Last week, I was a judge at the UK Employee Experience Awards where I got to meet the best of the best seeking to create an
Resilience to change has been a hot topic at HALO Psychology for the past month. Amidst writing a piece on it for a national newspaper,
A common theme that comes up across the coaching and action learning sets we deliver is the struggle to influence when you’re not in charge.
I’ve been researching for a lecture I’m giving on performance this week. It’s reminded me of how much lots of people dislike the performance management
Difficult conversations. I’ve had lots of them, as I’m sure you have. There was a time when I’d avoid them like the plague. Particularly when it involved feeding back to someone who I didn’t really get on with, or who was higher up the food chain than me.
In a recent leadership coaching session, a client asked, “how do I manage someone whose performance is great but whose attitude is, at best, questionable? And how the hell do I give them feedback on their attitude?”