Leading Sustainable, Optimal Performance and Wellbeing

All the below are delivered by our:

Post-doctoral level, BPS Chartered Psychologists with vast experience of applying their knowledge to real-world situations and/or our
Highly experienced consultants with vast practical experience of leading, supporting and gaining success within high-pressure, high-stake environments.

1-2-1 Support and Group Training

Leading Your Team To Sustainable, Optimal Performance and Psychological Wellbeing

For optimal results:

Our 3 Phase ‘Understand, Apply and Adapt’ Training ensures that your leaders develop the personal understanding, awareness and skills needed to embed psychological wellbeing within their everyday practice and to inspire and enable sustainable, optimal performance across their team.
Training is adapted to your organisation/individual leader’s context and needs by using our assessment outcomes or your own leader objectives and insight.
All training is delivered by at least two of our expert team. To include a post-doctoral performance and wellbeing psychologist and a highly experienced leader who has used psychological wellbeing principles to lead, support and work optimally within highly complex, challenging and unpredictable environments.

Phase 1: Understand
Remind, Revise and Re-Train: A leader approach that promotes psychological wellbeing is often intuitive and rewarding to provide, but insufficient understanding and perceived, external pressures often takes leaders away from this optimal mind-set.

We consider and discuss:

What psychological wellbeing is. What it is not.
The importance of the psychological wellbeing and how it promotes optimal leader and team performance.
How each leader has personally moved away from psychological wellbeing and the blockers for retuning to that state.
How a leader’s personal actions can have either a positive or negative effect on their team’s performance.

Phase 2: Apply
We consider and discuss:

The main organisation and team factors that can promote or prevent psychological wellbeing and therefore health and performance.
Sanitised, real-context (or typical scenarios) to understand why and how psychological wellbeing is being affected, the blockers, and how to improve the environment to promote sustainable optimal performance.

We also hold small or individual breakout sessions to identify and discuss current real-life issues, blockers and solutions.

Phase 3: Adapt
A period of one to one mentoring to support each leader through the real life assessment, development and implementation of your strategy.

Price depend on number of attendees, mode of delivery and the amount of mentoring support required.

Can we help? Do you have any questions?
Get in touch so that we can listen and discuss how we can best adapt our training to your needs.

Lunch & Learns, Workshops and Away Days

Psychological Wellbeing: What every CEO and leader needs to know

Less than 20% of the UK population answer “Yes” to all of the following questions:

Are you making the most of your abilities?

Are you coping with the normal stresses of life?

Are you working productively and effectively?

Are you able to contribute to your community?

How would your employees respond? What impact would negative answers have on your employees’ work performance and relationships, their lives and health, and for our society at large?

Psychological wellbeing is the sum of an individual’s reflective assessment of how his/her life is going, the experiencing of particular positive and negative feelings (typically at a particular point in time), and perceptions of ‘a life well lived’. With the amount of time spent at work, it is easy to see how everyday work experiences have opportunity to both promote and hinder employee wellbeing.

This introductory workshop outlines how psychological wellbeing affects key business performance indicators, and the main ways in which organisations can both hinder and promote employees’ psychological wellbeing, health and performance.

How to Manage your Staff to Better Psychological Wellbeing and Health

Many organisational and external factors can have strong negative influence on staff psychological wellbeing and health. This can leave managers feeling that their team’s wellbeing is beyond their control.

Perfect for an Away Day, this session will encourage the audience to consider their ‘sphere of influence’ and to consider those daily leadership and management behaviours and interactions that are supported by research to play an important role in promoting staff wellbeing.

Psychological Safety: What it is and how to promote it for better learning and performance

Effective team learning and thus enhanced performance requires a shared belief across all members that interpersonal risks can be taken without negative consequence. Such a culture enables the; asking of questions, seeking of feedback, reflection on results, discussion of errors or unexpected outcomes, testing of assumptions, and the safer experimentation and implementation of change.

This session will introduce the concept of ‘Team Psychological Safety’, and encourage the audience to consider how team and organisational practice influences team members’ perceived ability to safely engage in the ongoing, collective learning process of reflection and action.

Communication in High Performance Teams

Strong, honest, two-way communication is essential for organizational success and for individuals to experience psychological wellbeing at work. This presentation will encourage attendees to consider:

The importance and influence of communication.
The skills that are involved in effective communication.
The problems that can be experienced when communication fails.
How to promote positive communication with colleagues and within the work culture.

Leadership in a Crisis Situation: Adaptability, innovation, team motivation, emotional management and a sense of humour

Within this presentation, our L&M Associate draws upon his immense experience of leading within crisis situations around the world, whilst working alongside Government, commercial, and third sector organisations. Specifically, he discusses the importance of; adaptability, innovation, team motivation, emotional management and a sense of humour, for attaining success, and how he created environments that nurtured these key qualities. This session can be adapted to fit the audiences’ potential subjects of interest, e.g., managing personal and the teams’ stress.

Communicating in a Crisis Situation: What above and below need to know and hear (In 2 Parts)

Within this presentation, our L&M Associate provides insight of his extensive leadership experience of preventing, mitigating against, and coping with crisis whilst working within the military and commercial sectors. He will outline the importance of effective communication within these situations, and how crisis management often suffers due to time pressure, information distortion, and restricted thinking. These ‘hands on’, engagement sessions will consider how to overcome these barriers when communicating with senior management, clients and colleagues across an organisation to enable the development of more effective solutions. The two presentations will consider:

The communication required when requesting information to brief and inform decision makers. For example, what are the drivers to their questions? Are they asking the right questions?
The communication required from the team when responding to request for information and passing this to the decision makers and vice versa. For example, is the information being passed what they know or what the person being briefed/decision maker needs to know?

Training and Mentoring Your Team: A leader’s perspective of the challenges and benefits

Within this presentation, our L&M Associate divulges personal insight gained across a long-standing career that spans from Lieutenant to Lieutenant Colonel within Her Majesty’s Royal Marines through to a Regional Manager working across cultures within the commercial world. He discusses:

How he as a leader at different levels, has trained, mentored and developed his staff.
The importance and benefits of staff mentoring and development.

This presentation aims to enable both those who provide and receive mentoring to both engage and benefit from the mentoring process more effectively.

Management and Leadership Challenges from Widespread Experiences

Within this presentation, our L&M Associate aims to demonstrate some of the management and leadership conundrums that he has encountered in very varying circumstances: Solutions to those conundrums can often be tricky to identify. He offers some personal thoughts on how he addressed those challenges, succeeding sometimes, … but not always. Examples of the conundrums in question span different countries, and civilian and military scenarios. They include:

The planned, police-requested military re-taking of an oil platform from activists in the North Sea.
How to deal with the challenge of a ‘bullying boss’.
Working with the Foreign and Commonwealth Office as a diplomat abroad.
Relations with the Department for International Development when deployed overseas.
How to overcome cultural challenges abroad.
Some of the issues experienced when delivering ‘team-bonding’ events for professional organisations including sports teams such as England RFU, Somerset CCC and Wigan RLFC.