Five key steps to bridge the gap between training and the workplace

Training is an important thread of a conflict and violence reduction strategy but conducted in isolation, is no guarantee of change in workplace behaviour and desired outcomes, such as a reduction in the number and severity of incidents. Transition of this type cannot be achieved by training and support functions alone. A combined organisational effort is required and commitment from service and line managers.

Following these five key steps will help training make a real difference:

  1. Training fit for purpose: We first need to ensure training is directly relevant to the role performed and service needs i.e. suitable, and at the correct level required i.e. sufficient.  As managing conflict is a health and safety issue, it is particularly important to be able to demonstrate that the training solution addresses identified violence risks. It is essential to consult with staff and, where practicable, service users to understand the full extent of the challenges and their thoughts on solutions.
  2. Realistic delivery: Once we are confident that the training content is relevant and sufficient, we can concentrate on delivering it in a way that helps staff problem solve and build confidence. Practical 'real world' scenarios and case studies will go some way towards this and will encourage change. Better still if some training can be delivered in the workplace.
  3. Workplace rehearsal and practice: As soon as staff are back at work we should take a little time to rehearse likely scenarios in our own setting, just like we would a fire drill. This will check understanding of roles and responsibilities, test systems and help build understanding and confidence. Maybo has developed a coaching model involving local service based 'advocates' or 'champions' to support such activity and facilitate updates, skills practice and problem solving. These individuals can then provide a valuable link between support functions, line management and staff.
  4. Managers taking notice: By highlighting good practice and actively reviewing adverse incidents to draw learning. One of the best ways to reduce risk practices, such as restraint for example, is to monitor and review incidents; ask why, identify alternatives and follow up. This should be a positive and supportive process and a consistent discipline.
  5. Review of progress: This is easiest, if at the outset we have set tangible targets, such as a reduction in certain incidents and behaviours, and we have established a baseline-start point. Using a combination of incident data and feedback, using Maybo’s staff survey tools, we can develop a picture, including staff insights on risks and perceived capability. This will establish whether training remains fit for purpose and, critically, if it is having a positive impact in the workplace.

Delivering and maintaining knowledge and skills within the workplace is easier than ever with Maybo's new online resources, inductions and toolbox inputs. Our new in-house coaching model provides added capability to help local services problem solve proactively, update and practice skills and review and learn from incidents. No need to leave anything to chance!

 

 

Posted by Maybo on June 19, 2012

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