Last week, we looked at the coachee making a choice about whether they could be totally transparent with the different coaching roles played by their manager, an internal coach or an external coach. But what about those people’s perspectives about whether they feel that they can give the best support and challenge they can? Coaching
Developing People Is our Business
Coaching roles to support the employee experience: the coachee’s lens
Last month, I discussed the importance of creating an employee experience that is inspiring. We want people to have an emotional connection to the company they work for. A connection with both their mind and their heart. If we can achieve that, we will entice talent to join and to stay, because they are in a
The career sweet-spot
So we’ve discovered that employees don’t care about HR processes – they care about their own careers and how those processes help or hinder them. They want to find their own career sweet-spot. Where is the career sweet-spot? That career sweet-spot (according to Bullshitelemination) is at the intersection of what they love doing, what they are
Right people, right place, right time – the employee’s perspective
“Engaged employees plan to stay for what they give; the Disengaged stay for what they get.” [Source: Blessing White Employee Engagement Report 2011] HR’s role is to make sure that the right people are in the right place, at the right time. And in those “right” places, employers have wanted to get more from their
Building Bridges: How to leave and join organisations well
If you missed the recent webinar about transitioning from one organisation to another, or one internal role to another, here is the recording. Transitions are hard on everyone. Transitioning into a new organisation can be especially challenging; you want to bring the best of who you are into this new context. Yet, you have all
Coaching culture: integrate into every process
You can train people how to coach, but if they don’t see a connection with the way that your company’s processes are carried out, they are not particularly likely to put their new-found skills into practice. For example, what is the philosophy of your performance management process? Does it reflect more of a command and
Revitalise Your Energy Day in the heart of the lushious New Forest
Want to increase your energy levels? Transition Coach Clare Norman and Nutritional Therapist Yvonne Bishop-Weston invite you to Revitalise your Energy on a one-day interactive wellness workshop in the Beaulieu Treehouse on Saturday 4th July 2015. o Are you feeling at a low ebb, and want to increase your energy? o Are you on the
Power in the People
What drives me to believe in Human Centered Leadership? It’s that power is in the people. Power to achieve. Power to get results. Power to support and challenge others. One of my tribe has often quoted Wolfie, from a 1970s UK sitcom called Citizen Smith. Wolfie often chanted “Power to the People”. I do love that
Human Centered Leadership
Continuing with the theme of Human Centered Talent Management today, let’s talk more about Human Centered Leadership. Businesses are run by human-beings. Human-beings make them run smoothly; human-beings create value for the company and its stakeholders; human-beings make or break a business. It’s odd then, that although so many companies talk about their people being
Human Centered Talent Management
I listened to a wonderful podcast this morning by an ex-colleague and good friend Antoinette Oglethorpe, in conversation with members of the Association of Coaching Supervisors. It was a wide-ranging discussion about talent management, and how coaching supports succession planning through the discovery of an individual’s aspirations, support for their development and help through transitions into
Why I do what I do
Thanks for all of your well wishes for my new business. It’s funny – it’s new and yet it’s not new, if you know what I mean. I’ve been coaching for 13+ years now, and would class myself as an experienced coach; so what I do isn’t new. What’s new is running my own company, and I am learning about
Employee Experience team wins Brandon Hall Award for Excellence for Employee Engagement 2.0
I am proud to announce that my brilliant Employee Experience team (Bob Gerard, Ishha Nagrath, Vijay SS and me) just won the Bronze Brandon Hall Award for Excellence in the Employee Engagement category. This is a wonderful feather in our caps. Of course, we didn’t do it alone; there were many other players in this story,
Is there such a thing as Leadership Development that is too creative?
Yesterday, I received feedback that I might be “too creative” for a role in a certain sector. I understand that some companies are risk averse – that’s a part of their DNA. So that’s likely not the right environment for me either. But it got me thinking about who I am and what I believe
“The creed of control reigns supreme”…how can organisations create growth through freedom, balanced with control?
You know I have a passion for changing the way we lead our people in organisations. Each and every one of you is a leader and can take ownership of the challenge I make here today. You are the future. Do not leave it to those above you; lead the way. I’m going to quote
Brave Job Searching?
Thanks for all your good wishes as I look for my perfect role. And to those of you who think it was a brave move, let’s reflect on that. Some years ago, I came to the realisation that you need to declare your needs, so that others can help you in your quest – whatever
Maverick Job Searching
It is time for a change, after 3 years in my current role. I’ve achieved great things in that role, and I am very proud of them (excuse my lack of modesty, but the recent Unlimited Human Potential M-Prize win and setting up the Coaching Network are just two examples). But now, it’s time to
