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I am proud to be known as an expert by experience in recovery from mental distress, but I am also a co‐founder and director of a multi‐award winning, peer‐led charity called Changes 12 Steps to Mental Health. In the 1980s, after experiencing my third breakdown, I was an extremely angry person because of the lack of cross‐sector service provision to assist me in becoming whole again. Thankfully I used my rage to develop, along with my co‐founder Dave Wheat, our Changes 12 Steps to Mental Health services to meet the needs of those in mental distress. Changes 12 Steps to Mental Health provides person‐focused, recovery‐rooted services that aim to promote recovery, enabling people to become contributing members of society again. This is the history of Changes 12 Steps to Mental Health, our achievements and the challenges that we have faced in developing the services that we provide today.

The a priori identification and development of army personnel competencies are necessary to enable effective and efficient responses to rapidly changing climate conditions. Accordingly, this study aims to identify the performance requirements of a military flood responder and the competencies (knowledge, skills and abilities) required to perform it.

Using an abductive approach, the authors conducted both secondary and primary research to generate a validated framework of performance criteria and competencies for army personnel responding to floods. This literature review integrated both the peer-reviewed academic literature and public sector grey literature. Using the critical incident technique, the authors then conducted semi-structured interviews with 15 members of the Canadian Armed Forces (CAF) who had previously been tasked with flood response operations. Participants were asked about the tasks required while conducting flood response operations. Interview transcripts were then content analysed to identify themes regarding those tasks, and the competencies needed to perform those tasks were then extracted and contrasted with the literature review findings. Inter-rater reliability for the analysis was established via iterative discussion between the two co-authors.

The primary data reinforced and expanded the list of performance expectations that the authors deductively identified from the integrated literature review, adding granularity to each. It also identified competencies (including both hard and soft skills) and highlighted previously neglected contextual antecedents of military flood response effectiveness.

though knowledge saturation was achieved from the 15 interviews conducted, further research with larger samples could more deeply ground the evidence discovered in this study. Nevertheless, the competencies identified in this paper could serve as a starting guide to staffing and/or training interventions targeted at improving these competencies for personnel responding to flood scenarios.

The theoretical findings also have immediate practical relevance to training for flood response operations. In particular, the subtle challenges in competency crossover from military operations to flood response operations may facilitate not only more efficient, targeted training (that could improve the effectiveness of army personnel involved in humanitarian roles), but could be applied to the selection of army personnel as well. This study may also help provincial/municipal operators and emergency planners by better communicating the strengths and limitations of army personnel in addressing civilian military cooperation for humanitarian operations. Thus, the findings of this research study represent an important first step in prompting attention to the strategic human resource planning studies required to make all responders more efficient and effective in their respective division of labour within the humanitarian domain.

Peering a little beyond these research findings, human-induced climate change is expected to continue increasing the frequency of such events (IPCC, 2021), and a timely, national force is likely to be increasingly required for Canadians impacted by major disasters stemming from natural hazards when local resources become overwhelmed. Yet, there is some concern from the CAF that increasing responsiveness to disaster operations will affect their military readiness (Leuprecht and Kasurak, 2020). One can indeed envision a paradox whereby the CAF is both a “force of last resort” while increasingly becoming a “first choice for domestic disaster and emergency assistance”. The practical implications from this research also suggest that military personnel, while fully capable of successfully conducting flood response operations, may become overburdened and less able to adopt yet greater capacity and training for other additional humanitarian work. Nevertheless, the competencies highlighted by participants can help inform the next flood response operation in Canada.

Most literature in the field of emergency response focuses on cooperation between civilian and military resources and other strategic-level themes. The findings address critical granularity missing at the operational and tactical levels of humanitarian assistance and disaster relief research. The authors also draw implications beyond the military context, including for local/regional governmental players (operators and emergency planners) as well as for volunteers in flood response roles.

The purpose of this paper is to examine the role of liaison and diversion services working in the lower courts (also known as Magistrates’ courts) with regard to autism spectrum disorders (ASDs) and their assessment, in particular, the role of pre-sentence and psychiatric reports and interviews.

Current practice is described in the lower courts in the context of current legislation and procedures.

When writing reports, there is a need for expertise to offer an opinion on future risk, disposal and what needs to be in place to support people with ASDs. No assumptions should be made when reporting on the basis of an ASD diagnosis alone and each case must be assessed on its individual merits while ensuring that individual human rights are protected.

There is currently a sparse literature examining ASD in court settings. This paper seeks to clarify the current practice.

The tracks and treadmills of regular exercise are littered with good intentions. New memberships at gyms and health clubs always spike in early January but few people stay the course – although everyone knows that exercise reduces stress and makes people happier, healthier and more productive. Busy executives – who are often experiencing high stress levels from 40 onwards – have more to gain than most. This article explores how smart working equals healthy working; and offers five sports‐derived mental strategies for starting and sticking with an exercise program.

This case is based on an existing firm. The names have not been changed, and all data on the firm’s history and opportunities is accurate. Primary data is based on interviews with the owner of the firm. One of the authors is a client of the studio and friend of the owner. The case has been reviewed and approved by Jill Murphey, owner of yogaErie. The purpose of this paper is to introduce students to industry analysis, to entrepreneurial decisions and to issues with organizational growth and change.

Jill Murphey, owner of Yoga Erie, is considering whether to or how to expand her studio operations into adjacent communities. Her studio has been very successful since she opened in 2009: the studio has been named Erie’s Best for most of the years since then. Classes were filled and students were asking about the prospects of a satellite studio in other parts of the community. Information on the options Murphey was considering are presented as well as Murphey’s motivations in opening her own studio, and the opportunities as well as concerns she faced in the expansion decision.

This case was originally targeted toward graduate and undergraduate courses in Strategy because of the industry definition and diversification problems but can also be used in classes on Organizational Change or Entrepreneurship.

This paper explores the use of the mental fitness and resiliency inventory (MFRI) as a tool for the management of workplace health and well-being. The MFRI provides information on the extent to which positive workplace practices are experienced within three mental fitness domains and five resiliency domains. The purpose of this study was to investigate the factorial structure and internal consistency of the MFRI.

The MFRI was administered to 1,519 employees in multiple workplace environments in Canada. The factorial structure of the MFRI was examined to conduct confirmatory factor analysis (CFA). In addition to the CFA indexes, the internal consistency of each latent construct was calculated, with results reported using Cronbach's coefficient alpha.

The reliability of the MFRI is very high (alpha = 0.973). The fit indexes from the CFA indicate that the model is permissible. The MFRI can be used with confidence to highlight mental fitness and resiliency strengths, as well as areas needing further development in workplace environments.

Limitations may include the selection of fit indexes upon which to base judgment as to whether the model is satisfactory. Although the MFRI model has been confirmed based on the data from the study sample, there is not yet sufficient data to conclude that the model is a true predictive model. Current and ongoing research will enable elaboration on this matter. In addition, formal documented observations regarding the MFRI's face validity and ease of explanation and understanding of the results may confirm a priori expectations on the part of the users and may strengthen the conclusions from this study.

Implications for workplaces arising from the validation of the MFRI include a growth in capacity to measure the existence of positive psychology practices within organizational environments and to identify and address areas for needed growth and development. By assessing the prevalence of mental fitness and resiliency practices in workplace environments, reports can be produced that indicate various levels of development and integration of these practices. The application of the MFRI facilitates the use of evidence-informed decision-making in addressing organizational goals related to positive workplace cultures.

The MFRI is a new, validated instrument that measures the presence of positive practices that contribute to healthy and effective workplace cultures. The results of the MFRI provide workplace health managers with a profile of organizational strengths (practices that are embedded and comprehensive) and areas for development (practices requiring promotion and capacity building) related to mental fitness and resiliency.

Higher Education Institutions observe that many students are experiencing mental health issues, such as high levels of anxiety and stress. Young adults are recognised as a vulnerable group who carry the burden of mental health problems worldwide. Mental health interventions can be effective in positively influencing students' emotional and behavioural wellbeing.

In the current study, the principles of Intervention Mapping (IM) were applied to guide the development, implementation, and evaluation of a specifically tailored mental health programme for a selected student cohort in a large Higher Education Institute in Ireland. Mixed qualitative (Delphi technique and focus group discussions) and quantitative (survey) data were gathered to gain a broad perspective of mental health concerns and learning needs among a sample of higher education students (n = 99).

Existing evidence guided by theoretical frameworks were blended to create a specifically tailored mental health programme to meet the needs of higher education students in Ireland. Results indicate that the established six-stages of IM provide an empirical process that has the potential to effectively respond to the mental health needs of students in higher education. IM identifies the priority needs of students in higher education and ensures that suitable behaviour change techniques for mental health are addressed. 10;

IM is a suitable method to critically and collaboratively develop a mental health intervention for the overall wellbeing of the general higher education student population, both nationally and globally. 10;

The physical health benefits of exercise are well established but there is also growing research evidence of links between physical activity and mental health benefits, including mood elevation, better cognitive functioning and improved self‐perception, self‐esteem and selfefficacy. Physical activity has also been shown to enhance the effectiveness of psychological therapies and to have a role in improving quality of life and symptom management for people with a wide range of mental health problems. Physical activity has a double benefit, since people with mental health problems are also at increased risk of a range of physical health problems, including cardiovascular disease, endocrine disorders and obesity. However referral to a physical activity specialist is rarely available in psychiatric settings. This paper gives two examples of how provision of physical activity facilities and programmes staffed by qualified specialists can contribute towards improving mental health and quality of life for people with mental health problems.