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
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
“The space between our practiced values (what we are doing, thinking, and feeling) and our aspirational values (what we want to do, think, and feel) is the value gap or disengagement divide.” Brené Brown Many people don’t value their jobs because they are not being fulfilled either personally or professionally.
Our traditional obsessions—success, taking action, fitting in, and relying on experts—undermine continuous improvement. As we, the leaders, deal with tomorrow, our task is not to try to make perfect plans. Our task is to create organisations that are sufficiently flexible and versatile that they can take our imperfect plans and
One-on-one meetings between managers and employees are essential for building strong working relationships, fostering productivity, and supporting employee development. However, without a clear structure and purpose, these meetings can easily devolve into unproductive venting sessions or missed opportunities. I thought it would be useful to put together some ideas and
I loved the below thought about interrupting unconscious bias. It was a post from Oxford Leadership, but based on a longer article from Harvard Business Review, which is also worth a read. – Although unconscious bias is hard to eliminate, it is not as challenging to interrupt. Managers can be
When I ran agencies, there was one recruitment idea that changed the game. It was so incredibly obvious, and yet it took quite the tussle with members of the SLT to get it approved. It was around internal recruitment referrals. “Not a new idea.” I hear you say. Whilst that
“When you set a budget, you’re taking control of your future.” This quote really struck me when I saw it on one of the social media channels. It’s the kind of thing I’m talking to my clients about all the time. The thing people find difficult to grasp is that
