We are driven by a sincere belief in our values and a passion to effect change holistically.
As coaches and consultants, we will always stop to savor and celebrate your successes. After all, this company was named intentionally — as a reminder that positive performance deserves a mindful standing ovation, no matter how incremental or insignificant the progress seems at the time. A 1% improvement each day seems inconsequential until you realize that equals a 365% improvement over one year!
We strive for radical, exemplary results. This is the basic foundation for how we achieve standing ovation-worthy outcomes for every client.
FIVE CORE COACHING CONVICTIONS
We all experience fear, and we can learn to manage it so it does not obstruct our ability to live our best lives. Confidence begets confidence, and we gain confidence through doing. So feel the fear and move through it anyway! (That’s what courage is!) Go ahead -- we’ve got your back!
We can learn to ask for help – and it is OKAY! Surrendering control paradoxically leads to peace, security, and less chaos. And most importantly, asking for help invites other people into your life, making it richer through new experiences, information, connections, and resources!
We can learn to be open to: pivoting from where we have set down roots, trying new things, discarding other people’s (perceived) expectations for us, accepting failure as a learning opportunity, and having the courage to embrace new opportunities! Seneca famously said, "luck is where preparation and opportunity meet," so let’s get ready and open some new doors together!
Of course, no one is perfect, and perfection is never the goal -- at least not with Brava coaches! Intentional, mindful, and regular practice combined with conscious awareness of the lessons from our successes, mistakes, and failures, allow us to perpetually learn, grow, and develop into more seasoned experts and human beings. To us, that's the point of hiring a coach -- to have directed guidance on how to develop ourselves and to have the accountability and support every step of the way!
This concept is really simple, and yet so effective. Learning to pause and have gratitude for the gifts in our life allows us to overcome our negative emotions without having to turn to destructive patterns and makes us aware that we have enough, do enough, and are enough.
FIVE EVIDENCE-BASED SOLUTIONS FOR ORGANIZATIONAL ISSUES
Research on different types of justice in the workplace, such as distributive, procedural, and interpersonal justice, has repeatedly found that when employees are treated fairly -- regardless of outcome -- and with respect, it engenders more trust, job satisfaction, a more positive evaluation of those in authority positions, and better performance. There is also an inverse relationship with withdrawal behaviors, which can be interpreted as increased employee engagement and organizational citizenship behaviors, the latter of which are contributions to the workplace beyond one’s job description (cleaning up the break room, organizing social events).
Research on informational justice, which is sharing information about why certain processes were used or why outcomes were allocated in a certain way, has demonstrated outcomes including increased job satisfaction, performance, organizational commitment, trust, a more positive view of authority, and a higher rate of organizational citizenship behaviors. Additionally, there is a corresponding decrease in withdrawal behaviors, because employees feel connected to the organization in a meaningful way.
When employees feel adequately supported, they are less likely to experience burnout or disengagement from their jobs. Employee engagement has been shown to result in increased creativity, performance, job satisfaction, retention, and revenue, among other positive workplace outcomes.
...but if you can’t, motivate employees with job autonomy and work-life balance. Paying your employees fair market value shows them the organization values them, which engenders trust, satisfaction, and loyalty. That said, 87% of Millennials cite ‘work-life balance’ as important when seeking out jobs, while ‘autonomy’ is cited across all generations as a job characteristic that leads to job satisfaction, improved performance, and lower burnout.
While a bad manager is a leading cause of turnover, lack of growth and development is also a major driver of poor retention. Today’s employees crave the ability to keep learning on the job, and need to know there is always a new and challenging set of responsibilities they can take on, even if the promotion is a lateral one. Given you have invested so much up front in hiring costs, it is a prudent decision to continue investing in employee development included as part of total compensation. The ROI both in correlated retention and improved performance and productivity will be healthy for your company’s bottom line compared to the costs of high turnover and constant recruiting and talent acquisition activities.
To learn more or set up a tailored plan for your organization, contact us and let’s start a conversation!
Thank you for stopping by — and congratulations on taking that first courageous step towards self-improvement! BRAVA!