Human Capital Engagement & Leadership
“There are only two ways to influence human behavior: you can manipulate it or you can inspire it”
Alex has worked with organizations in the healthcare, banking, mining, transport, engineering and telecommunications sectors.
He integrates cutting-edge human potential strategies and principles that assist businesses to develop human capital solutions and achieve results in:
Effectively increasing staff engagement to achieve the organization’s objectives.
Empowering and inspiring team members to increase productivity at the workplace and working remotely.
Assisting executives to build solid teams by improving their communication style.
Activating leadership in their teams.
Developing strategies to maximise focus and ultimately increase profitability.
Organisations and leaders face challenges caused by factors that they could be unaware of
LACK OF ENGAGEMENT. According to Gallup’s State of the Global Workplace report only 15% of employees worldwide are engaged at work. Engagement has a direct impact on customer service, business reputation, productivity, sales, profitability, absenteeism, employee turnover rate and safety amongst other key metrics.
MANAGEMENT OF CHANGE AND CONFLICT. Changes in a team structure, functions, technology can result in poor collaboration, lack of synergy and cohesion between team members. Another common factor is not being completely effective in communicating priorities, feedback and not orchestrating the best strengths in a team to obtain optimal results.
LACK OF SELF-AWARENESS. When leaders or their teams don’t have absolute clarity about how their own life’s vision aligns with the organisation’s they lose their sense of meaning and contribution to others. They risk losing momentum in their career. Lack of self-awareness dampens the ability to connect with and effectively influence others, and the ability to leverage the areas where employees excel.
Organisations work with Alex Perez Consulting to achieve and maximise results in:
Human Capital Leadership and Engagement
Human Capital is one of the most overlooked and untapped resources in organisations.
Leaders are responsible and accountable for getting the best of their staff as a team but also inspiring them individually to join them in living and achieving a shared vision.
One way for leaders to successfully maximise this outcome is working with their team to ensure that their personal values are in perfect alignment with the organisation’s so that they feel that their work has a meaning, a sense of contribution and service to a cause greater than themselves.
Employees are fully engaged when they see that there is a clear personal and professional development path for them, when their efforts and strengths are acknowledged, when they are offered opportunities for training, support and feedback.
New Software User Adoption
As organisations grow and evolve they may adopt new software with the main objective of incorporating new developments and being more efficient in delivering services or products to their clients.
However, often organisations face resistance from their employees in adopting a new software and they prefer to stay back with what they already know.
When users don’t adopt a new software, it can result in:
Delays in implementation and extension of the transition period which translates in having at least 2 pieces of software to maintain
Disengaged staff members can instigate insatisfaction about the new technology in other team members, a snowball effect
It can affect negatively the budget for the project
Operations can become inefficient and this can have an impact on various areas such as: the quality of customer service, waiting times, billing transactions and reputation.
Change and Conflict Management
One of the tests of Leadership is navigating change and conflict, they are inevitable in organisations, particularly during volatile times.
The challenge and opportunity for a leader is to recognise the importance of building top performing teams capable of working in collaboration, being resilient and recalibrating when results obtained do not meet the organisations objectives.
It is wise for leaders and their teams to have an understanding of the principles and dynamics that govern human behaviour.
At times the byproduct of change and conflicts resolution is identifying skills that staff need to be trained in, a restructure of the team, improving communication, setting clear guidelines, automation, uncovering bottle necks or areas where employees could be more effective and efficient in their processes.
Self-leadership
As individuals when we work for organisations we are not just a job title, we are full human beings with challenges and ambitions in other areas of our lives.
It’s not uncommon for managers under pressure not taking the time to create a strategy to develop self-awareness and assess with full transparency how well they are doing in all areas of their lives.
Self-leadership has a direct effect on how leaders:
Self-regulate their emotions
Make decisions with certainty
Express empathy when they lead their teams
Create and execute a plan towards living a self-actualised life in which their daily work is in perfect alignment with who they are and what they value most
Establish and laser focus on top priorities for optimal results
Design a plan and take action on their own skills development
These are some of the solutions provided to organisations
Facilitating Training Programs
“You don’t hire for skills, you hire for attitude. You can always teach skills”
The group training programs are customised to address specific top priority gaps in various aspects of Leadership and Human Capital development that include:
Creating alignment with the organisations’ and a sense of meaning and contribution, conducting an assessment of own values. This contributes to the quality of customer service, sales and innovative ideas.
Optimise the use of time efficiently by developing productivity strategies
Influence winning outcomes by training on values based communications with team members and clients
Resolving conflicts with others by understanding key human behaviour principles
Manage stress and identify its triggers by developing neuroscience based strategies
Skills training on delivering high impact presentations
Designing Training & Development Programs and materials.
Software Training & User Adoption
Tailored training programs to facilitate new software implementation and adoption by the user.
This solution can include:
Training needs analysis to identify the gaps of knowledge of different types of users
Designing and planning training sessions for minimal operational disruption
Perform a high level workflow assessment to determine if there are overlooked bottlenecks in the operations that could be optimised before implementing a new software
Facilitating training in person or remotely in a way that users reconnect with the organisation’s values and the service they provide to clients. This increases early user adoption of the new software, prevent delays and minimise impact on the project budget
Creation of user guides and visual aids that enhance the users confidence on using the new piece of technology
Providing post software Go Live support to assist users to navigate change and work in collaboration with them to identify opportunities for improvement
Execution of strategies for accelerating learning provided unlike conventional training approaches
It’s common for many organisations to design their learning and training programs in formats such as Lectures, in which the learner only retains 5% of the knowledge, or in the best cases they do demonstrations where employees retains only 30%.
This phenomenon was studied by the German psychologist Hermann Ebbinghaus, who discovered the Forgetting Curve.
Alex Perez Consulting works with organisations that are committed to developing their teams and implementing technology on designing and executing engaging learning solutions to maximise results.
Executive Coaching
This approach is customised for each individual to identify their own blind spots and create strategies to shift their perception of the apparent chaos. The most common results from these sessions are:
Developing effective strategies to resolve inner conflict and inspire team members
Creating a solid plan to close the gap between where they are in life and where they want to be
Learning to influence others and communicate your values in terms of their values and create a win-win situations
Overcoming the plateau state and designing a clear vision of the future
Dissolving emotional blockages that hinder confidence and their ability to achieve their goals
Understanding their true values and creating a plan to move their career trajectory in that direction
Gaining time back by managing true priorities
