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… inspiring actionable resilience to live an optimal life!                                     

We live in times, where our resilience is being tested on a daily basis, but do you ever ask yourself…

• What does being resilient really mean?
• How can I improve my resilience?
• Are there any early warning signs that indicate that my resilience has been compromised?
• How can I find out more about my personal resilience?

The Resilience Up profile is an assessment tool, that has been developed by a team of international experts in the fields of resilience and emotional intelligence…the result, a scientifically validated, practical measure of resilience.

The Resilience Up Profile has been specifically designed to enable all participants to consider small, practical, sustainable changes in the four dimensions of resilience, namely, Body, Emotions, Mind & Purpose.

The Resilience Up Profile is an uncomplicated, actionable assessment, that really opens up the resilience narrative. Used strategically, the assessment acts as a ‘first line of defence’ in human risk management. Ultimately, human resilience has a huge impact on business resilience…let’s face it, someone still needs to be awake to press the right buttons!

The assessment results in a short data generated document, that gives insights based on strengths and challenges…this is where many other assessments finish, the Resilience Up Profile however, includes a built in ‘self-coaching’ tool, called The Resilience Cycle, which enables individuals to coach themselves in their area of challenge.

Where many other resilience tools provide a simple diagnosis, the Resilience Up Profile, provides a framework for action, that is simple enough to jump into, but sophisticated enough to drive long-term transformation…the net result, it has a broad range of application, including:

• Individual/team/leadership development
• Recruitment and onboarding
• Wellbeing/resilience/mental health initiatives
• Schools and Universities

Insights from the Resilience Up Profile, can be supported by bespoke blended learning solutions, that are designed to challenge current thinking, embed a deeper learning of resilience practices and enhance overall wellbeing and performance. These consists of:

• e-learning modules
• Proprietary videos
• 3rd party videos
• Articles
• Experiential exercises

In order to thrive in the current climate, we need energy, agility and adaptive skills, to deal with the complex challenges…in short, we need to be more resilient.

The Resilience Up profile drives the behaviours that make us ‘response ready’ for the future that lies ahead.

Interested in taking the assessment yourself or maybe for your team or even the whole organisation, then please contact us at Momentum4.

2018 saw several breakthrough moments in the fight for gender equality. Greater scrutiny than ever before was placed on the gender pay gap, and more and more people raised questions about the ‘gendering’ of certain roles in society, from childhood through to adulthood, at home and at work. Perhaps most critically of all, the burgeoning #metoo movement began to break down the power inequalities that have undermined women’s efforts to reach equal representation in so many industries.

At this critical juncture, performance consultancy Momentum4 commissioned a research team at the University of Sussex Innovation Centre to collect the insights of women in leadership roles at UK companies. As we enter 2019, what are the next building blocks towards true equality for female leaders?

This research report identifies several key themes to help UK businesses commit to addressing issues surrounding gender balance in leadership roles. It examines the complex range of factors at a societal, organisational and individual level that hold women back from equal representation in business, and suggest strategies for beginning to overcome some of these challenges internally.

Download the White Paper now to read the full report:
[email-download download_id=”365″ contact_form_id=”370″]

Fact: “People with high emotional intelligence are more likely to be successful in business and life”

If you can answer YES to any of the questions below, please contact us at Momentum4 to discuss further:

1. Would you like to create an emotionally intelligent culture within your organisation, where your people;
   • Are effective at influencing and decision making?
   • Are connected to relationships both through networking and their community?
   • Are more satisfied in life with a greater sense of achievement by understanding purpose and vision?
2. Do you need more EMPATHETIC LEADERSHIP?
3. Do you need help in creating greater resilience at an individual, team and organizational level?

20% Increase in Stress – 75% Decrease in Empathy
source: www.6seconds.org

Are your people constantly under pressure, feeling stressed and exhausted?  If yes, then you are limiting new ways of thinking, creativity and innovation!
 
Why?

When we get stressed our brains and bodies trigger responses to deal with threat. We are preparing to react to danger.  

This biological system is highly effective for coping with certain threats, such as a tiger stalking you in the jungle. We no longer have to negotiate with tigers, however the tigers in our lives in modern times are ‘high demands’, ‘conflict on teams’, ‘demanding clients’, ‘juggling work and life’, ‘month end, year end!’ and so on.  

When our brains and bodies encounter stress, it responds by shutting down parts that we don’t need in the long-term and focusses on the short-term. Therefore, our immunity, reproduction, empathic response and even analytical thinking in no longer in full operation. Instead your brain puts all the body’s resources into core muscles for fleeing the danger!

It means that when we feel stress, we are biologically programmed to be less creative, less compassionate, less visionary.

Lack of Empathy fuels disconnection – disconnection = no collaboration

By developing your emotional intelligence skills with Momentum4, we can enhance your;

• Effectiveness
• Relationships
• Wellbeing
• Quality of Life

Let us work with you to develop a bespoke strategy that engages your people thus creating a trustworthy, hard working, happy, proud, connected and optimistic work force. Contact us now.

“58% of CEO’s worry that lack of trust in business could harm their company’s growth”
(RE Moritz, Global Chairman, PWC Int)

1. What is the competitive advantage of trust? Why fight for it?
   When we trust, we give more and we do more. People listen and have a willingness to follow those that they believe in. If we work in a trusting environment, people can get on with their work, be more productive and focus on what’s really important. If we don’t trust, we create a blame culture, where people get drawn into ‘them and us’ debates and get distracted by negative emotions. You can feel trust in a team, it’s a positive, confident energy. As a leader in your business, ask yourself how trusted are you?
2. What can leaders do to foster trust in an organisation?
   As a leader in business, communicate, communicate and communicate some more! Ensure people understand the big picture of the organisation, the vision behind it and the reasons why. Working groups need to be collaborative and inclusive at every level to ensure people understand what is going on & who is responsible for what. People want to feel valued and that they contribute and make a difference to the company goals. They need to believe in the purpose of where the organisation is going. If things change, let people know as and when things change, not after the event. Open, transparent dialogue is essential when building trust… ‘walk the walk… talk the talk’
3. How can we improve or demonstrate our own trustworthiness? (show others we are a person who can be trusted)
   Do what you say you said you would do! If you get things wrong, own up and tell people, ‘you made a mistake’. Be a safe pair of hands, approachable, honest and people will trust you. Ensure, it works both ways, listen to understand, connect with people at all levels and demonstrate that you do believe in what you are talking about. Rapport and building strong sustainable relationships is essential across all levels of business to help build trustworthiness. Be sincere in your approach and really care about others and the part they play.

According to PWC, being Trustworthy:

• Drives performance
• Helps overcome stakeholders scepticism
• Puts an organisation on the front foot in times of crisis
• Allows organisations to be true to themselves

Using our ‘common sense’ leads to effective employee engagement, unfortunately, common sense is commonly ignored!

Employee engagement is essential for a successful, profitable and thriving business. For an employee to be engaged, there needs to be a few core things that are taken care of.

Employees need to feel like they’re respected, that they’re part of the team, and that their ideas matter. Once that’s taken care of, they’ll be more likely to go above and beyond for their company and provide amazing service, come up with innovative ideas, and help the company grow.

To create a people centric culture, where employee engagement thrives, you need to consider the following ‘common sense’ tips

1. Recognition
   According to the book ‘How Full Is Your Bucket’, the number one reason people leave their jobs is that they don’t feel appreciated. How grateful are you as a business to your employees and the work that they do? Recognising employees for a job well done is one of the easiest (and least expensive) ways to motivate them.
2. Feedback
   35% of employees have to wait more than 3 months to get feedback from their manager. Monthly one-2-ones, weekly planning sessions, daily check-in meetings are ways that you can give more regular feedback. Create A Feedback Culture… It’s not only managers that should be giving feedback. It should come from all around you.
3. Happiness
   Not many people are happy at work. Happiness outside of work is important to look at too. Without getting too personal, showing an interest in how an employee is doing outside of work is a nice thing to do. How happy are you at work?
4. Wellbeing
   60% of employees notice that their job is taking a toll on their personal life. There is a serious crisis going on in terms of employee wellness. Employees are stressed, overworked, and don’t have a good work-life balance. We continuously ask employees about their sleeping habits:
   – 42% of employees are either constantly sleep-deprived or tend to lack some sleep.
   – 48% of people consider themselves stressed at work
   Employees Are Overworked!
   There’s no point in overworking your employees. Short term, you might get a few more hours of productivity out of an employee, but long term, overworking someone doesn’t help their productivity, and worst case can lead to burnout. Work-life balance is an incredibly important part of being a healthy, happy, and productive worker.
5. Personal Development
   While companies are starting to understand the importance of autonomy, mastery, and purpose, there is still clearly a lot of work to do.
   Employees feel like they don’t have enough autonomy, they’re not mastering their skills, and they don’t fully feel a sense of purpose.
   You need to trust your employees enough to let them run with projects. Employees are motivated by a sense of purpose and feeling like they are part of something bigger than themselves. 53% of employees say they haven’t improved their skills significantly in the past year.
6. Satisfaction
   15% of employees don’t see themselves working at their company one year from now. Employees need to feel like they’re being fairly compensated for the work they do, otherwise they’ll be disengaged. Onboarding is one of the best opportunities for managers to get their employees integrated into the team and get them productive quickly.
   According to the book ‘The First 90 Days’, it takes three months before an employee starts adding value. There needs to be more emphasis on team building, learning, and training for a longer period of time. Employees Need Clear Goals – A lack of clarity brings confusion, which leads to stress, which leads to disengagement.
7. Relationship with managers
   35% of employees wish their manager communicated more frequently with them. 42% of employees say they don’t feel close with their manager. The relationship between an employee and their manager has a huge effect on employee engagement. Employees Want Transparency! 1 out of 5 employees feel like their manager isn’t transparent with them. 68% of employees say they’d like to spend more time with their manager.
8. Relationship with peers
   37% of employees don’t think they have enough social interaction with their colleagues. Having a friend at work is one of the most important parts of being engaged and satisfied with your career. But sometimes when we’re stressed or tired, we might be mean to our peers without even realising it. Workplace bullying can be a huge problem. 62% of employees eat alone at their desk working! It’s important that you encourage your team to get to know each other.
9. Champions
   59% of employees wouldn’t recommend their organisation as a good place to work. People are more likely to recommend their company’s products than the actual culture itself. Who are your champions within the business and how do you nurture them and the ethos of your business?
10. Company alignment
    38% of employees don’t believe their company’s core values align with their personal values. A perfect culture fit happens when an employee’s personal core values align well with the organisation’s core values. Companies need to be doing a better job of communicating the mission and core values of the organisation. Employees need to be constantly reminded of why they do what they do. Remember, there is no such thing as too much communication.

Let us work with you to develop a bespoke strategy that engages your people thus creating a trustworthy, hard working, happy, proud, connected and optimistic work force. contact us now.

(Data source: Real-Time State of Employee Engagement 2016/officevibe)

Why EQ is so important in your organisation!

Forward thinking companies are recognising that ‘soft skills’ get ‘hard results’ and many have invested in EQ programmes for frontline staff, managers and leaders.

“In hard times, the soft stuff often goes away. But emotional intelligence, it turns out, isn’t so soft. If emotional obliviousness jeopardizes your ability to perform, fend off aggressors, or be compassionate in a crisis, no amount of attention to the bottom line will protect your career. Emotional intelligence isn’t a luxury you can dispense with in tough times. It’s a basic tool that, deployed with finesse, is the key to professional success.”
Source: Harvard Business Review

Emotional intelligence means being smarter with feelings; greater emotional intelligence means improved resilience, better truthful connections with people, confident decision making and higher productivity.

Neuroscience tells us that in order to be successful we need to use both the cognitive and emotional parts of our brain. This balance will give us greater focus, ensure we make better decision and have the ability to understand what drives us and motivates us to do what we do.

Our emotions can hijack our thinking and our thinking can hijack our emotions. In times of stress, change and uncertainty, the way we work with our emotions is critical to success. The changing political, economic and social landscape demands an emotionally smart response. Our businesses, our families and our community will need emotional intelligent people to lead positive change.

The three steps to developing your emotional intelligence :-

1. Get to know yourself – Recognise your tendencies and patterns, measure your efficacy using reliable assessment tools to give you insight
2. Make intentional choices – Understand the impact of your decisions and artfully navigate your choices
3. Define your purpose – Work towards meaningful outcomes intentionally and measure the results

Momentum4 can help your business and employees develop their EQ. Contact us now for more information.

Is it time for a change of mindset and attitude?

“The greatest discovery of any generation is that a human being can alter his life by altering his attitude”. (William James)

In ‘people development’, there is a shift away from ‘behavioural models’, to models that embrace mind set and attitude. It’s from this starting point, that changes in behaviour are more likely to be sustained and targets continually met.

Contact us now for more information.

Why you need a resilient workforce in today’s economy…

Increasing the resilience of leaders and a critical mass of employees leads to organizational resilience and a high trust, high performance culture. This has been shown to have a significant impact on an organization’s performance through higher productivity, greater effectiveness and employee retention.
(Harvard Business Review, Oct. 2004)

• Do you realise that sustained long term success of a company is dependant on the resilience of the workforce?
• Do you recognise that the success of building a resilient workforce is dependent on embedding resilient behaviours at ALL levels of business, this includes the ‘C-suite’…it must also be reflected in the core values of the organisation?
• What does this mean for you, your team, your organisation?

What is resilience?
Dictionary definitions of resilience include concepts like flexibility, suppleness, durability, strength, speed of recovery and buoyancy.
Central to the understanding of resilience at individual and organisational level, is the ability to remain calm, effective and accurate, in spite of working in highly pressurised environments that are constantly changing.

Let Momentum4 help your business develop resilience. Contact us now for more information.