I Don't Want To Change

A change was forced upon me this week. As I walked into my local train station I was confronted with a seasonal change: the Christmas shopper. As a commuter into a large City, I suffer the inconvenience of this breed of traveller every year. What this all means for me is change. So, when I wrote the term ‘suffer’ above, it is an exaggerated divergence. What I really meant is that my habits have been disrupted and I had to cope with a change in my routine.

Planning A Great Team

Team leaders are responsible for creating the conditions that allow great teams to flourish. Such a responsibility is not fulfilled by just learning a formula. It is a dynamic environment with constant movement, requiring re-assessment of expectations and adjustment if actions. So, to help leaders we share the ‘T.E.A.M.’ model as it enables a plan to form as to how to support a group to work at a higher level together

Business As A Woman Experiences It

Last week I attended the Institute of Directors enterprising women in business conference in Salford. Out of nearly 200 delegates I was amongst about 10 men at the day (last year I think k it was just 4 of us!), so I experienced a day from an unusual perspective. Listening to the many female speakers I heard about their views on the challenges of being a woman in business but also the strengths and opportunities.

It’s Not What You Say, It’s The Way That You Say It

I remember an occasion when the CEO of a company I worked for addressed their workforce. The tone of voice, style of delivery and body language was so out of place that the people in the audience (including me) literally started laughing at some of the things he said. I noticed that in the Deputy CEO's message, she said very similar things as the CEO. However, it was how she spoke that changed how it was received.

How You Can Be A Problem Solver

A workplace leader needs to move people through a process so that progress can be made and change can be implemented. If not, a team focused on a problem can stay stuck in awareness of the issue, rather than moving through it into a productive pattern of solutions. The simple, but practical process, I have seen utilised is to move the sharing and response to a problem through 3 stages of questioning: