Peer Support Empowering Effective Workplace Support Dr Melissa

Peer Support Empowering Effective Workplace Support Dr Melissa Lehmann PART OF THE HSA GROUP

Overview • History • Benefits • Current State of PSPs • PSP: employee wellbeing continuum • Critical Incident & Disaster Interventions • A Peer Support Model • Training • Practical Issues • Incorporating into your workplace Discussion & Reflection Activity

Peer Support History • AA • Mental Health (mid 1980’s) > Client > Paraprofessionals > Community support > Staff support Organisational: community services/public agencies Benefits? Participant Activity

Peer Support: Benefits Employee > More support & problem solving opportunities > Acute, time efficient assistance > Shared skills & problem solving: role modelling > engagement & control Provider: > > empathy & tolerance knowledge & communication skills Organisation: > Climate of support > Stronger network of supports > Early intervention benefits > Structured Manager/HR tool > Voluntary or time provided: low cost to org/upskilling

Current Issues: Reviewing the Wheel Recent Organisational Reviews - Highly valued by staff - Little promotion - Training not recent - Providers not supported at organisational level WS Peer Support Leader (PSL) program - Increase in difficult clients (JCA/JCAc) - Increase in acute work-related issues - PSL program & staff training on diff/aggress clients & security Your Organisation: Current Status?

Where does PSP sit? …. Chronic WR personal Ψ GP EPP EAP Ventilation Support Strategies Early Intervention Resources PSP Manager Triage Acute WR & personal Team/I P

& Critical Incidents? . . . Literature findings (e. g. , Devilly & Cotton, 2003; 2004) • CISD: obtrusive, traumatic, external • Normalise uncertainty, internal support, personal care Disaster literature (e. g. , Arnold, 2007; Tierney, 2007): Importance of the manager/peers/team - PSP structured & providers are well trained: early warning & communication - Bringing in health professionals

Our PSP Model: Key 1. Identification of Components 2. 3. 4. 5. 6. 7. 8. 9. Providers Training Coaching Rolling Training Needs Review Organisational Promotion Collegial Support PSP Recognition Data Collection Evaluate & Review Data, Review, Improve Identification & Training HR protocols Promotion Coaching, Support & Recognition

Identification of Providers > > > Voluntary Cross-organisation Variation in age, culture & demographic Identified interpersonal skills Supportive, pro-organisation HR & RCMs

Training: 1 day face-to-face ü Role & limits ü Range of distress responses ü Mental health & early warning signs ü Resilience, general recovery from acute situ ü Personal & workplace risk/protective factors ü Interpersonal skills ü Confidentiality, protocols & note taking ü Normalising acute distress ü Exploring strategies, coping skills ü Getting assistance/best practice support, risk issues ü Collegial support for peer members

Coaching: Telephone Assistance • Follow up access via telephone to WS Org Psychs • Reviewing & compounding key learnings • Problem solving issues/boundaries/assistance • Identifying at-risk individuals • Support to providers: wellbeing & recognition Identifying additional org-specific needs: Ønumbers, new staff, org change, crisis info Additional and rolling training: up-to-date, confident, ready!

Organisational Promotion > Determine HR & RCM processes • Sessions • Note taking, HR access/RCM triggers confidentiality • Identify appropriate space for PSP interaction > Promote early & launch date • Team meetings > Marketing materials > Information sharing sessions for staff • Manager role & PSP individuals • Boundaries & Benefits • Other related subject matter

PSP Provider Recognition > Ongoing acknowledgement • Time taken, PDP, management & staff • Opportunities for collegial sharing Data Collection > Numbers, resources, sessions Evaluate & Review > Shadow side of initiatives > Schedule evaluation & review • or lose momentum! • Hegarty & QLD Ambulance Service!

Overall Benefits of the PSP Model (Cotton & Hart) Leadership & Managerial Behaviour Work Team Climate Employee Emotions & Wellbeing Appraisal & Feedback Performance & Behavioural Outcomes Discretionary Performance Work Demands Supportive Leadership Goal Alignment Morale Other Leadership Capabilities Decision-Making Style Job Satisfaction Professional Development Coworker Relations Role Clarity Task Performance Distress Withdrawal Behaviours

PSP: A Culture of Care - Builds People Capabilities: Resilience/EI/Skills - Utilise emotional contagion; value-add - Organisational support: resourced/important/not token - Manager’s tool (add to EAP, EPP, GP/Ψ) - Early intervention & Support Proactive, Preventative, Productive!

Reflection…. Strengths Weaknesses Opportunities Threats

Intentions… Goals/Actions: 1. 2. 3…. . Discussion & Practical Hints… e. g. , boundaries, paperwork, risk, lunchroom interactions

Work Solutions http: //www. worksolutions. com. au melissa. lehmann@worksolutions. c om. au 03) 9224 8800 or 0425 757 231 A part of the HSA Group