Coaching to manage career aspirations
Sometimes organisations lose talented and experienced people. Even people in well paid, secure jobs can become frustrated if they feel under-challenged, or that they need greater flexibility, or that they have untapped potential just waiting for the right outlet - if only they or their employer knew what it was (!) Well-aligned Talent & Career Management processes have become a crtical process in any organisation's retention and development armoury.
And when the employing organisation faces unanticipated pressures, flexible career support may be necessary to moderate the effects. When the pressures originate in far-distant economic problems, and threaten downsizing, the prospect of negative reinforcement results in extensive stresses unless counterbalancing actions are put in place.
Perhaps we may be able to help you through three classes of support.
Workshops and coaching: developing individuals
One class of support is workshops that enable you to create opportunities in your organisation for developing individuals. You'll have to do this with cultural competence if you are going to avoid valid claims of unfair discrimination, of course. And you'll need senior management support if they are goingto be viable.
The essence of fruitful career development for individuals often lies in enabling the person to recognise new options for his or her personality strengths and to learn to negotiate fairly and flexibly as well as to communicate.
Skill audits: succession planning
With a model of leadership and executive skills, we can help you to plan flexibly a process of succession at management levels. This enables you to prevent disruption should you lose the talents of any particular individual.
Ergonomic risk management: adapting work environments:
Where an employee has been injured or become ill at work, as his/her employer you have a legal responsility to adapt the work environment to fit his/her physical and cognitive capabilities as far as reasonably practicable. Through ergonomic risk assessment and esign, we can show you how to design, implement and monitor these adaptations.
'Dyslexia' and 'dyscalcula' are examples of fomrs of 'cognitive' impairment since they affect how a person is judged to reason and express it. We provide the combination of psychological and ergonomic assessments needed to assost an employee to optimise thier performance at work; sometimes they may inolve a change of role, more often it involves provision of practical tools to help with remembering and offering explanations, as well as 'unlearning' habits of 'making do' and pretending.
Addressing aspirations and needs of a diverse range of individuals is a complex challenge facing all employers every day. So do get in touch today to see how we can help you to stand out from the crowd and win the war for talent through good Aligned Talent & Career Management.
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