Notion Blog and News
Laura Ashley-Timms and other members of the team at Notion share their insights, thoughts, views and ideas with you about coaching, engagement, improving performance and creating dynamic cultures at work... as well as any great ideas they come across of best practise in the business world.. Enjoy!
It’s hardly surprising that 90% of executives believe that learning and development is a top priority when a whopping 87% of Millennials are telling us that development is important to their job.
But, equipping people with the skills to do their current job is not enough. Millennials in today’s organisations are looking for career development too, so organisations must also be ready to prepare employees for their next job. Taking a longer term approach to talent management will be a prudent move for organisations, as according to the 2018 Workplace Learning Report, ‘94% of employees predict that they would stay at a company longer if it invested in their career development’.
Notion, a global expert in behaviour change, has partnered with the University of Exeter to support them in their unabated commitment to being a Great Place To Work.
50 academic and professional staff will join Notion’s revolutionary, 100% virtual, blended management development programme - STAR® Manager - from July 2018.
It has long been acknowledged by much of the business community that coaching is what sets exceptional organisations apart from the rest. Yet Notion started working with BT in the wake of a period of significant change and controversy for the telecommunications company. During this difficult period, the company had faced challenges that had left them a little battle worn but ready for change. Our challenge was to help BT restore their brand advocacy and improve employee confidence by helping them to modify the behaviours of their internal communications team.
It has long been acknowledged by much of the business community that coaching is what sets exceptional organisations apart from the rest. Yet when coaching initiatives fail to deliver desirable levels of performance many organisations withdraw investment, or simply allow their initiatives to fester. When this happens, then yes, coaching is indeed an indulgence.
So what can organisations do to make sure that coaching delivers show stopping levels of engagement, productivity and performance, rather than be seen as an indulgence?