Organizational Well-Being

Executives who drive people development and lead effectively are the catalysts to organizational well-being.

"An empowered organization is one in which individuals have the knowledge, skill, desire, and opportunity to personally succeed in a way that leads to collective organizational success." Stephen R. Covey 

In a rapidly changing business environment, driven by IT and technological innovation, combined with the demographic change of less employable and qualified personnel in the years to come, organizations need to focus on talent attraction and on the long-term and future-proof employability of the organization’s executives, experts, knowledge workers and talents with individual development, responding to the need for personal and professional growth which directly impacts employees' loyalty and engagement towards the future growth and well-being of the organization. 

Organizational Well-Being grows from the inside of every person and radiates to the outside of the company, affecting customers and prospects, suppliers, research partners, investors, potential hires and other stakeholders and partners. The consequences are sustainable organizational performance and growth.

The components of organizational well-being are a thriving culture, an engaged workforce experiencing meaning and fulfillment at work, authentic leadership, continuous learning and progress. This climate emerges from esteem and compassion and it is fostered by mutual understanding and respect and facilitates readiness to change, leading to individual and organizational success by achieving the business and organizational objectives. This creates a workplace characterized by authenticity, community, passion, purpose and empowerment, commitment and accountability for the contribution to the success of the whole organization.

• Creating the right Culture, Mission, Vision, Values and Communication.
• Embracing leadership to grow individuals and the organization to their full potential.
• Increasing self-awareness, self-management, resilience and well-being.
• Strengthening social awareness, relationship management and building trust.
• Shifting mindset and skillset for lifelong learning and future-proof employability.
• Building success factors : self-leadership, collaboration, creativity, innovation.
• Developing the learning leader and the learning organization.
• Identifying opportunities for organizational growth and well-being.
• Anticipating and responding to changes, trends, and opportunities.
• Authentic and confident leadership, effective management and communication.
• Inspiring intrinsic motivation of others to achieve results for the organization.
• Understanding how to develop others for roles and leadership in the organization.
• Demonstrating enthusiasm and passion for the work.
• Coaching or mentoring others to high-performance and well-being.
• Onboarding of newly hired or promoted executives

Training, Workshops, Coaching, Consulting

Before coaching begins, all partners consider how the confidentiality of the information will be managed, like individual and group/team goals, performance and personality assessments, coaching goals, career aspirations, performance appraisals, interpersonal conflicts, details of coaching discussions, details of feedback sessions or documentation, proprietary or organizationally sensitive information etc. All partners agree on what will or will not be shared, with whom, by whom, when, in what form, and under what circumstances.

The feedback mechanism includes scheduled feedback sessions on the level of progress towards goal accomplishment, on the effectiveness of the coaching process and on the coach's approach and effectiveness of supporting the coachees, groups or teams. The feedback includes roadblocks identified during the coaching program that are related to structural, systems and leadership issues that are outside of the control and span of action of the coachees, groups or teams. 

See also our consulting programs on organizational development to support the individuals to contribute to their fullest potential. The organization´s potential is bigger than the sum of it´s individuals when culture, vision, mission, leadership and collaboration are acting as co-creative components.