn why asking the right question is at the heart of effective communication and information exchange
  • Discover why the right questions in a particular situation can improve a whole range of communication skills

Dr. Mehrabian’s Communication Model


We are always communicating, even when we are not speaking. Other factors communicate what we really think and feel, which can be explained by looking at Albert Mehrabian’s communication model.

Learning Outcomes

  • Learn the impact of mixed messages when communicating
  • Understand that communication is a blend of words, body language and tone

Situational Leadership


Leaders need to tailor their approach based on the person they are coaching, their experience at the task and their level of enthusiasm for completing it.

The ability to adapt your leadership style to cater to different tasks and your people’s needs is called situational leadership.

Learning Outcomes

  • Understand Hersey and Blanchard’s situational leadership model
  • Recognise directive and supportive behaviours
  • Understand the four leadership styles in line with situational leadership
  • Understand the development levels of team members, based on competence and commitment
  • Become confident with flexing your leadership style to the individual and the situation