Deciding Between a Career in Mental Health or Developmental Support

Deciding Between a Career in Mental Health or Developmental Support

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You’ve already made a big decision. You know that you want to work in a field that allows you to directly help people on a day-to-day basis. Narrowing down the choices in health care and human services can be challenging, especially since there is a lot of overlap in certain careers. 

If you’ve been trying to decide between taking a mental health worker certificate program (health care) or a developmental services worker program (human services), this information is for you!  

Basics of the jobs 

First, let’s explore the basics of these two roles. Someone who has taken an addictions and mental health program will be focused exclusively on helping individuals with mental health issues and substance addictions. Education programs to gain skills in this role will look at mental health issues and addictions as separate issues as well as looking at them as concurrent issues. This type of work will focus on improving a person’s health, aiding in prevention and encouraging harm-reduction strategies.  

Those who have taken a personal support worker program will have a different, but slightly overlapping focus. As a developmental services worker, individuals aid others in creating more fulfilling, independent lives. This comes in the form of exploring a variety of personal life areas including mental health, developmental disabilities, communications and behaviours.  

The overlap 

In both jobs, there is a keen awareness of mental health and how working with any individual on personal matters involves exploring the way they think, how they are feeling mentally and emotionally and improvements that can be made to create a more enriched life. There is also a look at behaviours in both roles. This is an area where education can help significantly. Understanding what certain undesirable behaviours mean being able to assist the support worker in assessment and helping the client change.  

Ongoing involvement and differences 

Where the differences between the two jobs show up is in the very early analysis stages and in the later stages after a relationship is formed.  

For example, in the role of a mental health and addictions support worker, there will be a lot of time spent at the start of the interaction to better understand the mental health and addiction issues and some of the behaviours around them. The individual may not have been diagnosed, may have been misdiagnosed or may have new challenges. The support worker will attempt to unravel the current situation and past issues. 

Mental health is complex and when interwoven with addictions, it can become increasingly challenging to determine the issues and how to start treatment. Once the characteristics of the individuals’ issues are defined, the relationship expands and the work to treat the conditions really gets underway.  

People a development services worker works with will generally have an existing diagnosis of a disability, behavioural issue, impairment or other challenges. Mental health will be explored in the early stages of forming the relationship, but as the care worker and the individual get to know each other, mental health will be dealt with along with other areas of growth.  

This could be the case when a support worker is at a residential group home with individuals who have a range of disabilities. The support worker would initially need to get to know the individuals, understand their specific cases and needs and begin developing a relationship. As the relationship progresses, trust is built and the case worker can start adding various techniques into daily life to encourage more independence or satisfaction in life. This may include tools around mental health or mobility, life skills or training or a number of other elements.  

The job market is strong 

Another area where both mental health workers and developmental services workers are aligned is in the growth of the number of jobs. Providing individuals and families support are high demand areas, therefore there is a growing need for trained, skilled support to improve lives.  

What is the Metaverse and Why Cybersecurity Experts are Concerned

What is the Metaverse and Why Cybersecurity Experts are Concerned

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At this point, we have all heard of the so-called metaverse, but for many of us, it is hard to understand what it really entails and what Mark Zuckerberg’s goal is. But even without any of us actually experiencing it, there are many experts who are already throwing their hands up expressing their concerns about not only the privacy of users’ data but also the fact that it is Facebook running the show – a company that has already shown their lack of concern for the privacy of their users and already has everything they could know about us. To help us all, I will give a general explanation of what the metaverse is supposed to be, explicit reasons why experts are concerned, and how to educate yourself on all cybersecurity through online IT training.  

The Metaverse 

The term ‘metaverse’ was first widely seen in Neal Stephenson’s 1992 novel Snow Crash where it is described as:  

An idealized immersive successor of the internet – a virtual space where billions of users will move, interact, and operate across myriad different but interoperable worlds and situations, always retaining their avatar identities, virtual possessions, and digital currencies. 

This was all fictional and the idea was used in many other works of fiction such as Ready Player One. The metaverse that Zuckerberg is promoting can be thought of as an internet you’ll be “walking” through via connected headsets of glasses. If you have experienced VR using an Oculus Rift or HTC Vive headset you understand what this could be, to a point and only from a gaming perspective. The metaverse also wants to combine the technologies of virtual reality and augmented reality. A major difference between VR gaming and the metaverse is that you are yourself in the metaverse, you are a digital rendering of you experiencing a mirror world of the physical world as we know it, or you can experience an entirely invented world. Eerie right? Your digital twin and the mirror world will be a skeuomorphic design, which means that the virtual objects will be made to closely resemble real-world ones but not exactly – sounds a little uncanny valley to me. To help things out, you can customize your avatar to resemble a cartoon or appear fantastical as Fortnite skins.  

Facebook sees us working, socializing, shopping, and living in the metaverse. This is where NFTs are supposedly going to thrive as well. While it may sound fun to experience a fantastical world as your digital twin, or to work remotely but also virtually be in the office with your peers for meetings, there are many concerns that cybersecurity and IT experts have expressed.  

Why Experts Are Concerned 

Looking at the metaverse we may simply think that the only hardware it uses is headsets or glasses, but just like all IoT devices it is connected to much more than that. The biggest issue experts see is the security of your data and privacy. First, we can look at the legislation issue, each country has different rules about data storage and data tracking, because again everything created on the metaverse will have to be stored someone it is not just stored in your device. If people are browsing and purchasing items where that data is stored and where the transaction goes through is a gray area. 

“Although they don’t exist in ‘reality’ and are supposed to be part of a decentralized chain of custody, they remain linked to an individual’s real-world wealth and identity,” says Ian McShane, field chief technology officer at Minnesota-based cybersecurity firm Arctic Wolf. “So naturally I have immediate concerns and questions about security and privacy.” 

Meta is building its own hardware and operating system for the metaverse, meaning they do not have to play by the rules of other companies such as Apple or Google. Did you know Facebook ran campaigns against Apple’s decision to allow people to opt-out of some ad tracking on their smartphones? Facebook doesn’t want to make that mistake again says Rolf Illenberger, the CEO of VRdirect a company that makes software for VR. He goes on to say that “Mark Zuckerberg wants to make sure that in the new technology era, there’s no one between him and the customers.” 

Another concern is that the technology behind the metaverse could have unprecedented access to our brains and our homes. While currently none of the Oculus devices come with eye-tracking technology, newer models are being developed that do. This could give Meta the ability to give advertisers information on where our eyes are focused to help them better measure our attention, target us with ads and compel us to purchase their products. Also, with the idea of working life being incorporated into the metaverse, this could give employers unlimited access to eye-tracking and facial movements which could lead them to determine really anything they want, from deciding whether we’re “paying enough attention” during virtual presentations at work, or even to try to measure our cognitive load during job interviews.  

These concerns, plus all the normal cybersecurity concerns we face on a daily basis, is why so many experts are wary of the development of Zuckerberg’s ‘metaverse’. While the metaverse may look interesting, it is important to take a step back and look at the implications. 

Educate Yourself 

With technology being so prominent and intertwining with our lives more and more each day, it is important that we are all aware of cybersecurity best practices that can be learned through online courses including CompTIA’s A+ training and CompTIA’s Fundamentals+ training. To get even more knowledge look into beginner to intermediate certifications such as CompTIA network+ certification, CompTIA security+ certification, and Arcitura’s Certified Cybersecurity Specialist. Cybersecurity training is not only beneficial in your everyday life, but it is also helpful when you want to understand what is happening in the technology space and how that can affect you.  

How to Boost Morale After the Holiday Season as an HR Professional

How to Boost Morale After the Holiday Season as an HR Professional

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The holiday season is a mixture of joy and stress for many of your employees and often the first few weeks of the new year are extra tough, especially at work. As an HR professional, who has completed a human resources program, it is your duty to help your employees get over their post-holiday blues and boost morale in the workplace! But how can you do that in a work-appropriate manner? Read on to learn some strategies and ideas to try out in your organization. 

  • Promote work-life balance among employees 

A work-life balance is extremely important all the time, but crucial after a holiday season where some of your employees will feel refreshed and productive possibly putting in longer hours than normal or you have employees that are super stressed and pushing themselves too hard just to try and get their normal work done. Neither of these extremes are beneficial to the company or the employee. Offset these actions through offering flexible and remote working options; encouraging breaks; making a rule about no emails after a certain hour to discourage over-working; encouraging managers to focus on productivity rather than hours and asking your employees for ideas and feedback. Be sure to recognize that every employee is different and unique, not everyone will respond the same way. To gain a better understanding of how each employee is unique, participate in some diversity and inclusion training to ensure that all your employees feel safe and supported.  

  • Go beyond “My door is always open” 

Every hear about all the lonely university professors because no one comes to their office hours even though many students would benefit from talking to their prof? The same principle applies to an open-door policy, just saying it does not work and people are not likely to go to you easily with concerns or feedback. Marissa Letendre, an independent human resources consultant who has worked with Fortune 500 companies like Amazon, suggests something called stay interviews. A stay interview is a one-on-one interview between a manager and a valued employee to learn what makes employees want to keep working for you. Letendre often starts with “What keeps you here?” and “If you had a magic wand, what would you change?” She says the changes employees crave are often inexpensive and achievable, like more engaged and effective leadership, or the ability to have an impact and a voice. The skills learned from a change management certification will help you initiate the changes employees want.  

  • Help them accomplish a New Year’s resolution 

We know that the majority of New Year’s resolutions are wellness and health-related, from exercising more to eating better or some other sort of personal development. So, why not help your team accomplish this type of resolution by incorporating healthy practices into your workplace environment. For workers in the office, provide free health snack options in the breakroom or opt for a healthier restaurant when ordering food in on those Friday lunches. Have remote workers? Offer a subscription to a wellness app like Calm or a fitness app like Sweat or IFit. And in those weekly staff meetings, have a moment of celebration where everyone can share a small non-work celebration creating accountability and appreciation for all your employees. 

  • Talk directly about mental health 

It is especially imperative for leaders or higher-ups to talk about mental health. Start by having a thoughtful and deliberate conversation with employees about the importance of work-life balance, checking in with colleagues, and asking for help when someone needs it. This will help your employees gain confidence in you and your organization and feel supported, valued, and safe. Next, you can involve an external mental health expert to facilitate open discussion and provide information and support on the various emotions that employees experience during a pandemic and holidays. Encourage employees to communicate with one another and do not get upset about employees when they are conversing positively about non-work-related topics. You never know that could be their only positive interaction of the day, and to get angry over it does not help anyone. Do not dismiss people that are feeling down or need some extra help or time off, that only perpetuates the stigma surrounding mental health issues.  

  • Lead by example 

The best thing you can do is lead by example, even if you are feeling the holiday blues. Some things you can do to motivate your employees is to try your hardest to keep your word and deliver what you have promised; hold yourself accountable for your actions as not everything you try will be successful; create solutions to the problems your employees bring to you and be sure to practice what you preach. Not all your employees will appreciate what you are trying to do, this is where your conflict resolution certificate or mediation certificate can come in handy to help with those difficult conversations. People’s patience may be shorter than normal, and conflict may occur both between employees as well as between you and employees.  

Remember that the holidays can bring a whirlwind of emotions like excitement and anxiety. So, returning to the usual routine is inevitably going to dampen some spirits. Be personable, approachable, and positive with your employees, it is more beneficial than you know.  

How User Experience Drives Digital Marketing Success

How User Experience Drives Digital Marketing Success

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It’s all about the user. When organizations began to realize that the user drove the process that led to the success or failure of their products, services and overall brand, the concept of UX or User Experience was born. Along with this realization came training like UX design courses to get those user experiences right.

UX comes from the fact that a user must want to and be able to complete an organization’s desired actions for something to be successful. Whether that is the steps to using a hot air fryer or the process of making a purchase on a website, the same concepts hold true. If it’s too hard to make french fries or complete a purchase, all the engineering and marketing in the world won’t matter in the least.

People will stop buying the air fryer and shoppers will abandon items in their online cart – or may never find the cart at all – if it’s too difficult to understand and complete the necessary actions.

Why Digital Marketing Needs to Focus on UX

Digital marketing is fraught with potential UX challenges. There are too many potholes, uncertainties and challenges from the user’s perspective. Unfamiliar websites, different social media platforms, pop-up windows, strange apps… the digital experience is rife with complexity. What may seem simple to the digital creator may be overwhelming to the intended user.

Not every user has the same familiarity and comfort with the digital world, which means elements must be designed around the lowest knowledge base of the standard user. Those in UX who learn about it through UX design courses online and in-person quickly learn that applying new tools and gadgets to a digital experience are not the right course of action if the user doesn’t want or appreciate them. It just bogs the process down.

Many consumers want simplicity over flashy in order to fulfill actions. There are other users, however, that want new and interesting elements in their user experience. For example, they may want a gamification opportunity around their purchases. Consider the Starbucks for Life contest that builds multiple elements into an online app where users can play and win. The program is so popular the company runs it multiple times a year.

Digital Marketing Meshes with UX for the Best Outcomes

Those who take a digital marketing certificate program are most likely to understand the endless tools and plugins to create fun and flexibility for a user. They will need to work closely with a UX designer to ensure their vision is appropriate for their level of user audience.

For example, in the Starbucks case, the game is cloud based, but is accessed easily through the Starbucks app. A user familiar with using the app to make drink purchases, customize their order and load their card online is likely comfortable navigating a new game online. Plus, because there are prizes available, the user is more interested in participating.

On the flip side, the Starbucks customer that comes through the drive through and pays with cash or card is unlikely to be interested in engaging with the app on their phone.

Digital Marketing is About Successful Use

The only way to create use of digital assets is to make them fit the user. In the past (and with some organizations like banks or government) when there was no choice, users would flounder through, trying to understand the steps of a process. This is no longer the case when there are other options.

Consumers have far too much ability to find a new internet carrier, pet product delivery company or entertainment experience. If an organization’s user experience is designed to be engaging, easy and successful, those consumers will stay. If not, they will move on to another organization.

For an organization to be successful in its digital marketing efforts, it must make use of new and engaging elements, but these must be considered from the aspect of user experience. Get to know the customer and their willingness to take on new things or keep the process as simple as possible.

Why Risk Management is Key to Cybersecurity

Why Risk Management is Key to Cybersecurity

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Organizations are exposed to a certain amount of risk simply by being in business. Consider COVID-19 and the various resulting lock-downs and supply-chain issues. While some businesses may have had a plan for short-term shutdowns in their risk management plans, it is unlikely many had a plan for dealing with a pandemic.  

Going forward, you can bet that most companies will have something in their risk management planning around pandemic protocols and other government-enforced mandates that impact the flow of goods, employees, sales and more.  

Cybersecurity and Risk Management 

Equally important to a risk management plan is a section devoted to cybersecurity. If a company uses even the most basic elements of the internet, employees sending email from personal accounts and a security system managed through a cloud-based platform, they have a cybersecurity risk. As interaction and involvement with electronic devices goes up, so too does the company’s risk of cybersecurity attacks.  

Having a risk management plan specific to cybersecurity allows a company to prioritize its defense tactics based on the negative impacts they may be exposed to. Risk analysis is often based upon the generic risk formula of: 

risk = consequence of attack x probability of attack 

While there are no hard and fast rules for quantifying the consequences and probability of various cybersecurity elements to arrive at the level of risk, it is easy enough to consider what is more likely to happen and how big the consequences can be when looking at an overall list of risks and considering damages currently seen in cybersecurity breaches. However, it is often very hard to come up with a complete list of risks without some form of training that guides the process of exploring and creating the assessment framework.  

Taking cybersecurity courses and IT training courses is beneficial, but we recommend enrolling in courses specific to risk management that include elements of cybersecurity within them. Consider the Professional Evaluation and Certification Board (PECB) courses with a specific focus on the ISO 31001 Risk Manager course.  

What is ISO 31001? 

You have likely heard of various ISO programs, each with a different focus such as operational excellence or environmental management. The International Organization for Standardization (ISO) 31000 series is a family of standards designed around risk management practices. The series looks at the organization as a whole and considers both risks that have a negative outcome and uncertainties that can create a positive. It includes standards for risk assessment, implementation of a risk management plan, guidelines around risk management, common risk management goals and more. 

As part of the ISO 31000 family, the ISO 31001 Risk Manager course is the basis of creating a risk management audit framework to be applied within an organization. By making use of the ISO 31000 standards, this framework gives individuals the ability to initiate the risk management process from identification through treatment, monitoring and review. Additionally, taking the PECB ISO 31001 Risk Manager course gives a student the knowledge, tools and training needed to succeed on the corresponding exam and earn their certification.  

The Benefits PECB ISO 31000 Risk Manager Certification 

There are two types of ISO 31000 Risk Manager certifications. The PECB Certified ISO 31000 Provisional Risk Manager certification requires no professional or risk management experience. The PECB Certified ISO 31000 Risk Manager requires two years of professional work experience with a minimum of one year in risk management and a minimum of 200 hours of risk management activities. Having these certifications makes you not only a valuable asset to your organization, it also makes you more employable in other risk manager roles. With certification, you prove you have the knowledge of ISO 31000 and know how to apply it within an organization. 

The ability to apply a risk management framework is not limited to any particular industry because you will be looking at the risks that exist for an organization based on what they do and how they do it. Therefore, with this certification, you can make the shift to another employer and immediately make a valuable contribution without any additional training.