The Connectedness Code

Connectedness, Purpose and Intent

discussions and investigations

Changing the Paradigm

Introduction

Creating environments where people thrive amidst constant change, stress, conflict and uncertainty can be a challenge.  Especially in large complex organisations that can span national and global boundaries. Equally smaller businesses have less complexity, but arguably greater dependence on fewer people being able to work together to build synergy and thrive within their environment.

At a recent meeting, results of a survey asking people to describe their dream working environment showed more than 80% of people described changes in behaviour as a way to create a more productive and satisfying workplace.

This information prompted a more detailed review about what "behaviour" means.  A common theme emerged describing a lack of communication, a feeling of isolation and a lack of understanding of where people felt they fit in the organisation - lacking a sense of position if you will.

The purpose of this Project is to build on existing research and develop a practical understanding of how Connectedness could be interpreted, "productised" and leveraged across organisations to improve productivity and increase positive energy.   The by-product of these outcomes is intended to be increased profitability and raising the profile of the organisation as an employer of choice.

Steps

Planned Process

Part 1

Enquiry and Validation We have selected a small group of people who we believe have the expertise and experience to provide some high level feedback on the concepts we are exploring. This should take about 10 to 15 minutes of your valuable time.

This is by no means an exhaustive study as we are looking to gain insight and "gut feel" instincts based on your experience.

Part 2

Survey Target Audience Based on feedback and results from the Test Sample, we will refine survey questions and styles and if satisfied with the outcome will run the full survey to the selected target audience.

Part 3

Outcomes and Actions  Produce findings and recommendations. Run a series of workshops to discuss findings and further refine the understanding of how to design a practical service to improve connectedness.

Research shows that a sense of connectedness improves general health, happiness and well-being, so how do we translate that into your organisation's culture.

The people you work with everyday have an impact on your emotional health.  How do you behave with them, how do you feel when interacting with certain people, how does the environment affect your stress levels.

 “..It’s been found that feeling a sense of belonging is an important intrinsic motivator. Abraham Maslow’s hierarchy of needs includes a sense of belonging as a major need that motivates human behavior – just like food, shelter and safety…”[1]

[1] Forbes - Connectedness at Work

Connectedness directly affects behaviour.

"People’s efforts to affiliate and to be accepted underlie a great deal of their behaviour, and failures to be relationally valued and to foster desired relationships have a strong impact on people’s emotions, self-views, social behavior, psychological well-being, and physical health..."

From an organisational point of view should a culture be nurtured to encourage and foster new relationship building, strengthening existing relationships whilst still providing continuity and high levels of service.

Employers who support social connections in the workplace and help employees form strong relationships with one another help build a successful workforce.[1]

Would you like to participate in this research?

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