About Jake
Useful when someone is struggling and the conversation becomes real.
I'm Jake Morrison - a mental health trainer, workplace mediator and conflict coach. Before working independently, I led charities and services where managers supported staff, frontline teams supported people in difficult circumstances, and the organisation still had to deliver under pressure. That experience shapes how I work now: practical, human and focused on what people can do next.
Free 30-minute call. UK-wide, online or in person.
Background and credentials
- Former Chief Executive, Citizens Advice Wokingham
- MHFA England Independent Instructor Member
- CMC-registered workplace mediator
- 1,600+
- Mental Health First Aiders trained
- 9.9/10
- Average instructor rating on MHFA Adult delivery
- CMC
- Registered workplace mediator
Experience behind the work
What I bring to the work.
The job titles matter less than what they taught me about pressure, accountability and what support needs to look like in a real workplace.
Leading organisations
I understand the pressure around the conversation.
I spent five years as Chief Executive of Citizens Advice Wokingham and later held senior responsibility for mental health services. That meant responsibility for people, volunteers, services, budgets, boards and difficult decisions, including what happened after the conversation.
So when we plan training or mediation, I think about what managers can realistically do, what frontline teams are carrying, what the people using the service need and what support has to sit around the work.
Mental health training
Sensitive learning still needs to be practical.
I am an MHFA England Instructor Member and have trained more than 1,600 Mental Health First Aiders, with a 9.9/10 average instructor rating on MHFA Adult delivery.
People should leave with clearer language, useful structure and more confidence for the next real conversation, not just a positive course evaluation.
Workplace conflict
Sometimes the right answer is not more training.
I am a workplace mediator registered with the Civil Mediation Council and use New Ways for Work® as a structured approach in one-to-one conflict coaching.
If the issue is a damaged working relationship or live conflict, I can help you choose between training, mediation, coaching or another route rather than forcing everything into the same service.
Lived experience
I use lived experience carefully.
I draw selectively on lived experience of mental health challenges and ADHD where it helps people understand the subject. I do not use it as a hook, clinical authority or an invitation for participants to disclose their own experiences.
It helps me recognise how easily good intentions can miss what a person needs, while keeping the work grounded in evidence and clear professional boundaries.
Client feedback
What clients say about the work.
The test is what changes for the people in the room: whether the content feels relevant, whether they can engage with it and whether they leave more confident about what to do next.
Jake took the time to understand the specific challenges our staff and volunteers face and tailored the content accordingly, ensuring it was practical, engaging and directly relevant to our work. Our team members came away feeling more confident, equipped and supported.
Jake brings calm, subject matter expertise and relevance to a difficult topic, making it possible for everyone to engage with it on a level that worked for them. I received reports of people having the confidence to use the techniques learned in real-life situations soon afterwards.
Working principles
How I work when the subject is sensitive.
The tone matters, but so does the substance. These are the standards I use to keep the work practical, responsible and worth commissioning.
- 1
Start with the situation, not a product.
I ask what needs to change, who is involved and what has already been tried before recommending training, mediation, coaching or another route.
- 2
Make it specific to your setting.
A law firm, GP practice, frontline charity and public body face different pressures. The examples, emphasis and delivery need to reflect that.
- 3
Create enough safety for honest participation.
Sensitive does not have to mean vague. I set clear expectations, invite questions without forcing disclosure and keep discussion connected to the learning purpose.
- 4
Be honest about scope and outcomes.
Training can build knowledge, confidence and practical skills. It cannot replace clinical care, repair every culture problem or guarantee what people do afterwards.
Next step
You do not need to know which service you need.
Tell me what is happening and what you would like to change. I will help you work out the most sensible next step, whether that is training, mediation, coaching or something else.
Prefer email? info@jakemorrison.co.uk