First Partnering Steps

Our experience tells us that each organisation and individual is distinct in characteristics, objectives, preferences and wellbeing issues. So, to understand and appreciate their specific support and development needs, deep empathy and strong active listening skills are essential.

These skills enable us to tailor with clients’ staff the services that will meet the ambient and situational needs of each client.

This importantly includes our first engagement with a client. Some of the most frequent initial project activity we design covers: 

    – “Pilot” Organisational Wellbeing survey

There are many inter-dependent factors that strongly influence the effectiveness and wellbeing of organisations and its employees. The nature, objectives and structure of the enterprise; ethos and culture; job design, including levels of interest, personal autonomy and development potential; operating policies and practices, including people management practices; internal communications; leadership capability and authenticity; senior executive alignment on key issues and activities; management skills; relationships between individuals, their direct reports and other teams; degrees and pace of of change within the entity; training and staff recognition and development support.

Our surveys will help define which organisational issues impacting employees’ wellbeing need attention and their level of priority. They will also give summative information on employees’ collective health and wellbeing situation and issues. Further, employees are encouraged to indicate their perceived value of existing wellbeing initiatives and on-going preferences.

    –  Effectiveness Assessment of Existing Wellbeing Programmes

Many organisations pay close attention to the wellbeing of staff. The numbers have increased as a consequence of the recent Covid-pandemic. Our research indicates that most organisations’ initiatives focus on specific issues and / or benefits. Most commonly they are not informed by or aligned with an entity’s on-going activities and development objectives; nor employees’ own preferences and / or needs. Consequently many existing Wellbeing Programmes are not as beneficial or effective as they might be. Very often there is no assessment of the benefits from the existing Programme, or the value that improvements to it might bring.

    –  Senior or Wellbeing Leadership Team Away Day – Defining Wellbeing Issues; Exploring Team / Individual viewpoints; Defining, Agreeing and Committing to Development Priorities.

From our earlier work with Senior Leadership Teams in Organisational Strategy Development and Implementation we have developed a framework that enables Leadership teams to focus on the Wellbeing related issues of their organisation. And through active and facilitated discussion; specialist briefings; and break-out sessions agree and commit to priorities, actions and responsibilities for evolving Wellbeing priorities.

    –  Staff Wellbeing briefings

Every individual has a different understanding and level of wellbeing and what influences it. Together with clients’ Wellbeing team we will design and deliver briefing session to build increased personal awareness, motivation and capability of employees in the on-going strengthening and influencing of the own health and wellbeing.

Our Preventative Healthcare practitioners are all among the very best in agreed areas of the briefings’ focus most relevant to each client organisation and their employees.

    –  Wellbeing Lead support

The number of highly experienced Wellbeing professionals with experience of organisational development and influencing change to help better achieve strategic goals is tiny, both in the UK and internationally. With deep experience in organisational development, preventative healthcare and leadership mentoring we are able to support Wellbeing Leads in establishing and evolving their function and its activities in today’s dynamically changing environments.

Personal Energy Improvement

Few people other than serious athletes actively consider managing their energy levels; many more focus on time. This might be the less smart option?

Being more aware of influencing and increasing our energy levels throughout a day will improve our mood, effectiveness, sociability, wellbeing and relationships – with ourselves and others. Our half-day briefing covers physiology, monitoring personal energy, physical activity, nutrition, rest and recovery, lifestyle pressures and their management and planning for personal energy improvements.

    – “Pilot” Exercise / Nutrition / Lifestyle Programme(s)

Together with clients’ Wellbeing Leads we design initiatives that address health and wellbeing issues across the employee demographic. In many cases this will include people who are highly experienced in influencing their on-going wellbeing, those who are in seemingly good health but largely sedentary to those with chronic and acute health issues. Initiatives’ tailoring is essential with broad population profiles like this. Our mainstream programmes for specific cohorts give a strong starting point for clients’ tailored initiatives.

    – “Pilot” Programme(s) for Specific staff cohorts – eg Cancer; Muskulo-skeletal; Pre- & Post- Natal support; Returning to Work.

During the course of working life most people experience important life events that are very demanding, physically and emotionally. Increasingly organisations are seeking to be supportive, needing specialists to provide the capability and experience when the issues are complex and personally sensitivity. In these events where healthcare is an important issue we work with individual staff to facilitate and contribute to strong and positive outcomes.