How many of us think ‘If you want a job done properly, do it yourself’? It’s very common! If we do it, we do it well, and quickly. We take on other people’s jobs, at the expense of our own, leading to long hours and frustration. In this blog we’ll look at how to delegate in a way that benefits you and your team member, and how to avoid taking on other people’s tasks!

Emotional resilience means:

• The ability to recover from set-backs

• The strength to live with uncertainty

• Learning to grow, not crumble, through adversity

So how can we do this?

Investing in mental health is not just ethical; it's economical. Tackling issues like presenteeism, where employees work while unwell, not only improves well-being but also boosts productivity and innovation. By addressing mental health proactively, businesses can create happier, more efficient workplaces and see significant financial returns.

Would you like to influence better and have a greater impact on your team, colleagues and business. Developing a broad range of Emotional Intelligence skills is key to success here.

A phrase I often use in life, and in coaching, is that ‘Whilst we judge ourselves by our intention, others judge us by our behaviour.’

Emotional intelligence isn't just a 'nice-to-have'; it's essential for our success as leaders. So - how does emotional intelligence benefit us as leaders?

Understanding our own, and others’ predominant communication style/s can improve understanding and decrease frustration and conflict. Being able to flex our style authentically to better connect with others can be particularly effective.

Effective communication is the lifeblood of any successful team. But it doesn't happen in a vacuum; it's influenced by each team member's unique style. Whether you're a senior leader, or a new starter, understanding your colleagues’ communication styles can make a dramatic difference to your daily interactions, which in turn produces a harmonious and productive work environment.

Let's take a closer look at the often-discussed topic of employee (or colleague) engagement. Let’s drill into it in more detail: Understanding its definition, its importance, and the strategies to enhance it.

What is psychological safety, and what does it mean?

You've pinpointed a need for development or training within your team or organisation. Given the constraints of limited budgets and the keen interest of many colleagues to grow, it's crucial to make an informed choice. Should you invest in Leadership Coaching or Leadership Development Training to reap the most benefits? 

Understanding how our team’s emotions and behaviours are affected by change…

What’s your experience of giving – and receiving – feedback? Tricky conversations become easier when we become better at both.

Have you ever avoided a challenging conversation - kicked the can down the road, put your head in the sand hoping it will go away? Many of us are guilty of this! 

Diversity is all around us in many, many ways. And at this time of year, there’s diversity in whether you’re celebrating Christmas, Hanukkah, Kwanzaa, or the winter solstice, or nothing at all.   We also hear the phrases cognitive diversity and neurodiversity a lot. Ever wondered what they really mean and why they matter?

Free up time, energy and bandwidth by empowering your team to tackle more challenges and opportunities on their own.

This article is written for you if you spend your day doing other people’s tasks at the expense of your own.

We hear a lot about psychological safety as a key component of a culture that nurtures innovation, engagement, and overall employee well-being. Kate Jennings explores why it matters and the critical role of leaders play in fostering psychological safety.

Is it a challenge finding time to think strategically?

Do you get bogged down in day-to-day tasks and lose sight of the bigger picture?

Taking the time to think about long-term goals and priorities is essential for success.