Building trust in teams is a skill that can require careful management. But it’s well worth doing.  According to a survey by management consulting company Willis Towers Watson, any organisation that has ‘high trust’, “outperforms low-trust organisations by 286%.” That’s an impressive statistic. But what are the secrets to building trust? And how do you effectively
In this episode of the Talent Development Mastery Podcast, Antoinette talks to Clodagh O’Reilly, Workforce Science & Analytics Practice Leader, EMEA Smarter Workforce, IBM about Leadership Empowerment.
If like me, you have family members at University, you’ll be aware the academic year is over for the summer. Young men and women are returning home relieved that exams are over and making plans for the freedom of the weeks ahead. The end of the academic year marks an ending for me too. For the
I spent yesterday at the iconic Sage Centre in Gateshead attending a conference called Thinking Digital. What is Thinking Digital? Thinking Digital is for those who are curious about how technology is shaping our future. It is the brainchild of Herb Kim who launched the first Thinking Digital conference in 2008. This was the 4th annual
Agile leadership development in the workplace. What is it? And how could it help you? Do you have tasks on your to-do list that never quite get done? Are you stuck in a cycle of short-term thinking that never lets you see beyond the end of the week? Or even, when things really heat up,
Let’s face it good executive coaching is not cheap. But it can be invaluable. Investing a few hours and a few thousand pounds can deliver significant increases in productivity and returns of hundreds of thousands of pounds.  As long as the leader in question takes full advantage of the opportunity and makes the most of their
I’ve had some interesting responses to my blog posts about 360-degree feedback and The Leadership Versatility Index. Here I’ll look at what’s the alternative to 360-degree feedback? And the comments I have received echo the responses I often get from clients. They go something like this: “I love the look of The Leadership Versatility Index and I
How many people do you know have received 360-degree feedback and then made a sustained change in their behaviour? I’d hazard a guess that you would struggle to name more than one or two. And that’s because organisations often pay a great deal of attention to implementing the process with inadequate attention being paid to how
One of the things that increasingly frustrates me is how development professionals have come to make a distinction between coaching someone to develop their leadership skills and coaching someone to manage their career. Typically, we use the term Leadership Coaching to describe a deliberate and personalised process to promote the leadership growth of an individual and
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