DO YOU WANT SUSTAINABLE RESULTS ?

Only when individuals in a team feel psychologically and emotionally safe can they build real trust amongst colleagues. A team, division, department or organisation as a whole will achieve real results when the humans working to get those results stay mentally well and energised to maintain their success. This keynote talks about HOW to build psychological safety for success.

Psychological and emotional safety are a necessity for sustained high performance.

Individuals are responsible for mastering themselves so that they have the skills needed to build and maintain trust with their co-workers.

WHO ARE THE ALPHA GENERATION?

What do they want?
How do they consume?
What kind of employees will they be?
Understand the power and preferences of society’s most prolific generation. The generation born to fix the world, the digital natives and nomads. The kids who are highly creative, are life long learners and aware of mental health.

What do you need to know about the Alpha Generation as employees & consumers?

The Alpha generation come from a world of mass-customisation. The ‘Me-We’ generation are different to any other…

IF YOUR EMPLOYEES ARE NOT YOUR FOCUS THEY NEED TO BECOME YOUR FOCUS NOW

Whatever the context for your reshuffle, whatever you did or didn’t do, however you communicated the change to your employees, know that it was traumatic for them; and even more so for your managers. Everyone is emotionally exhausted.

How are you handling that?

Train people well enough so they can leave. Treat them well enough so they don’t want to.

No matter which industry, sector or role, if you influence someone else at work, you have a responsibility to manage your reaction to change.

WHAT’S YOUR COMPANY CULTURE LIKE?

There is always going to be a divide between management culture and employee culture. You know which divide I mean? Like the separation you felt when you became a manager and left your employee colleagues behind. Suddenly you had a different resposnsibility and that changed the dynamic. Does this sound familiar?

How much does your employee culture trust your management culture?

The tension between what an organisation needs and what employees want is what managers need to navigate.

DIVERSITY, EQUITY AND INCLUSION

Diversity and inclusion is a competitive advantage that great leaders cannot overlook. Not having diverse perspectives in your orgnisation puts it at risk.

Leaders must become conscious of their unconscious bias and develop cutural competency so they can practice inclusive leadership.

We are not different from each other, we are different for each other.

Your corporate identity should be built on a collection of interpretations and expressions of ideas or you run the risk of being insular.

HOW WILL DATA-DRIVEN DECISION MAKING IMPACT YOU?

AI is the next generation in a seismic shift in our relationship with information that impacts human behaviour and therefore company and consumer culture. The last seismic shift was social media and before that was the Internet and before that tabloid media and daytime TV and before that… we could go back to the first printing press.

AI won’t replace employees, but it will require employees to have a skills shift.

Your company culture must create opportunities for continued learning for everyone on personalised learning paths.

UNLEASH YOUR FEMALE LEADHERS

The female perspective is valuable and must be heard and included in all organisational strategic decision making. There are often two problems with this. The first is, women are not always confident in themselves and second, women often compete with other women.

Focus on the power of women when
they are empowered.

What you do makes a difference and you have to decide what kind of difference you want to make. for that you need confidence.

HOW WILL DATA-DRIVEN DECISION
MAKING IMPACT YOU?

Digital nomads have been leading the way towards a Gig Economy, where the idea of employees is being replaced with specialist-consultants being hired for specific projects, is growing.

This suits Get Z & the Alpha Generation, but does this suit your business and current corporate culture?

If your employees haven’t had, got, or thought about a side-hustle, are they really engaged?

Empower employees. Personalise their career development. Make personal integrity part of your company culture.

WHAT CAN YOU DO ABOUT LOW
EMPLOYEE ENGAGEMENT?

Employee engagement is no longer a nice to have or an optional extra. Employee engagement is an economic necessity. So is building their psychological safety.

How are you supporting your employees’ mental and psychological safety so they can engage safely?

The global workforce is showing unprecedentedly low engagement right now.

When humans don’t feel psychologically and emotionally safe as a result of trauma they become inherently self protective. This is not good for business.

ELEVATE YOURSELF BY BEING YOUR BRAND

Whatever your role at work, you are a brand and people are watching you. Your brand is your reputation. Your reputation determines whether or not you are perceived as trustworthy. You can’t build a reputation on what you are going to do, or have done. Your reputation is determined by how you treat people.

Too many people overvalue what they are not and undervalue what they are.

What do poeple say about you when you leave the room? That’s your reputation. Saffron will talk about how to manage it.