When people hear the word “booth”, they sometimes picture a noisy corner at an exhibition, with a wheel to spin and a bowl of sweets. Others picture something closer to a medical station, with a queue and a result that will travel back to the office.
Neither picture is what we mean.
When an organisation books our full two-day Workplace Mental Health & Brain Wellness workshop, a Mental & Brain Wellness Booth is included at no additional charge for up to 50 employees. The booth extends the employee wellbeing programme beyond the training room. It offers a private, voluntary chance to pause, reflect, and hear some practical next steps.
UP TO FIFTY, AND WHAT THAT NUMBER MEANS
I want to be plain about the figure, because it is the sentence most often misread.
The allowance of 50 is for booth access. It is not the workshop participant limit. Workshop cohort size is agreed separately, according to the organisation’s needs and the planned learning activities. Booth appointments and staffing are arranged in advance, outside participants’ training sessions. The booth sits outside the 14 training hours.
Attendance is voluntary. Nobody should be walked over during a break and told that they are expected to take part. People come by scheduled appointment, which protects both privacy and the learning time of those who are in the workshop.
WHAT AN EMPLOYEE MAY MEET THERE
The booth includes several quiet elements.
There are brief voluntary mental health and burnout screening questionnaires. There is a short brainwave recording with educational feedback. There is private individual feedback, then practical guidance and, where it fits, recommendations for further support.
The questionnaires are coordinated with workshop activities so that people are not asked the same thing twice without reason. They do not establish diagnoses. The brainwave recording is an educational snapshot. It does not diagnose burnout or mental health conditions. It is not a medical or diagnostic brain test, and it is not a fitness-for-work assessment.
I use these sentences carefully. In corporate mental health support, trust depends on not letting an educational moment dress itself up as a clinical conclusion.
A PRIVATE ROOM INSIDE A COMPANY INITIATIVE
Individual results stay with the person. Employers receive only aggregated, de-identified findings, and only where confidentiality can be protected. If a group is small enough that someone could be recognised from the pattern, those results are combined with others or omitted.
This is not a technical afterthought. It is the condition that allows a booth to exist inside a workplace without becoming a surveillance exercise. An employee should be able to sit down, answer honestly, and leave with information that belongs to them.
I will write more later in this series about what employers do and do not see. For today, it is enough to say that management is not given a list of names beside scores.
The booth also does not stand in for an organisation’s own view of working conditions. Where management wants to understand workload, role clarity and support across teams, a psychosocial risk assessment is the more suitable starting point, followed by tailored organisational intervention.
The booth is run within neuroscience-informed practice, by a team that includes clinical psychologists, occupational therapists, LKM-registered counsellors and three DOSH Psychosocial Trained Persons. I bring 15 years of practice to this work as an Industrial & Organizational Psychologist (PSIMA Reg. No. 91090), Neurofeedback SBCIA Master Trainer, HRV Biofeedback (BCIA), HRD Corp Accredited Trainer (6871) and DOSH Psychosocial Trained Person (PTP-167/25).
HOW THE BOOTH SITS BESIDE THE WORKSHOP
The two-day programme is about shared learning: stress, energy, recovery, conversation and working relationships. The booth is a separate, quieter offering for people who would like an individual moment as well.
Some employees who attend the workshop will also book a booth appointment. Some people in the wider organisation may visit the booth even if they are not in the training room, up to the agreed allowance of 50. The arrangement is discussed in the corporate proposal, including space, scheduling and staffing.
Our in-person centres are in Bangsar South, Kuala Lumpur, near Petaling Jaya, and in Penang. Corporate booths, however, are planned around the organisation’s own setting. We talk through what the site can reasonably hold, rather than importing a centre layout and calling it a replica.
A NOTE ON FUNDING LANGUAGE
Because this question arrives quickly in Malaysian organisations, I will say one thing now and return to it more fully later. The booth is not part of the 14 training hours. It should not be assumed to be approved or automatically covered under training funding. When companies ask about support for the workshop itself, we are glad to check the current registration status with them. We do not treat the complimentary booth as if it were the same thing as the training.
A booth is a modest structure. Used well, it gives employees a private place to look at their own wellbeing during a wider corporate wellness initiative. Used carelessly, it can feel like a test. The difference lies in consent, in the limits of what the questionnaires and the brainwave recording can say, and in what is kept from the employer’s eyes.
If you are picturing a screening booth for your team, the most useful first question may be a gentle one: how will people be invited, and how will they know that saying no remains possible?
Warmly,
Dr Hiro Koo
Industrial & Organizational Psychologist · Neurofeedback SBCIA Master Trainer · HRV Biofeedback (BCIA) · New Mind
If you would like to talk through booth arrangements beside the two-day programme, you are welcome to write to me on WhatsApp at +60 16-715 4419, or to read the workshop page, including the complimentary booth.
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人们听到“摊位”两个字，有时会想象展览会里热闹的一角，有转盘，也有一碗糖果。另一些人则想象得比较像医疗站：有排队，也有一份会传回办公室的结果。
这两种画面，都不是我们所说的意思。
当一家机构完整预订我们为期两天的 Workplace Mental Health & Brain Wellness 工作坊时，会配套一个心理与脑健康摊位（Mental & Brain Wellness Booth），最多可供 50 名员工使用，不另收费。摊位把员工福祉计划延伸到培训室以外。它提供一个私密、自愿的片刻，让人停下来看看自己，并听一些实际的下一步。
UP TO FIFTY, AND WHAT THAT NUMBER MEANS
关于这个数字，我想说得清楚一点，因为它最常被读错。
50 这个名额，指的是摊位使用人数。它不是工作坊的人数上限。工作坊规模会另行约定，依照机构的需要和计划中的学习活动来定。摊位的预约与人力会提前安排，并且放在学员的培训时段之外。摊位也不在 14 个培训小时之内。
出席是自愿的。不应该有人在休息时被带到摊位前，并感觉自己非参加不可。人们按照预约前来，这样既保护隐私，也保护仍在工作坊里学习的人的时间。
WHAT AN EMPLOYEE MAY MEET THERE
摊位包含几个安静的部分。
会有简短、自愿的心理健康与倦怠筛查问卷。会有一段短时脑波记录，并配上教育性回馈。会有私下的个别回馈，以及实际建议；若合适，也会建议进一步的支持。
问卷会与工作坊活动协调，避免无必要地重复询问同一件事。问卷不能确立诊断。脑波记录是教育性的快照，不能诊断倦怠或心理健康状况。它不是医疗或诊断性的脑部检测，也不是适任工作评估。
这些句子我写得很小心。在企业心理健康支持里，信任取决于：一个教育性的时刻，不要把自己打扮成临床结论。
A PRIVATE ROOM INSIDE A COMPANY INITIATIVE
个人结果留在当事人那里。雇主只收到汇总且去识别化的发现，而且只有在机密能够被保护的前提下。如果某个组别小到可能从趋势里认出某个人，这些结果会与其他组合并，或被略去。
这不是技术上的附带说明。它是让摊位能够存在于职场之中、却不变成监视动作的条件。一位员工应当能够坐下来，诚实作答，并带走一份属于自己的资讯。
这一系列稍后，我会再写雇主看得到什么、看不到什么。今天只需先说：管理层不会拿到一份名字旁边写着分数的名单。
摊位也不能取代机构自己对工作条件的了解。若管理层想看清各团队的工作量、角色清晰度和支持状况，较合适的起点是心理社会风险评估（psychosocial risk assessment），再接上量身定制的组织干预。
摊位在以神经科学为依据（neuroscience-informed）的做法之内进行，团队包括临床心理学家、职能治疗师、LKM 注册辅导员，以及三位 DOSH 心理社会受训人员。我以 15 年的实务经验，作为工商与组织心理学家（PSIMA Reg. No. 91090）、Neurofeedback SBCIA Master Trainer、HRV Biofeedback (BCIA)、HRD Corp Accredited Trainer (6871) 以及 DOSH Psychosocial Trained Person (PTP-167/25) 带领这项工作。
HOW THE BOOTH SITS BESIDE THE WORKSHOP
两天的课程关乎共同学习：压力、能量、恢复、对话，以及工作关系。摊位则是另外一项更安静的安排，给那些也希望有一段属于自己的时间的人。
有些参加工作坊的员工，也会预约摊位。机构里未进入培训室的同事，在约定的 50 人名额内，也可能前来。这些安排会写进企业提案里，包括场地、时间和人力。
我们的实体中心在吉隆坡 Bangsar South（靠近八打灵再也）以及槟城。企业摊位则会围绕该机构自己的场地来规划。我们会一起看现场合理装得下什么，而不是把中心的布局原样搬过去。
A NOTE ON FUNDING LANGUAGE
马来西亚的机构很快就会问到资助问题，所以我先说一句，稍后会写得更完整。摊位不属于这 14 个培训小时。不应假定它已获批准，或会自动被培训资助涵盖。若公司想了解工作坊本身目前的注册情况，我们很乐意一起查核。我们不会把配套摊位，当成和培训同一件事。
摊位是一个克制的结构。用得好，它能在更宽的企业健康计划里，给员工一个私下看待自己状态的地方。用得轻率，它会让人觉得像考试。差别在于是否出于自愿，在于问卷和脑波记录能说什么、不能说什么，以及有哪些内容不会进入雇主的视野。
如果你正在为团队想象一个筛查摊位，最有用的第一个问题也许很温和：人们会如何被邀请，以及他们如何知道，说“不”仍然是可以的？
Warmly,
Dr Hiro Koo
Industrial & Organizational Psychologist · Neurofeedback SBCIA Master Trainer · HRV Biofeedback (BCIA) · New Mind
若想一起谈谈两天课程旁边的摊位安排，欢迎通过 WhatsApp +60 16-715 4419 写信给我，或阅读工作坊页面中关于配套摊位的说明。
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