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
Transition
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
Transition Coaching webinar
Coaching is all about change. Doing things differently. Being different. Taking on new things. Breaking old habits. And for every change to be successful, there needs to be a transition. The psychological shift if you like. The mind-set, attitudes, values – all of these need to alter before the change can be sustainable. Each transition
Weddings as transition points
I have just returned from a remarkable trip to India, where I had the good fortune to attend my friend’s wedding. It was remarkable for so many reasons, but I want to pay particular attention today to the transition that was and is taking place for the bride. Until now, Ishha has lived at home
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
Building Bridges: How to Leave & Join Organisations Well
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 sorts of doubts and fears, alongside the excitement and anticipation. In this 1-hour webinar on 14th July, we will look at how you
Coaching People Through Transitions
So how do we summarise this series on coaching people through transitions? Would it be useful to you to have a handout of the kinds of questions you might ask yourself or others as you/they pass through the different phases of transition? If so, here it is: Coaching People through Transitions Questions Don’t be overwhelmed
Coaching People through Beginnings
We’ve looked at Coaching People through Homeostasis, Coaching People Through Endings and Coaching People Through the Neutral Zone. Only now are we ready to coach people through beginnings. A beginning does not necessarily happen at the start of something new. That might sound odd, but remember that we are talking about the inner workings of the
Coaching People through the Neutral Zone
Having looked at homeostasis and endings, it’s time to move into that uncomfortable neutral zone, where you are neither here nor there. Generally, people want to get out of the neutral zone as quickly as possible, but this is a time for reflection – almost like a sabbatical – to let things figure themselves out.
Coaching People through Endings
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
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,
Celebrating my colour run
I ran a 5km colour run on Sunday. Being spattered with a rainbow of paint was lots of fun. I even beat my personal best time by 4 minutes. I’m very proud of that achievement. I had asked my husband to be there when I crossed the finish line, because the last (and first) time
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
Clare Norman Coaching Associates Ltd
Over the past few months, I’ve been getting clearer and clearer about my next career steps. It’s been an exploration, with lots of new discoveries about myself along the way. And where am I today? I set up Clare Norman Coaching Associates Ltd on 19th January, and am well on my way to building a successful
