Get the tools that skill you and your staff to thrive in an AI-dominated society
General low-stakes programs preparing you for low and high-stakes situations. LET'S CHATMAIN OUTCOMES
Beyond the inevitable rise in motivation, connection, curiosity, creativity and confidence your people gain, we go a step higher and teach the skills to:
Strategise more effectively
Help managers to navigate and manage various stakeholders within a variety of complex relationships where ineractions are important
Improve internal business processes
Upsell and on-sell to customers better
Reduce errors and unnecessary mistakes in any work environment
Be more at ease with change, fear and uncertainty
Break down silos
Be more at ease with agility and shifting with market trends
Be more in the moment as much during the day
Sharpen their quick thinking
HIGHEST RATED PEOPLE CHALLENGES FOR 2023-2025 AND THE FUTURE OF WORK
Addressing the most urgent human skills issues (e.g. cybersecurity, flexible work, govt legislation) for decision makers, HR, People and Culture ,and operations managers.
These are just some of the issues we have identified.
- Turnover/’Quiet Quitting’/Talent management 1 2 3 4 5 6
- Remote teams/loneliness/communication with/back to office 1 2 3 4
- Stress and mental health/resilience 1 2 3 4
- Skills shortage 1 2 3
- Transfer skills to their people/upskilling 1 2
- Learning and development/human sustainability 1 2
- DEI/Neurodiversity 1 2
- Motivated staff/resilience 1 2
- Planning for workforce of the future/competition for talent/succession planning 1 2
- Psychosocial hazards 1
These are sourced from articles and white papers issued by DLPA, Gartner, Randstad, Robert Half, Deloitte, Fast Company, Culture Amp, Gallup, MyBusiness, UCL School of Management, HRM, and the University of Melbourne.
HOW REBOOTER GROUP PREPARES TEAMS TO ADDRESS THESE CHALLENGES
We deal with organisations where people have to get on with each other to get the work done. Once teams are actively listening, actively accepting, postponing judgement and building on each other’s ideas and suggestions, you start to see a shift in motivation, trust and performance. Once teams across an organisation adopt this, it feeds into a positive effect on revenue.
Depending on how much you invest in this innovative process, you can see some substantial change occur in your people, with buy in from management at many levels.
That is how you start to get the same-page mindset that F1 pitstop teams have when needing to change tyres.
WAREHOUSES AND OTHER HIGH SAFETY LOCATIONS
Without active listening, physical work environments are less functioning and safe. The more people actively listen, the less errors made and the greater the level of coordination. Be it at the dockyards, in warehouses or on an oil rig.
All done in a low-risk setting, with immediate real life appliecation, prepping you for real-world scenarios.
Virtual or in-person • from 30 minutes to 7 weeks • for small teams and whole organisations
Each insight and applied improvisation competency is directly tied to workplace application and strongly encouraged for regular implementation, ensuring sustainable long-term returns on investment. This gives greater returns than typical seminar-style workshops or purely role-playing seminars.
CORE OFFERINGS
FRAMEWORK SESSION ☞
Get a full map of where the blocks in your staff’s communication are.
FOUNDATION PROGRAM ☞
Gain the basic skills and tools to shift your culture to a more connected and collaborative culture
NEUROPLAY PROGRAM ☞
Establish new ways of communicating and connecting as the default culture.
TAILORED OFFERINGS
CHANGE MANAGEMENT ☞
Reducing resistance to change and VUCA • Bringing all staff on board for change
CONFLICT RESOLUTION ☞
Find common ground more easily • Quicken the conflict resolution process
CUSTOMER SERVICE AND CX ☞
Bring the Trust Equation into all dealings with customers • Create longer-term relationships • Develop the skills to be in the moment with each customer through the day, no matter how many
DESIGN, INNOVATION AND IP ☟
EX, ROLES AND TEAMS ☟
LEADERSHIP AND MANAGEMENT ☟
RECRUITMENT AND ONBOARDING ☞
Sort out truly connected candidates to the organisation • Keep employees on the pathway to integrating values of the organisation into their lives and keep the organisation supporting and respecting its new employees
