The high energy face to face workshops are aimed at managers, HR, business owners, team leaders and directors and have been specifically designed to address the key challenges UK organisations face in the current economy.
Employee engagement has been a longstanding and concerning topic for organisations.. Much energy and focus was directed at engagement strategies and metrics in the early part of the pandemic, but any gains have been tough to hang on to as the narrative has shifted towards if or when people will return to work in offices.
This workshop addresses those challenges by looking at how managers can facilitate intentional, deliberate discussions to coach employees to see what role they play in driving the business forward and in achieving the company’s mission, vision, and values. Delegates are coached to encourage their staff to link their daily work with the business strategy which results in employees feeling more invested, accomplished, and engaged in their work.
The working world is not returning to the way things were before the pandemic. This creates another key HR challenge for 2024 in terms of accepting the new reality so you can begin developing long-term plans that account for change and agility.
For the past three years, organisations around the world have been in limbo trying to operate through hybrid and remote working models which initially assumed a full return to the office. But that’s not how many companies are looking to operate anymore.
This workshop is designed to cater for any professional who currently is or soon will be responsible for designing, leading or implementing change and will include:
By showing delegates how to develop business and people plans that can accommodate various paces of change, and through preparing and addressing different scenarios this workshop will ensure delegates aren’t caught off-guard and will learn to embrace forthcoming change.
Supporting healthy work relationships is a key challenge facing organisations in 2024. The short-term and long-term hybrid and remote working models has had a significant impact on how employees interact with each other. Work models in the post pandemic world are powered by the relationships between managers and individual team members and their peers.
This workshop will focus on how healthy work relationships can be built upon trust between the workforce and look at how managers can empower employees to work together more effectively, even if they don’t see each other or work together often.
Delegates will discuss how in remote and hybrid work environments, we have to be intentional about building and maintaining healthy work relationships. The more that employees know each other and understand each other’s work, the better they can perform their own jobs.
Talent acquisition and retention is among the highest priority HR challenges this year. Many organisations are finding it difficult to fill vacancies following periods coined by the media as the Great Resignation, and Quiet Quitting. Employees have more options than they have had in decades.
Whilst remuneration and employee benefits packages are essential in attracting and retaining talent, in order to really compete and retain, you need to offer meaningful experiences and a greater sense of purpose to your employees.
One way of addressing this challenge is to provide employees with an enhanced perspective and provide personal growth and development tools which is shown to result in a renewed sense of purpose in their positions.
Even subtle changes in the way in which a manager interacts with their team can shift the outlooks and lift their spirits.
This workshop focuses on how managers can use coaching tools and techniques to help attract and retain employees . Delegates will understand how coaching can be especially effective in helping them lead their department in uncertain times. With these new skills, managers will make their employees feel more invested in their own success and the organisation’s success.
As you address current challenges in your organisation, consider how you’re laying the groundwork for the future of your company.
The world of business is evolving more quickly than static learning management systems can keep up.
In 2024, HR and LD professionals will need to identify new solutions to facilitate effective training and development. Any associated strategy must account for rapidly changing technical skills and long-term transferable skills.
Technical skills have a short half-life in a swiftly changing workplace, so be careful not to invest all your training budget in technical training. Transferable skills have greater longevity and are cumulative because you can build on adjacent skills.
This workshop focuses on developing transferable coaching skills such as critical thinking, emotional intelligence, and communication all of which can act as a foundation for leadership development in the new working world. Successful leaders of the future need to be able to keep projects on track by supporting employees and removing roadblocks to their success. That requires good communication, empathy, and awareness, among other qualities. Delegates will learn how through incorporating coaching into their leadership role they will get the best out of their teams, on a long-term basis.
I have designed the workshops based on 20 years senior management experience in both the public and private sector . As an ICF accredited coach I uphold the highest of standards to ensure the workshops are delivered in an ethical and professional manner.
Included in the costs is an initial stakeholder meeting to ensure the workshop meets the needs of the individuals and the organisation, and a follow up meeting with 360 degree feedback.
*Workshops can also be tailored to your requirements. Contact me to find out more.
Learning is most effective when it is done at the point of need. The sooner we apply the learning the higher the retention rate of the learning. According to Hermann Ebbinghaus, shockingly if the learning hasn't been applied after 6 days around 75% is forgotten!
Our workshops leverage real world exercises to ensure the learning is retained. We do however recommend the workshop content is relevant to the current role of the delegates to maximise the return on the investment you have made.
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