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Workplace Productivity & Emotional Intelligence

Pressure at work is not going away, so the useful question is what people do with it. This two-day programme covers both halves of that: the practical management of stress, workload and recovery, and the emotional intelligence to notice what is happening in yourself and in the people around you before it turns into absence, conflict or resignation. It is built on practice and self-assessment rather than motivational content, and it is equally suited to managers and to their teams.

Programme Agenda

How Stress Actually Works
The stress response, why short bursts help and sustained load does not, and the difference between pressure and stress. Recognising your own early warning signs in physical, cognitive, emotional and behavioural form, and completing a personal stress audit.

Burnout and Where It Comes From
Exhaustion, cynicism and reduced effectiveness as distinct stages. The workplace drivers that produce burnout regardless of individual resilience, including workload, low control, insufficient reward, unfairness and value conflict. Spotting it in a colleague who is still turning up.

Practical Load Management
Sorting work by importance rather than by whoever asked last, protecting deep work, and reducing the switching cost that makes a full day feel unproductive. Saying no or not yet to a manager or internal client without damaging the relationship.

Recovery That Actually Restores
Detachment, sleep, movement and breaks, and why passive scrolling does not count as recovery. Setting boundaries around messaging and after-hours contact, and what the flexible working arrangement provisions of the 2022 Employment Act amendments allow you to request.

Emotional Intelligence: Self-Awareness
Identifying your own emotional patterns and triggers, and the situations and people that reliably provoke a reaction you later regret. Self-assessment and structured feedback on how your reactions land on others.

Self-Regulation Under Pressure
Interrupting a reaction before it becomes a response. Techniques for the moment: physiological down-regulation, naming, reframing and deliberate delay. Practice on realistic workplace provocations rather than hypotheticals.

Empathy and Reading the Room
Picking up what people are not saying, listening beyond the words, and reading team dynamics accurately. Adjusting your approach for different people without becoming inauthentic or manipulative.

Difficult People and Difficult Conversations
Handling the colleague who dominates, the one who withholds, the chronic complainer and the passive resister. Raising a problem so it can be heard, staying regulated when the other person is not, and repairing a relationship after a bad exchange.

Motivation That Lasts
Autonomy, mastery and purpose against the short half-life of external incentives. Finding what actually drives you and the people you work with, and rebuilding motivation after a demoralising period.

Building a Resilient Team
What managers control: workload distribution, clarity, recognition, psychological safety and their own visible behaviour under pressure. Spotting the early signs of a struggling team member and opening the conversation. Each participant leaves with a personal action plan and, for managers, a team action plan.

Learning Outcomes:
Recognise your own early warning signs of stress and act on them
Identify burnout stages and the workplace drivers behind them
Manage workload by priority and protect time for focused work
Build recovery habits and boundaries that genuinely restore capacity
Name your emotional triggers and regulate a reaction before it lands
Read what is happening in a colleague or a team more accurately
Handle difficult people and raise problems without escalation
Support a struggling team member and strengthen team resilience

Duration: 2 Days (16 Hours)
Training Hours: 9:00 AM to 5:00 PM
Level: All levels
Training Mode: Physical, Online, or Hybrid
HRD Corp SBL-KHAS Claimable
Certificate of Completion included

Frequently Asked Questions

Managers, supervisors, team leads and general staff. It runs well as a whole-team session, since stress and communication problems are rarely fixed by sending one person on a course. Managers get additional content on team resilience and spotting a struggling team member.

A working session. Participants complete a stress audit and an emotional intelligence self-assessment, practise regulation techniques and difficult conversations, and leave with a written personal action plan. Managers also leave with a team action plan.

No. It is workplace training, not therapy, and it is not a substitute for professional mental health support. We are explicit about that boundary in the room and can point participants toward employee assistance routes where your organisation has them.

The time management programme is about systems, planning and personal productivity. This one is about the human side: stress, recovery, emotional regulation and dealing with people. There is deliberate overlap in the workload module, and the two work well in sequence.

Yes, this programme is HRD Corp SBL-KHAS claimable. Our team can assist your HR department with the documentation required for the grant application.

Yes. Any programme can be booked as a team day. Everyone works the same brief together, so your people come away having built something and knowing each other better.

If you are claiming under HRD Corp, the session has to fall at least 14 days after your HRD Corp approval. If you are not claiming, the date is flexible and we work around your calendar.

Put them on the self-paced e-learning instead. Your team works through the modules on our LMS in their own time, sits the assessment, and earns the same certificate, so nobody has to clear a full day together.