Building a Resilient Workplace

2 Is this a psychological and healthy place to work? -64% agree -19% unsure -17% disagree Plus other organisational factors e.g. Occupational Health Data. How many organisations are willing… -to ask the question? -understand the result? -to take action? The Prompts for Investment

Research & Benchmarking – Pioneering Resilience 3

4 From this Engaged with Resilience Matters Understand the Problem Focus on personal resilience Plan to mitigate org. factors

5 Identification of Pilot Group Is this a psychological and healthy place to work?

7 Phases - Proactive Resilience Management Step 1 : Steering Team Selection (3-4 people) Step 2: Awareness and Survey (1.5 Hours) Step 3: Analysis of Data Step 4: Review key findings and priorities Step 5: Action Plan Development Step 6: Training: The Resilient Mind Step 7: Re-Survey 6

Work Positive Questionnaire: High Level Organisational Stressors Single and Focus Group Interviews Report issued with key organisational factors Review findings and focus areas from above Stage 1-4 (Understanding the Problem) 7

Develop Action Plan Facilitated workshop to prioritise issues and focus areas with the entire team. Develop Action plan with timelines to mitigate the key risks. Stage 5 8

One Day offsite Resilient Mind Training − Focus of the training is personal resilience to enable people to manage own personal stress response at work and home. − Techniques and Tools − Discussion Stage 6 9

Each participant received a workbook that contained − Personal stress audit, diary and SWOT analysis; − Personal stress management plan; − Reminder of the terminology used and; − A resilience ‘prescription’ highlighting resilience tips Richard developed an innovative game called “Insights” to address the team issues in a fun and practical way. CD that incorporates the programme content to teach people how to deeply relax in a practical way using progressive relaxation and guided imagery. Innovation / Course Design 10

Dealing with Stress – in a interactive workshop style that was inclusive and open Sharing (Oct 2014) As part of a pharmaceutical-chemical sector network meeting, we shared this best practice initiative with HR and health and safety leaders. − Since then, both Richard and our team have supported other organisations with their resilience journeys. Innovative in programme design Our Best Practice 11

Is this a psychological and healthy place to work? Pilot Group Results - +36% Department Positive Change Quality -Team A -Team B -Team C -Team D 20% 57% 17% 36% 40% 78% 75% 82% +20% +21% +58%

Our Evaluation (Kirkpatrick ’ s model) Evaluation type (what is measured) On site Measured for Evaluation of this Development Programme. 1. Reaction -Course Delivery, -Participation rates -Course Feedback 2. Learning -Completion of departmental and personal action plans 3. Behaviour -Positive change on the GPTW survey site +36% quality group -Increased Engagement & openness -Impact on Site Culture 4. Results & ROI 30% reduction in work related stress cases e.g.Quality 18% Reduction in EAP visits Increased Investment in Health Centre 100k Reduction in Long Term Sick (* result not evident yet)