Whose Apple Dynamic Coaching and Consulting Services

The post-pandemic Turnover Tsunami is costing businesses billions. As employees grapple with post-pandemic trauma and grief, the result is lost productivity, dwindling profits, and a disappearing workforce that is not talking about the trauma that drives their decisions to leave. Because they aren't disclosing this in exit interviews, companies are at a loss for accurate data to address the core causes of the exodus. What workers want is a sense of well-being and support. These are intrinsic values that are not addressed by traditional corporate strategies.

We build disruption-resistant companies that retain engaged and committed employees instead of throwing money down a recruitment and training black hole. Whose Apple Dynamic challenges and empowers leaders to recognize, root out, and disarm trauma-induced mind fields before they sideline productivity and stifle strategic progress. We equip employees with formidable tools that empower individual change that results in sustainable outcomes for personal well-being and organizational productivity. We build disruption-resistant companies that retain engaged and committed employees instead of throwing money down a recruitment and training black hole.

We use a proprietary system based on intrinsic-influence methodologies. Recommendations offered by traditional consultancies are stuck in pre-pandemic paradigms that are ineffective in a post-pandemic marketplace.

We address the core causes of post-pandemic challenges as opposed to offering generalized external strategies that fail to address, or even acknowledge, the silent battles being fought by a diminishing workforce.

We ensure that employees are engaged and transformed through our intrinsic approach, which ignites the influence that drives sustainable results. This increases retention levels and productivity as companies stop losing profits on recruitment and training.

No matter what enticing tactics companies dangle before new prospects, failure to also address post-pandemic mental health challenges renders all of it ineffective.

Even the Big Four consultant companies, with their niched offerings, are stuck in a pre-pandemic paradigm that isn't working anymore. Companies have offered higher wages, shored up employee recognition programs, incorporated multiple cultural transformation strategies, and still are understaffed.

What workers want is a sense of well-being which are based on intrinsic personal values that are not ill-served by pre-pandemic paradigms.

Executive Coaching

Emotional Intelligence for Emotional Trauma Survivors
Work-Life Balance for a Hybrid and Telecommuting Work Force
Depression I Anxiety I Burnout Prevention

Trauma Resilience Consulting

Trauma Resilience Support Systems
Trauma-Informed Diversity, Equity, and Inclusion
Emotional Intelligence Support for Trauma Survivors
Trauma-Informed Executive Leadership

Team Support Services

Team Trauma Resilience Coaching
Emotional Intelligence (for Emotional Trauma Survivors)
Team Burnout Prevention

Corporate Support Services

Workshops
Presentations
Motivational Speaking

Employees don't want to deal with the stigma of mental health challenges. This is one reason why they do not disclose the matter to their employers. That presents a challenge for leadership because the law does not require them to do so.

MENTAL ILLNESS

According to the American Psychological Association (APA), the prevalence of mental illness is astounding. Ninety percent (90% ) of the US population have suffered some form of mental illness.

TRAUMA

It's reported that 70% of adults (223.4 million) have experienced some type of traumatic event at least once in their lives. Whether mental illness or emotional trauma, these individuals may be hiding their challenges from their employers as they suffer in silence.

NON-DISCLOSURE

Unless your organizational culture fosters trust and support, you may never know that the employee you are disciplining is in the throes of a mental health crisis.