Leadership development
How important is it in your organisation that your leaders are fully able to:
* manage their own wellness
* help others to manage their wellness
* understand and make decisions in terms of priorities, investments and actions relating to the wellness of their people; how well managed they are and the organisational priorities of performance short, medium and long term?
In essence this means understanding and managing the Wellness Management formula:
Well people + Well managed = A well organisation
The key is to focus not just on the individual components of the formula but the inter-action between the different parts. After all, the wellness of the organisation directly impacts how well people feel and their discretionary effort which then in turn impacts on their ability to perform, and so on. It is essential to consistently maintain this focus as none of the parts of the formula are static even for a day. For example, people scheduled to work don’t turn up; vacancies are unfilled; new starters/ temps may not be 100% competent - and these are just some of the challenges.
Here are some examples of the type of programmes available to assist with your leadership development requirements:
Managing attendance
A programme aimed at line managers to enable them to:
* understand the different types of absence
* recognise early warning signs of non-attendance
* engage one to one with people about attendance issues
* actions and skills on day one of absence
* understand the value of high attendance and be able prioritise how important it is on their agenda
* set targets for attendance which are measured and reviewed regularly
The biggest impact on the wellness of people is often the way they are managed. Their direct line manager can have an enormous impact on attendance depending on their abilities and priorities to engage their team members.
Managing employee relations
A practical step by step approach to enabling line managers to effectively manage employee relations issues as early as possible, before it becomes a major issue. Managers will be able to apply the approach to one or more chosen situations to practice.
There is also the option of receiving telephone coaching before and after major employee relation conversations to set up a manager for success.
Employee relations issues, if left to fester and grow, will not only have a negative impact on the wellness and performance of the employee but generally also on the wellness of their manager. Once this happens the whole team performance can be impacted even more.
Contact us to find out how WellKom can partner with you to create practical and powerful leadership development solutions to enable all your leaders to develop this vital leadership capability – the fusion of health management; people management and organisational improvement know-how.