Let’s connect PEOLLC · Workplace Wellness & Coaching
Workplace Wellness & Trauma-Informed Leadership Partnership
Connect staff feedback, practical learning, supportive supervision, and measurable follow-through in one organizational partnership.
Build capacity. Put learning into practice.
Designed for helping-profession teams, educational settings, community organizations, and employers seeking clearer communication, more supportive leadership, and sustainable work practices.
Led by Dr. Veronica Y. Griffin, Ph.D., MSW, LCSW, LICSW, LCSW-C, CCTP, the program combines facilitated learning with a structured process for identifying needs, assigning actions, and reviewing progress.
Choose your starting point
Starting prices are per organization in USD for the defined virtual scope. A written proposal confirms your audience, delivery dates, fees, and payment schedule.
01 / 2-3 weeks
Organizations that need a clear starting point before selecting training.
Staff pulse invitations: up to 25 employees
Prioritized readiness report and 90-day action roadmap.
02 / 6 weeks
Teams ready to establish shared language and begin practical changes.
Staff pulse invitations: up to 50 employees
Findings brief, training evaluation summary, and action plan.
03 / 90 days
Organizations seeking structured implementation and follow-through.
Staff pulse invitations: up to 100 employees
Baseline findings, 30/60-day progress briefs, and a day-90 evaluation report.
04 / 6 months
Organizations building a longer-term learning and implementation partnership.
Staff pulse invitations: up to 200 employees
Two quarterly evaluation reports and a sustainability roadmap.
Workshop pricing covers one cohort of up to 30 participants. Leadership coaching covers one leader group of up to 10 participants, unless otherwise agreed. Survey invitation limits are separate from workshop seats. Additional cohorts, sites, on-site travel, expanded measures, and new data collection are quoted separately.
Services are organizational education and consulting. They do not include psychotherapy, employee diagnosis, or organizational certification. CE credit is available only where separately confirmed for a specific training.
| Additional service | Starting fee |
|---|---|
| Additional 90-minute workshop using existing content | $1,500 |
| Repeat 90-minute workshop for an additional cohort | $1,000 |
| Additional 60-minute leadership coaching session | $300 |
| Additional evaluation report using agreed existing data | $2,000 |
Practical learning content
Each standard module includes focused learning, guided practice, a realistic workplace scenario, and an action to try before the next session.
Recognize how workplace experiences influence participation; distinguish supportive leadership from clinical treatment.
Map one routine workplace interaction and redesign it to increase clarity, choice, and respect.
Take-away: A team safety and communication agreement.
Identify demands and resource gaps; separate individual coping actions from organizational responsibilities.
Complete a workload-and-recovery map and prioritize one feasible system change.
Take-away: A workload action and escalation plan.
Practice transparent decisions, active listening, feedback, and responding to concerns.
Use a scenario to rehearse acknowledging a concern, explaining next steps, and following up.
Take-away: A difficult-conversation and feedback planner.
Recognize work-exposure concerns without diagnosing staff; establish supportive supervision and referral boundaries.
Design a supervision check-in and review routes for accessing support.
Take-away: A supervision and support protocol outline.
Clarify roles and expectations; use choice and fair processes during disagreement.
Practice a structured conflict conversation and agree on observable next steps.
Take-away: A team working agreement and follow-up checklist.
Connect learning to policies, behaviors, resources, and measurable actions.
Review the dashboard and build a 30/60/90-day improvement plan.
Take-away: A leadership-owned sustainability roadmap.
Discovery includes no staff workshop. Foundation combines introductory content from modules 1 and 2 in one two-hour workshop. Lead & Implement includes three selected workshops; Sustain covers all six modules. The final curriculum is agreed at kickoff.
Understand the starting point
The toolkit includes original PEOLLC program-improvement tools. These are not psychometrically validated scales and do not provide clinical diagnoses or certification scores.
Voluntary feedback across voice and trust, workload and recovery, supervision and support, and choice and collaboration. Repeat at agreed milestones.
Responses use a 1–5 agreement scale, with N/A and skipped items excluded. Report item means and favorable percentages only when reporting rules are met.
An evidence review of governance, voice and trust, work design, supervision, and measurement practices.
Use 0–3 implementation anchors and record supporting evidence. Results guide priorities; they are not compliance or accreditation ratings.
A coaching rubric for observable behaviors such as listening, explaining choices, discussing workload, and agreeing on follow-up.
Use 1–4 observation anchors and exclude items with no opportunity to observe. Compare like-for-like practice conditions.
The default staff-group reporting rule is at least 10 valid responses for each reported item or subgroup. Smaller results are withheld, and identifying combinations are reviewed. This threshold is a precaution, not a guarantee of anonymity. The collection method, access permissions, and retention period are agreed before launch.
These tools focus on work practices. They do not request diagnoses, trauma histories, or treatment details. Individual responses are not used for employment or clinical decisions.
NIOSH Worker Well-Being Questionnaire, Version 2 ↗ provides a broader worker well-being assessment. Use the current official instrument and administration instructions.
ProQOL 5 ↗ may be considered for helping-profession teams. Use its official permissions and scoring guidance. Its scores are separate from the PEOLLC pulse.
Evaluate what was learned and done
| Tool | What it answers | When to use it |
|---|---|---|
| Eight-question knowledge check | Can participants apply the core principles to realistic scenarios? | Before and after selected workshops |
| Five-item workshop evaluation | Was the learning clear, relevant, participatory, and usable? | Immediately after each workshop |
| Leadership observation rubric | Are agreed behaviors demonstrated in practice? | Baseline and follow-up coaching |
| 30/60/90-day dashboard | What changed in participation, learning, feedback, and implementation? | Scheduled implementation reviews |
| Action tracker & executive report | Who owns each action, what is due, and what evidence shows completion? | Each review and closeout |
Includes package details, curriculum, printable forms, scoring instructions, a facilitator answer key, a dashboard template, and an action tracker.
Compare group results with their response counts and organizational context. Before-and-after changes alone do not establish causation. Local targets are agreed during planning and are not clinical cutoffs or guaranteed outcomes.
From insight to follow-through
Adapt the schedule to six weeks or six months according to your selected package.
Confirm scope, sponsor, audience, data arrangements, and measures.
Review practices and collect voluntary staff feedback.
Deliver workshops and coaching; assign practical actions.
Assess reportable findings, address barriers, and set the next priorities.
Start with a conversation
Tell us your employee population, workshop audience, priorities, preferred timing, and delivery format. We will discuss fit and prepare a written scope.
Request an organizational proposal ↗The program draws on organizational trauma-informed principles and an assessment-to-evaluation approach. The package design, prices, and original tools are PEOLLC offerings.
SAMHSA implementation guide ↗CDC workplace health program model ↗Explore MindShift Research Group ↗