Are your leaders creating an organisational culture for success?
In this ever changing world we now live in, organisations and the people within them, have to continually adapt and change to meet the demands of the marketplace....to stay one step ahead.
Whether change shows itself as developing new products and services, structuring in a more efficient way, or training and developing the team to work more effectively, change can have a profound effect on those it affects and is met with many responses, not all of them helpful to the organisation or the individual.
And, in times of crisis, Leaders are looked to, to set the goals and the direction, provide the answers and solutions, communicate and make people feel safe. When a team is experiencing unwelcome change, as in a crisis, often panic and uncertainty will set in. The team will be in a highly charged, negative emotional state and productivity, focus, quality and more will drop. Stress and anxiety will climb and and their emotional state will be, in part, a reflection of yours.
However, whether it is change we have instigated or something that has been forced upon us, our role as Leaders is the same.
We need to recognise and acknowledge any fear and concerns and provide people with as much information as we can, let people know what we know...... and what we don’t. We need to keep people focused on facts and not speculation and we need to plan and prepare in a calm measured way.
At U Transition, we can help people to experience change differently so they are able to view it as a positive constant, a natural evolution of what is now and experience progression and growth. Change can be exciting and full of new opportunities.
All managers and leaders are individuals so we encourage you to firstly understand your own style and to then develop and build upon it to become the best leader you can be.
Using a combination of Harrison Assessments and NLP (Neuro Linguistic Programming) amongst many other tools and techniques, we design bespoke programmes and solutions to suit your needs and that are aligned to your organisations goals and objectives helping you to attract, develop and GROW your next generation of Leaders.
Are you ready to develop YOUR OWN Leadership? As Leaders, how we think and behave directly influences the business results we achieve. The link between Leader behaviours, employee mindset & behaviours and business results is proven.
Are you currently delivering the best results for you, your employees and your business? Would you like to know how you could achieve even more?
Checkout these options
Develop Your Emerging Leaders
Are your NEW Leaders ready to lead? Great leadership is essentially “an inside job” . Before you can lead others well you really need to be able to lead yourself well. You need self-awareness, self-management and personal development through action to inspire and achieve results through others. The Leadership Laboratory is a 6 month blended programme to help first time leaders get to where they want to be, i.e. an effective, inspiring and motivational leader that gets results.
Develop Your Teams
Whether it 's a "Top Team Tune Up" or a "Team Building" exercise, running regular team activities which enable the individuals within the team to both better understand themselves and each other and creates clear ways forward will only empower them to greatness and ultimately improved performance. And also add into the mix pragmatism and fun ....because learning should be fun right?
Develop Your Leadership Competencies
“People with well-developed emotional skills are also more likely to be content and effective
in their lives, mastering the habits of mind that foster their own productivity.” — Daniel Goleman
Based on Daniel Goleman’s Emotional Intelligence Model, this report is a unique and powerful way to explain and
develop emotional intelligence competencies. The traits, definitions, and scoring have been determined by Harrison Assessments.
Emotional intelligence is paramount to individual and organisational success and can be learnt and developed over a lifetime.
Leaders often do not receive emotional intelligence training as part of their development and often do not understand what emotional intelligence competencies actually mean or how their behaviours impact others. This can mean they believe their own strong characteristics are strengths, when in fact some are actually “de-railers” and do not know how to adapt their behaviours in different situations to improve Emotional Intelligence effectiveness.
Emerging and Senior Leader Competencies
“The single biggest way to impact an organisation is to focus on leadership development. There is almost no limit to the potential.” — John C Maxwell
Leadership deficiencies do not show on your balance sheet, but dramatically impact it by creating disharmony and costly employee turnover, causing employee conflicts which hinder the organisation’s ability to compete, damaging your company’s reputation, thus making talent acquisition more difficult, stifling innovation, creativity, and employee engagement and failing to establish internal talent pipelines by hoarding and suppressing talent.
Develop Remote Worker and Remote Leader Competencies
Whether remote work is new to your business or you’ve been doing it successfully for years, your employees have likely experienced both the benefits and the challenges of getting things done away from the office.
With remote working having been forced upon most of us in recent times and the likelihood that it will be very much part of the way we work going forwards it makes sense to really understand what underpins and enables a successful remote workforce so we can support our teams to continued success in what is now the new normal.
Effective remote working comes down to how skills, mindsets and behaviours are applied by both the remote leader and the remote worker once the basic hygiene factors like access to internet, laptops and relevant secure IT resources etc are taken care of.
Businesses have been using competencies to help recruit, manage and develop their employees for a long time and competency frameworks have become an accepted part of HR practice.
.A 2015 study by Deloitte showed that 89% of ‘best-in-class’ organisations had core competencies defined for all roles, as opposed to 48% for all other companies.
What are the remote working competencies?
Remote Productivity – Stays focused and productive while working remotely. Effectively works autonomously by taking initiative and persisting despite potential distractions. Keeps organized and focused on goals. Has a positive attitude and seeks self-improvement.
Remote Communication – Takes the initiative to communicate and collaborate to improve efficiency. Has a positive attitude and listens with an open mind. Doesn’t take things personally and is receptive to feedback. Seeks to ensure their communications are received by being straightforward while also being respectful. Communicates clearly and logically while also being sensitive to others
Remote Workers – can compare their own behavioural tendencies to those that are most likely to produce positive outcomes and Leaders of Remote Workers – can gain insights into their own management style and potential adjustments that will benefit team members and organisational performance.
For the fullest identification of Development & Training Needs the Remote Worker Analysis Reports target three distinct areas:
- The Remote Work Behavioural Competencies which identify traits needed for effective remote productivity and communication.
- The Behavioural Success Analysis Report identifies an individual’s fit with the job which is the primary foundation for successful remote working.
- The Engagement and Retention Report assesses the individual’s level of engagement which is also a foundation for successful remote working.
Measuring Remote Worker Competencies takes the guesswork out of how people are currently performing allowing you to fully support and develop people in the most appropriate way for them and the business to get business results.
And the beauty of Harrisons Assessments is that it is completely measurable, so in the future, once you have completed your training and development you can re take the questionnaire and see the improvement that has been made at individual, team and business level.
Develop Team and Organisational Engagement
Organisations are continually challenged to identify ways to increase employee engagement. While changes in benefits,
rewards, and compensation are often considered the best solution, engagement results seldom reflect significant
improvement. Thus, the problem persists and organisations are not achieving their potential for enhanced engagement.
Engagement is a Shared Responsibility
Now you can measure intrinsic behavioural factors that drive individual engagement - employee motivators and attitudes!
• Identify gaps between employee expectations and motivators
• Facilitate the essential dialog between employee and manager
• Foster a shared responsibility for engagement
• Create a culture of engagement
Take the next step in engagement initiatives! Align employee intrinsic factors with organizational extrinsic factors to
Create a Culture of Engagement
Harrison Assessment's Engagement & Employment Analysis provides you with actionable data, based on leading indicators
of employee expectations, to plan and align optimal strategies that will motivate employees at the individual, team
and organisation levels.
Use Harrison's unique technology to help you assess your employee expectations regarding the following essential
You can also have your own unique Engagement and Employment analytics dashboard to allow those deep insights to be had and questions to be asked.