Organisations are healthier and more successful when employees feel they can be themselves at work. We provide practical solutions to achieve this aim, using an integrated approach to organisational change and personal development.
Know your blind spots and maximise on your team's potential
Invest in making customers feel truly welcome and genuinely seen
Develop women by addressing their unique challenges at work
Empower employee groups to contribute to the organisation
Jean Balfour explains why diverse teams that are led inclusively outperform all other teams. Inclusive leaders are aware of their own biases and blind spots. They notice when they might be excluding or including others. It can be in meetings, when delegating or even when saying hello when they come into the office in the morning. These managers are aware of these little behaviours and the effect they have on their team.
"It made me stop and think and analyse. This was a set time to sit down with people with similar goals to talk about goals and to reevaluate where my career is. As a result I have got a better picture of what I want to achieve and where I want to go."
The diversity that exists in the global 21st century workplace poses a new challenge to leaders. Engaging staff and helping people to be themselves at work, regardless of their background, is a business imperative. More than before, managers are required to be aware of their blind spots and biases, lead inclusively and serve as inclusive role models to their teams.
We all provide services to customers at work. Whether we serve internal clients or external clients, our aim is to deliver the best service we can whilst really noticing and responding to the person we are serving. Disappointing any customer is bad for business so inclusive customer care makes the link between inclusion and customer satisfaction, whether internal or external.
In most organisations women are entering the workforce in equal numbers. Yet it is not uncommon to see the percentage of women decreases in senior levels. This is sometimes referred to as “the leaky pipeline” of women in the workplace.
Our career programmes for women focus on a number of areas, which research has shown to be particularly challenging for women at work. These workshops equip women with skills to help them thrive and progress within their organisations. Coupled with this, we also offer a unique coaching package for women to help them advance their career.
In today’s global corporate workplace, employee networks play an important role. In part this is about engagement, connecting and supporting each other and providing professional development to their members. However employee networks also have the potential to play a key role in delivering on the organisation’s business goals.
The work of employee networks can impact the organisation’s business operations, talent recruitment and development as well as their diversity and inclusion strategy. Networks can also raise the organisation’s brand profile externally. And finally, well-functioning networks can also inspire people at all levels across the organisation to act inclusively.
Coaching for Executives
Coaching for Junior and Mid Level Managers
Coaching for Maternity and Career Breaks
Coaching for High Potentials
Coaching for Women
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