TransformBeyond Limited

TransformBeyond Limited updated their address.

INCREDIBLE NEWS,47 from 50 AIN'T BAD....businesses are starting to openly recognise the opportunity that a Hybrid working model delivers. https://lnkd.in/eG5ASwW
HERE ARE FOUR FACTS: Employee Engagement in the UK is between 10-15%, UK productivity per Capita lies 17th in the G20 group of industrial nations, SOMETHING NEEDS TO CHANGE.
Gen Z and Millennials, will not give their time to businesses that dont offer work life balance and Hybrid working;
HERE'S THE OPPORTUNITY NO ONE TALKS ABOUT,......it gives women the opportunity to enjoy Hybrid working, to balance work and domestic life!!
17 REASONS WHY THIS IS SIMPLE ,....a Harvard Business Review reported, women outperformed men in 17 out of 19 leadership skills. Which business would not take advantage of that talent pool?
A CAUTIONARY NOTE,...from Sir Cary Lynn Cooper, CBE FAcSS, UNLESS, business improves the leadership skills of its people leaders to operate in a hybrid environment, they will miss the talent opportunity, experience talent loss and further deterioration in productivity and Employee Engagement!
YOUR NEXT STEP,......come talk through how TransformBeyond Ltd can help you quickly pivot to take advantage of the unprecedented opportunities.
Penny Catterick
TransformBeyond Ltd.

No full-time return to the office for over a million Almost all of 50 big UK firms tell the BBC staff will divide their time between home and office in future.

People Leaders, here are three practical opportunities for you to start taking TODAY to begin to build TRUST with your team and ramp PRODUCTIVITY:
1 Ask your staff which of the seven elements of TRUST could you work on to improve their trust in you;
2 Begin holding weekly/Bi weekly one to one sessions, to recognise their perceptions and beliefs which build stress;
3 Ask your team to identify the characteristics of a joyful work environment. Begin measuring the current state against where they want to be.
Ask your team to hold you accountable to be trustworthy and deliver against each of these, then watch TRUST and PRODUCTIVITY rise.
Need help? Contact [email protected].

Productivity gains may seem a far reach in today's industry-office-scape. Recent research by TransformBeyond highlights that there are opportunities to significantly improve productivity without major cost. TRUST of people leaders seems to be a pain point, with only 20% trusted amongst staff, leading to stress and anxiety,....and productivity loss.
Contact me to see how on-line courses can build trust and productivity.

Today, its not enough to know, its time for people to know how!!
Changing work environments to achieve exponential change in employee joy and collective performance, is about people leaders changing their habits and behaviours so they may serve their staff.
At TransformBeyond we want to serve you strongly to create an exponentially improved environment, so we're sharing a resource that is a key tool in our 4Es programme. Atomic Habits build the platform on which to grow.
If you'd like to explore this tool with us, get in touch: [email protected]

Last week I featured on CBC's Information morning radio show. I joined Portia Clark to talk about my personal transformation journey from being a person & business/people leader driven by Ego, to one who now lives a life from my heart and is consequently flourishing, personally and professionally. I discussed with Portia how I managed my vulnerability and courage. We talked through the programme I developed to change my habits and behaviours over an 18mth period. That programme was so successful that a number of people didnt recognise my character any longer. Yes I transitioned my gender, more importantly I completely changed my habits and behaviours to become a person people wanted to relate to and build trusting, lasting relationships with.

In Tim's article there is some interesting survey results on peoples latest preference to work from home, with 63% wanting to work mainly or entirely from home and 24% who would like a 50/50 balance. There is an strong correlation between these numbers and survey results conducted by TransformBeyond, that found c.70% of respondents had challenges with their office environment. So here's the question:
- Are people wanting to work remotely because they prefer their own working space (environment) and what that does for their wellbeing, or
- Are they choosing to work remotely to escape a working environment which puts them in a state of stress and survival?
Its wonderful to consider data highlighting peoples environmental preferences, the real question is what makes the office environment an increasingly unattractive proposition?
I'd love to receive your thoughts on this question: [email protected]
https://commitmentmatters.com/2020/07/09/working-from-home-will-we-ever-go-back/

Working from home – will we ever go back? When the pandemic first struck, the chat on social media was overwhelmingly a tale of woe. People missed the office.

TransformBeyond Limited updated their phone number.

TransformBeyond Limited updated their business hours.

An article was published by Forbes today that suggests that the effect of the virus on the mental health of employees has only recently been appreciated by leaders. It goes on to suggests that using Mindfulness would help employees restore creativity and recovery;...the opposites of fear and anxiety. Let me suggest that people maybe disappointed with using mindfulness alone.

So called mental health happens in your sub conscious mind, your body. It is the deregulation of genes in people caused by perceptions and beliefs about their environment, either in work or outside. Taking 10mins of mindfulness time can help, if you are able to find the present moment in that short period; which is challenging. Perhaps rather than 10 minutes of mindfulness, use that time to work on the most fundamental life source, breath. We can go 3 weeks without food, 3 days without water yet only 3 minutes or less without breathing. Ask yourself this, how many people do you know who walk around with water in their hands, compared with the number practising breathing during the day. Here's why its important, breath has two sides to it inhalation and exhalation, in times of stress and anxiety inhalation dominates. If your seeking a level of calmness then breath needs to be in balance.

My belief and passion is that leaders of people need to know much more about the human mind and how it reacts to prevailing environments. If executives and people leaders have a greater appreciation of the environment they are nurturing, they would have greater sensitivity to how its effecting their staff, they would understand what needs to change in the environment and how leaders themselves need to change their own habits and behaviours to unlock and unleash an engaged team.

Three closing tips for people leaders:
1 Engagement your staff individually to understand how the environment is effecting their perceptions and belief;
2 Ask your staff how your habits and behaviours are contributing to the work environment;
3 Encourage staff to be mindful of breath. Learn what healthy breath feels like and help your staff to be sensitive to breath.

If I can help you further with this subject please contact me: [email protected].

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Leadership Questions:
* Are you suffering from low levels of Employee Engagement?
* Does your team spend working ineffectually?
* Are you experiencing low staff retention rates?
* Would you like your teams performance improved by at least 20%?

Passion: There is nothing more disheartening for a leader than to see their team underperform. With employee disengagement rates are up at 70%, much can be done to lift employee performance. There is nothing more exciting for a leader than to see their employees excited by their work, out there leading change, lifting performance.

Story: As a corporate Director with capabilities developed across large global OEMs, I understand those challenges that operational leaders see every day.

Traditional Methods: I was never satisfied with the outcome of engaging large Consultancy houses, where completion typically meant little legacy knowledge left to sustain performance.

There is an alternative way forward: TransformBeyond uses two methodologies to give leaders least a 20% performance lift. "4Es" is a structured approach for lifting employ engagement, "EPAE" accelerates change. Both are delivered on-line using a 6 week programme. Each has roots back to incredible change success stories.

Find out more: [email protected].

In the latest fortnightly Workforce Confidence Index which gauges how confident the UK is feeling, it has not changed over the past three reporting periods. The latest round of data puts millennials (aged 25-39) at +13 on the scale, down from +17 two weeks ago. Meanwhile, confidence among Gen X (aged 40-54) is very slightly up, and it has stayed the same among Gen Z (under 25s) and Baby Boomers (over 55s).

UK confidence overall has remained stable, with a score of +13. This is the same score recorded in the previous three editions of the index. I wonder, is this a surprise, given that the external environment in which people are generally living remains uncertain.

Key Question: From the perspective of TransformBeyond and the 4Es approach: Employees; Engagement; Environment and Effectiveness, should we ask ourselves how are People Managers seeing the challenge of helping themselves and their staff, across all generational groups, to have a brighter perception of their employment prospects and their evolving work environment?

I would love to discuss further with anyone seeking help to unlock and unleash their personal performance and that of their team in these challenging times: [email protected]
https://www.linkedin.com/pulse/workforce-confidence-index-introducing-biweekly-pulse-george-anders/

Workforce Confidence Index: Introducing a biweekly pulse on the mood of workers Whether you’re running a business or simply taking charge of your own career, these are tense times. It’s easy to feel adrift when “social distancing” makes it hard to know what customers and employees are thinking -- or even how your peers are doing.