Jane Piper

Recovering from failure is essential in avoiding the negative spirals of shame and defensiveness that often follow mistakes — how we handle our mistakes can define our path to personal and professional growth, and how happy we are in general. In one study, researchers explored the impact of mindfulness on how employees and healthcare workers respond to their own errors. The study: over 200 participants were divided into 3 groups for a 12-week study - one received mindfulness training, another engaged in Pilates, and a third group received no special treatment. The results: those in the mindfulness group, who practiced non-judgmental awareness, were notably less likely to conceal their errors compared to the other groups. This suggests that a mindful approach can foster a more open and learning-oriented environment at work, not only helping personal growth but also enhancing organizational growth by allowing mistakes to be openly discussed and learned from. The reminds me of the study on athletes that found that one of the defining factors of the highest performers was what their self-talk sounded like after missing a shot. Full employee mindfulness study: https://lnkd.in/etQ994Ti

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In the your inner dialogue don't use words as "i want" or "i can" or "i must", but use simply "i am". For example "i am strong". Stay tuned #Innerdialogue #psychology #psychologist #mentalhealth #words

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Understanding the five social triggers of the SCARF model—Status, Certainty, Autonomy, Relatedness, and Fairness—developed by Dr. Rock, can change how you approach communication dynamics. Learn how to shape conversations that build trust and collaboration in my new article! #SCARFModel #CommunicationSkills

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🔝🔝To me, it's fascinating to read or watch accomplished professionals talking 🎤 about their craft. From such confessions (books, written articles, or TV shows) I can extract useful things even if I'm not active in the same field as the speaker. 🥇 Well, one of the most interesting interviews I've read in recent years was the one given by a brilliant actor for The Talks website. In this interview, the real subjects are not just acting, cinema or theater but also #vocation, #perseverance, #HR and your everyday job. 👇👀 So, Ladies and Gentlemen: Mr. Christoph Waltz!

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Do you want to sharpen your coaching and leadership skills? Then Dr. Blanka Bellak and I have the right course for you from February to May 2025: The Vienna Coaching Insight Course. It will cover advanced listening skills, leadership coaching, and more. See here for details: https://lnkd.in/dhvED9iG Katharina Kerres, Michelle Lynne, Friedrich F., and Kerstin Kraus are just finishing our Core Course. Ask them about how it is to learn coaching with us 😊 #coachingcourse #leadershipcoaching

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They are out, the #ICF #Coachingsupervision #competencymodel Thank you Joel DiGirolamo Thomas Tkach Carrie Abner, CAE and all those who have worked diligently on this growing our field. My wish for 2025 - an ICF #credential and approval of programmes as opposed to just CCEs plus SUPERvision even more embedded in credentialing and renewal… ICF have chosen to focus the model on Coaching SUPERvision, however, our faculty at #CoachME note that it can be transferable for SUPERvising mentors, leaders, OD and L&D professionals, trainers, co-coaches, facilitators… Now for a bit of debate and generative thinking. 🤔 I find the phrase ‘coaching the coach’ leads to confusion in the field. We always advocate, right from initial coach training on our Association for Coaching and our ICF Level 1 programmes coaches having coaching for themselves for the experience (of course!). We prefer to say a coaching style of SUPERvision which can be one way to SUPERvise. This discussion came up this week in our #emcc #esqa training for #esia and some of the group were surprised at my stance due to my usually eclectic approach blending, for example somatic work with gestalt approaches and psychodynamic… My take is that if you are coach me on my stuff such as eg a relationships, we may talk about the ways that beliefs or habits play out in my different relationships including with clients and so the topic could come up in SUPERvision with a focus on the business side of coaching work and on the behaviours, ways of being too and yet it is a different focus. Of course, the restorative element of SUPERvision may also shine a light on the topic too. Maybe a dotted line around SUPERvision and coaching the coach, one that is permeable as opposed to being a thick line or division? Of course, in SUPERvision we may also ask for, or a SUPERvisor may offer an opinion or advice from experience or from research and we don’t have to leave with action and accountability (to put the end of a session bluntly). I know Michelle Lucas refers to coaching the coach in a write up as part of her new model too and Julia Carden PhD, PCC, FCIPD has also shared on this this week. Does the phrase confuse those training in SUPERvision and new SUPERvisees? What’s your take? Damian Goldvarg, Ph.D., MCC, CSP, ESIA, ACTC Paul S. Sanbar, MCC ESIA Mirella Treves Caroline Beckett MCC EIA/SP ESIA MA Prof. David Clutterbuck Professor Peter HAWKINS Eve Turner Craig McKenzie Dr Lise Lewis Robin Shohet Benita Stafford-Smith, MCC Jo Birch Edna Murdoch Erik de Haan https://lnkd.in/ghCUak_q I am proud to say that our #40cce #professionalcertificate in #systemicsuoervision and our #emcc and Association for Coaching (AC) accredited #diploma need no tweaks, they are all aligned to ICF’s competency model. #cce #icfcce

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Good to see some recent evidence for the validity of cognitive ability in predicting job performance (with solid performance criteria). Jeffrey M. Cucina, Scott K. Burtnick, Maria E. De la Flor Musso, Philip T. Walmsley, Kimberly J. Wilson, Meta-analytic validity of cognitive ability for hands-on military job proficiency. https://lnkd.in/gsjfFuC4. (https://lnkd.in/g6RMbAEq) Abstract: A meta-analysis of the criterion-related validity of U.S. military enlistment cognitive ability tests was conducted using hands-on performance tests (HOPTs) as the criterion. In a HOPT, incumbents perform a representative sample of the tasks for a position and are evaluated by trained raters. We found operational validities in the .40s to .50s. Our meta-analytic database allowed us to investigate concerns regarding overcorrections (via use of multivariate corrections with credible applicant covariances) and provides a direct measure of job proficiency.

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Are you a HR or People & Culture Leader? This simple 5-step strategy will improve your employee engagement and retention, 10-fold. Research shows that employees who use more of their 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝘀 in their daily tasks are more engaged, happier, more productive and less likely to burn-out. 𝗪𝗼𝘂𝗹𝗱𝗻’𝘁 𝗶𝘁 𝗯𝗲 𝗮𝗺𝗮𝘇𝗶𝗻𝗴 𝗶𝗳 𝘆𝗼𝘂 𝗰𝗼𝘂𝗹𝗱 𝗿𝗲𝗱𝘂𝗰𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝘁𝘂𝗿𝗻𝗼𝘃𝗲𝗿, 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆 𝗮𝗻𝗱 𝗿𝗲𝗱𝘂𝗰𝗲 𝘀𝗶𝗰𝗸 𝗹𝗲𝗮𝘃𝗲 𝗮𝗹𝗹 𝗶𝗻 𝗼𝗻𝗲 𝗴𝗼?! What to do 👇 1. Get your employees to do a strengths test such as Gallup or VIA Strengths (I'll link them below) 2. Have a 1-1 with them to interpret the results/ hire a coach to help with that 3. Collaborate with line managers for opportunities where they can use their innate strengths more in their day to day 4. Encourage extra learning / development in alignment with their strengths 5. Use the results to inform career development & recruitment planning - where can employees move and where are the major gaps across the team? 𝘗𝘳𝘰 𝘛𝘪𝘱: 𝘔𝘦𝘢𝘴𝘶𝘳𝘦 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦 𝘦𝘯𝘨𝘢𝘨𝘦𝘮𝘦𝘯𝘵 𝘸𝘪𝘵𝘩 𝘢 𝘴𝘶𝘳𝘷𝘦𝘺 𝘣𝘦𝘧𝘰𝘳𝘦 𝘢𝘯𝘥 𝘢𝘧𝘵𝘦𝘳 𝘵𝘩𝘦 𝘱𝘳𝘰𝘫𝘦𝘤𝘵 𝘳𝘰𝘭𝘭 𝘰𝘶𝘵, 𝘴𝘰 𝘺𝘰𝘶 𝘤𝘢𝘯 𝘴𝘦𝘦 𝘵𝘩𝘦 𝘵𝘳𝘶𝘦 𝘪𝘮𝘱𝘢𝘤𝘵. Click follow for more simple hacks to help you and your employees 𝘭𝘪𝘷𝘦 𝘺𝘰𝘶𝘳 𝘣𝘦𝘴𝘵 𝘸𝘰𝘳𝘬-𝘭𝘪𝘧𝘦. #employeeengagement #employeeretention #wellbeing #strengthscoaching #jobcrafting

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How many pizza parties does it take to improve workplace mental health? 🤔 I wouldn’t know. What I do know is that there are some very meaningful steps that employers and employees alike can take to build a culture of mental wellbeing. I had the privilege of joining inspiring thought leaders like Dr. Natalie Flatt, Ana Bielich and Sam Jackson on the panel to talk about this at the NSCA Foundation Virtual Mental Health Symposium last week. What stood out to me most was: ❌ Stigma can manifest in a variety of ways; beliefs & stereotypes that individuals with mental health conditions are less capable, fear of disclosure, silence, discrimination or even self-stigma where an employee who’s struggling internalises their feelings of shame and isolates. It’s important to define it so you can call it out when you see it. 💙 Many leaders fear that they don’t have “the answer” when it comes to holding space for an employee who’s struggling. You don’t need to be prescriptive. You just need to be supportive. Highlight that the discussion is confidential, provide a listening ear and simply be present with them to be able to escalate to a GP, EAP, spouse or friend, if need be. ⚖️ There are increasing penalties, more criminal convictions and individual prosecutions in relation to industrial/workplace manslaughter, which applies to workplace-related suicides. But there’s a bigger focus from regulators to use their enforcement mechanisms, not just prosecutions, to potentially impose significant consequences. 🤯 A wild statistic: Managers have just as much of an impact on people's mental health as their spouse (both 69%) and even more of an impact than their doctor (51%) or therapist (41%) (The UKG Workforce Institute, 2023). 👥 As an employee, the best way to advocate for and contribute to a culture of mental wellbeing is by educating yourself with the tools, training and resources you have at your disposal. Also, model healthy behaviours: be willing to be vulnerable, practice self-care and set healthy boundaries in your work & life. Taken altogether, it can signal to colleagues that it’s okay to open up and embrace a culture of empathy, vulnerability & authenticity. Thank you kindly Andrea Young, Bernie Doyle and the whole NSCA team for getting me involved, curating a diverse panel and hosting such an important event 🙏 What are some other ways we can build a culture of mental wellbeing? Let’s compare notes 👇 Would love to hear from: Emily Unity Constantine Georgiou Colin Weir Vinay Nair Himal Pillay Dhruv Gera Lily Biggs Nicole Scott Louise Minty Antoinette Patterson Talitha Natt Lorien Stoetzel #MentalHealth #EmployeeWellbeing #Leadership #WorkplaceWellbeing #MentalHealthMatters #PsychologicalSafety #WorkplaceCulture #ThrivingWorkplaces #LeadershipDevelopment #InclusiveLeadership #EmpatheticLeadership #DiversityAndInclusion #EmployeeEngagement #FutureOfWork #HealthyWorkplace #Symposium #ConferenceTakeaways

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One to many coaching formats #teamcoaching #groupcoaching #cohortbasedcoaching #coachingfordevelopment We are all fairly familiar with one-on-one coaching formats - what they are and when are each of them used. I would like to share our experiences with one to many coaching formats. Cohort-based coaching: one of the most popular cohort based coaching applications is to develop top talent or future leaders. In this format, coaching is one of the powerful developmental experiences along with assessment and executive education. Working with an entire cohort offers several advantages - the biggest being able to move the capabilities of the entire cohort up in a short period. Group coaching: this is most misunderstood. group coaching works most effectively when an entire group of managers and leaders have a single common development need or target behavior to change. This could be arising out of feedback for an engagement survey for instance. In a short period, we are able to get an entire group to pay attention to and develop a critical behavior through coaching in small groups - a team of coaches working with a small group each. Team coaching: this is not about development but about helping an intact team become more effective in their ability to work together and achieve greater results. Building trust is at the core of team coaching. One to many coaching will gain in popularity in the days to come and knowing which to use when will certainly help.

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As an intercultural psychologist, an expat coach and an expat myself, I want to dispel 3 popular myths about moving abroad and adjusting to the new culture. Moving beyond these myths will help you be truly successful in your new life. Read all about this in my latest blog post: https://lnkd.in/dUmJAa7E #deborahdahab #expatcoach #expatlife

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𝗪𝗵𝗮𝘁 𝘁𝗿𝘂𝗹𝘆 𝗶𝗻𝘀𝗽𝗶𝗿𝗲𝘀 𝗽𝗲𝗼𝗽𝗹𝗲 𝘁𝗼 𝗹𝗲𝗮𝗿𝗻? 𝗧𝗵𝗲 𝗔𝗿𝘁 𝗼𝗳 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴❗ As a facilitator & a coach, I often find myself reflecting on a simple yet profound question: What truly inspires people to learn? Time and again, I observe how the spark of curiosity and the willingness to grow transform challenges into opportunities. It all boils down to perspective. The things we understand feel effortless, while those we haven’t yet explored seem daunting. This realisation fuels my passion for creating spaces where individuals can embrace the unknown and uncover the skills they need for their journey. The challenge is not just recognising these moments but also deciding how to approach them. Growth happens when we embrace the process of discovery, moving beyond our comfort zones. From my observations, here are some simple truths to consider: • Familiarity builds confidence: Things become simpler the more we engage with them. • Challenges often mask opportunities: What seems difficult now may transform into strength with time and effort. • The choices we make define our journey: Deciding to focus on what truly matters is a skill in itself. So, how do we navigate this? Here are a few pointers: 1. Start with clarity: Identify what’s worth your time and energy. 2. Embrace a learning mindset: Everything is a skill—acknowledge what you don’t know and commit to learning. 3. Take small, consistent steps: Progress doesn’t happen overnight, but every step builds momentum. 4. Reflect and adapt: Make it a habit to evaluate your choices and realign as needed. At ProventusHR, we understand the intricacies of this journey. Through our unique experiential learning approach, we create safe and engaging spaces where participants can explore these dynamics. It’s here that they learn to identify what’s meaningful, master new skills, and make thoughtful decisions that shape their path forward. Because, ultimately, the journey is as much about discovery as it is about transformation. #ExperientialLearning #CoachingJourney #PersonalGrowth #ProventusHR #LearningMindset #ExperienceLearning

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Coaches, OD consultants and psychologists: I am in the early stages of writing a book which I am confident will be of interest to many of you. Right now, I am researching what books, chapters and research literature already exist on the topics of CONTRACTING and CONTAINMENT, specifically for coaching/mentoring professionals and OD/LD consultants. As expected, I have found many books which reference these topics and the importance of various aspects of contracting well - but nothing substantial that addresses this comprehensively - only sections of chapters in books with a broader overall scope. If you know of anything please share in the comments (or pm me). With much appreciation.

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ACROSS THE GLOBE WE ARE SOMETIMES DIFFERENT AND SOMETIMES VERY SIMILAR. A really interesting piece from the BPS's The Psychologist, highlighting research about similarities and differences across the globe when looking at wisdom. The researchers found "Across cultures, participants identified two key dimensions of wisdom: reflectiveness and socio-emotional awareness. The first includes characteristics such as thinking before acting, thinking logically, controlling one's emotions, and applying past knowledge to new experiences. The second was more focused on emotions: caring about others' feelings, assessing one's own emotions, and expressing humility." The rest of the article (and the research) goes on to explore and explain differences. This is consistent with what we find with the mental toughness concept and the MTQ measures. Working in circa 80 countries, it always surprises practitioners to find that patterns of overall mental toughness are statistically the same wherever we go. Wherever you are on the planet you have to learn to deal with adversity and be positive about the future. The way we do this differs. Also interesting is that two of the mental toughness factors are "Learning Orientation" - where reflectiveness comes from and "Emotional Control" - where managing emotions sits. Both are components of this personality trait. Interested to know more? Contact [email protected] #mentaltoughness #wisdom #culturaldifferences AQR International https://lnkd.in/esykdWY7

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"Coaching with Rebecca is professional, incisive, refreshing direct but supportive. A relaxed, comfortable and positive experience." #Testimonials #ExecutiveCoaching #LeadershipDevelopment Learn more https://buff.ly/3YHDspq

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How can we manage difficult work conversations? Let's have a closer look at the ICF's core competencies. They can help! The International Coach Federation (ICF) core competencies are a set of skills and behaviors that professional coaches use to facilitate coaching sessions effectively. While these competencies are primarily designed for coaching, they can also be adapted and applied to various aspects of communication, including difficult work conversations. Here's how you can use the ICF core competencies in difficult work conversations: 1. **Establishing Trust and Intimacy**: Create a safe and confidential space where both parties feel comfortable expressing themselves. Build rapport by demonstrating authenticity, empathy, and respect. 2. **Coaching Presence**: Maintain full attention and focus during the conversation. Be fully present, listen actively, and observe nonverbal cues to understand the underlying messages. 3. **Active Listening**: Listen deeply to what the other person is saying without judgment or interruption. Reflect back their words and emotions to demonstrate understanding and empathy. 4. **Powerful Questioning**: Ask open-ended questions that encourage self-reflection and exploration. Guide the conversation by asking thought-provoking questions that help clarify issues and uncover underlying concerns. 5. **Direct Communication**: Communicate openly and honestly, expressing your thoughts and feelings directly but tactfully. Use clear and concise language to convey your message effectively. 6. **Creating Awareness**: Help the other person gain insight into their thoughts, emotions, and behaviors. Offer observations and feedback that facilitate self-awareness and self-discovery. 7. **Designing Actions**: Collaborate on creating action steps or solutions to address the challenges at hand. Encourage the other person to set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals and commit to taking concrete steps towards resolution. 8. **Planning and Goal Setting**: Support the other person in developing a clear plan of action with realistic timelines and milestones. Break down larger goals into manageable tasks to ensure progress and accountability. 9. **Managing Progress and Accountability**: Regularly review progress towards goals and provide constructive feedback and support as needed. Hold the other person accountable for their commitments while offering encouragement and recognition for achievements. 10. **Creating Awareness and Learning**: Reflect on the conversation and encourage the other person to identify key insights and lessons learned. Explore how the experience can contribute to their personal and professional growth. By applying these ICF core competencies in difficult work conversations, you can facilitate meaningful dialogue, foster mutual understanding, and support positive outcomes for all parties involved. #coaching #difficultconversations #ICF #selfpathcoaching

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This sentence has stuck with me since last week at the Lugano Happiness Forum. There have been numerous studies highlighting the importance of social connections for our happiness - as Julianne Holt-Lunstad explained in her speech. We are aware that both employees and employers benefit from social connections: ➡ job performance can increase by 56% ➡ job turnover can be reduced by 50% ➡sick days can be reduced by 75% Social connections lead to better health ➡ physical, cognitive, mental, behavioral, and economic health. Remember to nurture relationships at work. Continue with your one-on-one catch-ups, show more kindness, respect, and provide positive feedback. Connect with your colleagues on a deeper level and try not to talk about work all the time, but show that you care about them. What are you doing to foster better relationships at work?

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Here’s a unique workshop to step up your coaching skills. Not to be missed! If you are an internal coach in an international organization DM me for more details. ICF Switzerland

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