Psych Flex Conversation Mat
£75.00
Change is constant. The challenge isn’t avoiding it – it’s learning how to adapt, stay grounded, and keep moving forward. That’s where psychological flexibility comes in.
The Psych Flex Conversation Mat is designed to help people explore the core skills that enable us to bend without breaking: Acceptance of emotions, Distancing, Being Present, Anchoring in Values, and Taking Action. Through guided questions and structured dialogue, teams can surface assumptions, share perspectives, and discover practical ways to respond to uncertainty with clarity and confidence.
By working through the mat together, participants gain a deeper awareness of their own levels of flexibility, while also identifying quick wins and longer-term actions that can strengthen adaptability across the team and wider organisation.
Perfect for workshops, team meetings, or away days, the Psych Flex mat gives everyone a voice in the conversation. It provides a simple pulse check on how people are navigating change and opens up positive, constructive dialogue about what helps us thrive in dynamic environments. Designed for up to 12 participants (with the option to scale for larger groups), all you need is a table, some pens, and a willingness to explore how flexibility can fuel performance.
Every purchase comes with a User Guide and FAQs, packed with research-based insights, facilitation tips, and practical advice to help you get the most from your session.
Ready to build resilience and adaptability into the heart of your team? Let’s start the conversation.
In stock
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Good for?
– Performance Management/Motivation: Create foundations of respect and transparency for regular team feedback and performance motivation.
– Better Understanding: For managers and organisations to understand how to best motivate performance in individuals and teams.
– Increased Performance: By having clarity over how to best motivate ourselves, we are able to spend more time in peak performance.
– Increased Accountability: People experience increases in emotional intelligence that results in more accountability for their own performance.
– More regular performance conversations: Once the tone has changed and people are directed on how to have more effective conversations, the regularity increases.
¹Informed by research by the Corporate Leadership Council and Gallup
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Good for?
– New teams: Get to know each other well and in ways that will rapidly onboard people and reduce the time it takes to perform.
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– Respect/ Diversity & Inclusion: Helping teams establish a positive foundation for respecting each other’s unique and individual contribution.
– Performance Management/Motivation: Create foundations of respect and transparency for regular team feedback and performance motivation.
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¹Flade, Apslund & Elliot, 2015
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