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Background

From our extensive research we have found out that there are 2 elements to what makes employers successful – the right skills and the right behaviour. In the interview process this tends to be understood.

A total of 96% of employers surveyed picked mindset over skills set as the key element in those they seek and retain.

James Reed and Paul G Stoltz PhD, 2011.

Once in role, however, focus appears to be on skills training.  This is often repeated at an individual level.  Employers more inclined to look at how they can improve technical skills than behavioural skills.

Our approach

The view of AoS is that behavioural are at least as important as technical skills and, in our view, more important.  You can have all the skills in the world, but if you are lacking confidence in yourself, stressed, disengaged and unmotivated, you cannot and will not use those technical skills well as you could. We find people are often daunted by the thought of changing behaviour so we have created a simple model that enables anyone to help themselves go through this change in a manageable and life-affirming way.

Looking through the different lens we can capture the attitudes and behaviours that are limiting potential.

 

i

Every journey starts with ourselves. When we use the word ‘I’ we take personal accountability. We begin here. Only when we have an understanding of what our purpose is can we drive ourselves forward.

Diagnose

The first stage of change is to acknowledge what is working and not working in our lives. By looking through this lens we can, without judgement, admit to ourselves our true reality.

 

Appraise and Accept

Once diagnosis is reviewed and agreed we move to accepting. Understanding the limits of what we can and can’t change can be transformational for most. At this stage we encourage self-acceptance and self-compassion so that we truly accept ourselves for who we are.

 

Respond

We break down the options that are available, step by step. We create a time based action list of what the plan is and who is going to help us achieve our goals. We also identify the blocks that can prevent us from achieving these and what actions we will take to stop these old patterns.

 

Embed

At the last stage we commit to embed our learnings. We teach ourselves to notice and take control when old patterns creep in and recognise the inevitable setbacks and distractions that will come our way. This allows us to gradually make the changes that are both liberating and life-changing.

i-DARE

The iDARE model brings together our winning mentality training and provides a framework when creating change within an individual, team, department or even organisation.

The 5 step process is simple and effective in creating change and increasing motivation and resilience.

How it works

i

Change starts and ends with the individual.  This is not a ‘one-size-fits-all’ training.  This is an opportunity for anyone to take stock, praise oneself for what one does well, accept what cannot be changed and make critical adjustment to make a difference at work and in many aspects of one’s life.

Diagnose

This is the act of pausing and thinking about where we are currently.  We examine the symptoms of what might be causing the behaviours that others are feeding back to us.  Alongside this we look at the unconscious ones and the ones we like to hide! It is important to know this is highly reflective and we explore both the impact and the consequences of our action or non-action.

Diagnosis is not the end, but the beginning of practice

Martin H Fischer

Diagnose

This is the act of pausing and thinking about where we are currently.  We examine the symptoms of what might be causing the behaviours that others are feeding back to us.  Alongside this we look at the unconscious ones and the ones we like to hide! It is important to know this is highly reflective and we explore both the impact and the consequences of our action or non-action.

Diagnosis is not the end, but the beginning of practice

Martin H Fischer

Appraisal / Acceptance

This occurs at two levels.  First, before we decide what we want to develop.  We believe that it is as important to appraise what it is we already do well and accept ourselves rather than berate the self for being flawed.  It is those skills that we already have which most help us move forward.

The other part is that we accept the results of the diagnosis and agree that we are ready to make changes.  It is only when we truly see our reality rather than the fantasies of our lives that we move from denial to acceptance.

The first step towards change is awareness.  The second step is acceptance.

Nathaniel Branden

Respond

This is not didactic training whereby we tell people to ‘do this and that’; this is about individualised response. There is no one answer to what to do.  Everyone will respond in a different way and this stage is about putting together a plan that works for the individual.  It important that one moves to a conscious choice of, ‘I will’ and that these are chosen for themselves not for someone else.

Life is ten percent what happens to you and 90% how you respond to it

Lou Holtz

Embed

Sometimes we recognise a need to change and it is our endeavour that falls short.  Our philosophy is that making the change habitual through the first few months is what makes long-term change possible.  Repetitive actions of the new behaviours are required so that we literally re-wire and re-programme our brain.

Knowledge without application is meaningless

Thomas Edison

Results

100% of our learners and customers say it is our behavioural training that has made the most impact.

The results that we see with our iDARE methodology are:

  • Staff actively taking responsibility for their behaviour
  • Increased motivation with a accompanying increase in productivity
  • Sales teams that bounce back faster and increase their call time
  • Creating teams that are able to take personal accountability and mentor others
  • Great sense of well-being amongst staff

Our experienced team of occupational psychologist and facilitators design and train our workshops.  They are delivered in small groups of 15 or 1:1 either as one off days or as part of a quarterly training schedule.

Results

100% of our learners and customers say it is our behavioural training that has made the most impact.

The results that we see with our iDARE methodology are:

  • Staff actively taking responsibility for their behaviour
  • Increased motivation with a accompanying increase in productivity
  • Sales teams that bounce back faster and increase their call time
  • Creating teams that are able to take personal accountability and mentor others
  • Great sense of well-being amongst staff

Our experienced team of occupational psychologist and facilitators design and train our workshops.  They are delivered in small groups of 15 or 1:1 either as one off days or as part of a quarterly training schedule.

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