 So thank you, Sati, and I'm very happy to share my own experience in training health workers on communication skills and emotional competence. And this is a quote, this is a reflection from one of our participants saying, when I'm angry, I usually feel irritated, like I can swallow someone. So I just want us to imagine how these health worker would relate to a patient or even have fellow colleague when feeling this way. So as we acknowledge that health workers, what kind of very stressful situation dealing with many, many challenges as many has alluded in our presentations and these challenges can really influence communication behaviors among health workers and the way they relate with patients. There is this systematic review that was done recently looking at burnout among health care providers in sub-Saharan Africa. And it found a prevalence burnout prevalence of 40 to 80%. And majority of those who are really burnt out nurses, nurses have the highest level of burnout. And what this review also found is the limited interventions to promote professional well-being and prevention and coping with burnout. Out of 62 articles, I think only two articles looked at interventions to manage burnout. So we also acknowledge that emotional labor as a skill, it's an acknowledge, it's not taught in the medical and nursing curriculum. And if you ask nurses what have you learned about emotional management, what they will tell you is I was taught that I should empathize with my patients, I lay the anxiety, but how to do that in a practical way, it's not easy. So more often these skills are taught in a theoretical way, but when it comes to application in practice, it's not easy. So there is need to bridge the gap between medical and the emotional aspects of care. So this is the training model that we use, as Mary has said, the information about this training is available on the Connect website. So this training is called IK Halland model, and it was developed by Anna Halland, who is a social scientist from the University of Oslo, and we worked with Anna for quite a long time. She has used this model across nine countries, across different cultures, and the aim of this training is to empower health workers to communicate with awareness and emotional competence. And the IK stands for intelligence, communication, awareness, action, reflections and emotions. And these are the key concepts that we teach in this training. So just to highlight how the training, how the training is designed. So it's a nine to six to nine months process using reflective and experiential learning approaches. And why is this long? Because we know that changing habits takes time. The way we are communicating today, these are habits that we have developed over time. So to unlearn these behaviors, we also need time to unlearn them. So the process is divided into four phases. First one is a self-observation and reflection period over three to four months, where we give the health workers reflective assignments to reflect on their own communication behaviors when they are relating with patients, colleagues, and anybody in their workspace. And we give them simple tasks like how well do you listen to your patients. For one week, just look at how are you listening to your patient, what happens when you listen well, and what happens when you don't listen well. And then we also give them tasks like what irritates you when you are working with patients. Look at the things that irritates you. When you are irritated, how do you react, how do you communicate with your patient, and what is the effect of your communication on patients. There are a number of tasks that we give them, and then they give us feedback in form of most significant story of change. And then also they highlight what is it that they want to learn. And then after that process, we invite them for a skills workshop, which is five days. And in this workshop, they learn the things that they say that struggling with in a participatory way and they use the experiential learning approaches. In this workshop, they learn basic communication, how to listen well to patients, how to show empathy, how to show respect. And then they also learn about stress management and burnout, dealing with conflicts, all the issues that they say they're struggling with. We handle them in this five days workshop. And then after the workshop, now they go back to their work areas with these new skills and put them in practice. But we also guide them with further reflective assignments so that they can put the skills in a more guided way. And then they also give us feedback how these skills are working in practice. And then after that period of three months, we call them back for a final workshop on month six or nine there. And then they come back for three days to summarize the learning and the shared success stories how the skills worked in practice and what challenges they still have and then address those challenges. So just to share more about the reflective period. So when we give them these assignments, they give us feedback and this is an example of what they say. So they become aware and conscious of their actions and reflect on what is it that they want to learn. So this one is saying I have realized that I'm a poor listener, and I don't pay attention to instruction. Sometimes I interrupt when one is talking with my own opinion. I've been harsh rude and most people told me that I'm always serious, and thus they fear me. So they look at their own selves reflect on their behavior and give us feedback. So this one said I want to learn how to understand, listen well and control my emotions. So we help them identify their learning needs. So when they come to the workshop, they are really ready to learn from their own reflections. So the workshops are very participatory in nature using experiential learning approaches. So we have a demonstration we develop skits from the reflections that they share we read them and develop a short skits to show bad behavior. So we play our behaviors as health workers. We laugh at our behaviors and then ask, why do we behave this way? Well, how do you think the patients felt? So we get to do the skits, role plays, exercises, group discussions and lectures. So during the workshop, many of them come to share very painful experiences they've had with patients. So it's more of a debrief session for them and some share scenarios where they have handled patients very badly, and we use those experiences to reflect on learning and not to judge them. So as trainers, we have a great role to facilitate learning and not to judge patient or participants behavior. So we started this training in 2009 in Kenya and we started with nurses initially, but the demand for the skills have grown over time. So we have trained several groups of nurses, clinicians, research staff, county managers, and currently we are running a training program for nurse managers for NBU and newborn care. So what changes are the health workers reporting after the nine months of process of learning? So majority of them really acknowledge the learning about emotional management that they can recognize their emotions, patients' emotions, step back from wanting to react in an automatic way and take responsibility to communicate well. And they're also reporting improved respect for patients and colleagues, fewer conflicts in patients, reduce the burnout and stress and burnout, and also improve the job satisfaction despite the many challenges that they are facing. And these trends have been shown across all the countries where Anna has implemented this training. And these results are based on participants' own reflections. So it's reported a reflection. So these are just few examples of what they are saying in terms of learning about managing emotions. And one of them is the most important skill that I learned during the communication training is emotional awareness, because emotions play an important role in the way we communicate at work and at home. Before I attended this training, if I was overwhelmed or angry, I used to be carried away by emotions and quick reactions, but now I can control my emotions. And many of them, they are reporting these improvements. And this one is saying, I've noticed that when I treat patients with respect, they are easier to handle and they are less passive, and they seem to gain trust and confidence in me and in the system. And then another thing that we also, the health workers are reporting is seeing patients as fellow human beings. Because sometimes when we are in these discussions with the health workers, sometimes they feel like the health workers belong to another race and their patients belong to another race. But through these self-reflections and the training, they're able to see that patients are fellow human beings. This last here is saying that, as I'm not just focusing on the sickness, now I'm doing it whole-assembly. I'm looking at that mother whole-assembly, because rather than the sickness, the mother is having, she's a complete mother, just like me. And she has everything. So now I can analyze other faculties as social status, mental status, so more practicing patient-centered care approach. So there are many of these course, but because of time I only shared these two. So some of the challenges that we have experienced is the lack of awareness among managers that communication skills need to be taught. And I think what Mary said that involving the managers in these kind of interventions really helps in building an acceptance for this kind of intervention. And then there is also the quest for quick fix. So you tell them this training takes six to nine months. It's like, oh, for these nine months of full-time pregnancy, what are we learning about communication? What is it that we don't know? We've been communicating all along. So it takes time to really talk to the participants and even the managers about why this approach. And then some of the other challenges that we have with participants is the use of reflective learning. It's a new way of learning to them, so we really need to encourage them. But with time, they've come to learn that the training is a useful training for the hour. And then balancing the many assignments we give them with the hour. Some get to do them, some they don't get to do them. By the end of the day, we call them all to come and participate in the training. And then one other challenge they're also facing in circusing from colleagues when practicing these new skills. So when they go out there with their new skills, they want to listen to patients better, want to empathize. And their colleagues who have not been to the training will tell them like, we don't have all the time to listen to these patients. You cannot be listening to each and every patient like that. But they find time to practice the skills among, I mean, Amido is the challenge. And then another challenge we've also faced is evaluating the training. So currently we have used mainly what the participants are reporting in terms of their own improvements. But we are looking forward to working on more, more evaluating approaches. So this is part of our ongoing work. So currently we are running a training of trainers program for newborn care nurse managers to train them as trainers so that they can scale up the training with their own newborn care units. And we have a pilot training for newborn care nurses in two hospitals where the trainers are where we are training these trainers. And we look forward to do in-depth evaluation approaches for the TOT program and the pilot trainings for the newborn care unit. And we are also looking forward to incorporating patients' experiences from the respect study so that the nurses can also hear the patient's voices, what are patients saying about the care that we give them. And we feel this will be a very valuable input to the training. And above all, we are looking forward to explore how these skills can be taught in the nursing school. So I'm looking forward to working with the nursing schools to see how this program can be taught in the nursing school. Because that's where the nurses needs to learn how to relate well with patients and how to manage the many emotional challenges that come with the work that they do. Thank you so much.