Category: Leadership development

Empowering your team with strengths

Wherever your team are located right now – remotely or physically, some together, some apart, research shows us that when people play to their strengths, they are more likely to perform well. The business case therefore for bringing strengths into everyday management performance conversations with

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Getting the most from remote management

More and more people are managing some or all of their team remotely these days – partly because technology allows and in some cases, because circumstances dictate. Whatever the reason for you managing others remotely, or even you being managed remotely, I’d like to share

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How to set expectations at work (and everywhere)

When expectations are not made clear for employees – in their individual roles, in terms of team working and across an organisation as regards expectations of behaviour – morale can drop because people feel unclear of what’s expected of them (both the ‘what’ that’s expected

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The greatest leadership risk of all

So what is the greatest leadership risk of all? It’s not the stuff that leaders do badly or don’t do at all, despite what you might think. It’s not having a lack of skills in certain areas, although of course that can be a problem

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Energise your employee experience or die

Heard of the employee experience? Used to be called the talent lifecycle probably, I don’t think it’s actually a different thing, but I like the change personally, because for me it’s more a reflection of reality today – that employers are starting to wake up

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