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collection of data is useful not only to quickly gauge team and employee sentiment but also to empower leaders Even the very best leaders can easily become caught up in one or more of these challenging scenarios. This also applies to inconsistent engagement with your culture tool by leaders. The end result? While culture and engagement tools are designed for leaders to pay close attention to survey scores, Culture tools should encourage leaders, teams and organisations to think deeply about what the team

Executed well, executive coaching enables Leaders to transform behaviour resulting in improved workplace to encourage consideration of options that might seem impossible and wishful in thinking and support leaders a result, executive coaching stimulates heightened self-awareness, one of the most critical skills leaders that ultimately aid wellbeing, decision making and leadership performance. Executive coaching is holding up a mirror, in a safe and trusting space, so that the leader can see what

with data and insights, but remember that’s all it is, just powerful data to support you as a leader Missed opportunity: Whilst the data is useful and will provide you as the leader with some valid insights Leaders risk this valuable opportunity to dig deeper into what their employees want without the dialogue Part of your role as the leader is to facilitate a quality discussion, so set the stage for the team It does require an open mind, and it’s the leaders that are prepared to be courageous, show a little

hadn't used for a while, but in bringing to life what was going to be important for this group of 40+ leaders Trust and Psychological safety are understood and worked on by leaders and team members collectively, It also means leaders create space and put energy into coaching and mentoring others. As well as leaders ensuring the organisation is structured to support an empowered workforce - there's Empowerment is a leadership thread, requiring leaders to acknowledge their behaviour has the power to

So as many leaders do, I asked my teams the big sweeping question about how they’re feeling at work and Leaders and organisations now have the opportunity to use technology to collect feedback which allows Contemporary leaders will love that those previously elusive elements of culture are finally brought The tool alone is not the answer, it's how leaders are supported to work with their teams and the tool best practice to have a people measure in place; the real gift is feedback and guidance as to where leaders

Leaders have the ability to create significant impact! We share a few thoughts on where leaders might place their energy and focus. Leaders who do this, understand the power of aligning actions with values. By fostering a culture of collaboration, leaders harness the collective intelligence of their teams, These leaders seek feedback, and strive for excellence.

As leaders struggled to navigate a physically unavailable and disconnected workplace, COVID demanded new way of leading was rapidly emerging, and threw themselves into co-hosting online experiences for leaders As the leadership experiences we offered evolved, we found it necessary and beneficial to hold space for unstructured conversations amongst leaders. From this co-created learning journey, Being Leaders has emerged.

Leaders should be involved with their one up in selecting rater's as well as your executive coach to I love a courageous leader who wants to involve mostly rater's with a less favourable view of their style self awareness, selecting the right tool for the leader is critical. A personality profile may report on what the leader already knows about themselves, something that is An emotional intelligence profile gives leaders so much more to work with and development tools that

Coaching can help leaders identify their own decision-making biases and blind spots, learn how to gather coaching helps leaders develop this skill. Improved self-awareness also helps leaders develop a more authentic style that has a positive roll-on Through coaching, leaders become intentional about their values, purpose and vision and role modeling Executive coaching is critical to workplace culture and performance because it helps leaders develop

And it’s tempting as a leader to want to address all the challenges at once; this approach has the potential Obsessing over who, what, when Leaders, we’ve all been here, we receive feedback we don’t agree with Seeing workplace culture as a 12 month project This is one of the most common pitfalls we see, leaders Missed Opportunity: A focus on workplace culture is a continuous effort by leaders to create forward : Incorporating workplace culture into your day to day accountabilities, engage everyone and ensure leaders

It either confirms or negates leaders' gut feel on what's happening throughout the organisation. If as leaders we can better use our energy for maximum results and work to minimise risk, isn’t that We can’t really know how well culture is if we rely solely on our leaders perspectives, based on gut And what role do leaders’ play? leaders as a starting point.

A leader's guide to elevating psychological safety in teams. myths on what psychological safety is and isn’t and share some of our thoughts on what this means to leaders Our world moves so fast moving that leaders are often operating in the here, now and urgent. The pause is the greatest gift leaders can give themselves and their teams. Again, the PAUSE is the greatest gift to leaders!