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Supervising First Aid for Mental Health | RQF Level 3 The RQF Level 3 Supervising First Aid for Mental Health course is designed to provide individuals with the knowledge and skills to effectively supervise and support others in the workplace who may be experiencing mental health issues or distress. This course aims to equip participants with a deeper understanding of mental health, enabling them to provide guidance, reassurance, and signposting to appropriate professional help. Understanding Mental Health: Participants will gain a comprehensive understanding of mental health, including common mental health conditions, their causes, and the impact they can have on individuals and workplaces. They will learn to recognize signs and symptoms of mental health issues and develop an understanding of the stigma and misconceptions surrounding mental health. Promoting a Positive Mental Health Culture: Participants will explore strategies to promote a positive mental health culture in the workplace. This includes raising awareness, reducing stigma, and fostering a supportive and inclusive environment that prioritises mental well-being. Providing Mental Health Support: Participants will learn how to provide immediate and practical support to individuals experiencing mental health issues or emotional distress. They will be trained in active listening skills, effective communication techniques, and providing non-judgmental and empathetic support. Signposting and Referral: Participants will develop the skills to signpost individuals to appropriate professional help and resources. They will learn about available support services, both within and outside the workplace, and how to facilitate access to these services. Crisis Management: Participants will be prepared to respond to mental health crises and emergencies. They will learn how to assess risk, manage situations involving self-harm or suicidal ideation, and understand the importance of maintaining personal and professional boundaries. Supporting Workplace Mental Health Policies: Participants will understand the importance of workplace mental health policies and how to support their implementation. They will explore the role of supervisors in promoting mental health, identifying potential triggers or stressors in the workplace, and implementing strategies to support employee well-being. Successful completion of the RQF Level 3 Supervising First Aid for Mental Health course indicates that participants have developed the necessary knowledge and skills to effectively supervise and support individuals experiencing mental health issues in the workplace. They will be equipped to provide guidance, signposting, and initial assistance, contributing to a mentally healthy and supportive work environment. It's important to note that this course does not qualify participants as mental health professionals or therapists. It is focused on providing basic mental health support and guidance in the workplace context. If participants wish to pursue more in-depth training or a career in mental health, they may consider further studies or qualifications in mental health counseling, psychology, or related fields. Suitability - Who should attend? The RQF Level 3 Supervising First Aid for Mental Health course is suitable for individuals who have a responsibility for supervising and supporting others in the workplace, particularly in relation to mental health. It is beneficial for supervisors, managers, team leaders, human resources personnel, and anyone in a position of authority or influence within an organization. This course is relevant for individuals across various industries and sectors who wish to develop their understanding of mental health, enhance their skills in supporting others, and contribute to creating a mentally healthy work environment. It is especially suitable for those who have regular interactions with employees or colleagues and are involved in promoting well-being and providing guidance. The course is valuable for individuals in roles where they may be responsible for implementing mental health policies, supporting employees facing mental health challenges, or providing initial assistance in crisis situations. It equips participants with the knowledge and skills to recognize signs of mental health issues, provide appropriate support and signposting, and contribute to fostering a positive mental health culture within their organization. While there are no strict prerequisites for enrolling in the RQF Level 3 Supervising First Aid for Mental Health course, some prior knowledge or experience in mental health awareness or first aid can be beneficial. However, the course is designed to accommodate learners with varying levels of understanding and experience in the field. It's important to note that this course does not qualify participants as mental health professionals or therapists. It focuses on providing fundamental knowledge, skills, and guidance for workplace mental health support. If you require more advanced or specialised training in mental health, it may be necessary to consider additional qualifications or seek professional development opportunities in specific areas of interest. Before enrolling in the course, consider the specific requirements and recommendations of your workplace or industry. Discuss the suitability and relevance of the course with your employer or supervisor to ensure it aligns with your professional development goals and responsibilities within your organization. Outcome / Qualification etc. Upon successful completion of the RQF Level 3 Supervising First Aid for Mental Health course, participants can expect to achieve several learning outcomes: Comprehensive Understanding of Mental Health: Participants will develop a thorough understanding of mental health, including different mental health conditions, their causes, and their impact on individuals and workplaces. They will gain knowledge about the prevalence of mental health issues and the importance of promoting mental well-being in the workplace. Recognition of Mental Health Issues: Participants will be able to recognize signs and symptoms of common mental health conditions, enabling them to identify when someone may be experiencing mental health issues or emotional distress. They will develop skills in observation, active listening, and empathy to assess the well-being of others. Effective Support and Signposting: Participants will acquire the skills to provide immediate support and guidance to individuals experiencing mental health issues. They will learn active listening techniques, effective communication strategies, and non-judgmental approaches to engage with and support others. They will also be able to signpost individuals to appropriate professional help and resources. Creation of a Mentally Healthy Workplace: Participants will understand their role in promoting a mentally healthy workplace culture. They will learn strategies to reduce stigma, raise awareness, and create a supportive environment that prioritizes mental well-being. They will also gain knowledge on how to implement workplace mental health policies and practices. Crisis Management and Referral: Participants will be prepared to respond to mental health crises and emergencies. They will develop skills in assessing risk, managing situations involving self-harm or suicidal ideation, and understanding the importance of timely and appropriate referral to professional mental health services. Supervision and Support Skills: Participants will develop skills in supervising and supporting others in the workplace who may be experiencing mental health issues. They will gain confidence in initiating conversations about mental health, providing guidance, and creating an atmosphere of trust and understanding. Successful completion of the RQF Level 3 Supervising First Aid for Mental Health course indicates that participants have achieved a higher level of knowledge and skills in supporting individuals with mental health challenges in the workplace. They will be equipped to provide appropriate support, signposting, and supervision, contributing to a mentally healthy and supportive work environment. It's important to note that while the course provides valuable knowledge and skills, participants should not consider themselves as mental health professionals. Ongoing professional development and engagement with mental health resources and services are essential to stay updated and provide the best support possible. Training Course Content DAY 1 Module 1 Introduction Module 2 What is first aid for mental health? Module 3 Identifying mental health conditions Module 4 Providing advice and starting a conversation Module 5 Stress Module 6 Drugs and alcohol Module 7 First aid action plan for mental health - including practical assessment Module 8 Mental health in the workplace Module 9 Depression Module 10 Anxiety Module 11 Written assessment - paper 1 DAY 2 Module 1 Syllabus and day 1 recap Module 2 Post-traumatic stress disorder Module 3 Self-harm Module 4 Suicide Module 5 Eating disorders Module 6 Personality disorders Module 7 Bipolar disorder Module 8 Psychosis Module 9 Schizophrenia Module 10 Written assessment paper 2 and course closure Course delivery details Classroom-based Training: Many training providers offer the course through traditional classroom-based sessions. Participants attend in-person training conducted by qualified instructors. These sessions provide opportunities for interactive discussions, practical exercises, case studies, and group activities to enhance learning and understanding of the course material. Blended Learning: Some training providers may offer a blended learning approach, combining both online and face-to-face components. Participants may complete certain modules or theory-based learning online at their own pace. The in-person sessions are then focused on interactive discussions, practical skills demonstrations, and group activities. Online Learning: In certain cases, the course may be delivered entirely online. Participants can access course materials, videos, interactive modules, and assessments through a dedicated online learning platform. Online learning offers flexibility in terms of when and where participants can engage with the course content. In-house Training: Organisations may opt for in-house training where a qualified instructor delivers the course directly to their employees or staff members. This can be customized to suit the specific needs and context of the workplace, allowing for more tailored discussions and examples relevant to the participants' roles and environment. Why choose Madeleys First Aid Plus Founded in 2021 after Louise left 30 years in the NHS as an Advanced practitioner in A&E/ITU, had spent 1.5 years in Covid ITU Won FSB Best start-up business in the West Midlands in May 2023 Now trained 100's of delegates in Physical and Mental Health First Aid Expenses Travel costs and lunch required, there are many cafes and sandwich bars here in Much Wenlock to buy your lunch, you may eat it in the training room. All training material, books, qualification certificates are included in the price. Continuing Studies Upon completing the RQF Level 3 Supervising First Aid for Mental Health course, there are various opportunities for continuing studies and professional development in the field of mental health and workplace well-being. Here are some options to consider: Advanced Mental Health Training: If you wish to deepen your knowledge and skills in mental health, you may consider pursuing advanced training courses. These could include specialized courses on specific mental health conditions, such as depression, anxiety, or post-traumatic stress disorder (PTSD). Advanced courses can provide you with a more in-depth understanding of specific areas within the mental health field. Mental Health First Aid Instructor Training: If you have a passion for teaching and training others, you might consider becoming a certified mental health first aid instructor. Instructor training programs can equip you with the necessary skills and qualifications to deliver mental health first aid courses to others. This allows you to contribute to building a mentally healthier workforce by educating and empowering others. Workplace Well-being Programs: Many organizations are investing in workplace well-being programs to support the mental health of their employees. You could explore opportunities to get involved in developing and implementing such programs within your organization. This might involve collaborating with human resources, management, or well-being teams to design initiatives that promote mental health, resilience, and work-life balance. Higher Education and Further Studies: If you're interested in pursuing a more extensive education in mental health, you may consider enrolling in higher education programs related to psychology, counselling, or mental health. This could include undergraduate or postgraduate degrees, diplomas, or certifications that provide a deeper understanding of mental health theory, research, and clinical practice. Continuous Professional Development (CPD): Engaging in continuous professional development is essential in staying updated with the latest research, best practices, and developments in the field of mental health. Attend workshops, conferences, webinars, and seminars focused on mental health topics. These activities will enhance your knowledge and skills and ensure you stay current with evolving practices in the mental health field. Volunteer and Community Work: Engaging in voluntary work or community initiatives related to mental health can provide valuable hands-on experience and further develop your skills. Consider volunteering with mental health organizations, helplines, or community groups that focus on mental health support and advocacy. Remember to stay informed about the guidelines, regulations, and requirements set by relevant professional bodies or organizations in your country or region. This will help you align your continuing studies and professional development with recognised standards and qualifications. Continuing studies and professional development not only enhance your knowledge and skills but also demonstrate your commitment to the field of mental health and workplace well-being.

CCHRC has been specially designed to provide training for anyone who has functional responsibility for controlling health risks on a construction site, such as site supervisors and site managers.

This course provides the necessary knowledge, understanding and skills to persons who will knowingly disturb asbestos containing materials during the course of their work activities, including building maintenance workers and supervisory personnel, and building maintenance managers.

Duration 2 Days 12 CPD hours This course is intended for A prior understanding of EU Data Protection legislation is recommended. Candidates are typically management professionals and decision-makers who already have responsibility for data protection compliance within their organisation.Co-Requisite Subjects Candidates should have a good understanding of their own organisation?s data management activities through the life cycle from initial acquisition, through the various areas of processing and usage, to eventual removal or destruction. Overview To equip the learner with a foundational understanding of the principles of the General Data Protection Regulation (GDPR) and to provide constructive suggestions on implementing compliant processes. The social, historical and legal background leading to the General Data Protection Regulation (GDPR) The scope and global context of the GDPR The key concepts within the GDPR The definition of all key words and phrases relating to this Data Protection regulation Principle One: The criteria governing fair, open and transparent processing of personal data Principle Two: Purpose Limitation, the challenge of limiting the processing within the context of specified and lawful purposes Principle Three: Minimisation of processing, and ensuring that only that data is processed which is necessary to achieve the purpose. Principle Two: Purpose Limitation, the challenge of limiting the processing within the context of specified and lawful purposes Principle Three: Minimisation of processing, and ensuring that only that data is processed which is necessary to achieve the purpose. Principle Four: Ensuring that any personal data held by the organisation is kept accurate and current, and that any processing of such data is appropriate Principle Five: Management and storage of personal data in a manner that meets regulatory obligations, while minimising the time that the individual remains identifiable Principle Six: The criteria governing safe, secure and confidential processing of personal data in order to protect its integrity Principle Seven: The key roles, responsibilities and accountabilities of those involved in Data Management within an organisation Establishment within a single Member State Joint Controllers Privacy by Design and by Default Nominated Representatives Third-party Contracts and shared liability Logging of data management processes Data Breach Notification obligations Privacy Impact Assessments Overseas transfer of personal data L2.8 The Data Subject Rights, and their implications for the Data Controller and the Data Processor L2.8.1 The ?right to be forgotten? L2.8.2 The right to restriction of processing L2.8.3 The right to object to certain processing L2.8.4 The right to have inaccurate data amended or erased L2.8.5 The right to data portability L2.8.6 The right of access to one?s personal data L2.8.7 Rights in relation to automated decision-making and profiling The role of the Data Protection Officer (DPO) The role of the Data Protection Officer (DPO) Criteria for designating a DPO Tasks of the DPO Position of the DPO within the organisation The role of the Supervisory Authority within the Member State The Lead Supervisory Authority and independence Investigative, corrective and advisory powers Independence of the Supervisory Authority Collaboration with other Supervisory Authorities Codes of Conduct and Certification The role, powers and tasks of the European Data Protection Board (EDPB) The remedies, liabilities and penalties available under the GDPR Right to raise a complaint Right to representation Right to effective judicial remedy Right to compensation and liability Administrative fines of up to ?10m or 2% of GAT Administrative fines of up to ?20m or 4% of GAT Provisions for specific processing situations Freedom of Expression Processing of official documents Processing of National Identification Numbers Processing regarding employment Processing for archiving purposes Processing under obligations of official secrecy Processing of data by religious organisations Preparing for implementation of the GDPR Review of data management policies and procedures Review of data assets and security structures Training and Awareness-raising Data management governance structures Embedding Privacy By Design and Default Codes of Conduct and Certification against standards Breach detection and notification procedures Review of third-party agreements, contracts

Duration 2 Days 12 CPD hours This course is intended for The primary audiences for the course are as follows: Cisco customers ? Contact Center Management, Contact Center Supervisors and Customer technical personnel Cisco technology partners Cisco employees Overview Upon completing this course, the learner will be able to meet these overall objectives: Provide a comprehensive overview of Cisco Unified Intelligence Center Describe reporting concepts and capabilities and features of Cisco Unified Intelligence Center reports Provide a detailed description and labs of how to modify reports from normal data sources (Cisco Unified CCE and Cisco Unified CVP) by customizing reports using various methods. (i.e. creating thresholds, show/hide columns, charts and more) The Cisco Unified Intelligence Center 11.6 for End Users (CUIC11.6EU v1.1) course is a two-day instructor-led training (ILT) course. Cisco Unified Intelligence Center is a comprehensive, end-to-end reporting solution, designed to make the task of creating and modifying reports easier on the customer and, at the same time, to present a consistent user interface and a common tool to access varied data across multiple Cisco product families. Cisco Unified Intelligence Center Overview Introducing Cisco Unified Intelligence Center What Contact Center products use CUIC for reporting Cisco Unified Intelligence Center Administration and Security The End User and CUIC Security Running and Modifying CUIC Reports Running Cisco Unified Intelligence Center Reports Using Permalinks Help Dashboards Modifying a CUIC Stock Report Cisco Unified Intelligence Center Dashboards Understanding Cisco Unified CCE Key Concepts Creating a New Cisco Unified Intelligence Center Report

Duration 1 Days 6 CPD hours This course is intended for This course is designed for managers, supervisors, team leaders, or anyone who leads meetings as part of their job and wants to learn how to become a more effective meeting facilitator. Overview Build a foundation for a successful meeting. Prepare for a meeting. Set the stage for a meeting. Facilitate a meeting. Facilitate a specialized meeting Effective facilitators know how to take charge of meetings and lead groups toward successfully completing their work objectives. In this course, you will strategically plan meetings and create formal agendas, lead groups to generate new ideas through brainstorming events, and help people work through facilitated difficult sessions. You will also further develop your facilitation skills by leading virtual meetings and even moderating international sessions. Private classes on this topic are available. We can address your organization?s issues, time constraints, and save you money, too. Contact us to find out how. Lesson 1: Building a Foundation for Successful Meetings Topic A: Identify Types of Meetings Topic B: Identify Attributes of Strong Meeting Leaders Lesson 2: Preparing for a Meeting Topic A: Clarify the Purpose of the Meeting Topic B: Identify Participants Topic C: Plan Meeting Logistics Topic D: Create an Agenda Lesson 3: Setting the Stage for a Meeting Topic A: Establish a Meeting Climate Topic B: Resolve Challenging Situations Lesson 4: Facilitating a Meeting Topic A: Lead a Meeting Topic B: Make Sound Decisions Topic C: Publish Meeting Minutes Topic D: Close a Meeting Lesson 5: Facilitating Specialized Meetings Topic A: Manage a Brainstorming Session Topic B: Manage a Virtual Meeting Topic C: Manage an International Meeting

Duration 1 Days 6 CPD hours This course is intended for This course is intended for working professionals in various job roles, both native and non-native English speakers, who use formal and informal written communications in the course of business, and who seek to improve their grammar usage. Overview In this course, you will develop the skills to coach for results. You will: Define coaching and determine how you want to coach. Build a foundation for coaching. Establish a coaching process. Execute a coaching plan. Coach teams and coach remotely. As a leader in your organization, you're expected to help people meet or exceed expectations and to help ensure productivity and profitability for the organization. Coaching is a leadership tool that is effective in improving performance and contributing to the goals of the organization. In this course, you will build a foundation for coaching, establish a coaching process, execute a coaching plan, and explore strategies for coaching in different business scenarios. Many different factors can affect employee performance. When performance problems arise, people need to be supported to get back on track and do their jobs well. Coaching is an effective way of confirming an employee's value while improving performance. Coaching contributes to employee retention because it offers the opportunity to grow, provides motivation, and supports learning. Coaching also enhances the image and effectiveness of managers and supervisors. Defining Yourself as a Coach Define Coaching Determine a Coaching Approach Developing Core Coaching Skills Evaluate Performance Develop Essential Interpersonal Skills Establishing a Coaching Process Initiate the Coaching Relationship Agree on a Coaching Plan Executing the Coaching Plan Coach Adjust the Coaching Plan Verify That Goals Have Been Met Coaching in Different Business Scenarios Coach a Team Coach Remotely

Duration 1 Days 6 CPD hours This course is intended for This course is designed for managers, supervisors, human resource personnel, and team leaders who are seeking to inspire employees and optimize their performance. Overview In this course, you will identify strategies for motivating employees and developing them through the application of basic performance-management techniques. You will: Commit to employee motivation. Motivate employees. Develop self-motivated employees. Establish a foundation for performance management. Optimize employee performance using performance-management strategies. Create employee performance and development plans. Motivation has a profound effect on employees' productivity and performance. An organization improves its likelihood of success by maintaining a motivated work force. As a leader within your organization, you share in the responsibility of motivating your employees.You also want to be able to lead the individuals on your team effectively by conducting ongoing performance appraisals; delivering helpful and instructive feedback, training, and coaching; and designing and implementing performance standards. You want to develop talent within your team by employing effective performance-management strategies on the job. This course will help you cultivate the skills necessary to motivate your employees and give you essential performance-management skills. Committing to Employee Motivation Topic A: Recognize the Importance of Motivation Topic B: Assess Employee Motivation Levels Motivating Employees Topic A: Communicate Effectively Topic B: Clarify Expectations Topic C: Establish Meaningful Professional Goals Topic D: Provide Effective Feedback Topic E: Choose Rewards or Recognition Developing Self-Motivation in Employees Topic A: Encourage Self-Motivation Topic B: Create a Sense of Employee Ownership Topic C: Provide Development Opportunities through Mentoring Topic D: Build a Sense of Accomplishment Topic E: Encourage Enthusiasm Establishing a Foundation for Performance Management Topic A: Identify Performance Management Elements Topic B: Elicit Engagement Topic C: Onboard New Employees Topic D: Develop Talent Optimizing Employee Performance Topic A: Assess Available Talent Via Interviews Topic B: Determine Individual Performance Goals Topic C: Discuss Performance Appraisals Creating Performance and Development Plans Topic A: Initiate a Performance Plan Topic B: Create an Improvement Plan for Performance Problems Topic C: Create a Development Plan for Career Growth

Duration 4.125 Days 24.75 CPD hours This course is intended for Managers or consultants seeking to prepare and support an organization in planning, implementing, and maintaining a compliance program based on the GDPR DPOs and individuals responsible for maintaining conformance with the GDPR requirements Members of information security, incident management, and/or business continuity teams Technical and compliance experts seeking to prepare for a data protection officer role Expert advisors involved in the security of personal data Overview Understand the concepts of the GDPR and interpret its requirements Understand the content and the correlation between the General Data Protection Regulation and other regulatory frameworks and applicable standards, such as ISO/IEC 27701 and ISO/IEC 29134 Develop the ability to inform, advise, and monitor compliance with the GDPR and cooperate with the supervisory authority Acquire the competence to perform the role and daily tasks of the data protection officer in an organizationit Considering that data breaches have become highly sophisticated in the recent years, the need for data protection has increased as well.Information Security is crucial to the success of any organization since it deals with the protection of sensitive data from unauthorized access, use, replication and destruction. As such, organizations should put in place measures and controls to manage and diminish Information Security risks and comply with GDPR requirements. In case organizations fail to comply with the GDPR requirements, the penalties can reach up to 2% of an organization?s annual turnover. Also, in case of more serious infringements, the penalties can amount to 4% of an organization?s annual revenue. The implementation of a Privacy Framework, on the other hand, will allow professionals to develop and implement reliable controls that are generally accepted.Becoming a Certified Data Protection Officer will enable you to acquire the necessary expertise to understand the risks that could have a negative impact on your organization and implement the required strategic responses based on the GDPR best practices, requirements and principles. Introduction to the GDPR concepts and principles Training course objectives and structure General Data Protection Regulation (GDPR) Core considerations for the GDPR Designation of the DPO and analysis of the GDPR compliance program Designation of the DPO Analysis of the GDPR compliance program Relationship with the top management Data protection policy Register of processing activities Risk management process DPO operations Data protection impact assessment Documentation management Evaluation of the data protection controls Data protection and technology Awareness, training, and communication Monitoring and continual improvement of GDPR compliance Incident management and personal data breaches Monitoring and measuring compliance Data protection internal audit Treatment of nonconformities Continual improvement Closing the training course

Duration 2 Days 12 CPD hours This course is intended for Executives, Project Managers, Business Analysts, Business and IT stakeholders working with analysts, Quality and process engineers, technicians, corrective action coordinators or managers; supervisors, team leaders, and process operators; anyone who wants to improve their ability to solve recurring problems. Overview At the completion of this course, you should be able to: Identify the different types of tools and techniques available Apply change management successfully Review what to look for when applying business case thinking to Root Cause Analysis Develop a process to systematically approach problems Business success is dependent on effective resolution of the problems that present themselves every day. Often the same or similar problems continue causing repeated losses in time or money and your staff become experts at fixing rather than preventing the problems. Learn to find and fix root causes and develop corrective actions that will effectively eliminate or control these problems. Section 1: RCA Foundation Concepts and Objectives Section Learning Objectives Discuss Definitions ? IT Perspective Discuss What is a problem and why do they exist? What is Root Cause? RCA Benefits and Approaches Event and Casual Analysis Event and Causal Analysis: Exercise 1c Worksheet RCA Tools for each approach Section Summary and Conclusions Section 2: Enhance use of RCA tools Why use a Particular Method Tool: Change Analysis Change Analysis Examples Tool: How to Resolve Conflict Tool: 5 Why?s Example Learning Management Problem Tool: Cause and Effect Tool: Fault Tree Analysis Why do we use Fault Tree Analysis? How does it work? Fault Tree Diagram Symbols Example #1 of FTA: Car Hits Object Tool: Failure Modes and Effects Analysis (FMEA) Example: Failure Modes and Effects Analysis Tool: Design / Application Review Section 3: Problem Resolution and Prevention Section Objectives The Secret of Solving Problems: -A Note about Statistical Control -A Note about Fire Fighting Technique: Business Process Mapping Example: IGOE Technique: Lean Six Sigma and DMAIC Lean Six Sigma Benefits Importance of Understanding the Business Process The Business Process Mandate Technique: Process Modeling Graphical Notation Standard (BPMN): -What is Business Process Modeling Notation (BPMN)? -Benefits of BPMN -Basic Components of BPMN Technique: Business Process Maturity Model Five Levels of Maturity Section 4: Capability Improvement for RCA Steps in Disciplined Problem Solving RCA as a RCA Process Key RCA Role Considerations Sustainable RCA Improvement Organizational Units Process Area Goals, Practices Specific and General Practices Specific Practice Examples Software Maturity Survey SWOT Analysis Worksheet Recognize the importance of the Change Management component in your RCA implementation Using the ADKAR Model to Communicate Change Review ADKAR© Model ? -Awareness of the need for change -Desire to participate and support the change -Knowledge on how to change -Ability to implement required skills and behaviors -Reinforcement to sustain the change The ADKAR Model: Reinforcement Section 5: Course Summary and Conclusions Plan the Proposal and Business Case Example: 1 Page Business Case Resource Guide Questions