LEADING THROUGH LOSS
Leadership Training Course
Equip Your Leaders to Support Employees Through Grief
Give your leaders the tools, language, and confidence to respond with empathy and clarity when loss impacts your workplace.
When a valued employee experiences a loss, how your company responds is a moment of truth. Too often, well-meaning managers say the wrong thing or, worse, nothing at all. This lack of preparation leads to costly mistakes, plummeting productivity, and a quiet resignation months later.
This isn't a theory—it's a multi-billion dollar problem.
Introducing Leading Through Loss: A leaders guide to navigating and recognizing grief in the workplace. This isn't another generic HR manual; it's a strategic, ready-to-deploy toolkit that transforms uncertainty into confident, compassionate leadership.
What's Included In the Course:
Module 1: The Foundation - Redefining Grief At Work
The module highlights the importance of recognizing all forms of grief, including those that are often overlooked or "disenfranchised," to create a truly supportive and trusting workplace. Finally, it provides a practical, three-step framework for leaders to respond with care and structure during an employee's loss.
- Grief is a "full-body experience." It's not limited to emotional sadness. Understanding this helps leaders respond with empathy and adjust expectations for a temporary dip in performance.
- Acknowledge all forms of grief. The module introduces the concept of disenfranchised grief, which refers to losses that aren't widely recognized or validated by society.
- Use the Three C's Framework for a structured response. The Compassion, Clarity, and Coverage framework provides a practical guide for leaders to offer immediate, organized support.
Module 2: A Grounded Response to Grief
The module provides practical tools and guidance for managers to navigate sensitive conversations, maintain appropriate boundaries, and manage team dynamics effectively. It emphasizes that a structured and empathetic response not only supports the grieving employee but also reinforces the organization's values.
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The First Conversation Sets the Tone: This module provides specific communication scripts to help managers navigate these sensitive conversations.
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Balance Compassion with Boundaries: Leaders play a crucial role in creating a supportive workplace where empathy and professional boundaries coexist.
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Manage the Team's Response: A leader's role extends beyond the initial conversation to guiding the team.
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Support the Whole Team: This holistic approach reinforces organizational trust and stability, showing that the company cares for all its employees during difficult times.
Module 3: The Gentle Return - Managing Work and the Team
This module focuses on the critical transition period when an employee returns to work after a significant loss. It highlights the importance of moving away from an immediate expectation of pre-grief performance and instead creating a flexible return-to-work plan that provides a "soft landing."
- Acknowledge the Employee's New Reality. A significant loss creates a profound logistical and operational crisis for an employee. Understanding these shifts is the foundation of an effective and supportive conversation.
- Frame the Return with Flexibility and Clarity. A successful return-to-work plan balances compassion with a strategic approach.
- Follow a Four-Part Framework for the Conversation. The module provides a structured approach for the return-to-work conversation.
- Check-Ins are Different During and After Leave. The module differentiates the approach to checking in with an employee on leave versus one who has returned to work.
Module 4: Navigating Nuances & Professional Boundaries
This module focuses on the critical role of HR in helping managers distinguish between temporary performance dips caused by grief and more serious issues that require formal intervention. It introduces the "Recognize & Refer" model as a clear, practical framework to guide managers, ensuring employees receive the right support while protecting both the individual and the organization.
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Implement the "Recognize & Refer" Model. HR's primary goal is to clarify the manager's role: to recognizewhen an employee's grief may be impacting their work and to refer them to HR for formal support.
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Differentiate Between a "Dip" and a "Sustained Issue." Managers need to understand that a temporary, grief-related dip in performance is normal and a sustained issue signals a deeper problem that warrants formal intervention.
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Clarify Roles and Responsibilities. The module establishes a clear partnership between managers and HR. This collaborative approach protects employee privacy, provides timely support, and prevents legal missteps.
Included in every course:
- Compassionate communication scripts for leaders
- Return to work plan editable template
- Complete glossary of terms to accompany the course
Why This Training Matters
A grief-literate workplace is more than a vision, it's a competitive advantage. Companies that learn how to support employees through personal loss are better equipped to build resilient, compassionate, and highly productive teams. By investing in this shift, you’ll not only strengthen your culture but also secure your ability to attract and retain the best talent.
This training is designed for HR leaders and executives who are ready to transform their approach to grief at work and become powerful advocates for their employees.
