As the world and workplace rapidly changes the expectations placed on the people working within them at all levels become more and more demanding. Our changing times creates great uncertainty of the future for many employees at the work front, personal front or both. Many people are worried and feel uncertain about their future. Together with our ageing population and skills shortage one of the biggest challenges organisations face today is retaining key performing staff, skills and knowledge. In these changing times an organisation’s capabilities of people is the real asset.
Changing times brings great unease and uncertainty to people’s lives; distraction, worry, tension and the growing incidence of depression.
“While much of the focus is correctly on recruitment and retention strategies, developing the skills and capacities of our existing workforce should remain a priority. Surveys consistently show that departments and agencies committed to mid-career training and capacity advancement programs are better able to both recruit and retain talent. Moreover, getting more from existing staff - increasing productivity - is the other part of the equation (in addition to recruitment) for meeting future capacity needs.”
Source: Public Sector Workforce Strategy & Planning 2009 Conference
Thinking Ahead - Workforce Planning
We knew that there was the looming skills shortage and its effects were began to impact earlier that first anticipated, and now on top of that there is the economic crunch time for restructuring and or redundancies. Either way its about work force planning, thinking ahead to retain the hard earned brand as employer of choice, to retain skills, knowledge and experience, and building capability of staff. Productivity and Retention
Employers and governments are starting to respond to the clarmour for work life balance because they cannot afford not to. High costs of turnover and recruitment plus the impact on staff morale is an expensive option in the current economic climate.
As work life balance policies and practices remain important we now see that those who may have been considering phased or early retirement (the average first ‘retirement’ age is 52) and now uncertain about their future. People have lost money in superannuation diminishing their future expectations and hopes. Many are uncertain about their future employment, their retirement options and about their health and wellbeing. Health, safety and psycholgical wellbeing of our ageing workforce is essential.
We provide corporate programs, facilitation and coaching services for:
Programs as part of workforce planning
Performance development
Mature age worker programs
Professional development programs
Corporate health and wellbeing
Corporate elements that matter to employees are:
Management Culture
Responsibility and Challenge
Work Environment
Training and Development
Company Image
Salary Package
Fact File:
Earlier surveys indicated that over 75% of males and 95% of females intend to retire from full time work before reaching the traditional retirement age of 65. What are they now thinking?
Often employees now find themselves stretched to human capacity for work and or personal reasons, or indeed both and then dissolve under added pressure, impacting on their work, colleagues, relationships and performance.
The LEAP program incorporates the three laws of performance; leadership, commitment and vision. As if developing the strength of corporate atheletes we develop rigor around values, focus, integrity, self management and ability to build back capacity. The development of a clear road map to tackling problems with balance, positive energy and moral strength.
Essential part of development for emerging leaders or retaining valuable existing employees and working pro-actively to address their concerns before they take steps to leave.
It is a program that will integrate leadership / management skills and thinking with powerful strategies for full engagement. The program will combine knowledge development plus individual coaching to fuel high energy and performance.
‘LifeShift Design Program’
Improving employee engagement and improved productivity of mature workers. In this economic climate Many baby boomers have not been able to retire when they expected leaving them to delay retirement, consider flexible retirement or simply retire at work. There is no one plan that fits all, it is very individual along with some occupational and workplace constraints that make it difficult for people to maintain full-time work at the tail end of their career.
Organisations need to urgently iimplement formal discussions about retirement plans, intentions and possibilities with all employees according to Natalie Jackson, associate professor in demography at the University of Tasmania and co-author of 2006 Australian Survey of Retirement Attitudes and Motivations.
Six Stage Program as part of Workforce Planning or an Employee Health and Wellness Program to help mature age workers (the baby boomer generation) in transition to or phased retirement planning.
A total program approach including; information, on-line assessment, seminar, one to one planning sessions and consultative feedback.
As part of workforce planning to gain information about employees intentions, concerns and options.
Employee health and wellness program to provide new options and forward planning.
Ignite - High Team Esteem and Performance
A strong team identity is important to a teams ability to perform at high levels. It presents itself as team spirit, high comaraderie, mutual support, integrity and enjoying the process.
This program aims to transform team dynamics for increased performance, morale, greater satisfaction and personal effectiveness. The key areas are; commitment, vision, project and goals on which to focus whilst maintaining a balance between task performance and relationship effectiveness.
Managing Work with Life Effectively
Effective self and time managment and the work life balance iimplication needs to be dealt with as part of good management practises.
This program focuses on the key topic areas essentail for full engagement of people that enables them to focus on the task at hand - their job. Particular emphasis is on personal mastery, integrity and responsibility which is at the heart of personal leadership and building resilience.
Employees who are stress and worry free are far more engaged, effective and productive at work. This program engages people to consider all aspects of work life balance and to help them create a plan for a sustainable work with life balance. Designed to support employees in balancing their work and family responsibilities, including looking after dependent children and family members with disabilities or those who are elderly. Educating, inspiring and motivating employees to build resilience by learning to manage and take responsibility for their choices, manage their states, identify values and areas of concern and constraint.
Work-life balance means achieving a balance in an employee’s life that includes work, education, family, friends, health, relaxation, cultural and community activities and socialisation.
New Retirement Options
A program for those contemplating transition to phased or full retirement. Traditionally retirement planning has focused solely on financial planning, but how can anyone do an accurate financial plan without first assessing and considering all the other factors necessary for a successful transition to retirement?
One of the challenges organisations and individuals face is the often guarded attitude emloyees have about being open and honest with their future work or retirement intentions. Employees are worried that they won't be viewed as commited or engaged, and yet research shows that employees with a clear communicatd plan are far more focused, energised and productive at work.
Enabling organisations to implement formal discussions about the future work or retirement intentions of mature workers. The workshop provides new options, new thinking and new possibilities around the 15 success factors for successful retirement with participants creating their personal blue print.
Building Personal Resilience Program
When struggling with adversity, what enables some individual and organisations to bounce back while others falter? Life can be full on with stress and adversity in the workplace, intensity of work plus out of work pressures which all have resounding effects on people’s engagement, productivity, relationships, morale and absenteeism.
A strong preventative program to meet the mental and emotional health needs of an increasingly stressed workforce. Resilience and mental and emotional wellbeing of employees is a key determinant to realising the potential of people and one of the greatest threats to organisational productivity and growth. Individual health and wellbeing is vital for optimal performance.
To build lasting resilience we need to develop the qualities of flexibility and core strength to bounce back from setbacks, disappointments and difficult situations.
Career and Life Stage Planning
Investing in the capacity for mid life employees; career, life and work and to assess their personal career and life objectives, create a plan and set goals.
The Coach Manager Approach
Coaching is a communication process that focuses on connecting people to performance. Leaders can vastly increase their leverage by becoming powerful communicators as workplace coaches. Coaching helps people to clarify objectives and to discover more effective approaches for achieving those objectives.
A ‘coach approach’ including the key coaching skills of; listening, effective questioning, establishing high levels of rapport and trust, and coaching the employee to take committed action.
Essential of NLP at Work
Neuro linguistic programming (NLP) is the study of what works in thinking, language and behaviour.
NLP studies three areas that give it its name:
Neurology: The mind and how we think. Linguistics: How we use language and how it affects us. Programming: How we sequence our actions to achieve our goals.
Its also about how we structure our subjective experience - how we think about our values and beliefs, how we create our emotional states, how we build our internal world and give it meaning.
NLP is highly effective in the fields of leadership development, management skills, coaching and communication.
NLP is a powerful change management tool that transforms the way people think and act to have the greatest impact both professionally and personally. That's why NLP is one of the most powerful skills used in business management, psychology, sales, sports, coaching and personal development.
This workshop focuses on the essential NLP skills for the workplace that empowers people to become skilled communicators that create a climate of trust and understanding.
FACILITATION
The Quest
The Quest facilitation is a high engagement process to gather information on issues, options, opportunities, solutions and obstacles. It is focused and create in its nature enabling participants to prioritise and plan with the bigger picture in focus. To draw people and their ideas out and to connect them with other people in a way that leads to positive outcomes. It’s a facilitation of communication, change, collaboration, ideas connection, decision making and continuous improvement.
Focus Groups
To gain employee buy-in, ideas, options, possibilities of matters or issues.
TESTIMONIALS
"Absolutely fantastic, brilliant. They covered everything that people wanted, tailored it to our individual needs and even covered topics that arose that weren't in the program but were beneficial to everyone. They were totally professional, warm and friendly. The best training course I have ever done."
"Facilitation was excellent. Non-threatening and creating a situation where it became an adventure to explore who we are, how we operate and what things we need to build on. Very educational and enjoyable."
"Inspirational, easily understood, practical, applicable and motivational. We came away with the strategies to make the shifts we needed."
