Corporate

Happy people produce better results, but many organisations now realise that unless they actively support their people to be really inspired by what they do, they run the risk of carrying an ineffective workforce.

Our corporate work includes hosting events, tailoring internal workshops, team and individual coaching and supplying our 'Vocation Identity' process as a lifetime licensed product including the support and training of facilitators. Please see also ‘Values @ Work’.

Our clients come from all market sectors and use our services in a number of ways:
To help maintain motivation and effectiveness through organisational change;
To facilitate employees changing direction or exploring promotion;
To coach individuals being redeployed, facing redundancy or early retirement;
And to facilitate performance management issues where deeper motivational factors are involved.

Please contact us at hello@passionatwork.co.uk or telephone 01628 667 363 to discuss how we can help you and your business.

Success Stories

Reorganisation

As a result of reorganising a part of their business one of our clients recently asked us to facilitate a series of workshops designed to help the team explore how their talents, qualities and ambitions matched the new requirements of the business. Through a process of co-coaching each other they discovered their personal ideal and most compelling career direction. They then supported each other until each member of the team had achieved a new role. Some of them took new roles in the reorganised business, some of them moved to a different part of the group, some moved to new jobs in completely different organisations, one took early retirement, and two others left to set up their own business ventures. All were happy with their decisions, but more importantly, they all felt they were responsible for their own futures and genuinely empowered by their managers. The management team believe they have the best possible result with the most appropriate talents and motivations moving to the new roles. They also believe they saved themselves time, money and energy by training their people to manage themselves through this change.

Promotion

Peter had been highly effective in his specialist roles in the business for many years but wanted to be promoted to manage a division of the business. His director had recommended his promotion but a number of Board members were uncomfortable about Peter making this move because they were concerned about his “people skills”. They promoted someone else into the role and offered Peter some people skills training. Peters’ motivation plummeted and from being highly effective he became withdrawn and functional. He felt undervalued and despite achieving their business results his team began to feel uninspired by him.

Peter had a series of 6 coaching sessions and identified and changed a number of unhealthy patterns in his thinking and behaviour as well as confirming his ambition and getting clearer about his real motivations and desires. The result was a complete change of perception from his team as he changed his approach and their business results far exceeded anyone’s expectations. Consequently, when the next opportunity arose for promotion, Peter was not just ready, but the most compelling choice for the Board. He has since been operating as one of their most successful directors, not just of the original division he took on, but of two others too!

Performance Management

One member of Bobs’ team, Tom, seemed to be hindering their progress by sabotaging ideas, criticising others and generally having a negative impact. Bob had raised his concerns at Toms’ last two appraisals but still there was little evidence of any change. Bob asked Tom to have a private coaching session. The result of that session was that Tom realised he had been promoted into a leadership role he didn’t really want. Whilst enjoying the recognition, status and salary increase, he didn’t enjoy the activities of management in the same way he enjoyed the activities of his practical expertise. In his last promotion he had moved from being a corporate lawyer to managing a team of lawyers and en route felt he had lost his identity and confidence. He began to realise that his critical and negative behaviour was really aimed at diverting attention (his and others) away form his own insecurity. He had a clear decision to make; either he embraced the changes needed to be successful as a manager or he could revert to being a lawyer. He explored the possibility that he feared change but came to the conclusion that he loved being a lawyer because he was in his natural element. He worried that he would ‘lose face’ if he went back to being a lawyer so chose to leave the company. He found a new job with an improved package and was happy to be able to apply his natural talents again. Bob was relieved to be able to move the whole team forward, despite having to find a new manager for the legal team. And he made that selection by checking the deeper motivations and desires of the applicants in a more thorough way than he had ever done before.

Early retirement

John a middle manager was facing early retirement after many years of excellent service. He was afraid of what the future held and his manger arranged for him to have some coaching in order to set some clear goals. He had three sessions during which he explored a number of options and expressed one of his “dreams”; to captain his own yacht around the world. Through the coaching he was able to thoroughly check the impact of his options and decided to follow his dream. His company funded his training to prepare him and he is currently sailing somewhere in the world, no doubt with a smile on his face.

Please Contact Us to discuss how we can help you and your business.