Train in psychosocial risks and in supporting people affected by workplace distress: help those whom work is exhausting, without ever confusing support and care.
Price subject to a pathway adjusted following the diagnostic interview.
By the end of this specialization, you know how to receive a person whom work has put in difficulty - exhaustion, loss of meaning, tension, overload - and open a space where their words are heard without being judged. You untangle what in their situation belongs to them, to their relationships, or to their organization, and you help them regain room to maneuver.
You know the exact boundary of your role: you support, you don't treat. This positioning is not a restriction - it's your strength. You know how to recognize the signals that call for referring someone to a health professional, and you work in coordination with them rather than in their place. It's a demanding practice, at the edge of the human and the institutional.
Hold a diploma as an autonomous professional practitioner and show evidence of prior support-work experience. Synodeo's Coach program satisfies this condition, but is not required as such: any equivalent credential demonstrating the ability to support clients autonomously is accepted, validated during the positioning assessment. The Mindful presence specialization is a useful, but not required, foundation.
What professional burnout is, how it takes hold, what psychosocial risks cover - and where the line runs between supporting, treating, and preventing. You also learn the legal and institutional landmarks that frame psychosocial risks: who does what in prevention, and where your role sits in that landscape.
Conduct an intake interview that puts the person at ease, then read their situation on three levels - themselves, their relationships, their organization - without making them carry what belongs to the system. And recognize, with method, the signals that call for referring someone to a health professional.
Design tailor-made support that restores room to maneuver, pass on regulation and resource-building tools, and link the individual case to the organization's collective issues - without ever betraying the confidentiality of the person you're supporting.
One example of method and one case-study excerpt per module - taken directly from the program's courses.
The grid of the three dimensions of exhaustion (Maslach & Jackson): emotional exhaustion, depersonalization, reduced sense of accomplishment - used as a listening landmark to recognize a burnout process, never as a diagnostic tool.
A manager describes his days in a calm, almost administrative voice: he's "managing," "it'll be fine." But his body tells a different story - the endless days, colleagues turned into "walking case files." The practitioner doesn't point out the gap right away; it's this gap between the words and the body that guides the rest of the support process.
Three-level analysis - individual, relational, organizational - so as not to make one person carry what belongs to the system, and to pinpoint precisely where to act.
An employee mentions, between two sentences about her hours, that she's stopped eating and has "strange thoughts at night" - said quickly, as if slipping something under a rug. The practitioner doesn't let it pass, doesn't interpret it, and calmly triggers a referral to a health professional without dramatizing it.
Widening the range of perceived options before building an action plan: a person who sees only "endure it or resign" first needs to be shown that other options exist.
Sidelined after a company buyout, an employee sees only two ways out: endure it or leave. By working on her room to maneuver, she identifies intermediate levers - bringing in a third party, documenting the situation, requesting a meeting - before deciding with full knowledge of the facts.
Condensed, anonymized excerpts from the program's case studies - for teaching purposes, not transcripts of real sessions.
A fully remote program, designed for professionals already in practice: you move at your own pace, and never without a safety net.
Content available at any time: material on the mechanisms of burnout, legal landmarks, interview methods, and annotated case studies where you follow real workplace-distress support cases unfolding in full - including the moments when you need to know how to say "this is no longer my role."
A Synodeo mentor supports you over video throughout the program, to the tune of two hours included, alongside unlimited e-mail support. On this sensitive terrain, they pay particular attention to one point: how well you hold the boundary between support and care, session after session.
You document in it real cases of people struggling at work, supported during the program, and the reflective analysis you draw from them: what you heard, what you decided, where you hesitated. It's the matrix for your diploma.
No validation on paper alone: your diploma rests on real situations you have supported, analyzed, and known how to keep within the right register.
Role-plays, case analyses, and regular check-ins with your mentor validate your progress - with particular focus on how well you hold the boundary between support and care, tested at every stage.
Using your black book, you present a real support case conducted during the program and its reflective analysis, defended over video before a Synodeo mentor. The assessment focuses on the accuracy of your listening, the finesse of your three-level analysis, and the soundness of your positioning.
At the end of the program, Synodeo awards you its professional diploma. It doesn't certify attendance: it validates competencies actually demonstrated in your black book, tested in real support work and developed with your mentor.
This diploma is part of a dual-recognition model. On one hand, a professional certification backed by an external professional body, which situates your competencies against industry standards. On the other, a professional diploma awarded by Synodeo, which puts the school's own responsibility behind the quality of your training and assessment.
Synodeo designs its own curricula and trains with full pedagogical autonomy; professional recognition, meanwhile, rests on a third party external to the school. The same rigor runs from the first case study to the final defense.