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Great Minds

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Great Minds

Great Minds is a training provider of mental health awareness workshops in the workplace, including

05/02/2026

Happy .

Here's what most people will post today:

"Check in on a colleague."
"It's okay to not be okay."
"Start a conversation about mental health."

All true. All important.

But here's what nobody's saying:

Most managers already WANT to have these conversations. They just don't know HOW.

So today, I'm sharing something I've for many years, and share with managers who attend my training sessions.

It's called the S.A.F.E. Conversation Framework.

𝗦 — 𝗦𝗲𝘁 𝗨𝗽 𝘁𝗵𝗲 𝗘𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁
Prepare a safe, private space. Make sure you have time. Approach with empathy, not urgency.

𝗔 — 𝗔𝘀𝗸 𝗢𝗽𝗲𝗻 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀
Use "how" and "what" — Let them share at their own pace. Acknowledge their feelings before problem-solving.

𝗙 — 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗟𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴
Really listen. Reflect back what they've said. Be comfortable with silence. Put your phone away.

𝗘 — 𝗘𝗺𝗽𝗮𝘁𝗵𝗶𝘀𝗲 𝗮𝗻𝗱 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲
Show you understand how they feel. Ask what support would help. Signpost resources. Follow up later.

This isn't about having all the answers.

It's about knowing how to open a conversation in a way that builds trust — not panic.

One conversation won't fix a toxic culture.

But it can be the moment someone realises they're not alone.

And that changes everything.

I've put together a free downloadable guide with the full framework, example phrases, and conversation starters.

Just simply click the link below to access this free guide:
https://info.greatminds.training/conversationguide

04/02/2026

Here's what nobody tells managers about mental health conversations:

Awareness isn't the problem anymore.

Most managers know mental health matters. They've seen the campaigns. They've done the e-learning. They've read the emails from HR.

They're not ignoring it.

They're frozen.

A training participant told me recently:

"I've done three courses on this. I know all the theory. But when someone actually comes to me struggling, I don't know what to say. I just panic."

She's not alone. I hear versions of this constantly:

"What if I say the wrong thing?"
"What if I make it worse?"
"What if they get upset and I can't handle it?"

The gap between knowing mental health matters and knowing what to actually DO — that's where managers get stuck.

And that gap has consequences.

Employees who don't feel supported leave.
Or worse — they stay and suffer in silence.

Tomorrow is .

But let's be honest: one day of "let's talk about mental health" isn't enough.

What managers actually need is a framework. A structure. Something that tells them exactly how to start the conversation and what to say next.

That's what I'll be sharing tomorrow.

03/02/2026

A conversation I'll never forget.

Years ago, someone on my team wasn't okay. I could see it.

The missed deadlines. The shorter emails. The silence in meetings where she used to be quite vocal..

She was still there, but she wasn't really present

I knew something was wrong.

And I said nothing.

Not because I didn't care, I cared deeply.

But I didn't know what to say. I was terrified of making it worse. Of overstepping. Of getting it wrong.

So I convinced myself it wasn't my place.

Weeks later, she had to take time off work to manage her mental health. In her return-to-work meeting, she said she'd felt like no one had noticed she was struggling.

I noticed.

I just didn't act.

That moment stays with me. Not because I'm a bad person — but because I was an untrained one.

No one had ever taught me how to have that conversation. So when it mattered most, I froze.

Thursday is .

I'll be sharing the framework I wish I'd had back then — the one I now teach to managers across the UK.

Because noticing isn't enough. You need to know what to say next.

02/02/2026

February already.

A month ago, I wrote about the year I almost didn't survive. The panic attacks. The silence. The promise I made to myself.

That post changed things for me.

Not because it went viral (it didn't). But because some people reached out. Privately. Quietly. Saying "me too."

Everyday work people who'd never commented on anything I'd posted before.

That's when I realised something:

The posts that feel most uncomfortable to write are usually the ones people most need to read.

So February's going to be more of that.

More honesty about what actually works (and what doesn't) in workplace mental health.

More stories — mine and others'.

And more conversations about what it really takes to build a culture where people don't have to struggle in silence.

Thursday is . I'll be sharing something that I've used for many years that really helps me

If you're here for that, welcome.

Let's make this month count.

30/01/2026

February is packed!

💚LGBT+ History Month (1st-28th)
💚Race Equality Week (2nd-8th)
💚Time to Talk Day (5th)
💚Children's Mental Health Week (9th-15th)
💚Sexual Abuse & Sexual Violence Awareness Week (3rd-9th)
💚Random Acts of Kindness Day (17th)
💚World Day of Social Justice (20th)
💚Eating Disorders Awareness Week (24th Feb - 2nd Mar)

Here's what I'm noticing though:

Most organisations treat these months as calendar alerts. Post a notice. Run an event. Move on.

But real wellbeing doesn't work that way. These moments matter most when they're part of a continuous plan—not isolated initiatives sprinkled throughout the year.

That's why I built My Wellbeing Calendar 2026—to help you plan, track, and embed wellbeing moments throughout 2026. Not as compliance boxes. As intentional, connected touchpoints that actually build culture.

https://info.greatminds.training/wellbeingcalendar2026

Download it. Map out your year. Then actually use it.

The difference between surviving February and building lasting change is what happens before, during, and after.

n.b it sends monthly reminders so you don't have to remember!

29/01/2026

I'm looking for the right partners.

The B.R.I.D.G.E is the most complete expression of everything I've learned over 10+ years working in workplace mental health.

It's a 12-week implementation programme that takes organisations from scattered wellbeing initiatives to a genuine, embedded culture of mental health support.

But here's the thing:

The integrated system is new. It hasn't been delivered yet.

That's why I'm running a pilot.

What I'm looking for:

Organisations with 50-500 employees
HR or L&D leaders who want genuine partnership
Willingness to give honest feedback throughout
Openness to being a case study (anonymously if preferred)

What pilot partners get:

The full 12-week programme
Significantly reduced investment
Direct access to me throughout
Input into shaping the final version

If this sounds interesting, the Scorecard in the comments is a good starting point.

Or just send me a message. No pitch. Just conversation.

28/01/2026

I find this hard.

Putting myself out there. Posting consistently. Talking about what I do.

There's a voice that says: "Who wants to hear from you every day?"

And another that says: "This is self-promotion. It's cringey."

But here's what I've come to realise

If I don't talk about this work, the people who need it won't find it.

The HR leader drowning in reactive crisis management won't know there's another way.

The L&D professional fighting for budget won't have evidence to support their case.

The manager struggling in silence won't know support exists.

So I keep posting. Even when it feels uncomfortable.

Not because I love the spotlight - (in fact this is well outside my comfort zone)

But because staying quiet helps no one.

If anything I share is useful to you — whether you ever work with me or not — then it's worth the discomfort.

27/01/2026

A delegate once said something that stuck with me:

"This wasn't just another training session I'll forget by next week. I can actually see myself using this on tomorrow morning."

That's always the goal.

Because here's the truth about most workplace training:

It's designed to be delivered, not to be remembered.

People leave the room feeling good. Then nothing changes.

That's why everything I design is built for the real world:

Practical tools, not just theory
Scenarios that reflect actual situations managers face
Follow-up support so skills get embedded, not forgotten
Measurement that shows what's actually changing

The session is just the start. What happens after is what matters.

26/01/2026

Not every approach works for every organisation.

Here's how to know if the kind of work I do might suit yours:

It's probably a good fit if:

You're tired of one-off training that doesn't stick
You want managers equipped, not just "aware"
You're looking for a partner, not just a supplier
You value honesty over polished sales pitches
You're willing to take an honest look at where the gaps are

It might not be right if:

You need a quick fix for a compliance deadline
You want someone to just tick a box
Leadership isn't willing to engage with the process
You're looking for the cheapest option

Neither of these is a judgement. Just clarity.

The best results come when there's genuine alignment from the start.

25/01/2026

To the HR leaders and L&D professionals reading this:

As you approach the end of the (hopefully restful) weekend

I see you.

I see the conversations you have that no one knows about.
The manager you talked off a ledge on a Friday afternoon.
The policy you rewrote three times to get leadership buy-in.
The employee you quietly supported through something no one else noticed.

I see the emotional labour that never makes it into your job description.
The budget battles. The skepticism from above. The pressure from below.

I see you trying to build something meaningful in systems that weren't designed for it.

Your work matters more than you probably hear.

And even when it feels like no one notices — I want you to know:

Someone does.

I don't work in HR, although I work alongside some great people who are.

Thank you for doing the hard, invisible work.

Here's to a productive week ahead!

24/01/2026

I still get imposter syndrome.

Even after 10 years of doing this work.
Even after training over 20,000 people.
Even with the qualifications and the testimonials.

There's still a voice that says:

"Who are you to talk about this?"
"What if they find out you're making it up as you go?"
"What if you're not as good as they think?"

I used to think that voice would go away once I'd "made it."

It doesn't.

What changes is your relationship with it.

Now I hear that voice and think: "Ah, there you are again. Thanks for your concern. I'm going to do it anyway."

If you're waiting until you feel confident to put yourself out there — you might be waiting forever.

Confidence doesn't come before action.

It comes from action.

23/01/2026

Someone once told me after a session:

"I was dreading this. I thought it would be preachy and make me feel guilty. Instead, it was practical and human. I actually want to use what I learned."

That feedback meant more to me than almost any other.

Because here's what I believe:

Shaming people doesn't create change. Understanding does.

Most managers aren't ignoring mental health because they don't care.

They're overwhelmed. They're unsure what to say. They're afraid of making things worse.

My job isn't to lecture them about why mental health matters.

My job is to give them the confidence and skills to actually do something about it.

No guilt. No preaching. Just practical tools they'll actually use.

That's the only kind of training I'm interested in delivering.

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London

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Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm

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http://www.greatminds.training/

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