Learning is a life-long endeavour and we learn through many different experiences. Here we explore different types of formal training and education, development through peer support, and the value of and need for continuing professional development including informal follow-on support and learning.
By putting together training programmes that address and cater for each of these three areas, you can develop an effective strategy for good mental health for your workers and our industry as a whole.
Make sure you take time to discuss different approaches and benefits with your people, to support their needs.
Consider a variety of delivery methods to suit the audience, their availability, their location and any disabilities. For example:
- Face-to-face classroom courses
- Face-to-face online courses - with a transcription
- Webinars
- Online courses such as e-learning
- Online questionnaires
- Reading lists
- Curated content
- Articles
There are benefits to all different styles of training. People learn in different ways and so an inclusive training programme would involve a blended approach. You might include some face-to-face learning in a group setting as well as online courses and other curated learning resources which people can complete in their own time.
Consider the aims of the training and who the participants are to decide which approach is most suitable at a given point.
Where in depth and complex topics are being discussed, face-to-face learning (whether in person or online) offers an opportunity for discussion and reflection with the trainer and other participants.
Online individual courses such as an e-learning enables participants to complete the training at a time and in a space that most suits them, and at their own pace.
Face-to-face courses might be augmented by follow-on e-learning and other material such as relevant articles, reading lists and other curated content, such that the participants can refresh and supplement what they have learned.
It is important to ensure that individual needs are met. Ask your team if they have any accessibility needs ahead of face-to-face courses, so that the trainer has time to make the necessary arrangements.
Online modules should include a transcript and subtitles, and the website should be accessible and compatible with common screen-readers. You could also consider including BSL (British Sign Language) as a standard practice.
Peer support is when people use their own experiences to help each other. Support is based on sharing experiences and agreeing a reason for meeting.
Peer support offers a way for people to think about and experiment with the application of wellbeing tools and practices for good mental health. This is crucial for integrating mental health policies and practices into working strategies which positively impact the culture of the industry.
It has also been found to have tangible mental health benefits for those taking part.
Mind’s Side by Side programme found: “Peer support improves people’s sense of wellbeing, their ability to connect with others, increase their sense of hope and improve their ability to make decisions and take action.” – research by McPin Foundation, London School of Economics and St.George’s University London.
Consider how different individuals might most benefit from peer support, and the different forms it might take:
- Mentoring
- Action learning sets
- Industry events
- Peer support networks
- Buddying system
All peer support should be founded on shared experience, mutual support and a sense of purpose.
This could be bringing together people working with vulnerable contributors or on distressing content, people with lived experience of mental health problems, shared cultural backgrounds or experience of racism or bullying.
Regular group meetings where people can share their experiences, disseminate best practice and offer support and encouragement to one another are a simple but extremely effective way of engaging people within an ongoing discourse around mental health and wellbeing, both their own and others.
In order to ensure these networks remain safe spaces for everyone involved it may be pertinent to include moderation or facilitation from a trained individual.
‘’An important element of organisational support is providing training and supervision to peers who are taking on leadership roles. This can include training peer leaders in facilitation techniques that will support the core values of peer support, such as safety, two-way relationship, and choice and control. Supervision, which can take the form of one-to-one meetings with a manager in the lead organisation or facilitated group supervision meetings, allows peer leaders to discuss issues or concerns that might arise during their work as peer supporters.’’ – Developing peer support in the community: a toolkit, from Mind’s Side by Side programme
Peer support might be a cross-organisation or cross-industry network, for example to support freelancers. The group might meet up, whether in person or online, or communicate through online forums. For example, a WhatsApp group, Slack channel or on Teams.
Different options will suit the different needs of people, say if they are working long hours, are away from home, or do not feel comfortable in particular group settings. When setting up peer support groups, ensure that there are clear rules of engagement which include considerations around confidentiality and always signpost support resources.
One-to-one support systems might include mentoring or a buddying system, whether inside your organisation or cross-industry.
This is a formal relationship between the two individuals so it is important to set a clear structure, timeframe and rules of engagement, identifying the objectives of each individual. Therefore, within this pre-agreed structure, each individual can gain and give support within a safe and trusted relationship.
Discuss the needs of your team member in advance to best support them in finding a suitable mentor, mentee or buddy.
- Free ScreenSkills mentoring resources for both mentors and mentees
Follow on support can take the form of:
- Leadership awareness and input
- Support networks
- Departmental or team champions
- Online guidance
- Refresher training
- Information pages and curated content
Follow-on support and CPD is essential to ensuring workers within the industry keep developing their skills and have access to emerging best practice, new tools and techniques for enhancing mental health and wellbeing at work and the application of those tools.
Agreeing minimum standards within your organisation would help to ensure that everyone gains foundational understanding and knowledge of mental health and wellbeing. This should then be supported by ongoing support, networks and development opportunities to embed psychological safety into organisations, teams, managers and individuals.
Consider how mental health resources can be integrated into management and leadership techniques as well as everyday working practices.
Instead of signalling mental health training and development as a separate topic or agenda item, offer both informal and formal training in mental health awareness and how to address industry-specific factors so that good mental health and safe working environments are normalised across your organisation and the wider industry.
Psychological safety is an unstable dynamic which requires leaders, managers and workers to regularly reassess and address their own situation, their teams’ working environments and individuals’ changing needs.