Adela-Iuliana Vladutoiu

Great insights

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𝐖𝐡𝐚𝐭 𝐝𝐨 𝐜𝐨𝐚𝐜𝐡𝐞𝐬 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐝𝐨 𝐭𝐨 𝐥𝐞𝐚𝐫𝐧 𝐚𝐧𝐝 𝐝𝐞𝐯𝐞𝐥𝐨𝐩? It is very interesting to read this insightful research, very recently published in the International Journal of Evidence Based Coaching Coaching & Mentoring, written by Prof. David Clutterbuck, Duminda Rajasinghe Bob Garvey, Alexandra Barosa-Pereira & Stephen Burt. The study revealed that how coaches resource and support themselves, influences, and grounds their development. Life events impact professional growth and becoming a coach affects personal identity. Rather than the transmission and mastery of a pre-determined set of skills and knowledge, facility and investment in reflexive learning emerges as the key motor of coaching excellence. (Credited to the Authors noted above). I particularly associate with this extract from the Conclusion: "𝑻𝒉𝒆 𝒎𝒐𝒕𝒐𝒓 𝒐𝒇 𝒅𝒆𝒗𝒆𝒍𝒐𝒑𝒎𝒆𝒏𝒕 𝒊𝒔 𝒏𝒐𝒕 𝒕𝒉𝒆 𝒂𝒄𝒒𝒖𝒊𝒔𝒊𝒕𝒊𝒐𝒏 𝒐𝒇 𝒎𝒐𝒓𝒆 𝒎𝒐𝒅𝒆𝒍𝒔, 𝒕𝒉𝒆𝒐𝒓𝒊𝒆𝒔, 𝒂𝒏𝒅 𝒑𝒓𝒐𝒄𝒆𝒔𝒔𝒆𝒔, 𝒊𝒕 𝒊𝒔 𝒄𝒐𝒏𝒕𝒊𝒏𝒖𝒆𝒅 𝒊𝒏𝒗𝒆𝒔𝒕𝒎𝒆𝒏𝒕 𝒊𝒏 𝒓𝒆𝒇𝒍𝒆𝒙𝒊𝒗𝒆 𝒑𝒓𝒂𝒄𝒕𝒊𝒄𝒆. 𝑺𝒐, 𝒊𝒏𝒅𝒊𝒗𝒊𝒅𝒖𝒂𝒍 𝒄𝒐𝒂𝒄𝒉𝒆𝒔, 𝒘𝒉𝒆𝒕𝒉𝒆𝒓 𝒏𝒐𝒗𝒊𝒄𝒆 𝒐𝒓 𝒎𝒐𝒓𝒆 𝒆𝒙𝒑𝒆𝒓𝒕, –𝒎𝒊𝒈𝒉𝒕 𝒘𝒂𝒏𝒕 𝒕𝒐 𝒂𝒔𝒌 𝒉𝒐𝒘 𝒕𝒉𝒆𝒚 𝒄𝒂𝒏 𝒇𝒐𝒔𝒕𝒆𝒓 𝒂𝒏𝒅 𝒔𝒖𝒑𝒑𝒐𝒓𝒕 𝒕𝒉𝒂𝒕 𝒑𝒓𝒂𝒄𝒕𝒊𝒄𝒆 𝒇𝒐𝒓 𝒕𝒉𝒆𝒎𝒔𝒆𝒍𝒗𝒆𝒔 𝒂𝒏𝒅 𝒐𝒕𝒉𝒆𝒓𝒔." Would my fellow Coaches wish to add additional insight about how best to continue professional and practitioner development? Becca Sweetman Julie Foxcroft MSc Gaurav Arora, MCC (ICF) Johnny Hammond ICF PCC Helen Yu Francoise Orlov, PhD Marc Evans Trayton Vance Julie Starr Elaine Cox Tatiana Bachkirova Brenda Bence, Ranked Top Ten Coach Globally Jenny Rogers 📚 Michael Bungay Stanier Jonathan Passmore Rebecca Jones Auriel Majumdar Sarah Leach (MSc, PCC) Dr Amy Stabler https://lnkd.in/eCM897Vg International Journal of Evidence Based Coaching and Mentoring 2024, Vol. 22(2), pp.80-97. #coachingdevelopment #reflexivepractice #continualdevelopment

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6 Common Leadership Styles — and How to Decide Which to Use Whe - via @HarvardBusiness https://lnkd.in/dMcPdHKr #leadershipdevelopment #leadershipinisghts #headhunting #manager

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The reasons for the company's success are many. The fundamentals included disciplined processes that were then repeatable and auditable. All a part of the engineering/science foundations of the company. #strategicthinking

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My summary of Daniel Goleman's book, “Emotional Intelligence”, in which I highlight the key points on how to improve our emotional intelligence and the benefits it can bring us both professionally and personally. 3 Traits of Emotional Intelligence: 🧠 The interplay between the rational and emotional brain helps us manage feelings. 🫀 If feelings are not managed well, there is a propensity to develop negative and even destructive behaviors. 💡 The ability to recognize and manage our emotions guides our thoughts, decisions, and behaviors. 🪙 2 Sides of Emotions: + They Can Help Us: By learning to interpret people's feelings, we can predict their actions. - They Can Affect Us: Feelings can lead us to irrational decisions that we may come to regret later. 🔑 8 Tips to Improve your EIQ: 1. Identify and eliminate sources of stress. 2. Slow down and get in touch with your feelings. 3. Share difficult emotions with people you trust. 4. Practice active listening. 5. Be creative in your social engagement. 6. Avoid heated conflicts. 7. Develop true empathy. 8. Teach from childhood to deal with failures. The 5 Domains of EI: - Knowing your emotions. - Manage your emotions. - Self-motivate yourself. - Recognize emotions of others. - Managing relationships. Benefits in your professional life: - Improve decision-making. - Reduce work related stress. - Improve team performance. - Reduce talent turnover. - Improve individual well-being. - Improve your leadership skills. Emotional intelligence not only helps us to better understand our own emotions, but also to connect more deeply with others and to lead with empathy and effectiveness. Comment or Share if you see value in this summary.

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Developing as a manager can be achieved through experience and good management development. Many aspects of management development are discussed here Articles on Management Development - People Development Magazine https://bit.ly/2RyPz7D https://lnkd.in/eMb5rgy

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Quality is remembered long after the price is forgotten. -Gucci Family Slogan For more Leadership tips from Blueprint Leadership, click here --> #blueprintleadership and click follow! Learn more: https://lnkd.in/d7u_4Na #HR #Emotionalintelligence #LeadershipDevelopment #EmployeeEngagement

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Bridging the Strategy Gap Despite extensive communication efforts, many employees often struggle to grasp their organization's strategy. In a recent Harvard Business Review article, the authors suggest three effective methods to provide necessary context and enhance understanding: 1.     Present Rejected Alternatives: Highlight the strategic choices that were not adopted and explain why. 2.     Link to Purpose: Connect each strategic decision to the organization's overarching purpose. 3.     Involve Employees: Engage employees in strategy development through inclusive dialogues and interactive tools. These approaches can significantly improve clarity and alignment within the organization. Read the article by Harvard Business Review here: https://lnkd.in/dKf2N7xP  #Strategy #Leadership #EmployeeEngagement #HBR  

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POTAS and ETHOS in Business: A Brief Overview In the context of business, POTAS (Power, Opportunity, Time, Access, and Skills) and ETHOS (Ethics, Trust, Honesty, and Standards) are conceptual frameworks that guide decision-making, strategic planning, and organizational culture. POTAS Framework POTAS represents key resources and elements crucial for business success: Power: The ability to influence outcomes, whether through leadership, market position, or resources. Opportunity: Identifying and capitalizing on favorable circumstances or trends that can lead to growth and innovation. Time: Efficient time management is critical. Businesses must balance short-term gains with long-term sustainability. Access: Gaining entry to markets, information, or networks that can provide a competitive advantage. Skills: Developing and leveraging the capabilities of the workforce to meet business goals and adapt to changes. Together, these elements create a foundation for making informed decisions that drive success. ETHOS Framework ETHOS emphasizes the importance of moral principles and values in business: Ethics: Upholding moral principles in business practices, ensuring that actions are fair and just. Trust: Building and maintaining confidence among customers, employees, and stakeholders is vital for long-term success. Honesty: Transparency in communication and operations fosters trust and credibility. Standards: Adhering to high standards in quality, service, and performance ensures consistency and reliability. ETHOS creates a culture of integrity, which is essential for sustainable growth and strong relationships with all business stakeholders. Conclusion By integrating the POTAS and ETHOS frameworks, businesses can effectively balance resource management with ethical practices. This dual approach not only drives profitability but also builds a solid foundation for long-term success and resilience in a competitive market.

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💥𝘼𝙍𝙀 𝙔𝙊𝙐 𝘾𝙐𝙍𝙍𝙀𝙉𝙏𝙇𝙔 𝘼 𝙋𝘾𝘾 𝙇𝙀𝙑𝙀𝙇 𝘾𝙊𝘼𝘾𝙃 𝙇𝙊𝙊𝙆𝙄𝙉𝙂 𝙏𝙊 𝙂𝙀𝙏 𝙔𝙊𝙐𝙍 𝙈𝘾𝘾? If so, then consider joining my 𝐌𝐂𝐂 𝐌𝐞𝐧𝐭𝐨𝐫 𝐆𝐫𝐨𝐮𝐩 𝐂𝐨𝐮𝐫𝐬𝐞! In order to complete the requirements for the MCC you must have 10 hours of mentor coaching from an MCC. 𝐂𝐨𝐧𝐬𝐢𝐬𝐭𝐢𝐧𝐠 𝐨𝐟 𝟕 𝐠𝐫𝐨𝐮𝐩 𝐬𝐞𝐬𝐬𝐢𝐨𝐧𝐬 𝐚𝐧𝐝 𝟑 𝐨𝐧𝐞-𝐨𝐧-𝐨𝐧𝐞 𝐦𝐞𝐧𝐭𝐨𝐫 𝐜𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐬𝐞𝐬𝐬𝐢𝐨𝐧𝐬, this course will satisfy those requirements and so much more! 𝐘𝐨𝐮 𝐜𝐚𝐧 𝐚𝐥𝐬𝐨 𝐞𝐱𝐩𝐞𝐜𝐭 𝐭𝐨: -Dive deeper into the ICF Core Competencies at the MCC level -Have the opportunity to coach live and receive feedback on your coaching -Have access to coach recordings that successfully passed the MCC -Be more competent and confident about the MCC application process ⏱This course is starting soon and will fill up fast so don't wait to take action to up-level your coaching! 💪 𝗚𝗿𝗼𝘂𝗽 𝗦𝗲𝘀𝘀𝗶𝗼𝗻𝘀: 𝗙𝗿𝗶𝗱𝗮𝘆𝘀, 𝟭𝟬:𝟯𝟬𝗮𝗺-𝟭𝟮:𝟬𝟬𝗽𝗺 𝗣𝗧 𝗝𝘂𝗻𝗲 𝟮𝟴, 𝗝𝘂𝗹𝘆 𝟭𝟮, 𝗝𝘂𝗹𝘆 𝟮𝟲 𝗔𝘂𝗴𝘂𝘀𝘁 𝟮, 𝗔𝘂𝗴𝘂𝘀𝘁 𝟵, 𝗔𝘂𝗴𝘂𝘀𝘁 𝟭𝟲, 𝗔𝘂𝗴𝘂𝘀𝘁 𝟮𝟯 📍FOR MORE IMPORTANT DETAILS: https://lnkd.in/g_hzHEe8

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#QuestionForGroup #management #humanresources #technology #ceo  :McKinsey & Company: ... The art of 21st-century leadership: From succession planning to building a leadership factory. Complicated times demand great leaders. Here’s an overview of traits and practices required to succeed as a leader today and a look at the factory model that can help aspiring managers ascend.  :Mike Bennett: ... Great Leaders are usually great fans of Paratos 80/20 rule; put crudely; 20% of the inputs generate 80% of the output. This article identifies the most important leadership tasks to focus on; the 20%. ...Read On? ... https://mck.co/40jKJjA? #creativity #entrepreneurship #startups #professionalwomen #motivation #business #productivity #networking #leadership #mentalhealth #emotionalintelligence #futurism #careers #marketing #womeninscience #innovation 

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A very insightful Forbes 2024 article on #strategic #leadership of organizations’ top management at turbulent times like these. Quoting directly: “Navigating through turbulent times, leaders must carefully weigh the following aspects: * Protecting Employees: Ensuring the well-being, safety, and fair treatment of employees is primary. * Stakeholder Considerations: Leaders should weigh the impact of decisions on multiple, diverse stakeholders such as customers, suppliers, and the community. * Safeguarding the Bottom Line: While financial performance is essential, leaders must also focus on broader responsibilities worldwide * Organizational Well-Being: Beyond profits, leaders must maintain the organization’s health and sustainability.” The related phenomena on Spotlight: https://lnkd.in/dRGFqYuW Read original article in Forbes: https://lnkd.in/dC5k8vrE #future #foresight #strategicforesight #scenarioplanning #innovation #NBForum #NBF2024 #NBForum2024 #NordicBusinessForum

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If a person is “a rockstar in their role,” you might think that they’d be cut out for a leadership position — but this isn’t always the case. Successfully transitioning to a managerial role requires training, mentoring, coaching, and development, and new leaders are too often thrown into the deep end without a lifejacket. When you pair this with a lack of psychological safety in the workplace, you wind up with supervisors who struggle to communicate and fail to motivate their team. To fix this issue, invest in a comprehensive leadership development program that trains leaders in emotional intelligence, conflict resolution, and strategic thinking. #leadershipdevelopment #business #leadership

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Three Cs to help build and sustain #Careers : #Competence - the definition changes with time, role and aspiration. Stay competent for the next opportunity at alll times #Character - what you are is trumped by who you truly are. How you deal with challenges, failures, successes and failures all build your reputation. That is character in action. #Credibility - do people trust you always to deliver what you claim to? Do people accept to believe and trust you? Are you willing to accept responsibility for failures and give credit for successes? If you are consistent, you have the much needed credibility. See yourself through these three Cs with integrity. They are the best markers to future proof your career at all times. #PrabirInsights #Coaching #TalentManagement PRABIR JHA PEOPLE ADVISORY

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The average age of a new leader is 30, but the average leader doesn’t get any formal leadership training until they’re 42. The numbers don’t add up — so make it make sense by reaching your leaders BEFORE they start leading. This looks like developing and delivering an emerging leader program that engages managers, taps into the power of social learning, and celebrates success — making sure potential leaders walk away feeling empowered to lead confidently. #leadershipdevelopment #business #leadership

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In any business environment, conflicts are inevitable. Teaching future leaders how to remain calm in the face of conflict is crucial for maintaining a positive work environment and fostering productive relationships.  When tensions run high, emotions can cloud judgment and escalate conflicts unnecessarily. Remaining calm allows leaders to approach conflicts with clarity and rationality, facilitating effective resolution. One strategy I’ve taught is to encourage active listening and empathy. By truly understanding the perspectives and concerns of all parties involved, leaders can find common ground and work towards mutually beneficial solutions.  On top of this I’ve encouraged promoting open communication and transparency to prevent conflicts from escalating. Encourage team members to express their concerns openly and address issues as they arise, rather than letting them fester. Conflict resolution training can also equip future leaders with the skills and strategies needed to navigate challenging situations effectively. Teach techniques such as mediation, negotiation, and problem-solving to empower leaders to address conflicts constructively. Above all, lead by example. Demonstrate calmness and composure in your own interactions, and encourage others to do the same. By fostering a culture of respect, understanding, and collaboration, future leaders can effectively manage conflicts and drive success in the workplace. If you’re keen for your business to remain calm when your competitors are causing conflict, then get in touch and we can discuss training that really helps. From a productivity point of view, you will be so glad of it as it will increase it.  HIT Leadership #leadershiptraining #conflictmanagement

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