andrea@confidentconversations.co.uk
My body clock is a little off this week. I was awake ridiculously early this morning, so was at my desk before the sun came up.
My desk is my anchor point. It’s where I reconnect with the wider world and with my work, and I just fancied an hour of quiet “me-ness” to ground myself after a busy, emotional week.
I clicked on the link and had a quick peek at the evaluation reports that have been coming in from the Dual Risk Training I delivered for Trafford Council last week. I am not back at work fully just yet, so I wasn’t expecting to get into any detail, just a cursory glance really, but I am so glad I did, because what I found genuinely made my morning.
Everyone who attended rated the training as excellent, a full five out of five.
Every single person said they would recommend it to their colleagues.
The average shift in confidence from before the training to after was forty percent. Forty. The confidence to ask the questions that really matter. The confidence to deploy genuine professional curiosity. The confidence to bring a healthy dose of respectful scepticism to a conversation, and crucially, the confidence to help co-create a real, meaningful safety plan with someone who might be struggling with thoughts of suicide. That is the whole point of Dual Risk Training, and to see it land so clearly in the feedback made me so happy!
Those statistics, however, as welcome as they are, were not the biggest thing for me. It was one sentence from a participant’s feedback. One sentence from an IDVA in Greater Manchester, who wrote:
“This will be shaping my future practice which previously was heavily focused on reducing the risk of the victim being murdered and not so much on other risks.”
That one sentence, written by a professional who will now walk into rooms differently, ask different questions, hold different things in view, is worth more to me than any other feedback might.
You can read the statistics. You can have the evidence. You can absorb research and be briefed and be informed. You can be copied in on an email from a colleague, tagged in an article on LinkedIn – but you cannot shift awareness into action from behind a screen with a PDF. Only when we engage in interactive, participative, properly focused training do we create the conditions for something to genuinely change inside a person. THAT is what Dual Risk Training is all about.
To say I am delighted with the outcome of that training would be an understatement and I cannot wait to deliver it again next week to 20 more IDVA’s.
Please do get in touch if you would like to bring about that sort of confidence shift and attitude change in your team?
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