This post is extracted from an article I wrote for the CIPD Management Toolclicks Newsletter in February. You can read the original article here. In George Osborne’s Autumn Statement, he shared the news that he has extended his austerity programme until 2018. This is disheartening news for organisations and managers who are already struggling to
This is the third and final blog post in my series, Mentoring – Your Question Answered. In these posts, I talk about a series of webinars I designed and delivered for a leading UK university who were launching a mentoring programme for their MBA Alumni. In Part 1 I shared a changed version of the
In my last blog post, Mentoring Part 1, I mentioned a series of webinars for a leading UK university who were launching a mentoring programme for their MBA Alumni. And I shared a changed version of the slides from the webinar I delivered, “Is Mentoring for Me?” The second webinar in the series focused on “Mentoring
This post will attempt to answer your mentoring questions. If it doesn’t please get in touch and I’ll answer directly. Mentoring can be an invaluable element of any leadership or professional development programme. It can help organisations: Retain talented employees and reduce costs of turnover and recruitment Develop leaders – those who mentor as well as those
Have you just spent the last two weeks working through your goal-setting for 2013? If you’re like most of us, January is a time when you think about what you want to achieve during the year. And in our professional lives we’re knee-deep in business plans, budgets and annual goal-setting. Few management tasks consume more
When people think about career development, they more often than not think about changing organisation. And sometimes that’s the right thing to do. But job-hunting is tough and, moving to a new company is no guarantee of satisfaction. The grass may or may not be greener. So,it makes a lot of sense to develop your career
It’s time to accelerate leadership development in organisations. My experience tells me that people no longer have the time or inclination for long drawn-out leadership development programmes and time spent away from the office on courses. With business changing daily you can’t afford for your best people to be away from the business for extended
Solutions Focus (SF) is an exciting and complete approach to change. It developed from the brilliantly simple ‘brief therapy’ work of Steve de Shazer and Insoo Kim Berg. It is now used by major businesses, coaches and consultants as their chosen approach to deliver respectful and lasting change quickly. Mark McKergow & Paul Z. Jackson
In my last blog post “Case Study: How a Coaching Style of Leadership Can Help Employees Take Ownership & Responsibility”, I described a Solutions Focus (SF) Coaching for Leaders Programme I am delivering that is helping employees take ownership and responsibility. The case study featured in a presentation at the Coaching and at Work Conference:
Earlier this year, Coaching at Work Magazine featured a programme I am working on as a case study in an article they called “The Ripple Effect”. If you are a subscriber, you can read the full article here. Or read on to learn more. In 2008, Mark McKergow, the Director of sfwork, invited me to
Empower your employees for career growth and retention. Download the first chapter free today.
