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team, it might be time to cultivate an environment that encourages clear, open communication where people It's the equivalent of saying you believe in the people you hired. Leaders should empower people to consider their options and provide them with thinking space to do so Add employee engagement surveys, NPS, CSAT and regular dialogues about the experience people have with

This results in people feeling what they had to offer was valued, and delegation and information sharing

And if your culture is one where people collaborate and thrive, than one of the most likely skill sets time and effort into building a thriving culture, wouldn't you want to protect it when bringing new people

A growth mindset gives people permission to push boundaries.

The key question for leaders is how do you create an environment where people are challenged to grow, question of how can leaders and organisations create or better yet, transform their environment to support people Give people and teams space to innovate, try different approaches to problem solving, learn to fail, Call on people’s attention to what is most important, sharing strategies and stories of hope and being

Most people avoid failure at all costs, including not trying at all This is even more true in the work Even the best of us people leaders!

It's what happens when we know, like and trust people, real stuff shows up.

here the conversation flowed to the importance of making learning sticky to sustain change. 80% of people

conductor will adapt their approach to the style, tempo, and dynamics of the music being played, and the people

coaching, performance management workshops and designing organisational capability frameworks. melina@peopleq.com.au

understand how someone feels, we are more likely to empathise with them, so create a safe space for people

To find out more about how to bring C-IQ to your conversations email us melina@peopleq.com.au