I recently had a thought-provoking conversation with one of my clients about setting targets for their team. We discussed the difference between referring to a time period as “twelve weeks” versus a “quarter.” A seemingly subtle distinction that holds significant psychological benefits and can impact how your team approaches goals
Purposeless and ineffective meetings quite literally litter calendars thousands of times a year – in fact, perhaps you’ve just left one… or perhaps you’re just about to go into one… Despite ‘knowing’ that teams need maker time – which is significantly hindered by frequent meeting interruption – leaders continue to
“How we spend our days is, of course, how we spend our lives. What we do with this hour, and that one, is what we are doing. A schedule defends from chaos and whim. It is a net for catching days. It is a scaffolding on which a worker can
Go for walks, it’s a simple and free unlock for life… Thanks to Pascal Barnet for bringing the below image to my attention. Now is as good a time as any! Andy
I was reading “The Coaching Habit” by Michael Bungay Stanier recently and in it he warns about the potential for managers who coach running the risk of debilitating their teams because they can become dependent on their boss for the answers. It’s an interesting read. It got me thinking about
In a world of seemingly competent institutions and authority figures, it’s both alarming and deeply reassuring to discover that everyone is just winging it. Action for Happiness, highlights the detrimental effects of chronically comparing our insides with other people’s outsides. We tend to project an image of calm proficiency to
Organisations face an ongoing and critical challenge of attracting and retaining talented team members. The old adage, “Employees don’t leave jobs; they leave managers,” holds true now more than ever. To ensure the longevity and success of their businesses, leaders must understand what drives employees to stay and what might
Following a conversation with a client who was concerned about the impact a particular team member was having, this article explores the actions and implications for leaders when dealing with a difficult or negative member of staff. In every organisation, leaders are faced with the challenge of managing a diverse
I’m noticing that leaders are realising the profound impact of incorporating kindness and compassion into their leadership styles, and Graham Alcott’s eight principles of kindful leadership offer a comprehensive guide for leaders seeking to infuse their organisations with compassion, empathy, and personal growth. These strategies offer leaders a roadmap from
In a recent conversation with a client, I asked: them “what’s your role in the leadership team?”. A fascinating leadership insight emerged, highlighting the importance of self-awareness and embracing individual strengths. As I asked them about their role within the leadership team, they hesitated and struggled to provide a clear answer. This
