Issues and Answers
Most frequent Issues and Answers
Before the global pandemic…
- Over half of the U.S. workforce reported they were not engaged…before the global pandemic.
- Disengaged employees costed business between $450-$550 billion annually in productivity losses.
- Disengaged employees resulted about $3400 for every $10,000 in salary.
- CEO Roundtable presented by the American Heart Association in 2019 called Mental Health “a Workforce Crisis.” Anxiety was #1.
Since the global pandemic…
- Research by McKinsey & Co. suggests 40% of employees suggest they are at least somewhat likely to leave their jobs. People are still leaving their jobs, despite pay increases.
- People learned during the COVID-19 crisis that there is a different way to live their lives. Many are not going back.
- Virtual work, flexible schedules, and engaged leaders are giving workers more options…and they are choosing them.
After a global business shutdown and return to work, things are different. Those who were able to adapt and discover innovative ways to serve customers while keeping workers safe and engaged, are reaping major benefits. Those waiting for things to get “back to normal” or forcing things back to something that feels normal are struggling to maintain their workforce and serve customers at a high level.
Services: We will help you to understand how the pandemic impacted people and forever shifted the workplace and why adapting to our new reality is the only option.
Programs/Topics:
- Leading with Courage
- Hope—The Value of a Powerful Message During Turbulent Times
- Three Ways to Maintain Employee Engagement in a Virtual Workplaces
- Keep Calm…and Lead Effectively—Keeping Your Head Under Pressure
- Protecting Your Marriage From Your Job
- Leading with Heart—Love in Action
- Consistency—The Power of a Singular Message and Unified Action
- (For faith leaders) Reach, Connect, Lead—Growing Real Church in Virtual Space
- Life Balance—Priorities, Pressure, and Presence
Human beings are biologically wired to achieve comfort and safety—change can jeopardize them both. Expertly managing discomfort and adapting to change can keep your team in the game and your business ahead of the competition.
- Resistance to change can result in lost productivity, lost employees, lower quality of work, lost investment into the change initiative, and lost opportunities
- Over 70% of all change management initiatives fail
- The possibility of failure can cause hesitancy and even disengagement for some people.
- When change involves organizational shifts or mergers, the lines of authority are often redrawn, and hard-earned position and status might be threatened or marginalized.
When things change, it takes time to develop and sustain a sense of competency. In some situations, safety must be re-established. In all situations overcommunicating, predictability, and complete honesty are just a few pre-requisites for effective change management.
Services: Whether you are merging corporate entities or re-aligning leadership roles, we can help ease the pain of change. Let’s discuss how we can help your leaders better adapt and manage change in your organization.
Programs:
- Setting Expectations and Holding Others Accountable
- Communication—Sending It, Receiving It, and “Getting It”
- Creating Transparency and Building Trust
- The Anatomy of a Secure Leader
Diversity, Equity, and Inclusion. Diversity accounts for the broad range of unique experiences and perspectives introduced through a different set of identity and cultural attributes. Equity creates fair access, opportunity, and advancement for that diverse community of people. Inclusion involves building a culture and work environment where everyone’s voices and ideas are heard.
- More than ever, the workforce and consumer are demanding that attention be paid to creating a more diverse workforce with equal opportunity for impact and progression.
- Employees are insisting on having conversations that can be difficult and feel dangerous.
- Organizations lacking in diversity tend to fall behind in innovation.
- Risk is increased by up to 30% in organizations that are not diverse.
- Diversity in thought is thought to enhance innovation by about 20 percent
- Diversity in thought also identifies and reduces risks but up to 30 percent
- Companies in the top quartile for gender diversity outperform their competitors by 15%
- Top companies for ethnic and racial diversity are 35% more likely to outperform their competitors
- For every 10 percent increase in racial and ethnic diversity on the senior-executive team, earnings before interest and taxes rise 0.8 percent.
There is a clear business case for diversity & inclusion and undeniable value to having a wealth of perspectives. There is also a Where diversity is a priority, organizations are able to “see” more deeply, respond to customer needs more adeptly, and create a more ideal culture for their team members.
Services: We can help facilitate challenging conversations, build understanding, remove long-standing barriers, and foster the relationships necessary to shift culture and ensure everyone feels heard and safe.
Programs/Topics:
- Turning the corner—Creating the space for difficult conversations
- The business case for Diversity, Equity and Inclusion
- A Safe Space to Understand Key Concepts (i.e., Diversity, Bias, Privilege, Systemic Racism, etc.).
- Creating transparency and building trust
- Responding to perceived insensitivity
- What I need to say…What you need to know
- Getting behind the curtain—Deeping our understanding of one another
- Culture, customs, and unique experiences—Ways that we narrow the gap
- Shaping our culture—Setting expectations and holding others accountable.
Get Diversity, Equity, and Inclusion answers for your organization
All of the following factors and more can lead contribute to burnout: Personality type (including over-achievers, perfectionists, and pessimists), poor work-life balance, a relentlessly heavy workload, increased job demands without proportionate benefits, lack of recognition or feedback, and loss of faith in leadership.
- Among the world’s wealthiest countries, the U.S. ranks last in paid time off.
- Up to 75% of organizations report having employees who are overwhelmed.
- High levels of stress on the job stress are more strongly associated with health complaints thank financial or family problems.
- It is estimated to cost up to $190 billion annually in the U.S. for healthcare costs to address psychological and physical problems.
- Indirect costs are much greater in the form of low productivity high turnover, and loss of institutional knowledge.
- Common results of burnout include increased anxiety, irritability, weight gain or loss, frequent absences, and increased vulnerability to illness.
The concept of work-life balance is merely a dream for many workers, particularly in the U.S., especially now. Rest, recovery, and self-care all contribute to a healthy workforce. Mutual understanding and collaboration between your organization and its employees is essential if a healthy, committed, and highly talented team is the goal.
Services: We want to partner with you to help create a culture that values the entire person—not just the “worker” after they punch in. Leaders have a responsibility to their teams and to themselves to make decisions that set their teams up for long-term success. Understanding how to manage pressure, getting present, prioritizing, and incorporating recovery at all levels are essential leader and team skills.
Programs/Topics:
- Leadership Under Pressure—Bringing Your Best When It Matters Most
- The Power of Presence—Making the Most of Your Most Important Moments
- Leading vs. Managing—Why it Matters
- The Neurobiology of Communication
Research consistently shows that companies with a trusting culture are more profitable that those without it. People are drawn to and prefer to do business with organizations that have earned their trust, resulting in better productivity, higher sales and larger margins.
- Lack of trust costs U.S. companies $756 billion annually in losses
- About 41% of lost clients can be attributed to lost trust
- Trust is among the most important factor to workers, but it one of the areas in which they are least satisfied
- Companies with cultures based in trust
- Realize 2-3x greater stock market returns
- Report 50 percent lower turnover that industry competitors
- Enjoy increased levels of innovation, customer satisfaction, employee engagement, agility, etc.
- High-trust companies are over 2 ½ times more likely to be high-performing revenue organizations that companies with lower trust cultures
The top 100 companies considered the best places to work saw less than half of the rate of employee turnover as their competitors.
Trust is progressively built over a series of small moments. For the incoming leader, trust must be given freely to the team. At same time, that leader must earn the trust of the team by being objective, curious, engaged, and caring.
Services: If your team is newly formed, we can help you to build a connected and trusting unit from the beginning. If your team is established, but you recognize the need for a different type of conversation and culture, we are ready to help. Let’s discuss how we can help you leverage the power of trust in your organization.
Programs/Topics:
- Creating Transparency and Building Trust
- Developing a Winning Culture and Retaining Top Talent
- Consistency—The Power of a Singular Message and Unified Action
- Values in Action—From Paper to Practice
- Leading Courageously
Despite meaningful progress over the years, the shame and stigma around mental illness in the workplace threaten the well-being of employees, families, businesses productivity, and communities.
- One in five Americans lives with mental illness every year.
- Major depression is estimated to cost up to 24% of an organization’s annual profit, with 80% of depression suffers reporting some level of functional impairment.
- Indirect costs, such as lost productivity, absenteeism, missed deadlines, and disability, account for about half of the cost related to mental health problems.
- For every $1 spent on improving wellbeing and mental health, there is a $4 return on investment in terms of improved heath and productivity.
- Only about 33% of people in need of mental health care actually seek treatment— People tend to avoid or delay reaching out for help with mental health due to shame and stigma.
- Each suicide is thought to impact a minimum of 6 people and estimated to cost approximately $1.3 million in lost productivity costs.
- Employee Assistance Program utilization is quite low, approximately 3-5%
- Investment in mental health care, counseling, and linking employees to available care is estimated to return between $2.50 to $6.00 for every dollar spent.
Calculate how much depression might be costing your business HERE
The factors with the greatest impact on reducing stress and increasing resiliency are leader commitment to core values, quality of relationships and treatment between employees, and leaders who model healthy behaviors and habits.
Services: We can help you and your leaders cultivate a healthy, relationship-driven culture based on care for people, strong values, resilience, and trust.
Programs:
- Growing Into Your Leadership Role
- Developing a Winning Culture and Retaining Top Talent
- Mindfulness Based Practices—Why They Work and How to Start
- Managing Stress & Building Resilience