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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 practice. This training is now called Centre for Mental Health Workplace Training.

Originally uploaded on 14 December 2010.

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Workplace Training follow up 6 months later

  1. 1. Making an Impact Training managers to respond to mental distress Helen Lockett Director of Programmes and Performance
  2. 2. Overview of presentation <ul><li>Background to Impact on Depression </li></ul><ul><li>Delivery to date </li></ul><ul><li>Follow up evaluation </li></ul><ul><li>Where next? </li></ul>
  3. 3. Mental ill health is normal <ul><li>Mental health problems are almost as common in the workplace as they are anywhere else </li></ul><ul><li>Only 1 in 4 people seek treatment </li></ul><ul><li>Less than 20% of mental ill health in the workforce is work-related </li></ul><ul><li>However, how the workplace responds is crucial in particular the role of the line manager </li></ul>
  4. 4. Finding a suitable programme (2007) <ul><li>beyondblue ’s National Workplace Programme </li></ul><ul><li>Been running then for over 4 years in Australia </li></ul><ul><li>Specifically designed for the workplace </li></ul><ul><li>Improving knowledge and building the confidence and skills to act </li></ul><ul><li>In 2008, we adapted it and ran a very successful pilot </li></ul>
  5. 5. <ul><li>Re-branded to Impact on Depression </li></ul><ul><li>Based on a licensing agreement with beyondblue </li></ul><ul><li>It is run through a trading subsidiary of the parent charity </li></ul><ul><li>Offers a range of training products for organisations which are tailored to specific staff groups </li></ul>Making the training available in the UK www.impactondepression.co.uk
  6. 6. Delivery to date <ul><li>Over 1,200 managers from across a wide range of organisations and business sectors </li></ul><ul><li>Variety of backgrounds and professional groups: </li></ul><ul><ul><li>Engineers </li></ul></ul><ul><ul><li>Accountants </li></ul></ul><ul><ul><li>Admin managers </li></ul></ul><ul><ul><li>Library managers </li></ul></ul><ul><ul><li>Teachers </li></ul></ul><ul><ul><li>Media </li></ul></ul><ul><ul><li>Civil servants </li></ul></ul><ul><ul><li>from the NHS – both clinical and non-clinical managers. </li></ul></ul>
  7. 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”. <ul><li>Over 90% of people rated the facilitator and the relevance of the training as good or excellent </li></ul><ul><li>75% of people rated length as good or excellent </li></ul><ul><li>97% would recommend it to others </li></ul><ul><li>Immediate increase in managers’ knowledge and confidence </li></ul>
  8. 8. Programme evaluation <ul><li>We have conducted 2 follow-up studies (at 6 and 8 months): </li></ul><ul><ul><li>Cohort one: predominantly private sector managers (n=104) </li></ul></ul><ul><ul><li>Cohort two: predominantly public sector managers (n= 133) </li></ul></ul><ul><li>Compared knowledge, attitudes, willingness and confidence at three time periods </li></ul><ul><li>Found statistically significant differences between pre training responses and both the immediate post as well as the managers’ follow up responses </li></ul>
  9. 9. Profile of managers <ul><li>Response rates: 37% (cohort one) and 50% (cohort two) </li></ul><ul><li>Non-responders from each group did not differ in terms of their profile </li></ul>
  10. 10. Increased knowledge
  11. 11. Improved attitudes
  12. 12. Improved willingness to engage
  13. 13. Improved confidence to act
  14. 14. Putting the learning into practice <ul><li>Within eight months, 2 out of 5 managers reported that they had put what they had learnt into practice. </li></ul><ul><li>Most-reported examples described noticing a change, approaching someone and providing on-going support or adjustments at work </li></ul>
  15. 15. Confidence to act <ul><li>Female, 45-54, Operational Manager, NHS Trust </li></ul><ul><li>Experience of depression in her family </li></ul><ul><li>“ ...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 ... </li></ul><ul><li>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 ...”. </li></ul>
  16. 16. Confidence to act <ul><li>Male, 45-54, HR Manager, Local Authority </li></ul><ul><li>Person and family experience of depression </li></ul><ul><li>“ 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”. </li></ul>
  17. 17. Confidence to act <ul><li>Female, 35-44, Senior Accountant, Mental Health Trust </li></ul><ul><li>No personal or family experience </li></ul><ul><li>“ 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”. </li></ul>
  18. 18. Where next? <ul><li>The training is popular </li></ul><ul><li>The learning is sustained </li></ul><ul><li>We need to further our understanding of programme effectiveness using a controlled trial </li></ul>
  19. 19. Thank you For further information: www.impactondepression.co.uk

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