Your2020vision Ltd is sharing some basic tools each month with our members (inclusive of current clients) on this page. If your would like bespoke tools or the expertise of Your2020Vision Ltd in assisting with document writing for your organisation, click above to contact us.
Maintaining a healthy work-life balance is not only important for health and relationships, but it can also improve your employee’s productivity, and ultimately performance. Put simply, if your people don’t view work as a chore, then they will work harder, make fewer mistakes and are more likely to become advocates for your organisation.
It is no easy task to achieve work-life balance in today’s unpredictable and fast-paced business world. As we grow increasingly more connected through technology and social media, it is becoming more and more difficult to separate work from our personal lives. It is commonplace to check emails at all hours, take business calls at the dinner table and work on our laptops on weekends.
Employers expect more from their people, which leads to them feeling more pressure to achieve greater results. Consequently, this leads to longer working hours, and less time spent at home. As a business leader, you have a responsibility to help all your team juggle the demands of their work and personal lives. Even your most engaged employees may still be struggling to find balance.
According to the business dictionary "emotional intelligence" is:
The ability to identify, assess and influence one's own feelings and those of others. Many effective personnel managers employed in a business environment have a well developed form of emotional intelligence that allows them to manage their own emotions, as well as those of others within their organisation.
According to Daniel Coleman Author of Emotional Intelligence, and working with Emotional Intelligence the art of focus is on ones emotional awareness, knowing which emotions they are feeling and why, and the ability to realise the link between what we think and what we do and say. How this impacts the outcome of their performance, and the perceptions to their piers. Such emotional awareness, allows one to have an accurate self assessment, which can help them to work on their responses to such emotions, and enable them to develop a greater courage and grow more confident in their capabilities to manage the goals that relate to their values.
Teamwork is such a quintessential and critical element of life, and while it is not just applicable to the work environment, we must value the significance of teamwork, because 90% of what an organisaiton achieves today, is through collaborative and combined effort. Though unfortunately the term TEAM is all too often a poorly understood concept.
One should not underestimate the power of team; Giving efficiencies, innovation and creativity, minimising risks, enhancing working environments, and fostering learning and talent.
Team Reflexivity is the extent to which teams collectively reflect upon and adapt their operating methods and ways of working. This research explores the fundamental belief that highly reflexive teams will be more innovative than teams low in reflexivity, especially when faced with demanding work environments. It is an important predictor of team outcomes and innovation. The researchers explore why teamwork is better and more effective than individual acts and innovation
Observation Coaching Feedback (OCF)
Coaching in organisation and leadership settings is also an invaluable tool for developing people across a wide range of needs. The benefits of coaching are many; 80% of people who receive coaching report increased self-confidence, and over 70% benefit from improved work performance, relationships, and more effective communication skills. 86% of companies report that they recouped their investment on coaching and more
Your2020Vision Ltd Developed the Observation, Coaching and Feedback OCF approach, having taken on board the teachings through the British School of Coaching (BSC). In particular, being inspired and drawing upon such models as PERMA, which posits that there are five contributing facets to employees developing and flourishing in the workplace:
1. Positive Emotions (feeling joy, happiness, etc)
2. Engagement (attachment to and focus on something)
3. Relationships (positive connections to others)
4. Meaning (feeling valued and connected with something greater than the self)
5. Achievement (progressing towards goals, feeling accomplished)
Moral is a mental and emotional condition of an individual enabling them to function with confidence and a sense of purpose. This relates very much to psychological well-being. Moral is a state of experience where as motivation is exercised. Moral among employees tends to be higher when they feel psychologically safe, they have a common purpose and a sense of confidence in the future, they also have an abundance of trust and loyalty to the organisation, and therefore go about their day to day tasks in the workplace with enthusiasm. One of the biggest impacts on moral in the workplace is communication, poor or lack of communication leads to employees being less positive about the working environment.
We estimate there to be >100 theories on motivation... Maslow, Hertz-Berg, McGregor, McClelland to name but a few.
Most commonly known, Hierarchy of Needs, Two factor theory, Theory X and Y. While all of this theory is known, it is seldom, truly understood, in a meaningful manner in terms of teams.
Motivation comes from the Latin word ‘movere’ meaning movement, it was first a philosophical concept, which transferred into a psychological one in the 19th century. Today it is described as the scientific study of behavior and mental process.
Humans by nature gravitate toward what they find pleasurable, and reject anything which is unpleasant. Known as Reinforcement theory. Motivation is not possible with out moral. Moral is experienced where are motivation is exercised.