Management & Relationship Wellness
HOW WE CAN HELP:
- COMPETENCY ASSESSMENT
Assessment of interpersonal awareness, abilities, behaviours, and skills (including communication, relationship navigation, emotional intelligence, conflict management, supervision, etc.) that have high impact on maintaining positive and productive relationships in the workplace.
- HIGH-IMPACT MANAGEMENT SKILLS DEVELOPMENT
Training/coaching for executives, managers, supervisors, and team leaders on the following subjects:
- Developing management abilities that have high impact on employees’ emotional wellness and work performance.
- Managing employees with mental illness and/or addictions issues.
- Managing difficult employees.
- HIGH-IMPACT RELATIONSHIP SKILLS DEVELOPMENT
Training/coaching for all levels of employees on the following subjects:
- Handling difficult or unmotivating bosses.
- Navigating sensitive cross-gender interactions.
- Developing interpersonal abilities that have high impact on the responsiveness and re-engagement of frustrated, dissatisfied and angry clients/customers.
- Developing interpersonal skills and strategies that have high impact on one’s ability to navigate sensitive, complex and/or difficult relationships with co-workers, supervisors, or others in the workplace.
- Effective conflict mediation and resolution.
- HIGH-IMPACT INTER-CULTURAL COMPETENCE DEVELOPMENT
Assessment and development of inter-cultural competence that have high impact on important business and professional engagements/interactions across different cultures.
- HIGH-IMPACT INTER-GENERATIONAL COMPETENCE DEVELOPMENT
Development of inter-generational competence that have high impact on managers’ and employees’ ability to work effectively with co-workers, supervisors, direct reports, and clients across different generations.
- DYSFUNCTIONAL CONFLICT INTERVENTION AND MEDIATION
Intervention, mediation, and resolution of serious and dysfunctional conflicts between managers, employees, and groups.
- INDIVIDUAL TREATMENT & SUPPORT
Individual therapy and support for employees dealing with stressful, difficult, and traumatic work relationship issues. Such issues may include serious conflicts, harassment, bullying, abuse, misalignment of expectations, etc.
OUR PEOPLE, YOUR ADVANTAGE
Our associates and therapists in this domain have significant experience helping individuals to recognize and address issues that affect their ability to function/perform optimally in and out of work as well as their ability to engage in respectful and healthy interactions. Majority of our associates are also seasoned organizational leaders and coaches with extensive experience in organizational management, proven leadership success as well as expertise in training and developing managers.
For service and support contact us today.
Multiple research have found that employees’ work relationships directly impact their overall wellbeing and work performance. These are relationships with their supervisors as well as their peers. When one feels that such a relationship has been neglected, disrespected, fractured, compromised, or betrayed, serious problems may emerge, including anger, distrust, tension, serious conflicts, violence, work disruptions, work sabotage, litigation, physical illness, mental distress, and disability claims. All of these in turn directly affect one’s work engagement, performance, retention, as well as overall wellbeing.
The total cost for Canadian employers for workplace relationship problems are still unclear. However, the costs of issues such as high stress, anxiety, depression, trauma, disabilities claims, resulted from or contributed by workplace relationship problems are abundant. Statistics Canada showed that 15% of Canadians deem interpersonal relationships as their work stressor while a study by Korn Ferry found that 35% of respondents cited their boss as their biggest stressor. With the cost of workplace stress projected to be $33 billion a year on the Canadian economy, those directly related to work relationships would be between $5 billion to $11.6 billion a year. Collectively, the staggering economic cost of workplace stress and related mental health issues has grown steadily to well over $51 billion annually. Over the next 30 years, the total cost to the Canadian economy will have added up to more than $2.5 trillion.
An organization is often made up of employees with different cultural backgrounds, worldviews, life experiences, and personal priorities – all trying to work together. One’s inability to competently navigate these differences or effectively deal with sensitive and difficult interactions can result in high tension and serious conflicts. When impactful conflict is unresolved or poorly managed, the individuals involved may cause or experience work disruptions, decreased productivity, distress, illness, exhaustion, and/or total disengagement from work. An article by the Conflict Resolutions Center online states that 30% to 40% of supervisors’ and managers’ daily activities are devoted to dealing with conflicts in the workplace. A well-cited study (2008) commissioned by CPP Inc. on workplace conflict found that U.S. employees spent 2.8 hours per week dealing with conflict. This amounts to approximately $359 billion in paid hours (based on average hourly earnings of $17.95), or the equivalent of 385 million working days. The study further found that 27% of employees have witnessed conflict morph into a personal attack, while 25% say that the avoidance of conflict resulted in sickness or absence from work. Some employees will leave an organization permanently due to the unsatisfactory resolution of a conflict and this turnover costs can be somewhere between 75% and 150% of the position’s annual salary.
Many executive officers, managers, and frontline employees may have gaps in their ability to navigate difficult and sensitive relations and/or to resolve conflict. Where those gaps may be and what interpersonal tendencies may contribute to those gaps can be identified and addressed. In the workplace, the stakes are high. Inability to maintain effective and productive working relationships can put one’s wellness and livelihood at stakes and/or put those of other people’s at stake. Terminating one’s employment is an option but enhancing one’s ability to deal with it is a better and much more long-lasting option.
Associates that can help:
Harassment and Bullying, Leadership Development, Psychological Safety, Work Relationships, Workplace Investigations, Workplace Violence
Cross-cultural Competency, Discrimination and Harassment, Diversity and Inclusiveness, Human Resources, Leadership Development, Management Development, Psychological Safety, Workplace Wellness
Critical Incident Response, Grief and Loss, Harassment and Bullying, Human Rights, Leadership Development, Mental health issues, Psychological Safety, Tests and Assessments, Trauma, Work Relationships, Workplace Wellness
Depression and Anxiety, Diversity and Inclusiveness, Gender and Sexual Orientation, Grief and Loss, Harassment and Bullying, Mental health issues, Psychological Safety, Trauma, Work Relationships
Critical Incident Response, Grief and Loss, Harassment and Abuse, Mental health issues, PTSD, Psychological Safety, Work Relationships, Workplace Wellness
Business Development, Business Processes, Business Start-up, Leadership Development, Management Development, Operations Management, Strategic Management