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Workplace Behaviour Program

Thinka’s ‘Behaviours Integration Program’ helps leaders and teams align values, culture and behaviours for better workplace relationships and outcomes.

The goal of this program is to help leaders identify tangible behaviours that bring their organisation’s values to life. This program is focussed on integrating these behaviours into the business through ‘train the trainer’ sessions and ‘meeting packs’ – empowering leaders to set expectations and establish accountability. This, in turn, helps the organisation achieve the culture they’re looking for.

Program Purpose

The purpose of this program is to clarify appropriate workplace behaviours that are aligned with the organisation’s values and culture. In carefully designing a set of constructive behaviours, employees will clarify inappropriate workplace behaviour, unravel unconscious bias, and understand the implications of being a bystander. By linking the behaviours to organisational values and culture, it frames the conversation in a constructive way and focusses on the change that needs to happen in the work environment.

Working with organisations in Melbourne, Sydney and across Australia, we know the value of operationalising values into practical, actionable behaviours. Here are some reasons why a focus on values, culture and behaviour is so important:

  1. Rise of ‘human skills’: More and more, organisations are helping employees develop both technical skills and soft skills to navigate complex and diverse work environments. Employees who display skills in communication, relationship-building and appropriate workplace behaviour will better navigate the modern world of work. 
  2. Mental health: Increasingly, Australians are experiencing mental health issues at an alarming rate. Organisations can support employees by actively encouraging constructive workplace behaviours and addressing areas of concerns such as workplace bullying and risks to people’s psychosocial health and safety. 
  3. Purpose-led business: Younger generations of employees are seeking organisations that are committed to purpose and are progressive in areas like diversity and inclusion, and stamping out unconscious bias and workplace bullying. With purpose and a strong commitment to maintaining a healthy work environment, organisations have a more compelling EVP for attraction, retention and engagement. 
  4. Increased use of global talent: Hybrid working has opened up more opportunities for teams to work across the globe and welcome diverse people and perspectives. Organisations are no longer restricted to local talent pools and can explore their options. Bringing in global talent means a strong grasp of appropriate workplace behaviour becomes even more important.

Overall, an organisational focus on workplace behaviour can help to remove unconscious bias from systems and encourage better, more constructive relationships. With a program like ‘Behaviours Integration’, coaching sessions and tools, teams can work toward building a stronger, healthier workplace culture.

Program Benefits

With the help of Workplace Behaviour Training, skills that learners can put in place to build a healthy workplace culture include:

  1. Advocacy: Advocacy is important to establish fairness and equity in the work environment. When workplace behaviours are firmly tied to values and culture, it is easier for leaders and teams to advocate as they have a very clear ‘reference guide’. With skills in advocacy, individuals can feel safe to ask for what they or their team needs and bring issues and unconscious bias to light. 
  2. Collaboration: Employees who demonstrate consistent, appropriate workplace behaviour collaborate better with co-workers. Employees with well-developed communication skills know their audience and use an appropriate manner, tone, volume and body language. They also actively include all people in conversations and decision-making. 
  3. Empathy: Finding ways to relate to other people’s experiences and the emotions they are feeling, gives team members a better insight into their co-workers. When this happens, there is greater opportunity for a healthier workplace culture and this means people are more likely to support each other to achieve outcomes. 
  4. Relationship management: Employees who seek to understand other people and appreciate their differences, are better able to maintain healthy relationships. Team members who apply an inclusion lens to interactions by responding in respectful ways to what people need, build longer-lasting connections. This also has a positive effect on team member mental health.

With a model for healthy workplace behaviour embedded in organisational values and culture, team members are better able to build constructive, supportive relationships.

Program FAQs

What is Workplace Behaviour Training?

Our ‘Behaviours Integration Program’ is specifically designed for organisations to work with their employees on establishing key behaviours that bring organisational values and culture to life. This course aims to provide participants with the strategies, tools and resources to apply their learning and build a positive and safe workplace culture. Our experienced facilitators have worked with many Australian workplaces and will share case studies and stories to help your learners.

Why should my organisation offer Workplace Behaviour Training?

Being part of ‘Behaviours Integration Program’ helps teams establish practices that firmly embed healthy workplace behaviour. It also helps participants face up to unconscious bias or unacceptable behaviour, so it can be addressed. Employees are encouraged to learn from personal reflections and small group discussions to remove barriers and blockers, so a healthy standard of behaviour can be set.

Who can attend Workplace Behaviour Training?

This program is designed to link to the organisation’s values, culture and code of conduct, so the behaviours are aligned and can be integrated successfully. It is designed for leaders or both leaders and teams who can do Thinka’s ‘Behaviours Integration Program’. together If both leaders and teams do the training together, the small group work can be designed so each group is separated for safer, more relevant discussions.

Is this Workplace Behaviour Training Program only available in person?

Thinka’s ‘Behaviours Integration Program’ can be delivered in-person or as online training; depending on the organisation’s set-up. It is typically made up of strategies, discussions and a series of activities to support the program’s learning outcomes.

The training can be complemented with coaching sessions with a Thinka coach. Coaching plays an important role in challenging old behaviours and helping participants take reasonable steps toward building newer, healthier behaviours.

We have also delivered this training as a series of webinars and as online training courses (eLearning or video learning), for businesses who have hybrid workplace environments.

Program Case Study

Behaviours Integration Program with Health & Happiness (H&H) Group

 

1. What was the objective?

H&H Group are a leading global health and nutrition company that brings together eight international brands focused on wellness. Based on their engagement survey data which showed a need for a richer feedback culture and inclusion, the P&C team asked Thinka to create a long-form program that would evolve and shape the H&H culture in a post-covid world.

2. How did we do it?

Thinka worked with H&H Group to design a program centred around these key skills and behaviours: Accountability, Communication and Inclusion. The program also included an executive kick-off session to inform and obtain their ongoing support for the program, a ‘Behaviours Integration’ launch session (which was a taster of all the workshops to come), and four key workshops aligned to the pillars. Each of these workshops came with accompanying set of integration tools to support application of the learning on the job.

3. How was it integrated and what were the results?

The workshops were delivered across the year, so the materials could be digested and distributed amongst leaders and team members. Team meeting packs, designed to be miniature workshops based on the materials the leaders covered in the modules, allowed for integrated learning using familiar language and content.

There were some impactful results from leaders who used the integration tools successfully – as it opened conversations in areas that they hadn’t discussed before, such as inclusion. Leaders were able to continue to elevate their current culture and performance with this learning experience, and align behavioural expectations between the organisation, leadership and team members.

Example program

Workshop 1

An introduction to ‘behaviours integration’ and its link to values and culture-building.

  • Thinka runs a 90 minute workshop to introduce the program and identify the values that will be operationalised

Workshop 2

Value No.1 is understood and tangible behaviours designed to bring it to life.

  • Thinka runs a ‘train the trainer’ session
  • Meeting pack designed for leaders to roll out to their teams

Workshop 3

Value No.2 is understood and tangible behaviours designed to bring it to life.

  • Thinka runs a ‘train the trainer’ session
  • Meeting pack designed for leaders to roll out to their teams

Workshop 4

Value No.3 is understood and tangible behaviours designed to bring it to life.

  • Thinka runs a ‘train the trainer’ session
  • Meeting pack designed for leaders to roll out to their teams

Workshop 5

Value No.4 is understood and tangible behaviours designed to bring it to life.

  • Thinka runs a ‘train the trainer’ session
  • Meeting pack designed for leaders to roll out to their teams

Workshop 6

Value No.5 is understood and tangible behaviours designed to bring it to life.

  • Thinka runs a ‘train the trainer’ session
  • Meeting pack designed for leaders to roll out to their teams

Workshop 7

Debriefing the program and consolidating key actions for going forward.

  • Thinka runs a 90 minute workshop to consolidate the program, with key reflections from leaders

Workshop Outline

Delivery Options

In Person Workshop

In Person

Virtual Workshop

Virtual (See Demo)

Key Outcomes

1. Leaders who understand the link between values, behaviour and culture.

2. Leaders who have a solid grasp of the organisation’s values and how they need to show up.

3. Leaders who role model these behaviours (or who are actively developing them).

4. Leaders who set expectations and drive accountability around these behaviours.

5. Leaders who reflect on the successes and ‘lessons learned’ from the program.

Possible Inclusions

1. Program Roadmap

2. Guest speakers

3. Tools for application

4. Assets (e.g. eLearning, video)

5. Coaching

6. Participant management

7. Consulting on change management

8. Activities

9. Meeting packs

10. Follow-up support

Target Audience

Senior, frontline and team leaders

Let Thinka Help You

    Q
    Our in-person delivery option maximises opportunities for robust conversation, experiential activities and intensive group work. This is no ‘death by PowerPoint’ experience – our facilitators are skilled in presenting and leading immersive experiences that get the most out of people. Supported by multimedia, attractive takeaway pages and practical strategies for using back on the job – this in-person approach is valuable for building strong bonds and bringing people together to collaborate.
    Q
    Our virtual delivery option breathes fresh life into the online experience with its almost ‘radio show’ feel. Our expert facilitators use a combination of multimedia, questioning techniques and break out activities to target micro-skills – with a focus on application. Supported by an online platform hosting custom-built materials, participants can be assured of lively, dynamic sessions that have a distinct bias to action. Going virtual keeps program sessions succinct, sharp and focused on targeting particular skills in a dynamic way.
    Q
    This is an effective program for leaders across the business who will roll-out expectations on behaviour to their teams. Executive leaders might support at the front-end of the program, but essentially it is about helping leaders in a ‘train the trainer’ style model to work with their teams on bringing the organisational values to life.