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Train your staff at home with LDN Interactive (LDN-i) – helping organisations train and develop staff while isolated

Train your staff at home with LDN Interactive (LDN-i) – helping organisations train and develop staff while isolated

Safety Dimensions, Leadership Dimensions & Workplace Dimensions programs are now available through a facilitator-led, real-time, interactive training environment – via computer.

We don’t offer pre-recorded online programs – just the same experience of our face-to-face programs, delivered differently.

 

As COVID-19 isolation measures come into play around the nation, many businesses are preparing to have their workforces work from home, where their roles permit.

Even though business-as-usual is interrupted, we can help organisations add significant value to their workforce while they are working at home. Using our LDN interactive platform (LDN-i), you can train and upskill your workforce with real-time interactive, cloud-based training via computer in any of our Safety Dimensions, Leadership Dimensions or Workplace Dimensions programs.

This includes programs in safety leadership, risk management, hazard reduction, leadership, building relationships, managing subcontractors; or any of the programs in our suite of accredited and non-accredited safety or leadership programs.

LDN-i is based on the video conferencing platform Zoom and brings your team together remotely to learn in real-time. Led by one of our skilled facilitators, the platform simulates face-to-face workshop experiences such as, interacting with those in the virtual ‘room’, asking questions, using discovery learning, conducting breakout activities, sharing ideas, using polls, having conversations and role playing new skills and knowledge.


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What are the benefits of training with the LDN-i interactive platform while your people are working at home?

  • You can leverage the interruption in business-as-usual to upskill your people in a wide range of safety and leadership programs, customised to your organisational needs.
  • Your business can provide professional development for your people and you can choose from non-accredited courses or nationally recognised accredited qualifications.
  • The platform creates a sense of community and connection and your people will be able to see and interact with each other while working from home.
  • It helps your team manage their wellbeing by giving their day structure, allowing them to interactively work together and see and work with colleagues, even though isolated at home.
  • LDN can report on attendance and engagement in the same way we do in face-to-face programs.

 

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We don’t offer pre-recorded workshops, all our training is live, real-time facilitator-led engagement with participants, customised for your organisational needs and delivered in an interactive online environment.

Our instructional designers work with your organisation to design a program that meets your organisational needs, then deliver it to your workforce live from our three new permanent interactive training technology rooms at our Head Office, with more locations around Australia to come.

We utilise the Zoom interactive conferencing software, which is available cross-platform – either in a web browser or as a downloadable app for desktops or devices. Alternatively, it can be integrated into your intranet. The software is free for your users and uses an Advanced Encryption Standard (AES) 256-bit algorithm to keep everyone’s data safe.

To participate, participants are only required to be connected to the internet via desktop computer or a tablet device with a camera, mic and headphones. If your participant group doesn’t have access to hardware, LDN can provide tablets and headphones. We look after all the logistics and materials.

 

The LDN-i solution is the same great learning experience of our face-to-face training, just delivered differently.

Ready for a conversation on how we can create great learning experiences for your people while they're working from home?

  Contact us at info@safetydimensions.com.au, use our contact form here or call our
Head Office on 03 9510 0477.

    Are you an existing LDN client?

    For our clients who are continuing to run face-to-face training, you can read our COVID-19 response for information on the additional precautions we are implementing to keep learners and facilitators safe while learning together. We work in partnership with your organisational policies to ensure the safety of everyone as our number one priority while also mindful that the situation is ever-changing.

    If your workforce is mandating working from home, what your options?

    If your organisation is mandating work from home, we have the capacity to continue to deliver programs to your organisation, delivered straight to your staff while they are isolated through our interactive LDN-i interactive, facilitator-led live training, delivered via computer.

    They will still be able to interact with those in the virtual ‘room’, ask questions, use discovery learning, utilise flipcharts, conduct breakout activities, share ideas, have conversations and role-play new skills and knowledge.

    Our solution is the same great learning experience, just delivered differently.

    What technical set up do you need to make this happen?

    The Zoom software only requires an internet connection and works cross-platform on all PC and Mac desktop computers, devices and smartphones that have a camera and microphone, which most devices already have.

    The Zoom software platform is free for users, and is available either in-browser (through Chrome, Firefox etc.), as a downloadable app for computers and devices, or can be integrated by IT teams into your company intranet. You can select either of these options or have multiple points of access and your people will still be able to participate.

    How do people log on to a program and how do organisations know they’ve attended?

    Our project management team provide your participants with secure logins, just for your specific training session. We can also report on attendance and engagement in the same way we do in face-to-face programs.

    How secure is this?

    Zoom also encrypts all content at the application layer using the Advanced Encryption Standard (AES) 256-bit algorithm, so the contents of your training are secure.

    What if my people aren’t used to using technology this way?
    We have implemented technical help resources to seamlessly support participants not familiar with working with this form of technology. If your participant group doesn’t have access to the hardware, tablets can be provided.

    How about workbooks and assessments?

    We can still supply workbooks, handouts and assessments via post to your workforce and they can return assessments to us electronically for accredited programs. LDN will look after logistics in the same meticulous way we do with our face-to-face programs.

     

    How can you get started?
    For more information, or to discuss your options, please email your LDN client contact or call our Head Office on 03 9510 0477.

     

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    Leading through uncertain times – how to be a leader through the COVID-19 response.

    Leading through uncertain times – how to be a leader through the COVID-19 response.

    How can leaders make things feel as normal as possible to support ‘business as usual’ when we’re certainly not in a ‘business as usual’ environment?

     

    So here we are at the beginning of a seismic disruption to workplaces all around the world with the COVID-19 response. Organisations are shifting the way they’re doing businesses, some are closing temporarily, others are mandating their people to work from home, and some are doing both.

    This is a challenge for leaders. How can leaders make things feel as normal as possible to support ‘business as usual’ when we’re certainly not in a ‘business as usual’ environment?

    The US military coined the acronym ‘VUCA’ to describe times of rapid and unpredictable change that are Volatile, Uncertain, Complex and Ambiguous. VUCA can be used to explore the challenges surrounding the COVID-19 landscape and can double as a simple catch all summary for “Everything is going completely NUTS out there!”

    It can also serve as a very useful frame for how leaders should and should not respond at this time as leaders can often display the VUCA characteristics in their own leadership style. This is even more detrimental in the current landscape.

    Mertz (2014) gives leaders some tips on leading through VUCA times through the acronym DURT – being Direct, Understandable, Reliable and Trustworthy.

    How you can apply this in a COVID-19 response environment :

    Be Direct – Give your people the facts. What does the current situation mean for your business and the work your people are doing? How can you do this with kindness and compassion?

    Be Understandable – Create a clear context and give clear messaging. Break down messages for your workforce in terms of what your plans mean for them in their role. If you have people in your organisation with English as a second language, or with literacy challenges, make sure your communications are delivered in formats and language that can be understood by them. Consider all communication formats, don’t just rely on email. Try WhatsApp groups, or communicate through video messages for more personalised communication.

    Be Reliable – Ensure people can count on you. Workforces are looking at their leaders for direction and reassurance. Do what you said you’d do, or be straight about why the situation has had to change.

    Be Trustworthy – No leader, politician or health care professional has a crystal ball to see the future and what the impact of COVID-19 will be. As much as we all crave certainty, acknowledge that situations are changing daily and be straight and compassionate.

    Also, leaders need to look out for their wellbeing and that of their people. This can be challenging when we are feeling the impacts of the COVID-19 response, not just at work, but at home and in the wider community. So, don’t forget to be kind to yourself, and others.

    REFERENCES:

    VUCA Times Call for DURT Leaders

    https://www.thindifference.com/2014/05/vuca-times-call-durt-leaders/

    Additional information for employers

    Here’s some additional information from Safe Work Australia on when employers can direct employees to stay away from their usual workplace under workplace health and safety laws.

    Safe Work Australia has information about when an employer can direct employees to stay away from their usual workplace under the model workplace health and safety laws.

    More information:

    Want to elevate your leadership capacity?

    Safety Dimensions offers accredited and non-accredited leadership training for emerging leaders. Through our training, you’ll learn how to effectively communicate, set clear priorities, build team cohesiveness and implement operational plans and continuous improvement.

    Want this program customised for your workplace and industry?
    Call 1300 453 555 or email info@safetydimensions.com.au

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    Which industries have the highest rates of work-related harassment and bullying claims?

    Which industries have the highest rates of work-related harassment and bullying claims?

    On February 28, 2020, Safe Work Australia released the 2019 ‘Psychosocial health and safety and bullying in Australian workplaces’ annual statement.

    Psychosocial health is the physical, mental and social state of a person. The nationally accepted definition of workplace bullying is the ‘repeated and unreasonable behaviour directed towards a worker or a group of workers that creates a risk to health and safety’ (Fair Work Act 2009, s.789FD(1).

    Workplace bullying occurs when:

    • An individual or group of individuals repeatedly behaves unreasonably towards a worker or a group of workers at work,
      and
    • The behaviour creates a risk to health and safety.

    The following behaviours could also be considered as bullying, based on cases heard:

    • Aggressive and intimidating conduct.
    • Belittling or humiliating comments.
    • Victimisation.
    • Spreading malicious rumours.
    • Practical jokes or initiation.
    • Exclusion from work-related events, and
    • Unreasonable work expectations.

    Reasonable management action conducted in a reasonable manner does not constitute workplace bullying.

    This report presents the statistics of workers compensation claims when the work-related injury or disease resulted from the person experiencing mental stress or being exposed to mentally stressful situations. The report excludes assault cases where the physical injuries were considered more serious than the mental stress involved in the incident.

    The mental stress claims data includes a sub-category for work-related harassment and/or workplace bullying. This sub-category is given to claims when the employee was a victim of:

    • Repetitive assault and/or threatened assault by a work colleague or colleagues, or
    • Repetitive verbal harassment, threats, and abuse from a work colleague or colleagues.

    This is the fifth annual national statement issued by Safe Work Australia.

    Note: Data presented for mental stress are national figures but data for subcategories of mental stress exclude Victoria because Victorian data is not coded to that level of detail.

    Key statistics in the report

     

    Rates for both mental stress and harassment and/or bullying claims have risen over the last two years but they are less than the peak in 2010–11. Jurisdictional legislation is highly likely to have influenced the scope of claims involving mental stress over the reporting period.
     

    Figure 1. Number, time lost, direct cost, frequency rate and incidence rate for mental stress claims, 2016–17

    *Victoria only provides data on the top-level category of mental stress claims, so is included in the total but not the breakdown of sub‑categories. As a result, figures for the total mental stress claims may not equal the sum of columns.

    **The Other harassment sub-category includes victims of sexual or racial harassment by a person or persons including work colleague/s.

    Notes:

    1. The mechanism of incident classification identifies the overall action, exposure or event that best describes the circumstances that resulted in the most serious injury or disease.
    2. In previous statements, the amount of median compensation paid were calculated after excluding ‘zero dollar’ claims. In this report, all serious claims (including ‘zero dollar’ claims) have been included in calculations.

     

     Claims for harassment and/or bullying made by female employees were more than twice as high as the rate of these claims made by males over the three years 2015–16 to 2017–18 combined. Similarly, the rates for claims made by females relating to work pressure and exposure to workplace or occupational violence were more than twice that of similar claims made by males.

     

    Figure 2. Frequency rates by sex and mental stress sub-category, 2015–16 to 2017–18p combined

     

    Note: Data presented for mental stress are national figures but data for subcategories of mental stress exclude Victoria because its data are not coded to that level of detail.


     Occupations with a high risk of exposure to work-related harassment and/or workplace bullying include:

    • Other miscellaneous and administrative workers*(includes coding clerks, production assistants, proof readers, radio dispatchers & examination supervisors.
    • Other clerical and office support workers group** includes classified advertising clerks, meter readers & parking inspectors.
    • Other miscellaneous labourers.

    Figure 3. Top 10 occupations with the highest frequency rates of work-related harassment and/or bullying, 2015–16 to 2017–18 combined.

    *** Police in Western Australian are covered by a separate workers’ compensation scheme and not included in the data.

    Notes:

    1. Industries are limited to those associated with more than 50 claims.
    2. Data presented for mental stress are national figures but data for subcategories of mental stress exclude Victoria because its data are not coded to that level of detail.

    Industry groups with high rates of claims involving work-related harassment and/or workplace bullying include Public order and safety services; Civic, Professional and other interest group services; and Residential care services.

     

    4. Top 10 industry groups with the highest frequency rates of work-related harassment and/or bullying, 2015–16 to 2017–18 combined

     

    * Police in Western Australian are covered by a separate workers’ compensation scheme and not included in the data.

    Notes:

    1. Industries are limited to those associated with more than 50 claims.
    2. Data presented for mental stress are national figures but data for subcategories of mental stress exclude Victoria because its data are not coded to that level of detail.

    Want to elevate your leadership capacity?

    Safety Dimensions offers accredited and non-accredited leadership training for emerging leaders. Through our training, you’ll learn how to effectively communicate, set clear priorities, build team cohesiveness and implement operational plans and continuous improvement.

    Want this program customised for your workplace and industry?
    Call 1300 453 555 or email info@safetydimensions.com.au

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    What happens in an unsafe work environment? (Video)

    What happens in an unsafe work environment? (Video)

    In this brief video, Simon Sinek looks at what a psychologically safe work environment looks like and what happens to people when we don’t create a safe place at work. People need to feel safe enough to share their honest feelings with the confidence that their bosses or colleagues will rush to support them – not judge or fire them.

    See the full interview on Impact Theory here.

    Want to elevate your leadership capacity?

    Safety Dimensions offers accredited and non-accredited leadership training for emerging leaders. Through our training, you’ll learn how to effectively communicate, set clear priorities, build team cohesiveness and implement operational plans and continuous improvement.

    Want this program customised for your workplace and industry?
    Call 1300 453 555 or email info@safetydimensions.com.au

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    Workplace to support domestic violence survivors with additional leave

    Workplace to support domestic violence survivors with additional leave

    In a landmark decision 3 weeks ago, the Full Bench of the Fair Work Commission decided to provide five days’ unpaid leave per annum to all employees (including casuals) experiencing family and domestic violence  which is defined as violent, threatening or other abusive behaviour by people who are, or have been in an intimate relationship.

    Whilst the final model will be released 1 May, it does signify a significant change in Australian employment awards.  In their ruling, the Full Bench introduced this change by saying:

    • Almost 2.2 million Australian women have experienced family or domestic violence, or 1in 4
    • Domestic and intimate partner homicides represent the highest proportion of any category of homicides in Australia.
    • At least one woman a week is killed by a partner or former partner.
    • Family and domestic violence is the leading contributor to death, disability and ill-health among Australian women aged between 15 and 44.
      See sources for statistics here.

    Fair Work also acknowledged such violence not only affects those who suffer it, but the children who are exposed to it, extended families, friends and work colleagues.  The commission also acknowledged that while men can, and do, experience family and domestic violence, such violence is a phenomenon that disproportionately affects women. This leave will be open to all.

    Whilst the final model will be released on 1 May, in addition to updating company policies and informing all your Managers, we see this as an opportunity to further highlight this issue through education.   It is important to remove any stigma regarding domestic violence, the causes and impact, and importantly inform staff as to the support available through this significant change.

    We encourage Work Health and Safety and Learning and Development departments to align this change to an education campaign to continue to raise the profile of this serious issue and help reduce those alarming statistics.

    For more information on the ruling, click here.

    SOURCE

    Summary: https://www.fwc.gov.au/documents/sites/awardsmodernfouryr/2018fwcfb1691-summary.pdf

    Full Decision: https://www.fwc.gov.au/documents/decisionssigned/html/2018fwcfb1691.htm#P668_52257

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