To equip leaders with the understanding, tools, and emotional intelligence strategies needed to recognize and reduce anxiety in the workplace—fostering a culture of psychological safety, resilience, and engagement. Understand how anxiety is affecting today’s workforce and workplace culture Learn the connection between emotional intelligence and leadership that reduces stress Discover eye-opening facts about anxiety that reframe how we support employees Apply leadership techniques that foster calm, clarity, and psychological safety

Learning Objectives: • Define and grasp the importance of being a Recovery Friendly Leader • Understand the differences and similarities between non-problematic substance use, problematic substance use, and addiction • Recognize how substance use impacts the workplace • Gain insight into the concept of recovery and the different ways employees can choose to recover • Understand why employees in recovery are valuable to your team

• Define and grasp the importance of being a Recovery Friendly Leader • Recognize early warning signs of problematic substance use • Address performance and behavioral concerns with effective communication and recovery-supportive, actionable practices • Tailor recovery support to each employee’s unique needs while maintaining professional boundaries • Help employees feel comfortable talking about recovery-related issues within professional boundaries • Create an environment where employees in recovery feel valued and like they belong • Provide recovery-supportive resources & accommodations and help employees feel comfortable using them • Demonstrate the same values and behaviors expected of employees

Participants will: • Learn a simple definition of culture that can be operationalized • Understand where culture comes from and what is necessary to transform it over time • Identify their three most important personal priorities when it comes to optimizing culture • Take a deeper dive into trust, a skillset that supports their ability to contribute intentionally to culture

-Shift from "Best" to "Easy Choice": Stop trying to be the best employer (everyone claims that) and become the most obvious, compelling option for the right people. -Strategic Differentiation: Identify what truly makes your company unique and valuable beyond standard benefits (like ping-pong tables) to attract specific, high-quality candidates. -Growth Engine: Position talent acquisition (TA) as a revenue driver, focusing on growth and risk reduction, not just filling roles. Proactive Attraction: Build an employer brand that draws talent in before jobs even open, reducing reliance on job boards.

Training Objectives: 1. Help businesses be more inclusive towards hiring people with disabilities. 2. Help businesses learn how implementation of reasonable accommodations can help businesses obtain and retain valuable employees. 3. Explore real world experiences with experts from the business world.

- Use insights from nurses’ experiences to understand the impact of unmanaged peri-menopausal and menopausal symptoms on women and workplace outcomes. - Identify strategies and solutions to create menopause-inclusive workplaces across professions