In the past companies and organizations have tried different approaches to increase productivity. Some of these approaches have been bottom line driven, some create incentives for employees, and others were not so employee friendly. Rewards and awards are great, but there is another way to create an increase in productivity, creativity, and a workforce that can adapt as things change. That is an investment into the personal development of the employees themselves. I'm talking about Resilience Training or as I like to refer to it as Healthy Habit Development. I am not just saying this because I offer a corporate training, but if you want to increase the quality of the work then increase the quality of the lives of the people doing that work. Yes, resilience training benefits the employer, but for the first time it creates a win-win situation where the employee gains something that they can take with them, beyond the office. The benefits are massive to the individual if they learn and consistently practice these habits. We'll look some benefits such as creativity, the ability to stay on task, and an increase in interpersonal communication. This only scratches the surface, but it's a good place to start.
Creativity is essentially wiped out of an over-stressed and overwhelmed workforce. High demands in short time puts people in fight, flight or freeze mode. In that mode problem solving is extremely limited because creativity is a luxury reserved for cool-headed people. Creativity is problem solving. So how, in a high paced environment, can you maintain your creativity? One way this can be done is by understanding what your "Strengths" are. Think of a strength you have, and remember a time where you got to operate in an environment that let you use that strength. I'm sure when that was happening, you were much less stressed. You may have even felt a sort of "flow state" during that time, where ideas seemed to come naturally. Once you learn what your strengths are, you can apply them to situations as you see fit. Having a workforce operating in their strengths, not because the employer created that environment, but because the employee knew how to apply the strengths to the task, creates a more creative and productive workforce.
Staying on task can be another difficult thing employers and employees deal with regularly. We all have a lot going on in life and some situations bleed into others. Just as easily as people can bring their work home, people bring home to work. This can get in the way of performance and even pose a safety risk in some situations where a person is responsible for the safety of others and themselves. At first, you may think, We're all just people and that's part of life. It's true these things happen, but we can separate distractions with a little practice. Learning how to be mindful or "in the moment" is the tool that does this. Focusing on taking purposeful and meaningful action where you are at the moment is the answer. For example, if I am fighting with my spouse at home, there is a good chance I will be in my head about what I'll say when I get home or even imagining how awful it will be to go home. The truth is I am at work and there is nothing meaningful I can do at that moment to change the situation I'll go home to later. It would be best for me to take a step back, get present, and think of where I am and what meaningful and purposeful action I can take in the moment. Perhaps, that will even put me in a better mood, and it will sure help me focus on what I'm supposed to be doing. This is critical for us humans because our minds will grab a hold of us if we let them. Staying on task isn't just good for the employer, but just as good for the employee. The same goes for getting home and leaving work at work.
These days creating interpersonal dialogue is a bit of a lost art, especially at work. A workforce that talks to each other can be the beginning of lifelong friendships. Employees spend a lot of time with each other and making friends certainly makes sense. If that isn't happening, what are some things we can learn to make that happen. We'll we can rely on our natural curiosity. When someone is talking, engage them. Let them feel heard, even if they're excited about something you couldn't care less about. Ask them questions and cultivate a genuine interest, not necessarily in the subject matter, but in them and maybe ask why this seems like such a big thing to them. People love to talk about what interests them, and if you're being honest, so do you. Supervisors or managers can do this so that people build trust. Don't ever fake this, but learn to be interested in the people you work with. This opens communication for the times they need to discuss something more difficult, whether that is a personal matter or work related concern. This habit can make employees feel valued and heard, and when employees feel that, they tend to be more dedicated. Again, employees can build up relationships outside of work by practicing this habit so it's another win-win.
As employers see the value in providing the tools for people to better develop themselves as a benefit to the company and the people they employ, we will begin to see a shift in culture on and off the job. We will see increases in productivity, communication, quality, and team building. This requires the change in workplace culture to continue towards the greatest resource, the people. If a company wants to make a better product, they need high quality materials. You can't make a great product from garbage components. Likewise, if they are looking for good employees to make that product, they can create the best by an investment into their employees personal development.
**If you or your company would like more information on the Victory Mindset Resilience Training feel free to contact Anthony Faiano through this website**