Organisational Culture & Wellbeing Clair

and

Working with your Organisation

what is workplace wellbeing?

As the word wellbeing itself is widely differently interpreted, Workplace wellbeing too is also used to mean different things.

 

When I talk about workplace wellbeing with clients, I talk about the symbiotic relationship between people and work

Workplace wellbeing describes an organisation's responsibilities and commitments to the wellbeing of its colleagues across all Six Spheres of Wellbeing

 

It's not about providing fruit in the kitchen and lunchtime yoga, it's about ensuring that colleagues' scores across all six spheres are enhanced (or at the least, not worsened) by their work, their workplace and their work life.

Workplace wellbeing isn't just about the benefits to the individual though

 

Individuals who are empowered to be well and live well, also work well.  And when the members of whole teams and then whole organisations are all well and all thrive, so too does their productivity, their performance and their possibilities

When people thrive, their organisations thrive too

But, when individuals aren't thriving, they cannot thrive in work.  Moreover, if they're only just surviving in some areas of their wellbeing, they're going to be only just surviving in some areas of their work too

Can your organisation deliver with its people in survival mode? Or does it need them on their top game, firing on all cylinders?

Workplace wellbeing isn't a luxury, it's necessity

Audit

How would you describe the wellbeing culture currently within your team /  organisation? Do you describe it?  Could you describe it? Is it consistent across all groups and colleagues?  Are you proud of it? Is it fit for future purpose? 

 

How would you like to be able to describe the wellbeing culture?

Our Charity Wellbeing Culture Assessment (TM) is a concise and efficient method of measuring the culture in your charity / organisation / team

 

It enables the identification of potential and existing boosters and barriers to strategy,  performance, delivery and /or transformation.  These are then used to create an action plan to shape and align your wellbeing culture with your mission, purpose and future ambition

Assessment

How would you describe the culture currently within your team /  organisation? Do you describe it?  Could you describe it? Is it consistent across all groups and colleagues?  Are you proud of it? Is it fit for future purpose? 

 

How would you like to be able to describe the culture?

Our Charity Wellbeing Culture Assessment (TM) is a concise and efficient method of measuring the culture in your charity / organisation / team

 

It enables the identification of potential and existing boosters and barriers to strategy,  performance, delivery and /or transformation.  These are then used to create an action plan to shape and align your culture with your mission, purpose and future ambition

Group Programmes

my blended learning group programmes for those wanting to hone their Personal, Managerial or Leadership knowledge, skills, mindset, expertise access, confidence and networks

change the stories

a 12-week group programme designed to understand, challenge and tackle imposter syndrome, fundraiser / charity guilt, and the many other nonsensical standards and unkind things we tell ourselves and expect of ourselves

 

Weekly instructional videos, tasks and group coaching calls to help: reframe internal monologues; affirm beliefs and rights; create boundaries; reclaim power, and to Change the Stories we tell ourselves.

£12.50 per week

JOIN NOW

STARTS 1ST FEBRUARY!

motivate - skills & support for managers

theory, knowledge, skills, confidence and peer support specifically for those managing fundraisers and others in he not profit and social good sectors

 

mastermind and bootcamp options - loaded with training and skills, for managing during uncertainty. 

 

Designed to add extra support and relieve pressure for managers

from £50 pcm

JOIN NOW 

thrive - THE resource for fundraising leaders

the ultimate, "can't afford NOT to have" support and growth incubator resource for leaders of Fundraising and  Income Generation Teams

Regular access to a stellar list of specialist resident -expert support, coaching and mentoring, plus planning, workshops,  networking and resource library 

JOIN WAITLIST

earlybird £75 pcm

STARTS MARCH 2021

JOIN THE WAITLIST BELOW

One to One

in the one-to-one work that I do with clients, we are able to delve really deep into a particular area of challenge or desired growth.  

 

Most clients work in 6-month blocks.  Some prefer longer term / ongoing relationships. And I also offer one-off super-sessions for short-burst, high-energy trouble-shooting

Capacity is limited - I am only able to work with ten 1:1 clients at any one time 

One-off 

Intro Session

an opportunity to test the water - to work together through a specific challenge or issue in a one-off 60-minute mentoring session.

 

In advance of our call, you share information which will help me understand your role and the situation.

 

In the session, the first thing we agree is what success at the end of the hour will look like.  And then we get on and make it happen.  

All clients get a recording of the session (if requested) and a set of my session and suggested follow-up notes

£85.00

BOOK NOW

One-off 

Super Session

a super-intensive 3hr session where we can really thoroughly interrogate or forensically examine a situation, set of considerations, or other type of challenge

Need to reimagine the structure of your team? Need a critical friend to help you with a planning or scoping exercise? Need to hide away for half a day and get laser focussed on that one thing you keep ignoring? 

 

THIS is the solution

All clients get a recording of the session (if requested) and a set of my session and suggested follow-up notes 

£240.00

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 6-month

deep-dive

a tailored and intensive six month one to one transformational experience. Over 9 calls, we identify the change you want to see, work through any blocks, picture the future you want to see, and create a route-map to get you there

The journey focuses on mindset, planning & progress 

I only take 4 - 5 deep-dive mentoring clients at any one time. 

If I currently have availability, the button below will take you to a booking page.  If not, it will take you to my waitlist

£675.00

BOOK NOW

Hear from a Client

EMMA RUSS

Regional Fundraising Manager, Alzheimer's Sociey

Working with Claire is like a breath of fresh air! Her support and mentoring helped me develop into the Fundraising Manager I am today

I love and admire her unique style. She understands what motivates me (and others), and uses that to get the very best from me.

Her ability to say it like it is and offer constructive feedback is refreshing, and I've learnt a lot from it. 

Don't even hesitate, work with her!

You'll think, laugh, grow, smile, and ever cry

AND you'll be a better fundraiser because of it

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How does it work?

While I use the generic term "mentoring", my work with individuals tends to be a combination of both Coaching and Mentoring

"Coaching is more performance driven, designed to improve the professional's

on-the-job performance

 

 Mentoring is more development driven, looking not just at the professional's

current job function but beyond, taking a more holistic approach to career

development"

kent.edu - the difference between coaching & mentoring

The success of all of my mentoring work lies in the relationship between the client and me

 

I offer all potential clients a free coffee call to allow us to get to know each other and for you to judge whether I'm the right Mentor for you

 

Then you sign-up to the package that's right for you and we get our first formal session scheduled in

 

I have some pre-session questions, which help guide our sessions - the more you are able to put into these in advance, the more we can achieve in the sessions

 

I usually work in 6-month blocks (although one-off intro and intensive sessions are available) 

 

Up-front, we will agree what your objectives are for that period and how we will ensure you achieve them

 

After each session, you receive a follow-up email with the notes from the session, and a link to book your next appointment along with questions to help focus our discussions in your next session

 

So, if you're looking for some in-the-know support; to up-level to the next stage in your role; for some solidarity during the Covid recovery phase; or for someone on-side in your new role, let's get started!

If what you're looking for is some role-specific on-the-job learning, either for you or a member of your team, to achieve some stretch goals, or need to acquire new skills or competencies , then pure coaching is probably a better fit.  

Together, we can create a programme which allows you or your colleague to learn, hone, practice and gain confidence in the new skills and competencies while already in the role (or while working towards a new role) in a safe and secure environment and without the need for days or weeks out of the office. 

 

If this is the area you think might be the one for you, book a call here and we can discuss what you need and how I could work with you to deliver it

If those new skills and competencies are around Management skills, you might want to consider my MOTIVATE programmes

Why use a coach/mentor?

Coaching / Mentoring offers many benefits to you as an  individual, to your  direct colleagues, and to your charity as a whole.  

 

In the charity sector, we know every penny really does count.  

 

And so, where a training course could potentially cover 50% of the skills, learning or development you are looking for; and might involve one case study or example with similarities to your organisation, our coaching offers:

  • 100% fully tailored content; 

  • examples which are real and relevant; 

  • on the job learning; and

  • ongoing (duration varies) support to ensure that the learning is embedded and implemented

 

UK small and medium sized charities are, by their very nature, quite flat structures, where common practice tends to dictate an individual has to "move out to move up".

 

Investing in the development of your existing staff not only brings greater skills and expertise to your organisation, but it also improves morale and loyalty and provides opportunities for good people to stay! 

 

LinkedIn’s 2018 global workplace learning trends report identified 94% of employees would stay at a company longer if it invested in their career.  

 

How many charities do not have "staff retention" or "staff turnover" on their watch-lists?

 

Coaching / Mentoring helps effect real change

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