LEARNING AND DEVELOPMENT

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Queensland government research shows that over 65% of employee performance problems are the result of poor working relationships, not lack of skill or motivation. In addition to reduced performance, unchecked workplace conflict carries with it risks of workers compensation claims due to psychological and/or physical injury, as well as litigation due to claims of bullying, harassment, and discrimination.  

Examples of the types of topics we address within this area include:

• skills for positive relationships (including how to have difficult conversations for managers),
• understanding the neurobiology of conflict and how to apply it at work (including de-escalation and self-regulation skills),
• identifying conflict styles and developing effective responses to conflict, and
• understanding individual differences to improve team performance.

Mentally healthy workplaces are good for employees and the organisation. They improve performance, productivity, and staff retention; and reduce absenteeism, presenteeism, psychological injuries and associated compensation claims. Unfortunately though, 

        "mental illness is now the leading cause of sickness absence and long-term work                                       

        incapacity in Australia" (Black Dog Institute). 

If that doesn't grab your attention, consider that one in three people in your organisation are currently likely to be experiencing a mental health challenge. Having a plan to improve workplace wellbeing makes sense. In fact, 

        "every dollar spent on effective mental health action returns $2.30 in benefits to an 

        organisation." (PWC, Beyond Blue National Mental Health Commission, 2014). 

That is a massive 130% return on investment and we can help you obtain it. 

Examples of the types of topics we address in this area include:

• creating a climate for wellbeing (including psychosocial risk management),
• self-care and wellbeing practices,
• supporting colleagues with a mental health condition, and
• trauma-informed workplace practices.

Our professional development options are tailored to your needs. This can be achieved through a discussion. If the situation is complex or the problem ill-defined, a needs analysis and/or diagnostic process can be employed to focus on what is important. Target audiences can consist of teams or whole staff and mode of delivery can be negotiated (i.e. online, in-person, webinar recordings etc.).   

Our coaching focuses on what HR professionals call 'soft' skills, but we don't think there's anything soft about them - if anything they can be much 'harder' to acquire. People don't usually seek out a coach for the task stuff, they usually understand how to do 'things' - it's how to do people they struggle with. That's where we come in.  We offer 1 on 1 coaching to help with the people side of management.