Wellbeing for performance programmes

We offer training programmes that are designed to deliver sustainable high performance of teams through a focus on wellbeing and mental health.

We help individuals and leaders develop the insight, knowledge and skills to create a healthy and high performing work environment.

Your business will see the benefit through increased engagement and productivity.

ACHIEVE HIGH PERFORMANCE WITH A FOCUS ON WELLBEING

Wellbeing for performance programmes integrate physical health, mental resilience, and emotional intelligence to foster a holistic approach to skill development and personal growth. The programmes lead to more engaged, fulfilled, and productive individuals in both their professional and personal lives. Programmes can take place in person, virtually or a combination of both.

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“Brilliantly facilitated with high energy and passion from start to end and the interactive sessions were immersive and really brought the topics to life.”
— Attendee at Dignity at Work course

Wellbeing for peak performance

Designed for: This programme is for teams who would like to improve and sustain high performance through a focus on wellbeing and mental health. Ideal for project teams, bid teams or departments.

Course objectives: This programme will help your teams to thrive, both professionally and personally, with an emphasis on collaboration, resilience, and motivation. All elements are tailored to your business requirements and team’s needs.

Proposed structure: The programme could include a combination of physical fitness and specialist dietician/nutrition advice, mental fitness coaching, group training courses and short talks.

Download the programme outline

Lead for wellbeing and performance

Designed for: This programme is for people managers/team leaders and senior leaders and is suitable for up to 12 participants.

Course objectives: Tailored to your organisation’s needs, this programme will help your leaders and managers to develop the awareness, knowledge, confidence and capability to balance wellbeing and performance, for both themselves and their teams.

Proposed structure: The programme could include training courses, short talks, Emotional Intelligence assessments (with 121 feedback and coaching sessions) and action learning sets. Digital resources are available during and after the programme and we also offer a series of 121 coaching sessions on completion.

Download the programme outline
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FREQUENTLY ASKED QUESTIONS

  • Yellow Tree Wellbeing provides evidence‑based corporate wellbeing programmes designed to improve employee resilience, performance and mental wellbeing. Our two core programmes are:

    • Wellbeing for Performance – ideal for teams, departments, project groups and bid teams needing practical tools to manage pressure, reduce burnout and improve collaboration.

    • Lead for Wellbeing and Performance – designed for people managers and senior leaders who want to build psychologically safe, high‑performing teams.

    Both programmes integrate physical health, emotional wellbeing, mental resilience and sustainable working practices, helping UK organisations strengthen engagement, productivity and workplace culture.

  • Yes. Yellow Tree Wellbeing delivers all wellbeing workshops in‑person or virtually, depending on what works best for your teams.

    • In‑person delivery is available across Surrey, Sussex, Hampshire, Berkshire and London

    • Virtual delivery is available World‑wide via platforms such as Teams or Zoom, making it easy to support hybrid and remote teams.

    This flexibility ensures every employee can access high‑quality resilience training, wherever they’re based.

  • Our programmes help teams perform better by strengthening the four key drivers of resilient workplaces:

    1. Working practices – sustainable workload, boundaries and management style

    2. Physical health – sleep, energy, movement and recovery

    3. Relationships – emotional intelligence, communication, trust and psychological safety

    4. Specialist support – tools for stress management and mental health awareness

    By improving these areas, organisations see reduced burnout, better collaboration, higher engagement and more consistent performance under pressure.

    Put simply: we help teams work smarter, stay healthier and perform at their best.

  • All Yellow Tree Wellbeing programmes are facilitated by accredited experts, including:

    • business psychologists

    • mental health professionals

    • leadership and performance coaches

    • specialists in neuroscience and behavioural change

    Our facilitators bring real‑world experience from high‑pressure industries, ensuring every session is practical, evidence‑based and relevant to the challenges your people face.

  • Absolutely. Yellow Tree Wellbeing specialises in designing tailored wellbeing programmes for organisations experiencing:

    • high workloads or sustained pressure

    • organisational change or restructuring

    • leadership transitions

    • hybrid working challenges

    • burnout, stress or engagement issues

    We work closely with HR, L&D and senior leaders to align the content with your culture, goals and industry‑specific demands.

  • Yes. Yellow Tree Wellbeing offers 90‑minute Short Sessions that deliver high impact in a compact format. These sessions are ideal for:

    • wellbeing weeks

    • lunch‑and‑learns

    • team development days

    • hybrid team training

    • regular wellbeing touchpoints

    Topics include stress management, emotional intelligence, mental health awareness, resilience skills and healthy working habits.

    These sessions are designed to be engaging, practical and easy to integrate into busy schedules.

    Take a look here: https://www.yellowtreewellbeing.com/short-sessions

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“An excellent blend of activities, theory and own work. Delivered at a good pace with no sense of rush. While really apprehensive about role play - I found it incredibly helpful”

— Attendee at Leadership Course

OUR LATEST INSIGHTS

Blog
When the Pressure Builds: Why Performance Starts to Slip - and What Helps
When the Pressure Builds: Why Performance Starts to Slip - and What Helps

At this point in the year, many teams are operating at pace. Workloads are building, expectations are rising, and there is often little room for error. For HR and L&D teams, the impact is usually felt in how people are showing up day to day. In their performance, their communication, and how teams are working together.

In practice, pressure rarely presents itself explicitly. Instead, it tends to show up through small shifts in behaviour, with responses becoming shorter, conversations delayed or avoided, and decisions feeling more reactive than usual.

These shifts are easy to misinterpret, particularly when they develop over time and are not immediately visible. In this blog, we explore why performance can start to slip under pressure, how this shows up in everyday behaviour and communication, and what helps organisations support people to respond more effectively.

Why Difficult Conversations Still Don’t Happen — and What It Costs
Why Difficult Conversations Still Don’t Happen — and What It Costs

Difficult conversations remain one of the most common challenges raised by leaders, managers and HR professionals. Whether the issue relates to performance, behaviour, conflicting priorities or wellbeing, most leaders recognise that these conversations are necessary. Yet, in practice, many are delayed, softened to the point of ambiguity, or avoided altogether.

This gap between what needs to be addressed and what is actually said is where many issues begin to escalate. In this blog, we explore why difficult conversations are so often avoided, the cost of that avoidance, and the wider impact it creates not only for teams, but also for HR, L&D and senior leaders who are frequently required to step in.

Psychological Safety: What It Really Looks Like in Practice
Psychological Safety: What It Really Looks Like in Practice

Research by Leadership IQ found that only 18% of employees feel completely safe voicing an unpopular opinion at work. In other words, the vast majority of people are still holding something back. When employees do not feel safe to speak honestly, organisations lose perspective, insight and learning.

In this blog, we explore what psychological safety really means, what it is often mistaken for, why it matters for performance as much as wellbeing, and the leadership behaviours that shape it in everyday moments.