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Corporate Culture

Is yours Fit for Purpose?

In 2018 the Institute of Business Ethics carried out a survey of employee's attitudes to ethics and culture in the workplace.  Their key findings are surprising:

  • 19% of employees felt that honesty was not practiced daily in their workplace.
  • 24% of employees were aware of misconduct at work (treating people inappropriately, bullying, harassment and safety violations).
  • 12% of employees have felt pressured to compromise ethical standards.

Organisations who do not focus on creating a safe place of work risk:

  • Reputational damage.
  • The loss of talent as intolerance towards inappropriate behaviour increases and then challenges recruiting.
  • Focusing more resources on dealing with disputes in the workplace whether grievances or disciplinary processes.
  • At worst, having to defend litigation.

The number of tribunal claims has increased rapidly particularly since the abolition of fees in 2017.  This together with employees' rights to make Data Subject Access Requests, mean that a failure to create an appropriate culture, can become hugely costly, time consuming and damaging. 

What many companies fail to recognise is that individuals can sue not only the organisation but individual managers and colleagues too.  There is also no limit on the amount of compensation awarded in discrimination cases.

There may also be obligations to report inappropriate behaviour to a regulator and if employees report matters to the police, co-operation in a criminal investigation. 

In regulated industries (such as financial services) inappropriate behaviour and culture can also lead to the end of individual careers if found guilty of bullying, harassment or discrimination.

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Corporate Leadership

'Corporate Leadership Training Market is Likely to Grow Due to Rising Demand For Cegos, Dale Carnegie Training,Franklin Covey, Skillsoft, Achieve Forum, American Management Association, BTS by 2019-2024.' - Market Research Updates, May 2019.

 A leadership position in a corporate bears heavy responsibility. There is also often a surprising level of lack of confidence. Many studies discuss the impact of ‘Imposter Syndrome’ at executive level, one report by the Independent claiming that millennials also suffer from the syndrome. A fascinating piece of research by TEC  indicates that many executives worldwide have an internal crisis of confidence, they can’t actually believe that they come across as credible. There is an element of genuine surprise at ‘how did I come to be here?’, and a subsequent internal build-up of stress in case they get ‘found out’.

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Training ROI

Making L&D count!

Have you been here as well?

I'm sure you have heard of the saying 'If you carry on doing what you are doing, you will keep on getting what you are getting'.

Behind the scenes, L&D folk are masking the resistance, working miracles with slashed budgets, doing more and more internal delivery and covering the cracks of inconsistent internal messages from senior leaders delivered to the grass root business levels.
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Work life balance

“An estimated 137 million working days were lost due to sickness or injury in the UK in 2016, according to a new report from the Office for National Statistics (ONS). This was equivalent to 4.3 days per worker, the lowest recorded rate since the series began in 1993, when the number was 7.2 days per worker.”

Commenting on the findings of the report, ONS statistician Brendan Freeman said: 

“Since 2003, there has been a fairly steady decline in the number of working days lost to sickness, especially during the economic downturn. In recent years, there has been a small rise in the number of days lost, but due to an increasing number of people entering the workforce, the rate per worker and overall sickness absence rate have stayed largely flat.”

The story we are familiar with is of an increasingly tense workplace which demands more of us. It is a good thing to question assumptions sometimes, and the above quote is fascinatingly challenging, and suggests it is possible that things are getting better not worse.  

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How to implement blended learning

The right recipe

Much has been made in recent times of the need to provide blended learning solutions. The 'good old days' of simply moving a group of managers off to a hotel for a couple of weeks and so ticking the box for training, seem to be thankfully past. The message of 'blended' is appropriateness and cost effectiveness, and that is a definite step in the right direction.

But what does an effective true blended learning solution actually look like? For many businesses it is perhaps a case of a pre-course questionnaire followed by a classroom session, or perhaps a pre or post-course e-learning module. That is a good start, but a true blended approach can be very powerful. However, it needs a little thinking through.

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Applying sports psychology in business

"Sports psychology is now rated as the most important prerequisite to medalling. It is a change that has taken place over the last five years," (Ian Maynard, professor of sports psychology & director of the Centre for Sport and Exercise Science at Sheffield Hallam University, 2006).

Some of the techniques taught within sports psychology seem to have a lot of potential to help ensure success in business. For example, Jack J. Lesyk, Ph.D. offers 9 mental skills which successful athletes use, skills which can be applied in everyday work life. The skills are:

  1. Choose and maintain a positive attitude.
  2. Maintain a high level of self-motivation.
  3. Set high, realistic goals.
  4. Deal effectively with people.
  5. Use positive self-talk.
  6. Use positive mental imagery.
  7. Manage anxiety effectively.
  8. Manage their emotions effectively.
  9. Maintain concentration.
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Workspace and productivity

How does the physical work environment affect employees?

The environment around us has a major impact on our happiness and is an important factor as we consider how to motivate staff to increase productivity. For example, a fascinating study recorded by Science Direct revealed how children perform around 16% better when the environment suits learning. The three key components appear to be:

  1. Naturalness: light, sound, temperature, air quality and links to nature. 
  2. Individualisation: ownership, flexibility and connection.
  3. Stimulation (appropriate level of): complexity and colour.
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Managing organisational change

 All change!

When an organisation must repeatedly change it becomes fatigued, but with training and insight for key staff it becomes easier than the traditional work harder mentality change framework that many choose to adopt.

Delivering successful change is one of the most pressing issues facing businesses today. How to win new customers, changing market dynamics, changing competition, changing product lines, new employees, and not to mention legislation!

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Why is stage presence important?

  ‘The only limit to your impact is your imagination and your commitment.' 

Tony Robbins

It is pretty simple to understand, but challenging to apply: to maximise your personal impact at work, you need to devise ways to maximise your stage presence.

In the business world, of course we do not think about 'stage presence' very much. There is too much to be getting on with, meetings, presentations, projects, client visits, reports, work winning, staff management, budgeting, the list is endless. Why on earth should we think in terms of the actor's world of stage presence?

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