A Key Factor
of Success

In recent years, the working environment has become considerably more complex and many sectors are undergoing a rapid pace of change due to globalisation and emerging technologies.

Even in the midst of these structural transformations, human resources remain the key factor for organisations’ success and sustainability and this requires more than ever that teams and leaders have the necessary tools to respond effectively to the continuously evolving challenges of professional life.

Organisations are therefore facing the strategic question of how best to reinforce the competencies of their teams and leaders. Many studies and international reports1The Future of Jobs Report – World Economic Forum (2018) + Global Human Capital Trends: Reinventing Social Enterprise with a Human Focus – Deloitte Insights (2019) + Experts on the Future of Work, Jobs Training and Skills – Pew Research Center (2019) + The Real Future of Work – Gallup (2019). agree that the best strategy rests upon the development of human skills (Soft Skills) that empower the workforce through the advancement of wide-ranging individual and social abilities: “adaptability, critical thinking, emotional intelligence, effective communication, resilience, empathy, compassion, self-awareness, problem solving, proactive collaboration, conflict management, creativity and continuous learning”.

The perspective opened-up by the development of these human skills, which have become more strategic than ever, is that the notion of success takes on a broader dimension, no longer limited to the efficiency, productivity and the results of the organisation, but also connected to the fulfilment of its human resources. For this reason, the strengthening of human skills also encourages organisations to reflect on the very foundations of their culture and on its possible development.

Mind of Joy Consulting has thus developed a unique and comprehensive programme that empowers teams and leaders with Strategic Human Skills to help organisations succeed in addressing these important social and structural challenges.

Our Set of
Strategic Skills

Our set of Strategic Human Skills has been defined on the basis of our professional experiences as well as empirical evidence from neuroscience, psychology, sociology and contemplative sciences.

This set, composed of a range of essential human skills that are interrelated and mutually enriching, is divided into six main areas and form the structure of our main training.

This set of skills encompasses all the knowledge, mindset and skillset that help each staff member to observe, analyse and act in the most constructive way.

> Click on each skill to learn more.

Human Skills at Work
Mental Focus
& Awareness
Human Skills at Work
Emotional
Competencies
Human Skills at Work
Subjective
Well-being
Human Skills at Work
Prosocial
Skills
Human Skills at Work
Resilience
 
Human Skills at Work
Purpose &
Engagement

The Solution to
Different Needs

Our Strategic Human Skills at Work Development Programme responds to a wide range of needs and contexts, especially when an organisation wishes to:

Ongoing professional training is now a necessity for the long-term success of any organisation. Investing in upskilling the workforce with Strategic Human Skills offers many benefits. Our programme operates at both cognitive and emotional levels; therefore, it has the capacity to improve individual and collective behaviours impacting the well-being, relationships, efficiency and outcomes of the organisation.

Especially in the current complex context, our training programme is able to help teams and leaders to maintain perspective and psychological strength.

In this case, the programme is composed of our main training accompanied by an initial and final evaluation, follow-up sessions and other components such as specific training modules tailored to the different responsibilities and activities of the organisation.

Reinforcing Strategic Human Skills helps to solve various problems related to commitment, work atmosphere, loyalty and efficiency within a group and between teams.

In this case, the programme is composed of our main training together with specific workshops to provide the context and tools to effectively engage the group (or teams) in the problem-solving process.

The rapid evolution of the technological and professional context is forcing organisations to transform their working modalities. Change Management is a challenge that requires the creation of the right conditions for teams and managers to fully understand and actively engage in the evolution process. The crucial aspect, which is too often neglected, is to take into account the psychological and emotional impact of change by equipping staff members with the mindset and skillset that will help them to engage constructively in the process.

In this context, our programme is composed of the main training preceded by a preparation seminar for CEOs and senior executives, an initial evaluation, follow-up sessions, and some specific workshops.

In the life of an organisation, some events or objectives require action to be taken at the very root of its internal culture. This might be the case when an organisation needs to:

  • Federate and motivate people after a merger, acquisition or a rapid development.
  • Implement certain social changes related to, among other factors, respect for diversity, working conditions, and behaviours.
  • Create the foundations for a more socially engaged organisation to undertake a Corporate Social Responsibility (CSR) or a Quality of Work Life (QWL) approach.

We also believe that fostering the emergence of potential leaders within the organisation is an effective leadership strategy achieved through the implementation of an appropriate culture.

In order to support the cultural transformation process of the organisation, our programme includes the majority of its components. As this is a process of all-inclusive behavioural evolution, everyone in the organisation is involved.

The long-term success of organisations do not depend only on productivity but is also connected to the fulfilment of their human resources.

Human Skills at Work