Something we tend to forget as adults as we take on more responsibility, more life baggage, more ‘shoulds’ and ‘musts’, is how to reconnect with the child that is still there in all of us. A particular child as well, our ‘free child’, the child
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
During the course of each day, you’re likely to experience some emotions that are uncomfortable, difficult, distracting or we might even label them as negative or unwanted. These emotions can be brought on by a whole range of triggers – work, relationships, memories, pressure, stress,
Simply put, people who use their strengths experience better outcomes than those who don’t. What exactly do I mean by that though? Well, daily strength users enjoy higher levels of well-being, lower stress levels, higher levels of motivation, are more effective at problem-solving, have improved
There’s negativity all around us and sometimes that can make things feel stuck, like we can’t move forward. It’s relatively easy to get caught up in those negative feelings so our focus can become even more negative. We see even more of the negative when
Stress affects us more than we might think. The American Institute of Stress recently reported that over 80% of workers feel stressed at work at some time, so understanding what stress is is important. Stress occurs when the demands of a situation exceed your perceived
We’ve all been there – when you feel you’re in a situation where you just don’t have the strength to get the best outcome. You might be facing change without having a Flexibility strength. Or you might need to work with others but you don’t
So I’ve been working with wholly or partially dispersed or virtual teams for around 15 years, across a number of industries and today, I’d like to talk about what I’ve learned from working with these teams to help them ensure that they get the very
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
Homeworking, working from home, teleworking (does anyone say that now? No), WFH…whatever you call it, it’s on the increase thanks mainly to improvements in communication and work technology, and for some people it’s more of a necessity because of their location or home circumstances. Personally,
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