Stress management train the trainer courses

Written by Liisa Lehtio on 4 August 2016


Would anyone here have any experience in becoming an accredited practitioner in stress management?

I'm trying to be proactive and think how I could best help my colleagues and the business. This is the busiest time in our business, and people and teams are working under a lot of pressure. This is starting to demonstrate itself quite alarmingly; the atmosphere feels tense, people are getting a little bit shoutier with each other, swearing seems to be more common - in simple terms, professionalism, mindfulness and empathy seem to have gone out of the window. 

If I could help people by presenting some tools to cope under stress better and to understand the impact of this kind of behaviour, surely that would improve the work atmosphere? I've googled stress management courses; however, the results have been so-so and I haven't recognised any of the companies providing train-the-trainer programmes, so I thought maybe you know of some you could recommend?

I am also anticipating some deep and thought-provoking questions from you which will reveal that this wouldn't necessarily be the right route to take at all and that the actual problem lies elsewhere... Which it probably does!

Many thanks for any recommendations you may have.


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Hilary Cooke

Submitted on 4 August, 2016 - 13:53

Hi Liisa,

My first reaction is that stress is a symptom - so what is the cause? It may be worth looking at tackling both. It's also, technically, a health and safety issue so commercially sound imperative to get it under control. 

For sure, some training on understanding stress, the nature, causes and effects of it would be of general benefit. Then if you are able to pass this on to other people, then even better. 

Dealing with it on a personal basis is part of the process, but understanding the nature and what the stressors are is vital. People can be massive stressors and simply not realise the impact on others - or not care.

Perhaps it's about a more holistic approach than just a single strand of "coping with stress"? Also perhaps extending this into a more general arena of well being - so it is building for positive resilience rather than a preventative approach. 

 Quite a while ago, I had a very lovely colleague who specialised in this area in a very thorough and integral way, whilst still having corporate experience and presence. He is both a trainer and consultant. I haven't been in touch with him for a while, so if this isn't the right contact then let me know and I will give you an alternative, but try him


I am sure that he would be helpful in pointing you in some useful directions and if he can't help you himself, he won't badger you for business for ever more either. Please give my love if you do contact him.  


Best wishes



Submitted on 11 October, 2016 - 15:03

Hi Hilary

A very belated Thank You for your response! I do appreciate you taking the time to write and think about my situation. No excuse, but I guess at the time I was expecting some further answers and was going to send a lazy group 'thank you', which meant I then forgot to do it altogether. Apologies for that!

As for the situation I mention above, it's kind of resolved itself. I definitely don't feel that stress in the air anymore. It may help that a couple of people have also left the business - it's funny sometimes how just one individual can create a whole atmosphere which wouldn't be there if they weren't. 

I've also learnt to have patience for baby steps (I normally go for leaps!) - so, little by little, one individual at a time, I've challenged behaviours I find are contributing towards the initial problem.

So, no massive success stories here, but we're all good - for now.

Thanks again for your suggestions. 

Best regards



Submitted on 12 October, 2016 - 11:47

Hi Lisa

I know you say the situation has resolved itself, but thought I would mention - I do think that for any organisation it's worth considering having a stress management policy as a strand of health and safety. The Health and Safety Executive's management standards in stress provide, I think, a very good framework. It is also relatively easy to structure training around it e.g1 awareness for managers looking at implications such as how the clarity of an individual's role and the degree of autonomy they have within that can affect stress e.g2 - more generic training for individuals looking at coping strategies including prevention and dealing with symptoms.




Submitted on 13 October, 2016 - 11:23

Hi Ann

Thanks for your message.

I ended up browsing the webpages for an hour and found so much useful material and tools - thanks for the heads-up!

Best regards

Hilary Cooke

Submitted on 13 October, 2016 - 13:02

Hi Liisa

Thank you for your response - it is always nice to know if a post has been helpful.

I am glad that you are making progress and I also agree with Ann about this. Stress is a health and safety issue and as such, should have various policies and checks and balances in place. Much easier to prevent it than to deal with it.

It is interesting that it seems to have eased with the departure of certain people - so I am left did those people get away with it? Who condoned or colluded with that behaviour? How did it go unchallenged? Why was it accepted? I ask these questions in a curious way, not in a judgmental sense, because therein may be some answers and pointers to prevent it in the future.

Organisations have every right and responsibility to mandate and manage behaviour, to expect people to enact their values and to define the desired behaviours, so it is great that you are challenging it when you experience it falling short. Are you on your own? How are you getting others involved in the challenge too? Is there a safe process for challenging upwards? Is there a clear set of boundaries or standards to support a challenge?

..and importantly, is the opposite happening? How is helpful and supportive behaviour being championed, recognised and rewarded? You might get further quicker by applying some reinforcement theory on this one too and amplifying the positives.

Hope it helps

Best wishes