Burnout is now the UK's biggest workplace risk.
mindAbility delivers CPD-accredited workplace wellbeing and burnout training combining psychosocial education, DISC profiling and The Five Behaviours of a Cohesive Team®, led by a CNHC-registered clinical hypnotherapist, for UK SMEs in Solihull, Birmingham and online nationwide.
Want a thriving business? Want to cut your recruitment costs?
Want to keep your best people instead of losing them to a competitor down the road?
Want to see a genuine return on what you invest in your team?
If you just said yes, keep reading — you’ve found your person.
If you’re ready for a consultant who becomes an integral part of your team, delivering CPD-accredited training that tackles burnout at the root, driven by what your staff actually need, and a healthy cohesive work culture that builds real growth, it’s time we spoke.
The mindAbility reality check
- 91% of UK adults reported high or extreme stress in the last year (Mental Health UK, Burnout Report 2026).
- Average sickness absence has hit 9.4 days per employee a year, the highest in over 15 years.
- 964,000 workers were signed off with work-related stress, depression or anxiety in 2024/25 increasing 24% year on year, the highest figure HSE has ever recorded.
- Employers see £4.70 back for every £1 spent on proactive mental health support (Deloitte, 2024)
- 63% of employees now show at least one burnout characteristic, this is up from 51% in 2021.
- One in six women has considered leaving her job due to a lack of menopause support, a further 6% already have (CIPD, 2023).
mindAbility delivers CPD-accredited, clinician-led workplace wellbeing and burnout programmes for UK micro and SME businesses, either in person across Solihull and Birmingham or online nationwide.
I’m your lead facilitator: a CPD-accredited trainer and CNHC/NCH-registered Clinical Hypnotherapist with a specialism in workplace mental health. I bring together psychosocial education, DISC personality assessment and The Five Behaviours of a Cohesive Team® to get underneath what’s actually driving the stress and conflict in a team, rather than papering over it. And I measure whether it worked — programmes I’ve delivered show a 52% average rise in staff confidence and happiness, tracked, not assumed.
Why work with me?
Seventeen years in Probation, Senior Management, taught me exactly what happens when good people get run into the ground by systems that call it “resilience building” when really it’s just asking more of less. I’ve sat in the review meeting where someone’s sickness absence got flagged as a performance issue.
I’ve been the “fine” one myself. The one who looked like she had it together right up until she very much didn’t.
I didn’t just live through burnout. I retrained because of it.
CNHC and NCH-registered, CPD-accredited to deliver this professionally because once I’d been on the inside of that system, I wasn’t interested in going back to work that didn’t actually fix anything. I measure whether it worked, because I’ve watched enough box-ticking exercises get called “support” to know the difference matters more than the certificate on the wall.
Who I work with
I’m not for everyone, and I’d rather tell you that now than waste your time. I work with business owners and leaders who want a relationship, not a transaction. Who see their team as an asset worth investing in, not a line on a spreadsheet to manage down. If you’re after a tick-box exercise to wave at an insurer or tell HR you “did something” about wellbeing this year, I’m not your woman. I’ll say so on the first call rather than take your money and let you find out later.
Working with me means:
● Genuinely taking the time to understand what’s driving the stress and conflict in your team, not just make it quieter
● See investing in staff as investing in the business, not a cost to be minimised
● Willing to look at own culture and leadership, not just send the “problem” employee to occupational health.
● Want an ongoing relationship, recognising wellbeing is an ongoing service and not a one-off session they can tick off a list
If that’s you, let’s talk. If you want a quick fix and a certificate to file away, I’ll save us both the time.
Are you meeting your legal duty on stress at work?
Under HSE’s Management Standards for work-related stress, UK employers have a legal duty to assess and manage the risk of stress-related ill health the same way they’d assess any other workplace hazard. Its not a nice to-have, an actual duty under the Health and Safety at Work Act. Most SME owners know this exists in theory and have never run the assessment in practice, which is exactly the gap that turns into a tribunal case later.
To be straight with you: my programmes aren’t a substitute for your formal HSE risk assessment that’s a compliance process, and I won’t pretend otherwise. What I do is the practical, human side of what happens once you’ve identified the risk: giving your managers and team the actual skills to reduce it, rather than a policy document sitting in a drawer nobody’s read.
The research consistently demonstrates that wellbeing is a business strategy and a investment. My Workplace Wellbeing and Burnout programmes have been designed to create an impact as well as demonstrate a return on investment.
Related reading: 1-1 stress and burnout support blog.
I also help businesses to hold difficult conversations around diversity and equity.
The blind spot most SMEs miss: Menopause
Here’s what nobody puts in the burnout stats: a huge chunk of the senior women you’re trying to retain are managing menopause symptoms on top of everything else, and most workplaces have no idea it’s happening because nobody’s telling them. I see it constantly in Gen X and South Asian women especially the cultural expectation to just cope, quietly, on top of a demanding job and a household running through you.
That’s not resilience. That’s a retention risk hiding in plain sight. And it’s rarely just menopause on its own, it usually arrives stacked on top of the same burnout and conflict pressures this programme already addresses, which is why my menopause-specific work exists as part of the same conversation, not a separate one.
Over a quarter of women (27%) say menopause has had a negative impact on their career progression — an estimated 1.2 million people. 17% have considered leaving their job over a lack of menopause support, and 6% already have (CIPD, Menopause in the Workplace, 2023). If you’re an SME and you lose an experienced manager over something this preventable, that’s not bad luck that’s a gap in your culture nobody flagged until it was too late.
That’s not bad luck, that’s a gap nobody flagged until it was too late. And it’s rarely just menopause on its own, it usually arrives stacked on top of the same burnout and conflict pressures this programme already addresses, which is why my menopause-specific work exists as part of the same conversation, not a separate one. Worth knowing too, if you’re under 250 staff, you’re not caught by the new Menopause Action Plan requirement coming in from 2027, but the existing duty to make reasonable adjustments under the Equality Act 2010 already applies to you now, regardless of size. Waiting for the legislation to force your hand isn’t really a strategy.
This is exactly where the work I do sits: nervous system regulation for brain fog, sleep disruption and anxiety spikes, a DISC framework so managers can have the conversation without it feeling like a compliance tick-box, and a culture where senior women don’t have to perform composure they don’t feel and feel safe to speak about workplace stress and burnout.
Not a separate add-on built into the same programme as the burnout and conflict work, because for a lot of women, it’s the same problem wearing a third mask.
“Asha has been supporting our menopause health and wellbeing initiative for over a year now. The feedback from our service users after her expert talks on Breath Work for Menopause have been immensely positive. Asha’s in-depth physiological and psychological understanding of how menopause impacts people, her ability to communicate with empathy how breath work impacts the female hormonal system, and her personal experience of menopause all fit in beautifully with our approach. We have expanded our community work with Asha to include corporate sessions and wellbeing in menopause conferences as a guest speaker.”
Aline Boblin, Founder and CEO, Menopause Knowledge CIC
MindAbility Workplace Wellbeing and Burnout Programme & Services
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Burnout Reset Series
Pillars of Wellness
- Four 2.5-hour sessions or a single 1-day event
- Builds the physiological skills to downregulate stress not another talk about what burnout is
- Delivered in-person in Solihull and Birmingham, or online nationwide
- Evidenced-based and CPD-accredited psychoeducation
Read our guide: The 5 Stages of Burnout And What To Do About It
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Burnout Reset Series
Burnout to Balance: Elite DISC Programme
- DISC personality assessment plus The Five Behaviours of a Cohesive Team®
- Gives teams a practical framework to resolve team conflict, not just name it
- Delivered across a quarter so the change actually sticks.
- Activities in-between sessions to embed trust
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Burnout Reset Series
Resilience & Burnout Training
- Three hours, in-house or online.
- For teams that need something now, not a quarter-long commitment
- Practical tools staff can use that same afternoon
- No pre-requisite — works as a standalone session or a lead-in to the 90-Day Programme
📖 Read our guides: Learn about The 5 Stages of Burnout or how to manage your Stress Bucket.
Looking for deeper support? Head to the 1-to-1 Burnout Recovery Hypnotherapy in Solihull.
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Burnout Reset Series
Online Wellbeing Portal
- Bulk-user access for your whole team
- Ongoing support between live sessions
- Built for nationwide and remote teams by design
- Keeps the work alive after the training day ends, instead of fading in a week
Read our guide on the value of Corporate Wellbeing: Burnout and its real impact on public protection
To date, 100% of delegates reported that the courses had made a difference in managing their mental health. These comments have been extracted from a recent survey completed by participants:
“The services were excellent and allowed me to take time out of my day. I enjoyed the relaxation at the end of the session before starting my day of work.”
“I feel the workshops were brilliant; thank you for your time :).”
“They were easy to understand and delivered in a flexible and approachable manner.”
“I liked the guided meditation at the end. I liked the practical parts, like writing thoughts down when guided to do so and small group discussions. I liked thinking about ‘sparkly moments.”
“Very informative and interesting. I will be creating habits and prioritising my health and well-being. Also, practising remembering positives when I am feeling overwhelmed or sad.”
Unlike most facilitators, I am a Practising Clinical Therapist. Therefore, there is a requirement that I continue to engage in continuous professional development, ensuring my clients receive the best possible service.
Companies who we have helped and supported their teams:
Here are a few of our client reviews. We are immensely proud of the results our clients achieve. If you would like to know more about how we can help please book a Discovery Call.
Stuarts Review
I participated in a bundle of hypnotherapy sessions with Asha, and I honestly can’t put into words how much it has helped me. My patience, stress levels, and the way my brain processes things have improved massively. Over the years, I’ve tried other forms of therapy including CBT, person-centred therapy, and hypnotherapy for different reasons. What really sets Asha apart is her positive approach and the way she educates you on how your brain works, how thoughts and feelings are formed, and why your mind functions the way it does. Having those valid reasons for “why” was genuinely fascinating and made everything feel far more understandable and manageable. She also provides practical mechanisms to help recognise these thoughts and empower you to self-regulate, along with recommending helpful self-development resources such as podcasts, audiobooks, and books to support you on your journey outside of the sessions. Asha is also exceptionally personable. I felt comfortable with her straight away. She’s non-judgemental, patient, and consistently professional throughout. That combination made it easy to open up and fully engage in the process. The impact has been huge. I’m sleeping better, my relationships with loved ones have improved, and I feel far more resilient when things don’t go to plan. I genuinely feel calmer and more in control than I have in years. I will also continue to have the occasional follow-up session in the future to help maintain this progress. While money can sometimes feel like a reason not to invest in something like this, it’s no different to paying for a gym membership, personal training, physiotherapy, or any other investment in physical wellbeing. Investing in yourself and your mental health is worth every single penny. I cannot recommend Asha and mindAbility highly enough, she has truly helped change my life over the past few months. Thank you Asha.
Stuart
Ready to bring workplace wellbeing and burnout training into your business?
Frequently Asked Questions.
I don't think it's burnout, I think my team's just not getting along. How do I tell the difference?
Rarely a clean split, and that’s the point most managers miss.
When people are burnt out, their default communication style hardens: the naturally direct person gets blunt to the point of rude, the naturally quiet person goes silent and resentful, and small disagreements turn into standoffs nobody wants to defuse first. What looks like a personality clash is often two exhausted nervous systems talking past each other, and it’s a distinction HSE’s own Management Standards treat as a workplace hazard in its own right, not a soft-skills problem to leave to line managers to sort out informally.
I’ve worked with teams navigating exactly this. Friction that was quietly costing productivity and goodwill, which everyone had assumed was “just how someone is.” It’s very rarely that simple. The burnout usually surfaces as the conflict before anyone in the room names it as burnout, which is exactly why treating it as a personality clash instead of a stress response tends to make things worse, not better, you end up managing the symptom while the actual driver keeps building underneath it.
Will this just be a tick-box session our team resents sitting through?
Only if I deliver workplace burnout training like everyone else does
I’ve sat through those sessions myself, in a previous life inside a public sector organisation running on empty. I know exactly what a box-ticking wellbeing day feels like from the inside, and I built my delivery to be the opposite. Sessions are practical, not lecture-based: breathing techniques people actually use that afternoon, guided relaxation, honest discussion rather than a PowerPoint on the definition of stress. If your team has sat through a tick-box session before, tell me because the team may have some frustrations we need to be aware of and we’ll be doing the exactly that.
My work is everything but a tick-box approach. We start with understanding your teams experiences at work and their overall wellbeing. This helps us to identify themes for improvement and good practice and cultures. We want to celebrate and replicate what is making a difference and address the gaps that have been idented organisational wide not delivering a service based on staff need and not management perception.
Every service is measure against the initial survey and feedback so we (this is joint endeavour ) remain responsive and therefore impactful.
How does a DISC assessment actually help resolve conflict, practically — not just in theory?
In practice, not a quiz for its own sake.
DiSC identifies work style and the team profile which is then translated into a working manual: who needs clear deadlines versus who needs autonomy, who escalates fast under pressure versus who goes quiet, and, critically, how to have a hard conversation with each type without it turning into a standoff.
This is the same underlying framework behind The Five Behaviours of a Cohesive Team®, built on Patrick Lencioni’s model of trust, conflict, commitment, accountability and results. I use DISC as the practical entry point into it because most teams can’t get to honest conflict until they understand why a colleague communicates the way they do under pressure. Managers and teams leave with a working framework they can use the next time two team members are at odds, not a personality-test printout that goes in a drawer. This sits inside the 90-Day Elite DISC Programme rather than a single session because conflict resolution isn’t a one-off fix, it’s a skill that needs reinforcing as real situations come up, which is also why the programme includes activities between sessions rather than ending at the workshop door.
For sole traders, the Clarity Programme is ideal combination of a DiSC report and coaching session.
How do we know this will actually reduce absence or improve retention, not just be a nice afternoon?
The honest answer starts with what most of the industry won’t admit: the majority of workplace wellbeing spend isn’t working.
A Cochrane review of Mental Health First Aid training — the intervention sitting inside most corporate wellbeing budgets found no reliable evidence it improves mental health outcomes at all.
And if you know me or follow me on social media you will know that solely using Mental Health First Aiders as a Wellbeing Strategy is my biggest annoyances.
UK sickness absence has still hit a 15-year high despite over a decade of individual-focused initiatives. Stress levels have sat at roughly 91% for three years running, unmoved by the training days and apps thrown at them.
That’s not because people aren’t trying. It’s because you can’t coach someone out of a broken system and call it fixed you’re just asking them to adapt better to a culture that’s still making them ill.
This is exactly why I don’t separate the two the way most providers do. DISC and leadership development in one silo, individual mental health support in another.
I run them together: nervous-system regulation and clinical support for the individual, alongside the DISC and Five Behaviours culture work for the organisation, because neither one alone moves absence or retention numbers. Deloitte’s £4.70 return only shows up when both halves happen at once.
We're a small business — does the CPD accreditation actually matter for a team our size?
It matters more for a small business, not less. A large corporate has an in-house L&D team who can, sometimes, tell a good facilitator from a bad one. A 10 to 15-person business booking a session is trusting that whoever walks through the door actually knows what they’re doing, and CPD accreditation is the independent check that
they do. Combined with CNHC and NCH clinical registration, you’re not gambling your team’s afternoon on an unregulated facilitator.
Contact us
Whether an in-house session or the online portal, let’s talk about what your team actually needs. Use the form to enquire about services or the online portal and we will get back to you to arrange and discuss requirements.
Author bio: Asha Berzon, BSc Psychology, BA Criminal Justice, HPD, DSFH — Clinical Hypnotherapist registered with the CNHC and NCH, CPD-accredited training provider, and Oxygen Advantage Breathwork Instructor. 17 years in UK Probation Service senior leadership before retraining. Last updated: 20 July 2026
Please note: hypnotherapy is a strength-based approach. Everyone is different and results can’t be guaranteed. It works best when you’re ready to make changes, and it doesn’t replace medical care. *These features are available in selected service packages
*1 day course is approximately 6 hours long.