People Development – Senior Leadership Team – Health Insurance – 2018
We are currently delivering a Mental Toughness skills programme for a national health insurance organisation. This initially involves coaching 20 senior leaders. Update when feedback arrives.
Well-Being Programme – National Rail Service – 2018
We are currently delivering resilient and mental health courses and will update when the courses are completed in 2019. To date, the feedback has been very good. And the Well-Being of the attendees has improved to the extent that their stress levels have reduced.
Mental Toughness Development – IT Managers – Northern Authority 2016
Overview – Eight IT Desk managers needing an improvement in their self awareness, accountability, individual-team confidence and ability to improve their handling of crisis situations. The team and individual Well-Being was missing.
Solutions and Implementation – Four blended Mental toughness and Well-Being masterclasses delivered – focusing on communication skills, emotional control, personal commitment and team work challenge. A range of creative workshops to understand and apply Well-Being, MT, group presentations, individual coaching sessions, plus the completion of an individual MTQ48 psychometric.
Results – Based on feedback from senior team – Team now working more closely together on ownership of crisis situations. Greater focus on quality of decision making. More creativity shown around problem solving. Improved communication across the team with respect better approach to identifying faster results and achievement of KPIs. Enhanced relationship with senior managers around greater confidence in the team to represent the senior views to customers and handle problems more professionally. They are happier and more content.
“As usual Steve was excellent providing a creative learning programme. Their is immediate evidence of impact with some of my team implementing fresh ways of doing things and taking greater ownership” – Head of Services.
Overview – After a poor Well-Being survey feedback, this university required help to improve the management and leadership skills in handling and improving staff well-being and resilience. This included their own personal development.
Solutions – A programme was designed to deliver changes in well-being culture to ensure the university improved its all round positive mind-set and performance. Twenty senior managers received one to one coaching to focus on their understanding of well-being and how they could improve their attitude and support of the people around them. This was followed up with small group workshops looking at how to align fresh culture change to the skills that well-being and resilience bring.
Mental Toughness Scale Elements of Desired Behaviour and culture;
Challenge – Increased flexibility, reduced resistance to change, development of a culture of continuous improvement. Commitment – Increased engagement to hit KPI’s and targets. Life Control – Increased ability to prioritise and focus on the actions which will impact most on performance.
Emotional Control – Able to deal with difficult situations in a calm, rational manner, both internally and with customers. Confidence in Abilities – Competent, motivated team with self-belief in their ability to manage employees and their customers.
Interpersonal Confidence – Ability to challenge others positively and report instances of non-compliance so that they could be addressed. Coaching skills – This element was to help managers across the university coach and develop team members in both business skills and mental toughness. Coaching skills were interwoven into all aspects of the role and managers were encouraged to coach their peers and customers as well as their teams.
Outcomes – The programme delivered some tangible changes across the business, which led to a number of positive outcomes, including: enhanced awareness of well-being for staff, increased communication on mental health, greater understanding of self awareness and increased confidence to cross boundaries and support different individuals not under direct control.
” The feedback is good in that you have really made them think differently about their responsibilities and they are now all talking about well-being and resilience and its impact. They need to understand coaching more but see its value in supporting them. ” Head of HR.
“We are all inventors, each sailing out on a voyage of discovery, guided each by a private chart, of which there is no duplicate. The world is all gates, all opportunities”.
Ralph Waldo Emerson