Workplace Innovation helps improve performance and working lives by releasing the full range of talent, knowledge and creativity from employees at every level.

Organisational Health Check

A springboard to innovation


Our Health Checks are not about us telling you what is wrong or right with your organisation. They are about your people telling us what is wrong or right, what can be done better, what works really well and what doesn’t.

An Organisational Health Check acts as a springboard with the potential to release innovative behaviour, improve performance, enhance employee well-being and stimulate growth.

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Insight



We know the importance of listening to employees at every level in order to understand what is working and what needs to be improved.

Our reports based on employees’ own accounts of experiences at work provide boards and senior management teams with a powerful stimulus for change, and help to define priorities for action.

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Facilitating Change and Innovation

Breaking down walls and ceilings


Workplace Innovation is at the heart of performance, growth and employee well-being. Many see it but don’t know how to implement it.

We help organizations review improvement and innovation practices by breaking down walls and ceilings and creating dialogue across hierarchies and functions so that the better argument always wins.

Workplace Innovation’s facilitators work closely with leaders, managers and employees at every level, understanding their aspirations and strengths as well as what holds them back. We seek solutions co-created by all of the main stakeholders in an issue to ensure buy-in and to minimise resistance to change.


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Working with Boards and Senior Teams

Horizon-scanning, thought leadership and rehearsing the future


What will your business look like in 2024 and what will your role be in leading it?

Seeing the world in a different way should be on the job description of Directors. Change is happening and it can’t be controlled but it can be anticipated.

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Developing Emerging Leaders

From transactional to transformational


The demands of leadership are changing. At a time of significant challenge and opportunity, leaders and managers must drive improvement and innovation while motivation and energising employees. Emerging leaders must migrate from purely transactional management to proactive, transformational behaviour while current leaders must address the question of succession.

But where are the next leaders coming from and what skills and competences will they actually need?

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Interactive Theatre

Using drama to provoke thought and motivate change

Interactive theatre in the workplace is a real eye-opener. It helps to unlock employee engagement and creativity, one of the key challenges in securing successful organisational change, improving performance and enhancing working life – but it does it very differently.

You’ll see your organisations in a completely different and thought-provoking light.

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Presentations, Facilitation and Masterclasses

Stimulating, informing and resourcing innovation and change


Expert facilitation, engaging presentations, creative thinking and interactive theatre are just some of the ways we enhance and enliven conferences, time-out sessions, in-house training and team development workshops.

We can also deliver masterclasses and provide internationally recognised expert speakers covering all aspects of people centres change, employee engagement, high involvement innovation and leadership development.

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Transformational Coaching

Achieving a new culture


We know how to coach – we do it for a living. However, we are also on a mission to help managers and leaders become inspired coaches in their own right and to introduce a coaching culture to their organisations that will achieve sustainable benefits.

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Networking and Knowledge Sharing

Remember, you are not alone


Networking, knowledge sharing, the pooling of ideas and intellectual capital are the dynamics that underpin a sustainable movement of workplace innovation and provide all organisations looking to change and to challenge the future with access to the choices open to them and the experiences of others.

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Flexible ILM Leadership & Coaching Courses 

In-house and Distance Learning


Flexibility in learning is becoming increasingly important in employee development. We are experiencing a significant increase in clients needing a more flexible approach to the delivery of our ILM programmes.

Releasing staff to attend off-site public courses can cause problems for organisations, despite the obvious benefits of individuals from different backgrounds and industries sharing their experiences as they learn together. It is not always convenient for managers to block out days in their diary to attend sessions off-site, on dates that tend to be inflexible.

We recognise this and in addition to our public courses we are able to offer a range of flexible options to make it easier for organisations and individuals to access our ILM Leadership, Management and Coaching programme.

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Challenging Times: Developing Workplaces for Sustainable Work and Retaining an Ageing Workforce

06-Jul-2016

 

By 2030 the number of people aged 55 or over in high-income countries will grow to 500 million. The benefits to individuals, businesses and the economy of retaining older, experienced people in work are increasingly evident, becoming a key concern for EU and national policymakers as well as many employers.

Until now policymakers have sought to retain older people in employment by raising the retirement age and, in some countries, by legislating against age discrimination in the workplace. At the same time, many employers and pension funds have reduced retirement benefits, especially during the recession. Such measures have made an impact but they also ignore the nature of work itself. Experience shows that forcing older people to remain in unsatisfying jobs, or to remain in jobs that they are no longer able to perform, is not the best solution for anyone involved. 

Workage is a three year EU-funded project led by Nottingham Trent University and Workplace Innovation Limited. It tests the proposition that the engagement and retention of employees aged 50+ will be improved by creating workplaces in which people of all ages exercise more discretion in their day-to-day tasks, share ideas for improvement and innovation, and help shape the decisions that affect their work. There is long-established evidence that health, job satisfaction and engagement are enhanced when employees are empowered and respected at work. Workage suggests that these factors also influence the retirement decisions of older workers.

Workage is organising two interactive conferences designed to share finding from its work and that of other key partners and stakeholders.

In London on 13th September over 100 representatives from public policy, employers’ organisations, trade unions, NGOs and universities will explore new perspectives on developing workplaces that can foster sustainable work for an increasingly ageing workforce, including new findings from the Workage project’s action research-based interventions in two UK workplaces.

In Brussels on 29th September a conference organised jointly by the European Economic and Social Committee (EESC), Eurofound and Workage will bring together up to 70 representatives from business, public policy, research and social partner organisations to explore new findings from Eurofound’s Sustainable Work Report and outcomes from the Workage project, as well as drawing on the EESC’s work and experience in this area.

The aim of both events is for participants to take away fresh insights and new perspectives on the practical actions required to engage and retain Europe’s ageing workforce and make work more sustainable throughout the life course.

To book your place at either event, click on the links above or please contact:

Kelly Start: [email protected] / +44 (0)115 848 8126

For more information, please contact:
Professor Peter Totterdill: [email protected] / +44 (0)7887 821388
Cristina Arigho: [email protected] / +353 (0)1 20432 11

 


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