Thrive for Organisations
I help organisations, and the people who drive them, to develop the embodied and relational skills needed to create a thriving workplace.
My Dare to Thrive Framework brings together the skills and capacities for self-leadership and leading others, with the virtues that keep us human, ethical, and flourishing.
Here are some of the ways I can support your organisation:
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Addressing wellbeing issues such as burnout, or absence and staff turnover caused by workplace stress
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Improving resilience and communication within teams
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Increasing motivation and engagement in ways that will actually survive complexity and change
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Upskilling your leaders with future-proof, practical frameworks and capacities
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Facilitating key meetings to get right to the heart of what's needed
So, if you are part of a forward-thinking organisation that understands the value of - and wants to create - psychologically supportive work environments where people can thrive, check out some examples of the ways we can work together below, or get in touch to discuss your specific needs.
How I work
I usually collaborate directly with business owners or senior leaders, and/or HR managers to deliver my courses and facilitation.
First of all, I want to get to know your organisation - its values, the working environment and culture, and the challenges you are facing. I don't expect any organisation to be perfect, but given the nature of the work I do and its potential to impact individuals, I want to know that you are truly invested in supporting your staff to thrive. Otherwise, we're expecting the least-resourced and least-empowered individuals to do even more labour to make their working life tolerable, and that's not something I want to get behind.
Once that's established, we will work together to identify the most suitable training course, delivery format, schedule, etc.
My ideal group size is around 12 people unless otherwise stated for a specific course, but this can be discussed.
I can also provide materials to support the recruitment process, including pre-training questions to determine suitability, registration forms, and group agreements.
It is important that I am able to promote agency throughout the programme so as to highlight the possibility of an alternative to over-giving or enduring that may be present for participants. On a basic level, this means giving people a choice about how they engage, which also includes an option to leave the training should they wish.
Where possible, I will also conduct a pre- and post-programme survey among participants to assess the impact of this training and to gather feedback for improvements or to understand additional learning needs.
