TOP 5 REASONS WHY ORGANIZATIONS SHOULD INVEST IN PERSONAL DEVELOPMENT FOR THEIR EMPLOYEES
1. Creating change involves skills that can be developed with practice: Currently we look at change that occurs in organizations as being different from change we create in our lives for personal development. What if we could look at change differently? If we had one method for creating any kind of change that can be used at home, in all of the departments of an organization, and everywhere else change happens and the method is founded on the principles of Lean Six Sigma and Positive Psychology. Employees can learn to create the changes they want in their lives and be ready and skilled to create the changes that will improve their work flow and work environment. Creating habits of continual growth helps us feel confident and courageous we can create what comes next.
2. Inclusion: Currently change management skills are taught at the upper most levels of an organization and most of the change occurs on the lower levels of the organization. When organizations use programs like Lean Six Sigma that are difficult to learn and have unfamiliar language, the majority of the organization is excluded from being a part of the group. Common language and skills mean we can change better together. Innovation occurs when people are passionate and engaged with the work they do. If they don’t understand the language and don’t have the change management skills to see the problems and the possibilities… the organization misses out on cultivating new ideas and better ways of working.
3. Empathy: Our ability to understand others and why they act and behave the way they do relies on our empathy skills. A lot of organizations have classes to teach employees how to be empathetic to customers, but the great organizations show them by creating an environment that focuses on understanding and valuing people. Remember Oprah says, “We all just want to be heard, seen, and understood.” When we understand the real problems, we can find the real possibilities.
4. Employee Engagement/Employee Satisfaction: It’s human nature to want to be a part of something bigger than ourselves. Feeling understood and valued helps us to engage with our work. Employee wellbeing also contributes to employee engagement. Gallup research says employees are 6 times more likely to be engaged with their work when they are thriving.
5. Performance and Productivity: Processes don’t work themselves! People perform the processes that create the products and services of the organization. When an organization has the best people and the best processes… they have the best outcomes in performance and productivity. Employees who are performing well in their personal life are more likely perform well at work
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