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Activate New Potential in 2019

Activate new potential in 2019

How much of your potential are you using?

The latest research from Egon Zehnder (2018) proves that CEOs believe people are operating up to 50% below their potential. Disruptive change, AI, stress, poor productivity, work/life balance, low engagement levels and silo working are all taking their toll.

If you’d like to activate more of your potential in 2019, two of the latest approaches that could make a dramatic difference are boosting your neuro-agility and motivational intelligence. >Download our guide to activate new potential in 2019.

 

Neuro-agility Guide – Why is Neuro-agility Relevant Today?

Activate new potential in 2019

 Neuro-agility is about the readiness of all senses and brain regions to function as one integrated whole-brain system, being receptive and responsive to bio-chemical impulses at optimum capacity under new, and potentially stressful, conditions.

With the advancement of technology and artificial intelligence, more and more adopted to overcome human limitations, increase productivity and reduce inefficiency, the future workplace is uncertain. To adapt people’s roles in light of these changes, it is likely that companies will have to invest in upskilling their employees or making them redundant. Neuro-agility will enable people to learn skills faster, reduce the risk for human error and become more engaged in their work.

>Download our neuro-agility guide

 

Motivation Research; 20 year olds are the least motivated workers in Britain?

Our study found that 20 year olds are the least motivated workers in Britain.

Key work turn-offs that make 20 the golden age of demotivation include little work/life balance (33%), too much stress (25%), workplace bureaucracy (22%), conflict and tension (20%). Scoring just 5.9 out of a maximum ten, these young Gen Z-ers are also demotivated by job insecurity and uncertainty, and the team they work with.

The UK’s most motivated workers are 51 years old, scoring 7.7 out of a ten on average. These enthusiastic workers are driven by flexible working options work that stretch and challenge them, opportunities to learn and develop their, or their team’s expertise.

Click here to download the research

Mini Guide to Motivating Yourself and Others

 Mini guide to motivating yourself and others

Research shows that less than 50% of people are accurate about what really motivates them. Helping people professionals understand what motivators are driving them and their people is often the missing link to activating more potential and enhancing performance and engagement. Motivational mapping, a tool created by James Sale, provides ground breaking insight into how to measure, map and improve anyone’s motivation

>Download our mini motivation guide

 

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State of Leadership & Change Research

It could be argued that organisational leaders are now facing one of the most challenging periods in change leadership for over 30 years, but our research has found that while 90% of senior management expect organisational changes ahead of Brexit, 42% are not worried and 26% ‘not at all worried.’

The top four expected changes are to source additional markets outside the EU (24%), to restructure and cut costs (21%), to reorganise (16%) and to relocate (16%).

75% say leaders are getting better at managing change, with 60% of respondents saying their businesses had met their objectives for change in the past few years

>Download a full copy of the research. 

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Beating Bias to Drive Diversity

We will be exploring what unconscious bias is and how it can affect decision-making processes and the effectiveness of your team or organisation. It is now believed that one of the reasons we have not made greater improvements in diversity and inclusion is because of our unconscious biases. The Open Plan white paper conducted by Property Week showed that the construction industry is still a long way from being diverse.

But does it really matter? The industry has survived thus far with its current demographic, we believe it does, clients are changing and with the war for talent we need to ensure that the industry has the right people to deliver the huge increase in infrastructure that is needed.

>Download a full copy of the white paper