Dispatchers & Logistics Managers

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Our service is tailored to address the specific health and stress risks faced by dispatchers and logistics managers in the transportation sector.

Program Components

  • Objective: To evaluate the current health status and ergonomic needs of dispatchers and logistics managers.
  • Activities:
    • Comprehensive health assessments, including assessments of sedentary-related health risks.
    • Ergonomic assessments of workstations to optimize comfort and posture.
  • Benefits: Provides a baseline for designing individualized wellness plans and improving workspace ergonomics.
  • Objective: To address the health risks associated with prolonged desk work and sedentary lifestyles.
  • Activities:
    • Customized exercise routines that can be done in the office to combat a sedentary lifestyle.
    • Nutritional guidance and meal planning to promote a balanced diet despite a desk-based job.
  • Benefits: Improves physical fitness, reduces the risk of sedentary-related health issues, and enhances overall well-being.
  • Objective: To help dispatchers and logistics managers cope with the high-pressure nature of their roles.
  • Activities:
    • Stress management workshops and relaxation techniques.
    • Access to confidential mental health support services for addressing job-related stress and anxiety.
  • Benefits: Enhances mental resilience, reduces stress, and fosters effective stress-coping strategies.
  • Objective: To assist in effective time management and decision-making under pressure.
  • Activities:
    • Training on time management techniques and prioritization.
    • Strategies for making effective decisions in high-pressure situations.
  • Benefits: Enhances time management skills, reduces stress related to decision-making, and improves overall work efficiency.
  • Objective: To ensure dispatchers and logistics managers are well-prepared to handle emergencies.
  • Activities:
    • Training in safety protocols and coordination of emergency responses.
    • Simulated emergency scenarios to build confidence and competence.
  • Benefits: Enhances emergency readiness, reduces stress during critical situations, and ensures safety in transportation operations.
  • Objective: To improve coordination and communication among transportation teams.
  • Activities:
    • Communication skills workshops and strategies for effective team collaboration.
    • Tools and resources for streamlining communication processes.
  • Benefits: Enhances coordination, reduces misunderstandings, and promotes smoother operations.
  • Objective: To foster a sense of community among dispatchers and logistics managers.
  • Activities:
    • Facilitation of peer support groups and forums for professionals to share experiences.
    • Organizing team-building events and social activities.
  • Benefits: Encourages a strong support network among colleagues, reducing feelings of stress and isolation.
  • Objective: To provide continuous support and track progress.
  • Activities:
    • Regular check-ins with dispatchers and logistics managers to assess their health and well-being.
    • Adjustment of wellness plans as needed based on individual progress.
  • Benefits: Ensures sustained improvements in health, well-being, and job performance.

Our program is designed to address both the physical and mental health of dispatchers and logistics managers, helping them lead healthier lives, reduce stress, and ultimately, enhance their job performance and overall job satisfaction while ensuring efficient transportation operations.

Virtual/Instructor-led training

Maximizing Onboarding Success through Mentorship

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Welcome to “Maximizing Onboarding Success through Mentorship” training. Mentorship can be a powerful tool in the onboarding process, helping new employees to quickly learn about the organization and their role, and facilitating their integration into the team. In this workshop, we will explore the role of mentorship in employee onboarding and discuss strategies for implementing mentorship programs in the workplace.

  • To understand the benefits of mentorship in the onboarding process
  • To identify key factors that contribute to effective mentorship in onboarding
  • To explore different approaches to mentorship in onboarding
  • To develop action plans for implementing mentorship in your organization’s onboarding process
  • The business case for mentorship in onboarding
  • Key factors in effective mentorship in onboarding
  • Approaches to mentorship in onboarding
  • Developing a mentorship plan for your organization’s onboarding process
  • Measuring the effectiveness of mentorship in onboarding

This training will include a mix of lectures, group discussions, and practical exercises. Participants will have the opportunity to apply what they have learned through exercises and case studies.

This training will incorporate both theoretical and practical elements. Participants will learn about relevant theories and research on mentorship and employee onboarding, and will also have the opportunity to apply this knowledge through exercises and case studies.

included in 90-min, Half Day & Full Day sessions

  • Group discussion: Participants will discuss the role of mentorship in their own organization’s onboarding process and share best practices and challenges.
  • Mentorship plan development: Participants will work in small groups to develop a mentorship plan for their organization’s onboarding process, considering key success factors and incorporating different approaches.
  • Measuring effectiveness: Participants will discuss ways to measure the effectiveness of mentorship in their organization’s onboarding process and identify potential metrics to track.

(included in Half-Day and Full Day sessions)

  • The Job Demands-Resources Model: This framework suggests that job demands (e.g. workload, time pressure) and job resources (e.g. support, development opportunities) interact to impact employee well-being and retention.
  • Socialization Theory: This theory proposes that new employees go through a process of socialization, in which they learn about and adapt to the norms, values, and expectations of their organization.
  • The Mentorship Continuum: This model suggests that mentorship can range from more formal, structured relationships to more informal, organic relationships, and can be leveraged to support different stages of the onboarding process.
  • The Job Demands-Resources Model can be used to identify areas where mentorship can provide support and resources to new employees, helping to reduce job demands and improve well-being and retention.
  • Socialization Theory can inform the design of mentorship programs that support new employees as they learn about and adapt to the organization.
  • The Mentorship Continuum can be used to identify the most appropriate type of mentorship for different stages of the onboarding process and different types of new employees.

At the end of this session, participants will have a deeper understanding of the role of mentorship in employee onboarding and will have developed strategies for implementing mentorship in their organization. They will be able to apply this knowledge through the development of a mentorship plan and by identifying ways to measure the effectiveness of mentorship in onboarding.