What and Why?

The Post-training outcome goals form the backbone of the Implementation Plan - that aims to use what we know from Implementation Science to improve the odds of sustainable, effective change resulting from the investment that a team makes in AMBIT training.

Stage 1 - Self-audit

There is an "Application Form" which forms a crucial stage in the Pre-training team audit.

This should be completed by teams before acceptance on stage 2 of the AMBIT training which is the face-to-face training events. The form is designed to help direct teams towards a mentalized form of thinking about the following:

"Why do WE need THEIR training at all? ...and how would we know if it had helped US in the work that we are already doing?"

• AMBIT explicitly acknowledges that in team trainings it is not a “given” that all team members are equally invested in the training.
• Some workers may feel less than positive about the idea of a team-based training.
• Although our post-training feedback from AMBIT trainings has been overwhelmingly positive, it has not been exclusively so, and we describe this at Individual differences and AMBIT training

• It is important, however, for teams to develop some shared notions of:
• The existing competencies and expertise within the team
• (Notwithstanding what the team is already doing well) a number of observable differences post-training that would indicate successful outcomes from this training.

• The AMBIT project does not presume to know what these outcome goals are (see also the Implementation Plan). Common examples might be:
• Reduced examples of young people "bouncing" from service to service
• Improved engagement rates for young people who have to date been seen as "opting out" of treatment
• Reduced burnout in staff (reduced sickness leave, staff turnover, etc)
• Shorter team meetings
• Team meetings and supervision sessions that leave staff feeling more supported
• etc

• The more you can identify SMART goals the better.