We work with individuals who would like to further develop their hardiness and resilience skills as well as their emotional intelligence competencies. In addition to one-on-one coaching we also provide group coaching. This allows the sharing of ideas and mutual support, while reducing the cost for each person.
We support individuals and organizations who believe in practicing their work with good intention, attention, and with the right attitude.
Hardy people tend to embrace challenge and look for situations that help them to grow and develop. They look for the learning in all situations and see life’s experiences as lessons.
They have a degree of control over their lives, and whilst they fully accept that life will throw surprises at them, they believe they have the mental and emotional tools and resources to work through and overcome obstacles, or take advantage of opportunities.
Hardy people tend to have a strong sense of commitment to their lives. They have a sense of purpose and are engaged and strongly self-motivated, seeing the world and day-to-day activities as interesting and meaningful.
It is these three essential elements – Challenge, Control, and Commitment, that are measured in an exciting and ground-breaking new assessment tool known as the Hardiness Resilience Gauge.
Some common organizational conditions that many people experience which create friction include:
• Poor relationships with an immediate supervisor and/or co-workers due to a lack of understanding about our different work styles
• Employees having a lack of clarity around the value of the work they perform, or how it fits into or contributes to the bigger picture
• Confusion about the specifications of the job or related to the work itself
• Volume of work, insufficient resources, a lack of training, or poor-quality work of colleagues
HARDY EMPLOYEES • Are more satisfied with their jobs. • Experience less burnout. • Take fewer days off due to stress-related illnesses. • Have a strong sense of meaning and pride in their work. • Are more dedicated to their work. • Have better relationships with co-workers. • Are more engaged.
HARDY LEADERS are effective leaders. Leaders who are higher in hardiness are more likely to take on a leadership style in which they motivate, support, and set clear expectations for their team members. Leaders who cultivate characteristics of hardiness within their organizations have teams that are better able to adapt to stress and adversity, less likely to suffer from burnout and are more resilient to change.
Emotional intelligence coaching helps to provide the emotional tools necessary to prepare employees to handle the multiple workplace and personal demands of modern life. As a result, employers benefit from engaged, focused and productive employees.
Communicating with people we find difficult to deal with requires us to handle both their emotions as well as our own. For example, it is about staying calm during a tough conversation, or not reacting when someone makes passive aggressive comments.
Not only do we need to be aware of the behavior of others but our own as well. After all, each of us has both strengths and limitations that can contribute to other people’s discomfort.
Practicing emotional intelligence allows us to be self aware and to express our opinions appropriately, as well as to understand others and build productive relationships through effective communication.
According to the World Economic Forum, Emotional Intelligence (EQ) is one of the top 5 employability skills in 2020. EQ is our ability to tune into own internal feelings and emotions as well as those of others and to then adjust our behavior accordingly depending on our mood, as well as the mood of others. This is a critical skill for managers, and involves developing empathy and human understanding.
Because today's workplace is more collaborative emotional intelligence has become an essential skill in helping to make for a more healthy and productive workplace. It can be likened to the oil in a machine reducing friction, thereby increasing efficiency.
The 5 main components of emotional intelligence that we assess for include:
The higher a person’s EQ the more versatile they are in adapting to change, which is especially important given the amount of automation happening today, the diverse workplace, and the need to adjust to the current Covid-19 pandemic.
EQ assessment and coaching helps a person or team to reduce conflict in the workplace by :
Companies that are hiring also want to ensure that the candidate they hire will integrate as seamlessly as possible into their existing team(s). We therefore highly recommend that organizations include EQ assessments as part of their hiring process, particularly for short-listed candidates.
Assess and address psychological health and safety in your workplace: https://2019.guardingmindsatwork.ca/
Plan for Resilience Workplace Edition For Leaders,
Employees and Self-Employed: https://www.workplacestrategiesformentalhealth.com/pdf/Plan_for_Resilience_Workplace_Edition_EN.pdf
Canada Life: Workplace Strategies for Mental Health - Practicing Emotional Intelligence: https://www.workplacestrategiesformentalhealth.com/english/psychological-health-and-safety/building-emotional-intelligence