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Workplace Training follow up 6 months later

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A presentation about the 6-month follow-up we carried out after the Impact on Depression training. Within eight months, 2 out of 5 managers reported that they had put what they had learnt into …

A presentation about the 6-month follow-up we carried out after the Impact on Depression training. Within eight months, 2 out of 5 managers reported that they had put what they had learnt into practice. This training is now called Centre for Mental Health Workplace Training.

Originally uploaded on 14 December 2010.

Published in: Business

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  • Feedback sheets completed after the training (n=257) Over 90% - providing relevant information and quality of trainer 75% satisfied with length of training (those who weren’t – split between shorter or longer training)
  • Cohort one attended training in Oct/Nov 2008 Cohort two attended training in Oct/Nov 2009
  • 2 out of 5 had put what they had learnt into practice: noticed and approached a colleague or someone they manage Signposted this person to internal or external professional support Provided ongoing support and adjustments at work. Training increased confidence. Knowledge returned to baseline level Persist 2-3-3 Assist 2-3-4 Go with 1-2-3 Follow – up 2-3-3
  • Positive attitudes, reasonably willing to engage but not at a social level... this changed with the training and afterwards he was much more willing to engage. Training increase confidence, especially to persist with encouraging them to seek help, even if they deny there is a problem (2-3-3), assist them to make an appointment (2-3-3), follow up them up to make sure they got professional help and stay in contact after work hours Example of what he had done since the training: By approaching the person and asking them to seek help from the GP, internal counselling service and by talking to them regularly to show they are respected and things can change. Held positive attitudes and was reasonably willing to engage but not at a social level... this changed with the training and afterwards he was much more willing to engage. Training increase his confidence, especially to persist with encouraging someone to seek help, assist someone to make an appointment, follow up and stay in contact after work hours  
  • Prior to the training she wouldn’t have been willing to have someone with depression marry into her family or move next door, this changed. Training also increased her confidence to approach someone, to persist, to assist them to make an appointment and to go with them if needed  
  • Working with Kings College London to design a large scale randomised controlled trial
  • Transcript

    • 1. Making an Impact Training managers to respond to mental distress Helen Lockett Director of Programmes and Performance
    • 2. Overview of presentation
      • Background to Impact on Depression
      • Delivery to date
      • Follow up evaluation
      • Where next?
    • 3. Mental ill health is normal
      • Mental health problems are almost as common in the workplace as they are anywhere else
      • Only 1 in 4 people seek treatment
      • Less than 20% of mental ill health in the workforce is work-related
      • However, how the workplace responds is crucial in particular the role of the line manager
    • 4. Finding a suitable programme (2007)
      • beyondblue ’s National Workplace Programme
      • Been running then for over 4 years in Australia
      • Specifically designed for the workplace
      • Improving knowledge and building the confidence and skills to act
      • In 2008, we adapted it and ran a very successful pilot
    • 5.
      • Re-branded to Impact on Depression
      • Based on a licensing agreement with beyondblue
      • It is run through a trading subsidiary of the parent charity
      • Offers a range of training products for organisations which are tailored to specific staff groups
      Making the training available in the UK www.impactondepression.co.uk
    • 6. Delivery to date
      • Over 1,200 managers from across a wide range of organisations and business sectors
      • Variety of backgrounds and professional groups:
        • Engineers
        • Accountants
        • Admin managers
        • Library managers
        • Teachers
        • Media
        • Civil servants
        • from the NHS – both clinical and non-clinical managers.
    • 7. Highly valued “ Excellent presentation, three hours well spent, thanks a lot”. “ DVD case studies were especially helpful”. “ Very useful in dispelling myths and showing just how common this is”.
      • Over 90% of people rated the facilitator and the relevance of the training as good or excellent
      • 75% of people rated length as good or excellent
      • 97% would recommend it to others
      • Immediate increase in managers’ knowledge and confidence
    • 8. Programme evaluation
      • We have conducted 2 follow-up studies (at 6 and 8 months):
        • Cohort one: predominantly private sector managers (n=104)
        • Cohort two: predominantly public sector managers (n= 133)
      • Compared knowledge, attitudes, willingness and confidence at three time periods
      • Found statistically significant differences between pre training responses and both the immediate post as well as the managers’ follow up responses
    • 9. Profile of managers
      • Response rates: 37% (cohort one) and 50% (cohort two)
      • Non-responders from each group did not differ in terms of their profile
    • 10. Increased knowledge
    • 11. Improved attitudes
    • 12. Improved willingness to engage
    • 13. Improved confidence to act
    • 14. Putting the learning into practice
      • Within eight months, 2 out of 5 managers reported that they had put what they had learnt into practice.
      • Most-reported examples described noticing a change, approaching someone and providing on-going support or adjustments at work
    • 15. Confidence to act
      • Female, 45-54, Operational Manager, NHS Trust
      • Experience of depression in her family
      • “ ...talking about the way they feel, referring them to occupational health and seen them both through the other side, amazingly! I felt confident in the way I dealt with them and encouraged that they responded positively to me ...
      • I feel that I was able to use the skills I acquired on the course to a better effect than I would have previously, especially recognising the signs and symptoms of depression ...”.
    • 16. Confidence to act
      • Male, 45-54, HR Manager, Local Authority
      • Person and family experience of depression
      • “ By approaching the person and asking them to seek help from their GP, [our] internal counselling service and by talking to them regularly to show they are respected and things can change”.
    • 17. Confidence to act
      • Female, 35-44, Senior Accountant, Mental Health Trust
      • No personal or family experience
      • “ Following the course I felt able to approach a member of my immediate staff that seemed depressed. I offered to help them find help to deal with what they were going through and told them that I was happy to discuss the situation. I encouraged them to go to their GP and I know that recently they have had some telephone counselling and their mood is a lot better. Prior to the course I do not feel that I would have been able to do this”.
    • 18. Where next?
      • The training is popular
      • The learning is sustained
      • We need to further our understanding of programme effectiveness using a controlled trial
    • 19. Thank you For further information: www.impactondepression.co.uk