Training

Workshops Designed for Helping Professionals

Practical, evidence-informed workshops that teach helping professionals how to reduce burnout, strengthen resilience, and stay well in emotionally demanding work.

compassion fatigue educator Amanda Rocheleau

Amanda Rocheleau has been featured as a speaker and trainer for over 700 professional and conference groups. Using an experiential based delivery approach, Amanda draws upon stories, imagery and relatable examples to teach about concepts pertaining to the psychological health of helping professionals. She brings a comforting level of authenticity and humour to her presentations while teaching self-enhancing tools and strategies that can improve collective and individual well-being.

In-Person

Engaging in-person workshops, keynote speeches and presentations

Online Learning

Engaging online live workshops with interactive components with option to record and stream later

On-Demand Courses

Self-paced online learning experiences that include videos, worksheets and discussion boards

Training Topics

Each workshop is thoughtfully customized to reflect the length of the session, size of the group,

professional context, and learning interests of participants.

While the topics below outline common themes and learning objectives, every training is adapted to ensure relevance, psychological safety, and practical application for your team or organization.

Explore the themes and sample learning objectives below to get a sense of the content that can be woven into your training.

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Burnout

Burnout is a state of physical and emotional exhaustion that develops in response to prolonged, unrelenting stress. It is commonly characterized by exhaustion, depersonalization or emotional distancing, and a reduced sense of efficacy or accomplishment. In these workshops, burnout is explored through an ecological and systems-informed lens, moving beyond individual responsibility to examine how workplace structures, expectations, and cultures contribute to chronic strain. Participants will explore both personal and organizational practices that support sustainability in demanding helping roles.

Possible Learning Objectives

Understand burnout as an occupational phenomenon rather than an individual shortcoming
Identify the core dimensions of burnout, including exhaustion, depersonalization, and reduced professional efficacy
Assess signs of burnout at both individual and collective or team levels
Explore the six key workplace factors that contribute to burnout
Examine how team culture and organizational practices can either increase or reduce burnout risk
Identify protective factors that support sustainability
Develop practical, realistic strategies to reduce burnout risk at personal, team, and workplace levels
Strengthen shared responsibility for burnout prevention and recovery within organizations

Compassion Fatigue

Compassion fatigue refers to the emotional and physical exhaustion that can arise from prolonged empathic engagement. Training on this topic supports helpers in understanding empathic strain and learning how to remain caring without becoming depleted.

Possible Learning Objectives

Differentiate compassion fatigue from burnout, secondary traumatic stress, and general stress
Recognize early and advanced signs of empathic overload, including emotional numbing, withdrawal, irritability, and reduced capacity for connection
Explore how repeated exposure to others’ suffering impacts emotional regulation and the nervous system
Identify personal and professional factors that increase vulnerability to compassion fatigue
Learn practical strategies to create emotional and empathic boundaries without becoming detached or disengaged
Develop skills for self-reflection and attunement to remain emotionally present, grounded, and mindful
Reconnect with compassion satisfaction and meaning in helping work
Strengthen individual and team-based practices that support sustained empathy and resilience

Secondary Traumatic Stress

Secondary traumatic stress (STS) occurs when ongoing exposure to others’ trauma and suffering leads to stress responses and trauma-like symptoms in helpers. Over time, this indirect exposure can affect emotional regulation, sense of safety, worldview, and overall well-being. An understanding of secondary traumatic stress helps normalize these responses as an occupational risk rather than a personal vulnerability. Approaching STS through a trauma-informed and nervous system awareness lens supports early recognition, protective practices, and sustainable engagement in emotionally demanding work.

Possible Learning Objectives

Understand STS and how it differs from burnout, compassion fatigue, and primary trauma
Recognize common signs and symptoms of STS, including emotional, cognitive, physical, and relational impacts
Explore how repeated exposure to trauma narratives and information affects the nervous system and stress response over time
Identify individual, role-based, and organizational factors that increase vulnerability to STS
Assess risk for STS at both individual and team levels
Learn strategies for nervous system regulation and recovery following exposure to traumatic material
Explore protective practices that support ongoing engagement without cumulative harm
Normalize peer support, debriefing, and reflective practices as essential components of trauma-exposed work
Strengthen awareness of psychologically restorative practices when working in high-trauma environments

Workplace Mental Health

Workplace mental health refers to the collective wellbeing of individuals within the context of their work environment. Healthy workplaces foster environments where people feel seen, supported, and empowered to contribute without undue strain. This focus includes cultivating everyday practices that promote compassion and connection, developing supportive communities of care, and engaging staff at all levels in ongoing collective wellbeing initiatives. Wellness committees, peer support networks, and shared education contribute to a culture where wellbeing is integrated into daily work life and not seen as an add-on.

Possible Learning Objectives

Understand how workplace mental health is shaped by relationships, culture, and social support
Recognize the importance of connection, community, and compassion in reducing stress and enhancing wellbeing
Explore the role of wellness committees, staff engagement groups, and peer support networks in promoting mental health initiatives
Learn strategies to foster open, non-stigmatizing conversations about mental health across all levels of the organization
Develop approaches for integrating mental health awareness into everyday work routines and team interactions
Explore ways to celebrate small successes and gratitude as part of building a caring workplace culture
Identify opportunities for group learning, shared check-ins, and supportive events that reinforce community and belonging
Understand how collective self-care initiatives contribute to sustainable engagement and reduce isolation at work

Leadership Training

Leadership plays a critical role in shaping workplace culture, psychological safety, and staff sustainability, particularly in high-demand helping environments. Leaders are often positioned between organizational pressures and frontline realities, which can place them at increased risk of stress and burnout themselves. A trauma-informed approach to leadership recognizes the impact of chronic stress on decision-making, relationships, and capacity, while emphasizing shared responsibility for wellbeing. Strengthening leadership practices that are relational, values-driven, and evidence-informed supports both individual leaders and the teams they guide.

Possible Learning Objectives

Understand the unique stressors and burnout risks associated with leadership roles in helping organizations
Identify early warning signs of leadership burnout and chronic stress
Explore the impact of leadership practices on staff wellbeing, morale, and retention
Learn trauma-informed leadership principles that support psychological safety and trust
Examine how organizational culture, power dynamics, and communication patterns influence stress
Identify collective, evidence-informed practices that reduce burnout risk across teams
Develop strategies for supporting leader wellbeing alongside staff wellbeing
Strengthen skills for setting boundaries, managing expectations, and preventing over-functioning
Foster leadership approaches that promote sustainability, accountability, and care at all levels

Psychological Health and Safety

Psychological health and safety refers to conditions in the workplace that support mental well-being and reduce the risk of psychological harm. Work environments that lack psychological safety can contribute to chronic stress, burnout, and increased risk of mental health challenges, particularly in emotionally demanding roles. Understanding psychological health and safety through a shared responsibility lens highlights the role of leadership, organizational systems, and workplace culture in prevention and sustainability. A proactive focus on psychological health supports healthier teams, improved engagement, and long-term workforce resilience.

Possible Learning Objectives

Understand the core principles of psychological health and safety in the workplace
Learn about the National Standard for Psychological Health and Safety in the Workplace and its relevance across sectors
Identify common psychosocial risks that contribute to psychological harm
Recognize psychological protective factors that support resilience and wellbeing
Assess the current state of psychological health and safety within a workplace or team
Explore evidence-informed best practices for improving psychological health at work
Understand the role of leadership in creating and maintaining psychologically safe environments
Identify key factors that contribute to psychologically safe leadership
Strengthen shared responsibility for prevention, support, and sustainable workplace practices

Debriefing

Debriefing is an evidence-informed practice that supports reflection, processing, and connection following emotionally demanding or critical incidents in helping work. When done well, debriefing helps reduce the accumulation of stress and mitigates the risk of psychological injury associated with repeated exposure to challenging situations. Effective debriefing strengthens communication, normalizes emotional responses, and fosters peer support, contributing to healthier individuals and more resilient teams. Integrating debriefing into workplace culture supports ongoing well-being rather than relying solely on crisis response.

Possible Learning Objectives

Understand the purpose and benefits of debriefing in trauma-exposed and high-stress work environments
Explore how debriefing supports nervous system recovery and reduces the risk of psychological injury
Differentiate supportive, low-impact debriefing from venting or retraumatization
Strengthen communication and listening skills that support effective peer-based debriefing
Identify appropriate timing, structure, and boundaries for debriefing conversations
Learn how to respond to critical incidents in the workplace using debriefing as a supportive intervention
Explore the role of peer support in reducing isolation and cumulative stress
Develop frameworks for creating sustainable, integrated debriefing practices within teams
Understand how ongoing debriefing contributes to psychological health and safety at work

Self-Care

Self-care in helping roles is not about indulgence or doing more on an already full plate. It is about developing sustainable practices that support capacity, recovery, and long-term wellbeing in the context of demanding work. When understood through an ecological and trauma-informed lens, self-care extends beyond individual responsibility to include workplace conditions, boundaries, and access to meaningful support. Thoughtful self-care practices help protect against burnout, compassion fatigue, and cumulative stress, allowing helpers to remain engaged, present, and effective over time.

Possible Learning Objectives

Reframe self-care as a professional and ethical responsibility rather than an individual luxury
Understand the limits of individual self-care in the context of chronic workplace stress
Identify signs of depletion and reduced capacity at both individual and team levels
Explore self-care through an ecological lens that includes personal, relational, and workplace factors
Learn practical, accessible nervous system regulation strategies that can be integrated into the workday
Identify barriers to self-care within helping roles and organizational cultures
Develop realistic self-care practices that support recovery rather than performance
Strengthen boundaries that protect energy, attention, and emotional availability
Build sustainable routines that support long-term wellbeing and prevent cumulative stress

Self-Compassion

Self-compassion involves responding to personal struggle, limitation, and distress with kindness, understanding, and realism rather than self-criticism or blame. In helping roles, high expectations, responsibility for others, and exposure to suffering can intensify harsh inner dialogue and unrealistic standards. A self-compassionate approach supports emotional regulation, resilience, and recovery by acknowledging difficulty without minimizing it. Practicing self-compassion allows helpers to remain engaged and accountable while reducing shame, isolation, and burnout risk.

Possible Learning Objectives

Understand self-compassion and how it differs from self-indulgence, avoidance, or lowered standards
Explore how self-criticism and perfectionism contribute to stress and burnout in helping roles
Recognize common barriers to self-compassion, including professional identity and cultural expectations
Learn how self-compassion supports nervous system regulation and emotional resilience
Develop skills to respond to mistakes, limits, and emotional fatigue with greater kindness and realism
Practice language and internal responses that reduce shame and increase self-support
Explore the role of shared humanity in reducing isolation among helpers
Strengthen self-compassion as a protective factor against compassion fatigue and secondary stress
Integrate self-compassion practices into daily work and personal routines in practical, sustainable ways

Caregiver Stress and Fatigue

Caregiver stress and fatigue develops when the ongoing emotional, physical, and relational demands of caring for others begin to exceed available capacity and support. It affects personal caregivers and is often intensified by role overload, blurred boundaries, and limited opportunities for rest and recovery. Over time, caregiver fatigue can lead to exhaustion, irritability, emotional withdrawal, and reduced sense of effectiveness. For many personal caregivers, this fatigue is experienced quietly and persistently, shaped by love, responsibility, and the emotional weight of caring for someone who matters deeply, often with limited support or relief.

Possible Learning Objectives

Understand caregiver fatigue and how it differs from burnout, compassion fatigue, and general stress
Normalize caregiver fatigue as a common and understandable response to sustained caregiving demands
Recognize early and ongoing signs of fatigue in personal caregiving roles
Explore how emotional attachment, responsibility, and anticipatory grief can intensify fatigue
Identify how role strain, limited rest, and lack of support contribute to ongoing exhaustion
Learn practical strategies to restore capacity and protect emotional and physical energy
Strengthen boundary-setting skills that support caregiving without self-sacrifice
Explore ways to access support, share care, and reduce isolation
Develop sustainable caregiving practices that honour both care for others and care for oneself

Amanda will work collaboratively with you to design a training that integrates the themes most relevant to your team or responds to a specific workplace challenge. Workshops can be blended and adapted to align with your goals, context, and capacity.

Each training incorporates practical, evidence-informed wellness practices that support and safeguard the psychological well-being of helping professionals. Participants can expect to leave with clear, actionable strategies they can apply immediately to navigate the emotional and relational demands of caring work.

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On-Demand Courses

On-demand courses are self-paced learning experiences that feature pre-recorded video lessons, worksheets, reflection questions and downloadable resources. Participants will be given access to the online course after purchase where they can work through the material at their own pace. Participants can track their progress and replay lessons any time. Some courses include group discussion boards to make the learning experience even more engaging.

Individuals can enroll to a course anytime.

If you would like to enroll a group of people at once, please contact Amanda to request a group rate.

Check Out Amanda's Online Debriefing Course >>>

Frequently Asked Questions

Q: Who are these workshops designed for? Workshops are designed for helping professionals and people in caregiving roles - often referred to as "helpers". Examples of helpers might include frontline workers, healthcare providers, social service professionals, educators, leadership teams, veterinary care workers, union representatives, public service agents, volunteers, first responders, early childhood education workers, etc. Content is accessible and applicable across experience levels.

Q: Can workshops address more than one topic area? Yes. Many trainings integrate multiple themes, such as burnout, compassion fatigue, self-care, or psychological health and safety. Topics can be blended to respond to specific workplace challenges or organizational goals.

Q: Are workshops suitable for large groups or teams? Yes. Workshops can be adapted for small teams, leadership groups, or very large audiences. The format and level of interaction are adjusted to support engagement while maintaining psychological safety.

Q: Are workshops trauma-informed? Yes. All workshops are grounded in trauma-informed, values-based, and anti-oppressive principles. Content is delivered in ways that prioritize consent, choice, and emotional safety, particularly when discussing sensitive or emotionally demanding topics.

Q: Do workshops include practical tools or strategies? Yes. Participants can expect practical, evidence-informed tools they can apply immediately. This may include strategies for nervous system regulation, communication, boundary-setting, peer support, and sustainable caregiving practices.

Q: How long are workshops typically? Workshops range from short sessions (60–90 minutes) to half-day or full-day trainings. Content and pacing are adjusted to match the time available, an organization's budget and learning objectives.

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