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I’ve been contemplating this. Back when I was in corporate, executive coaching was reserved for, well, executives, or coaching adopted to help navigate difficult situations/behaviours. So what could have been different for me? I would have spent more time self-reflecting which is the most critical muscle a leader can have. And perhaps I would have sharpened my awareness of my behaviour and actions, as well as that of others, to add more insight to my thinking? I would have been challenged to expand my perspective, to see it from another’s. Perhaps I would have been more empathetic and sharpened my people skills resulting in better relationships at work? I would have actioned monthly changes to my leadership style, and perhaps those small steps would have amounted to significant and positive change over the long haul? I would have bounced my thoughts and ideas around with someone else, and perhaps that could have led to more effective workplace decisions? I would have had someone help me navigate and manage my stress, and perhaps that could have improved my health and wellbeing? I would have found someone I could trust my deepest inner thoughts to, who would have seen what I couldn’t, and maybe their reflections could have resulted in bringing light to the beliefs that were holding me back? I would have had regular opportunity to release myself from the everyday doing, and perhaps this would have reignited my creativity and resulted in ideas with better execution? I would have checked that feeling in my gut, rather than sit with the circulating thoughts of doubt, questioning myself to the point of spiralling and feeling like all hope was lost, and maybe I would have found the courage to use my voice? I would have improved my memory of events, made more effective choices, become intimate with my values and beliefs and perhaps this would have built confidence and trust in me? I would have grown, taken more risks, used my voice more, and felt better about my achievements, and therefore happier and maybe this happiness would have spilled into my family and personal life. Melina Lipkiewicz is a certified IECL Executive coach and ICF member. To find out more about our coaching programs, visit our page here, or contact us for a confidential discussion. 0498 800 008.

Here are just a few reasons why executive coaching is critical to workplace culture and performance: Communication: Leaders who receive executive coaching are better equipped to communicate effectively with their teams Improved Performance: A key responsibilities of executives is to manage the performance of their teams Executive coaching provides space to consider the style of dialogue that is right for them, their team Increased Self-Awareness: Effective leadership requires a high level of self-awareness, and executive

A UNSW study in 2011 that looked at low performing workplaces (LPWs) versus high performing workplaces I use the words high performance and thriving interchangeably. We view thriving as a level above high performance, the key differences being purpose, meaning, belonging Whilst high performing teams are good for business, thriving workplaces are good for business, good for There’s decades of research on high performing teams, thriving includes all this + the idea of feeling

Like many people, I convinced myself that my high-functioning anxiety was actually a strength. I wore my high-functioning anxiety like a badge of honour. Searching for a Better Way I knew deep down that there had to be a better way to function at a high level In fact, I can perform at my best without it. You can still perform at the top level, but with the added benefit of feeling more balanced, more energised

CULTURE and the Curated Conversationalists

And McKinsey found in their high-performance team’s research in 2017 that 90% of investors think the quality of the management team is the single most important nonfinancial factor. A demand for harmonising teams and being more purposeful in their endeavours.  And so, the shift from high performance to thriving is shaking up how we lead! /our-insights/high-performing-teams-a-timeless-leadership-topic

I was reading about the science behind the most successful teams, and it seems that a key ingredient you're in a project management or agile environment, this web of connections extends outside the formal team Members have side conversations within the team. In other words, all team members talk to each other. 5. Members explore outside the team, and bring back information to share with other team members.

Join us as we delve deeper into the idea of thriving and high performing teams explaining why we think

There’s a lot of noise surrounding psychological safety in teams, particularly high performing teams. performing teams. Regardless of how we arrived, we now know a high performance workplace requires team safety. Psychological safety alone does not translate into a high performance culture. A high performance culture requires more.

Trust is the glue that binds teams. And influencing the definition of high performing, an ideal organisation's have been chasing for decades High performance is subtly shifting to thriving workplace. McKinsey found in a 2017 survey of high performing teams that investors felt a high performing management When we ask teams today to define what great leadership looks like and what high performing teams do,

To deliver performance outcomes requires leaders to embrace the human at the center of it. It's vital for high-performing teams. Empowering Mobile Teams. To do this well, create a culture of trust and autonomy, so team members take ownership. Elevate your leadership to cultivate thriving, connected, and successful teams.

This hat empowers team members to find the answers within, growing confidence, igniting autonomy, setting As one leader put it, it gives team members the confidence to see what they already know, to use what It encourages self-discovery and helps team members derive meaningful lessons from their experiences. Tip: When you notice a team member paining over a choice, offer them space to self-reflect. PeopleQ are executive coaches, skilled in 1-2-1 and team coaching.