1. What was one take away you had about Nutrien as a company? Integrate with course content. 2. Select one of the course objectives Candice presented for the "injury and illness reduction", and explain how it aligns with the ABCD model. 3. Considering the Global initiatives training process or the "training program selection criteria"- what steps does Nutrien take that are specific to global training? Integrate course content. I 4. What was one take away from the Working Mind program from the perspective of current global pandemic. 5. What was one take away from Candice's discussion respecting how training has changed given COVID? Training Design - Example on small site scale (non-global) N3 Injury and illness Reduction Identify Issue to be resolved Involve proper stakeholders Develop plan Implement plan Continuous feedback Course Objective Training Com Training Methods Teder action before and her each day Profor Hamad Mention thankaisal Demonte Dendre they Bodily nude nomad Dhe by bringt working per working Course Description Melyik and for the Propers for and Coro Our stonden hale everyday Er les studies to mi Acte Pri who plays wurdeporting Hollatory wants Per totes and lety show Photos Bolesally and fire what are amable Pretion, vil Mon em bahuding de interest Coaches and MI MENTAL HEALTH WORKING TEAM Novembor 23, 2020 O BI N N ADDIE Model as it pertains to T&D - Review slide N 4 A In the first phase, analysis, needs and objectives are established. D In the design phase, learning objectives, session structure, resources are identified. During the development phase, content for the training session is completed. The implementation phase involves the preparation and delivery of training content. The evaluation phase is ongoing and ensures all stated goals of the learning process will meet the specified needs. November 28, 2020 MENTAL HEALTH WORKING TEAMS Process - Global initiatives N 5 . . . Global Training and Development Process : Form teams of employees - all levels, around the globe ("A" Analysis stage) to resolve a problem (Needs analysis who/what/where/when/why, etc. ) Example uses mental health (early identification and prevention, ee training, leader training) Each has a different topic to resolve and must come up with reasonable solutions (3 groups) Branch out to meet, discuss, come back together with possible solutions as larger team (Two "D's" are considered here. Design and Development) is the program already created? If so, can we customize for each business unit or tailor it to needs. Or is program starting from scratch? Internal resources or external? This process can take weeks/months to complete Obtain support / buy-in from ELT, etc. Pilot program ("T" implementation) and tracking Feedback / Steps forward ("E" evaluation phase) from provider and internal forms Differences in business units when applying (budgets, decisions, etc.) Program moving forward beyond pilot? ("T" Implementation continued) Ongoing evaluation ("E" Evaluation phase) Results In relation to Kirkpatrick's 4 level evaluation: we measure- Reaction to instructor / material / presentation Behavior Learning - were learning objectives achieved Behavior-has behavior of ee's changed back on job (application) Learning Results - measured outcomes Reaction . . Training Program Recommendations - EXAMPLE (using covid and mental health training) N 6 Applicable for all Business Units . . . Program Goals & Clarity Basic education - awareness, reducing stigma, promoting mental health & wellness Recognizing when mental health issues sts, and strategies to intervene Responding appropriately to crisis situations Creating a common understanding and language for employees across the globe Target Audiences Delivery Strategy = top-down approach? Recommendations: Educational Based Training Ongoing educational support/resources (EFAP to provide) next level training, etc. Training Program Selection Criteria - EXAMPLE N/ . . . Do we already have a solution that is provided? General awareness of: how to identify a problem; what is the conversation to have if a Supervisor sees a problem? Training not so complex to ensure that we don't overwhelm the audience/Supervisor, so they don't implement Does it provide an outreach component? Is it reputable & credible - who developed the material (experts)? Can be offered consistently across the company - Cda, US. Trinidad? Can this be a coordinated approach? Is there ongoing support and resources after the training for additional support? Website, site resources, etc. Does it Have a Train the Trainer component? Cost? Can the solution be provided within a 6-12 months timeframe with a pilot at 1-2 sites with 3 mons? . . . Program Overview (Chosen through ADDIE) N/ 9 The Working Mind Education based, anti-stigma program that aims to: Promote mental health and reduce the stigma surrounding mental illness Reduce barriers and encourage early access to care - create a more supportive culture in the workplace Assist supervisors in maintaining their own mental health while promoting positive mental health in employees Provides tools and resources required to manage and support employees who may be experiencing declining mental health or a mental illness. Key Concept - Mental Health Continuum Model (this is our 'common language') Categorizes mental health along a continuum, allowing individuals to identify indicators of declining or poor mental health without diagnostic labels and the associated stigma. Stresses individuals can move along the continuum and provides actions one can take for themselves and others to promote moving back into the "healthy" phase. Mental Health Continuum Model HEATH BURED Mental Health Continuum Model REACTING INJURED Big Four Strategies Potential sources of Support and Help Signs and Indicators Mit de franti w and for Forhan . for V low Groep . depood . ON wowo muidendo des . . an pero One Other Techniques Dec por pre Sowo w Toined ing Gel . Hodet NORTE du wa A hones to Honocer pron Studies Sandra Actions to Take at Each Phase of the Continuum wit yourself about herg FORD Som AIR: Ad Hoc Incident Review tode Acknowledge L Inform Othe Cor Model Respond: BV eden Ongoing Educational Support / Resources NIE 11 Supervisors/leaders and employees/families will need ongoing support and access to resources to enhance their training and help them move towards creating a more inclusive culture surrounding mental health within their teams. This should come from our Employee Family Assistance Program (EFAP) provider What Do We Need? Access to credible and relevant information surrounding mental health/mental illness (online portal) Educational material for distribution at a site level (newsletters, brochures, pamphlets, posters) EFAP Program marketing for the organization Option for further training, ongoing professional dovelopment (customizable workshops, train the trainer) Assistance with developing resources for crisis intervention (Watat card, resource listing) Potential Gaps with current Provider? Educational material for distribution at a site level Assistance with additional material/resources Customizable training, ongoing professional development COMPSYCH . Key Decisions N 12 Agreement to shift from current training approach to the Working Mind Commitment to implement program within - 12-month time frame using a Train the Trainer model One contract set up to obtain best volume discount by Corporate S&H Technical Training Costs incurred (Pilot site, Train the Trainer, materials) paid for by each site. Support request for ongoing Educational Support / Resources Utilize EFAP provider for ongoing support/resources Meet with HR/ Benefits group to further evaluate current EFAP provider against our needs. Develop an action plan to address identifiable gaps (if any). Ongoing Educational Support / Resources Discussion around... N 13 Learning in general in an organization such as Nutrien's - focus/mandates, etc. (Home safe every day, integrity) Approaches used for reaching diverse audiences/locations Instructional methods to achieve specific learning outcomes Different ways we offer Working mind initiative - company's approach - relationship to organizational success, how it is measured (EFAP, sites initiatives, feedback) Training initiatives related to COVID or how training has changed given COVID November 28, 2020