We all know the business case for allocating budget to invest in staff development: it increases engagement and productivity, helps develop potential from within, and generally improves staff retention.
Smart organisations understand why offering ongoing training and development opportunities to their employees is essential. Though it may appear to increase your business costs, over time it ends up more than paying for itself.
But with so many training options out there, how do HR and OD leads, or departmental heads and team leaders, decide which course will return the best value, and have the greatest long term impact both on participants and the organisation?
Here’s why sending your team on an ORSC course may be the smartest investment you can make.
ORSC helps improve staff wellbeing
The negative affects of stressed-out staff on an organisation are well documented: increased conflict in the workplace, higher rates of absenteeism, lower productivity, reduced revenues, and so on. Unmanaged stress has serious impacts on an organisational’s capacity to meet its goals.
ORSC training provides powerful tools that help organisations better recognise and support struggling members of staff. Plus it provides practical tools for individuals to better manage their own wellbeing.
Constellations is one highly effective tool we can use to reveal all parts of the system to itself. When we clearly visualise the whole system before us, we’re able to evaluate our options and know what the system needs to do. It’s also a very helpful tool to use on oneself, giving you a map of your internal resources that really helps with stress.
Through another tool, MetaSkills, we learn how to shift the atmosphere of our environment, by consciously choosing how we want the atmosphere to be. When you consciously and intentionally walk into a meeting with ’empathy’ or ‘humour’, instead of, say, ‘anger’, it impacts the atmosphere. By applying MetaSkills we can better navigate potentially stressful situations.
ORSC can reduce co-worker conflict
Most people find conflict uncomfortable. In the workplace, whether you’re directly involved or not, unaddressed conflict usually creates a tense, stressful and demotivating environment for everyone. Left unchecked, co-worker conflict can quickly spiral into toxic communication habits such as gossiping, stone-walling or aggression. Constant, chronic conflict in the workplace leads to low morale, low productivity and high staff turnover.
But conflict is also inevitable. It’s human to have different perspectives and clashing ideas and values. Conflict will always exist. It doesn’t have to be a negative experience.
In ORSC we recognise conflict as a symptom that something new is trying to emerge. ORSC training teaches us how to work positively with conflict. We learn how to create the space needed to express conflict in a different way. ORSC gives us the tools to acknowledge clashing realities and perspectives, and positively explore alignment.
ORSC diminishes resistance to change
Resistance to the implementation of change in the workplace can seriously derail the success of new projects and initiatives. Change for most people is scary. It’s destabilising and creates uncertainty. Resistance to change is most often centred in fear of loss – whether real or perceived. It can also be the consequence of someone’s values feeling stepped-on.
Change, of course, is constant and inevitable. When we train in ORSC, we learn how to focus on the creativity in the change. ORSC helps us widen our perspective, offering a bigger explanation when we experience discomfort. Through ORSC we develop the tools and skills to gradually let go of our resistance, open up dialogue and explore opportunities.
ORSC helps create change that’s sustainable
More than half of organisational change initiatives don’t stick. When change fails, we may blame lack of proper planning, poor leadership from the top, perhaps even insufficient investment in external support or technology solutions. Smart leaders will also acknowledge employee engagement – gaining organisation-wide buy-in to the change – as another key factor.
Long term change occurs when behaviour changes. To deliver organisational change that’s sustainable, a systemic approach is required. Organisations are essentially relationship systems: an interdependent group of people, sharing a common identity or function.
ORSC training equips your staff to navigate human interactions and the tides of change more effectively and skilfully. The ORSC coaching model is based on Relationship Systems Intelligence. Training in ORSC develops improved communication, empathy and resilience, enabling members of the system to stay connected, through the highs and lows of change.
ORSC is a gift that keeps on giving
The learning in ORSC is universal. Through ORSC training we develop the concepts, skills and tools to be more effective with others, by learning to be conscious and intentional in our relationships.
Most people will first try out new behaviours at home, where it feels safe. From the boardroom to the living room, relationships matter, and ORSC training is equally applicable at home and at work. With the opportunity to start successfully applying ORSC tools in their personal relationships, employees are much more likely to bring those new attitudes and approaches into the workplace too. ORSC training brings about a permanent, positive shift that can be carried throughout one’s life and career.
Book your teams on one of our scheduled foundation courses ORS@Work: an introduction to systems-based leadership, or get in touch to organise a bespoke training solution for your organisation.