Last updated 10 November 2026
Agree before any talk what it should lead to and who will follow up. Then get each team to try one change, and report back on what changed.
Talks and workshops are often the easiest thing to get approved. Talks and events build awareness, which is a good start. But awareness on its own won’t change the work that is causing the stress. The next step is to move from awareness to action.
What to do
- Before the talk, agree what it should lead to Agree it with the leader sponsoring the talk, and agree who will be responsible for the follow-up.
- At the end, get each team to pick one thing to try over the next month. Also ask them what they need leaders to fix.
- After a month, report back Share with staff what each team tried and what leaders did about it.
- Train managers as well as staff Managers decide who does what, how people are recognised and how changes are explained to their teams, so they have the biggest say in whether anything improves.
Watch out for
- If staff raise issues and nothing happens, they are less likely to speak up at the next session.
- You won’t see change in attendance numbers or event photos. Check what has changed in how work is done.
- Well-being does not mean lowering standards. Clear goals and fair treatment are good for performance as well as well-being.
Good to know
Our BIG Impact Challenge is built for this step. It’s a 4-hour session. Each team picks the stressors that matter most to them, agrees a simple team habit for each one and commits to practise it for 66 days.
Discover more
Kaleidoscope Labs manages the Network and provides some of these courses and workshops for a fee.
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