‘I told her, the office is now on teams – and so she needs to be really present on there to manage her team well.’ The above came from one of my usual weekly coaching sessions with a client. Whilst at first it might not seem particularly revelatory, there’s actually
I’m frequently waxing lyrical about the importance of psychological safety in teams to encourage openness and trust, so I really resonated with this LinkedIn post from HR Leader David McLean. David’s post speaks to the extra steps leaders need to take to make themselves aware of different perceptions of psychological
The purpose of this article is to remind leaders of the importance of allowing your teams to experience that feeling of completion as frequently as possible. We all know that wonderful little buzz we get from ticking things off a list – that little tickle of joy we feel upon
If you’re a leader and someone fails in your organisation – it’s entirely your fault. Whilst an unpopular opinion (#sorrynotsorry) there’s no doubt in my mind that when a member of your team fails – whether a new starter or a long-standing employee, the fault lands squarely on your shoulders.
When it comes to work and companies, people come and go, right? Sure, that’s true, but it’s also an issue. It has been a couple of months since I wrote an article centred around onboarding (if you’re interested, the last one was about how you can help new starters feel valued
A very quick thought on workplace wellbeing. The below was shared on linkedIn by Lee Chambers, and makes a good point about not falling into the trap of creating a ‘wellbeing veneer’. The comments on Lee’s post are worth a skim too – if you have some time. — Workplace
