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Courses of Stress

Our Stress Management Training can be individually customised

By Amanda Furness | 28 May 2015

In Equilibrium can provide customised courses, this short article highlights one of the most popularly requested for Stress Management training. It is for managers, supervisors and/or team leaders and combines learning about how to deal with stress individually with how to manage it in their teams

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6 Loudspeakers on a pole

Stress Management Training – Testimonials

By Jan Lawrence | 08 November 2013

This page links you to testimonials from clients who have run our Stress Management Training.

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Stress Management Training - Dictionary definition of stress

Managing Stress at Work – Early identification

By Jan Lawrence | 07 December 2011

  Early identification of stress and increased vulnerability One of the difficulties with stress is that people experience stress in different ways.  This contributes to stress manifesting itself in different ways also.  So it would be wrong to over-generalise when giving advice on how to identify stress and increased vulnerability in others.  However, what we…

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In Equilibrium delegate

Stress Management Training

By Jan Lawrence | 26 May 2011

No-one could deny that the last couple of years have brought challenges to people’s lives both professionally and personally.  At In Equilibrium we continually review our Stress Management Training courses to ensure they take account of current legislation and are based on common sense management principles. We can also, of course, tailor the content for…

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Business people at meeting

Stress: Background Notes

By Jan Lawrence | 01 October 2010

These notes provide background information for those attending In Equilibrium training courses related to stress management. Please feel free to print them off so you can refer to them at your leisure.

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Dame Carol Black

The Business Case for Investing in Health

By Jan Lawrence | 12 June 2008

Article by Alastair Taylor, Director, In-Equilibrium, 2008

This article challenges the recommendations regarding how to appraise expenditure on health and wellness programmes and proposes an alternative strategy HR Directors could consider to convince a sceptical Board to invest in their most important asset: people.

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