Today's Workplace Dilemma
Ineffective interactions lead to distrust, stress, conflict, lost sales, reduced productivity, higher turnover and a dysfunctional culture.
Managers are over-confident and under-competent
People don't leave companies, they leave managers. They have a direct impact on turnover. Many managers are unsure about the best approach to effectively delegate, motivate, and develop their people. When this happens, they are unable to fully leverage the talent of their team.
Salespeople lose sales
Clients want to work with salespeople who listen and understand their needs. Self-absorbed salespeople who sell like they want to be sold are missing out on 75% of their sales opportunities. They fail to get the prospect's attention, gain their trust and secure their business.
Support staff are not aligned
Your support staff is the backbone of the organization. When they are not aligned with sales and leadership the mission of the organization is in jeopardy. An "us vs. them" mindset between sales and operations or support and leadership create silos that result in lost productivity, a lack of creativity, low employee satisfaction and a dysfunctional culture.
4 Steps to Shaping a Collaborative and Adaptive Culture
1. Focus on Social and Emotional Skills
1. Focus on Social and Emotional Skills
1. Focus on Social and Emotional Skills
We all show up at work with a lifetime of experiences with other people - some great, some less than great, some terrible. At any moment, our ability to listen, trust, take input, take action, push back, and cut slack depends on our social and emotional know-how. It is important to recognize our natural tendencies so we can adapt when those tendencies no longer serve us.
2. Personalize Skill Development
1. Focus on Social and Emotional Skills
1. Focus on Social and Emotional Skills
We are all delightfully and uniquely our own person, so a one-size-fits-all approach is doomed to fail. Whatever the topic - communication, leadership, sales, emotional intelligence - the specific lessons learned will be different from person to person. The need to tailor learning to each person is imperative.
3. Implement in a Social Context
1. Focus on Social and Emotional Skills
3. Implement in a Social Context
We are relational beings and we learn social and emotional skills from other people. People have to challenge their habits and beliefs in a safe, social setting that gradually opens their eyes to new ways of relating to others. Live team training is the best option when the goal is to improve team's interactions and culture.
4. Reinforce Learning
1. Focus on Social and Emotional Skills
3. Implement in a Social Context
Working on social and emotional skills can take time. We fall back on the natural behavioral preferences that have guided (and misguided) us our whole lives, especially when things get tense. With practice and reinforcement, we are more likely to apply our newly learned skills in real-time situations, ultimately leading to behavior change.
Build cohesive teams by breaking down barriers to help your team better understand and empathize with one another.
Are you ready to build a culture of trust?
Want to know more?
It's Easy to Get Started
Step One: Book a Call with Us
Taking that first step is seldom easy. That's why it's important to discuss your current situation, where you feel you need help and why the timing is right to get started. We do this on a complimentary call designed to clarify your needs, assess fit, timing and budget.
Step Two: Customize Your Program
Based on our conversations, we work together to select the most suitable training and/or coaching solution to achieve your desired outcomes and work within your budget.
Step Three: Implement Your Program
We'll get your training and/or coaching sessions scheduled and get your team excited about their upcoming professional development opportunity.
Prefer to Email Us?
Beckett-Consulting.com
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