WHO NEEDS THIS SERVICE?
There are several organizational scenarios where my services could help create and preserve an environment where relational and emotional health thrives
Do any of these scenarios apply to your organization?
When relational and emotional health is an organizational value
Some organizations highly value the relational and emotional health of their people. They know that organizational health significantly impacts their ability to achieve their mission and compete in the marketplace. Therefore, these organizations want to monitor and nurture employee relational and emotional health. Some have invested in employee engagement monitoring tools but want to be certain those tools are providing accurate feedback. Some want help detecting and addressing problems before they get out of hand or regularly reinforcing the resiliency and teamwork of their people.
When a problem is suspected
Sometimes organizations suspect that there is a problem with the relational and emotional health of their people, but they’re not sure how to look for it or what to do about it if they find it. Most leaders have limited visibility into the depths of their organizations, even if they have good tools and great interpersonal skills - it’s hard enough to understand the depths of one individual much less an entire organization. Until the issue becomes a crisis, it often remains hidden from even the most perceptive leaders. At that point, it is far more costly and difficult to address.
When a problem is known
Some organizations know they have serious problems that need to be addressed. It could be deteriorating morale among employees. Perhaps certain departments are underperforming or lacking in teamwork. There is conflict between peers or hostility between leaders and followers. Maybe it is proving difficult to recruit and keep good people. Absenteeism is rising and employee health declining. Human resources is seeing an increase in employee complaints. And the list goes on…
When faced with known relational and emotional health problems in the organization, executives face several problems. First, analyzing and addressing this degree of dysfunction is a specialized skill. Though leaders are always a critical part of the solution, many lack this type of expertise and need expert assistance. Second, even when leaders do have this training and experience, they do not have the time to devote the kind of focus it takes to restore health. Finally, in many cases leaders lack credibility with the dysfunctional members of their organizations. This may not be fair, but it will seriously impede a leader’s ability to heal the organization - someone from outside the organization must help.
When the organization is experiencing stress
Organizations are much like individuals in that they can become stressed under certain circumstances and this can lead to dysfunction. There are various things that can stress an organization. Perhaps new leadership is being installed or a family succession in process. Maybe the organization is preparing for a merger or a downsizing. There might be a critical project coming up with high stakes and high expectations. The organization might be planning to implement a major change management process, or a new vision casting or culture development initiative. All of these can stress an organization.
Furthermore, when an organization is overly stressed, people do not tend to receive and process new ideas, vision, or directives. This can mean that much of the money, time, and effort put into an initiative is wasted. When stress leads to dysfunction, the organization experiences reductions in productivity, retention, profitability, and other vital metrics.
The good news is that often these stressors are predictable. This provides an opportunity for the organization to reinforce the relational and emotional health of its people ahead of time.
PLEASE CONTACT ME...
Scott Maurer, Founder and President
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