Adopting a coaching culture can improve performance, enhance retention and enable success and greater outputs for all involved.
Make your organisation a coaching a culture today. ASK YOURSELF?
>> What are the benefits to becoming a coaching culture?
- Builds new skills faster and facilitates pride and confidence in one’s work
- Fosters trust with line managers and insights a belief in them that the organisation values them
- Staff become more motivated and accompanying work is of increased quality and efficiency
- Induces a knock-on effect, staff begin to coach each other
- Encourages increased learning, team bonding and efficiencies
- Better buy-in and acceptance from staff on organisation’s vision
>> How your organisation can adopt a coaching culture?
- Start a conversation with your staff
- Identify, select and develop internal and / or external coaches
- Develop a framework on coaching
- Upskill leaders to coach their staff
- Be consistent and continual in measuring and evaluating its impact
- Develop strong communications both verbally and digitally to engage staff
For more information around becoming a coaching driven organisation for the future, please contact one of our team members at Nurture HR Consulting by emailing email@example.com
Learning Agility provides an organisation and its workforce with the ability to adapt and respond positively to change.
Being a Learning Agile focused organisation according to studies carried out by Korn Ferry (2012) has proven to be highly beneficial and directly linked to organisational success.
Agility refers to how one thinks, problem solves and how people relate with each other on a day to day basis in the workplace. This may be likened to the recent performance by Australia’s very own Socceroos, indicative of how Learning Agility has been adopted into team and game strategies.
After a long drought of heavy losses experienced by the Socceroos pre-2010, the team’s evolution and Learning Agility has seen them playing better than ever with more consistent wins and competing in this year’s World Cup 2018 tournament even recently drawing with Denmark!
This steady path of improvement for the Australian Soccer team may be attributed to the adoption of a Learning Agile approach through, adaptation, problem solving and applying themselves to the changing conditions. Having truly agile individuals who can easily adapt to unpredictable working situations will enable an organisation to respond swiftly and positively to change.
Cultivating a culture of Learning Agility may be adopted in the following ways:
1. Establish an ongoing forum for all employees to understand about Learning Agility and how it will benefit them and their organisation for the future
2. Build Learning Agility into day to day working to increase buy-in, enhance knowledge, understanding and acceptance of the concept
3. Develop communications around Learning Agility to really drive it across the organisation and encourage continuous conversations about Learning Agility and its benefit
Men’s Health Week is about making a positive difference in the lives of men and boys throughout our community by raising the profile of men and their health needs around Australia.
To demonstrate your support to your workforce some of the following activities could be incorporated into your working day to really set the mood for this extremely important and relevant cause.
- organise a display of resources for your workplace
- encourage and foster healthy conversations / activities and food options within the workplace
- run a men’s health event,
- link into a local sporting or cultural event.
This Men’s Health Week is all about seeking opportunities to engage men in our community and encourage healthy conversations to ensure the wellbeing of our colleagues, family and community members.
It was recently announced that James Packer had resigned from the Board of Crown Resorts due to mental health.
With key personalities now publicly disclosing that they are unwell due to mental health, “ the times they are a-changin,” as famously sung by Bob Dylan. Personalities such as: Buddy Franklin, Jessica Rowe, Daniel Kowalski and today James Packer are enabling others within our community to realise that mental health is something that can and does effect anyone; regardless of who you are!
With mental health again in the spotlight, this provides another opportunity for workplaces to increase awareness about Mental Health and support staff whom may be experiencing mental health issues.
With this in mind, I’d encourage all leaders to:
- Communicate the relevance and impact of mental health to the workplace
- Provide education to leaders and employees on how to identify and support mental health concerns
- Actively support individuals with mental health in returning to the workplace
- Drive a diverse and open culture in the workplace where mental health is openly spoken about
- Minimise stigma and stereotypes about mental health
- Be available and responsive to assist employees with mental health concerns when they are identified
- Tap into resources from organisations such as Beyond Blue, the Black Dog Institute & Headspace
As we say goodbye to the Winter Olympics we can reflect on those elite sports men and women who performed in such awe-inspiring events. In our lifetime most of us will only dream about being able to attempt such mind-blowing activities.
In our own lives though, many of us know the benefits of exercise and sport. Those benefits can not only be incredible in our day to day living but, in the workplace; – increasing productivity, boosting morale, driving engagement and enhancing the working relationships for individuals and teams.
So how can employers encourage a movement for employees to encourage them to become more active without seeming overzealous! Please refer to below for some ideas on how to facilitate a healthy workforce:
For more information on increasing employee wellbeing please contact the team at Nurture HR Consulting on firstname.lastname@example.org
Relationships within the workplace are once again making the spotlight with the recent political shenanigans!.
So how do workplaces deal with office romances, particularly when it involves someone in a position of power?
These days organisations recognise that relationships at work will occasionally evolve into something more; however, to protect both employees and an organisation please see below for some suggestions on how to deal with such relationships:
For further information on what your organisation can do, please contact a member of our team at www.nurturehrconsulting.com.au