«The companies that will thrive in the future are the ones now consciously adapting their leadership practices, structures, and processes to create inclusive cultures that enable a diverse workforce to contribute more fully and continue to grow throughout their lifetimes.»
EmployAgility
More and more companies are telling their employees that they need to “own your career and take responsibility for their own employability”. In the fast-paced world of changing market dynamics, new business models and digital developments the days of “a job for life” are long gone.
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But what does it really mean to be “employable” and what does it take to stay employable for longer?
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Empirical research* conducted with employees in Switzerland reveals:
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Employability is not limited by age – but by lack of “openness to experience”
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Current social norms and cultural constraints are holding us back
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It’s to update our thinking and actions in 5 key areas of our working lives
From the back cover:
"Increased longevity means that current structures for employment and retirement in Switzerland are not sustainable. To enable individuals and companies to thrive in our ageing society, changes in our social norms and attitudes about work and ageing need to occur.Philippa Dengler examines what these changes are, and what companies can do to support their employees to take control of their individual employability for a longer life.The practical implications benefit individuals, the companies they work for, and society as a whole."
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Published by Springer and available at Springer.com or Amazon.
From employability to employAGILITY
It’s time for a paradigm shift in the way we think about employability. It’s time to create new norms that enable our EmployAgility and will enable us to thrive in our fast-paced, increasingly digital, global world.
Watch this 3-minute video for an overview:
EmployAgility is a person's willingness and ability to shape their working life flexibly in order to adapt to changing circumstances - and thrive in them.
The EmployAgility Framework
The EmployAgility Framework is based on research from psychology, neuro-science and behavioural science. It is designed to help individuals and people in leadership positions who are driven to develop and lead teams make data-based decisions on what to do to improve their EmployAgility.
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2 ways to use the EmployAgility Framework
The way to use the EmployAgility Framework for Individuals
Reflect on your own employAgility, discover your EmployAgility Index score and get inspiration for what you can do. Simply create a free account at www.employAgility.ch and use our tool for honest self-reflection.
What people say
EmployAgility
More and more companies are telling their employees that they need to «own your career and take responsibility for their own employability». In the fast-paced world of changing market dynamics, new business models and digital developments the days of «a job for life» are long gone.
​
But what does it really mean to be «employable» and what does it take to stay employable for longer?
​
Empirical research conducted with employees in Switzerland reveals:
-
Employability is not limited by age – but by lack of «openness to experience»
-
Current social norms and cultural constraints are holding us back
-
It’s to update our thinking and actions in 5 key areas of our working lives
From the back cover:
«Increased longevity means that current structures for employment and retirement in Switzerland are not sustainable. To enable individuals and companies to thrive in our ageing society, changes in our social norms and attitudes about work and ageing need to occur.Philippa Dengler examines what these changes are, and what companies can do to support their employees to take control of their individual employability for a longer life.The practical implications benefit individuals, the companies they work for, and society as a whole.»
​
Published by Springer and available at Springer.com or Amazon.
From employability to employAGILITY
It’s time for a paradigm shift in the way we think about employability. It’s time to create new norms that enable our EmployAgility and will enable us to thrive in our fast-paced, increasingly digital, global world.
Watch this 3-minute video for an overview:
EmployAgility is a person's willingness and ability to shape their working life flexibly in order to adapt to changing circumstances – and thrive in them.
The EmployAgility Framework
The EmployAgility Framework is based on research from psychology, neuro-science and behavioural science. It is designed to help individuals and people in leadership positions who are driven to develop and lead teams make data-based decisions on what to do to improve their EmployAgility.
​
2 ways to use the EmployAgility Framework
For individuals
Reflect on your own employAgility, discover your EmployAgility Index score and get inspiration for what you can do. Simply create a free account at www.employAgility.ch and use our tool for honest self-reflection.
You’ll receive a confidential report with your EmployAgility Index Score, your results and concrete recommendations based on your results. Then it’s up to you to take the first steps and try out some of the things can do to start increasing your employAgility today.
We recommend that you enhance and accelerate your success by involving a trusted EmployAgility Coach. The coach’s curiosity, deep listening and powerful questioning can help you make sense of the report, bridge critical gaps faster, empower your talents and develop an agile mindset to embrace the future. Combining the reflection and the report with professional coaching is most powerful: Strong coaching insights and learnings happen in co-creation. It’s more fun when done together!
For companies
If you are going to tell your employees to take responsibility for their employability (and you should) you need to create the cultural environment which shows you are serious about letting them do it (and you can).
The EmployAgility Framework provides team leaders, Human Resources professionals, Learning and Development specialists, senior business leaders and CEOs with data on where to focus and advice on what changes to make and how. It’s an excellent opportunity to demonstrate true Corporate Social Responsibility and manage your resources sustainably.
Raise awareness and spark curiosity with your team or whole organization with our keynote presentations
Step 1
Keynotes
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Step 2
Online self-reflection
Step 3
Leadership
report
Invite your employees to do the online self-reflection (with immediate value to them personally)
Understand the data and recommendations for your team or organization with our EmployAgility Leadership report
Work with our trusted EmployAgility coaches to enable deeper insights and focused development with workshops and coaching
Step 4
Workshops and coaching
Co-create with our change management consulting to develop a culture where employAgility becomes the new norm in your organization
Step 5
Consulting
What people say
Diversity & Inclusion
«Diversity is being invited to the party, inclusion is
FEELING
COMFORTABLE ENOUGH to dance.»
(Adapted from Verna Myers)
Diversity and inclusion should be an integral part of good people strategy. It impacts the employee experience at every stage; as a potential candidate, as an employee, a leader and an alumni.
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The positive effects of a diverse workforce and an inclusive culture can be felt throughout your entire eco-system of suppliers, customers and the markets you operate it.
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I love to co-create with leaders who see the need for more diversity and more inclusive behaviour and put my experience and expertise to work to:
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get clarity on their vision for an inclusive workplace
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develop an inclusive strategy integrated into their people strategy
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develop a pragmatic approach and roadmap to raise awareness, change processes and policies, evolve leadership practices and embed new norms and behaviour in the company culture
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The result is a workplace in which people of all ages, genders and backgrounds can give their best and the resulting increase in engagement, productivity and creativity speak for themselves.
What is «Diversity» and what is «Inclusion»?
A simple way to think about it is:
Diversity refers to the things we can count or categorise:
visible things like gender, age, nationality but also things that are not immediately visible like preferences and personality traits as well as cognitive diversity relating how we think, approach problems and find solutions. It’s about having a good mix of differences in your teams.
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Inclusion is what we feel:
a sense of belonging to the team whilst being valued for my uniqueness as an individual. Feel valuing and respected for who you are, part of something bigger than yourself and able to speak your mind. It’s about creating a space in which everyone can share their ideas freely and bring their whole self to work.
Diversity without inclusion is hard work and counter-productive. Inclusion with diversity unlocks hidden potential, creativity, productivity and a is proven to have significant positive impact on business performance.
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Let’s discuss how to develop a truly inclusive culture which harnesses the power of diversity in your teams – contact Philippa.dengler@conscha.ch
What people say
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About me
I draw on 20 years of experience of change management in organisations including:
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Change Management Consultant
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Team Leadership (Operations and Experts)
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Project Leader and Programme Leader
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Project Management Office Leader
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Coach for Continuous Process Improvement & Lean
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Six Sigma Master Black Belt
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MSc in Business & Economic Psychology
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Research into Lifelong Employability
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A naturally communicative extrovert I value relationships based on trust, respect and as partners on equal footing.
My structured working style and love of connecting the dots allows new perspectives come to light.
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Collaboration with clients, partners and specialists in my broad network creates genuine value-add for my customers.
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As an optimistic realist I love to take on change as an opportunity for growth – and to get others enthusiastic about it too.
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I am passionate about enabling people to give their natural best at work. I'm comfortable and communicative at all levels of an organisation in English, German, Swiss German and French.
Contact me
An initial discussion could be the start of successful collaboration and brilliant results for you and your organisation.
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