Most people don’t like receiving or giving feedback. It’s hard to give and can be even harder to take…but it doesn’t have to be! Read more about the impact and methodology of micro-feedback...
There’s still a huge disconnect between the issues employees are facing and the interventions being offered by organisations. When designing a wellbeing strategy in the workplace - we should turn our attention to the influences from the individual, the leader and the organisation.
Developing your leaders is key to innovation, growth and continued success. Here are a few things to consider when planning your learning interventions or looking at development programmes!
I believe that creating a sense of belonging at work is a shared responsibility that involves both leaders and individuals within the organisation. Read more of my thoughts, including reflection questions and tips for creating connections!
Whether in the park with my daughter or in a call with colleagues, the power of being fully engaged can make a huge difference! Read more of my thoughts on this...
It’s tempting to view leadership as a title to work towards or just a set of tools to implement, but the skills that make a great leader aren’t isolated abilities. Leadership is a collective mindset—a set of beliefs that influences one’s outlook, attitude, thinking and being - shaping every action and decision.
Despite setting priorities last year, I still found myself saying yes to some things that I should have said no to. While reading Shane Parrish's latest book, "Clear Thinking,” it got me re-thinking and re-focusing my approach to time management. Here are five ways I'm planning to prioritise my time and energy in 2024!
We can get stuck in a cycle of meetings/inbox/meetings/inbox - round and round the hamster wheel goes and if you're not careful the narrative will spread to your team and they too will be stuck in the cycle! As Daniel Goleman said, “emotions are contagious,” and the narratives we share have a ripple effect on the entire team.
Empathy impacts the bottomline of business. Read my thoughts on this and engage with the tool and reflection questions included in this article.
I used to think managing people's expectations was simple as long as you covered the who, what, where, when and how of projects. But it's easy for confusion to appear when people's responsibilities and tasks are shifting rapidly. Here are some of my suggestions for managing expectations during exponential change, and mitigating confusion and frustration!