It’s become fashionable to talk about wellbeing from the boardroom to management teams, yet with the focus on cost cutting, companies must take care that wellbeing does not become a tick box exercise.
Responding to a new era
As we reinvent our world of work, the ability to be agile and adapt and respond positively to new demands is vital. Given the increase in anxiety, depression and stress, it’s difficult for even the most resilient of us. Importantly, given the challenging situation we are all in currently, we all need to enhance our capability in achieving a positive mindset and happiness as a way of preventing derailment. Many employers who see their people as the number one priority are putting in place such resilience building preventative wellbeing programmes that are relevant to everyone.
So there has never been a better time to position wellbeing and happiness as integral to personal happiness and motivation which we have known for decades, has the biggest impact on performance and business success. Furthermore, the benefit is not short term; it’s an investment that will enable your leaders and their teams to build their psychological wellness and their psychological assets long term which has historically been ignored in favour of other capability building. My prediction is that the best companies to emerge well during this time will be those that build capability in their leaders to genuinely care and support their people.
Importantly, many leaders are not equipped with the skills and capability to lead and motivate their people and teams for wellbeing in a highly challenging and uncertain environment. The pandemic has caused some people to think deeply about their life and what is important to them. For others, keeping up that same level of focus and intensity feels a lot more difficult and there are also many people whose inability to predict and envision the future has triggered their brain into threat mode. If managers don’t have the skills to be more intentional in people management and give more attention to the human dimension, people are more at risk from reduced psychological health which will impact their motivation and performance, consequently putting businesses and organisations at an even greater risk.
Our webinars equip leaders and their teams with the skills and capability to enhance wellbeing in this challenging and uncertain environment.
This includes tools and techniques to have more meaningful conversations and for managing human emotions, mindsets, motivation and behaviours. More remote working means we need to be even better and more intentional with this.
This series of webinars is significantly different to the traditional mental health topics which cover anxiety and stress. Instead we focus leaders and their teams on topics that share what successful and happy people do and help people to dig deeper into the human dimension of happiness, success and performance.
Session topics include:
- aligning personal and business purpose and ambitions
- developing agility and adaptability: cognitively and emotionally
- managing perspective and emotions for positive wellbeing
- developing emotional intelligence to build trust and more positive relationships
- embracing strong connections and relationships between people to build high trust and performance
- building high-performance teams in a virtual environment
Critically, we also provide follow-up webinars to support people in embedding the tools and strategies so that people can experiment back in the workplace and be supported in adapting new ways of thinking and responding to today’s challenges and opportunities.
The sessions would be tailored with examples and stories appropriate for your business context. Ideally, we would talk to one or two people from the business to understand the important issues and opportunities for the organisation and any significant changes that are impacting your people.
Now is the time leaders and HR to not only embrace your human capital but build and fortify the psychological assets for the benefit of your people and organisation.