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Full Day | Max. 14 Participants
Workshop Outcomes
- Understand what constitutes a mental health disclosure or mental health related event at work
- Recognise disclosures as a foreseeable psychosocial risk interaction, not a personal or clinical failure
- Identify when disclosures commonly arise (planned and unplanned moments)
- Respond in ways that reduce psychosocial risk exposure for employees and leaders
- Use clear, practical language — what to say and what not to say
- Maintain appropriate boundaries, confidentiality and role clarity
- Avoid paralysis, minimisation or over-responsibility
- Activate appropriate support and escalation pathways early and safely
Topics Covered
- What a mental health disclosure is — and what it is not
- How stress and fear affect disclosure and behaviour
- Common disclosure moments: Check-ins and 1:1s, unplanned conversations, performance, absenteeism or conduct discussions
- Disclosure as a psychosocial risk signal
- Practical language frameworks that reduce harm and uncertainty
- What increases risk: Over-promising, avoidance, trying to “fix”
- Boundaries, documentation and expectations
- Leader discomfort, emotional reactions and cumulative exposure
- Early intervention and referral as risk controls
Location
- Willing to work remote
- Willing to work interstate
- Willing to work internationally
How can this workshop be delivered?
- Face to face
Overview
Mental health disclosures at work are rarely planned. They often surface during performance conversations, routine check-ins or moments when someone has been holding it together for too long.
From a WHS perspective, poorly managed disclosures represent a foreseeable psychosocial risk — increasing the likelihood of harm to employees, leaders and organisations. This workshop supports leaders to respond in ways that reduce risk rather than escalating it through avoidance, over-responsibility or silence.
Aligned with the principles of ISO 45003, this workshop focuses on safe systems of work, role clarity and early intervention — not clinical diagnosis or treatment. Leaders learn what to say, what not to say, how to manage their own reactions and how to activate support pathways confidently.
The outcome is calmer conversations, clearer decisions, reduced psychosocial risk and stronger psychological safety.
Full-day includes advanced scenarios, simulations, emotional containment and implementation planning.
Workshop Outcomes
- Understand what constitutes a mental health disclosure or mental health related event at work
- Recognise disclosures as a foreseeable psychosocial risk interaction, not a personal or clinical failure
- Identify when disclosures commonly arise (planned and unplanned moments)
- Respond in ways that reduce psychosocial risk exposure for employees and leaders
- Use clear, practical language — what to say and what not to say
- Maintain appropriate boundaries, confidentiality and role clarity
- Avoid paralysis, minimisation or over-responsibility
- Activate appropriate support and escalation pathways early and safely
Topics Covered
- What a mental health disclosure is — and what it is not
- How stress and fear affect disclosure and behaviour
- Common disclosure moments: Check-ins and 1:1s, unplanned conversations, performance, absenteeism or conduct discussions
- Disclosure as a psychosocial risk signal
- Practical language frameworks that reduce harm and uncertainty
- What increases risk: Over-promising, avoidance, trying to “fix”
- Boundaries, documentation and expectations
- Leader discomfort, emotional reactions and cumulative exposure
- Early intervention and referral as risk controls
Who is this workshop for
This workshop is designed for leaders who have direct responsibility for people and are likely to be the first point of contact when mental health concerns are disclosed at work.
It is particularly suited to:
- Executives and senior leaders
- People leaders and line managers
- Frontline supervisors and team leaders
- Leaders managing performance, attendance or conduct issues
- Leaders working in high-pressure, change-heavy or emotionally demanding environments
The training is especially valuable for leaders who:
- Feel unsure about what to say or do when mental health issues are raised
- Worry about getting it wrong, saying too much or not enough
- Want to support their people without becoming the therapist
- Are navigating disclosures alongside performance expectations
- Are exposed to repeated or emotionally heavy conversations
No clinical knowledge is required. The focus is on safe, practical leadership responses aligned with WHS responsibilities.
Handouts/materials provided
- Leader conversation scripts and language guides
- Disclosure response decision tools
- Boundary and escalation flowcharts
- Self-reflection and self-care tools
- Practical workplace scenarios
What to bring
- An open, reflective mindset
- Willingness to engage in discussion and applied exercises
- A notebook or device for personal notes (optional)
This workshop includes sensitive scenarios. Participants are encouraged to take care of themselves and step out if needed.
Facilitator
About the facilitator
Tenneile Manenti is a Registered Psychologist with over 20 years’ experience across clinical, forensic, organisational and senior leadership roles. She has worked extensively in high-risk, high-pressure environments, supporting individuals, leaders and organisations to strengthen psychological safety, mental health, wellbeing and performance.
Her background spans criminal and juvenile justice settings, organisational psychology, consulting and executive leadership within emergency services. Tenneile brings deep expertise in psychosocial risk management, trauma-informed systems, workplace culture and the impact of leadership behaviours on safety and wellbeing. Her work is informed by postgraduate research into Corporate Psychopathy and Dark Triad behaviours and extensive experience designing and implementing large-scale mental health and safety initiatives.
Examples of Tenneile’s experience include:
- Designing and establishing the first in-house psychological services within a large emergency services organisation, including operating models, clinical governance, referral pathways and critical incident response frameworks
- Leading the development and implementation of an integrated mental health and wellbeing strategy for a complex, volunteer-based workforce operating in high-risk environments
- Designing and delivering psychosocial risk assessment frameworks, policies, and controls for large organisations prior to legislative requirements, supporting improved compliance, safety outcomes and organisational capability
- Designing and implementing psychosocial risk management training for a national security client, building leadership and workforce capability to identify, assess and control psychosocial hazards
- Developing and delivering a targeted workplace intervention for a national security organisation to address psychosocial hazards including role overload, poor role clarity, lack of leadership support, low psychological safety, limited autonomy and reduced role control
- Developing and implementing a leadership development series for a large national intelligence organisation focused on mental health literacy, navigating mental health disclosures, reducing stigma, strengthening psychological safety and aligning leadership behaviour with organisational purpose and values
- Leading joint-agency initiatives across multiple emergency service organisations to improve coordination, safety governance and workforce wellbeing
- Designing and delivering leadership, safety culture and psychological safety programs for large workforces (250+), integrating neuroscience, performance psychology, communication and human factors
- Leading a global facilitation team to modernise a flagship leadership and safety culture program, including the development of a premium train-the-trainer model delivered across multiple countries
- Supporting leaders and teams through organisational change, critical incidents, trauma exposure and complex workforce environments while maintaining safety and operational performance
Tenneile is passionate about helping individuals and organisations create safer, healthier and more human workplaces. Her approach is evidence-based, practical and grounded in lived experience, with a strong focus on psychological safety, leadership capability and sustainable performance.
Qualifications, Registrations and Memberships:
- Registered Psychologist – Psychology Board of Australia (AHPRA)
- Bachelor of Behavioural Science (Psychology)
- Bachelor of Criminology and Criminal Justice
- Bachelor of Psychology (Honours)
- Master of Organisational Psychology
- Certificate in Project Management (Agile)
- Member, Australian Association of Psychologists
Key Expertise
- Psychosocial Risk
- Organisational Culture
- Cumulative Trauma and Risk
- Workplace Mental Health
- Leadership Development
Industry Focus
- Government
- Local Council
- Emergency Services
- First Responders, Health and Hospitals
- Mining and Energy
Based in:
About the facilitator
Tenneile Manenti is a Registered Psychologist with over 20 years’ experience across clinical, forensic, organisational and senior leadership roles. She has worked extensively in high-risk, high-pressure environments, supporting individuals, leaders and organisations to strengthen psychological safety, mental health, wellbeing and performance.
Her background spans criminal and juvenile justice settings, organisational psychology, consulting and executive leadership within emergency services. Tenneile brings deep expertise in psychosocial risk management, trauma-informed systems, workplace culture and the impact of leadership behaviours on safety and wellbeing. Her work is informed by postgraduate research into Corporate Psychopathy and Dark Triad behaviours and extensive experience designing and implementing large-scale mental health and safety initiatives.
Examples of Tenneile’s experience include:
- Designing and establishing the first in-house psychological services within a large emergency services organisation, including operating models, clinical governance, referral pathways and critical incident response frameworks
- Leading the development and implementation of an integrated mental health and wellbeing strategy for a complex, volunteer-based workforce operating in high-risk environments
- Designing and delivering psychosocial risk assessment frameworks, policies, and controls for large organisations prior to legislative requirements, supporting improved compliance, safety outcomes and organisational capability
- Designing and implementing psychosocial risk management training for a national security client, building leadership and workforce capability to identify, assess and control psychosocial hazards
- Developing and delivering a targeted workplace intervention for a national security organisation to address psychosocial hazards including role overload, poor role clarity, lack of leadership support, low psychological safety, limited autonomy and reduced role control
- Developing and implementing a leadership development series for a large national intelligence organisation focused on mental health literacy, navigating mental health disclosures, reducing stigma, strengthening psychological safety and aligning leadership behaviour with organisational purpose and values
- Leading joint-agency initiatives across multiple emergency service organisations to improve coordination, safety governance and workforce wellbeing
- Designing and delivering leadership, safety culture and psychological safety programs for large workforces (250+), integrating neuroscience, performance psychology, communication and human factors
- Leading a global facilitation team to modernise a flagship leadership and safety culture program, including the development of a premium train-the-trainer model delivered across multiple countries
- Supporting leaders and teams through organisational change, critical incidents, trauma exposure and complex workforce environments while maintaining safety and operational performance
Tenneile is passionate about helping individuals and organisations create safer, healthier and more human workplaces. Her approach is evidence-based, practical and grounded in lived experience, with a strong focus on psychological safety, leadership capability and sustainable performance.
Qualifications, Registrations and Memberships:
- Registered Psychologist – Psychology Board of Australia (AHPRA)
- Bachelor of Behavioural Science (Psychology)
- Bachelor of Criminology and Criminal Justice
- Bachelor of Psychology (Honours)
- Master of Organisational Psychology
- Certificate in Project Management (Agile)
- Member, Australian Association of Psychologists
Key Expertise
- Psychosocial Risk
- Organisational Culture
- Cumulative Trauma and Risk
- Workplace Mental Health
- Leadership Development
Industry Focus
- Government
- Local Council
- Emergency Services
- First Responders, Health and Hospitals
- Mining and Energy
Based in:
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