For HR, L&D and people leaders
The Safe Conversations Protocol™
Because better workplace cultures are built one conversation at a time.
A practical, psychologically informed and neuroinclusive approach to the workplace conversations that matter.
The conversations that are often avoided
Most managers genuinely want to support their people. But when a conversation touches on stress, wellbeing, performance, neurodiversity, workload or something personal, many aren’t sure how to begin.
They worry about saying the wrong thing, overstepping, making assumptions or creating legal risk. So important conversations get delayed, avoided, or handled in ways that quietly damage trust.
The Safe Conversations Protocol bridges the gap between your policies and the everyday conversations that put them into practice. It gives managers and team leaders a clear, repeatable way to approach these moments earlier, more skilfully and with the right boundaries.
What makes a conversation safe?
“A safe conversation is not necessarily a comfortable conversation. It is one in which people can speak honestly, feel heard and respected, understand what is expected of them, and work towards a constructive outcome without unnecessary fear, shame or judgement.”
That’s the principle at the heart of the protocol. It’s about confidence, compassion and clarity, together.
The four pillars
The protocol follows four simple stages, so managers always know where they are in a conversation and what comes next.
01 Creating Safety
Setting up the conditions for trust, openness and respectful dialogue.
02 Starting Conversations
Noticing concerns early and opening a conversation without assumptions.
03 Navigating Conversations
Listening, exploring, responding and keeping appropriate boundaries.
04 Moving Forward
Agreeing actions, clarifying accountability and following through.
What it covers
The protocol works across the conversations managers often find hardest:
- Wellbeing and stress
- Neurodiversity and adjustments
- Performance
- Workload
- Absence and return to work
- Behaviour and relationships
- Probation and progression
- Difficult disclosures
The neuroinclusive extension
An optional extension helps managers understand neurodiversity at work, explore support and adjustments, and manage performance inclusively, with clear expectations that take real barriers into account.
It focuses on the individual, not a label or diagnosis, and it never pressures anyone to disclose personal or medical information.
How it’s delivered: the 90-day Safe Conversations Toolkit
The protocol is the method. The Safe Conversations Toolkit is the 90-day programme that teaches your managers to use it, designed to fit around a busy working week.
- Start. A set-up call with your organisation, and short briefing questionnaires, including a ‘before’ confidence check, so we understand your starting point.
- Learn. Short pre-recorded modules, with workbooks and realistic workplace scenarios, that managers work through in their own time. They come with practical resources to use day to day, including checklists, conversation prompts, example wording and follow-up templates.
- Support. Email access to me throughout, so managers can ask questions as real situations come up.
- Talk it through (optional). A bank of hours, agreed with you, that managers can use to book 30-minute one-to-one Zoom conversations with me about specific issues.
- Review. Progress is checked again straight after the programme and about three months later, drawing on the views of leaders, HR and employees, followed by a short review call with you at a time that suits us both.
What it is, and what it isn’t
It isn’t therapy or counselling, and it doesn’t replace your HR procedures. It works alongside your employee assistance programme, occupational health and HR team, and part of it is knowing when and how to refer on.
Nor is it a way to avoid difficult feedback or remove accountability. It helps managers be clear and kind at the same time.
High standards and human sustainability. Together.
Who this is for
The protocol was developed with a deep understanding of the professional workplace, and is for any organisation where managers are expected to put wellbeing, inclusion and performance policies into practice whilst operating under the usual business pressures.
- Professional services
- Universities and education
- Health and the public sector, including the NHS and councils
- Corporate and large employers
And for the people who work inside these organisations
- People managers and team leaders
- HR and people teams
- Learning and development teams
About Hannah
I’m Hannah Beko. I’ve been a solicitor for more than 20 years and I’m a former law firm leader, so I know how much rests on managers and how little time they have.
I’m an ICF ACC accredited coach, a Mental Health First Aid Practitioner & Trainer and a Somatic Trauma Informed Coach & Leader, and the author of The Authentic Lawyer (2022).
Questions people ask
Is it online?
Yes. The modules are pre-recorded, so managers can work through them in their own time. They can email me with questions throughout and, if you choose, book 30-minute one-to-one Zoom conversations with me about specific issues.
How long does it take?
The Toolkit runs over 90 days. The modules are short and the tools are designed to be used in the flow of normal management, rather than adding another process for managers to complete.
Does it replace our HR procedures or EAP?
No. It complements your existing policies, HR procedures, occupational health and employee assistance programme. Managers learn when to refer to HR, occupational health or other specialist support, and where formal procedures need to be followed.
Can it be tailored to our organisation?
Yes. We start with a set-up call and short briefing questionnaires to understand your organisation’s starting point, and we’ll agree what you need, including whether to add one-to-one Zoom conversations.
We're a law firm. Is there something specific for us?
Yes. Safe Conversations sits at the heart of my year-long wellbeing partnerships for law firms. Have a look at Partnerships for Law Firms.
Let’s talk about your managers.
The first step is a short call to talk about what’s happening in your organisation and whether Safe Conversations is the right fit. Or ask for a brochure and have a read first.
Or email me at hannah@authenticallyspeaking.co.uk
