2021 Workplace Mental Health Trends:
Going Forward By Reinforcing Mental Health and Resiliency Training
Progressive organizations want to implement psychological health and safety through a positive workplace culture, supportive mental health strategies, and targeted processes and training programs
Mental Health and Resiliency Training Goals
Progressive organizations want to ensure that their employees are internalizing the training that is being provided, by having them create new habits and behaviours that continue to build their resiliency and promote mental health.
Measurement and Evaluation: Leveraging behavior science to reinforce desired behaviours.
The pressure to measure the impact of any program or change is now almost inescapable. Organizations want to see if the programs they invest in have positively impacted their team[s].
Nudge technology allows us to now track the development of new behaviour and habits, and respond when we see any barriers or issues that are in the way for participants. These insights are then shared with the leadership team, who can then work together to overcome the barriers and generate the desired performance outcomes.
Implementing this process and support into your programs is the critical next step in reinforcing mental health and resiliency program objectives.
For years, I have incorporated the Start-Stop-Continue method into my presentations, but like many other presenters, trainers, and workshop leaders, I was hearing from some participants post-presentation, that they were frustrated at themselves for not following through on their goals and commitments. However, you would never expect to learn how to drive, to play an instrument, or speak a new language in an hour or a day—so it is also unrealistic to expect major behaviour or attitude changes with little follow-up or opportunities for reinforcement.
Even as we work on our mental health and resiliency habits and can see and experience positive shifts—both large and small—at some point many of us are going to confront some aspect of ourselves that resists those shifts.
Follow-Up and Reinforcement:
Incorporating Nudge Technology Into The WorkSmartLiveSmart programs
In 2021, we will continue to help your teams to build resilience and create mentally healthy workplaces. We have added this nudge technology option to our training programs to support sustainable behaviour change. It allows us to be able to provide more detailed evaluation and impact information by documenting the individual employee mental health impacts of a program (impact measurement) and the commitment to behaviour change (process measurement)
We have combined our expertise and tools with a human performance and behaviour change expert, Nurdan Tokoz, of Solutions for Human Performance. Nurdan is an expert in leveraging behaviour science to reinforce learning and activate a true strategy change.
We will be using the Actionable methodology and nudge technology to extend learning from our live sessions by:
- supporting participants to build a new behaviour and/or habit
- making our program learning “stick” long term
- providing reports for leaders and teams to continue to reinforce the program impact
Quality In Learning Is Measured By What Is Actually Implemented: A Focus On Application.
“Change can be hard. Make it easier on your participants by equipping them with the power of the Habit Builder”
3 R’s of Habit Change:
Reminder (the trigger that initiates the behavior)
Routine (the behavior itself; the action you take)
Reward (the benefit you gain from doing the behavior)
The elements of the Actionable L&D platform activate the behaviour change by taking the program’s key content and splitting it into digestible chunks that focus on specific shifts in behaviour over a 30-day period. Participants are inspired and committed to change as they decide on what they want to reinforce from the content. Participants choose either a mindset, skill, or relationship based commitment. The platform uses just-in-time technology to commit participants to these action steps.
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Each team member engages in specific, measurable behaviour change related to the content they discussed. The leader is able to review the insights to determine their teams’ current needs. They can follow up with focused leader-led conversations around these strategies to ensure ongoing support.
The loop is clear: learn a new concept, change behavior in context of daily life, apply that concept regularly with positive reinforcement, reflect, and finally repeat with new concepts.
I am excited to leverage more of the way people actually learn into my training —with a targeted content, a lot of context, and support for follow-through and application.
If you would like to incorporate behavior science and this nudge technology to support your learners after one of our presentations, please reach out and Let’s Talk! 705-786-0437
Beverly
Questions
Are you frustrated with one and done training?
How important is developing positive mental health and resiliency in your organization?
Have you used Nudge technology to achieve long-term results and behaviour change?
Leave us your comments!
Contact Beverly about hosting a workshop for your team in building resiliency and addressing mental health challenges. Learn to nail down strategies to encourage a supportive working environment!
If you have some strategies to share – comment on this posting!
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