Mindful employer program 2015 easna institute clearwater

Editor's Notes

1. Welcome: This presentation will bring you on a quick tour of what this innovative initiative is offering. So many free resources available, but orgs dont know where and how to use it… Some use the resources and make progress but are not recongnized for their effort Some say the do it but do not feel supported- alone.. The presentation will be in three pieces: The charter –MEC, the IN-House program, and the Mindful Manager Program.
2. Began in UK ( when) and spread to Australia (when) and New Zealand (when)
3. Source: www.aces.edu/pubs/docs/U/UNP-0066/UNP-0066.pdf accessed from the internet Feb 23 2015
4. What do I have to do as an employer to become a ME? Once they sign the charter, the reality is that it becomes one more reason to strive at being mindful. They will expect to be held to task to be evaluated by their competitors, their shareholders, their stakeholders, their customers, their employees through this lens as well as others…
5. Our Charter looks like this and if they wish, Mindful Employers can order this to be displayed on the wall. It comes as part of a kit with decals, posters and a guide to following the charter using free resources.
6. All Mindful Employers agree to strive for those things, even though the Charter that is signed is slightly different in each country. Helps to develop mindful managers who are mindful and careful about how they interact, how they behave or think ( attitudes) about employees.
7. These are some of the organizations who have signed up. You can see they range from small independents to government unions.
8. From national businesses to institutions. Each has their own reason for signing up, but all have agreed to strive towards the principles of the Charter.
9. New program that has been piloted to great success Many who went out of their way to help, managers, union reps, burnt-out, no support, not sustainable…
10. EAP counsellors, coordinators or EAP managers, OH Medical staff, HR, etc…
11. Who in your organization is the champion for positive workplace mental health? Is it a leader, is it someone in HR, your EAP provider, an occupational health professional or is it a union rep? Who provides support and resources to your Champion or are they a lone voice in the wilderness.
12. Shifting the topic now a bit. Your Champion may also be your go-to person, but not always. I want you to take a moment to describe the person in your organization who most people go to when there is a complex mental health issue. Maybe a frontline supervisor is feeling uncomfortable approaching an employee who is clearly struggling with mental health issues or there is conflict between two employees that needs to be resolved. Describe the characteristics this person has. When you have taken up some answers, then go back to the slide and say, like many of you described, the go-to person is usually….(read slide) From the group: Non-judgemental, lived experience, perceived a compassionate, fair, honest, trusted, calm, good listener, courageous (conversations) .
13. So here is how In-House helps… We help your organization support workplace mental health. We help develop the competence and expertise of your in-house Champion to address the complex issues and continue to promote positive workplace mental health. We help your champion pay it forward – through interactive sessions they will hold with other staff in the organization that result in tangible action plans to not only improve effectiveness, but also sustain positive changes in behaviours. And ultimately, we help by reducing risk to the psychological health and safety of all employees.
14. The sessions are really geared to encouraging your staff to discuss solutions and strategies to better address issues effectively. The process itself can help improve engagement, collaboration and loyalty to the organization. Case studies ( not from your own organizations) Read slide Note that the roundtable format is a series of questions asked of the participants to help develop solutions, the case study is a real life case explored in 3 parts to help participants think about what they might have done in the situation, and the activities are to help learn new skills or strategies. Complex accommodations- psychosis, risk of violence, conflict in the workplace
15. In the facilitator resources we include timing for 1 hour, 2 hour or 3 hour sessions for each topic. Its developed to become a turn key approach. No need to be an expert here as we are not dealing with diagnosis, specifics, treatment issues, but rather a method that have worked. We provided suggested comments and directions for handling the responses of the audience. We also include ways to embed the learning in how business is done by developing action items and a feedback loop. The participants workbooks are all they need to engage. Each will include a place to record their commitment for change or action. Each will include information about relevant resources that can be accessed for additional learning or help. Supporting Employee Success at Work resource- free how to address accommodation in the workplace.
16. This type of person is someone who we might qualify as a Mindful Manager. The pilots said we don’t want to recruit only those who meet the very high standard, but we need to develop it- someone who striving…and knows no-one is perfect- is open to learn..
17. The Mindful Manager Creed says – [read slide] How do I support, maintain a good working relationship among staff- not just the one employee who at a particular time is suffering from a mental health challenge and is not performing as before or as required. To become a Mindful Manager, you must complete an application form that demonstrates your intention to strive towards supporting positive mental health for all. Although the questions have been called “too easy” by those who are experienced as they can answer from the top of their head in less than 20 minutes. But for those who are not experienced the application can take much longer as it may be necessary to learn more before answering. Those who engage in the Mindful Manager In-House program will probably be able to fill it out with ease after a couple of years of attending sessions and applying the learning, but no one is required to do it. This is voluntary, costs a low annual fee of $160 and provides the successful candidate with a number of resources and opportunities that we will describe shortly.
18. First I want to explain what is required to complete the application. There are 3 requirements – the first is to…
19. The second is to…
20. And the third is to… So why would anyone want to complete this, pay the extra cost and become recognized as a Mindful Manager? Next slide…
21. Mindful Employer is a not-for-profit. We want to make this affordable to all organizations so we are beginning with these low rates. As we said in the beginning, you would not be able to host even 1 session for all relevant staff at this rate and yet your Champion gets year round support and you can host multiple sessions on 4 different topics in 1, 2 or 3 hour sessions as many times as you want.
22. From the presentation of April 13th in Halifax: How many people can listen in on webinars? No iimits…aim to facilitate…