An approach to problem solving. It involves taking action and reflecting upon the results. This helps improve the problem-solving process as well as simplify the solutions developed by the team.
A technique of careful listening and observation of non-verbal cues, with feedback in the form of accurate paraphrasing.
Behavioural change psychology
The study of how and why human behaviours change, citing environmental, personal, and behavioural characteristics as the major factors in behavioural determination.
The study of the cognitive processes and the behavioural interactions between people, aiming to accomplish legitimate, objective conclusions through rigorous formulations and observation.
Cognitive Behavioural Coaching (CBC)
An approach that leads the client through cognitive, behavioural and imaginative techniques, and process that results in realizing its realistic goals.
The level of enthusiasm and dedication a worker feels toward their job. Linked to job satisfaction and employee morale. Engaged employees are more likely to be productive and higher performing.
Emotional intelligence (EQ)
The ability to understand, use, and manage your emotions in positive ways to relieve stress, communicate effectively, empathise with others and overcome challenges.
Measures environmental and wellbeing factors in the physical environment.
How biology, psychology, behaviour and social factors influence health.
Higher subjective wellbeing
A higher level of satisfaction with life and experiences a greater positive affect and little or less negative effects.
Neuro-Linguistic Programming (NLP)
A psychological approach that involves analysing strategies used by successful individuals and applying them to reach a personal goal. It relates thoughts, language, and patterns of behaviour learned through experience to specific outcomes.
Organisational Resilience & Performance measures factors that impact resilience and wellbeing in the psychosocial environment.
A prioritised people plan built to drive employee engagement, productivity, and retention.
An ongoing process which helps build and maintain effective employee and supervisory relationships. It can help identify an employee's growth, and help plan and develop new skills.
Emphasises the positive influences in a person's life, including character strengths, positive emotions and constructive institutions.
The belief that one can speak up without risk of punishment or humiliation which is a critical driver of high-quality decision making, healthy group dynamics and interpersonal relationships, greater innovation and more effective execution in organisations.
Automated, structured frameworks to ensure an unbiased evaluation of psychological characteristics, such as personality, creativity, intelligence, motivation and values. Various psychometric tools evaluate skills, abilities, personality, values and motivation.
The capacity to recover quickly from difficulties.
RQi™ ‘Resilience Quotient Inventory’
The only evidence-based psychometric tool which measures a full range of factors that strengthen resilience and help personal development at work.
Six Elements of Resilience
RQi scales to assess purpose & fulfilment, positive mindset, supportive relationships, managing problems, emotions and physiology to provide a comprehensive test for resilience.
Topic, Goal, Reality, Options and Way Forward. A coaching model to record goals obstacles, commitments and timescales in organisations.