Training & Development

wo men in a workshop setting engaged in discussion, with one man pointing at a wall chart labelled 'Organisational Readiness' while the other listens intently.

Organisation Training - Implementing a Lived Experience (Peer) Workforce

Building skills and competencies of organisations is fundamental to establishing, developing, and sustaining Lived Experience (Peer) Workforces. This will assist in increasing the number of peer roles as well as building support and shared responsibility across all levels of the organisation. Ongoing learning and training is required to support growth and sustainability.

The National Lived Experience (Peer) Workforce Development Guidelines highlight that organisational training is required at every stage of readiness:

  • Preparation – build foundational understanding of Lived Experience as a discipline; introduce staff to guiding principles; prepare leaders, managers and Human R to adapt systems and processes.
  • Implementation – equip teams, managers and supervisors to work alongside peers; adapt recruitment, induction and supervision processes; embed role clarity and equity.
  • Transformation – advance organisational allyship and cultural change; embed continuous learning, evaluation and co-production practices to sustain thriving workforces.

Evidence shows that better outcomes are achieved when organisations prepare in advance and identify and address potential barriers before roles commence. Organisations that view the inclusion of Lived Experience (Peer) workers as an opportunity for transformation, rather than a simple workforce addition, are more likely to succeed.

Training across the system may look like this:

AN image showing the 3 training requirements across the system for LE (Peer) Workers, Organisations and Wider Workforces.

Training Requirements Infograph

 

Organisations building skills and competency

Practical Starting Points for Organisations

If you are at the beginning of this journey, you may wish to:

  1. Brief your leadership team on the discipline of Lived Experience work and its strategic value.
  2. Run an introductory awareness session for all staff to build shared understanding of principles and values.
  3. Review organisational policies (e.g. recruitment, leave, grievances) to ensure they align with equity and inclusion.
  4. Plan for co-reflection and supervision capacity so peer workers are well supported from day one.

The Peer Workforce Checklist may be useful in this stage of planning.

Building and Sustaining Peer Workforces

Building the skills and competencies of organisations to understand the Lived Experience (Peer) workforces requires training that is firmly grounded in Lived Experience principles. Lived Experience is a discipline, and training should support workers to understand the knowledge, relational skills, and professional practices that make this discipline unique.

Commitment from all levels is a critical success factor. Training across the organisation should focus on:

  • Understanding the discipline – recognising Lived Experience (Peer) work as a profession grounded in unique principles and practices, as well as understanding the differences between mental health and alcohol and other drugs workforces.
  • Role clarity – introducing staff and leaders to the role and purpose of Lived Experience (Peer) workforces.
  • Team integration – building confidence in how to work alongside Lived Experience (Peer) workers in ways that are respectful, safe, and equitable.
  • Recruitment and support – training HR and managers to adapt recruitment, induction, supervision, and career pathways.
  • Supervision and development – ensuring Lived Experience (Peer) workers receive appropriate supervision and professional development.
  • Cultural safety and inclusion – addressing equity and diversity, including Aboriginal and Torres Strait Islander Social and Emotional Wellbeing frameworks, anti-racism, and responsiveness to diverse and intersecting identities.

This approach strengthens services and creates better outcomes for individuals, families, and communities.

Audience-Specific Training

Different groups within an organisation will benefit from tailored training:

  • Executives → strategy, governance, accountability, and resourcing.
  • Managers and HR → recruitment, onboarding, supervision, equity and support.
  • Teams/colleagues → allyship, working alongside peers, cultural safety, and inclusion.
  • Organisation-wide → shared understanding of principles and values of Lived Experience work.

Embedding Training into Systems

Training is most effective when integrated into organisational systems. Consider embedding Lived Experience content into:

  • Policy and procedure reviews – ensure HR processes reflect equity and inclusion.
  • Staff induction – introduce all new staff to the role and value of peer work.
  • Performance frameworks – include measures of allyship and inclusion in manager KPIs.
  • Ongoing professional development – refresh learning regularly through workshops, eLearning, or peer-led sessions.

Training and Development Providers to support Organisations

  • Consumers of Mental Health WA (CoMHWA) is the peak body for mental health consumers in WA. CoMHWA offer a range of training for organisations including their peer positives workshops.
  • Mental Health Coordinating Council offers courses supporting staff working with Lived Experience (Peer) Workforces.
  • Lived Experience Training is an online training option that provides a range of evidence-based training, designed to provide foundational and advanced understanding, facilitate organisational readiness, promote inclusive work culture, and enable effective collaboration. All training programs offer both theoretical knowledge and practical strategies that have been implemented and proven effective in real-world settings.
  • Lived Experience Australia provides online Lived Experience advocacy training and working with Lived Experience training for other mental health professionals.
  • Roses in the Ocean Professional Development Program aims to provide a range of opportunities to expand knowledge and skills regarding suicide prevention.
  • Lived Experience Leadership and Advocacy Network (LELAN) offers Lived Experience Development, Governance and Education (LEDGE) pathway online courses.
  • Self Help and Addiction Resource Centre (SHARC) is the Australian hub for Intentional Peer Support (IPS) training for Lived Experience (Peer) workers (and non-Lived Experience managers and clinicians).
  • Mental Health Professional Online Development (MHPOD) is an evidence-based online learning resource for people working in or connected to mental health service delivery. The topics range from recovery to legislation and dual disability.
  • Insight and Dovetail offer a wide range of free, evidence-based eLearning modules, webinars, and resources that support the development of a capable, confident, and connected workforce across alcohol and other drug, mental health, and social and emotional wellbeing sectors. Their online training is suitable for Lived Experience workers and those working alongside them, including specific training and support for Lived and Living Experience roles. While based in Queensland, their high-quality training materials are accessible nationwide.

Private and not-for-profit agencies offer additional specialised, place-based peer-led training and consultancy to assist organisations preparing for Lived Experience (Peer) Workforces.

References