Many people keep functioning and performing for a long time, even when the pressure has become too much.
I offer companies a regular arrangement with an external wellbeing therapist who is physically present in the workplace.
My main way of working is to come to your company on one fixed day each week — usually a full working day — when employees and leaders can book individual wellbeing sessions or, depending on the agreement we make, use open slots on a drop-in basis.
This makes support visible, easy to reach and easy to use — including before strain develops into serious stress or poor wellbeing.
Each session starts with whatever is weighing on the individual, and can cover both working life and personal circumstances that affect wellbeing and working life.
Nobody needs to be in crisis before it makes sense to talk to someone.
Support before the pressure becomes too much
Many employees don't react to the first signs that they're struggling.
They still come to work. They get their tasks done. They take responsibility. From the outside, everything may seem fine.
But sleep, energy, concentration, motivation, relationships or the ability to switch off may already be affected.
Wellbeing therapy makes it possible to pause earlier, understand what is happening and work with what is causing the strain.
Good prevention starts before the strain develops into sick leave.
A regular wellbeing day at your workplace
My main model is one fixed day a week, when I am physically present in your company and available to employees and leaders.
I am present at your workplace, but stand outside the usual management and HR relationship.
What can the sessions be about?
Stress, workload, relationships, boundaries, change, the pressures of leadership and personal circumstances that affect working life are some of the themes a session can start from.
I know working life from the inside
I don't just bring a therapeutic understanding of stress and wellbeing. I have many years of experience myself from a working life with responsibility, deadlines, complexity and high expectations.
I have worked at international companies, including in Regulatory Affairs within pharma and medical devices. So I know the everyday reality, and the complex demands, that many of the people I talk to work within.
The goal isn't necessarily to turn down the ambition. For many people, it's more about being able to stay ambitious and engaged without constantly paying for it with their own wellbeing.
What does the company get?
For the company, the arrangement is first and foremost about making professional support visible, accessible and possible to use early on.
Early support
Employees get a chance to respond to strain and poor wellbeing before problems necessarily become serious.
Easy access to support
Having a session should be simple — even when the employee has no diagnosis and isn't in an acute crisis.
An external person to talk to
Some things are easier to talk about with someone who isn't part of management or HR.
Support for employees and leaders
People with leadership responsibilities also need a place where they can be the one receiving support.
A visible commitment to wellbeing
A regular arrangement shows employees that wellbeing doesn't only become a theme once something has already gone wrong.
How we get started
A no-obligation conversation
We start with a conversation about your organisation, your culture and the needs you want to meet.
We find the right model
Together we agree on a setup — for example one fixed weekly wellbeing day — that fits your organisation's size, needs and practical circumstances.
Getting started
I start coming to you regularly, and employees and leaders can book sessions and, where agreed, use open drop-in slots.
Would you like to make support easier to reach before the pressure becomes too much?
If you're considering giving employees and leaders easy access to preventive wellbeing sessions right in the workplace, I'd be happy to have a no-obligation conversation about your needs and the options for a regular arrangement.
If you're an employee who thinks this could be relevant at your workplace, you're also welcome to share the page with HR, People & Culture or your manager.