Employee education
Discuss general learning needs, questions about seeking support, or an educational session connected to an organizational initiative. The content and intended outcome should be agreed upon for the audience.
Kimberly Boatner, LCSW, CADC
Workplace Mental Health Education for Employers & HR Teams
Explore presentations and consultation shaped around employee audiences, manager questions, and HR planning needs.
Give workplace mental health conversations a clear purpose.
Employers may be looking for an employee presentation, a conversation with managers, or help defining a broader support initiative. Those requests have different goals. Starting with the audience and the need helps an organization choose a useful scope before committing to a program.
Kimberly Boatner, LCSW, CADC, welcomes inquiries from employers, HR departments, leadership teams, and professional organizations about mental health education and consultation. Her background includes work with individuals and families across clinical and educational settings.
Three starting points for an inquiry
Manager and leadership conversations
Identify the questions leaders want to explore, including the boundaries of their roles and how existing organizational resources are communicated. A presentation does not turn managers into clinicians.
HR and program planning
Bring a broader planning question: which audience needs support, what is already available, and what should a proposed initiative accomplish? Ask about consultation when a single event would leave the central planning work unresolved.
Build around the workplace you actually have
Helpful inquiry details include group size, employee or manager audience, work setting, preferred timing, and the purpose of the request. If different teams need different conversations, describe that distinction early.
HR can also outline existing resources, such as an employee assistance program, without sharing private employee information. Any proposed education or planning should be coordinated with the organization’s own policies and responsible advisers.
Speaking and consulting are separate from individual therapy. Participation in an organizational event does not establish a therapy relationship. Employment-law advice, legal policy review, and individualized employee assessment should not be assumed to be part of an engagement.
Define what happens after the session
Before scheduling, discuss what the organization wants participants to understand and who will handle internal follow-up. If the objective includes an ongoing plan, agree on the deliverables, responsibilities, and review process separately.
Employers in St. Charles, Geneva, Campton Hills, and the surrounding area are welcome to inquire. Fees, availability, format, and any requested materials are confirmed for the proposed scope.
Explore consulting and program planningBegin with a short inquiry
Email kim.boatner@therapy-stc.com or call or text 630-488-6113. Texting is preferred for scheduling and general billing questions. Include your name, organization, contact information, audience, and general goal. Please do not send identifiable student, employee, or client information in an initial message.
Explore speaking and consulting