(CLP) Programs

Appleton Greene corporate training programs are all process-driven. They are used as vehicles to implement tangible business processes within clients’ organizations, together with training, support and facilitation during the use of these processes. Corporate training programs are therefore implemented over a sustainable period of time, that is to say, between 1 year (incorporating 12 monthly workshops), and 4 years (incorporating 48 monthly workshops). Your program information guide will specify how long each program takes to complete. Each monthly workshop takes 6 hours to implement and can be undertaken either on the client’s premises, an Appleton Greene serviced office, or online via the internet. This enables clients to implement each part of their business process, before moving onto the next stage of the program and enables employees to plan their study time around their current work commitments. The result is far greater program benefit, over a more sustainable period of time and a significantly improved return on investment.

Appleton Greene uses standard and bespoke corporate training programs as vessels to transfer business process improvement knowledge into the heart of our clients’ organizations. Each individual program focuses upon the implementation of a specific business process, which enables clients to easily quantify their return on investment. There are hundreds of established Appleton Greene corporate training products now available to clients within customer services, e-business, finance, globalization, human resources, information technology, legal, management, marketing and production. It does not matter whether a client’s employees are located within one office, or an unlimited number of international offices, we can still bring them together to learn and implement specific business processes collectively. Our approach to global localization enables us to provide clients with a truly international service with that all important personal touch. Appleton Greene corporate training programs can be provided virtually or locally and they are all unique in that they individually focus upon a specific business function. All (CLP) programs are implemented over a sustainable period of time, usually between 1-4 years, incorporating 12-48 monthly workshops and professional support is consistently provided during this time by qualified learning providers and where appropriate, by Accredited Consultants.

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Executive summary

Simplified Wellness

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The Harvard Business Review predicts that wellness will become the newest metric that employers will use to analyse and assess their employees’ mental, physical, emotional and financial health.

The relationship between ignored workplace environmental and organisational variables, employee mental health, and the ensuing absences and illnesses is being increasingly recognised across industries.

Without any doubt there’s now a clear link between productivity and mental health and wellbeing.

According to Champion Health’s annual report:

• Around 60% of workers feel anxious, and females are more likely to feel anxious than males (62% female compared to 37% male).
• Almost 60% of workers are experiencing musculoskeletal pain.
• Workers aged 25-34 are most likely to experience anxiety, depression and financial stress.
• 52% of professionals are experiencing symptoms of depression, with a quarter of these experiencing clinically significant symptoms.
• More than half of respondents say they feel fatigued and 53% reported that they believe this is impacting their productivity at work.

With statistics like these, it’s easy to see how the need for wellness metrics in organisations is long overdue. But it’s not as simple as adding a few criteria for measurement and moving on; every organisation will have different wellness needs, because every organisation is unique and is made up of a unique set of individuals.

The goal of employee wellbeing is to improve everyone’s health. When discussing healthy and effective persons or workers, it is not just about physical wellbeing; there are other aspects of wellbeing that also need to be included.

Essentially this means that ONLY bespoke wellness solutions will create a strong outcome for each organisation. Creating metrics – and the measurement process for those metrics – will also be unique to each organisation, because they are a direct output of the strategic organisational health and wellness plan that is created.

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We’re way past the time where organisations can buy an ‘off-the-shelf’ solution for their health and wellness problems. Why? Because a ‘one-size-fits-all’ approach is ineffective. Stress, burnout and exhaustion have been seriously out of control for decades, and it’s only now that these issues are formally being linked to significant expense on the company’s bottom line.

In any market or industry, without the knowledge or experience to create something like an organisational health and wellness plan, it can seem like the only way to tailor-make a plan that’s specific to your organisation is to bring in outside expertise.

Maybe that has been true in the past. But the reality is that the best person to create a wellness solution for you … is YOU!

Ultimately, intention always trumps budget.

So many organisations and people have found themselves with two options – either a solution that doesn’t work or no solution at all – because they believe that they can’t afford a bespoke solution.

The truth is, it doesn’t matter what the budget is. There are simple, easy and practical activities which employers and employees can action that support the health and wellbeing of the workplace and, importantly, the individuals within it.

The key is in knowing where to start, and what questions to ask along the way that will give you the information you need to put in place the most efficient and effective wellness program for your organisation and the people in it.

Empower your people to take responsibility for their own health and wellbeing and then provide support from the organisation and you’ll super charge the results.

Engagement and collaboration are critical – for both the organisation and its employees. Without them, the program has limited capacity to provide impact. If, however, you involve key people from the beginning of the process, then you will truly create a bespoke program that is FOR your people.

Your people are crying out for solutions that really work. They don’t want fluffy, superficial, ‘tick-a-box’ solutions.

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They want tools and resources that actually help them make significant change in their lives.

Without great health, your capacity to reach your true potential is severely limited. This is true whether it’s applied at the organisational or the individual level.

This ‘Simplified Wellness’ program provides a toolset and resources to assist people to firstly understand wellness, then work out what’s going on for them, and finally provide them with the process to create the solution that’s tailor-made for them. That toolset can then be used to develop the workplace wellness programs, which are tailored to individual needs and, at the same time, bolster the corporate strategy.

The tools show you how to put the people at the centre of your wellness program, and the way that this then creates the strength of the wellness platform for your whole organisation.

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