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  1. 1. Optimal Resilience Programmes 1
  2. 2. Optimal Resilience Programmes2 Contents Contents Optimal Resilience Programmes Optimal Team Resilience Definition Our approach Team Resilience Model Team Resilience Steps Optional Personal Resilience Definition Our approach Team Resilience Model Team Resilience Steps Assessment and diagnostic stage Final thoughts The Optimal Team 2 3 5 5 5 6 7 9 9 9 10 11 12 13 15
  3. 3. Optimal Resilience Programmes 3 Optimal Resilience Programmes Optimal Personal and Team Resilience Programmes are specifically designed to support people in developing and sustaining high levels of resilience. Optimal Resilience Programmes offer a proactive and flexible approach in the development of resilience based on highly credible psychological research and evidence. Resilience is a developable trait and like any trait, using the right approach and interventions in a structured framework will make a real difference to levels of engagement and performance of your people, whether in a team or individually. Creating an engaged workforce – the case for resilience development Recent research estimates that just 1 in 3 workers in the UK are fully engaged in their work. The costs to employers and the UK economy of this lack of engagement are estimated at £26 billion in terms of lost GDP. The costs of absence due to stress, anxiety and related mental health difficulties in 2011 were estimated at 8.4 billion pounds. Research shows a strong link between levels of engagement and positive well-being. Baker et al 2008. Our flexible and leading-edge approach Optimal programmes incorporate the very latest approaches in increasing resilience and overall well-being, including mindfulness, compassion and acceptance. Details of both the personal and team model’s and programmes are outlined within this document. We can apply a range of flexible assessment tools including an option to have levels of resilience within individuals and teams measured using an internationally validated tool. Both programmes can be delivered directly by resilience experts, Emintell Ltd & Natures Coaching Ltd. Our aim is to equip the individuals and teams with personal development tools that ensure future sustainable development. For more information, contact Emintell Ltd on: t: 07740 188031 e: elaine@emintell.com w: www.emintell.com Alternatively contact Natures Coaching on: t: 01909 470 851 e: julie@naturescoaching.co.uk w: www.naturescoaching.co.uk “When surprises are the new normal, resilience is the new skill” - Prof. Rosabeth Ross Kanter, Harvard Business School - How engaged are your people in their work? - How effectively do they deal with change and challenge? - What are the overall levels of well-being and motivation within your workforce? - How good are working relationships within your teams? - Are teams and individuals maximising their potential? - How well do individuals or teams deal with challenges and set backs?
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  5. 5. Optimal Resilience Programmes 5 Optimal Team Resilience Definition “The ability of a team to perform consistently at an optimal level, retaining flexible cognitive, behavioural and emotional responses, irrespective of prevailing, challenges and conditions” (adapted from Neenan and Drydens definition of personal resilience, 2002) Our approach Our approach within our Optimal Team Resilience is based on the following factors: It is built on a foundation of solid research including the latest approaches and recognised interventions in the field of resilience; The fact that all aspects of resilience are developable traits; Acknowledgment of the relationship between resilience and levels of engagement, happiness, and enhanced performance; Encompasses leading edge interventions such as mindfulness, compassion and emotional intelligence; Building team efficacy underpins our approach along with identifying and maximising individual and team strengths; Trust is an integral part of team resilience. One of the primary areas of focus is on improving relationship management, particularly in the area of conflict and challenging conversations; Helping the team build a strong sense of direction and gain clarity in what and who they are; A proactive and sustainable approach to managing their team resilience enables teams to continue their development; The model itself is flexible and delivery can be shaped and adapted dependent on the findings that arise at the diagnostic stage. “In order to succeed, people need a sense of self-efficacy, to struggle together with resilience to meet the inevitable obstacles and inequities of life.” - Albert Bandura
  6. 6. Optimal Resilience Programmes6 Optimal Team Resilience Model Model Components Clarity Having a compelling, mutually designed, sense of direction. A clear sense of purpose, working behaviours and values with clear expectations and accountabilities. Commitment A team’s persistence to remain focused on their goals, despite difficult deadlines and changing demands. Confidence Belief in the team to successfully complete tasks that may be considered too difficult by other teams with similar abilities. Team efficacy and optimism. Control The team’s ability to manage their emotions. Challenge Whether the team sees challenges as problems and setbacks or opportunities and situations to aid team growth and understanding. Support The extent to which team members are kind, compassionate and supportive to themselves and team members. Trust Vulnerability based trust, on an emotional level where members of the team are comfortable being vulnerable with each other about weaknesses, mistakes, fears and behaviours. © Copyright 2014. Natures Coaching.
  7. 7. Optimal Resilience Programmes 7 Optimal Team Resilience Steps Understanding organisational context and challenges relating to resilience and engagement. Interviews with a variety of stakeholders. Agreement on approach and remit of resilience programme. Team readiness and assessment phase to identify where they are against the team resilience model, current context, completion of individual assessments and agree key measures. First interactive workshop designed combining a core element addressing the key behaviours and mind-set at the core of a resilient mindset, and a flexible element which addresses the themes that arose out of the diagnostic phase. Flexibility of approach is key to success at this stage. Teams take responsibility for shaping their desired targets and share ownership of taking actions towards achieving these, using principles of leadership team coaching as per Peter Hawkins. Clarifying, commissioning and accountability are essential ingredients. Reassessment of the key results and progress over the programme duration. Plenary group session also recommended to address issues of sustainability of progress and to celebrate achievement to date. Follow on team coaching to help the team deliver their resilience development goals, varied depending on the programme scope. Expert coach feedback on results with individuals and with team as a whole. Step 1 Discovery Stage Diagnostic Stage First resilience workshop Team coaching Assess progress and results This is an example of an Optimal Team Resilience Programme. Programmes would be built and adapted to suit the clients needs. Feedback on results Step 2 Step 3 Step 4 Step 5 Step 6 © Copyright 2014. Natures Coaching.
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  9. 9. Optimal Resilience Programmes 9 Optimal Personal Resilience Definition “The ability of an individual to perform consistently at an optimal level, retaining flexible cognitive, behavioural and emotional responses, irrespective of prevailing, challenges and conditions” (adapted from Neenan and Drydens definition of personal resilience, 2002) Our approach Our approach within our Optimal Personal Resilience is based on the following factors: It is built on a foundation of solid research including the latest approaches and recognised interventions in the field of resilience; The fact that all aspects of resilience are developable traits; Acknowledgment of the relationship between resilience and levels of engagement, happiness, well-being and enhanced performance; The programme encompasses leading edge interventions such as mindfulness, compassion and emotional intelligence; Support and compassion are core components of both the Optimal model and our approach. It enables individuals identify and improve how supportive and compassionate they are to themselves and others; Building personal efficacy is an important element in our approach along with identifying and maximising individual strengths; It enables individuals to adopt a proactive and sustainable approach to managing their resilience; The model itself is flexible and delivery can be shaped and adapted dependent on the findings that arise at the diagnostic stage if that option is chosen. “The greatest glory in living lies not in never falling, but in rising every-time we fall.” - Nelson Mandela.
  10. 10. Optimal Resilience Programmes10 Optimal Personal Resilience Model Model Components Clarity Having a clear sense of direction and a set of clear steps to achieve it, that are aligned with your values. Commitment Persistence to remain focused, despite changes and competing demands. Confidence Belief in ability, optimism, self–efficiency. Control Feel in control of your future and your ability to manage your emotions. Challenge Your ability to see challenges as opportunities Support The ability in which you offer support, ask for support and give support. Compassion The ability in which you are kind, compassionate to yourself and others. © Copyright 2014. Natures Coaching.
  11. 11. Optimal Resilience Programmes 11 Optimal Personal Resilience Steps Understanding organisational context and challenges relating to resilience and engagement. Interviews with a variety of stakeholders. Agreement on approach and remit of resilience programme. Individuals undergo a resilience profiling tool using an internationally validated tool, along with other relevant diagnostic assessment. Interactive workshop designed to combine clarity around what resilience is, key components and the benefits of developing your own resilience, in connection with your well-being. Option to re-assess and complete diagnostic. Plenary group session also recommended to address issues of sustainability of progress and to celebrate achievements to date. Follow-on workshops and ongoing support agreed at the design stage. Expert coach feedback on results with individuals. Step 1 Discovery Stage Diagnostic Stage First resilience workshop Second resilience workshop Assess progress and results This is an example of an Optimal Personal Resilience Programme. Programmes would be built and adapted to suit the client’s needs. Feedback on results Step 2 Step 3 Step 4 Step 5 Step 6 © Copyright 2014. Natures Coaching.
  12. 12. Optimal Resilience Programmes12 Assessments and diagnostic stage To ensure that the resilience programme addresses the core challenges of the organisation, an important aspect of programme implementation is to understand and assess the particular challenges relating to resilience. We can offer a range of flexible options to ensure the “best fit” for individual requirements including: Assessment and findings reports on key organisational and HR indicators as agreed with your organisation; Assessment of resilience levels within individuals and teams using a proven and internationally recognised diagnostic tool; 1 : 1 diagnostic interviews to assess current state against the model; Looking at leadership styles and impacts through a leadership impact tool. Progression and re-measurement To measure the progress of individuals and teams, a re-assessment is recommended as well as options to consider a desktop review of key business indicators to measure the business impact of increased resilience. “It’s not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change” - Charles Darwin
  13. 13. Optimal Resilience Programmes 13 A final thought... Imagine the impact of having an engaged and resilient workforce on your organisation’s performance. Research shows that resilient people: experience increased levels of well-being; are more productive, happier and engaged; have stronger immune systems and therefore less sickness; are more effective in dealing with periods of challenge and change; are more optimistic and solution focused; have a more cohesive and collaborative approach in relationships. Resilient teams deliver: increased performance; enhance employee well-being and engagement; have an ability to deal and lead change; increase efficiency; improved working relationships. Given these performance indicators, what do you want to do about the resilience agenda in your organisation? To find out how Optimal Programmes can help, contact Elaine or Julie to discuss your requirements in more detail. We also run taster sessions on Optimal Resilience Programmes from a number of locations in the Midlands. These are aimed at giving all participants a good understanding about the programme content, and the supporting evidence. You will also have an opportunity to use and assess the diagnostic tool at no cost to yourselves†. Details of the latest taster sessions can be found on our websites or contact us directly for the next dates. For more information, contact Emintell Ltd on: t: 07740 188031 e: elaine@emintell.com w: www.emintell.com Alternatively contact Natures Coaching on: t: 01909 470 851 e: julie@naturescoaching.co.uk w: www.naturescoaching.co.uk † This offer is subject to certain conditions of use. Please ask for more details
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  15. 15. Optimal Resilience Programmes 15 The Optimal Team Julie Hickton and Elaine Akester Both Julie and Elaine have considerable experience of working with teams and individuals within the Private and Public Sector. Both are highly qualified executive coaches with combined experience of 30 years in the fields of people development and organisational development. They share a mutual passion for supporting individuals and improving and enhancing resilience. Both are accredited for a variety of personality profiling tools and techniques. Elaine Akester is a highly experienced coach and facilitator of 11 years standing. She is an accredited leadership coach with the largest public sector scientific research organisation (Natural Environment Research Council) and during the past 9 years has delivered leadership coaching and 360 degree feedback to over 40 senior leaders under their Leadership for NERC programme. Elaine has delivered coaching and team development workshops including resilience modules to a number of NHS organisations including East Midlands Ambulance Service, NHS Greenwich PCT and East Midlands Leadership Academy (EMLA). Elaine also delivers resilience training on an open basis to individuals and companies, and is a key note conference speaker on themes of resilience, leadership and coaching. Prior to setting up her own coaching and people development business, Elaine, a qualified lawyer, spent 20 years in the legal and IT sectors, culminating in co-owning and directing a Microsoft technical training centre. This wide ranging commercial experience contextualises the expertise, Elaine offers. Elaine holds an ILM Level 7 certificate in coaching as well as diplomas in coaching and mentoring, is a member of the European Mentoring and Coaching Council and undertakes regular supervision with an experienced coach supervisor and past president of the EMCC UK. Julie Hickton is one of the NHS Leadership Academy external coaches; she has been on the NHS Yorkshire and Humber coaching register for a number of years supporting them with a variety of coaching and leadership projects. She also works with boards and senior leadership teams in the private sector, including Diversey, Premdor, Liadlaw Group, Rhodia, Diva Creative, and Speedy Hire where resilience is a key focus of attention. Julie is a published author; her book on resilience titled “The Tree of Resilience” bears strong influence on their thinking in the Optimal Resilience models. Julie holds 2 coaching diplomas at distinction level, is a Thinking Time Partner, trained in emotional intelligence and positive psychology which influences her thinking and development interventions. Prior to specialising in this field, Julie was a senior leader and HR director in retailing, home improvement and business services organisations, including Marks and Spencers, Eaga PLC. Julie has considerable experience of driving organisational change through the development and implementation of key organitional interventions. Julie holds diplomas in coaching, and is accredited to use a number of personality profiling, is a member of the Association of Coaching and undertakes regular supervision.
  16. 16. Optimal Resilience Programmes16 7974 Optimal Resilience Programmes Optimal Personal and Team Resilience Programmes are specifically designed to support people and teams in developing and sustaining high levels of resilience. Optimal Resilience Programmes offer a proactive and flexible approach in the development of resilience based on highly credible psychological research and evidence. Resilience is a developable trait and like any trait, using the right approach and interventions in a structured framework will make a real difference to levels of engagement and performance of your people.

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