What factors shape the effectiveness of a leader-focused mental health training?

In light of the high prevalence of mental health (MH) problems and the important role that has been ascribed to MH-focused leadership training in addressing MH concerns in organizations, this study examines the conditions necessary for such training to be effective. Drawing on resource allocation theory, we explore the factors that influence training-induced changes in leaders’ MH-related knowledge and self-efficacy following participation in the 3- hour long Mental Health Awareness Training (MHAT; Dimoff et al., 2016). Using multisource, multi-wave data from 83 leaders and their followers (n = 383) from 13 organizations, we confirmed that leaders were more knowledgeable of and felt more confident to promote mental health in the workplace following MHAT. Furthermore, leaders’ learning goal orientation (LGO) predicted this increase in MH-related self-efficacy, but not in MH-related knowledge. The relationship between LGO and self-efficacy changes was not moderated by leaders’ pre-training MH-supportive behaviors but was positively moderated by organizational climate of MH openness. Neither moderator had an effect on the relationship between leader LGO and changes in MH-related knowledge. We discuss the theoretical and practical implications of our findings in relation to reaping the benefits of MH-focused leadership training.