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International tech firm Fujitsu runs a two-year graduate programme designed to develop skills for work and future leaders. The cohort from this programme is drawn from all over Europe. Laughology was engaged to design and deliver a digital learning component to the programme to help boost delegates’ soft skills.

The challenge:

What we did:

Graduates enter the company with academic and vocational qualifications but have less experience of vital soft skills such as resilience and problem-solving as well as leadership skills. In addition, the transition between education and workplace is challenging, particularly given the demands of tech sector workplaces, which are fast-paced and constantly evolving. To thrive, graduates need to have an elevated skill set that allows them to embrace change, communicate effectively, solve problems, be resilient, cope with challenge and think creatively. The aim was to help delegates hone these skills and learn to spot challenges, discuss them with their managers and to find solutions, while also being aware of their own mental health and that of others.

We created a six-part programme which comprised one initial face-to-face session, delivered when the cohort was together in the UK. In this session we concentrated on problem-solving and thinking skills. This was followed up by an online session. We then delivered four other online sessions concentrating on wellbeing and mental health. The modules were delivered in two parts and content included psychology models and theory in addition to our proven unique models and toolkits. These including wonky thinking and FLIP, unique to Laughology. During the mental health sessions, we helped delegates develop their own wellbeing first aid kits to facilitate early identification of potential issues.

We delivered the interactive webinars using Zoom and designed each to be fun and dynamic. We created quizzes, polls, tasks and breakout sessions to keep delegates engaged and entertained while they learned virtually. Delegates were also provided with links for further activities, resources and reading. After each session delegates were given a practical, relevant task to complete before the next session. During the webinars, delegates could interact using instant messaging, annotation and audio. Each webinar was attended by between 108 and 115 delegates.

The results:

Feedback from graduates attending the course

Post-session surveys showed that delegates found the workshops useful, engaging and provided them with skills and confidence to enhance their roles.

“I really enjoyed all sessions and though I was not at first expecting them to be so much value-adding, they were very beneficial and made me rethink at least in few definite ways (e.g. this was one reason why I was encouraged to hold a virtual meetups with other members of my team) Also I put in some extra effort into interacting with colleagues I did not talk directly to before.”

“It was a great last session with you! I barely noticed that our hour-long session went over time. You shared some great ideas and techniques that we can carry forward (the 3Ss for mental health prevention example) and how to use them further.”

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Dave McPartlin:

Dave is the Headteacher of Flakefleet Primary School.
Creating the right environment for people and communities to flourish

Sunita Hirani

Sunita is one of the BBC’s key equality, diversity and inclusivity experts.
Why inclusion is essential for mental wellbeing

Professor Sir Cary Cooper

Cary is one the world’s most influential voices in occupational health and wellbeing.
Enhancing Mental Wellbeing at Work. Evidence based strategies for creating a wellbeing culture at work.

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