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Mental Health Support at the University of Leeds

Mental Health Support at the University of Leeds. Integrating Staff Support to Improve Wellbeing at work ( issiwaw ). Integrating Staff Support to Improve Wellbeing at work ( issiwaw ). Purpose:

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Mental Health Support at the University of Leeds

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  1. Mental Health Support at the University of Leeds

  2. Integrating Staff Support to Improve Wellbeing at work (issiwaw)

  3. Integrating Staff Support to Improve Wellbeing at work (issiwaw) Purpose: Interdiscliplinarycollaboration of services within HR Directorate to improve wellbeing at work Concerned with: Mental health landscape of sector High-risk roles, locations or particular issues Good practice Joined up/collaborative organisational systemic approach Prevention/early intervention approach to managing/supporting staff with stress/mental health issues Embed/build role-based competence in responding to mental health/stress Organisational risk/self-management approach to stress/mental health Avoid reactive approaches which keep systemic nature of problems hidden Grow talent/wellbeing of diverse workforce Employer/employee reciprocal investment to reduce unnecessary staff turnover

  4. initiatives • Clarification/Sharing of our initiatives around stress and mental health in the workplace • Systems/Policy development: e.g. Continuity of Line Management Care • Stress Mental Health related Resource Bank • Workplace Wellbeing Charter * • Creation of 3 x flow charts to indicate processes for dealing with issues of mental health and stress in the workplace: • Process for employees to follow when identifying concerns about their mental health • Role based process for managers – managing individual staff issues • Process for managers – managing individual staff issues – Out of hours / Off campus • Workshop - Role based competencies for working with issues around stress and mental health at work (* Mental Health Foundation/Oxford Analytics/UNUM Mental Health Charter)

  5. 3hr Workshop • Piloted with HR staff, Leaders, Managers, Unions • Focus on equipping managers to be more confident in dealing with instances of stress and mental health in the workplace • Aims to be rolled out across the institution • Collaborative delivery model

  6. DRAFT UNDER CONSTRUCTION

  7. A new programme developed by Nicola Neath, a counsellor at the University, called “To be met as a person at work” Usesattachment theory to explore the dynamics of working relationships. According to attachment theory, experiences of careseeking and caregiving have their roots in infancy and shape our expectations and responses to careseeking and caregiving in adult life. This programme explores how those manifest themselves in our working patterns and relationships.

  8. Programme content • 9 sessions x 2 hrs • Highly participative • Uses the Theory of Attachment Based Exploratory Interest Sharing (McCluskey) The 7 Systems: • Careseeking • Caregiving • Fear • Interest and interest sharing • Sexuality • Internal Environment • External environment

  9. External Environment • Careseeking • Internal Environment • Caregiving • Sexuality • Self defence/ Fear • Interests and interest sharing Me Us The McCluskey Model, 2015: An Application of Attachment Theory for Organisations TABEIS (The theory of attachment based exploratory interest sharing)

  10. TABEIS - Other applications • Library Managers Half-Day Session: “A leap into the unknown” • An opportunity for the library to start forming its imaginings for the thought pieces that will feed into the 2020+ strategy for the university • A completely exploratory session looking at: • What do we do well? • What don’t we do well? • What do we want to do?

  11. What do we want it to be like in …. years? 1. How do I know my professional needs are being met? 2. How do we see the needs of the library being met? • External Environment • Careseeking • Internal Environment • Caregiving What does the environment of the library look like? • Sexuality • Self defence/ Fear • Interests and interest sharing 1. How am I meeting my colleagues needs. 2 How are we meeting the needs of the whole service? What am I saying to myself about how well I am doing in my job? What are others saying about the library? Me Us 1. Which fears will we be prepared for – what is my/our role in that? How can we tell the library has vitality? What gives us energy now? What drains us of energy now? What interests and interest sharing will be apparent? The McCluskey Model, 2015: An Application of Attachment Theory for Organisations TABEIS (The theory of attachment based exploratory interest sharing)

  12. Marcus Hill Organisational Learning Partner University of Leeds 0113 343 3935 m.hill@adm.leeds.ac.uk

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