…Talking about a proactive mental health and wellbeing programme which delivers first responder steps, is accredited, delivers 3CPD points is available in 11 different languages – why would employers choose anything less?
No, I don’t know the answer!
Do they think other programmes deliver more? Have they done a comparison? What is their goal in rolling out mental health and well being training – just a tick in the box? or do they want to really make a difference to their employees and business?
Without answering these questions, the wrong choice will be made.
Early this morning, I had the pleasure to work with delegates based at diverse locations from the same global employer on their journey to become in-house #I-Act instructors. At the end of our session, all became accredited in the manager version of I-act and continue their Instructor training.
I-Act Managing and Promoting Positive Mental Health and Wellbeing can be delivered to global employees at the same time. No need for country licences. All get a uniform experience enhanced by learning what is going on in different countries within their business from peers.
There is a non-managers version available for those who do not manage others – delivering the same critical steps. Understanding and Promoting Positive Mental Health and Wellbeing delivers accreditation as an I-Act Practitioner.
Delivering the lifelong knowledge of how to instigate personal, non-negotiable pro active self-care into hectic schedules across different cultures along with the critical first responder steps of how to start, manage and end conversations with team members who may be experiencing challenging emotional thoughts whilst setting personal boundaries to stay safe was interactive and inspiring.
Employers looking to secure an effective training programme in this critical field of workplace psychological safety – checkout how I-act can benefit you, your employees and business.
Having completed Growing Talent and been part of the permanent team for a while now, has the ‘shine’ worn off for Wing….?
Clearly not! Wing embraced the opportunity of Growing Talent from the start. Even though it’s completely different to ‘traditional recruitment’ and the usual requirements of a cv, formal interview, previous experience etc etc….
Always smiling, positive and an encouraging support for his peers on the Growing Talent journey with him, it’s inspiring to hear how well things are going for Wing.
Looking for work is tough, but it doesn’t always have to be so. Why not follow Wing’s lead and checkout the Growing Talent experience?
I’ve been delivering both @Iact_training courses – Managing and Promoting Positive Mental Health and Wellbeing for those managing others & Understanding and Promoting Positive Mental Health and Wellbeing for non-managers across diverse industries within the UK and globally for a little over two years.
Diverse industries commissioning this training include higher education, engineering companies, corporates, facilities management companies and community groups.
Following collaboration with a client a little over a year ago, I introduced a couple of tools for the client to see any change in knowledge and outlook from where they were before the course compared to after. These took the form of a scale of the importance of proactive self-care and the scale of confidence in starting a conversation with someone who could be struggling with their emotions as key elements of their evaluation. In, addition a generic multi choice before and after poll is carried out.
Over the past couple of days, it struck me how powerful if could be to put the before and after scales scores into a graph to give a strong visual on change delivered. A lot of increased knowledge was revealed.
Below are the resulting scales from one higher education client based in the UK with international students over the past year. Students – all levels, academic staff, operational staff and FM team members and management have collaborated on the powerful tools and learning of @Iact_training.
The rare instances of no movement below illustrate people who hold senior posts in the mental health and wellbeing sector. Although, they did indicate new learning on their evaluations forms with the new way to look at, introduce and action proactive self-care (fun) windows into really tight personal schedules!
In these trying times, it’s even more critical organisations spend their money wisely and confidently see results.
Deloitte’s UK Mental Health Report 2022 states for every £1 invested in workplace mental health and wellbeing, £5.30 is returned.
A question I’d be asking is what’s the cost if that investment is not made?
The affects of the two sides shown in the illustration above will be highly visible to wider teams and management for very different reasons.
The red zone – not performing well. A plethora of potential reasons will manifest as low performance. Lack of training. Disconnection within the team/management. Lack of a feeling of belonging and so on. Employers will notice the performance and have choices on what to do about that. Hopefully, any planned intervention includes communication, exploration and agreement with the employee.
The green zone – performing well. When this become expected, it can often be taken for granted. This in turn can lead to churn as the employee feels undervalued. If employers are aware of the potential of taking great performers for granted – they can ensure they don’t! Valuing great performance every time, is empowering and creates a connection of belonging.
What can often go unnoticed is the middle section.
This may be the largest group of employees in some organisations. ‘OK’ performance – acceptable, could be great. Why aren’t employees in this section striving to be the best they can? Multiple reasons which can include feeling undervalued, isolated, not respected and so on. As the performance is acceptable, employers could miss the opportunity to increase performance through communication, training, empowerment, responsibility, respect, inclusion and so on.
An employer can deliver training for their core business operations but can sometimes be blinkered on the power of wellbeing and emotional intelligence training which can empower the whole employee.
Let’s consider the humble kettle. At 211 degrees we have hot water but just one degree increase gives us steam! Used across diverse industries from food, beverage, wood production, sterilisation, pharmaceutical, chemical reactions and so much more.
How awesome will organisations and ALL of their staff be if empowerment training is rolled out?
What could employers consider in this area?
Emotional Intelligence Culture Index – see where departments are in 10 key areas
Emotional Intelligence Assessments – see where the gaps are for individuals then close the gaps with coaching
Accredited Managing and Promoting Positive Mental Health and Wellbeing – self proactive and ‘first responder’ tools
Accredited Understanding and Promoting Positive Mental Health and Wellbeing – for non-managers
Basic emotional intelligence – how we show up matters
Make better connections
Know your conflict style – and manage it
Components of good conversations
Overcoming procrastination to act
Building self empowerment
How much more productive is a flourishing team to the business compared to one that is not?
I love delivering I-Act’s innovative, accredited, global courses which empower delegates to understand the critical need to ‘put themselves first’ – an alien concept for many. Humans are rarely brought up to put ourselves first. Instead, we make sure everyone else is thriving – even at the risk of our own well-being.
Change starts with us. We have to train our mind by scheduling in regular windows of fun throughout our day to build the mind’s muscle to challenge negative thoughts when they hit.
We take care of our physical health and sometimes ignore our mind health. As our mind is the powerhouse of our brain and our brain is the power house of our body – we need to get more proactive on building that mind muscle!
In addition to the proactive nature of I-act, it also teaches how to start, manage and end emotional conversations whilst validating and reassuring those we are listening to and maintaining our own safety with boundary statements.
As a global course, the tools and steps are universal. Ideal for companies with staff based globally.
In these times of intense pressure on resources and finances, it’s easy for businesses to ‘park’ training. This could end up costing them more money and higher losses than the cost of implementing I-Act training!
The photo above depicts the medical student delegates whose UK university was the first to gain iso45003 accreditation for workplace psychological safety, completing the course as Practitioners. How insightful for the university to see the benefits of equipping their students to learn these critical skills to reduce the risk of burnout in the professional medical careers.
Shouldn’t every workplace ensure they rollout this training as part of their induction process?
Time for us all to take control, build our mind muscle to ensure we thrive as well as everyone around us.