Training for teams, managers and HR
Sustainable performance
How to support energy, attention and working capacity in the interplay between the person and the work environment?
The ability to work does not depend only on a person's ability to rest, set limits or manage himself better. It is also affected by workload, clarity of roles and priorities, interruptions, relationships, engagement, meaning and the ability to recover during the workday.
This practical training helps to look at work ability simultaneously from the individual, team and organizational level. Participants will learn to spot early signs of overload, map energy-supporting and energy-draining factors, and choose one realistic step to change in self-management, collaboration, or work organization.
Practical information
What do we do in training?
The whole picture of work ability
Participants look at work ability from the individual, team and organizational level and distinguish factors that can be influenced individually and that must be solved through work organization.
My and our early signs
Let's map the early signs of overload and see how to notice them in the work of yourself and your team before the work capacity has already dropped significantly.
What supports and what consumes?
Using the PERMAH framework and practical questions, participants explore which factors in their work support energy, engagement and recovery, and which consistently reduce them.
Responsibility on three levels
We distinguish the responsibility of a person, manager or team, and organization. This helps to avoid a situation where maintaining the entire working capacity rests on the shoulders of a single employee.
One realistic next step
Each participant chooses one personal step and the group, if possible, one team or organizational change to test after the training.
The focus of the training is not collecting as many well-being techniques as possible, but finding those places where a small and realistic change can really support the ability to work.
What will the participant and the organization get?
One training does not solve systemic work organization problems. This helps to make them more visible, creates a common framework and provides a starting point for further decisions.
Who is the training suitable for?
The training is suitable for an organization or a team that wants to:
The training is not a medical evaluation and is not a substitute for occupational health, psychological or medical support. It is about prevention, raising awareness and finding practical next steps.
Format and customization
Emphasis can be tailored to whether the participants are employees, managers, HR or a mixed group. Before the training, we specify whether overload prevention, recovery, involvement, the role of management or analysis of working conditions are more important for the organization at the moment.
Further development
The training creates a common understanding and helps formulate the first changes. A more lasting impact requires that the chosen steps are actually tested and later reviewed to see what changed and what needs to be resolved at the team or organizational level.
Training can be linked to longer development cooperation or team mapping if the organization wants to get a more accurate picture of the conditions that support or limit work ability, involvement and cooperation.
How does booking a training work?
Step 1
You send an inquiry and briefly describe your need.
Step 2
If needed, we arrange a short call to clarify the goal, participants, and format.
Step 3
I propose a suitable solution and send you an offer.
Do you want to support working capacity in a way that takes into account both the person and the work environment?
We talk about your organization's need and find a suitable focus.