For leaders of teams that have already invested in their people.
Why aren't we getting the ROI we designed for?
The answer is something most organizations have not tried yet.
Sara Stockinger | Cognitive Coach | ICF-ACC, MBA
For leaders of teams that have already invested in their people.
The answer is something most organizations have not tried yet.
Sara Stockinger | Cognitive Coach | ICF-ACC, MBA
Your employees are not benefiting from your efforts the way you expected, and the reason is not what most organizations assume.
The world your employees are navigating has never demanded more of their nervous systems. Chronic stress is no longer an occasional response to a hard week. It is the baseline condition most people are operating from before they walk through your door.
Constant stress reduces access to the part of the brain responsible for learning, self-regulation, and collaboration.
The people your programs are designed to reach have no capacity left to slow down for them.
Restoring your employees' capacity is what closes the gap.
I work with leadership teams to restore that capacity. I design sessions around the specific challenge your organization is navigating so your people can finally access what you have already built for them.
On average, only 10 to 20 percent of what employees learn in training programs transfers back to the job.
Association for Talent Development
Of leaders report feeling used up at the end of the day, yet only 15 percent feel prepared to prevent burnout on their teams.
DDI Global Leadership Forecast 2023
Managers account for at least 70 percent of the variance in employee engagement across business units.
Gallup, State of the American Manager
Every series is built around the specific challenge your organization is navigating and designed around your situation.
Sessions are delivered in person, spaced deliberately. The brain consolidates new behavior in the gaps between sessions, not during them. That is where lasting change actually happens.
Most engagements begin with three sessions of two hours each and are adjusted based on the size of the team and the complexity of the challenge.
When your people can perform at their best under pressure, the investments you have already made start working better.
The gap between the potential you hired for and the performance you are seeing begins to close. That is what makes investment in your people finally pay off.
I spent 18 years at Deloitte, much of it leading teams through high-stakes, high-pressure conditions. I know what it costs an organization when the people leading it are running on empty, because I was once that leader.
My approach is grounded in applied neuroscience, ICF-accredited coaching methodology, and the NeuroLeadership Institute's brain-based frameworks, built on an 18-year career inside one of the most demanding professional environments in the world.
For senior leaders looking for private one-on-one cognitive coaching, that lives here: mycognitivesolutions.com.
If what you have read reflects what your organization is facing, email me at sara@mycognitivesolutions.com and we can talk about what a series would look like for your team.
Contact Sara