Many years ago when I did my first Executive Coach Training (2001, since you ask…..when Executive Coaching was very, very new in the UK) one of the exercises we completed was this: What are you tolerating?
What are you tolerating in your life, your work, with your family and friends – and what do you want to do about it? I have to confess it was the first time I’d really asked myself this question and I didn’t like some of the answers. MORE >
Many people in corporate life tell me they would like to have a stronger influence – particularly at a more senior level.
This is a skill that we can all develop – here are my top ten tips for making a start! MORE >
I hope you’ve enjoyed the last two weeks’ articles on ‘The Family – Team Connection’ (Part 1 and Part 2). Many of you have been in touch to share your ‘a-ha’ moments!
If you want to know more about teams and how to build a great one, you’ll love our Winning Teams Masterclass on 11th May in Manchester. Traditional team building doesn’t work most of the time – not in the long run, anyway.
Find out what does on 11th May!
Full details can be found here.
Look forward to seeing you there.
Last week I wrote about how the way we behave in any team or group is quite likely to be shaped by how we learned to act in our first ‘team’ – our family.
I shared my personal experience of how that played out for me and what I had to understand and re-learn’ (and practise, practise, practise!) in order to be able to do what I needed to do in my senior corporate role.
Does this resonate with you? It does for many of the people I work with. MORE >
The type of team we create – and the way we behave in any team or group – is quite likely to be shaped by how we learned to act in our own early lives – our first ‘team’ being our own family.
How I wish I’d known this in my twenties and thirties when I was climbing the corporate ladder in organisational life. It was only when I did my first Coach Training in 2001 and subsequent Coaching Psychology training – where I got to do some challenging and deep personal development work – that I started to get the links between early family life and corporate life – and how I was replicating learned patterns of behaviour from my childhood in my work. It was the biggest ‘light bulb moment’ I think I have ever experienced. MORE >
I admit it – I’m quite likely to listen in to people’s conversations when I’m on a train or plane particularly if the conversation is about work, work colleagues and work in general! (Be honest, there are worse vices to admit to!) One thing in particular often fascinates me.
And that’s how much the word ‘they’ is used as a catch-all for a group of individuals – as if ‘they’ were a group of clones who think, say, believe, behave and do the same things as each other.
This week I’ve been speaking to two different clients about ‘team building’.
The type of event where everyone goes off into the yonder and builds rafts, goes treasure hunting, fire-walking or whatever the latest cool thing is to do.
Sounds like fun, right?
Well, maybe. MORE >
You know how it is. You’re never quite sure if your team will do what it says it will – or there seems to be a disconnect between what you say and what they do…… or they seem to be working hard and working long hours – and yet the deadlines are still not met.
Or the energy seems to be dipping but no-one will tell you why.
Or you’re fed up with team meetings where nobody speaks – or everybody speaks over each other – or some people speak a lot and others say nothing at all. And it’s hard to stick to the agenda with so many ‘tangents’ in the room.
Or they are ‘there’ in the room but not really ‘there’…. distracted, unfocused….. dare I say bored?
And what’s also in the room is an elephant. Or a herd of them. But you’re not quite sure how to address it.
And change fatigue? Don’t even go there!
You have a group of highly talented, highly paid individuals and yet……
You’re feeling overwhelmed yourself with everything on your plate – so where on earth to start? MORE >
What gets in the way of your team operating at their absolute best?
How do you get a truly high performing team?
Over the last fifteen years, my colleague Lois Burton and I have helped teams to grow their performance by focusing on two key areas:
Task – Practical tips, toolkits and checklists that make light work of many aspects of team ‘life’ – CEOs and first time leaders alike have used our toolkits to great effect. (And we’ll share the most popular on this masterclass for you to take away and use with your own team);
People – The deeper work – working on the ‘challenging stuff’ around behaviour, conflict, ‘difficult people’, silo working, candid conversations and all those things that can feel more complex and often scary. (Expect to be challenged, here, as we help you see how you might be ‘getting in your own way’ and give you strategies to take action – particularly on those things that are in the ‘too difficult’ box right now!)
Team leaders at all levels need both task and people focus if they are to be effective.
In my coaching work with leaders and teams one of the things I’m frequently asked to help them with is the ‘important’ conversation.
I’ve written quite considerably on this topic before but this is a new article that contains everything you need to do in one place!
Most commonly this is a conversation about performance (or lack of!), conflict with a colleague (spoken or unspoken) or a request to a boss, colleague or team member that you think might be refused.
Why do we find these conversations so difficult?
In my experience there are three main reasons:
1. You don’t know where to begin or you struggle to find the right words to use;
2. You worry about the potentially strong emotions that the conversation may evoke;
3. You dread conflict and/or you have a strong need to be liked.
We can ALL get better at these conversations if we do four things: MORE >