Wellbeing at Work

The goal of group training is to get the same understanding for the whole group. That enables a profound change in the team’s / group’s / organization’s way of operating. Group training is the most efficient and normally the quickest way to enhance the wellbeing of the whole organization. The power of a group is huge, especially after the training. This is not a “one-time shot”; when the understanding of the mind’s logic starts to open up, it will continue to deepen for the rest of the life and the people sharing the same understanding can support each other in that.

Some examples of possible ways of implementation (duration 1/2 day – 3 days, depending on the needs):

• Leadership training
• Management team training
• Training for a specific group within an organization, e.g. R&D team, sales team, HR team, identified key persons, HIPO’s, etc.

Longer training (e.g. leadership training) usually includes at least two individual meetings with each participant. This is essential to ensure that every participant gets understanding and insights on a deeper, personal level.  The training is insight-based, not information-based, although some information is always provided. Learning is everyone’s responsibility and the depth of learning is based on individual insights. Insight is the only key to permanent change.

Examples of the themes of training:

• Enhancing mental capacity and performance in the organization
• Increasing innovation and creativity
• Authentic leadership
• Resilience in organizations – how to increase it?
• The real origin of wellbeing at work
• Organization’s mindset – the key to success
• Improving change management by understanding the human mind
• The real cause of stress and how to reduce it permanently
• Work-life balance – how to do that?
• The wellbeing of the management team

The theme can be tailored to the team’s or organization’s needs. If you don’t find a suitable theme on the list, just check with me if your theme is possible to implement. 

You can order a lecture/speech for different kinds of events, e.g. for any recreational, wellbeing, or team building events. The duration of the lecture is normally 1,5 – 2 hours and it’s a good way to get an overview of how the mind works. We cannot go very deep but it can be a good starting point to start observing one’s own thinking and can as such already create powerful insights.

Here are some examples of the possible themes:

• Stress is not caused by the circumstances – myths about stress and how to get rid of it
• Instructions for the mind – what everyone should know about their most important tool
• Innovation and new thinking – how to enhance that
  
• Mental fitness and how to improve that
• Where does creativity come from?
• Utilizing the full capacity of the mind
• Wellbeing at work is an individual experience and thus everyone’s responsibility
• The invisible power of thinking on wellbeing at work
• The mind and the brain – what’s the connection?

Other themes also available, just ask!

Most of the challenges and conflicts at work (and elsewhere) are caused by the simple fact that we don’t understand that we are all living in completely separate realities. Our own way of thinking seems the only reality for us.

HBDI (Hermann Brain Dominance Instrument) is a powerful psychometric assessment that defines and describes the way you think and process information. It gives you insight into why you value certain types of information over others. It is based on findings of neuroscience and it is not a personality test, it just simply shows your preferred way of thinking.  Some of us think very analytically and need facts, some focus more on feelings and making other people involved, some go deeply into details and structure, some create visions and are very high-fly. If we don’t understand the differences and the cause of that, communication between people can be very unsuccessful.

Assessing thinking preferences can be very helpful e.g. in these situations:

• A new team established, teaming up, learning to know each other
• New manager appointed to a team
• Communication challenges between team members or any members of the organization
• Communication problems in general “We just don’t speak the same language”

HBDI assessment can be bought separately and it can be done as part of larger training; it serves as a good start to show how different thinking we have and how already recognizing that makes a huge difference.

The assessment includes a web survey (self-assessment) and personal feedback. The assessment is possible to do for one person only, for a pair, or for a team/group.  If it is a pair or team assessment, the package always contains a pair or team feedback. If needed, we will also work together in order to define the specific action plan based on the feedback.

More information about HBDI.