I’d like to share with you some blog posts about the systemic impact of coaching in different industries. We start this series with a post from Dave Stitt, who has been working in the construction industry for over 45 years and has been coaching within the industry for at least half of that time. This is a
For HR/L&D
The 4-minute shared silent pause: How to use it and its transformational power at work
In my blog in early 2022, I wrote about retaining your top talent in the midst of the “great resignation”, I’ve invited some of my esteemed colleagues to write about the kinds of things leaders need to pay attention to and this week I’d like to introduce you to Belinda Smith. Belinda specialises in coaching
Are leaders responsible for the mental health of their organisation?
In my blog in early 2022, I wrote about retaining your top talent in the midst of the “great resignation”, I’ve invited some of my esteemed colleagues to write about the kinds of things leaders need to pay attention to and this week I’d like to introduce you to Anne Archer. Anne is a coach, facilitator
You’re wasting half the talent in your team. Here’s how to stop.
In my blog in early 2022, I wrote about retaining your top talent in the midst of the “great resignation”, I’ve invited some of my esteemed colleagues to write about the kinds of things leaders need to pay attention to and this week I’d like to introduce you to Executive Coach, Emma Taggart. Here Emma talks
Menopause: What Leaders Need to Know
In my blog in early 2022, I wrote about retaining your top talent in the midst of the “great resignation”, I’ve invited some of my esteemed colleagues to write about the kinds of things leaders need to pay attention to and this week I’d like to introduce you to Jo Ibbott. Jo is an Executive Menopause Coach
Neurodiversity and Leadership
In my blog in early 2022, I wrote about retaining your top talent in the midst of the “great resignation”, I’ve invited some of my esteemed colleagues to write about the kinds of things leaders need to pay attention to and this week I’d like to introduce you to Katie Friedman of Gold Mind Neurodiversity
How to recruit in a tight talent market
In my last blog, I wrote about retaining your top talent in the midst of the “great resignation”, I’ve invited some of my esteemed colleagues to write about the kinds of things leaders need to pay attention to and this week I’d like to introduce you to Alison Hughes of Dynami Careers, here Alison shares
Retaining your top talent in the midst of the “great resignation”
For years, we have been talking about the war for talent. Personally, I don’t like the use of the word war here; we seem to use military and battle metaphors way too much when it comes to people, in my view. These are human beings, whose lives will be affected by the decisions they take
The Yin and Yang of (Virtual) Leadership: Give and receive
In my yoga practice the other day, my teacher encouraged us to hold our palms in a cup shape and to imagine that we were giving from that cup and receiving into it. You had to be there to really feel the impact of that, but it set me up for a wonderful day of
The Yin and Yang of (virtual) leadership: Vulnerability and Strength
For some reason, there seems to be a myth that as leaders, we have to be strong. We have to be on top of things at all times. We have to hide our flaws from others so they don’t think us weak. We must look calm all of the time, even if we are paddling
The Yin and Yang of (Virtual) Leadership: Task and Relationship
Last time, we highlighted support and challenge as the yin and yang of leadership. There are many more yin and yangs to leadership. Paradoxes if you like. Or polarities. Whatever you call them, we need to balance them. Each post in this series will cover one of the pairings: Task focus and Relationship focus Vulnerability
Pacy Coaching – Be more Challenging
I’ve written before about pacy coaching. There’s an assumption that good coaching takes time, but I’ve experienced great, challenging coaching (as coach and as client) in a 20 minute session. I’m learning all the time about what keeps the momentum going; here’s what I now know: CONTRACT Cut to the chase Ask permission to interrupt
Group Coaching Supervision – A Case Study
The ICF describes Coaching Supervision as; “the interaction that occurs when a coach periodically brings his or her coaching work experiences to a coaching supervisor in order to engage in reflective dialogue and collaborative learning for the development and benefit of the coach and his or her clients.” I’ve been working with a group of
The leader experience and the leadership pipeline
All leaders need coaching and feedback, no matter what their level in the leadership pipeline. They may need other things along their journey too, to ensure that they have the best leader experience from the first time they take on a leadership role to the end of their leadership careers. In the Leadership Pipeline, by Charan,
Virtual Group Coaching Supervision
Are you looking for a (new) coaching supervisor? Do you mostly work virtually, and therefore need supervision that models good parallel processes for the work you undertake? Perhaps you are time crunched and would prefer not to travel to a face-to-face session. Do you want to share your developmental journey with like-minded coaches? From September,
Coachability: a belief in your ability to make changes
Coachability – an interesting word! You may be surprised to hear that not everyone is coachable. As Ginnie Baillie says: “Ultimately clients are not buying you or coaching, they are buying their belief in themselves and their goals.” So it’s important to help a potential new client to get clear about whether they believe in
