If you can look at it not for how you perceive that it reflects on your own competence, but rather, what it means that your team can deliver for the organisation.
A senior leader in a well known company gave me an example of how her leadership team aren’t communicating with their teams about forthcoming organisational changes. This
Same ol, same ol? Think about the last time that your organisation appointed a new leader Was there surprise expressed about the background/experience or characteristics of
Leadership coaching simply gives a framework and a safe place to work through the above process. It helps you identify what you want, why and then helps you with the getting out of your own way – so you can achieve it.
Plenty of studies examine this phenomenon. While listening is the core of most of our communications—the average adult listens nearly twice as much as he or she talks—most people stink at it.
This can (and should) include the little triumphs as well as the huge accomplishments. And because life is more than just work, include life in its round. We get so caught up in life, and in moving forward, we forget to look back in our constant striving to move forward.
Despite the data showing us that flexible working is a good thing for all of us (not just women with kids); and that the benefits to both the organisation and the individual can far outweigh the inconvenience; still there is the lingering perception that flexible working just doesn’t feel that flexible. So, how do we change the perception of this and make flexible working something that we can all benefit from?
Nothing kills the passion for those who move from high performing specialist to leader, more than discovering that they are a dumping ground for managers above and reports below. Passion comes from “freedom within the framework”; when they’re told broadly what needs to happen and why, but the how is largely self-determined.
If there was one skill that organisations want, it’s the ability to introduce change successfully and sustainably. To have an organisation that is change ready and embraces change. Organisations spend a lot of time and money trying to build a culture that welcomes change rather than resist it.
So this week, what’s one thing you can do to look at the physical environment and expectations you have of your employees? If you were to look at you through their eyes, what would you see?
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TTC acknowledges the traditional custodians throughout Western Australia and their continuing connection to the beautiful land, waters and community on which we work and live. We pay our respects to all members of Aboriginal communities and their cultures, and acknowledge the wisdom of Elders both past, present and emerging.
