Last week, we looked at coaching in a person who is stuck in homeostasis. Once they have decided to make a change, there will be an ending of the old way of being or doing, deconstructing that old way, recognising the losses, and celebrating the ending. So how can we, as coaches, help them through
For leaders
Coaching People in Homeostasis
I wrote previously about the stages of transition. Here’s a reminder: For every external change, there is an internal transition that needs to take place. This picture shows that endings come before beginnings; and that there is a no-man’s land or neutral zone in the middle, where there is confusion and doubt. As human beings,
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
How to help people pass through transitions
So you’ve heard my POV on transitions in my recent podcast The power of transition coaching to facilitate change; and you’ve read about my POV in Managing human transitions for successful change. Now let me share a model for transition coaching that I’ve been working with. All transition starts with a vision of what the future
Managing human transitions for successful change
Following on from my podcast last week, here’s a post that I wrote for Change Associates about Managing human transitions for successful change Go ahead and click over there to read it. It’ll give you more of a flavour of where I think we can support people as they go through transitions associated with change.
The power of transition coaching to facilitate change
I promised that I’d be back to talk about transitions, and in particular how transition coaching can facilitate change. So here I am – but this time in a podcast, hosted by Antoinette Oglethorpe, an old (as in ex-, not ancient) and trusted colleague of mine. in this interview, I talk about the challenges of facilitating
Transitions and the System
Some time ago, I wrote about my transition out of the company I had worked for, for 17 years. There were some ups and downs, plenty of fears and doubts, plus hope. What am I losing, what am I taking with me? Changes in our work and life need to be addressed at a human
Learning and growing outside your comfort zone
We all know about the comfort zone. That place where we know what we are doing, who to talk to about it, how to get stuff done. It’s nice. But it can also be dull. We get bored, through lack of challenge. So I encouraged you in the last post to break out of your
Fear of uncertainty
It’s a fact…our brain hates uncertainty. In fact, it craves certainty. So discovered David Rock through his investigative interviews with neuroscientists. Just like the fears I discussed last week, this is true for every human being. This got me thinking about my own life. I like to be in control and to plan the future
Five Great Fears, and Boundless friendliness
I recently attended a meditation retreat that focused on boundless friendliness. Friendliness to myself, to people I call my friends, and to those I dislike, as well as to those I do not know. In the course of the weekend, I learned about Buddhism’s Five Great Fears, and I realised that these have all been
Job search as a playground for learning that you can take into your new role.
Who would have thought I would learn so much as I look for a new role? Talk about learning “on-the-job” (or in this case “for-the-job”)! Of course, I should have realised that I would learn a huge amount, being in this new terrain, doing things I have not done before/lately, but it’s really only hitting
“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
Which comes first, the chicken or the egg? When to have career conversations
Until about 4 weeks ago, I was holding off on having conversations about what I really want from my next role, so that I could be completely clear with people what I am looking for. As my friend says, I was trying to get my ducks all in a row. The trouble with that approach, I now
Who am I? What makes me unique?
So far in my journey to find a new role, I’ve written about letting go and envisioning the future. Now let’s focus on some self-awareness. As part of my discovery process, I’ve taken a number of assessments to better understand my strengths and my values. I think you’ll find them useful too: 1) Standout –
