What does Wellbeing look like for you in your organisation?
A strategy that companies can implement as a bespoke pathway in two stages
Stage 1 Leadership Wellbeing and Performance Programme
Step 1 Assessment and Evaluation of Leaders
Mental Toughness / Resilience assessment
Leadership Competencies and Capabilities assessment
From this, we can ascertain the need of the individual or Leadership team and bespoke a package to move them forward with maximum impact towards their goals.
Step 2 Leadership based Coaching
Build Mental toughness/resilience through one to one or group coaching of the executive team
Uplift Leadership Competency across three global scales, Determination to deliver, Engagement with individuals and Engagement with teams.
We look at Goal Orientation, Motivation, Engagement, Control, Recognition and Structure.
Step 3 NeuroLeaders Coaching – 6 sessions – deep dive bespoke coaching sessions getting to the heart of an issue, quickly and with startling results that show themselves from session one. Big impact one to one sessions, leaving the coachee empowered to move forward and through their challenges in and out of the workplace.
Stage 2 Team & Individual Wellbeing and Performance Programme
Step 1 Assessment and Evaluation of Team Members
Mental Toughness and Resilience assessment & report of an individual or the team as a collective.
Team Working Competencies and Capabilities, looking at control, commitment, challenge and confidence in the workplace and in life.
Step 2 One to one based Coaching or Team coaching
Understanding & Building Mental toughness/resilience in the workplace. Ensuring all team members are working as their best selves towards common goals and high productivity
Uplift Team Competency – this is bespoke dependant on need using traditional and neuroscience-based coaching methods.
Step 3 Wellbeing Champions
Working with individuals within the organisation to help them understand the wellbeing journey and to become the go-to person in the workplace, that promotes wellbeing going forward and establishing a well-versed member of staff that can spot signs of discord within the team and act on it. To do this, this individual needs to have gone through the 6 neuro sessions and be open to engagement within the team and a trusted go-to colleague.
