If your colleagues are fully engaged, your organization is an exception.
The 2015 Global Human Capital Trends Survey identifies ???Culture and Engagement??? as the most important issue companies face around the world. 87 percent of organizations cite culture and engagement as one of their top challenges, and 50 percent call the problem ???very important.???
The low employee engagement challenge came to the fore during the massive lay-offs at the height of the downsizing crusade. Now employee engagement and staff turnover are further impacted by greater workforce mobility, and severe skills shortages.
Studies consistently point to low employee engagement and motivation.
Dr. Marshall Goldsmith – recognized as the #1 Leadership Thinker in the World at the 2013 biennial Thinkers50 ceremony in London ??? shares how he attended a conference during which leading professionals addressed the issue of Engagement. While very useful information was presented, the entire focus was on action to be taken by the organization. There was zero discussion about the role of the employee in dealing with the issue of engagement.
Yet, Goldsmith in sharing insights from his ???Triggers??? best-seller, highlights the importance of internal motivation. How else can you explain the difference in the attitudes of two employees with the same emoluments, same roles, same training. One bubbles and the other fumes.
Surely, some aspects of engagement fall outside the scope of what an organization can do. There is a need for employees to take some responsibility for their own engagement.
The 2015 Report makes it clear that this is not merely an HR problem.
???Organizations that create a culture defined by meaningful work, deep employee engagement, job and organizational fit, and strong leadership are outperforming their peers and will likely beat their competition in attracting top talent.???
That is why forward-thinking organizations are embracing a three-point plan to get a handle on employee engagement, culutre and talent retention.
The three pillars of the plan:
I.?? Retain and motivate your best talent by upgrading their skills and qualifications.
II. Recruit, training and certify internal Coach-Mentor volunteers to drive coaching and mentoring activities with done-for-them Employee Engagement And Leadership coaching content.
III. Facilitate volunteer delivery??of future-ready leadership coaching to current and prospective leaders at different levels in the organization. Millennials are a specially targeted group.
Implementation is easy and does not have any hidden add-on requirements. The only question is the extent to which you choose to scale its impact.
Here is a step-by-step guide as to how you can make it happen in your organization:
I. Identify star performers in your organization. Share with them the opportunity to earn an ICF/SHRM-accredited??Certified Behavioral Coach??qualification??at no cost to them.
II.?? ??Enroll them as volunteer Coach-Mentors.
III. Use the vast resource rich library including done-for-you courses to drive Coaching and Mentoring programs across the organization.?? Take care to scale it so that the impact can be felt.
That process will be wrapped around courses like “How To Increase Your Influence” which is available to them in the Certified Behavioral Coach Membership Community.??There is no limit to the number of team members who benefit from the easy to execute yet critical skills upgrade in this volunteer-driven initiative.
IV.????Take advantage of the current special pricing.
Leader-coach training of Coach-Mentor volunteers.
The award of the ICF/SHRM-accredited Certified Behavioral Coach certification and professional development credits.
Access to the Certified Behavioral Coach Membership Community with done-for-you courseware to support volunteer coach-mentoring activities.
12 months of ongoing e-mail/video support.
We invite you to test drive the Certified Behavioral Coach Membership Community as a guest. Share this link??with colleagues to get their feedback. The link?? expires soon so please take early action.
Standard Options
2 Coach-Mentor volunteers – $1400 for the entire package including 12 months ongoing support.
10 Coach-Mentor volunteers – $5000 for the entire package including 12 months ongoing support.
Contact info@swpacademy.com??for information on group rates and easy payment options.
Isn’t this an ideal opportunity to give special recognition to some of your rising stars or to reward select stalwarts?
This 20-year veteran gained great value from the program!
??
???I have been involved in executive management for the better part of 20 years with more than my fair share of success.
Yet, the Certified Behavioral Coach Program offered by Success With People Academy, has provided a new and exciting angle from which I can now pursue my passion for people, team and organizational development.
The DISC framework has changed my perspective on management, leadership, followership and human interaction; forever.???
Livingstone Morrison,??Deputy Governor of Bank of Jamaica (Central Bank)
NOTE:??
There is no limit on the numbers or the duration of the volunteer-delivered employee engagement and future-ready leadership coaching to current and prospective leaders at different levels of the organization.
Coach-Mentors may continue unlimited work with future leaders using done-for-you programs like “How To Increase Your Influence”.
You reap returns on your investment for 12 months with no limit on the number and size of coaching cohorts.
??
“As a mid-career information professional, I wanted to expand my horizons. I identified coaching as a suitable option, mainly as a means of giving back.?? So, I completed the 9-week online interactive ICF/ SHRM accredited Certified Behavioural Coaching course ??? a perfect fit. It was a unique educational experience in coaching, mentorship and leadership behaviour which provided a framework to diagnose and build successful collaborative relationships. It empowered me to effect change through a new understanding of behavioural styles through self-analysis and application of the Extended DISC framework.
The facilitators were knowledgeable, patient and engaging in imparting the concepts.?? Practical tools such as cases and interactions with practitioners were used to demonstrate concepts and give insights into the complex behavioural issues inside and outside the workplace.
The online course is conveniently scheduled for after work and week-ends. If you want to make a positive impact on the lives of others, I strongly recommend it.”?? ??Lurline Cummings ?????Information Resource Specialist at Grace Kennedy Ltd.
Millennials now represent the largest percentage of the US workforce (32%). with similar trends globally. An increasing number of Millennials now occupy senior leadership positions.
Yet,??more than six in ten Millennials (63 percent) say their ???leadership skills are not being fully developed.??? ??Unfortunately, little progress is being made in this area.
Last year, when asked to rate the skills and attributes on which businesses place the most value (and are prepared to pay the highest salaries), Millennials pointed to ???leadership??? as being the most prized. This was mentioned by 39 percent, but only 24 percent thought this was a strong personal trait of theirs upon graduation (a gap of 15 percentage points).
Millennials fully appreciate that leadership skills are important to business and recognize that, in this respect, their development may be far from complete. But, based on the current results, Millennials believe businesses are not doing enough to bridge the gap to ensure a new generation of business leaders is created. [Deloitte Millennial Survey 2016]
Research findings from another survey adds to the pressure for action
The Deloitte Global Human Capital Trends 2016 report highlights the international crisis related to Employee Engagement.
Employee engagement, like culture, has become a CEO-level issue.
Nearly nine in ten executives (85 percent) in the 2016??survey rated Engagement as an important (38 percent) or very important (48 percent) priority for their companies.
Engagement??at all??levels is now an imperative for organizations who want to retain their talent and remain competitive.
The changing profile of the workforce and related attitudinal changes have led to a situation in which leaders at all levels must increasingly apply??coaching skills.
This?? Quick Start Coach-Mentor Plan addresses that imperative directly while responding to the needs of the growing Millennial constituency.
??
Kathleen Beckford ??BSc Management & Psychology says:
My investment in the CBC training has aided my transformational journey.?? While I had some knowledge of my personality trait having done some other work, I did not understand why I chose certain behavioural tools.?? This training affords me a greater understanding of myself, ??an appreciation of the behaviour of others and how to improve communication with what I would otherwise call ???difficult??? people. ??I now understand why I execute some tasks easily and effortlessly while some others require more energy, commitment and focus.
I strongly recommend this training as it augurs well for improved relationships whether at home or at the workplace.
??
Dear Trevor and Keri,
As part of your February 2017 online cohort, I completed the the SWP Academy’s Certified Behavioral Coach (CBC) Programme.?? I am writing to thank you for the absolutely inspirational and practical instruction I received from you.?? Over the past two months, since completing the programme, I’ve been applying the DISCerning Communication principles you taught me.?? I can see where this has had tremendously positive impact on my social and professional life.?? For example, I am working out the fine points of a partnership with an established arts instructor to create my “Motivation Through the Arts” programme.?? This affiliation is a huge step up from my previous mentorship efforts.?? My CBC training has also allowed me to have a better understanding of myself, so that I can leverage my strengths instead of unwittingly playing to my weaknesses.?? This sharpens my mentoring skills and motivational venture and adds valuable legitimacy to my work.
My CBC training makes each day more productive, as it is effective in every-day real-world ways, and it improves my productivity in all areas, especially the following:
Public Speaking, Negotiation, Interviewing, Listening and counseling
Motivation (intra- and interpersonal)
Healthy intra- and interpersonal dialogue
Assessment of my own strengths and weaknesses
The provision of a ???blueprint??? to enhance strengths and erase weaknesses
The removal of biases and ego-reflex responses prevents imputing motives to others based on the body language of their preferred communication style.
To anyone considering the programme, I can assure you: Participating in this programme is one of the best decisions you can make for yourself at work and at home.?? You will have insider knowledge of the tools to use and the keys to unlock the most mutually productive communication, when the SWP Academy teaches you how to recognize people???s need to use D, I, S or C style.
You will gain, as I have gained, the focus to advance in your career and a much lower stress level in day-to-day communication at all levels.?? Stress is high and potentially toxic, when we have to deviate too far from our natural styles, as we conform to the demands of our jobs or career.?? That’s why it’s important to our good health and increased wealth for us to learn exactly what our natural style is.?? The in-depth instruction you receive from Trevor and Keri, in the CBC programme, teaches you to see yourself clearly, so you can more clearly see your way to success, whatever your field.
Trevor and Keri, thanks again for your inspirational instruction.
Thank you.
Ann Henriques
You gain these benefits:
I.?? Retaining and motivating your best talent while upgrading their skills and qualifications.
II. Training and certifying Coach-Mentor volunteers to drive coaching and mentoring activities with done-for-them Employee Engagement And Leadership coaching content.
III. Facilitating volunteer delivery??of employee engagement and future-ready leadership coaching to current and prospective leaders at different levels in the organization. Millennials are a specially targeted group.
Your risk is covered by our full refund policy and our full access preview invitation.