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🤔 𝑫𝒐 𝒀𝒐𝒖𝒓 𝑬𝒎𝒑𝒍𝒐𝒚𝒆𝒆𝒔 𝑯𝒂𝒗𝒆 𝒕𝒉𝒆 𝑪𝒐𝒂𝒄𝒉𝒆𝒔 𝑻𝒉𝒆𝒚 𝑵𝒆𝒆𝒅?In today’s fast-paced business world, where change is the only constant, the expectations of leaders are evolving. According to a recent analysis conducted by DDI | Development Dimensions International, 85% of HR professionals believe that coaching skills are critical for leaders in the coming years. However, there is a significant gap that requires our attention: Nearly 40% of leaders say they don't receive enough coaching from their own managers, and 31% of frontline leaders want more guidance than they currently receive.This data should give us pause for thought: ▶ Are we investing enough in our leaders to empower them to have a greater impact within their teams and in the business? ▶ Are Leaders creating a workplace environment where every employee feels they can bring their authentic selves and actively contribute? ▶ Are Leaders providing &nbsp;the support necessary to guide employees to be engaged?The numbers don’t lie, and they show that there is a crucial need for action. Leadership today is no longer just about directing tasks, but about fostering an environment where collaboration thrives, where employees feel valued and where everyone has the opportunity to develop.💡Imagine an organization where coaching is as essential as strategy. By doing so, we'll cultivate exceptional leaders who inspire high-performing teams and ultimately drive organizational excellence.What best practices do you have to inspire and develop leaders to coach more?

Do your Employees Have the Coaches They Need

𝐇𝐚𝐫𝐧𝐞𝐬𝐬𝐢𝐧𝐠 𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐬 𝐟𝐨𝐫 𝐒𝐮𝐜𝐜𝐞𝐬𝐬: 𝐌𝐲 𝐉𝐨𝐮𝐫𝐧𝐞𝐲 𝐰𝐢𝐭𝐡 𝐂𝐥𝐢𝐟𝐭𝐨𝐧𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐬&nbsp; Regardless of your profession or role, it is critical for us to understand and leverage our strengths to be successful and create effective change.I am excited to share the results of my Gallup CliftonStrengths assessment highlighting my top 5 strengths and how they enable me to happily and effectively support my clients and colleagues.𝐌𝐚𝐱𝐢𝐦𝐢𝐳𝐞𝐫: I focus on strengths to promote personal and team excellence. By turning something strong into something excellent, I help clients and teams to unleash their full potential and ensure that we always strive for the best.𝐀𝐫𝐫𝐚𝐧𝐠𝐞𝐫: My ability to flexibly organize and reorganize resources ensures maximum productivity. This strength enables me to navigate complex situations and create efficient workflows that ensure every piece is in its optimal place to succeed.𝐈𝐧𝐝𝐢𝐯𝐢𝐝𝐮𝐚𝐥𝐢𝐳𝐚𝐭𝐢𝐨𝐧: I recognize each person's unique qualities, allowing me to develop strategies that align with individual strengths. This personalized approach fosters strong, productive relationships and helps clients discover and leverage their unique talents.𝐀𝐜𝐭𝐢𝐯𝐚𝐭𝐨𝐫: I turn ideas into action and ensure that ideas do not just stay ideas. This strength drives me to initiate projects, motivate teams and turn plans into action quickly, creating the momentum needed to achieve goals.𝐄𝐦𝐩𝐚𝐭𝐡𝐲: Understanding the feelings and perspectives of others enables me to build deep connections and create trust. This emotional insight is invaluable in coaching as it helps clients overcome challenges and stay motivated on their journey.Why these strengths matter: 💡 As an entrepreneur, these strengths help me build resilient and innovative businesses that can adapt and thrive. 💡 As a coach, they allow me to connect deeply with clients, understanding their needs and helping them achieve personal and professional growth. 💡 As a business consultant, these strengths enable me to provide tailored, impactful solutions that drive efficiency and excellence.By leveraging these strengths, I guide my clients and colleagues through transformative processes, ensuring they not only achieve their goals but also exceed them. Whether it's maximizing team potential, creating efficient systems, or fostering strong relationships, my approach ensures sustainable, impactful growth.➡ What are your top 5 Clifton strengths and how does it help you to be more engaged and effective?

My Journey with CliftonStrengths

𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐯𝐬. 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤: 𝐀𝐫𝐞 𝐘𝐨𝐮 𝐑𝐞𝐚𝐥𝐥𝐲 𝐋𝐞𝐚𝐝𝐢𝐧𝐠 𝐨𝐫 𝐉𝐮𝐬𝐭 𝐓𝐚𝐥𝐤𝐢𝐧𝐠?Recently, I have been involved in numerous conversations about the crucial differences between coaching and feedback. It’s amazing how many leaders believe they excel at coaching just because they give feedback. Let’s get this straight: coaching and feedback are NOT synonymous, and understanding the difference is critical to effective leadership.🧩 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤: Feedback is about evaluating 𝐩𝐚𝐬𝐭 performance. It is specific, direct and often immediate and aims to correct, reinforce or improve behaviors. Think of it like a rear-view mirror: it shows what has already happened. 🔹 Tips for effective feedback: Be specific: address specific behaviors and results, not generalizations. Timely delivery: Provide feedback as soon as possible to ensure relevance. Balanced approach: Combine positive feedback with constructive criticism. Actionable advice: Offer clear, practical steps for improvement.🚀𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠: Coaching, on the other hand, is 𝐟𝐮𝐭𝐮𝐫𝐞 and development-oriented. It's about unlocking potential and helping people to achieve their goals. Think of it like a GPS system: It shows the path ahead and encourages growth and self-discovery. 🔹 Tips for effective coaching: Active listening: Really understand the coachee’s perspectives and desires. Ask meaningful questions: Encourage self-reflection and deeper thinking. Build trust: Create a safe space for open dialogue and vulnerability. Set goals: Set clear, achievable goals and action plans together.🤔 Why is this important? Confusing feedback and coaching limits potential. While feedback is essential for course corrections, coaching encourages change and accountability. Great leaders master both skills and know when to correct and when to inspire.👉 Your team deserves more than feedback; they deserve a leader who will coach them on their journey to their full potential.

Coaching vs Feedback - are you leading or just talking?

👀 Better career advice from Chat GPT than from your manager ⁉️ Research by Workplace Intelligence and INTOO show that: - Employees who feel supported by their managers are 7x more likely to report significant career progress - Almost 50% of Gen Z feels they receive better advice from Artifical Intelligence than from their managerSo how do you bridge this gap and empower leaders to champion their team's growth?🔍 Here are some interesting tips from the article by Dan Schawbel:1️⃣ 𝐈𝐧𝐢𝐭𝐢𝐚𝐭𝐞 𝐑𝐞𝐠𝐮𝐥𝐚𝐫 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Regular one-on-one discussions between managers and employees are key. Ask questions like, "What skills do you want to develop?" or "How can I support your growth?"2️⃣ 𝐏𝐫𝐨𝐯𝐢𝐝𝐞 𝐂𝐨𝐧𝐬𝐭𝐫𝐮𝐜𝐭𝐢𝐯𝐞 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤: Regular, timely feedback helps employees grow. Recognize strengths and offer guidance on areas for improvement. Leverage the Radical Candor model - giving feedback that shows you care &amp; challenge them.&nbsp;3️⃣ 𝐅𝐚𝐜𝐢𝐥𝐢𝐭𝐚𝐭𝐞 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬: Managers should offer access to training programs and stretch assignments/projects to broaden employees' skills.4️⃣ 𝐎𝐟𝐟𝐞𝐫 𝐌𝐞𝐧𝐭𝐨𝐫𝐬𝐡𝐢𝐩 &amp; 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠: Mentorship and coaching provides career insights and a sense of community. Managers can serve as coach/mentors and also connect with other more relevant mentors.&nbsp;5️⃣ 𝐀𝐝𝐯𝐨𝐜𝐚𝐭𝐞 𝐟𝐨𝐫 𝐓𝐞𝐚𝐦 𝐌𝐞𝐦𝐛𝐞𝐫𝐬: Leverage talent review and leadership meetings to actively support your team's career progression, advocating for promotions and leadership opportunities.&nbsp;6️⃣ 𝐂𝐫𝐞𝐚𝐭𝐞 𝐚 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐨𝐟 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 &amp; 𝐆𝐫𝐨𝐰𝐭𝐡: Encourage a growth mindset and foster a culture where your employees feel empowered to pursue their career aspirations. Inspire employees to experiment, learn from mistakes, and promote the opportunity to share group learnings.&nbsp;Companies must develop and empower their leaders to support employee development as part of your organisation's innovation and growth.Investing in your employees career development isn't just an HR responsibility —it's a strategic initiative for any organisation serious about attracting and retaining top talent.&nbsp;

Better career advice from Chat GPT than from your manager !?

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🔎 According to a Gartner study, companies with high-performance HRBPs can increase the performance of their employees by up to 22%, increase employee retention by almost a quarter (24%) and also increase sales (7%) and profits (9%).Whether it is…▶️ scaling a startup company ▶️ improving your ability to attract and retain new talent and acquire/improve business-critical skills ▶️ developing new international markets/product markets…in today's dynamic business environment, the role of HR goes far beyond administrative tasks. The HR department has the potential to play a central role in achieving the company's goals.🔽 Below are 7 tips on how HRBPs can work more effectively with the business and achieve greater impact.<ol><li>Align HR strategy with business objectives</li><li>Leverage data analytics to make strategic decisions</li><li>Facilitate organizational change</li><li>Cultivate leadership development</li><li>Enhance employee experience and wellbeing</li><li>Provide agile organizational solutions to changing business needs</li><li>Foster Diversity &amp; Inclusion to drive innovation and growth</li></ol>Are there any other tips you would suggest as a successful HRBP?

7 Tips to drive impact as an HR Business Partner

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While employees are fundamentally accountable for any behaviour change as part of their professional development... ...it is the hashtag#LEADER who plays a key role in optimizing and supporting the development of their teams.&nbsp;Our clients understand the importance of not only investing in the development/upskilling of their employees to help improve retention, engagement &amp; business results - they explicitly identify and support how the participant's manager will support the learning journey.&nbsp; &nbsp; Below are some actions leaders can take of workshop participants:1. Follow-up actions: ➡ Establish clear tasks: assign specific follow-up tasks related to the content of the workshop. These tasks could include implementing new processes, practising new skills or applying the knowledge gained. ➡ Regular follow-ups: Schedule follow-up meetings to monitor participants’ progress. During these sessions, managers can provide guidance, address challenges and celebrate successes. Consistent follow-up reinforces learning.2. Embed learning into daily work: ➡ Integration: Encourage participants to seamlessly integrate what they learn in the workshop into their daily routine. Whether it’s applying new sales techniques or leadership principles, consistent practice is essential to create lasting habits. ➡ Practice makes perfect: Managers should emphasise practice. Encourage participants to apply what they have learned immediately. The more they practise, the better they will retain their knowledge and create new habits.&nbsp;3. Feedback and Recognition: ➡ Seek Insights: Regularly seek feedback from participants. Understand their experiences, obstacles, and successes. Use this input to coach and identify future learning needs. ➡ Celebrate Progress: Recognize small successes. Celebrate when participants successfully apply workshop knowledge. Positive reinforcement motivates further growth.✅ As leaders, your active support ensures that the findings from the workshops are translated into tangible improvements and have a greater impact on the business

Blog

Do your Employees Have the Coaches They Need

My Journey with CliftonStrengths

Coaching vs Feedback - are you leading or just talking?

Better career advice from Chat GPT than from your manager !?

7 Tips to drive impact as an HR Business Partner

Leaders are Critical to applying new Skills & Knowledge