Mindful employer program 2015 easna institute clearwater
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Chris Hylton presents at the Easna Institute convention in Clearwater Florida April, 2015
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Mindful employer program 2015 easna institute clearwater
- 1. A Public Commitment to Supporting Workplace Mental Health EASNA Institute April 24 2015 in Clearwater, Florida Presented by Chris Hylton and Lisa Hardy On behalf of François Legault, MSW RSW MM Principal Consultant
- 2. Disclaimer2 The information presented to you today is considered to be general best practices for organizations across Canada. The information is not intended to provide legal counsel or legal advice.
- 4. Warning4 The next few slides have not been approved by Francois. No animals have been harmed in these slides.
- 5. Is There a Disconnect between Managers and Employees5
- 6. Focus Differs 6 Managers Ee Get the job done Getting thru the day Day to day firefighting Ee mental health Staffing Ee personal goals Customer focus Ee emotion, stressors, happiness
- 7. If managers were dogs how would they sort out the world, avoid conflict?7 • Any ideas?
- 8. How much more sensitive is a dog’s nose than ours8 • A dog's sense of smell is said to be a thousand times more sensitivethan that of humans. In fact, a dog has more than 220 million olfactory receptors in its nose, while humans have only 5 million. • They use it to find out what is happening, they can smell one week’s history with their great nose • Employers with Mindful Managers would have a great pulse on the mental health state of their Ees
- 9. Mindful Managers at work9
- 10. Mindful Employer Charter • Signing up is free! • It does not involve qualification or certification • It is a good faith agreement to continue to strive towards supporting a mentally healthy workplace • There are resources available to help
- 12. Mindful Employers strive to: • Promote a mentally healthy workplace • Increase mental health awareness • Eliminate stigma around seeking help • Develop mindful managers • Support success at work
- 15. Mindful Employer In- House Supporting those who support employees
- 16. Who is this for? Supervisors Occ Health HR Union Reps Leaders Managers H&S M DiEAP VC Those who support, manage or lead employees
- 18. Describe Your Champion Respected and trusted by both labour and management Compassionate about people and also firm about work responsibilities Clear about expectations and also flexible
- 19. Train the trainer… • Develop the competence of your Champion • Champion helps develop other staff using provided resources • Staff develop and adopt strategies unique and practical for your work setting. • Reduce risk to psychological safety.
- 20. Workshops • Engage staff, resolve workplace issues: • Respond to employees with mental health concerns • Accommodation that supports success • Resolving conflict • Managing stress • 4 per year – roundtable, case study or activities • Can deliver in-house as often as required for 365 days
- 21. Workshop Resources • Facilitator resources • Participant workbooks • Practical application and action plans customized for your workplace • Links to relevant resources
- 23. Being a Mindful Manager means: I may not always get it right, but I am willing to work on solutions. I strive to support all employees to: • stay productive • return to work successfully after a leave • preserve good working relationships I continue to learn how to support positive workplace mental health for all.
- 24. Requirement #1 In bullet form, write what you have learned about the perspective and experience of at least 5 working people with mental illness. You can use the experiences shared in the Working Through It videos OR personally interview 5 individuals.
- 25. Requirement #2 Share the mental health resources you plan on sharing with your employees and state why. You can download and review the Working Through It™ Leader’s Guide to find resources OR choose any others.
- 26. Requirement #3 Write 3 bullets on managing the following: • Emotional outbursts • Accommodation • Conflict • Return to work • Performance problems
- 27. Community Cost by FTE’s 1–100 $500 101–500 $1000 501–1000 $2500 1001–2500 $5000 2501–5000 $10000
- 28. Visit us for more details… www.mindfulemployer.ca and www.mindfulmanager.ca
- 29. Questions? Thank You! Francois Legault consultactioninc@gmail.com chris@hylton.ca & lisa@corpcareeap.com
- 30. About CG Hylton Inc.30 • EAP in Canada • Benefits • HR consulting • Engagement strategies • HR policy review • Employee wellness • Employer of choice review
- 31. Let’s get social!31 Facebook facebook.com/pages/cghylton Twitter @HyltonYYC Google + plus.google.com/u/0/109237546846077340442/posts YouTube youtube.com/user/CGHylton LinkedIn ca.linkedin.com/in/cghylton
Notas del editor
- 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.
- Began in UK ( when) and spread to Australia (when) and New Zealand (when)
- Source: www.aces.edu/pubs/docs/U/UNP-0066/UNP-0066.pdf accessed from the internet Feb 23 2015
- 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…
- 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.
- 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.
- These are some of the organizations who have signed up. You can see they range from small independents to government unions.
- 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.
- 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…
- EAP counsellors, coordinators or EAP managers, OH Medical staff, HR, etc…
- 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.
- 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) .
- 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.
- 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
- 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.
- 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..
- 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.
- First I want to explain what is required to complete the application. There are 3 requirements – the first is to…
- The second is to…
- 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…
- 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.
- From the presentation of April 13th in Halifax: How many people can listen in on webinars? No iimits…aim to facilitate…