According to the CIPD mental health issues can affect one in four people at some point in their lives and have a significant impact on employee wellbeing. Continue reading “Mental Health Awareness Training”
Mental Health Awareness Training
Leading L&D for a hybrid workplace
According to CIPD research conducted in February this year only 18% of organisations think their learning strategy, investment and resourcing will go back to what it was before the pandemic.
The report also states that “…the switch from traditional forms of learning to digital has in cases improved the way individuals support each other.”
It’s been inspiring to see how companies have so easily adapted and switched to a digital learning approach. Indeed, more so for those companies that were at first reluctant to make that change before embracing digital learning and successes that have come with it.
However, with all still up in the air surrounding return to work programmes and many companies adopting hybrid working policies indefinitely how can you plan your L&D going forward?
Planning hybrid L&D programmes
The past 18 months has accelerated the pace of change that was happening. Companies have been forced to ensure employees workers can work remotely and have little argument for insisting people must work in an office.
Therefore, surely a hybrid workplace calls for hybrid or blended learning programmes going forward, tailoring what methods you use relative to the needs of your individual workplaces. This is supported by our recent LinkedIn poll highlighting that almost two-thirds of people will be adopting a blended approach for the rest of this year.
The puzzle pieces of your L&D programme
Whether you do opt for one or a blend of several learning methods we examine them all to help you choose what’s right for you:
Online learning
So, by online we are talking about e-learning programmes. This can include off the shelf as well as custom built. The key advantage to companies is the ability to roll out the content to large numbers at a relatively low cost and even on a global scale. It’s favoured for compliance learning and often for subjects regarding industry regulation.
However, even with better assessments and built-in questions, there is still a challenge of ensuring people are retaining what they’ve learnt. Whilst it can be great for learning theory and knowledge it is limited when looking to practice behavioural and practical skills.
Virtual classroom training
The shining star of COVID disruption. “Zoom” became a verb synonymous with a video call in the same way Hoover has. It became the platform of choice for friends and families to keep connected and the same was true in the corporate training world because of its superior functionality.
Virtual training has been crucial at helping organisations provide alternatives to physical workshops.
It’s been fantastic at reducing borders, eliminating travel time and costs, carbon footprints and connecting people from geographically separated locations.
Since March last year, we’ve been working together with a global shopping company on their virtual training platforms. As one of the early adopters, we worked together to switch employees to virtual sessions across multiple continents, ensuring consistency of training, bringing people together from different teams and departments offering the ability to share and harvest ideas, opening discussions that would not have happened usually. We organised one of the world’s first virtual Scrum Master sessions and continue to deliver virtual training programmes for all our clients, a learning method favoured by many – now if not before.
However, the switch to virtual was not without challenges. Courses had to be reworked and getting the length right is key to avoid “Zoom-fatigue”.
For many companies, the transition from face to face to virtual was slower but once they did try it the results and feedback were much better than hoped. One thing is for certain that the rise in digital learning is certainly here to stay in whatever capacity works for your organisation
Face to face training
The “traditional” training and one that I’m sure many are keen to see a return too. We know with the work with our clients that lots of people enjoy this approach to learning physically with others so they can share ideas, work on challenges together and being away from their desk (wherever that is). It’s also easier to manage breakout discussions, have an engaged room and allows people to connect and network.
However, it does come with its challenges – there are additional expenses involved in running the sessions (trainer/delegate travel time, costs, venue hire etc) and it’s not always great for geographically dispersed workforces to organise. Sourcing an in-house trainer may work well to combat some of these issues.
Blended learning
A true winner for many companies! Combining more than one approach to formal training provides greater flexibility, extra stimulus by allowing you to put together programmes using different elements e.g. 2-hour virtual sessions, 5-minute videos, online coursework or small group physical meetups.
However, do consider the time involved in setting this up, managing the content and ensuring that it is accessible to all depending on their situation. For example, people in areas with low internet bandwidth might not be able to participate. Workaround this by starting with the end in mind and checking technology when designing the programme.
Getting it right
Whichever methods you adopt and use, we recommend you capture data and evaluate to understand the impacts of the learning delivered. With our experience of capturing, managing, and analysing evaluations for our clients we know how vital this information is to adjust and drive your L&D strategy.
Good luck with your L&D puzzle! We always start with the corners first!
Our top pick of L&D events and research
June 2021 has been busy so far! A time to reflect and take stock. To plan and adapt once more. A month to champion and celebrate learning in the workplace, especially after the last year.
Here’s our top picks of some inspiring workplace and L&D events, research, and guidance right now.
Festival of Work 15- 17 June 2021
CIPD’s online conference and exhibition designed to develop you, your people, and your business. You can still register until the 2 July and access all event content until the 17 July.
Festival of Work conference programme
Learning Technologies 21 June – 2 July 2021
Europe’s leading showcase of organisational learning and technology used to support learning at work. You can access the full content programme until the 2 July.
Learning Technologies event programme
Learning and skills at work research
CIPD report – how has the L&D landscape transformed since the pandemic?
Inclusion at work: perspectives on LGBT+ working lives
CIPD research – highlighting the key barriers and enablers to help people professionals improve LGBT+ workplace inclusion. The research discusses relevant training that may help also.
Planning for hybrid working
CIPD research with key training and development takeaways:
- Development of skills to ensure effective communication, performance management, team and relationship building and collaboration in hybrid teams will be required.
- Managers will also need information and guidance on ensuring inclusion and diversity, effective induction, and employee engagement with a distributed team.
- Technology skills may also need further development.
Make time for 15 minutes of learning everyday
Campaign for Learning’s ‘Learning at Work Week’ is another fantastic opportunity for employers and their staff to review and invigorate their learning and development efforts.
This year’s theme ‘Made for Learning’ focusses on how as humans we are constantly learning and adjusting our understanding and behaviours accordingly. Certainly, this last year has never been such a fine example of us all having to adapt and evolve as we navigated the COVID- 19 pandemic. But how can we take our human capacity to learn and turn it into something more purposeful for active lifelong learning?
Making habits stick
Our routines have been ever changing this last year so how do you schedule time and make habits stick for consistent, active learning?
15 minutes each day – make it achievable
Committing to 15 minutes of learning each day amounts to over 90 hours of learning a year. That’s more than 2 average working weeks and over 10 years it’s almost half a year! Imagine what you could achieve, learn and become in that time.
Use your commute – find a pocket of time
Bite-size bursts of learning are short enough to do during a commute or first thing before checking emails. Considering that many employees are now home working the time that would have been used for their commute could be used for learning, helping to boost motivation for their day ahead.
Appreciate the benefits – self-improvement and wellbeing
Schedule and allow this time for you and recognising the importance it has on self-improvement. Learning directly contributes to self-value and enriches wellbeing as well as expending your knowledge.
Being ready to learn
So you’ve found your pocket of time but what could you do, whether it’s informal or formal learning here’s a short list of reminder ideas:
- Watch a TED talk www.ted.com
- Read a blog article, whitepaper or report
- Watch a YouTube video
- Listen to a podcast
- Complete an e-learning module
- Create a reading list and have a selection to hand whether it be books, magazines or trade journals
- Talk to a colleague about what you’ve learnt
With just 15 minutes a day it doesn’t appear much at first however over time the accumulative effect on your knowledge, skills and behaviour will be significant. The important thing to remember is that learning can take place anytime, anywhere and there are so many different ways to learn especially with the increase of online learning over the last year – choose what works for you to make habits stick and become lifelong learners.
Creating sustainable workplace wellbeing programmes
With this week being Mental Health Awareness Week we’ve been thinking about some of the positive steps this week will bring to workplace wellbeing and how to take these into next week and beyond!
Hopefully employers and employees will seize the opportunity this week to kick off or kick start a programme of learning activities that puts wellbeing at work top of everyone’s agenda! With a multitude of training and workshops now available to support employees in looking after their mental health there is without doubt something for every organisation.
Take a look at our wellbeing video series if you are thinking about training for workplace wellbeing for the first time.
Keeping it going
Whilst chatting in a recent team meeting and subsequent Linkedin discussion we raised the following question – How do you embed workplace wellbeing programmes into your organisation for the long term? We also pondered whether there is still some resistance to use L&D budget for anything labelled as ‘mental health’ or ‘wellbeing’ training? Most importantly what do employees consider useful for their wellbeing?
We concluded that perhaps there are several different approaches organisations could take to develop sustainable workplace wellbeing programmes:
Giving employees the tools and the space to look after their mental health.
Investing in regular wellbeing activities that are hugely beneficial to help employees learn to rest and refresh their mind – yoga, mindfulness and meditation or providing toolkit advice in wellbeing workshops.
Communication and connection being at the heart of your L&D strategy.
Providing training that helps your teams to communicate and collaborate more effectively with courses covering how to be a good leader/manager, communications, time management, giving and receiving feedback or how to stay connected to your team whilst working remotely.
Recognising the impact that all learning has on wellbeing, threading workplace wellbeing through all your L&D efforts.
Identifying and delivering any learning opportunity on a consistent basis to make employees feel valued and enriched with new skills.
Seeing the bigger picture
Understanding what approach will work for your organisation will help you to promote internally – getting the right people to buy into a new learning programme from the start will make it more sustainable for the long term.
We help our clients map out their organisation’s learning needs so they can see and promote the bigger picture for their organisation. Then starting off with small steps and committing to consistent activity will help build in learning programmes that are long lasting and meaningful.
What would help your organisation embed learning programmes that support employee wellbeing both now and for the long haul?
Which online learning method do I choose?
Choosing to go online with your learning of course has become a requirement for L&D teams over last year but hopefully at the same time opened up new opportunity for your organisation too. The ability to provide easy to access training to more employees, including on-demand, from any location and even across time zones can only prove beneficial to all involved.
However how do you know you have the right online training for your organisation’s learning needs? Whether online learning has always been part of your L&D strategy, now forever part of it due to the last year’s events or you are still thinking if it’s right for you; it can be overwhelming assessing which tools, platform and content will deliver on your needs.
With so many options available it’s worth thinking carefully about what will suit you and organisation’s requirements. Would this change based on training subject or remain consistent for all your learning? Here’s a brief overview of the different approaches:
Off the shelf e-learning
You are looking for e-learning which already exists and you can provide to your company immediately. These e-learning providers will either add to your LMS (Learning Management System) using SCORM or Tin Can or will provide their own platform. Very popular for compliant and mandatory training, as well as for companies with limited budgets.
Bespoke e-learning
Also, known as customer or tailored e-learning. Suppliers will build a custom piece of e-learning for the client in the style and fit that they want.
From physical to online training
Transferring your existing internal classroom training into an e-learning solution. Ideal to create a blended learning approach.
Our training providers can deliver online training covering a broad range of business subjects including Management, Remote Working, Wellbeing, IT training and more.
Virtual classroom training
Different from standard e-learning in that virtual learning will run in real time and feature a trainer who is delivering the session remotely. This can be as simple as creating excellent learning webinars or something more technical.
Video learning
An excellent way of providing scenarios which grabs and keeps attention. There is a wide mix – from office type scenarios through to providers offering short 2-3 minute videos. Covering a full range of subjects including Microsoft Office, Management, Wellbeing and more.
Content curation
If you have an LMS and want additional content then you could work with training providers to develop content to compliment your existing e-learning portfolio.
Virtual Reality (VR) and Augmented Reality (AR)
VR has risen in popularity in recent years, especially in the gaming sector where it’s now mainstream method. So what does this mean for L&D? This is the big question.
Knowing when to use VR for learning, measuring effectiveness and a lack of knowledge are holding back VR implementation. Working with a selected number of VR and AR specialists, we can advise you on how to make the most of it and really dazzle your organisation with innovative learning.
Machine learning
Machine learning is not a new concept. It’s only now that the technological capability to practically support the theory exists. Data mining and learning analytics make it easier than ever to mine learning activity.
As an independant managed learning services provider we work with our clients to understand their online learning strategy, compare the market of online learning providers and make recommendations based on learning needs and suitable delivery approach.
Contact us if you want to chat more about your online learning options.
The Power of 10 – Productivity Method
The Power of 10 is a tool to schedule measurable and manageable activities into your day to support mental health and wellbeing, which in turn promotes increased productivity.
The power of 10 began from realising the importance of using any spare moment possible to benefit my wellbeing during lockdown and maintain the best balance between working, parenting, housework and “me time”. I really struggled with this juggling everything last year and started to do some research to assist. I found so many articles and suggestions and was amazed how many activities seemed to be linked to the number 10, from top 10 songs to improve your mood to 10-minute HiiT sessions. So maybe this could be used as a “magic” number to guide my self-help.
The more I thought about this it made sense and I could make this work to my advantage, if nothing else as a starting point I could manage 10 minutes out of my day.
For the first week I used 10 minutes as a framework but doing different activities each day. Walking for 10minutes, 10 minutes reading, 10-minute phone call to a friend etc. I was amazed how much better I started to feel.
From here the idea of using 10 as a quantifiable base expanded rapidly, firstly I tried 10,000 steps in a day then 10 pages of a book, and also writing down 10 things that were really bothering me and how to deal with them or to actually let go of the negative feeling.
I have also now started to use the Pomodoro technique which is a 6-step time management tool alongside the “power of 10 activities” to increase my productivity without increasing my stress levels. By scheduling my day even further into task time slots and using the associated breaks mindfully.
After a month of using both techniques I felt like back to myself and I have used the “power of 10” daily ever since. Anyone can use it and it can mean what suits them on any given day from physical activity to emotional outlet. It is about creating “tasks” to schedule into your day to benefit yourself.
You can even share your “power of 10” ideas with your colleagues and friends to support them too.
Vicky Seel – Operations Manager
What’s on your wellbeing checklist?
10 tips for wellbeing to help see you through the challenging winter months…
As we all face the ongoing challenges resulting from the pandemic and the transitions it brings as lockdown eases, we thought that sharing our ten tips for wellbeing may be useful this mental health awareness week:
- Keep in contact – even though teams may be working remotely, try to find new ways for social conversations to keep connected with your colleagues, as routines change. It can become very easy to just focus on the work at hand but make sure you are finding time for that ‘chat at the water cooler’ too!
- Keep your steps small to achieve your goals – our Wellbeing Videos offer guidance on breaking down your goals into smaller steps. Your workload may seem more challenging when having to operate in different working environments and uncertain times. Small steps always help.
- Get plenty of sleep – remember to switch to decaff in the afternoons and keep an eye on the thermostat – did you know that the best temperature for sleep is between 60 and 67 degrees Fahrenheit?
- Keep active – take a break from your desk and where possible enjoy the outdoors for exercise that you enjoy and feels right for you.
- Try a new hobby – learn a new hobby or restart an old one, perhaps a new language or something creative? It’s important to do things that make you happy – make time for yourself and create habits for your hobbies.
- Learn a new skill – many used lockdown as a time to learn a new skill. Think about how you want to carry these on/add to your skills as lockdown eases – keep your energy for learning going!
- Work to your strengths – do something you’re good at to build self-confidence, then tackle a tougher task.
- Lose yourself in a good book – when you have a moment to spare –begin an inspiring autobiography of someone you admire. Or why not even think about writing your own?
- Enrich your diet – nuts, beans & seeds, fish rich in omega-3, fruit vegetables and dark green vegetables are all on the menu. Eating all the colours of the rainbow on your plate and trying new recipes. Don’t forget coffee and chocolate too; all in moderation to improve concentration levels.
- Work together on wellbeing – what programmes or workshops does your organisation currently run? Join with colleagues and friends to focus on your wellbeing collectively.
We are all familiar with all on this list for sure but our challenge to you (and ourselves) is to create your own wellbeing checklist and take the time to review what’s working/needs more attention each week. Why not start it off this mental health awareness week?
Think oxygen mask first!
After the Appraisal Tsunami
No time following appraisal meetings to think about training – we can do that for you..
We know lots of you are climbing the PDP mountain with your teams – reviewing, planning, and identifying training to take things forward. Did you know that if you share your team goals with our experts, we will be able to provide you with the best training at great prices to take meet these learning goals. You probably don’t have time following appraisal meetings to think about training – we can do that for you.
One of the main purposes cited for carrying out appraisal is employee motivation, which in pandemic times has never been a higher priority. From coaching for underperforming employees to training that enables further workplace development, see how we can take training forward. We will help you to identify the right IT training and solutions even if you’re not an IT technical person.
Take advantage of our IT learning and development experts to get great training at fantastic prices without losing your precious time.
Just get in touch or call one of our team today on 0845 519 7408
A new normal – are we there yet?
Globally businesses have been on an unparalleled journey of change due to COVID_19 restrictions and lockdowns.
As many of these are relaxed, is September 2020 a time when we start to ask – are we there yet?
Many companies are working through their re-opening phase, with pandemic safety still firmly at the core of activity. When we do reach the new normal, what will it look like for you and your company, and is there an informed development strategy to take you there?
So, what’s the plan?
Millions of staff continue to work from home rather than the office, but this is only one business transformation that is taking place. Many businesses are reviewing Pre-COVID_19 business plans and strategies. Identifying where these remain on-point and where there are now challenges and opportunities resulting from the pandemic.
In a recent survey carried out by the Business Growth Hub, over 4000 firms shared insights into the impact of COVID_19on the local business landscape.
When considering business challenges and opportunities, the need for a clear plan to take the business forward during the start-up and post pandemic phases was given the highest importance.
A quarter of firms surveyed said that workforce development was the key area of business support that they were interested in.
The significant changes to workforces resulting from the pandemic are wide ranging. Ill health and furlough concerns have been replaced by re-structuring and skills gaps.
Only 19% of businesses surveyed were recruiting new staff, but 28% of firms said they only partially had the right skills to match business plans. 4% said they did not have the right skills they need.
Prior to the pandemic only 12% of those surveyed would have given high importance to workplace training, now this has more than doubled to 25.5%
15% of firms recognised that one of the main future challenges facing business, was getting the right workforce and skills.
Business critical mandatory training remains essential alongside the need to train for the future. To equip teams with the knowledge and confidence that future business growth requires, strategic learning is a priority.
The final four months of the 2020 could be an opportunity to deliver training to take your business forward. What does that look like for your company?
More than ever, the selection of the right external training provider to support your business is vital. Optimus Learning Services will help you identify and partner with the best training provider for your requirements.
Call us on 0845 519 7480 or email info@optimuslearningservices.com or blake@optimuslearningservices.com
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