PREMIUM TOOLS

MANAGER

Managers who use the tool and support employees throughout the program can play a fundamental role in translating the soft skills that emerge from life transitions. We give managers tools to help value these rich resources and maximize their impact within the business. All of this happens before, during and after their team are enlisted on the Lifeed program.

PREMIUM TOOLS

MANAGER

Managers who use the tool and support employees throughout the program can play a fundamental role in translating the soft skills that emerge from life transitions. We give managers tools to help value these rich resources and maximize their impact within the business. All of this happens before, during and after their team are enlisted on the Lifeed program.

For Managers

These tools actively engage managers with their teams throughout their digital Lifeed journey. Through the platform, managers can select the transferable skills their team members should focus on, allowing them to evaluate and define objectives.

 

Our program for managers runs through 8 sections that mix text and video content with exercises. It can all be accessed through a personalized dashboard.

 

One of the key sections focuses on unconscious bias. It highlights the prejudice and stereotypes that act as a natural mechanism to save resources and optimize decision making, leading to unwise choices. This essentially costs companies money: it lowers performance and limits the teams’ potential. The reason for this is twofold, as prejudice victims tend to keep a low profile and managers don’t see the full suite of resources each team member has to offer.

Managers that reflect on their unconscious bias take a huge step in awareness, with lots of positive effects.

One of the key sections focuses on unconscious bias. It highlights the prejudice and stereotypes that act as a natural mechanism to save resources and optimize decision making, leading to unwise choices. This essentially costs companies money: it lowers performance and limits the teams’ potential. The reason for this is twofold, as prejudice victims tend to keep a low profile and managers don’t see the full suite of resources each team member has to offer.

Managers that reflect on their unconscious bias take a huge step in awareness, with lots of positive effects.

These tools make use of everyone’s strongest and most original soft skills by defining their working objectives in line with corporate strategy. The team climate
improves because workers feel mentored, safe and appreciated, making them work with more enthusiasm, confidence and motivation.

The team climate improves because each person feels guided and appreciated, working with greater enthusiasm and motivation. Employees become naturally more attentive as they place a greater emphasis on listening and communicating with others.

 

These tools make use of everyone’s strongest and most original soft skills by defining their working objectives in line with corporate strategy. The team climate
improves because workers feel mentored, safe and appreciated, making them work with more enthusiasm, confidence and motivation.

The team climate improves because each person feels guided and appreciated, working with greater enthusiasm and motivation. Employees become naturally more attentive as they place a greater emphasis on listening and communicating with others.

 

THE RELATIONSHIP BETWEEN MANAGERS AND EMPLOYEES STRENGTHENS, BUILDING MUTUAL TRUST AND RESPECT.

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