Adam McQueen

🚀 Exciting eBook Alert: Create personalised training plans for your employees! Inside, you'll discover: ✨ Assessing individual needs and skills ✨ Designing the training program ✨ Incorporating diverse training methods ✨ Monitoring progress and measuring effectiveness ✨ Training plan template ✨ Adapting and evolving the training plan Download here: https://lnkd.in/e_nWuCAU Happy Reading! #training #trainingplans #landd #learninganddevelopment #upskilling Omniplex Learning

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I’ve worked with 2 different groups of managers this week delivering coaching skills training. In the practice sessions it’s always so interesting to witness folks resisting and then slipping into giving advice or steering their coachee with a “have you thought about doing ..? question. It sounds so simple when we talk through the concept of listening and asking open questions, but when we try it out there’s often a realisation of how little our coaching muscles get chance to practice in our day to day. And how easy it is to be drawn into being directive, even if we couch it as coaching! And then, given the space to practice, it’s always incredible to see the impact of even a short 20 minute coaching conversation with a peer. There were many insights! Coaching - simple but not easy. And hugely powerful. 

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“The only constant in life is change” Heraclitus Last week at the CIPD Festival of Work “change” was a big topic of conversation. I also promised in last week’s post to share the Transformational Leadership Qualities that we teach in our THRIVE for Leaders Programme. Today I co-delivered a 3 hour Masterclass on Navigating Change with the Wonderful Becki Nazareth for a group of 40 Auditors for a global bank facing lots of change. CHANGE IS EVERYWHERE! Old “change management” philosophies are outdated because they rely on stability either side of that change. With global change in climate, economics, government, tech and more, change is constant (thanks Heraclitus 👆) This means that those old models often end in burnout. 📣📣We need to replace Change management with Change Mindset.📣📣 Leaders, by employing the Transformational Leadership Qualities below you can help your organisations and teams navigate change? 1. How often do you use each quality? 2. What do you need to dial up or use more? 3. What else can you do to cultivate a change mindset in your organisations? _________ The slides come from our The Institute of Leadership accredited THRIVE for Leaders Programme and are based on a paper by INSIGHTs about how Leaders can set up their organisations for change. (Our programme is brilliant… even if I do say so myself. Link in comments to find out more, and another one if you want to chat to me about it)

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Did you know that 70% of transformation programmes fail? One of the main reasons being that organisations fail to put humans at the centre - meaning a lack of engagement with the process. A little more time spent upfront understanding the motivation and capability of your people to change, means a lot less wasted money and effort in the long run. Really excited to be speaking at BrightTALK's summit on Employee Experience, and giving insight into why any type of transformation needs to put people at its heart. You can sign up for my talk here: https://lnkd.in/eaSyAQah Media Zoo #transformation #inspiringpositivechange #culture

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Busy HR Directors are facing unique challenges in today’s business landscape - developing resilient, successful and harmonious workforces - delivering compelling employee value propositions - protecting the organisation from external change and challenge - embedding HR strategies that contribute to long-term sustainability and growth In this fast-paced ever-changing environment it’s critical that teams are emotionally resilient, mentally focused, engaged and high performing. That's where I come in! With 20 years’ experience in leadership and people development roles, I’ve seen many of the challenges of modern-day workplaces - stress, burnout, change, disengaged teams and lack of leadership trust. Like you, I’ve experienced programmes that seemed promising on the surface, but often failed to create a lasting meaningful change. People don't have the time to fully embed and embrace essential growth. Mindful approaches in the workplace create a foundation for sustainable change by working from the inside out, helping individuals acquire skills and tools to be their best selves at work every day - to be more resilient, emotionally intelligent, effective and focused. Are you intrigued? If so, please come along to my FREE webinar this week where you can try out brain based tools and practices that can help you to combat stress and burnout, and build your resilience at work. You'll learn tools you can immediately start using using, both in your professional and personal lives, to create positive and meaningful change for yourself and your teams. Here are all the details: What: Transform your workplace culture - unlock the power of brain based tools to combat stress and build resilience. When: Monday 30 September at 3.30 pm BST Where: Online on Zoom How much: It's FREE! How: registration in the comments!

In my latest podcast, I spoke to Clare Kelliher and Justice Onwuka about the challenges of hybrid leadership. If you want to learn why informal choice is so important, and why leadership is a contact sport, please do have a listen! #hybridleadership #hybridworking #thebigquestions

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Read that again… THIS is Leadership. It’s not about ❌ Complex frameworks ❌ In-depth theories ❌ Subtle wordplay It is about: ✅ Nailing the basics ✅ Focussing on fundamentals ✅ Embracing what makes you human And doing this consistently Showing up every single day To all the brilliant bosses out there… the next time you’re finding it tough Try not to over complicate. Get back to your basics - - - I’m Andrew, and I’m on a mission to build brilliant bosses! ♻️ Repost if you found this helpful 🗣️ Join the conversation in the comments #retention #leadership #coaching

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Ask away... “You ask a lot of questions” is something I heard early on in my corporate L&D career! The cynic in me often thought that I was ‘meant’ to listen, nod and get on with producing my work, producing lots of training programmes….programmes that were not necessarily fit for purpose or had been running for so long they had became part of the furniture! For those of you working in HR or L&D, have you ever sensed that you are expected to 'do' things with no questions asked? It can feel incredibly discouraging - particularly when you care and want to do a good job. If this is you, I urge you to have the courage to speak out and pose the questions that come to mind when taking on a piece of work. When asking a question, you can help someone think differently and add value! Some of the questions I might ask when co-creating leadership development solutions are: 🔵 What is the problem that you are experiencing that you need support with? 🔵 How will you know when the problem has gone away - what will be different or changed? 🔵 How will this training support the L&D strategy and business goals? What other questions would you add? Don’t be scared to ask away!!! ___ ☞ I partner with L&D/HR to provide psychologically-informed leadership coaching and development that cultivates purpose-led and people-focused workplaces. My approach to truly understanding your needs and context is unsurprisingly question-led! If any of the above resonates with you, reach out and we can have a chat!

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Psychological safety is being talked about a lot more nowadays. For me it’s the ‘must have’ for people to thrive in a workplace. We are offering a 1 day virtual training for leaders who would like to learn more about what it is and how to practically embed it into their teams and organisations. Still places left …. See link below

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Why are we still having conversations about L&D's role within an organisation? Maybe because too few people in organisations (both in and out of L&D) actually know what they need, but recognise they need 'something' learning-ey. so, what do they do? I suspect it's replicate what they know best - school! Yet, school is a very poor model to follow (my opinion). It focuses on the teacher being the font of all knowledge, of a strict curriculum, pass/fail tests, doing things one eay with aack of discovery, where failure is not celebrated to encourage growth, and nearly always focuses on knowledge above skills! Is it any wonder our L&D departments are ineffective? Yet, these thoughts are not new, they have just lacked significant support and action. Isn't it about time we rewrite the narrative for good? How can you do this within your remote, whether big or small? (Hint: think of the questions to ask and when to ask them)

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The first of our EX Space Webinar Summer Series starts today - we're talking Bots, Brawn and Brains - all about embracing AI in the new world of work. Find out more or sign up here: https://buff.ly/4bQ6b1n #EmployeeExperience #FutureWork

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Working hard in coaching sessions? 😅 Reflecting on who is really doing the work in a session is key. 🪞 On the Miles Downey Coaching Spectrum, (sometimes referred to as the push/pull continuum), it ranges from instructing, telling and advice to listening, asking questions and understanding. ✨ Recently, I was intrigued to hear of wonderful coaching work by a fellow Coaching York member Bryony Rowntree 🌱🌳🍂 , who coaches over the phone because it enables her to listen more carefully- hearing when a client is smiling or something is blocking somewhere. Our listening is heightened if we dampen other senses perhaps? 👂 As a coach, reflections are key to consider who is doing the work. Are we putting our energy into advice giving and solving someone’s problem for them? When by listening more, being curious and using our skills of presence to call out what we are experiencing in the session, we are able to facilitate the thinking of our clients, thus enabling them to solve their own problems. ✨ This is a constant reflection for me, my advice monster always wants to get in there! Which is actually why I love coaching in sectors where I know very little such as #construction it allows me to stay curious for longer. Any other advice for staying in the #coaching space over the #mentoring space for longer? Would love to hear from others too. #coaching #advice #mentor #reflection

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I spend a lot of my coaching time working with leaders and managers, but these last few weeks I’ve spoken to many organisations who recognise the value of a diverse leadership teams but are struggling to implement that right away. The question that I ask those organisations is what are you doing to support your pipleline? Change takes time and needs to be sustainable. We can focus on the short term but that doesn’t necessarily support an integrated strategy or culture. So what are the things you are doing to nurture that change with long term vision in mind? How are you supporting middle managers develop their leadership skills? What strategies do you need in place to support diverse recruitment and graduates into your industry? And what metrics are you going to use to measure if your strategy is working as you had planned? To talk about how I can support you or your teams in a coaching capacity then get in touch - I’d love to have an initial chat!

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Speak to Netley Consulting today about our impactful people development solutions. Whether you’re looking to develop your leadership capability, build high-performing teams, or nurture your high potentials, we have the right solution for your business. DM me or email, [email protected] #leadership #peopledevelopment #learninganddevelopment #teameffetiveness #emotionalintelligence #authenticcommunication

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I've been to a lot of talks / webinars this year about 'AI'. The common theme? They never define what they mean by 'AI'! Nor provide practical examples of how they're using it, for that matter. I think it's symptomatic of a wider fascination, yet lack of understand of, AI. It shows in the way many organisations encourage people to use Large Language Models like ChatGPT, but without any clear advice on how to do that practically. We're desperate to embrace it, but we don't understand it ourselves. So, it's easier to talk about AI in vague terms and outsource the responsibility of interpreting what that means practically to the individual. It can be whatever you want it to be; the saviour or the destroyer, because we're unsure ourselves which it is & why. This vague approach leads to wildly different understandings across an org, and (for example) wildly different uses of LLM's. I'd argue that very few people know how to use them for the right tasks in the right way (myself included!). When you talk about AI, I want to know the practicalities: - What's your understanding of what AI is (and isn't) - How do we effectively prompt LLM's? - What questions should we be asking ourselves to decide if AI can help with a process, and if so what kind of AI? As of yet, the conversation is as clear as this image titled 'AI' What do you think? #AI #whatisAI #learning #landd #workplacelearning #personalisedlearning #llm

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£257bn lost to the UK economy annually from low employee engagement. 70% of engagement depends on the relationship with the line manager. Yet most technical experts are thrown into people management with zero preparation... We promote our brightest technical minds into leadership roles because they're exceptional at what they do. But the skills that made them outstanding technical experts are often unhelpful to what they need to lead people effectively. ❌ Logic and analysis can't solve human dynamics. ❌Emotions don't follow flowcharts. ❌Team engagement doesn't compute in binary. This is why traditional leadership development fails technical expert leaders. They need frameworks that make sense to their analytical minds while building essential people leadership capabilities. The results speak for themselves: → Increased individual and team productivity → Reduced attrition costs → Measurable engagement improvements → Validated 400% ROI Every organisation's potential returns are subtly different. Want to know your exact cost of inaction? Use the science-backed ROI calculator created by my friends at Genos International to discover the potential ROI to your company of developing the people skills of your technical leaders: https://lnkd.in/ezsyJ9Ui

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L&D teams need to take measurement and impact seriously, so the department can move from feeling like just a 'cost centre' in the business, to more of a 'value creator'. We need to be proactive in setting clear goals that tie directly to business strategy. And deciding what data we'll collect to show that our programs are having an impact. This insight came from an excellent talk at the The Learning Network conference on Friday. From Hannah Clark at MAAS.

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I really need your help Does anyone in my network have a strong employee voice or colleague forum in their organisation? I’d really love to speak to you on the power of employee voice and the value it brings Any recommendations welcome Image courtesy of Good Business Charter blog

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