Episode one of season two of Manage with Confidence is short but still packed full with insights and ideas. In this episode I take
Why and how smart leaders make time and space for deep thinking
In coaching sessions, a recurring theme for executives is the need for dedicated thinking time outside of coaching. Coaches aim to cultivate self-coaching skills in leaders to ensure continued growth post-coaching relationship. This article explores the significance of creating space for deep, strategic thinking rather than being engulfed in busyness. It presents questions to guide leaders in establishing their best thinking times, environments, and methods, ultimately enhancing their effectiveness and impact as leaders while fostering a culture of proactive thinking.
Successful change communication [podcast summary]
Episode eight of my podcast saw Rachel Miller join as my guest expert. Rachel is one of the UK’s (if not the world’s) leading experts
Psychological Capital: A powerful resource to help you through uncertainty and tough times
I’ve been giving a lot of talks this year to help people better handle uncertainty and the tough times being experienced in many sectors and
What to do if you don’t agree with the change you’re being asked to manage [podcast summary]
In season one, episode seven of my podcast, I share five key tips for managing workplace change. Emphasizing the value of peer support, I highlight the importance of safe spaces for managers to discuss their feelings. This brief episode encourages reaching out to trusted colleagues for a productive conversation.
How to support your team when there is lots of change [podcast summary]
In episode six of my podcast, organizational change expert Ann-Marie Barlow shared her insights on managing change in the digital age. Key points included the importance of embracing uncertainty as a manager and understanding the fears that drive resistance to change. Effective managers act as facilitators, guiding their teams through transitions and being mindful of their emotional responses. While Barlow typically avoids frameworks, she endorsed William Bridges’ Managing Transitions model for its clarity in navigating change.