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 info@nurturehrconsulting.com.au
As we approach the silly season of Christmas, workplaces are beginning to decorate, getting into the festive spirit. Workplace events are being organised; lunches, dinners, parties, you name it, all in preparation for the big day! Yet, despite all this merriment and cheerfulness, lies the potential for things to go horribly wrong for employers and employees. So, what can employers do to eliminate mishaps and reduce those calamities from getting out of hand without completely putting the brakes on all fun activities.
So, here’s some pre-Christmas planning tips to ensure that the fun and enjoyment can still be experienced and felt in the workplace without the disruption of unnecessary disciplinary action for employees due to misconduct.
Being proactive and setting those expectations right from the outset before those workplace events can ensure that the Silly Season can be fun and enjoyed by all and that appropriate behaviours and actions can be adopted and maintained.
Prior to hiring, wouldn’t you like to know what motivates and drives an individual, how they operate under pressure and how they interact with others on a day to day basis?
Psychometric assessments can be an effective, unbiassed means to assist with identifying an individual’s potential, career derailer’s and development opportunities.
What are the benefits of psychometric assessments
Predict job performance – Recruit the best fit for positions and organisations
Evaluate career challenges – Find and develop performance challenges and gaps
Identify potential – Discover untapped or prospective behaviour for the future of the organisation
Leadership development – Strategic development for a smart and productive leadership
Holistic personality understanding and evaluation – Discover individual’s motivations, core values and preferred learning methods.
A study by Craigen in 2014 of 238 financial representatives yielded a significant correlation between particular personality traits, motivations and interests with job performance and long-term success.
In 2016, a study by Furnham, Humphries & Zheng of 3,581 participants determined that personality traits of successful sales people also had the potential to hold successful managerial positions. This study focused on motivations, values and development areas and among other findings, researchers found Bold, Colourful, Affiliation and Power values were all positively correlated with later success. All of these values can be indicated via psychometric assessments that Nurture HR Consulting are qualified and experienced in.
Personality factors influence organisational effectiveness in a variety of areas- ranging from organisational culture and leadership to selection and effective team performance. Effectively, psychometric testing can help avoid the waste of money, time and effort that are the by-products of poor selection procedures and unplanned development activities.
For further information on psychometric tests and how Nurture HR Consulting can assist with this please contact Eva and the team via eva@nurturehrconsulting.com.au.
References: Furnham, A., Humphries, C. & Leung Zheng, E. (2016) Can successful sales people become successful managers? Differences in motives and derailers across two jobs. Consulting Psychology Journal: Practice and Research, 63, 252-268. DOI: 10.1037/cpb0000060
Craigen, K. A. (2014) Predicting job performance of financial representatives based on the harrison assessment talent management system (hats). The Sciences and Engineering, 75.
Recent reports and clients have drawn our attention to the haemorrhaging of employees across the Aged Care sector. The sector’s high turnover, depicts one in four personal carers spending less than one year with their current employer. (The Productivity Commission, 2011) as cited by (Aged and Community Services Australia, 2015).
High turnover presents significant disruptions to the quality and continuity of care and is extremely costly to an organisation’s reputation, social capital, organisational knowledge and skill level.
Practice indicates that employees in the Aged Care sector frequently:
Feel undervalued
Experience lack of support from managers
Are exposed to poor working conditions
Experience misalignment between the espoused versus enacted culture
Research demonstrates that organisations ensuring a supportive and collaborative culture have been linked to higher levels of care, as employees will be more inspired, motivated and equipped to satisfy and appropriately diagnose and treat their clients adhering to best practice and ethical standards (Arasz, 2016).
With healthcare costs rapidly increasing and job burnout at an all-time high, the core culture of an organisation is a key area of concern. Given this, it is recommended that organisations review their organisational culture to address their attraction and retention concerns.
What can organisations do to improve their workplace culture?
Review their current culture
Identify their desired culture
Acknowledge and address gaps between the desired and current culture
Commit to a new way of working
Commence the journey on transitioning from the current to the desired culture
Adhere to the journey and communicate your progress to your workforce
For more information on understanding and building your organisation’s culture please contact a member of the team at Nurture HR Consulting. www.nurturehrconsuting.com.au
Recently I was asked how frequently my consultancy comes across mental health concerns in the workplace, within the same day I also spoke to a client about mental health in the workplace.
This led me to ask the question – are we as HR professionals doing all we can to assist organisations in supporting and addressing mental health in the workplace?
So what can we do to assist workplaces?
Communicating the relevance and impact of mental health to the workplace
Providing education to leaders and employees on how to identify and support mental health concerns
Actively supporting individuals with mental health in returning to the workplace
Driving a diverse and open culture in the workplace where mental health is openly spoken about
Minimising stigma and stereotypes about mental health
Ensuring workloads are manageable
Designing roles and workplaces to reduce exposure to mental health concerns
Making resources about mental health available to the workforce
Building personal resilience within a workforce
Reviewing and updating policies and procedures
Proactively maintaining the conversation about mental health and wellness in the workplace
Promoting early intervention and facilitating this
Being available and responsive to assist employees and leaders with mental health concerns when they are identified
For more information on how to assist workplaces with mental health wellbeing please contact Eva and her team at eva@nurturehrconsulting.com.au
