1. Focus only on Roles, Responsibilities and Objectives Give no consideration to what else your team may need to stay motivated and feel supported. One sure way to generate disengagement and under-performance. 2. Don’t Manage Under-performance This is a brilliant way to negatively impact those in the team that are performing well. 3. Don’t Trust…
This week I have been at home creating follow up presentations for our clients, reading ‘Immunity to Change’ by Kegan and Lahey and working on developing some new material. One of our biggest clients has just finished a large piece of work with us alongside their ambition of shifting their culture to adopt more bravery.…
Can you remember the last time you sat with someone and gave them all of you; your undivided attention, without interrupting, moving about, shifting from one irrelevant thought to the next in your mind and listening to respond and not to hear?
Learning isn’t always instant, information isn’t always absorbed then used immediately….I struggled a little bit to appreciate what this model had to offer; I didn’t see its benefits, but tried to appreciate that it appeared to really be resounding with many delegates we had in the room.
I think too often we believe we have to be someone different than who we are, we put on a suit and become our role at work, we lose our identity to the job we have to do.
it doesn't matter how high up the career ladder you get, there will be some unexamined needs and beliefs driving things you do that prevent you from achieving your 'one big thing'.
Begin to become aware of how you talk to people and dig deeper to find out more and see if you can connect on a higher level. Become curious and ask questions