How Do We Work With Organisations and Senior Executives?
Executive coaching & Mentoring
Nurturing cognitive diversity
Harnessing disruptive talent
Our Executive Coaches will support you to define and solve challenging problems in your working life.
Our Executive Coaching packages cover leadership, team building, conflict resolution, psychological safety, and 'kaizen' (continuous improvement).
Psychological wellbeing and work performance both sit on a continuum, and are inextricably and dynamically interconnected. Thus we champion the two way transition between psychotherapy and executive coaching.
Unlike most other executive coaching providers, we acknowledge the undeniable influence of an individual's personal life on their working life, and we help to nudge both aspects in the right direction. We will offer alternative perspectives on issues and concerns and provide genuine support in times of crisis.
Workplace culture tends to emerge from the personalities of senior leaders in an organisation's hierarchy. On a systemic level, we can discuss opportunities to engender a workplace culture that inspires maximal engagement and productivity. Salient themes that we cover include leadership, sustaining top-level performance, and agile working.
We can help you identify the strengths and talents in your executive team, fostering productivity and success.
Conformity and obedience research reveals the human tendency to comply with the status quo. This can sometimes occur without the full awareness of those involved.
A perceived pressure to 'go with the flow' can give rise to cultures that inhibit engagement and creativity, Employees can feel disincentivised and discouraged to apply themselves in enthusiastic and tenacious ways. Such cultures can culminate in employees learning to play the system to their personal advantage, even to the point of parasitising the organisation.
Insightful chief executives recognise that imbuing a psychologically safe culture and a shared sense of purpose is likely to increase engagement, reduce absenteeism, and raise the bottom line.
Empowering employees to proverbially stick their heads above the parapet can inspire commitment, thought leadership, and productivity.
The Culture Nudge process endeavours to create a workplace culture in which potential is developed to its fullest, for the benefit of all.
The Power of
Psychological Wellbeing at Work
What is psychological safety?
It is a shared expectation and a collective effort by a team to increase a sense of safety in the workplace. Amy Edmondson likens this to '...felt permission for candor.'
When individuals feel safe in the workplace they can shift their focus from feeling disenfranchised to feeling more empowered and more accountable.
30% of the UK workforce have been diagnosed with a mental health condition at some point in their lifetime.
At any one time, 1 in 6 employees within a workplace will be struggling with their mental health.
Psychological problems are the second highest cause of sickness absence.
Stress is thought to account for nearly 50% of working days lost due to health issues.
For employers, the costs of poor mental health in the workplace are substantial. It costs businesses on average between £1,300 to £2,277 (depending on region) per employee per year of poor mental health.
There are also indirect costs of poor mental health, such as the adverse impact on employees' creativity and on the rest of the team.
Employers have a legal responsibility to protect the health of their employees.
There is evidence showing that mental health programmes can create a return on investment of up to 800% for businesses. Preventative measures are particularly effective.
A 2019 report by Deloitte found that for every £1 invested in mental health initiatives by a business, there is an average of £5 return on investment.
Furthermore, investment in a range of measures could lead up to £11 return on investment for every £1 invested.
In 2022, a study by Ecsell Institute found that when a leader's skills were rated a 9 or a 10 by employees, they had an average psychological safety score of 84%