Tag Archives: performance conversations

Employee Disengagement – who’s to blame?

Employee disengagement is by no means a modern mindset, nor did it come about overnight. Rather, it is a modern buzzword for an age-old disposition carried along by the recession and economic recovery. The actual measuring of disengagement through surveys and studies has, however, brought the subject into the spotlight further hampered by redundancies and people accepting jobs because they need to pay the bills rather than as a career choice. More often than that in cases of employee disengagement which arise from such scenarios, the novelty of being in employment again quickly wears off and a lack of engagement sets in. This is not of course to say that this happens in every instance, more so in organisations who haven’t managed to harness and maintain an engaged workforce. It is also true to say that each of us as an employee is responsible for our own well-being and workplace happiness but organisations can go a long way towards sustaining this. Moreover, a blame culture is helpful to nobody and an insidious mindset all too common in many places of work the world over…..

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The Art of Coaching – Sport and business conversations

Sport and business conversations? What do sport coaching and business have in common?  A lot says local professional coach Rob Rave. As a coach working in challenging environments which include children with learning difficulties and high profile business people, I am always intrigued and often mystified by the term ‘coach’ and how widely it is interpreted.

What are these limitations? Instructing, telling, advising and being an expert is about the coach’s beliefs, ideas and perceptions about what is right. It is their experience and knowledge that they are attempting to transfer to players. For us to learn effectively, we need to be noticing and recognising change, plus receiving feedback to affirm our progress We can learn to a certain extent just by listening to an EXPERT. However, the most effective way to learn is to experience ‘self-processing’. First we receive simple information, then we try it out for ourselves and thence by experimenting and perhaps changing something, the skill becomes embodied or as some people say ‘we become ‘unconsciously competent’ – we don’t even think, it becomes automatic like serving or returning a serve….

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Progress Talks – Ten Top Tips for Business or HR Leaders

Entrepreneurs, accountants, venture capitalists, HR or business development professionals ….

As a business leader or finance specialist I’m sure you want to guide your company to greater profitability. Part of that process is creating thriving cultures where individuals and teams are performing at high sustainable levels.

I have considerable experience of working with a variety of organisations and businesses that have had “problems” and have found that when leaders can create environments where “different” and effective conversations take place both informally and formally then progress is quickly made. I have included some principles and ideas that have helped me to establish a reputation for creating progress through “Progress Talk and thinking”. As I like to say “change is inevitable but progress isn’t” so I hope you find these 10 Top Tips and ideas useful. Let me know!
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