Sonia McDonald

Yes, love this Jen Fisher !   So I’m curious..a question for my network…what’s *your* CEO’s WQ? Assuming 100 is a perfect WQ, if your CEO’s total comp is more than 200% of the average employee’s total comp, I suggest automatically deducting 90 WQ points. If they just oversaw a huge layoff, deduct another 100 points. Why so rough, Kaulen? Because real, authentic, impactful workplace well-being *requires* socially conscious, ethical senior leaders who *can not sleep at night* knowing that so many in their corporate universe (and our world) suffer in fear, insecurity and make huge sacrifices in basic needs while they have more discretionary wealth and security than any human could ever need or use In one singular lifetime. This may be the most important (and most avoided) well-being challenge and change we need to address. And stat.

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"Companies cannot create a purpose or mission statement and then call their work done." 👏 By far one of the best resources I've seen on organisational alignment to Purpose, Mission, Values and Strategy. ❤️ What I love best - it centres the role of strong communication! This is a comprehensive resource taking a whole-organisation, strategic view - highly recommended for senior leaders. Grateful for your excellent thought leadership Lisa Hannum and Beehive Strategic Communication team. #cultureandstrategy #valuesalignment #organizationalpurpose https://lnkd.in/gs2DpuUk

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One of our vast course offerings below ⬇️. We love helping our clients to achieve positive change across their Managment Teams through our bespoke training/ coaching packages. If you haven’t already checked it out, please visit our newly vamped website www.ingagefmtraining.co.uk #training #changemakers #facilitiesmanagement #cleaningmanagement #changemakers

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On the latest episode of the Connected Leadership podcast, I had the pleasure of speaking with Tracey Lovejoy and Shannon Lucas, co-founders of Catalyst Constellations. They shared fascinating insights into the world of catalysts – those individuals with an unstoppable drive to create change – and how organisations can harness their power. While catalysts are essential for progress, they often face burnout due to their relentless drive and the pressure to constantly push boundaries. Tracey and Shannon emphasised the need for self-awareness and self-compassion for catalysts to recognise their tendencies and create strategies to manage their energy. Key Takeaways: ➡️ Catalysts are essential for driving innovation and change. ➡️ Organisations need to identify, nurture, and support their catalysts. ➡️ Self-awareness, self-compassion, and supportive communities are crucial for helping catalysts thrive. Take a listen to the podcast & learn how to identify & support these change-makers in your organisation > > https://lnkd.in/eJj5cdFr

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🌟 Launching tomorrow!! 🌟 A FREE Organisational Gap Analysis, which will identify the significant gaps in your organisation regarding work relationships and psychological safety. Our new diagnostic tool will score your organisation on the following 6 categories and provide strategies you can implement immediately. 1. Systems 2. Expectations 3. Employee Performance 4. Workplace Culture 5. Accountability and 6. Training and Development How will your organisation score in these 6 areas? Comment 'diagnostic tool' below, and I'll send you the link when it officially launches tomorrow. Or, if you want earlier access, join the workshop in 40 minutes for the first preview! Or watch the replay if you missed the live workshop. Make sure you register to receive the replay link! Registration link in the comments below.

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Are you feeling overwhelmed by the increasing complexity of the workplace? As organisations evolve, engaging employees at a deeper level has never been more critical. This blog post highlights that to thrive in this environment, individuals must connect with their personal purpose and the broader mission of their organisation. By fostering a sense of meaning at work, alongside strategies for ownership of engagement, organisations can boost overall performance and wellbeing. This approach also encompasses important practices like autonomous teams, agile methodologies, and effective technology adoption, ultimately leading to a more motivated workforce ready to tackle challenges head-on. https://lnkd.in/edAqx3Zq #EmployeeEngagement #WorkplaceCulture #Leadership

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Managing the cycle of joining and belonging and at some point, leaving an organisation is a critical process that has long-term commercial and cultural implications. In these times of rapid change and uncertainty, many organisations are faced with the need to instigate redundancies and changes that impact their people. As leaders, how can we manage people transitions to create the best endings for the individual and the organisation as a whole? Leading Well can help you understand the cycle of joining, belonging, and leaving that supports the commercial and cultural health of your organisation. If you would like access to the full video presentation drop us an email at [email protected], otherwise, feel free to download the career transition and outplacement services datasheet - https://lnkd.in/gDzqGJT5. #CEOs #Founders #Leaders #seniorleaders #peopleandculture #HR #HRprofessionals #leadershipsupport #corporates #organisations #governments #NFP #leadership #redundancy #retrenchment #outplacement #transformation #change #AI #leadership #humanity #artificialintelligence #machinelearning #ethics #wellbeing #psychosocial #belonging #transitions #change Diagram credit John Whittington

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I am finding my coaching clients so overwhelmed by the complexity of what they face, it takes a while to sift through everything before we can get really started and do good work. I continue to find #resilience an incredible platform for accelerating the sifting process, and then it provides a steadying force through continual 'pro-plenishing' as I call it. It seems to keep things within healthy, high performance thresholds, and allow people to show up at their best. Howz that for a framework?! Do you want to join us? The Resilience Accreditation Programme details are here: https://lnkd.in/et2Dpk7Z Read the article to learn more. (PS proplenishing definition - not just reactively replenishing but proactively investing in resilience ) #coaching #coach #performance #wellbeingintelligence #wellbeing #resilience

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How do you provide meaningful work to your team? Research from the World Health Organisation found that 15% of working-age adults had a mental disorder in 2019. Consequently, depression and anxiety result in an estimated 12 billion lost working days annually, costing $1 trillion in lost productivity. That’s why meaningful work is so important as it supports good mental health by providing a sense of livelihood, confidence, purpose and community inclusion. This also means managing psychosocial risks through initiatives like flexible working arrangements and frameworks for handling violence and harassment. Managers and staff should also be trained in mental health literacy and supported through various resources and interventions for stress management. #mentalhealth #EX #meaningfulwork

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👉 12% more likely to retain top talent 👉 22% increase in employee satisfaction 👉 19% increase in overall performance This is the impact of having #psychologicalsafety embedded into an organisational culture. We can help you with that. Come along to this FREE taster session to find out how (register via link below). andpartnership: Leadership Consultants & Change Experts Leanda (Hall) Stephenson Ian Kaye Rebecca Clarke (She/her) Rebecca Linklater Anne Lashmar

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The article covering the last three challenges to overcome in organisational change (part 3) is out. What are they? - this one is about team structures... but what are the others? https://lnkd.in/ehwKKnss

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Have you ever had the best intentions but still faced unintended consequences? It's something that resonates with many of us, including in leadership roles. Having the right intentions but missing the mark with actions and the impact of those actions. 🤐 Really enjoyed the Partnering Leadership conversation with Grant 'Upbeat' Bosnick - Leadership Enabler on his book, Tailored Approaches to Self-Leadership, where he shared his thoughts on aligning intentions with actions. In the conversation, Grant shared something I often see in my coaching and advising work with CEOs and leadership teams. Many leaders have good intentions but sometimes fail to consider the impact of their actions and how they are perceived. If you have ever faced that, here are a few strategies that can help: 1. Active Listening Regularly hold open forums or one-on-one meetings to genuinely listen to your team's input. This fosters inclusion and enables you to understand their viewpoints better. Your reaction to this input determines whether people will share candidly or withdraw, seeing it as pointless. For example, one CEO I work with held regular open forums and practiced responding thoughtfully, even to feedback he disagreed with. By handling these sessions better, his team felt genuinely listened to and valued. 2. Reflect and Adjust After significant decisions or actions, take time to reflect on their outcomes. Did they achieve the intended impact? If not, what can be adjusted? Many executives fall into the 'doing trap ', where constant activity prevents deep thinking and reflection. This can lead to decisions being made without considering their full impact. One executive I know blocked an hour weekly in her schedule as a 'reflection' appointment to review and adjust plans. This practice led to more strategic decision-making. 3. Seek Feedback Create a culture where feedback is encouraged and valued. This continuous loop of feedback helps realign intentions and actions over time. While many executives believe they are open to feedback, the reality often differs. I've seen leaders transform their teams by actively seeking and acting on feedback through anonymous surveys and open feedback channels. By bridging the intention-impact gap, we not only enhance our leadership effectiveness but also pave the way for more positive outcomes for our teams. What strategies have you found effective in aligning your actions with your intentions and ensuring the desired impact? 🤔 #partneringleadership #leadership Strategic Leadership Ventures #culture #collaboration #strategy #intention #management #feedback

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🚀 Many leaders are keen to elevate key areas of their employee experience, but often the challenge is two-fold: teams are already stretched, and there’s uncertainty about the best approach. At Morson Lane, we help cut through that complexity. It starts with getting back to basics—identifying the areas that need uplifting and, most importantly, understanding why. From there, we build a clear, actionable plan that avoids unnecessary complications and drives real impact. If you’re looking to strengthen your Recruitment, Onboarding, EVP, or Employer Branding, let’s connect. Morson Lane is here to help you streamline and supercharge your HR processes. 📩 Reach out, and let’s explore how we can work together! #HRConsulting #MorsonLane #EmployeeExperience #Simplify #Supercharge #Succeed

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Ever wondered what's involved in a culture audit and when you should do one? This article will give you some insights, or better still book a meeting to have a confidential discussion. https://loom.ly/YD-fOI4

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The concept of psychological safety is slowly evolving and thankfully becoming more prevalent in organisations today. We have however, a massive opportunity as leaders to continue to create an environment where innovation can thrive and where our team can flourish buy bringing their true and authentic self to work. The core of it remains to be, can we as leaders be vulnerable. I believe it’s essential for leaders to be vulnerable in order for others to feel safe to do the same. Only through authentic leadership vulnerability can psychological safety thrive. #vulnerability #psychologicalsafety #performanceunlocked

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In this episode, Tracey Newman and I discuss how organisations can share decision-making at different levels, including strategic, program/service, and individual levels, in order to better meet the needs of clients and stakeholders they support through more inclusive and collaborative processes. Practical tips are provided on setting up structures and processes to facilitate shared decision-making. Check it out here... Apple Podcasts - https://lnkd.in/eg_6nBH5 Spotify - https://lnkd.in/eHWQuCWs #SocialInnovation #SocialImpact #Podcast #Innovation #Impact

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