New Work @EIPA: Healthy Leadership, Healthy Employees and Resilient Organisations – Wellbeing at Work

Project number: 2120002

- Online Course -

Date & pricing

21/10/2021 - 22/10/2021
Register before: 13/10/2021

€ 140,00 per attendee

€ 125,00 for EIPA members*

New Work @EIPA: Healthy Leadership, Healthy Employees and Resilient Organisations – Wellbeing at Work

From:  125,00

This course is dedicated to resilience, well-being in the workplace, leadership and collaboration, employee engagement and more. You will have a chance to bring in your own ideas. 

SKU: 2120002 Category:

Introduction to the topic

The pandemic has intensified the discussion about increasing flexibility in working times, places of work and the home office, and what these might mean in terms of shaping the world of work in the longer term as the ‘new normal’. Work 4.0 or New Work, with the demand for ‘purpose’, will continue to demand more from organisations and HR management. Empowerment, personal responsibility, self-organisation, collaborative forms of work, sustainability, flat hierarchies, project structures, resilience, employee engagement and other keywords are cited as areas for action.

Individualisation in HR management will increase. Lifelong learning and the personal responsibility of employees for their own development are bringing change to HR management. Employability – skills, health and employee engagement – must be promoted at every phase of life. Attractive offers are desirable not only as part of recruitment (employer branding), but as part of employee retention as well. Good working relationships and conditions offer accompanying incentives, including those with a view to employee retention. Well-being in the workplace and life balance also become more important in the intergenerational perspective.

The coronavirus pandemic in particular has created uncertainty, mental strain and differences of opinion in society as well as among workforces (death of family members, existential fears in some cases, multiple stresses in home offices, attitudes towards vaccines). As a result, the orientation and communication requirements on managers and HR management have increased. The requirements for employee-focused leadership are increasing.

The role of manager will be decisive in determining the success or failure of the (digital) transformation in the world of work. Transformational, inspirational or even employee-focused leadership has long been a topic of discussion, and is only increasing in relevance. The attitudes and mindsets of the workforce need to be shaped. Employees need to be inspired to accept new things and thus to embrace processes of change in order to ensure the enduring implementation of reforms.

Managers are currently having to cope with the crisis, a challenge that is also seeing them act as role models. Over the past year, virtual leadership or ‘remote leadership’ has turned into a challenge overnight, as homeworking has increased. In times of crisis, and in view of increasing flexibility in working times and places of work, trust and control through goals, traditional management structures and time measurement systems have begun to partly replace previous patterns (control mechanisms). New forms of cooperation and collaboration need to be promoted and managed virtually, fears need to be minimised, resilience (including your own) needs to be strengthened, and communication needs to be encouraged. Within this, the personal responsibility of employees can be relied upon.

A range of experiences is relevant to the reorientation of leadership development moving forward. Agile structures are likely to become the new normal, as well as aspects of Work 4.0 and New Work. The next generation of managers needs to be adequately prepared. In addition to the development of skills and promoting engagement, health promotion that is geared towards prevention is increasing in importance – also when it comes to employer attractiveness. With mental health in mind, it is important to configure good working relationships and conditions. Good leadership and collaboration as well as a working environment characterised by appreciation are becoming key areas for action within today’s health strategies in administration. Physical health and resilience (both individual and organisational) are slowly becoming core issues, especially within the context of absenteeism in public administration.

Course methodology and highlights

We believe that learning happens best with practical knowledge, learning from the best but also learning from failures and exchanging experiences with peers. So this course includes:

  • extensive insights with multiple examples and real-life cases;
  • inputs from experienced practitioners from the private and public sector – scientists to learn from empirical findings as the basis for discussion among participants about the practical demands.

Course structure:

These 2 days are dedicated to resilience, well-being in the workplace, leadership and collaboration, employee engagement and more, in order to have time for ample discussions. Sufficient breaks and pauses have been included to ensure an effective online course. You will have a chance to bring in your own ideas.

How will it help you?

By the end of the course, you will:

  • understand the essential principles and procedures that you need to know to design good working conditions and working relations as the base of resilient organisation;
  • improve crisis management in the VUCA (Volatility, Uncertainty, Complexity, Agility) world;
  • be able to develop instruments, leadership principles and HR policies tailor-made for your organisation;
  • be better equipped to explain how things work to your leaders and staff members as part of your implementation strategy.

What you will learn in this course:

  • the characteristics of resilent organisations;
  • lessons from the current Covid 19 crisis – being prepared for the future and the next crisis;
  • the future challenges of leadership and collaboration;
  • the importance of well-being in the workplace, corporate health management and employee engagement.

Who is this course for?

Executives, HR – officials, strategy developers, policymakers, health managers inside public administrations, researchers

Beatrix Behrens

Beatrix Behrens

HR Policies and HR Development

Practical information

Online Course
For this online course we make use of Zoom

Programme Organiser 
Ms Belinda Vetter 
Tel: + 31 43 3296382 
b.vetter@eipa.eu

Discounts
EIPA member fee
EIPA offers a discount to all civil servants working for one of EIPA’s supporting countries, and civil servants working for an EU institution, body or agency

Who are the supporting countries?
Civil servants coming from the following EIPA supporting countries are entitled to get the reduced fee: Austria, Belgium, Bulgaria, Cyprus, Czech Republic, Denmark, Finland, France, Germany, Greece, Hungary, Ireland, Italy, Lithuania, Luxembourg, Malta, the Netherlands, Norway, Poland, Portugal, Spain, Sweden.

For all other participants, the regular fee applies

Early bird discount
Book up until 21 August 2021 to get a 20% early bird discount

Please note that the early bird discount will be applied at a later stage, when you receive the final invoice. The early bird discount is not cumulative with other discounts or promo codes, except for the EIPA member fee.

Who are the supporting countries?
Civil servants coming from the following EIPA supporting countries are entitled to get the reduced fee: Austria, Belgium, Bulgaria, Cyprus, Czech Republic, Denmark, Finland, France, Germany, Greece, Hungary, Ireland, Italy, Lithuania, Luxembourg, Malta, the Netherlands, Norway, Poland, Portugal, Spain, Sweden.

For all other participants, the regular fee applies.

Confirmation
Confirmation of registration will be forwarded to participants on receipt of the completed online registration form. 

Payment
Prior payment is a condition for participation.

Cancellation policy
For administrative reasons you will be charged € 50 for cancellations received within 7 days before the activity begins. There is no charge for qualified substitute participants.

EIPA reserves the right to cancel the activity up to 1 week before the starting date. In that case, registration fees received will be fully reimbursed.

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The programme

08.30 Platform is opened and participants are admitted

(Time zone UTC+01:00) Amsterdam, Berlin, Bern, Rome, Stockholm, Vienna

08.35 Welcome and introductory remarks
Dr Beatrix Behrens, University of Applied Labour Studies (Federal Employment Agency), External Expert for EIPA on HR Policies and Public Management
08.45 Promoting resilience, well-being in the workplace and organisational resilience

Krista Pahkin, Laurea University of Applied Sciences, Finland

09.30 Individual and organisational resilience: strong employees and strong organisations

Christiane Flüter-Hoffmann, German Economic Institute, Cologne, Germany

10.15 Coffee Break
10.45 Good leadership and collaboration in times of crisis and New Work

Birgit Thomson, Federal Institute of Occupational Safety and Health, Germany

11.30 Healthy Self-Leadership – Critical leadership competencies in the new world of work

Frederik Hesse, Institute for Human Resource Management and Leadership, University of St. Gallen, Switzerland

12.15 Lessons learned today?
12:30 End of day 1
08.25 Platform is opened and participants are admitted
08.30 Leadership lessons learned during COVID and hybrid work? – The Dutch experience

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09.15 The hybrid working world after corona – A project in Austria

Marianne Rosenbichler, Head of Department at the Austrian Federal Ministry for Arts, Culture, Civil Service and Sports, Vienna

10.00 Coffee break
10.15 Healthy leadership in the new world of work Promoting organisational health and resilience, modern work settings

Nils Fürstenberg, Institute for Human Resource Management and Leadership, University of St. Gallen, Switzerland

11.00 Resilience of the public workforce: the view from the OECD

Daniel Gerson, Head of Public Employment and Management Team, OECD

11.45 Coffee Break
12. 00 Developing a corporate health strategy at the Federal Employment Agency in Germany – Promoting employee engagement

Beatrix Behrens

12.30 Evaluation and end of the seminar