For organizations

What I bring

I look at work with organizations from three perspectives at once:

• a psychologist (in CBT psychotherapy training) – I know how stress, anxiety and burnout work, and which interventions have established effectiveness;
• a former CEO – I know the pressure of results, responsibility for people and the realities of mergers and acquisitions (M&A) from a side that rarely appears in textbooks;
• a university lecturer (University of Gdańsk, Gdańsk University of Technology) – I translate knowledge into a form participants understand and can apply the next day.

This lets me speak to the board in the language of business, and to teams in the language of their everyday experience.

30+ years of designing and delivering development programmes · 100+ organizations · 10,000+ participants in training, workshops and coaching.

Three levels of support

I design every programme within a framework used in public health and occupational psychology. It lets the organization decide consciously at which level it invests and what outcomes it can expect.

• Universal prevention – for the whole organization: psychoeducational webinars and workshops, mindfulness training, stress and recovery hygiene.
• Selective prevention – for higher-risk groups (managers, overloaded teams, front-line roles): resilience programmes, working with difficult emotions, recognizing warning signs, psychological first aid.
• Indicated intervention – for individuals and teams in crisis or after a critical incident: individual consultations, post-incident support, postvention, consultations for managers supporting people in crisis.

Training and workshops

Interactive sessions for teams and management – with exercises, work on participants’ own examples and tools for independent use. Sample topics:

• Energy Audit – managing energy rather than time: recognizing sources of depletion and recovery at work;
• psychological flexibility at work – acting in line with goals and values despite stress, uncertainty and difficult emotions (based on ACT);
• stress and burnout – mechanisms, warning signs, individual and team strategies;
• difficult conversations and communication under pressure;
• leading through change – guiding people through restructuring, integration and uncertainty;
• emotional intelligence and personal effectiveness;
• feedback, assertiveness and conflict resolution;
• public speaking and self-presentation;
• work–life balance;
• train-the-trainer and teaching methodology (including programmes for academic staff).

Webinars

Short online formats for large groups – a good way to introduce a topic in the organization, as part of employee assistance programmes (EAP) or a series of well-being events.

Mindfulness training (MBSR)

As a certified MBSR teacher I deliver full eight-week Mindfulness-Based Stress Reduction courses (around 20 groups so far) as well as shorter formats adapted to organizational realities: attention micro-practices, mindful communication, restoring attention in teams.

Psychological resilience programmes

Multi-stage processes for teams or whole organizations: from needs assessment, through a series of workshops and between-session practice, to outcome evaluation. The goal is not one-off “motivation”, but lasting change in habits and in how people respond to strain.

Psychological first aid – proprietary programme

A programme for managers, HR teams and employees acting as peer supporters. It prepares people without psychological training to respond safely to a colleague in acute crisis and to refer them to specialist help.

The programme is based on the Psychological First Aid guidelines (WHO, NCTSN) – an intervention built on contact, safety and mobilizing resources. I deliberately distinguish it from one-off CISD-style debriefing, which research shows does not protect against the effects of a traumatic event and may harm some people. Participants learn to:

• recognize warning signs: acute stress reaction, a depressive episode, a panic attack, suicidal thoughts;
• make first contact using the “look – listen – link” framework;
• talk about suicidal thoughts – ask directly, assess urgency and refer on;
• know the limits of their role and look after themselves as helpers;
• use a real escalation path within the organization: who, when and to whom.

Support after critical incidents and postvention

I advise organizations, teams and managers after critical incidents, including one of the most difficult situations in a workplace – the suicide of an employee. Support includes:

• consultation for the board and HR in the first hours and days: communication decisions and the order in which people are informed;
• an internal message that follows safe messaging guidelines on suicide (preventing the Werther effect);
• supportive meetings for the team and identifying people who need individual contact;
• consultations for the direct manager – often the most burdened and most overlooked person in the support system;
• follow-up actions: anniversaries, return to duties, an early response system.

I also advise organizations employing people with refugee experience or affected by war: how to talk, what to avoid, and how to plan onboarding and workload.

Needs and potential assessment

Before proposing a programme, I help gather data: development and training needs analysis, assessment of management potential with feedback interviews, Development Centre sessions. This way the budget goes where it is really needed.

Leadership development

• Assessment with the Harthill Leadership Development Profile (LDP) – I am an authorized user of this tool, based on the Leadership Development Framework. The profile describes how a leader makes sense of situations and makes decisions (their action logics), not only which competencies they have. It is a starting point for deliberate development, especially in roles where previously effective strategies are no longer enough.
• Assessment with FEBI (Focus Energy Balance Indicator) – I am a certified FEBI coach (Focus Leadership, USA). The tool shows energy patterns and working styles and their impact on collaboration in a team.
• Individual coaching for managers and board members – work on a specific leadership challenge in a confidential relationship.
• Consulting – supporting boards in designing change with its human side in mind, including in mergers and acquisitions.

How we work together

1. A conversation about needs. I learn about the organization’s context, the target group and the expected outcome.
2. A proposal. I prepare a programme tailored to the goal, timeline and budget – with clearly described results.
3. Delivery. On-site or online, with materials for participants on a dedicated web page.
4. Evaluation. Participants complete a short survey; you receive a summary of results and recommendations for next steps.

Formats and terms

• Format: on-site at a location of your choice / online / hybrid
• Group size: from small groups of a few people, through standard workshop groups (about 12–15), to large audiences of several hundred
• Languages: English, Polish
• Pricing: individual, after a conversation about your needs

About the trainer

Jarosław Chybicki – psychologist, business trainer and coach with more than 30 years of experience, for 15 years CEO of a consulting and training company, lecturer at the University of Gdańsk and Gdańsk University of Technology. Authorized user of the Harthill Leadership Development Profile, certified MBSR teacher and FEBI coach. Author of books on mindfulness at work and mindful photography. More: About.

Who I have worked with

More than 100 organizations across sectors: manufacturing and industry, FMCG and retail, IT and technology, energy and fuels, finance and banking, logistics and transport, public administration and healthcare, culture and non-profits, education and higher education. I deliver programmes both for individual organizations and within the EAP model (employee assistance programmes) in partnership with Lyra Polska.

Let’s talk

Briefly describe what your organization needs via the contact page. I will reply with a proposed time for a conversation.

Frequently asked questions

How do we start working together?

With a short conversation about your organization's context, the target group and the expected outcome. Based on that, I prepare a programme proposal matched to your goals, timeline and budget, with clearly described deliverables. After delivery, participants complete a short survey and the organization receives a summary of results with recommendations. Get in touch via the contact page.

Is training delivered on-site or online?

On-site at a location of your choice, online or in a hybrid format, in English or Polish. Participants receive materials on a dedicated web page.

What group sizes do you work with?

From small groups of a few people, through standard workshop groups (around 12–15 participants), to events and webinars for several hundred attendees.

How much does a workshop or programme cost?

Pricing is individual – it depends on the format, duration, number of participants and scope (for example needs assessment, a series of workshops, evaluation). I prepare a quote after a conversation about your needs.

How does a resilience programme differ from a one-off workshop?

It is a multi-stage process: needs assessment, a series of workshops with practice between sessions, and evaluation of outcomes. The aim is not a one-off motivational boost, but a lasting change in habits and in how people respond to pressure. I plan each programme at one of three prevention levels: universal (the whole organization), selective (higher-risk groups) or indicated intervention (individuals and teams in crisis).

What is workplace psychological first aid and who is it for?

It prepares managers, HR teams and peer supporters to respond safely to a colleague in acute crisis and to connect them with professional help. The programme is based on the Psychological First Aid guidelines (WHO, NCTSN): participants learn to recognize warning signs, make first contact using the “look – listen – link” framework, talk about suicidal thoughts and know the limits of their role. Materials: A Conversation That Helps.

How can an organization prepare for a critical incident or the suicide of an employee?

The first hours and days matter most: communication decisions by the board and HR, an internal announcement that follows safe messaging guidelines on suicide, support meetings for the team, and identifying people who need individual contact. I advise organizations in such situations (postvention), support the direct manager and plan follow-up actions, for example around the return to work and anniversaries.

Do you work within employee assistance programmes (EAP)?

Yes. I deliver programmes both commissioned directly by a single organization and within the EAP model in partnership with Lyra Polska.

How do you support managers and teams during organizational change?

With managers, I work on how to prepare and announce change, talk with people who resist it, keep the team motivated when information is incomplete and look after their own workload. With teams, I work on letting go of what is ending and on a shared language in uncertain times. A public resource in Polish, with self-assessments for employees and managers and a scenario quiz: Zmiana w organizacji.

How do you assess leadership potential and development?

I use the Harthill Leadership Development Profile (as an authorized user), which shows how a leader makes sense of situations and makes decisions, and FEBI (Focus Energy Balance Indicator), in which I hold coach certification. I also conduct development needs analyses and Development Centre sessions.