Who is Responsible for Your Return to Work Strategy?

”CUE” illustration by www.ved5tiden.dk

The most successful global leaders in fighting coronavirus have communicated clearly, displayed empathy and always favored science over politics. When challenges arise we don't rise to the occasion, we sink to the level of our training. We have to recognize that things are not going to back to what they were before the coronavirus. The pre-COVID world was all about performance, agility and efficiency, the post-COVID world will be all about one thing - survival. Does your organisation have a plan for how we get people back to work? Are you ready to tackle the challenges ahead?

Health and safety of the workforce should be management’s top priority and managing employee numbers will be critical to protecting workplace health, as the higher the number the higher the risk. Have you thought about the benefits of a staggered reintroduction, e.g. rotating who works from the office and who works at home?

”ROUTINE” illustration by www.ved5tiden.dk

Once open, how can you keep your employees safe? There will be more questions than answers, for example:

-       What will be the new physical setup?

-       How much distance should there be between desks? 

-       Have you made restrictions on your office building capacity?

-       What about employee gatherings around the coffee machine?

-       What about the cafeteria and lunchtime procedures?

-       Have you developed new office sanitization protocols?

-       Will there be guidelines for wearing personal protective equipment, e.g. face masks and/or gloves?

-       What are the rules for checking employees who are returning to work after illness?

-       Will your employees need help to manage this mindset change?

-       How will you deal with employees who are reluctant to return to the office?

-       Do you have a Crisis Management team to deal with ethics and compliance complaints?

Would you like to have a training plan for implementing new operational procedures, processes and policies during your “back to workplace” transition and beyond?
Contact us on sb@peakbalance.dk to hear more on how we can help your organisation.

“REWARD” illustration by www.ved5tiden.dk

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Why Do We Do What We Do?

The great Zig Ziglar said, “Motivation gets you going, and habit gets you there. Make motivation a habit and you will get there more quickly and have more fun on the trip. You are free to choose, but the choices you make today will determine what you have, be and do in the tomorrow of your life.”

We are not in the business of knowledge transformation we are in the business of skill acquisition. Do you know the difference between a skill and a habit? A skill is the ability to do something well and a habit is something you do mentally or physically, that starts as a choice and then becomes a nearly automatic pattern.

In reality, a habit is the function of our subconscious mind. There is no greater evidence of the marvelous power of our subconscious than the force and sway habit holds in our life. We form habits in our subconscious mind by repeating a thought or behavior and act it out over and over again until it establishes tracks in our subconscious mind and becomes automatic. What percentage of our daily behaviors are choice? Studies have shown that between 40 and 45% of what we do each day are habits. Therefore, when we understand how habits work, then rather than being the consumer of our lives, we become the creator.

The Power of Habits training is about teaching leaders and individuals how to leverage habits so that they can improve results. The key to exercising regularly, losing weight, being more productive and achieving success is understanding how habits work. The Power of Habits training will do 3 things: increase performance, improve outcome and ignite culture. Performance is what we do, results is what comes from our actions, and culture is how we behave.

We change the world by changing behavior and there’s a process to that and at Peak Balance (Vital Smarts), our digital learning tools can help facilitate training outside the traditional classroom settings. We have put together a series of micro-trainings which consist of a series of short, focused learning modules that are delivered through Adobe Connect. These trainings have proved to be highly effective at accelerating onboarding and improving retention. 

For further information - contact: sb@peakbalance.dk

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Crucial Conversations Training

Did you know that I am a certified Crucial Conversations Trainer?
Crucial Conversations teaches skills for creating alignment and agreement by fostering open dialogue around high-stakes, emotional and risky topics - at all levels of your organization. By learning how to speak and be heard (and encouraging others to do the same), you’ll surface the best ideas, make the highest-quality decisions and then act on your decisions with unity and commitment. 

What Is a Crucial Conversation?

A crucial conversation is a discussion between two or more people where the stakes are high, opinions vary, and emotions run strong. These conversations - when handled poorly or ignored - lead to strained relationships and dismal results.

What Does Crucial Conversations Training Teach?

Crucial Conversations teaches participants how to:

• Speak persuasively, not abrasively

• Foster teamwork and better decision making

• Build acceptance rather than resistance

• Resolve individual and group disagreements

Who Needs Crucial Conversations Training?

Does your organization suffer from taboo topics, deference, disagreement, analysis paralysis, information hoarding, office politics or alienation? Is your organization battling declining productivity, safety violations, low morale, reduced quality, poor customer satisfaction or other bottom-line concerns? Then you, your team, or your organization needs Crucial Conversations Training.

My aim is to guide teams, leaders and entrepreneurs on how to focus on your company’s performance and culture by integrating open communication into the heart of your business. Crucial Conversations workshops are two days and ideally have a minimum of six participant. For further information please contact me.

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